組織認同、工作倦怠與公共服務動機對離職傾向之研究-以陸軍部隊為例

國軍自民國107年起，正式走向全募兵制。所以當組織制度遇到大幅度變化的同時，即意謂著組織內將有新的問題隨之產生。研究對象為陸軍部隊準離職人員及現職人員在「組織認同」、「工作倦怠」及「公共服務動機」等三項與「離職傾向」之間的關係。施測期間分兩階段，各取有效問卷500及1000份，採用「敘述性統計分析」、「構面因素分析」、「信度分析」、「相關性分析」、「迴歸分析」等分析方法加以檢驗求證。本研究結果顯示：一、相關性分析部分，在職官兵組織認同與離職傾向初步呈現負相關，而工作倦怠與離職傾向、公共服務動機與離職傾向則似乎呈現正相關。二、迴歸分析結果顯示，在控制官兵是否在職的因素後，僅組織認同與離職傾向之關係持續呈現負相關，工作倦怠及公共服務動機與離職傾向的關係則為達統計顯著。根據研究發現，本研究最後提出數點學術及實務建議。

關鍵字

組織認同；工作倦怠；公共服務動機；離職傾向；國軍

並列摘要

From 2018, the R.O.C. military has officially moved towards full-recruitment. And when the organizational system is in great change, that is to say, there will be new problems in the organization. The study was conducted on prospective and active members of the Army Force in two phases, with 500 and 1000 valid questionnaires each. The analysis methods such as descriptive statistics, factor analysis, reliability analysis, correlation analysis and regression analysis were used to verify. The results are showed as following: Ⅰ. The result of the correlation analysis shows that there is a negative correlation of serving officers between organizational identification and the turnover intention. However, there is a positive correlation of serving officers between job burnout and the turnover intention. The correlation of serving officers between Public Service Motivation and the turnover intention is also positive. Ⅱ. The result of the regression analysis shows that there is a negative correlation between organizational recognition and the turnover. The correlation of job burnout, Public Service Motivation and the turnover intention is statistically nonsignificant after controlling the factors of whether serving officers or departing officers. Three academic and practical advices are suggested based on the conclusions of this study.