| Summary: | 碩士 === 國立勤益科技大學 === 工業工程與管理系 === 99 === This study aimed to explore the impact of police organizational commitment of organizational citizenship behavior. We used two research methods including document analysis and questionnaires, subjects including the Bureau of Police in New Taipei City, Nantou County and Tainan City. By using the purposive sampling method, we collected 500 observed data. After removing the invalid questionnaires, 458 valid samples remain, using SPSS and AMOS software for data analysis. In this study, the latent variable composition of the dimensions of reliability(CR) and the Cronbach α values are above 0.7 and reached the level of significance, Bootstrap discriminant validity confidence interval upper and lower limits are not included 1. Therefore, this study has a good reliability and validity. In terms of overall fitness, = 2.622, RMSEA = 0.072, GFI = 0.853, AGFI = 0.821, NFI = 0.875, IFI = 0.919, CFI = 0.918, so that the model has good fitness, the Institute concluded the following based:
1.In the path analysis of organizational commitment and organizational citizenship behavior, the mediation effect of job satisfaction has reached to significant level. but the direct effect of the overall has an inverse significant level. So, the police department should pay more attention in not only the organizational commitment of the police, but also the job satisfaction of the police. Therefore, they can effectively enhance the standard of police organizational citizenship behavior.
2.In the path analysis of organizational climate and organizational citizenship behavior, the mediation effect of job satisfaction has reached to significant level. but the direct effect of the overall has an inverse significant level. So, the police department should pay more attention in not only the organizational climate in internal organization, but also the job satisfaction of the police. Therefore, they can effectively enhance the standard of police organizational citizenship behavior.
3.In the interference effect analysis of the job satisfaction and organizational citizenship behavior toward personal traits, the P value has significantly difference. So we can know that there’s interference in personal traits in job satisfaction and organizational citizenship behavior.
4.In the organizational citizenship behavior assessment model of organizational commitment through the multi-group analysis, we know that it is not reach the significant level. So we can know that there is no difference in organizational citizenship behavior of the police because of the work experience and the job level.
5.The potential variables in this model including organizational commitment, organizational citizenship behavior, organizational climate, job satisfaction and personal traits. You can completely investigate the organizational commitment of the police, the impact on organizational citizenship behavior in many aspects. And this is one of the academic contribution of this study.
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