公安机关作为国家重要的行政执法机关，在打击违法犯罪、维护社会治安、 提供行政服务等方面发挥着至关重要的作用，它是人民财产、生命安全和社会稳 定和谐的重要保障。随着社会经济的高速发展，犯罪分子的犯罪手段也更加多样 化，新形式、新类型的犯罪行为层出不穷。在此形势下，公安民警的责任越来越 重，也使得辅助公安民警工作的警务辅助队伍越发重要。 警务辅助人员的主要职责是协助民警，对“打击犯罪行为、巡逻路面检查、 开展社区管理、维护交通秩序、治安宣传教育、行政事务处理”等警务工作进行 辅助，并不具备执法资格。历经多年的改革实践，当前警辅人员的管理工作虽初 见成效，但由于薪酬待遇低下、晋升通道狭窄、受重视程度不够等诸方面的影 响，警辅人员的工作热情已大大减退，直接导致其出现工作效率下降、人员流动 性大等岗位不稳定的问题。这说明，传统的警辅激励制度早已不能适应现行警辅 人员管理的需要。如何通过对现行激励政策进行调整，以提高警辅人员工作积极 性、保持队伍活力，成为全国警辅工作的紧迫议题。 本文以H分局警务辅助人员为研究对象，通过阅读国内外文献、期刊，汇总 相关材料、网络信息等，将人力资源管理激励理论、自我效能感理论与H分局警 辅人员的实际相结合，制定出激励政策与自我效能感相关性的调查问卷。对T市 H分局警辅人员激励政策现状及现行激励政策对自我效能感的影响,进行了较为深 入的分析与研究。文章综合运用文献研究法、问卷调查法、访谈法等，从激励政 策、薪酬福利、晋升通道、精神激励四个方面入手,设计激励方案。旨在整顿改 革警辅人员队伍的大背景下，探究出H分局激励政策的有效性、自我效能感和激 励效果的相关性，找到激励政策现状存在的问题及深层次原因及需要改进的激励 措施。从而提出切实可行的改进方案，建设良性的警辅人员职业激励循环机制， 最大程度的激励警辅人员，提升整体实力，并为其他区域警辅人员的改革提供参 考和借鉴。 关键词：警务辅助人员 自我效能感 激励政策 II Abstract As an important administrative law enforcement agency of the state, the Public Se- curity Organs play a vital role in combating illegal crimes, maintaining public order and providing administrative services. It is an important guarantee of people's property, life safety, social stability and harmony. With the rapid development of social economy, criminal means are more diversified, new forms and new types of criminal acts emerge. In this situation, the responsibility of the public security police is much heavier, but also makes the police auxiliary team to assist the work of the Public Security Police more and more important. The main duties of the police auxiliary personnel are to assist the civilian police in the fight against criminal acts, patrol road inspection, carry out community management, maintain traffic order, public security publicity and education, administrative affairs processing and other police work, but they do not have the qualifications of law en- forcement. After many years of reform practice, although people can see obviously the initial results through the current management of police auxiliary personnel, but under the influence of low pay, narrow promotion channels and insufficient attention, the en- thusiasm of police auxiliary personnel has been greatly reduced, leading directly to its work efficiency decline, personnel mobility and other job instability. This shows that the traditional police auxiliary incentive system has long been unable to meet the needs of the current police auxiliary personnel management. How to adjust the current incentive policy to improve the enthusiasm of police auxiliary personnel and keep the vitality of the team has become an urgent issue in the national police auxiliary work. In this paper, the police auxiliary personnel of the H-Branch are the research object, and by reading the literature stakes and periodicals at home and abroad, summarizing the relevant materials and network information, combining the theory of human re- source management incentive, the theory of self-efficacy and the actuality of the police auxiliary personnel of the H-Branch, the questionnaire of the correlation between the incentive policy and the sense of self-efficacy is worked out. A more in-depth analysis and research is carried out on the current situation of the incentive policy for the police auxiliary personnel of H- Branch in City T and the influence of the current incentive policy on the sense of self-efficacy. This paper makes comprehensive use of literature research method, questionnaire survey method, interview method, etc., from the four aspects of incentive policy, salary and benefits, promotion channel, spiritual incentive, III design incentive scheme. Under the background of rectifying the police auxiliary per- sonnel, this paper explores the correlation among the validity, self-efficacy and incen- tive effects for the incentive policy of H-Branch, and finds the existing problems and deep-seated reasons of the incentive policy and the incentives that need to be improved. Thus put forward practical improvement programs, build a benign and professional in- centive cycle mechanism for police auxiliary personnel, which maximizes the incentive of them, enhance the overall strength, and provide reference for the reform of other re- gional police auxiliary personnel. Key words: The Police Auxiliary Personnel The Sense of Self-Efficacy The Incentive Policy IV 目录 第一章 绪论 .................................................... 1 1.1 研究背景及研究意义 ............................................... 1 1.1.1 研究背景 ....................................................... .... 1 1.1.2 理论意义与现实意义 ............................................. .... 1 1.2 文献综述 ......................................................... 2 1.2.1 国内研究现状 ................................................... .... 2 1.2.2 国外研究现状 ................................................... .... 4 1.3 研究方法 ......................................................... 5 1.3.1 文献研究法 ..................................................... .... 5 1.3.2 问卷调查法 ..................................................... .... 5 1.3.3 访谈法 ......................................................... .... 6 1.4 论文的结构框架及创新之处 ......................................... 6 1.4.1 论文的结构框架 ................................................. .... 6 1.4.2 论文的创新之处 ................................................. .... 6 第二章 相关理论概述 ............................................ 8 2.1 激励的理论基础 ................................................... 8 2.1.1 激励的内涵 ..................................................... .... 8 2.1.2 激励制度的作用 ................................................. .... 9 2.2 激励理论的分类 ................................................... 9 2.2.1 内容型激励理论 ................................................. ... 10 2.2.2 过程型激励理论 ................................................. ... 11 2.2.3 行为改造型激励理论 ............................................. ... 11 2.2.4 综合型激励理论 ................................................. ... 12 2.3 自我效能感的理论基础 ............................................ 13 2.3.1 自我效能感的概念 ............................................... ... 13 2.3.2 自我效能感的影响因素 ........................................... ... 15 2.3.3 自我效能感的测量维度 ........................................... ... 17 2.3.4 自我效能感的作用 ............................................... ... 18 2.4 自我效能感与激励的关系 .......................................... 18 第三章 H分局警辅人员的激励现状 ............................... 20 3.1 H分局警辅人员的基本情况 ......................................... 20 V 3.1.1 警辅人员的概念 ................................................. ... 20 3.1.2 H分局警辅人员的类型及岗位分布 .................................. ... 20 3.2 H分局警辅人员现行激励政策现状 ................................... 22 3.2.1 调查问卷设计的目的 ............................................. ... 22 3.2.2 调查问卷的对象及方法 ........................................... ... 22 3.2.3 对调查问卷结果的综合分析 ....................................... ... 23 3.3 H分局警辅人员现行激励政策存在的问题 ............................. 26 第四章 H分局警