碩士 / 玄奘大學 / 企業管理學系碩士在職專班 / 104 / After the society developed openly, the works of police officer are becoming more diversifications. The issues that the police officers have to confront recently are to face the stress form heavy and diversified duty works, and being corresponded by the expectation of the citizens under the cultural organization of “Single Command System” and “Implement of the Superior’s Orders”. This research is to explore the impacts on job satisfactions by the leadership styles of Polices. In addition, it also analyzes how different there are between the job satisfactions and subordinate features, what patterns it has with the accepted leadership styles. This research uses the abstract conception and 253 police officers selected as samples from Kaohsiung Harbor Police Deportment. Designing leadership styles and job satisfactions questionnaire are utilized as research tools in the thesis and the finding results are analyzed through the descriptive statistic, reliability factors, contingency tables and Chi-square Test.
The research has following results:
1. There is a relevance and difference between the leadership styles and service units of subordinates in the leadership styles and characteristics of subordinates of the seven features. Obviously, that is to say, it has influence from the supervisors on job satisfactions. Within the other features variations (sex, edge, marital status, educational background, years of services, the work position), it doesn’t has an obviously relevance. Although the supervisor has its particular leadership style, the leadership styles won’t be influenced by other variations in the police organization highly required disciplines. However, it presents a difference of supervisor’s leadership style easily in the features variation of service units. In order to lead organization to archive the goals, perhaps the difference of heavy areas, discipline incentives, wok contents, duties and operations lead to a distinct leadership style utilized necessarily by the supervisor. Therefore, there are distinct leadership styles from the supervisors in distinct service units, and it is not necessary to be the Production structure leadership model. Most of opinions from the samples considerate that the supervisor’s leadership style is belong to the Production structure leadership model, especially the samples with higher work position.
2. In the job satisfactions and the seven features variations, the “job satisfaction” has highly relevance with police sex, service unit, and work position. For the males the external satisfaction almost has the same proportion like internal one. On the other hand, for the females there is highly proportion in external satisfaction. At distinct service units it results that all service units have highly proportions in external satisfaction except of the brigades of Zhong Xing, First Port and An Ping Port. Finally, there is 60% in internal satisfaction to those who work with higher position like sergeants within the work position and job satisfaction. On the contrary, there is higher proportion in external satisfaction to the troopers. Nevertheless the proportion gap between the external satisfaction and internal satisfaction to the troopers is lower than the one to the sergeants. Within the other four features variations (sex, edge, marital status, educational background, years of services), it doesn’t has an obviously relevance.
The research results that there is a relevance and difference within the leadership style, service units of subordinates and job satisfactions. In the same words, the subordinates have different satisfactions in different service units with different leadership styles. This research has the following suggestions.
1. The leadership styles of superiors have impact on the job satisfaction of its subordinates due to their professional knowledge, familiar with the relevant laws and regulations, ethnic and moral cultivation, processing capability and job experience. Therefore, I suggest that the appointment of supervisors shall be paid more attention on their job experiences rather than their basic conditions.
2. The more shortage of police officers in service units with onerous cases like the metropolitan area there is, the more physical and mental stress the police officers will get, then it will influence the job satisfaction. For the reason that, I suggest that each service units shall make up the deficiency of the police officers and enforce the rotation system of police service years.
| Identifer | oai:union.ndltd.org:TW/104HCU01321007 |
| Date | January 2016 |
| Creators | 李家富 |
| Contributors | , 曾光榮, 顏晃平 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 104 |
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