本文選題：警察 + 職業(yè)生涯承諾��； 參考：《華東師范大學(xué)》2006年碩士論文

【摘要】：職業(yè)生涯承諾是組織行為學(xué)與職業(yè)心理學(xué)的重要前沿研究課題之一，也是承諾研究領(lǐng)域繼組織承諾之后的又一研究焦點(diǎn)。當(dāng)前國(guó)內(nèi)外職業(yè)生涯承諾的研究大多以企業(yè)員工、教師等職業(yè)為對(duì)象，尚未針對(duì)警察職業(yè)生涯開(kāi)展相應(yīng)的研究。因此，本研究以警察為對(duì)象，開(kāi)展警察職業(yè)生涯承諾的研究。 本研究采用分層隨機(jī)抽樣法抽取145名上海警察為被試，運(yùn)用訪談法，，探討警察職業(yè)生涯承諾的結(jié)構(gòu)。通過(guò)對(duì)訪談結(jié)果的編碼分析，發(fā)現(xiàn)警察職業(yè)生涯承諾的結(jié)構(gòu)包含四個(gè)因子：情感性承諾、規(guī)范性承諾、代價(jià)性承諾及機(jī)會(huì)性承諾。 本研究采用問(wèn)卷調(diào)查基礎(chǔ)上的驗(yàn)證性因子分析方法，對(duì)警察職業(yè)生涯承諾結(jié)構(gòu)模型進(jìn)行了驗(yàn)證與評(píng)價(jià)。本研究編制與修訂了《警察職業(yè)生涯承諾問(wèn)卷》，并運(yùn)用此問(wèn)卷對(duì)完全隨機(jī)抽取的4848名上海警察進(jìn)行調(diào)查，采用驗(yàn)證性因子分析對(duì)調(diào)查數(shù)據(jù)進(jìn)行分析處理。結(jié)果顯示，四因子模型在X~2／df、RMSEA、GFI、NNFI等眾多指標(biāo)上達(dá)到相應(yīng)的要求，且全面優(yōu)于其他理論模型。這不僅表明警察職業(yè)生涯承諾的四因子結(jié)構(gòu)模型具有較高水平的擬合優(yōu)度，較高的合理性；而且也表明在所有比較的模型中，四因子模型是最理想的。 在明確警察職業(yè)生涯承諾結(jié)構(gòu)的基礎(chǔ)上，本研究還對(duì)優(yōu)秀警察與普通警察在職業(yè)生涯承諾上的差異進(jìn)行了研究。其中，優(yōu)秀警察是指在從警生涯中曾經(jīng)榮獲過(guò)國(guó)家級(jí)、部市級(jí)獎(jiǎng)勵(lì)表彰的警察。普通警察是指在整個(gè)從警生涯中至今未榮獲過(guò)任何獎(jiǎng)勵(lì)表彰的警察。根據(jù)以上界定，選取優(yōu)秀警察1054名與普通警察1103名作為被試開(kāi)展研究。結(jié)果發(fā)現(xiàn)，優(yōu)秀警察與普通警察在情感性承諾與規(guī)范性承諾上，存在著極其顯著的差異，雙側(cè)與右側(cè)檢驗(yàn)的顯著性水平均達(dá)到了0.000；在代價(jià)性承諾上，存在著顯著性差異，雙側(cè)檢驗(yàn)的顯著性水平達(dá)到了0.025，右側(cè)檢驗(yàn)的顯著性水平達(dá)到了0.013；在機(jī)會(huì)性承諾因子上，兩個(gè)群體不存在顯著性差異。這表明優(yōu)秀警察的情感性、規(guī)范性承諾水平極其顯著地高于普通警察；優(yōu)秀警察的代價(jià)性承諾水平明顯高于普通警察。在機(jī)會(huì)性承諾方面，優(yōu)秀警察與普通警察不存在顯著的不同。 同時(shí)，本研究還以整群抽樣的187名上海警察為被試，探討了人格特征與職業(yè)生涯承諾之間的關(guān)系。結(jié)果發(fā)現(xiàn)，警察在MMPI人格測(cè)驗(yàn)上的得分，從總體上而言，與職業(yè)生涯承諾各因子之間并不存在顯著性的相關(guān)關(guān)系。這表明警察的MMPI得分幾乎不能預(yù)測(cè)職業(yè)生涯承諾各因子的水平。 最后，由于實(shí)際條件與研究者水平等方面的限制，本研究在問(wèn)卷的修訂、被試的選取、結(jié)果的解釋與深入研究等方面還存在著局限與可改善之處。
[Abstract]:Career commitment is one of the most important research topics in organizational behavior and career psychology, and it is also another research focus in the field of commitment research after organizational commitment.At present, most of the researches on career commitment at home and abroad focus on enterprise employees, teachers and other professions, but have not carried out the corresponding research on the police career.Therefore, this research takes the police as the object, carries out the research of the police career commitment.In this study, 145 Shanghai policemen were selected by stratified random sampling, and the structure of police career commitment was discussed by interview.Through the coding analysis of the interview results, it is found that the structure of the police career commitment includes four factors: affective commitment, normative commitment, cost commitment and opportunistic commitment.In this study, a confirmatory factor analysis method based on questionnaire survey was used to verify and evaluate the structure model of police career commitment.In this study, the Police career commitment questionnaire was compiled and revised. The questionnaire was used to investigate 4848 Shanghai police officers who were randomly selected, and the data were analyzed and processed by confirmatory factor analysis.The results show that the four-factor model achieves the corresponding requirements on many indexes, such as X2 / DfU RMSEAA GFI NNFI, and is superior to other theoretical models in all aspects.This not only shows that the four-factor structure model of police career commitment has a high level of goodness of fit and high rationality, but also shows that the four-factor model is the most ideal among all the comparative models.On the basis of defining the structure of police career commitment, this study also studies the difference between excellent police and ordinary police in career commitment.Among them, excellent police is a policeman who has been awarded state-level, city-level awards in his career.An ordinary policeman is a policeman who has not received any award throughout his career.According to the above definition, 1054 excellent police officers and 1103 ordinary police officers were selected as subjects.The results showed that there were significant differences between excellent police and ordinary police in emotional commitment and normative commitment, the significant level of bilateral and right side test reached 0.000, and there was significant difference in cost commitment.The significant level of bilateral test was 0.025 and that of right side test was 0.013. There was no significant difference between the two populations in opportunistic commitment factor.This shows that the level of normative commitment of excellent police is significantly higher than that of ordinary police, and the level of cost commitment of excellent police is obviously higher than that of ordinary police.In terms of opportunity commitment, there is no significant difference between good police and ordinary police.At the same time, the relationship between personality traits and career commitment was investigated by using 187 Shanghai police officers as subjects.The results showed that there was no significant correlation between the score of MMPI personality test and the factors of career commitment.This shows that the MMPI score of the police can hardly predict the level of career commitment factors.Finally, due to the limitations of the actual conditions and the level of the researcher, there are still some limitations and improvements in the revision of the questionnaire, the selection of the subjects, the interpretation of the results and the further study.
【學(xué)位授予單位】：華東師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2006
【分類號(hào)】：D631.1

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本文編號(hào)：1773912