Research On The Structure And Characteristics Of Workplace Deviation Behavior Among Grassroots Police

Facing striking social conflict,the grassroots policemen need to respond and resolve civil conflict in a timely manner,and on the other hand,they also need to continuously improve their own quality and ability to respond to the strict inspection and examination from their leader.Under this double pressure,the grassroots police's physical and mental health is being threaten easily,so they are more prone to work in the workplace deviation behavior.As grassroots policemen play an important and special role in the process of building a harmonious society,it is extremely important to have effective regulation of their workplace deviation behavior.However,the existing theoretical research and practical management are too focused on grass-roots police performance appraisal and ideological and political education,while their workplace deviation behavior is ignored.Based on previous research,this article divide workplace deviation behavior into three dimension,and they are organizational-oriented,interpersonal-oriented and working-oriented workplace deviation behavior.Referring to the research scale,this article select 18 items to measure three dimension.Then,this research will demonstrate detailed empirical analysis according to the questionnaire.Firstly,this article will do descriptive analysis based on the survey sample.The second step is to demonstrate factor analysis,and extract three public factor as three dimension of workplace deviation behavior.Lastly,this research is going to do ANOVA between extracted public factor and demographic characteristics and job characteristics.This paper takes Wuzhou city grassroots policemen as an example to study their workplace deviation behavior.The main points and conclusions are listed as follows.(1)There is a significant difference in workplace deviation behavior between yours and others.Descriptive statistical results show that other' s workplace deviation behavior scores are generally higher than one's own workplace deviation behavior score,which indicates that individuals are more concerned about the workplace deviation behavior of others,and easy to ignore their own workplace deviation behavior.The results of the T-test prove that there is a statistically significant difference between one's own and other's.In order to give a high degree of attention to the workplace deviation behavior of the grassroots police,this paper chooses the data of one evaluating other's behavior.(2)Gender and marriage will have a significant impact on the organizational behavior of the workplace deviation behavior,while the interpersonal orientation to the workplace deviation behavior is affected by the national composition.The results of ANOVA about demographic characteristics show that the differences between organizational orientation and workplace deviation behavior are significant in different gender and different marital status,while interpersonal orientation to workplace deviation behavior is influenced by ethnic composition.Moreover,compared to unmarried,married and divorced grassroots police will increase the workplace deviation behavior.In contrast,other demographic characteristics such as age,educational level,political status and other factors have no significant impact on the workplace deviation behavior.(3)Organizational orientation to workplace deviations is significantly affected by income and overtime frequency.The empirical results show that the low-income organization's organization-oriented deviation from the workplace is significantly lower than that of other high-income earners.This may be because low-income people are the newcomers of the police,and they have not been affected by the bad atmosphere in the team.Also they often keep a attitude of passion and motivation at the beginning,then they will work hard.Hence,there is even no workplace deviation behavior among them.In order to further standardize the workplace deviation behavior of the grassroots police,this paper puts forward three policy suggestions.The first one is to strengthen the vocational quality education,which is helpful to enhance their sense of honor and responsibility.The second one is strengthening the psychological counseling of the grassroots policemen especially the married and divorced,which could improve their ability of anti-compression.The third one is to improve the grassroots policemen's income level,and give them priority at the time of selection,promotion and reward.