組織承諾、工作壓力與工作滿足對役男轉服志願役關係之探討─以北部地區巡防機關為例

Discussion on the Correlation of Organization Promise, Work Pressure, and Work Satisfaction for Civil Service Volunteers as transferred from Military Service Draftees─ Northern Regional Patrol Office

林雅蕾(Ya-Lei Lin)

指導教授 ： 湯玲郎

元智大學/管理學院/管理研究所/碩士(2008年)

摘要

國軍自93年起執行「精進案」組織改造工作，目標為達成全面轉型之目的。但隨著義務役國防人力役期逐年縮短，增加人員訓練成本上的負擔，使得國軍人力資源運用發展更有所侷限，造成單位人力資源運用上的窒礙。
假設由服役的義務役役男轉服為志願役軍職人員，是可以解決現行兵力不足並發揮訓練資源、保留人才的可行方案，本文試就探討義務役役男對組織承諾、工作壓力及工作滿足三項構面之間的關係，以及對轉服意願的影響及差異度等。本文首先參考國內、外學者提出的相關文獻，及進行實際轉服個案訪談，整理出各構面的問項再進行資深主管的訪談，以確立調查問卷的衡量項目，經由問卷實測及資料統計分析後，本研究提出組織要如何改善轉服誘因，有效激發義務役役男轉服意願之建議。
本文從分析抽樣調查北部地區海巡機關所屬之義務役役男的資料後，可以得到下列六點結論包括：1.工作壓力與役男轉服意願呈負相關，而工作滿足與組織承諾均與役男轉服意願呈正相關，其中以組織承諾對役男轉服意願影響力最大。2.具高度轉服意願役男對組織承諾知覺程度最高。3.具低度轉服意願役男對工作不確定性及個人心理因素知覺所造成的工作壓力最顯著。4.具低度轉服意願役男對工作滿足知覺差異最低。5.具低度工作壓力役男對工作滿足整體知覺最為顯著。6.役男背景變項方面：不同年齡層之役男對工作壓力構面有顯著差異；役男的教育程度對組織承諾構面有顯著差異；役男所獲得的轉服資訊影響來源對工作滿足構面有顯著差異；役男的家庭經濟狀況對工作壓力、工作滿足及組織承諾構面均有顯著差異。

關鍵字

工作壓力 ； 工作滿足 ； 組織承諾 ； 役男轉服

並列摘要

National Military has proceeded on the “Elite Transformation Project”to push forward organization change, aiming to achieve total transformation within the military organization. However, as the mandatory military service term has been shortened in the past years, the cost of training has increased, which further limits the development of National Military human resource and causes an issue on unit utilization of the resource.
This article attempts to assume that a solution for currently insufficient military manpower could be achieved by transferring mandatory military service draftees to civil service volunteers, in order to develop human resource training and talent retention programs. The article also discusses mainly on the correlation among organization promises, work stress and work satisfaction of the mandatory military service recruits, and the influence and the discrepancy of the recruits’ willingness to transfer to become civil service volunteers. The study, firstly, referenced related documents proposed by domestic and foreign scholars, and then conducted interviews on transferred volunteer subjects to sum up the categories of questionnaires for the factors mentioned previously. Also, after interviews with senior management, the assessment attributes of the questionnaires were confirmed and to be proceeded for survey and data analysis in order to provide the suggestions to the military organization on how to stimulate the recruits’ willingness to transfer and improve incentives to do so.
This article adopted the data from the questionnaire sampling survey on the mandatory recruits of the Northern Regional Patrol Office. The conclusions from survey study state the following: 1. Work stress and the recruits’ willingness are inversely correlated. Also, work satisfaction and organization promises are directly correlated to the recruits’ willingness to transfer. For the most part, organization promises has the most impact on the recruits’ willingness to transfer. 2. The recruits with high willingness to transfer have high awareness to the organization’s promises. 3. The recruits with low willingness to transfer have high work stress caused by work instability and personal psychological factor. 4. The recruits with low willingness to transfer have lowest awareness to discrepancy of work satisfaction. 5. The recruits with low work stress have the highest awareness of work satisfaction. 6. From the viewpoint of demographic statistics: difference in age of the recruits shows remarkable discrepancy in work stress factor; the education level of the recruits shows remarkable discrepancy in organization promises; the information source of the recruits’ transfer affects the statistics in the work satisfaction factor; the recruits’ family economic condition has remarkable impact on the discrepancy of work stress, work satisfaction and organization promises factors.

並列關鍵字

work stress ； work satisfaction ； organization promises ； recruits' transfer

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