交通輔警是G市公安機(jī)關(guān)交通管理部門落實(shí)保暢通重要舉措的不可或缺的一部分,但隨著交通輔警隊(duì)伍的不斷發(fā)展,由于工資福利待遇偏低,晉升通道不暢通、社會(huì)認(rèn)同感低、工作強(qiáng)度大等問題,G市交通輔警出現(xiàn)了工作滿意度低,人員流失嚴(yán)重,嚴(yán)重影響了公安交通管理部門的工作效率,影響了人民群眾的出行便利和生命財(cái)產(chǎn)安全。本文以G市交通輔警為研究對(duì)象,采用問卷調(diào)查的方式進(jìn)行研究,調(diào)查問卷主要是借鑒了國(guó)內(nèi)外學(xué)者已編制好的工作滿意度、組織承諾和離職傾向量表,問卷包括性別、年齡、學(xué)歷、婚姻狀況、工作年限等5個(gè)人口統(tǒng)計(jì)學(xué)變量和工作滿意度、組織承諾與離職傾向及其維度。通過對(duì)250名G市交通輔警進(jìn)行問卷調(diào)查,利用SPSS軟件運(yùn)用描述性分析、單因素方差分析、相關(guān)分析與回歸分析等方法對(duì)回收的問卷進(jìn)行研究分析。通過研究發(fā)現(xiàn):（1）人口統(tǒng)計(jì)學(xué)變量對(duì)工作滿意度、組織承諾與離職傾向有不同程度的差異;（2）工作滿意度與組織承諾及其各維度均呈現(xiàn)顯著正相關(guān);工作滿意度、組織承諾與離職傾呈現(xiàn)顯著負(fù)相關(guān);（3）組織承諾作為中介變量對(duì)工作滿意度與離職傾向起到了完全中介作用。根據(jù)筆者的調(diào)查分析結(jié)果,為了提高G市交通輔警工作滿意度、組織承諾,降低離職傾... 

【文章來源】：廣東外語(yǔ)外貿(mào)大學(xué)廣東省

【文章頁(yè)數(shù)】：95 頁(yè)

【學(xué)位級(jí)別】：碩士

【文章目錄】：
ACKOWLEDGEMENTS
ABSTRACT
摘要
Chapter Ⅰ Introduction
    1.1 Research Background
    1.2 Research Significance
        1.2.1 Theoretical significance
        1.2.2 Practical significance
    1.3 Research Objectives
    1.4 Research Methodology
Chapter Ⅱ Literature Review and Theoretical Basis
    2.1 The concept of traffic auxiliary police
    2.2 Research on job satisfaction
        2.2.1 The concept of job satisfaction
        2.2.2 Measurement of job satisfaction
    2.3 Research on organizational commitment
        2.3.1 The concept of organizational commitment
        2.3.2 Measurement of organizational commitment
    2.4 Research on turnover tendency
        2.4.1 The concept of turnover tendency
        2.4.2 Measurement of turnover tendency
    2.5 Research on the relationship among job satisfaction,organizational commitment and turnover tendency
        2.5.1 Relationship between job satisfaction and organizational commitment
        2.5.2 Relationship between job satisfaction and turnover tendency
        2.5.3 Relationship between organizational commitment and turnover tendency
        2.5.4 Relationship among job satisfaction,organizational commitment and turnover tendency
    2.6 Research Evaluation
    2.7 Theoretical Basis
        2.7.1 Maslow’s Hierarchy of Needs
        2.7.2 Two Factor Theory
        2.7.3 Equity Theory
Chapter Ⅲ Research Design and Implementation
    3.1 Research Design
        3.1.1 Research questions
        3.1.2 Research hypothesis
        3.1.3 Research model
        3.1.4 Questionnaire Design
    3.2 Research Implementation
    3.3 The Analysis of Reliability and Validity of Questionnaire
        3.3.1 The Analysis of Reliability
        3.3.2 The Analysis of Validity
Chapter Ⅳ An Empirical Analysis of the Relationship among Job Satisfaction,Organizational Commitment and Turnover Tendency of the Traffic Auxiliary Police in G City
    4.1 Demographic Analysis on the Samples
    4.2 Descriptive analysis of job satisfaction,organizational commitment and turnover tendency of the traffic auxiliary police in G city
    4.3 Difference analysis of job satisfaction,organizational commitment and turnover tendency of the traffic auxiliary police in G city on demographic variables
        4.3.1 Difference analysis of job satisfaction and its dimensions in different genders
        4.3.2 Difference analysis of organizational commitment and its dimensions in different genders
        4.3.3 Difference analysis of turnover tendency in different genders
        4.3.4 Difference analysis of job satisfaction and its dimensions in different ages
        4.3.5 Difference analysis of organizational commitment and its dimensions in different ages
        4.3.6 Difference analysis of turnover tendency in different ages
        4.3.7 Difference analysis of job satisfaction and its dimensions in different education backgrounds
        4.3.8 Difference analysis of organizational commitment and its dimensions in different education backgrounds
        4.3.9 Difference analysis of turnover tendency in different education backgrounds
        4.3.10 Difference analysis of job satisfaction and its dimensions in different marital status
        4.3.11 Difference analysis of organizational commitment and its dimensions in different marital status
        4.3.12 Difference analysis of turnover tendency in different marital status
        4.3.13 Difference analysis of job satisfaction and its dimensions in different working years
        4.3.14 Difference analysis of organizational commitment and its dimensions in different working years
        4.3.15 Difference analysis of turnover tendency in different working years
    4.4 Correlation Analysis of Job Satisfaction,Organizational Commitment and Turnover Tendency of the Traffic Auxiliary Police in G City
        4.4.1 Correlation analysis of job satisfaction and organizational commitment of the traffic auxiliary police in G city
        4.4.2 Correlation analysis of job satisfaction and turnover tendency of the traffic auxiliary police in G city
        4.4.3 Correlation analysis of organizational commitment and turnover tendency of the traffic auxiliary police in G city
        4.4.4 Correlation analysis of job satisfaction,organizational commitment and turnover tendency of the traffic auxiliary police in G city
    4.5 Regression Analysis of Job Satisfaction,Organizational Commitment and Turnover Tendency of the Traffic Auxiliary Police in G City
        4.5.1 Regression analysis of job satisfaction and turnover tendency of the traffic auxiliary police in G city
        4.5.2 Regression analysis of job satisfaction and organizational commitment of the traffic auxiliary police in G city
        4.5.3 Regression analysis of organizational commitment and turnover tendency of the traffic auxiliary police in G city
    4.6 The Intermediate Role Test of Job Satisfaction,Organizational Commitment and Turnover Tendency of the Traffic Auxiliary Police in G City
        4.6.1 Testing the significant of regression coefficient c about job satisfaction on turnover tendency
        4.6.2 Testing the significant of regression coefficient a about job satisfaction on organizational commitment
        4.6.3 Testing the significant of regression coefficient b and c about job satisfaction and organizational commitment on turnover tendency
Chapter Ⅴ Discussion of Research Results,Countermeasures and Research Prospects
    5.1 Discussion of Research Results
        5.1.1 Summary of results of research hypotheses
        5.1.2 Analysis of Main Results
    5.2 Research Countermeasures
        5.2.1 Improving the work itself and creating a good working atmosphere
        5.2.2 Further expanding the space for career development of the traffic auxiliary police
        5.2.3 Moderately increasing the returns of the traffic auxiliary police work
        5.2.4 Strengthening team building and establishing a good working environment
    5.3 Research Limitations and Prospects
        5.3.1 Research limitations
        5.3.2 Research Prospects
REFERENCES
APPENDIX


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碩士論文
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[4]青年獄警工作壓力、工作滿意度和離職傾向關(guān)系研究[D]. 樂嘉霄.華東師范大學(xué) 2016
[5]杭州市交通協(xié)管員的工作滿意度與離職傾向的關(guān)系研究[D]. 鄭云濤.浙江大學(xué) 2007



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