「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.
| Identifer | oai:union.ndltd.org:CHENGCHI/G0102921074 |
| Creators | 許家豪 |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
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