矯正機關基層戒護人員留任因素之探討――以桃園監獄為個案研究

An Investigation on Retention Factors of Correctional Officer: A Case Study of Taoyuan Prison, Agency of Corrections, Ministry of Justice

有鑑於矯正機關面臨嚴重缺乏戒護人力之困境，又受當前「重刑化刑事政策」影響，基層監獄管理人員需要戒護更多長刑期受刑人，且承擔超額收容所滋生之風險，但囿於我國「中央政府機關總員額管制」，短時間內戒護人力恐無法大幅提升，爰以獄政人力資源精進，被視為獄政制度改革重要議題之一。
本研究藉由瞭解戒護人員對於矯正工作之內在動機，以提出激勵職員留任之具體措施。研究設計部分，建構在ERG理論上探討職員留任因素，並以「個案研究」作為研究途徑，混合「層級分析法（Analytic Hierarchy Process, AHP）」及「深度訪談法」作為主要之研究方法。
本研究發現：一、不同職稱之基層戒護人員受不同之ERG核心需求激勵：主任管理員著重成長需求，管理員及約僱管理員著重人際關係需求。二、戒護人員留任意願：基層戒護人員若非「有強烈離職意願」或「造成離職之因素無法解決」，大多仍會選擇繼續留任。
本研究提出之戒護人力資源精進建議如下：一、基層戒護人員應持續精進法學素養。二、領導階層應注意戒護人員留任因素，並適時予以合宜之激勵措施。三、法務部矯正署對工作負荷重之機關給予衡平性獎勵。

According to the serious shortage of manpower and the current punitive criminal policy, the staff in correctional institutions are forced to manage the growing pressure from long-term inmate custody and also the risks of overcrowding. Under the premise that manpower cannot be increased significantly in a short time, human resources improvement has become an important issue with regard to prison reform.
This article suggests specific measures to motivate the correctional staff to stay by exploring their inner motivation for work. In research design, this study applies the ERG theory to discuss retention factors, using the methods of Analytic Hierarchy Process (AHP) and In-depth interviews through case-study.
The results reveal that (a) Different correctional officer ranks are motivated by distinct ERG core needs: the senior correctional officer concern about the growth needs; however, the junior correctional officer and contract-employees value the relatedness needs. (b) If it were not a strong willingness for resignation or unsolvable resignation problems, the great majority of correctional officer were prone to make a retention decision.
The findings suggest that (a) Correctional officer should constantly improve legal literacy. (b) Management associate should pay attention to retention factors of staff, and motivate subordinate properly. (c) Agency of Corrections should pay attention to the equities between workload and reward.