Research On Incentive Of Auxiliary Police Based On Organizational Commitment

As a large number of auxiliary police resources,police auxiliaries in public security organs share the sacred mission of maintaining national security and social stability with the people’s police.However,behind the rapid development,police auxiliary personnel all over the world have the problem of insufficient incentive,suffering from insufficient personnel capacity,lack of talents,frequent turnover and low efficiency,which seriously restrict the functions and duties of public security organs.As the reform of public security enters the hardening period and deep water area,it is imperative to build a public security team that is responsible for escorting socialism with Chinese characteristics in the new era.So how to improve the responsibility of police auxiliary personnel has become an important issue to be solved by public security organs,which have them had the sense of identity and belonging to provide sufficient human support and promote the good development of public security work.This paper introduces organizational commitment theory into the study of police auxiliaries.Through explores the current situation of organizational commitment of police auxiliaries and its influencing factors to establish incentive mechanism of police auxiliaries based on organizational commitment.Proposes countermeasures to promote incentive reform of police auxiliaries,which provides a reference for the public security organs to formulate relevant policies and measures.The main findings of the study are as follows.1.The incentives of police auxiliary personnel in public security organs can be divided into four aspects: remuneration and benefits,training and development,organizational environment and work factor.On the whole,auxiliary police’s incentives are at a low level and have a lot of room for improvement,among which work factor is the most effective and salary and benefits is the least effective.2.The organizational commitment of auxiliary police consists of four dimensions: affective commitment,continuous commitment,ideal commitment and normative commitment.The overall level of organizational commitment is good,among which normative commitment is the highest and ideal commitment is the lowest.3.Using structural equation modeling to test the research hypotheses,it is obtained that: the salary and benefits of auxiliary police has a significant effect on normative commitment;the training and development of auxiliary police has a significant effect on ideal commitment;for auxiliary police,organizational environment ’ s incentive has no significant effect on organizational commitment dimensions;the work factors of auxiliary police has a significant effect on affective commitment,continuous commitment and ideal commitment;the affective commitment,continuous commitment and normative commitment of auxiliary police have significant effects on job performance.4.The personal factors of auxiliary police include differences in age,education level,marital status and years of work in this unit,which affect the construction of incentive mechanisms for auxiliary police and the effect of organizational commitment of employees.It also has an impact on job performance.