軍人年金改革後現役軍人對工作特性與滿意度、組織承諾及公平認知之研究

本研究旨在研究近期之軍人年金改革後現役軍人對工作特性與滿意度、組織承諾及公平認知之間的關係，藉以瞭解各變項對年金改革的影響程度，進而提出建議，期能達成提升年金改革公平認知的情形，使組織與國軍志願役人員的目標和價值相符。本研究以現役軍人為對象，共計發放350份問卷，回收計330份，沒有無效問卷數，可供分析問卷計330份，回收率達94.28%，有效問卷數達100%。　　實證結果顯示，現役軍人畢業學校及服務單位駐地對於年金改革公平認知有顯著差異；此外，不同身分別對於工作特性及工作滿意度及不同服務年資對於組織承諾亦有顯著差異；最後，從多元迴歸分析中得知，工作特性與滿意度對組織承諾及年金改革公平認知具有顯著的正向影響，且在影響年金改革公平認知時，組織承諾有顯著效果，而組織承諾對工作特性與滿意度及年金改革公平認知來說，為不完全中介變項，具有中介效果。

關鍵字

年金改革；工作特性與滿意度；組織承諾；公平認知

並列摘要

In order to understand the influence level of the variables to pension reform, this study aims to investigate the relationship among job characteristic, satisfaction, organizational commitment and perceived fairness of pension reform on active-duty soldiers; furthermore, sorting out suggestions to promote perceived fairness of pension reform and making the organization’s gold and vale meet the active-duty soldiers’. Participants were active-duty soldiers. A total of 350 questionnaires were distributed. Of these, 330 were returned, none of returned is invalid sample, and 330 were valid to be the sample of the research. Return rate was 94.28% and yield rate was 100%. Results indicate that graduated school and the region of the current service unit is significant difference on perceived fairness of pension reform; in addition, different position to job characteristic and satisfaction and different seniority to organization commitment also is significant difference. The outcome of the Multiple regression analysis indicates that job characteristic and satisfaction had a positive relationship on organization commitment and perceived fairness of pension reform. The influence is significant on organization commitment to perceived fairness of pension reform while organization commitment is an incomplete intermediate variable to job characteristic and satisfaction and perceived fairness of pension reform.