矯正人員組織承諾之初探

A Preliminary Study on Correctional Officers' Organizational Commitment

組織承諾（Organizational Commitment）在管理學及組織行為相關領域中，一直是影響層面廣泛的重要態度變項。因組織承諾之高低可影響矯正人員及機構之正常運作，自1990年代開始，組織承諾的多樣性逐漸成為西方國家研究矯正領域的重大焦點，但反觀臺灣及中國等華人社會，卻仍屬於開發階段，相關研究寥寥無幾。本文藉由彙整新近西方文獻，歸納出離職意向、工作壓力、工作滿意度、工作危險性、工作投入、職業倦怠、角色模糊、信任向度、醫療問題等影響矯正人員組織承諾之重要因子，並提出七點管理意涵與政策建議，包括：一、提高組織承諾進而降低離職意向。二、疏緩工作壓力及降低工作危險性，以提高組織承諾。三、提高工作滿意度與工作投入，正向連結組織承諾。四、預防職業倦怠以減少矯正人員出現耗竭的情形。五、清楚定義矯正人員角色定位並減少發生角色衝突之窘境。六、持續加強矯正人員之信任感以正向影響組織承諾。七、賡續注重收容人之醫療人權以強化組織承諾。冀望提供矯正當局參考，俾利增加矯正人員正向之工作效益、強化忠誠感及歸屬感、降低離職意向及減少離職行為、提高工作水準以達成矯正機關之目標。

Organizational commitment has been a crucial attitudinal variable with a wide range of influences in the fields of public management and organizational behaviour. Since the level of officers' organizational commitment can affect the daily operation of correctional institutions, the diversity of organizational commitment has gradually become a significant focus of research in the field of corrections in Western countries since the 1990s. In contrast, this issue has been largely overlooked in some non-Western societies, such as Taiwan and China. Specifically, only fewer relevant studies have been conducted in Taiwan over the past decades. Drawing upon recent studies conducted in west, this study aims to summarize critical factors that impact the levels of organizational commitment to correctional officers, namely turnover intention, job stress, job satisfaction, job dangerousness, job involvement, job burnout, role ambiguity, trust dimensions, and medical problems. Based on these unique findings, seven policy implications have been addressed as follows: 1. Improve organizational commitment and, in turn, reduce turnover intent; 2. Relieve job stress and reduce job dangerousness to improve organizational commitment; 3. Enhance job satisfaction and job involvement and, in turn, increase organizational commitment; 4. Prevent job burnout to reduce the exhausted status of correction staff; 5. Clearly define the roles of correction staff to mitigate the dilemma of role conflicts; 6. Continue to strengthen the belongings of correctional staff to increase organizational commitment. 7. Continue to pay attention to the inmates' medical rights to enhance the organizational commitment of correctional staff. Overall, by increasing the work efficiency of correction officers, strengthening their sense of loyalty and belonging, and improving work atmosphere, we hope the correctional staff can reduce turnover intentions and involuntary quitting behaviours and, in turn, achieve the goals of correctional institutions.