随着我国数字政府建设的稳步推进，面对复杂多变的犯罪手段和人民群众日益增长的安全需求，公安机关所需承担的职责任务愈发艰巨。截止2022年底，全国共有人口14.12亿人，公安系统在编民警178万人，平均1名警察需要管理800人。按照美国学者沃克在《美国警察理论》一书中提出的：每一万人中应有25名警察的标准，我国的警力配置远超过正常负荷。近年来，由于历史和发展的各类因素，公安系统增编困难，仅仅依靠在编警察无法完成大量的基础性和临时性工作，基于多方因素考量，警务辅助人员被充实到公安队伍中，他们在维护稳定、打击犯罪、服务群众方面发挥了巨大的作用。这支队伍数量庞大、人员类别繁多，在管理、培养、发展等多个方面都给各地公安机关带来较大的挑战。由于没有正式编制、工资待遇相较正式民警低、工作压力大、工作环境较为艰苦、发展前景受限等多种问题，辅警队伍的离职率一直居高不下，给公安队伍的良性发展造成了不少困扰。本文以新疆T市公安机关辅警群体为研究对象，通过文献调研，将国内外对于警务辅助人员和离职倾向的研究进行归纳和评述，在此基础上形成本文的理论基础、研究方法及框架。随后，以T市公安机关警务辅助人员为样本，通过对其发展的历史和现状的总结，结合访谈、问卷等实际调研，得出警务辅助人员有较高的离职倾向，晋升发展、工作本身、工作环境和择业动机因素都会对警务辅助人员的离职倾向产生影响。接下来，根据工作调研、个案访谈和实证研究，最终得出队伍整体素质不高、工作压力大、危险性高、各类保障不到位、职业发展不通畅、管理制度不健全、社会认同感差是T市公安机关辅警管理存在的问题，提出通过健全招录制度、规范教育培训机制、强化待遇保障措施、畅通职业发展途经、持续推进辅警规范化管理、落实好暖警爱警各项措施、加大辅警队伍的正面宣传力度来降低T市公安机关辅警的离职倾向，为维护T市社会大局稳定和长治久安做出应有贡献。

With the steady progress of the construction of digital government in China, in the face of complex and volatile criminal methods and the growing security needs of the people, the public security organs have to undertake more and more tasks and responsibilities. By the end of 2022, there were a total population of 1.412 billion in the country, with 1.78 million police officers in the public security system. On average, one police officer needed to manage 800 people. According to the standard of 25 police officers per 10000 people proposed by American scholar Walker in his book "The Theory of the American Police", China‘s police force configuration is far beyond the normal load. In recent years, due to various historical and developmental factors, it has been difficult to add personnel to the public security system, and relying solely on the police in force cannot complete a large amount of basic and temporary work. Based on a variety of considerations, police auxiliaries have been added to the ranks to maintain stability、combat crime, and serve the masses. This team has a large number and a wide range of personnel types, which pose significant challenges to local public security organs in various aspects such as management, training, and development. Due to various issues such as the lack of formal staffing, lower wages and salaries compared to formal police officers, high work pressure, a difficult working environment, and limited development prospects, the turnover rate of the auxiliary police force has remained high, causing many difficulties for the healthy development of the police force. After consulting a large number of previous studies, job satisfaction and organizational commitment are significantly related to turnover intention, and are also the main factors causing individual turnover.This article takes the auxiliary police group of the public security organs in T city, Xinjiang as the research object. Through literature research, the research on police auxiliary personnel and turnover intention at home and abroad is summarized and reviewed, forming the theoretical basis, research methods, and framework of this article. Subsequently, taking the police auxiliary personnel of T city‘s public security organs as a sample, by summarizing their development history and current situation, combined with empirical research such as interviews and questionnaires,it is concluded that police auxiliary personnel have a high tendency to resign, it was found that factors such as promotion and development, work itself, work environment, and career motivation all have an impact on the tendency of police auxiliary personnel to leave their positions. Next, based on work research, case interviews, and empirical research, it is ultimately concluded that the overall quality of the team is not high, work pressure is high, danger is high, various guarantees are not in place, career development is not smooth, management systems are not sound, and social identity is poor. It is proposed to improve the recruitment system, optimize salary structure, implement various measures for warm police and love police, and establish a standardized training mechanism Smooth career development paths, continue to promote standardized management of auxiliary police, and increase positive publicity efforts of the auxiliary police team to reduce the turnover tendency of auxiliary police officers in T city‘s public security organs.