Research on the Police Recruitment and Job Performance—A Case Study of Taichung City Government Police Department

• Main Authors: I-sen Chan, 詹益森
• Other Authors: Ben-chu Sun
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/42857370878290350644

碩士 === 國立彰化師範大學 === 公共事務與公民教育學系 === 101 === People to be employed as a police officer in our country should graduate or finished the training program from Department of Central Police University（CPU） or Taiwan Police College （TPC）, and then pass national police examinations before 2004（called“Education（Training）, Testing, and Employment”）. The two-track police recruitment, implemented since 2004, included people not graduated from CPU or TPC to be employed as a police officer who pass national police examinations first, then trained by CPU or TPC. However, by the statistics for the 2004, turnover rate of police officers not graduated from CPU or TPC was as high as 7%, and less than 1‰ in those graduated from CPU or TPC. In addition, employing unit make some complaints about some police officers not graduated from CPU or TPC lack of the sense of responsibility, teamwork and discipline, resulting in trouble of management. The job performance of police officers is relevant to people's lives and property safety, however no specific comparative study confirmed that job performance of police officers recruited from“Education（Training）, Testing, and Employment”system is different from those recruited from“Testing, Training and Employment”system. This research was carried out with questionnaire method and took the police officers of six branch in Taichung City Government Police Department as researching objects and the purse is to study the job performance of police officers recruited from“Education（Training）, Testing, and Employmen”and“Testing, Training and Employmen”systems and make recommendations for police recruitment system. The results are as follows: 1.Overall job performance of police officers graduated from CPU or TPC is significantly higher than those not graduated from CPU or TPC, while group harmony is no significant difference between the two groups. 2.Overall job performance of male, 31-40 years old, married with children police officers graduated from CPU or TPC is significantly higher than those not graduated from CPU or TPC with the same demographic variables. 3.Police recruitment system is a significant predictor of overall job performance, task performance, and learning ability. 4.Significant predictors of overall job performance from police officers graduated from CPU or TPC are“marital status”, “workplace”, “whether a manager”and“position grade”, decreased in the order. 5.Significant predictors of overall job performance from police officers not graduated from CPU or TPC are“initial educational background”and“workplace”, decreased in the order. Based on the results, the study made the following recommendations: 1.“Testing, Training and Employment”system should include the assessment of background; meanwhile, situational training of job performance should be strengthen and individualized courses are supposed to design. 2.The evaluation and elimination mechanism for training phase of“Testing, Training and Employment”system should be implemented. In addition, practical training period should be extended and the“Probationary status”should be included. 3.To establish a distribution system by individual professional background. 4.To design individualized in-service training courses by different backgrounds.