| 摘要: | 本研究首先提出刑事警察之工作特性，復於相關文獻中參考各學者在工作壓力、工作績效及幸福感之看法，藉此探討三者間關係，分別了解工作壓力與工作績效之關係、工作壓力與幸福感之關係及工作績效與幸福感之關係，並考驗不同背景(性別、年齡、學歷、階級、婚姻狀況、服務年資、子女狀況)之刑事警察人員與工作壓力是否有顯著差異、幸福感與工作壓力及工作績效有無相關性，期能提供刑事警察單位研擬政策發展之參考，透過文獻蒐集，從而建立研究架構、發展出研究問卷，問卷主要功能莫過於藉不同背景之刑事警察人員得知如何以有效方式紓解壓力，並有助於組織產生因應對策．另對於工作績效制定之必要性，在於是否提升或降低工作壓力，最重要是工作壓力與工作績效間之關係是否影響幸福感，因筆者認為幸福感係永遠需面對之課題，希望就多數刑事警察人員之實務經驗探討提出何種管理制度上的建議，且在協助刑警工作在提升整體績效下，亦能有效處理同仁之工作壓力，增進幸福感，並使組織發展愈發健全。
In this study, first proposed operating characteristics of the criminal police, the complex in the relevant literature with reference to the scholars working pressure, work performance and well-being of the view, thereby investigate the relationship among the three, were to understand the relationship between job stress and job performance, the operating pressure and the relationship between job performance and well-being of the relationship between the well-being of and, and test different backgrounds whether there are significant differences (gender, age, education, class, marital status, years of service, Children) of the criminal police personnel with stress, happiness Work stress and job performance and whether the correlation of the criminal police units to provide elaboration of reference for policy development, through literature search in order to establish research infrastructure, the development of research questionnaire, the main function of different backgrounds than by criminal police officer is know how effective way to relieve stress and help tissue response to countermeasures. Another necessity for enactment of job performance, whether to raise or lower the working pressure, the most important thing is the relationship between job stress and job performance would not affect happiness, because happiness department never need to face the problem I think, we hope, the majority of criminal Police officers investigate the practical experience of the proposals which the management system, and in helping to improve the overall performance of the Interpol working under, able to deal effectively with colleagues of work stress, increase well-being, and to develop increasingly robust organization. |
