「信號」有效乎？警察人員陞遷認知途徑及學習效果之初探

Abstract

在職涯發展上，陞遷意味著薪資的成長、自決權的擴張、職位層級的提升、個人能力的肯認。就激勵的角度而言，應是同時能夠滿足個人內外在動機的關鍵發展目標，然而，在我國目前的警察體系中卻似乎存在著陞遷意願低落的情況，特別是雙北地區。為探討此一現象的成因，本研究從陞遷機會認知的角度出發，以信號理論、替代學習理論為主要的理論基礎，透過深度訪談法探析警察體系中的資訊流動與人際互動，並整理出個人陞遷機會認知如何影響陞遷意願的可能途徑。研究結果發現，個別警察之所以會表現出較強烈的升遷意願，主要是因為他們能夠在日常的 人際互動與個人觀察，體認到個人有較高的陞遷機會。而這些觀察的判斷依據，多半源自於個人從已具陞遷事實的主管與同事身上所取得「可行」且「可信」的陞遷 信號，並依自身條件、信號呈現方式、對陞遷認知與態度對信號進行詮釋，以更新現階段對自身陞遷機會的認知，最終並也將基於該認知調整陞遷意願。

When talking about career development, people usually see promotion as the growth of salary, the expense of self-determination, the ascent of the corporate ladder, and the recognition of individual capability. From the perspective of motivation, promotion should simultaneously fulfill one’s intrinsic and extrinsic motivations, and be their key development goal. However, lacking the willingness of promotion is the common situation in Taiwan’s police system. This thesis is based on signaling theory and vicarious learning to investigate the impact of perceived promotion opportunities on the willingness to pursue promotion. By in-depth interview, this thesis investigated the information interchange and interpersonal interaction in police system, and concluded the possible influential path of the relationship between cognition of promotion opportunities and the willingness of promotion. This thesis revealed that when a person holds a positive cognition toward his/ her promotion opportunities, he/ she will be more willing to pursue the promotion. Through daily interaction and personal observation, people can receive some feasible and reliable signals from their colleagues and supervisors, then use those signals as the criterion to judge their own promotion opportunities. Besides, people will take their own conditions, how the signals are communicated, and their attitude toward promotion into consideration to interpret signals. Finally, people will upload their cognition of promotion opportunities, then adjust their willingness of promotion.