The study on the organizational commitment of the traffic police and their quality of working life

• Main Authors: Cheng Chen-Hsi, 鄭禎禧
• Other Authors: Song-Mao Hou
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/hum838

碩士 === 國立臺東大學 === 區域政策與發展研究所 === 97 === With the advancement of communication technology, one can work anytime and anywhere without limitation. "Working Life", therefore, makes considerable impact on each person’s life, family, health, and even retirement welfare. As a result, the improvement of QWL (Quality of Working Life) is regarded as an effective approach to promote the staff's commitment to the organization, to maintain harmonious labor-capital relations, and to increase the productive efficiency of the organization The research objects are the traffic police of Taitung County Police Department, studied with a well-designed questionnaire. Various analytical methods are employed in the data collected, including descriptive statistics analysis, difference analysis, correlation analysis, and regression analysis. The results are as below: 1. Traffic police has higher (cognitive) satisfaction on the "job content" of QWL and lower satisfaction on "promotion incentives" 2. Traffic police has a higher degree of awareness on "the commitment to the efforts" and a lower degree of awareness on "the commitment to the value" in the "organizational commitment". 3. In term of the perceived satisfaction of QWL:  The office duty staff has higher satisfaction than the field duty staff when it comes to the “job content” and QWL in "job attribution" category  The higher level staff has higher satisfaction than the basic level police in term of "the honor of the work and the environment" in “job duty” category  The older staff has higher satisfaction than young staff in terms of "promotion incentives" as well as QWL in “age” category  The senior staff has higher satisfaction than junior staff in terms of "the honor of the work and the environment" in “service experience” category 4. In terms of the level of "organizational commitment":  The field duty staff has higher level of commitment than the office duty staff in “job attribution” category  Married staff has higher level of commitment than single or divorced staff in terms of "the commitment to the value of the efforts", and "organizational commitment" in “marriage status” category  Senior staff has higher level of commitment than junior staff in terms of "the commitment to the value of staying" and "organizational commitment" in “service experience” category 5. Among “Quality of Working Life," "organizational commitment" and other three factors, all factors were significantly related except for the "promotion reward" factor in QWL corresponding to “the commitment to the efforts and staying” in the “organizational commitment”. 6. In terms of the predictability of "organizational commitment", QWL and "the commitment to the value" have the highest predictability To summarize, a conclusion could be drawn from this study that with the improvement of QWL, traffic police will respond with higher degree of organizational commitment and loyalty, be willing to pay more efforts to work, and further enhance the efficiency of the whole organizations.