組織氣候、領導風格、工作壓力對離職傾向之關聯性研究-以海軍陸戰隊校、尉級軍官為例

隨著全球化競爭競爭日趨激烈，各種人才勢必成為各企業主爭相拉攏對象，更是各企業重要的戰略資源及資本，亦是各企業價值主要創造者及持續成長的重要因素，而如何留住關鍵人才為組織創造價值，一直是各企業所面臨的重要議題及挑戰。近年來國軍募兵政策推動一直是個嚴峻的考驗，當國軍全面推動志願役兵力結構時，更應考量培育一位海軍陸戰隊軍官，所需投入大量訓練及時間成本，而服役時間愈長，所接受的訓練內容更加完整，更能有效增加任務執行的成功率，所以若能提升軍官的留任比例，相對地更能增加任務執行的成功率，因此，若能提升軍官的留任比例，必能減少許多訓練成本，進而提升人力運用及國家戰力。基於上述背景，本研究以海軍陸戰隊校、尉級軍官為研究樣本，透過便利抽樣方式進行問卷調查，探討組織氣候、領導風格、工作壓力與離職傾向之關聯性。透過300份有效回收問卷(有效回收率91.7%)，統計分析結果發現：1.組織氣候對離職傾向具有顯著負向關係。2.領導風格對離職傾向具有顯著負向關係。3.工作壓力對離職傾向具有顯著正向影響。4.組織氣候對領導風格、工作壓力與離職傾向間具有干擾效果。關鍵詞：組織氣候、領導風格、工作壓力、離職傾向。

關鍵字

組織氣候；領導風格；工作壓力；離職傾向

並列摘要

With the increasingly fierce competition of globalization, all kinds of talents will inevitably become the targets of various business owners. They are also important strategic resources and capital of each enterprises. They are also important factors for the main creators and sustainable growth of the value of enterprises. How to retain relevant talents to create value for the organization has always been an important issue and challenge for enterprises. In recent years, the promotion of the national army recruitment policy has been a severe test. When the national army fully promotes the all volunteer force structure, it should also consider the cultivation of a Marine Corps officer, which requires a lot of training and time costs. The longer the service time, the more complete the training content received will be, which can effectively increase the success of the task. If the retention rate of officers can be increased, the success rate of mission execution can be relatively increased. Therefore, if the retention rate of officers can be increased, it will definitely reduce a lot of training costs and enhance the manpower utilization and national combat capabilities. Based on the above background, this study takes Marine Corps School and lieutenant-level officers as samples. It conducts a questionnaire survey through convenience sampling to explore the correlation between organizational climate, leadership style, work pressure and turnover intention. Through 300 valid recovery questionnaires (effective recovery rate of 91.7%), the result of statistical analysis found that: l. Organizational climate has a significant negative relationship with turnover intention. 2. Leadership style has a significant negative relationship with turnover intention. 3. Work pressure has a significant positive effect on turnover intention. 4. Organizational climate has a interfering effect on leadership style, work pressure and turnover intention. Keywords: organizational climate, leadership style, work pressure, turnover intention.