| 摘要註: |
考績制度在人力資源管理中，佔有相當重要的核心地位，考績是對人員在一定工作期間之服務表現，作一公平、客觀的考核及評量，以作為獎懲、升遷之依據，經由考績可以提高人員工作滿足，激勵士氣、獎優汰劣、增進工作績效，而公務機關內「獎勵」和「懲處」是人事管理兩大重要的工具。然而，行政獎懲決定權操之在其公務機關各層級主管上，如何去運用和拿捏時為困難。正也因為獎懲權限在於主管手上，是否公平就見仁見智了!獎懲得宜，功效立竿見影；獎懲不當，則難服群眾。根據「警察人員陞遷要則」警察人員陞遷調補以績分為主，其中獎懲積分所占的比例往往是決定陞遷的絕對因素。也因如此，獎懲對於警察人員而言，已被無限上綱，只要有積分就有陞遷的可能，警察人員在薪酬設計上雖同質於公務人員，實際上卻是有其公平性的考量。故本研究之主要目的在了解臺南市政府警察局第六分局警察人員對於獎酬公平知覺及組織承諾對其工作績效之影響。本研究抽樣方法為立意抽樣法，抽樣之所有樣本共211份，8份為無效問卷，有效樣本為203份。本研究發現警察人員之組織承諾會因年齡與職等的不同而有所差異；組織承諾會因性別、年齡、教育程度、年資以及職等的不同而有所差異；工作績效會因性別、年齡、教育程度、年資以及職等的不同而有所差異。 Appraisal system in human resources management, occupies a very important core position, performance appraisal is a person in a certain working periods of performance for a fair and objective evaluation and assessment, as a reward, promotion basis, through the performance appraisal can improve staff job satisfaction, morale incentive, prize superior and eliminating the disadvantages of and improve their job performance, while the official organ of "reward" and "punishment" are two important tools for personnel management. However, the administrative punishment decisions are controlled by public agencies at all levels in their head on how to use and just the right time as difficult. Is also because of rewards and punishments that the competent authority hands fairness a matter of opinion! Incentives properly immediate effect; incentive improperly, it is hard to serve the masses. According to "Police officers promoted to the" police officers promoted to tune up performance of the main points of which the proportion of rewards and punishments are often absolute factor in determining promotion. Also because of this, incentives for the police officer, has been exaggerated, as long as there is the possibility of promotion points there, police officers, although the design of homogeneity in pay civil servants, but they are actually there, the fairness considerations. The main purpose of this study to understand the Tainan City Government Police Bureau police officers for the sixth reward perceived fairness and organizational commitment affect their job performance.In this study, the sampling method as purposive sampling method, sampling a total of 211 copies of all samples, eight questionnaires were invalid, an effective sample of 203 copies. The study found that police officers' organizational commitment due to age and grade vary differences; organizational commitment by gender, age, education level, seniority and level vary difference; work performance by gender, age, , education, seniority and level differences. |