空軍志願役後勤人員留職意願影響因素之研究

The study of influence factors of retention intention – voluntary rear service staff in air force as example

王士瑋(Shih-Wei Wang)

指導教授 ： 劉家銘

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2014年)

https://doi.org/10.6833/CJCU.2014.00208

摘要

在現階段民主社會開放及推動募兵制以來，志願役人員已成為國防主力，然而於服滿退休役期前即辦理離職人員不在少數，國軍除了持續招募新血，應探討國軍人員未留職因素，以保留優秀人才及避免國防訓練經費浪費。
本研究主要以空軍志願役後勤人員為研究對象，來留職意願影響因素，首先依據文獻探討擬定慨念性架構及專家訪談大綱，針對5位已離職人員以「工作壓力」、「工作滿意」、「組織承諾」、「社會支持」四大構面進行討論及完成實證架構，並撰擬AHP問卷供20位空軍已離職及現職人員填答，藉此探討後勤人員留職意願主要影響因素，最後依據前述資料，利用層級分析法，經由專家學者回饋，對四大構面及影響因素進行權重分析。
本研究經資料分析後，在「工作壓力」、「工作滿意」、「組織承諾」、「社會支持」四大構面中，以工作壓力影響較為重要;在工作壓力構面中，影響因素以「工作環境」為關鍵；工作滿意構面中，影響因素以「溝通制度」為關鍵；在組織承諾構面中，影響因素以「生涯規劃」為關鍵；在社會支持構面中，影響因素以「家人支持」為關鍵。

關鍵字

志願役 ； 留職意願 ； 層級分析法

並列摘要

With promoting enlistment in the current democratic society, voluntary army system forms the main force of national defense. However, most soldiers retire right after they completed the required period of service. Despite keeping recruit new talents, it is important to discuss the reason of resignation, in order to keep the talents and avoid wastes on training budget of national defense.
The main research subjects are rear service staff in air force to discuss the influence factors of willingness of continuous retention. The conceptual structure and outline for expert interview were decided through literature review, with discussion from five subjects leaving their positions over four dimensions of “stress at work”, “work satisfaction”, “organizational commitment” and “social support”, the empirical structure was thus completed. Further, AHP questionnaires were delivered to 20 air force rear service staffs including holding current positions and leaving positions to discuss the influence factors of retention willingness. From the material mentioned, this research adopted AHP to conduct weights analysis on four dimensions and relative influential factors, with considering feedbacks from scholars and experts.
This research concluded that in the four dimensions of “stress at work”, “work satisfaction”, “organizational commitment” and “social support.” The most influential dimension is stress at work, and the key factor is “working environment”, “communication mechanism” is the key factor in “work satisfaction”, “career plan” is the key factor in “organizational commitment” while “family support” is the key factors in “social support.”

並列關鍵字

social support ； organizational commitment

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