中共武警部隊與人民解放軍、民兵並列為為中共國家三大武裝力量之一，對於中共這個世界現存最大的專制控制政權的維繫，具有舉足輕重的地位。 中共在馬列主義和毛澤東思想影響下，政體與一般民主國家殊異，而人民武裝警察（武警）制度更是不同於民主國家之軍事或警察制度。武警為中共武裝力量組成之一，其任務涵蓋面廣、實質力量大，雖然中共將武警視為公安體系中的一環，但是我們必須注意到的是其亦警亦軍的特性，及戰時可納入軍事指揮體系的動員能量。 本論文首先針對中共武警的發展沿革，依中共領導人之更迭，共分四個時期作一敘述，歸納出中共武警的建軍模式、與中共政治局勢之互動、未來走向等。其次，綜整當前中共武警制度的內容，整理分類將中共武警警種之間的關係作一探討研究，期能對該制度有通盤瞭解。第三，透過對中共國家安全的分析，找出中共國家安全之戰略目標、危機與支撐力量，並從武警的角度去思考其在國家安全的地位，進而研究中共武警具備之功能與在國家安全上所扮演的角色。第四，從中共武警的角度及外環境的變化，交叉探討武警制度在中共全力發展經濟的政策變革下，所遭遇的問題與挑戰。 本文最終希望發揮拋磚引玉之功效，引起國內研究中共武警之風氣，使我國得以具體研判武警部隊的未來走向。

本研究係針對五十四期刑事警察在職訓練作成效評估，為求評估的準確，將訓練有關之利害關係人（stakeholder）都納入作為研究調查的對象，包含訓練承辦機關刑事警察局、訓練實際執行機關台灣警察專科學校教務處暨學生總隊人員、參訓學員、學員服務機關的長官與同事、授課教師等。而蒐集資料方法係以量化問卷及質化訪談兩者相輔並行，若研究對象超過三十人以上則採問卷調查，其他則以訪談深入探求對訓練辦理的意見；為因應不同對象的需求，各設計出甲、乙、丙三種問卷及訪談表，其主要目的係能兼取量化調查能迅速蒐集大量的資料，而質化的訪談研究能深入探求研究對象的意見等兩種調查方法的優點。 　　研究架構乃經探討相關文獻後，以訓練之規劃、執行、影響三階段之設計作為本研究之評估流程，除瞭解訓練承辦，以及實際執行機關於規劃、執行該訓練時的決策內容外，對第三階段的影響評估亦採用Kirkpatrick所提出的「訓練方案評估技術」，其中最負盛名且運用最廣的是四層次評估理論，分別是反應（Reaction）、學習（Learning）、行為（Behavior）及結果（Result）。本研究嘗試以Kirkpatrick訓練評估四層次理論作基礎，由接受基層刑事警察訓練的刑警人員從事「自我追蹤評估」，及受訓學員長官、同事的「他人追蹤評估」，來瞭解學員受訓後是否能將訓練所學確實移轉到工作情境之中。而依據Wart等學者認為，受訓者個人特質（trainee characteristics）、原機關任職工作環境（work environment）皆會影響訓練成效。因此本文將此兩因素作為控制變數，以探討具有不同個人特質及工作環境的學員，其訓練成效是否會有差異存在。為證明各變數間是否有關聯或差異存在，因此以虛無假設（null hypothesis）方式提出，期望研究結果能拒絕虛無假設，進而接受對立假設。 　　研究結果如下： 　　一、受訓學員於訓練規劃、執行的過程中，對課程編排、教師授課情形、訓練機關的設備、教材及環境等整體訓練安排的「滿意度」良好（反應層次顯著）。 　　二、受訓學員於參加「訓練」前後，對專業講習「知識學習」的程度有明顯差異存在（學習層次顯著）。 　　三、受訓學員回到原服務機關後，其長官、同事覺得其參加「訓練」前後的「行為改變程度」明顯（行為層次顯著）。 　　四、受訓學員回到原服務機關後，其長官、同事覺得其參加「訓練」前後，對「組織貢獻程度」明顯（結果層次顯著）。 　　五、受訓學員對參加訓練「滿意度」的高低，與訓練後回原機關的「行為改變程度」多、寡之間有關係存在（反應層次會影響行為改變層次）。 　　六、受訓學員於參加訓練期間及訓練後，其工作環境中「長官、同事的環境支持程度」高低，與訓練後回原機關的「行為改變程度」大、小有關係存在（工作環境支持程度會影響行為改變層次）。 　　七、受訓學員於結訓回原機關後，其工作「行為改變程度」大、小，與其對「組織貢獻程度」多、寡有關係（行為改變層次會影響組織貢獻層次）。 　　八、受訓學員的「工作環境」差異（其長官、同事對本訓練的支持程度）與其「訓練成效」間有顯著差異存在。 　　九、受訓學員參加本「訓練」前後，其所表現的「整體訓練成效」顯著。 　　十、不同「人口統計變項」的受訓學員，個人資料中「服務機關」、「工作性質」、「年齡」、「刑警年資」等變數，其與「訓練成效」間有顯著差異存在。 　　綜上運用規劃、執行、影響（包括Kirkpatrick訓練評估四層次理論）三階段評估，驗證本訓練成效良好，且證明不同「人口統計變項」及「工作環境」的受訓學員，其「訓練成效」間有顯著差異存在。而質化訪談內容除驗證上述結果外，並於調查規劃、執行過程時，發現訓練制度的改進方向，在結論時提出現階段可行及未來改進的具體建議，使訓練評估結果完整且具可行性。 / This research is the effect evaluation of the on-the-job training of the 54th criminal investigators who were trained in Taiwan Police College. In order to make sure of the accuracy of the estimating, the stakeholders who are related to this on-the-job training are all involved in survey, including course staffs, students who were trained, students' colleagues, professors in this program and trainers who work at Criminal Investigation Bureau and Taiwan Police College. Quantitative questionnaire and qualitative interview are both adopted in this research. The former was used, and the latter was used for the population less than 30. Different questionnaires are designed according to the different populations. 　　Framework is based on literature review, which was used as the planning estimation, implementing estimation, and effect estimation of training. In addition to understand the content of training planning and implementing decision, the third stage-- effect estimation is based on Kirkpatrick Four-level evaluation theory with reaction, learning, behavior and result that is used. The application of Kirkpatrick Four-level evaluation theory in this research includes “self-estimation” by detectives under training and “others-estimation” by the trainees and colleagues to realize that transformation from training to work. And according to Wart's viewpoint, trainee characteristics and work environment have effect upon training. Whereas the controlled factors, trainee characteristic and work environment are provided for difference on training effects. In order to prove the relation or the difference exist on the aforementioned factors, the hypothesis comes up in the follow. The finding expected negation from the null hypothesis or the alternative hypothesis will stands. 　　After by planning, implementing and effect three process evaluation（Including Kirkpatrick Four-level evaluation theory）, the result is nice to the 54th criminal investigators training. And have found the difference on these trainees under the trainee characteristics and work environment. The result was be proved by the content of qualitative interview and find the improvement of training. The feasible suggestion of the present and the future improvement came up in the conclusion. The result of the training evaluation is success and feasible.

University of Macau / Faculty of Social Sciences and Humanities / Department of Government and Public Administration

本文主要探討組織內部成員公平認知與組織承諾之間的關係。本文以保安警察第一總隊警察替代役男為研究對象，第一部份在探討警察替代役男對現行服役機關的公平認知及組織承諾的認知分析；第二部分在瞭解警察替代役役男不同的背景對於公平認知與組織承諾的差異情形；第三部份為探討警察替代役役男公平認知與組織承諾的相關性；第四部分以公平認知的各構面為依變項，來預測組織承諾及其構面，最後根據研究結果，提出研究建議，以供警察替代役男管理上之參考。 本文以問卷調查的方式，是以保一總隊的全體替代役男為研究母體共1646人，抽樣方式採取多階段隨機抽樣法，把保一總隊替代役役男服勤駐地編制分為三大單位14個服勤處所，依據每個處所的人數佔總員額比例，來規劃每一處所所需要隨機抽樣的樣本數，之後在每個層級中，再以簡單隨機抽樣的方式，來取得所需樣本，本研究問卷發放對象為保一總隊警察替代役役男，總樣本數505人；有效回收問卷總共449份，無效回收問卷共56份，有效樣本回收率88.9％。本研究使用SPSS 10.0中文版進，運用描述性統計、單因子變異數分析（one-way ANOVA）與薛費法事後比較（Scheffe）、皮爾森積差相關係數、多元（複）迴歸分析統計方式進行量化資料分析。 本研究經統計分析後，重要的研究結果如下：警察替代役役男對於組織公平具有中上程度以上的認同感。警察替代役役男對於組織承諾具有中上程度以上的認同感。個人背景變項對於組織公平及組織承諾具有顯著性差異獲得部分支持。公平認知及其構面與組織承諾及其構面均具有相關性。公平認知及其構面對組織承諾有預測力。 / This research study mainly focuses on investigating the relationship between the impartiality cognition and the organization commitment of the intra-organization members. With the substitute police military service personnel of the Special Police First Headquarters as the study population, the first part is the investigation of the analysis on the substitute police military service personnel’s cognitions about the impartiality and organizational commitment of the current military service agency; the second part is the understanding of the discrepancies in the impartiality cognition and organizational commitment for the substitute police military service personnel with different backgrounds; the third part is the investigation of the correlation between the impartiality cognition and organizational commitment for the substitute police military service personnel; and the fourth part is the prediction of the organizational commitment and dimensions with each dimension of the impartiality cognition as the variable. In conclusion, research propositions will be presented based on the research results for providing the references to the management of the substitute police military service personnel. This research paper employs 1646 substitute police military service personnel of the Special Police First Headquarters as the main study population by applying the questionnaire survey method. The sampling method adopts the multiple-phase random sampling method to categorize the service locations of the substitute police military service personnel of the Special Police First Headquarters into three main units and fourteen service stations. Based on the ratio attributed by each station’s service personnel population in the overall service population, the sample size required for the random sampling of each station can be planned. Afterwards, the required samples can be acquired through the simple random sampling method at each level. The study questionnaires were distributed to the substitute police military service personnel of the Special Police First Headquarters as the target population. The total sample size was 505 individuals. The total number of valid returned questionnaires was 449 questionnaires, while there were 56 invalid returned questionnaires, with a valid return rate of 88.9％. This research study applied the Chinese version of SPSS 10.0 to conduct the applications of Descriptive Statistical Analysis, One-way ANOVA Analysis, Scheffe Post-Hoc Comparison, Pearson Product-moment Correlation, and Multiple Regression Statistical Analysis to proceed with the quantitative data analysis. Significant research results are as the followings upon the completion of the statistical analysis: Substitute police military service personnel exhibited a medium/high level of identification with the organizational impartiality and commitment. Significant discrepancies in the impartiality cognition and organizational commitment for the substitute police military service personnel with variations in individual backgrounds received partial substantiation. The impartiality cognition and dimensions and organizational commitment and dimensions are all correlated. The impartiality cognition and dimensions exhibited the predictive power toward the organizational commitment.

網際網路給中國大陸社會帶來言論自由的空間，因為網路自主與跨國界的特性，使中共政權無法有效在內容上管制不斷漫延的言論。倘採取更嚴格管制措施，如域名劫持、封鎖網址等方法，反而會帶來負面的效應。若對網際網路的言論持續不斷的管制、規範，只會激起網民更強烈的反彈。 網路傳播由於其所展現的全球觀是具有無國界、去中心化、匿名、隱私、便利等特性，因此更加對共黨集權統治下的中國大陸社會體制形成一定程度的影響。新的挑戰接踵而來，像網路犯罪問題防處；因為網路人口增多，各種新型態的「博客」、「播客」興起，網民民主參與程度增加；再者網路文化競合問題，也是對中共政權的挑戰，同時對中共國家安全也產生重大影響，這些問題都是中共進行網路管制的難題。 面對種種發展網際網路後產生的難題，由於擔心喪失網路輿論的這個重要陣地，中共領導當局始終未放任網際網路自由發展，更將網路空間當成宣傳國家政策的另一項工具與手段，藉以延伸其政治力量控制的版圖。 中共為了處理面臨的難題，加強了網路管制，建立了世界上最嚴密的「網路長城」。設置了數量龐大的網路警察，並希望在下一代的網路建設中，成為與美國並駕的科技大國。 本論文在探討中國大陸網際網路發展時，對於網路規範及言論管制作法；也從各種新興網路軟體及運用方式變化來觀察所產生問題及對大陸民主化影響，並以此作為我網際網路發展與管制上之參考。

「將者，智、信、仁、勇、嚴也」出自孫子兵法‧始計篇，究其根源乃來自對主管的深切期盼，尤其在面對瞬息萬變的治安狀況時，警察機關內什麼樣的主管領導風格能影響部屬工作投入，又何以讓其在工作中獲得滿意感，另工作投入與工作滿意度之間關係為何，在最高警政殿堂「內政部警政署（以下簡稱警政署）」中，是個值得探討的現象。 本研究透過文獻分析法及深度訪談法等方式，採分層、立意抽樣對警政署內部人員進行半結構式詢答，再依所獲致之資料歸納發現如下： 一、警政署主管領導風格係採「轉換型領導」、「交易型領導」為主。 二、警政署主管領導風格與部屬工作投入具有高度關聯性。 三、警政署主管領導風格與部屬工作滿意度具有高度關聯性。 四、警政署部屬工作滿意度對其工作投入會產生正面影響。 五、警政署主管領導風格會以工作滿意度作為中介變項，對部屬工作投入產生正面影響；意即主管會透過提升部屬工作滿意度，進而影響其工作投入程度。 六、部屬偏好之主管領導風格，為使其感覺工作滿意度多者，優於讓其高度工作投入者。 最後，按照上開研究發現提出建議如下： 一、針對主管領導方面，應塑造團隊氣氛、建立共同目標，適時給予部屬肯定與認同，能以身作則、勇於負責，分配工作上能勞逸平均、處事公平，又可以尊重部屬意見及給予適當的授權，讓組織成員能夠凝聚向心力，為達成任務全心全意的努力付出。 二、對於革新制度方面，允宜建立負有考核機制的獎、罰金制度，同時強化不適任人員的汰除機制、合理調配組織人力資源，改善公務機關分配不公、勞逸不均之窠臼。 / “Generals should be assessed by his wisdom, trustworthiness, benevolence, courage and discipline.” recorded in “The Art of War by Sun Tzu”, it represent the high expectation for Leader. Especially in the face of rapidly changing security situation, to know what leadership style can influence subordinates job investment, and why let it get satisfaction in their work, and the relationship between job investment and job satisfaction. Therefore, in the highest halls of policing, "National Police Agency (hereinafter referred to as the NPA)" the phenomenon is worth discussing. This study through literature analysis and depth interviews and other methods, mining stratified, purposive sampling of the NPA internal staff consultation A semi-structured, then follow the information gained from the discovery summarized as follows: 1. The Department of Mining NPA competent leadership style, "Transformational Leadership", "transactional leadership" based. 2. NPA competent leadership style and subordinate job involvement is highly relevant. 3. NPA competent leadership style and subordinate job satisfaction is highly relevant. 4. NPA subordinates job satisfaction will have a positive impact on their work input. 5. NPA leadership style will be in charge of job satisfaction as intervening variables, to put a positive impact on the work of subordinates; supervisor will by means subordinate to enhance job satisfaction, thereby affecting the level of work put into it. 6. Subordinates affection competent leadership style, makes it feel job satisfaction and more, than let it work put in by height. Finally, according to the findings open the following recommendations: 1. For the competent leadership, should create a team atmosphere, the establishment of a common goal, to give subordinates timely affirmation and recognition. To lead by example, the courage to be responsible for the distribution of work, maintain work and rest mean. Doing things fair, but also respect the views of subordinates and give proper authorization, so that members can unite the centripetal force, in an effort to achieve the task wholeheartedly pay. 2. For the innovation system, to establish evaluation mechanisms with award and amercement, while strengthening the eliminating mechanism of unadaptable people. A reasonable allocation of organization of human resources, to improve the allocation of job unfair and uneven work.

警察機關雖以警察人員為主要組成分子，然就功能及角色區分，可分很多類別，並都有其重要性，也都會有工作壓力，壓力來源也不同，警察機關人事人員雖具警察人員身分，惟卻係以簡、薦、委等官等任職，同時具有一般公務人員職務屬性，本質上具有雙重角色，也因此形成工作職場角色衝突，在自身職涯規劃也會因此不同，而其他警察人員對於警察機關人事人員認知也不同，但警察機關人事工作極其重要，所以其定位是特殊而難取代。 警政署人事室是警察機關重要人事機構，不僅具有一般警察機關人事機構性質，也具有培育未來人事主管功能，與一般警察機關人事人員相比，其被賦予責任與工作較艱鉅，所面臨工作壓力也不可等量齊觀，有必要針對此特殊職務進行研究，同時不僅以工作壓力相關文獻探究，也輔以組織行為相關理論做論證，以更明瞭該室任職成員所面臨工作壓力及來源為何，同時基於組織診斷觀點，提出相對應解決對策或建議。 本文研究係採質化方法，並且以深度訪談方式取得陳述，就所得相關資訊可發現，該室所屬人事人員確實面對工作壓力，其來源有長官期待、自我要求、工作時效等等，也會一併產生相關身心反應，其解決對策主要有提升工作效率、尋求相關資源幫助及轉移焦點等等，在組織行為呈現較不容易有負面因素出現，但基於該機關屬性使然，也不排除存在相關可能性。 對於該室建議則針對幫助成員時間控管、完善在職訓練、主管發揮有效領導功能、促進組織非正式成員間互動等四點，以幫助其可更有效面對工作壓力，避免造成過度負面影響，後續研究方向則希望延伸至各警察機關人事主管、警察機關初任人事人員、不同警察機關人事人員間不同工作壓力比較以及警察機關內部不同組室人員，發揮本研究實質貢獻。

法治國原則作為當代政府治理所不可或缺之憲法規範，其之精義涵括了課予政府依法行政、恪守現行法律規範及法律原則等義務；承上所述，倘一國公部門行政為諸多貪腐情事所囿，其不僅意謂著違法行政與牴觸法治國原則之狀態，其猶與國家制度發展的健全性與否相涉。 再者，學界為求分析前開指涉的不利情狀，業已有繁多的相關文獻證實貪腐對經濟及社會環境造成的損害；於此，本研究對貪腐所進行之研究的動機，蓋可歸因於國際透明組織所釋出的貪腐印象指數報告；詳言之，除探索部分後共國家為何特別易於為貪腐所囿乃係本研究之所由外，此等國家的公部門於千囍年後的發展亦為所欲考查之部分。 總此，有鑑於對前述的後共貪腐情形為審慎評估之必要性，本研究應用了文獻分析、個案分析及法律分析方法進行諸多探討；又本研究作為和政府廉政與否具關聯性之議題，不僅政府與社會關係乃係觀察重點，公部門貪腐現象、警察制度發展、抑或是政府肅貪辭令及現實，亦為本研究就後共俄羅斯與喬治亞於斯範疇所欲分析之課題。 / The principle of rule of law acts as a crucial constitutional element in contemporary governance, it requires the government to exercise its power in accordance with well-established and clearly written rules, regulations, and legal principles, hence if a state's public sector has been affected by entrenched corruption, it not only means equally to the illegal status of administration, the breach of rule of law, but also correlates with the quality of a state's institutional development. In view of those aforementioned detrimental conditions, since lots of research effort had already verified the disastrous economic and social consequences of corruption, this study’s research motive was inspired by corruption perceptions index released by transparency international; in other words, why some post-communist states had been bothered with various corruptions after dissolution of the Soviet Union, and how do their public sectors evolve after Millennium. In order to make proper assessment on those illegal phenomena above, this study was constructed by document Analysis, case study analysis and legal analysis. As a study relates with government’s integrity issues, this case study surveys on the relationship between government and society. And by means of exploring corruption phenomena in public sector, the development of police institutions, as well as anti-corruption rhetoric and its realities in Russia and Georgia during the post-communist period. Keywords: Corruption; Anti-corruption; Integrity; Post-communist transition; police institution

隨著經濟狀況不景氣，失業率居高不下，社會治安日趨惡化。因此政府不斷進行各種維護治安、掃蕩犯罪組織專案工作，但從各種民意調查資料顯示，民眾對於政府在「治安」、「交通」施政滿意仍然未見上升。警察除了維持治安、疏導交通或處理一般民眾爭端，甚至還需要協助他單位執行公權力。在警力不足的情形下，往往必須犧牲家庭甚至個人身心健康，以貫徹治安使命。繁重的工作、身心健康及家庭生活難以兼顧，但並無相關配套鼓勵措施或者健全的福利制度，使得員警在工作崗位上負擔極大的壓力。部分員警家庭因此破碎，或鋌而走險、甚有自戕及從事違法犯紀之行為，造成警察形象為民眾所詬病的原因。 研究者自警察大學畢業迄今，已從事警察領導職務多年，經常接觸基層執行勤務員警。由於警察任務性質屬於全時及經常處於高度壓力的狀況下，相對地造成員警對於自己所從事的工作，有相當不同的工作意向。尤其警察工作經常於深夜服勤，生活方式日夜顛倒，與家人共處時間短暫，工作上面又臨績效壓力。在此種品質不佳的生活與工作條件下，家庭問題及婚姻生活與工作特性對於員警工作意向影響極大。 為瞭解員警治安意向、職場與家庭意識，本研究採問卷調查法針對治安、職場與家庭三大項目，調查ㄧ三六題次的問題，以確認受試者認為作好哪一項措施，對於治安之維護有重大影響力以及對該項措施的滿意程度。並在進行問卷調查後，再針對所得資料處裡，採取「理想型」之建構模式，進行質化分析。即以多元方法交叉檢視，採取「主─輔設計」方式，以質化的研究為主，以量化方式作為輔助之功能。 本研究發現如下： 壹、治安意向方面：其原因不外為重案緩判，影響治安（本研究發現員警認為法官對於飛車搶案量刑寬鬆，交保容易，再犯率偏高，使警方疲於奔命）；層級偏低，受制於人（警察組織層級偏低未能發揮整體治安決策及協調整合之功能）；升遷無望，難有鬥志（基層員警未能循序晉升至巡官以上職務，因升遷無望，喪失鬥志）；警力不足，裝備破舊（基層警力配置失衡，難以因應民眾需求，警察素質未能有效提升，難以發揮應有效能）；疊床架屋，浪費資源（受理案件表格無法有效整合、簡化。程序繁雜，文書未能有效數位化）；設計不良，品質低落（績效掛帥取向，只管移送不問起訴，案件草草移送，偵辦品質低落）。 貳、職場意識方面：其原因不外為超時工作，休息不足（職務代理制度未能有效落實）；關說干擾，升遷難平（升遷的公平性遭質疑，關說情形的存在，人事主導權遭侵蝕，影響升遷公平）；主管好惡，勞逸不均（往往有工作能力者承辦繁重之業務，資歷較深者承辦功奬多之業務等不公平現象）；工作不滿，投訴無門（大多認為長官會官官相護，將大事化小、小事化無，且對申訴處理人員欠缺信任）。 參、家庭意識方面：其原因不外為工作繁忙，身心俱疲（員警多半因勤務時間過長，休息時間不足）；勤休不定，難得相處（員警認為休假未能正常，不利夫妻溝通，影響家庭和諧）。 本研究建議如下： 其歸結之重點不外為適時修法，速審速決（建議對於該等案件速審速 決，提高交保的條件，從嚴量刑）；提高位階，預算獨立（建議提高 警政署位階，有效整合資源並將預算回歸中央統一編列）；增加警 力，提升裝備（建議增加警力，適當配置至基層單位服務並注重素質 控管）；減少文書、業務，縮短工時（推行E化作業，建構無紙辦公 環境以提高工作效率與效能）；改善評比，檢討績效（減少各項專案， 避免影響正常勤務運作，造成員警彈性疲乏）；升遷公開，勞逸平均 （升遷公開透明，競爭公平，擇優遴選）；建立核心，業務明確（確 立「治安、交通、為民服務」為警察工作核心並致力於主管業務，摒 除協辦業務）；暢通員警申訴管道（定期舉辦員警座談會，傾聽員 警心聲，秉持公平公正，嚴禁秋後算帳）；加強溝通，和樂相處（建 議員警同仁勤餘、休假，多與家人相處，唯有和樂的家庭是專心工作 的基礎）。 / In the advent of economic downturn, in addition to employment rate staying high, maintaining the law and order for the society is getting worse daily. Therefore, the government has been consistently in proceeding to various measures of protecting the law and order as well as conducting projects in fighting back the crime organization. Nevertheless, from various polls indicated that the general populace views on the governmental efforts in “law and order” and “traffic” categories, still remained to be low and needed to be enhanced as result. The police force, no matter whether in maintaining law and order, directing traffic or processing the resolution of disputes for the general public, may need to go out of its way to assist other organizations in executing the authority from the mandate at large. Under the constant lack of police manpower, they must confront the choices of sacrificing the family life, even worse, personal health so as to protect the law and order as demanded. Work loads and personal well-beings in addition to family life are difficult to manage all at the same time. This is a given, still other encouragement measures without proper planning and supports or comprehensive welfare system, these would create tremendous strains on the police forces at work. Portions of the police force member are suffering family breakups, or go-out-on-the-limb, even committing suicides as well as conducting behaviors of breaking the law and order instead, these all are responsible of creating negative images to the general populace. This researcher has been involved with the leadership role at the basic level of police forces since college graduation, with experiences of frequent contact with local law and order enforcement personnel. Since the mission of police force can be attributed as under constant high pressurized situations, relatively speaking, this caused significantly different job orientations for policeman when reviewing the jobs that they occupy. Especially for those police works that require serving throughout night, with upside down lifestyle to say the least, the short and precious moment sharing with the family in addition to facing the job performance stress from work, this is very demanding. As consequence, under conditions of lack of quality in both the lifestyle and work, family problems and marital lives in addition to work characteristics are casting great impacts on policeman in regards to the work preferences. Therefore, to understand the policeman orientation in maintaining law and order, job environment and family consciousness, this research adopted survey query method in regards to law and order, job environment and family as three main items, as well as surveying the 136 questions in the questionnaire, so as to confirm that the recognitions from the persons under survey in regards to which measurement must be carried out as intended, and this measurement does carry great weight in maintaining the law and order in addition to the satisfaction levels for this very specific measurement. Moreover, after the survey is conducted, this research focused on the datum gathered and processed these datum with adopting the constructs of “ideal type” to proceed further qualitative analyses. Then it is inspected and reviewed in crisscross fashion through multi-variable methods, and adopted “Primary-secondary design” approach which is primarily relied upon the qualitative research and supplemented with quantitative approaches as the secondary. The findings of this research are as follow: 1. The aspects of law and order intention: The main causes are more or less centered at the area of slow court process as well as prosecuting the major crimes, which heavily impact the law and order (This research findings indicated that, the policeman acknowledged the judge would sentence the motorcyclist robbing the pedestrians with the least sentencing possible, in addition to easy suspect bailout with crime recommitting rate relatively high. These are all frustrating the policemen in suspect arrests.) Policemen are at the low level status in the organization, and constantly under the constraints imposed by others. (The policeman organization level is rather low in the overall organization chart, and this results with unable to perform the functions of carrying out the law and order policies in addition to coordinating with other departments in integration efforts.) Hopeless in getting promoted, difficult in obtaining the fighting will. (The local policemen can not be promoted through rank and files as high as the patrolling officer. Since it is hopeless in promotion, therefore they all are lack of fighting will as result.); Lack of police manpower, outdated equipments and supplies(The manpower deployment at local level of police force is out of balance, it is difficult to meet the general populace demand, in addition, the police quality can not be effectively enhanced so as to perform as demanded); Overlapping in the sense of organization, waste of resources(Can not effectively integrate, simplify the forms for filing cases. Complex and redundant procedures, the paperwork can not be effectively converted into digital format.); Poor design with low quality demand (Performance driven in a worst sense, only transferring the apprehended and not caring about the prosecution probability. The caseloads are rated as finished when the transferred were processed with low quality in police detection. ) 2. In the aspects of job environment consciousness: And the causes are no exception, like overwork, lack of rest. (The substitute staff system has not been effectively implemented as desired.) Outside interference in human resource decision caused upheavals (The fairness of promotion was questioned, the outside interference still existed. The human resource leadership has been eroded as such which impacted the fairness in promotion); Preferences from the superiors caused unfair assignments. (Often is the case that those with capabilities would have assigned with heavier responsibilities in operation, those with more experience and seniority would be assigned with tasks with more awards and recognitions. These are the phenomenon of unfairness. ); When unsatisfied with the job, there is no channel to vent the frustration of dissatisfaction.(Majority of the superiors would protect themselves which entails with minimizing the effect of not-doing-anything at all. In addition, they do not trust those who processed the petitions.) 3. In the aspect of family consciousness: The causes are almost belonged to heavy work loads, both the mind and body suffer. (The policemen are almost all work too hard with long hours and lack of adequate rest); Irregular work and vacation schedules, it is difficult to get along. (Policemen all acknowledged that, irregular vacation schedule caused husband and wife not be able to communicate, and impacting the harmony of the family.) This research recommends as follow: The summarized focal points can be law and regulation amendments, speedy trials and sentencing.(Recommending the speedy trial and sentencing for these cases, in addition to raise the bailout conditions with heavier sentencing.); Raise the level of status with independent budgeting.(Recommending raise the level of National Police Agency and effectively consolidate the resources in addition to budgeting fallback to central government jurisdiction); Increase police force strength, enhance and upgrade equipments and supplies(Recommending the increase of police force with adequately dispositions down to the local level units in addition to focus on the quality control); Cut down the paperwork, operations with shorter work hours.(Promote ○e operations, construct no-paper work environment so as to elevate work efficiency and effectiveness); Enhance items being criticized and review performance afterwards(Cut down each and every project work load to prevent impact to normal operation which entails with policemen overwork );Bring visibility to promotion and equalize work assignments(Since the promotion has visibility and transparency, the competition would be fair with the best qualified personnel chosen as result);Establish core values with specific operation assignment (Reaffirm “law and order, traffic and serve the people” as the cores for police work in addition to dedication to jurisdiction operations and stopping coordinated operations); Smooth the channels for dissatisfaction petitioning(Conduct scheduled forums for policemen, listen to their concerns with fairness and justice. Absolutely no payback action is allowed.); Enhance communications with pleasant getting-along. (Recommending the policemen spending more time with the family during off hours and vacations. Only the happy and pleasant family life can be the cornerstone for work dedication. )。

巡邏勤務是警察最常見的勤務方式之一，長久以來被公認是警察的核心勤務，由於巡邏勤務兼具積極打擊犯罪的主動作為及消極防制的被動作為，更加突顯巡邏勤務的重要與特色。而警察巡邏勤務之規劃及執行方式受到許多因素的影響，如何有效發揮巡邏勤務預期效能的議題，也就值得深究。 本研究以立意抽樣，採質化半結構深入訪談方式，針對實際規劃與執行巡邏勤務之派出所所長與協助派出所所長規劃勤務並參與實際執行巡邏勤務基層員警10人進行訪談，旨在探討巡邏勤務之規劃與運作過程，藉此找出其中所存在的問題，並將結果提供相關單位作為警察巡邏勤務規劃與運作之參考，期能有效發揮預防犯罪及達到維護社會治安之功能。 本研究主要研究結果分述如下： 一、巡邏勤務，警察核心勤務：巡邏勤務24小時綿密規劃，勤務時數約佔每日總時數50%-70%，為警察勤務中核心勤務。 二、工作項目，符合主要目的：巡邏勤務工作置重點於犯罪預防、交通順暢及為民服務，符合巡邏的主要目的。 三、攻勢勤務，具有預防效果：巡邏勤務屬攻勢勤務，具迅速、快速、機動等特性，具有預防犯罪的效果。 四、符合原理，有效預防犯罪：巡邏勤務運作符合迅速、機動、彈性、顯見等4項原理，能有效預防犯罪。 五、巡邏勤務，以深夜勤為主：深夜時段為犯罪活動高峰期，應將巡邏勤務加重於該時段，以符合實際需求。 六、因時因地，使用交通工具：巡邏勤務交通工具應因時因地制宜，彈性運用，發揮巡邏勤務之機動性及顯見性。 七、事故處理，影響巡邏成效：巡邏勤務規劃編排常因事故處理導致巡邏勤務落空情事，影響巡邏預期成效。 八、強化措施，落實巡邏勤務：強化勤務指揮中心功能、落實實施勤前教育及採師徒制編組，以利經驗傳承，落實巡邏勤務作為。 九、巡邏裝備，適時因應添購：巡邏勤務配備裝備應適時因應添購，以維執勤安全，提升巡邏勤務效能。 十、落實盤檢，減少巡邏箱數：巡邏勤務應以加強盤查為主，巡簽巡邏簽章表為輔，以發揮巡邏勤務預期之效能。 十一、巡邏勤務，優點缺點並俱：巡邏勤務可有效產生嚇阻犯罪功能，惟因各項因素，常無法落實執行。 本研究並根據研究發現，提出研究建議： 警察機關應採問題導向巡邏勤務策略，實施因地制宜措施以規劃巡邏勤務，落實盤查作為為主，巡簽巡邏簽章表為輔，因應需求適時添購裝備，強化巡邏勤務精進作為；並落實金融超商業自我防護機制，精簡業務提升警力運用，同時面對問題落實檢討規劃。 / Patrol duty is one of the most common duties for the police officers, which has been generally accepted as their core duty for a long time. Moreover, the patrol duty’s importance and characteristics are more highlighted by its active actions like fighting against crime and its passive actions like prevention and control. However, the policy officers’ planning and executive methods of patrol duty are affected by various factors. Therefore, it deserves deeply exploration about how to achieve the expected effect of patrol duty. Taking the purposive sampling and qualitative semi-structured in-depth interview, this study interviewed 10 persons including a police station chief and some grassroots police officers assisting the chief to plan and carry out patrol duty, with the aim to explore the patrol planning and operation process. In this way, it can find out the existing problems and provide the study results to relevant units as reference of planning and operation for the police officers, expecting to effectively achieve the function of crime prevention and social order and security maintenance. The major study results are illustrated as below: 1.Patrol duty is the core duty for the police officers: the duty is 24-hour planned, and accounts for 50%-70% of the work hours every day, so it is the core duty for the police officers. 2.The work. details conform to the primary purpose: Patrol duty focuses on crime prevention, smooth traffic and public service, which conform to the primary purpose of patrol. 3.Offense duty has the preventive effect: Patrol service belongs to offense duty, which is quick and mobile, and has the effect of crime prevention. 4.It conforms to the basic principles and can prevent crime effectively: Patrol operation conforms to the four principles of quickness, mobility, flexibility and conspicuousness, and can prevent crime effectively. 5.Patrol duty is mainly served at late-night: The late-night is the peak period of crime activity, so the patrol duty should be strengthened during that period to meet the practical demands. 6.Use vehicles based on the specific time and place: The vehicles used for patrol service should be flexible based on the specific time and place, so as to achieve the mobility and conspicuousness of patrol service. 7.Accident handling affects the effect of patrol duty: Patrol planning and scheduling is often delayed or vacated due to accident handling, which further affects the expected effect. 8.Strengthen the measures to carry out the patrol duty: Strengthen the function of the command center, carry out the pre-duty education and adopt senior-junior grouping to facilitate teaching experience and achieving the purpose of patrol duty. 9.Procure the patrol equipments in time: Patrol equipments should be procured in time based on the specific demands, so as to ensure secure duty and improve the patrol efficiency. 10.Carry out question to reduce the number of patrol boxes: The patrol duty should strengthen question primarily, together with patrol duty form signing, so as to achieve the expected patrol effect. 11.Patrol service has both advantages and disadvantages: Patrol duty has the function of effective crime prevention. However, it can’t be carried out due to various factors. Based on the study findings, this study proposes the following suggestions: The police institutions should adopt the problem-oriented patrol strategies and make measures based on the specific conditions for patrol duty planning. It should carry out question primarily, together with patrol duty form signing. Moreover, it should procure equipments in time based on the demands to strengthen the patrol practice. Besides, it should also carry out the self-defense mechanism of finance-over-business and simplify the business to improve the manpower application. At the meanwhile, it should implement review and planning for the problems.