摘要
目的了解监狱警察工作绩效现状及其影响因素,为有效开展警察绩效管理提供参考。方法采用随机整群抽样方法对辽宁省3所监狱抽取的1 048名监狱警察进行问卷调查。结果监狱警察工作绩效总分为(74.11±12.82)分,工作奉献、任务绩效、人际促进3个维度得分分别为(26.53±5.35)、(23.50±4.34)、(24.08±4.29)分;分层回归分析结果表明,将控制变量、自变量、调节变量和交互作用变量全部放入回归模型后,监狱警察工作绩效的主要影响因素为:回报(β=0.224)、超负荷(β=0.084)、工作-家庭冲突(β=0.293)、家庭-工作冲突(β=-0.307)、组织支持感(β=0.277)、回报×组织支持感(β=0.130)、超负荷×组织支持感(β=-0.081)、工作-家庭冲突×组织支持感(β=-0.171)和家庭-工作冲突×组织支持感(β=0.119),对工作绩效解释的变异量为32.1%。结论付出-回报失衡、工作-家庭冲突、组织支持感对监狱警察工作绩效有较好的预测作用。
Objective To explore relationships betwen effort-reward imbalance,work-family conflict,perceived organizational support and job performance among prison police officers,and to provide information for the improvement of job performance in prison police officers.Methods Totally 1 048 prison police officers from three prisons in Liaoning province were selected with stratified cluster sampling and investigated by a questionnaire.Results The average total score of job performance was 74.11±12.82,with the three dimential scores of 26.53±5.35 for job devotion,23.50±4.34 for task performance,and 24.08±4.29 for interprsonal relationship promotion.The results of hierarchical regression revealed that the main influencing factors of job performance were reward（β=0.224）,overload work（β=0.084）,work-famil conflict（β=0.293）,family-work conflict（β=-0.307）,perceived organizational support（β=-0.171）,and family-work conflict×perceived organizational support（β==0.119）,respectively.Conclusion Effort-reward imbalance,work-family conflict and perceived organizational support are predictors of job performance among prison police officers..
出处
《中国公共卫生》
CAS
CSCD
北大核心
2013年第6期884-886,共3页
Chinese Journal of Public Health
关键词
监狱警察
工作绩效
付出-回报
组织支持感
工作-家庭冲突
prison police officer
job performance
effort-reward
perceived organizational support
work-family conflict
