Key Laboratory of Brain, Cognition and Education Sciences, Ministry of Education; Institute for Brain Research and Rehabilitation, and Guangdong Key Laboratory of Mental Health and Cognitive Science, South China Normal University, Guangzhou, China.
School of Psychology, South China Normal University, Guangzhou, China.
Front Public Health. 2024 Sep 5;12:1423103. doi: 10.3389/fpubh.2024.1423103. eCollection 2024.
This study aims to investigate the contribution of the double-track human resource management model to the job performance and mental health of frontline police within China's public security organs.
An individual-centered approach, latent profile analysis (LPA), was utilized in this study, which used cluster sampling to survey all police of all 118 frontline police stations in an economically underdeveloped area of China and 839 personnel were selected for the analysis. This method allowed for a detailed examination of the contribution of the double-track system to job performance and mental health.
The study identified three subtypes of job burnout among Chinese police: low job burnout, medium job burnout, and emotional exhaustion type. The double-track human resource management model in China's public security organs has contributed to significant disparities between civilian and auxiliary police, such as more severe job burnout among civilian police, lower job performance, and mental health among auxiliary police.
To mitigate the potential risks associated with the double-track human resource management model, adjustments are necessary for both the management system and the treatment distribution system, which would also help address the disparities and improve the overall wellbeing and performance of all police officers.
本研究旨在探讨双轨制人力资源管理模式对中国公安系统一线警察的工作绩效和心理健康的贡献。
本研究采用个体中心方法，即潜在剖面分析（LPA），通过聚类抽样对中国经济欠发达地区的 118 个一线警察站的所有警察进行了调查，共选取了 839 人进行分析。这种方法可以详细考察双轨制对工作绩效和心理健康的贡献。
本研究在中国警察中发现了三种职业倦怠亚型：低职业倦怠、中职业倦怠和情绪衰竭型。中国公安系统的双轨制人力资源管理模式导致了民警和辅警之间的显著差异，例如民警的职业倦怠更严重、工作绩效更低、辅警的心理健康状况更差。
为了减轻双轨制人力资源管理模式带来的潜在风险，需要对管理体制和待遇分配制度进行调整，这也有助于解决差异问题，提高所有警察的整体幸福感和绩效。
