戰鬥部隊留任意願因素之研究-以第六軍團為例

本研究旨在探討組織調整下的戰鬥部隊在領導風格、轉換型領導、交易型領導、組織認同、人際關係、薪資福利、組織變革及人口特性等變數對留任意願之影響，透過虛擬變數設定進行全體樣本及子樣本分析；並針對選擇留營之樣本，進一步探討屆臨退伍期間，各變數對留營決定的改變之影響。研究對象以第六軍團之戰鬥部隊士官兵為主，進行分層抽樣調查，透過Probit模型實施分析，研究結果發現如下：一、軍隊內部因素：（一）留任意願：領導風格、轉換型領導、組織認同、人際關係、薪資福利、組織變革對留任意願具顯著正向關係。（二）留任意願改變可能性：領導風格、組織認同、組織變革對留任意願改變可能性具顯著正向關係，而薪資福利對留任意願改變可能性具顯著負向關係。二、軍人個人因素：年齡（23歲以下相對於24歲以上）、年資（4年以下相對於4年以上）、專長（有專長相對於沒有專長）、薪資所得（40,000元以下相對於40,000元以上）、家人從軍（家人有從軍相對於沒有從軍）等變數對留任意願具顯著負向關係，而非薪資所得（有額外所得相對於沒有額外所得）對留任意願具顯著正向關係。由於目前國防組織的調整，除了改善組織尚未健全的體制，亦影響官兵的留任意願；另薪資待遇及福利措施政策的調整，亦堅定官兵對留營的決定。後續依據研究結果提出相關研究建議及作法以供未來參考運用。

關鍵字

留任意願；領導風格；薪資福利；組織變革； Probit模型

並列摘要

This research aims to explore the influence of variables such as leadership style, transformational leadership, transactional leadership, organizational identity, interpersonal relationships, salary and benefits, organizational changes, and demographic characteristics of combat troops under organizational adjustments on their willingness to stay；and for the sample selected to stay in the camp, we will further explore the influence of various variables on the change of the decision to stay in the camp during the term of retirement. The research subjects were mainly non-commissioned officers and soldiers of the 6th Army. A stratified sampling survey was conducted, and the analysis was carried out through the Probit model. The results of the research are as follows: 1.The internal factors of the army: (1)Willingness to stay: leadership style, transformational leadership, organizational identity, interpersonal relationships, salary and benefits, and organizational change have a significant positive relationship with willingness to stay. (2)Retention and willingness to change the possibility: leadership style, organizational identity, and organizational change have a significant positive relationship with the retention and willingness to change the possibility, while salary and benefits have a significant negative relationship with the retention and willingness to change the possibility. 2.Soldiers’ personal factors: age (under 23 versus over 24), seniority (under 4 years versus over 4 years), expertise (with expertise versus no expertise), salary income (under 40,000 versus 40,000 The above), family members' participation in the military (family members in the military versus not in the military) and other variables have a significantly negative relationship with the willingness to stay, while non-salary income (with extra income versus no additional income) has a significant positive relationship with the willingness to stay. Due to the current adjustment of the defense organization, in addition to improving the organization's unsound system, it also affects the willingness of officers and soldiers to stay; in addition, the adjustment of salary and welfare measures and policies also strengthens officers and soldiers' decision to stay in the camp. Based on the research results, relevant research suggestions and practices will be put forward for future reference.