陸軍士官督導長領導行為、人格特質與組織承諾關係之探究

Explore the relationship between the Leadership behaviors, of Army Sergeant Majors, personality traits,and organizational commitment

藍日宏(Ryh-Horng Lan)

指導教授 ： 古思明

元智大學/管理學院/管理碩士在職專班/碩士(2011年)

https://doi.org/10.6838/YZU.2011.00059

摘要

士官為基層的骨幹、部隊的守護者，亦為「募兵制」成功之重要關鍵。在現有基礎上，針對士官授權、生涯規劃、經管發展、福利待遇等事項，配合「募兵制」的進程持恆推動，按期程逐步落實。考量建立質量佳且執行力良好的士官團隊，在符合國情的妥適配比下，將逐步提高士官比例，以因應未來高科技武器裝備之需求。 在世俗的眼光中，士官督導長不過是個基層幹部的角色，殊不知戰術如無戰鬥的支持，也只能面臨失敗，士官督導長是訓練戰士能夠戰鬥及實現完成各種實務工作的靈魂人物，是「工作的執行者」、「生活的管理者」、「士氣的維護者」、「績效的考評者」，並非僅是基層幹部而微不足道，在軍事組織特有情境裡，士官督導長扮演著多重的角色。 依據學者研究發現，領導者對部屬、團體及組織績效是有其影響力的，領導的好壞攸關組織的興亡，研究顯示組織成敗有45％?65％的變異量是由領導者所決定(Bass，1990)，大多數的研究文獻及理論均顯示高度的組織承諾是有利於組織效能的。 本研究以陸軍士官督導長為對象，透過問卷調查的方式探討陸軍士官督導長的領導行為、人格特質與組織承諾之關係，共發出260份問卷，有效問卷189份（有效回收率為84％）。研究結果發現： 一、陸軍士官督導長之人格特質與轉換型領導、交易型領導及家長型領導相關成立。 二、陸軍士官督導長之轉換型領導、家長型領導及交易型領導與組織承諾相關成立。 三、陸軍士官督導長之人格特質與組織承諾互聯關係成立。 依據研究結果，各級士官督導長在領導工作上如何透過個人之特質，善用各種領導行為，激發組織旺盛的士氣，達成組織目標，並使部屬對組織產生高度的承諾和認同感，實為現今士官督導長應該努力的目標，以利士官制度整體工作之推展，達成組織變革織目標。

關鍵字

士官督導長 ； 轉換型領導 ； 交易型領 ； 家長型領導 ； 人格特質 ； 組織承諾

並列摘要

NCO is the backbone of the grassroots, guardian forces, and also the key success to a "volunteer force". On the existing basis, for authorization of non-commissioned officers, career planning, administration development, benefits and other matters, with "volunteer force" to promote the process of holding constant, the gradual implementation process on schedule. Consider the establishment of good quality and good execution team non-commissioned officers, in line with national policy that fit properly, will gradually increase the proportion of non-commissioned officers, to meet future demand for high-tech weapons and equipment.
In the eyes of commoner, non-commissioned officers play only as a grass-roots leader role. Knowing only tactics without any background on combat support will only face failure. Non-commissioned officers are the key person in training the soldiers on tactics, techniques and mission competency. They are not only grassroots leaders; they also play the role of “Executors”, “Managers”, “Morale Defender” and “Performance Evaluator ". In the military context, non-commissioned officers play multiple roles.
Leadership study found that leader has influence over the subordinates, group and organizational performance, and the quality of the leadership can cause the organization to rise or fall. Research shows that the decision by the leader has between 45% to 65% effect on the success or failure of an organization. (Bass, 1990), most of the research literature and theory show a high degree of organizational commitment has great impact on the organizational effectiveness.
This study focuses on the army Sergeant Majors, leadership behavior, personality traits and organizational commitment of army Sergeants Majors were conducted through questionnaire survey, a total of 260 questionnaires was handed out with 189 valid questionnaires returned (response rate was 84%) . The results showed:
I. The establishment of interconnection relationship between the Army Sergeant Major's personality and a long transformational leadership, transactional leadership, and leadership of paternal type.
II.The establishment of interconnection relationship between the Army Sergeant Major's transformational leadership, leadership of paternal type and parents, leadership of bargain type.
III.The establishment of interconnection relationship between the Army Sergeant Major's personality traits and organizational commitment.
Based on the study, sergeant majors goals’ and objectives should be focus on how non-commissioned officers at all levels could through personal leadership characteristics, use of a variety of leadership behavior; stimulate the strong organization morale, achieving organizational goals, and inculcate a high sense of commitment and sense of identity in subordinates to benefit the NCO system as a whole to achieve organizational change and objectives.

並列關鍵字

Army Sergeant Major ； Leadership of Transitional Type ； Leadership of Bargain Type ； Leadership of Paternal Type ； Personality Traits ； organizational commitment

參考文獻

18、李則芬譯(1980)，美國近代四位名將之研究。臺北：黎明文化事業股份有限公司。

23、周惠莉(2003)，「五大人格特質、性別角色與轉換型領導關聯性之研究」，未出版碩士論文，中原大學企業管理學系

31、林俊傑(2007)，組織承諾的理論與相關研究之探討。學校行政(51期)，P53。

93、藍清水(2004)，「宗教組織志工衝突認知、衝突處理技巧與組織承諾關聯性之研究」，未出版碩士論文，私立中原大學企業管理學系。

58、Thompson,F.L.(1989).The relationship between leadership style and organizational commitment in selected Wisconsin elementary schools. Dissertation Abstracts International,51,05A,1472.