志願役士官兵之工作壓力、工作投入、工作滿意度及福利措施認知對留營意願之影響-以陸軍某作戰旅為例

本研究探討陸軍上士階(含)以下之志願役士官兵之工作壓力、工作投入、工作滿意度與福利措施認知對留營意願之影響。研究以陸軍某作戰旅上士階(含)以下之志願役士官兵為研究母體，採問卷調查法，問卷總發放數為550份，回收532份，扣除無效問卷32份，有效問卷為500份，有效問卷回收率達93.9%，分析後研究結果顯示發現如下：一、工作壓力方面：性別構面以男性感受程度較大；服務年資構面以2-4年感受程度較大；職務構面以上士感受程度較大；年齡方面以26-30歲感受程度較大；婚姻狀態以未婚感受程度較大，家中是否有軍職人員感受程度均雷同。二、工作投入方面：性別構面感受程度均雷同；服務年資構面感受程度均雷同；職務構面以下士感受程度較高；年齡方面以30歲以上感受程度較高；婚姻狀態以已婚有子女感受程度較高，家中是否有軍職人員感受程度以有軍職成員程度較高。三、工作滿意度方面：性別構面程度以女性感受程度較高；服務年資構面以「2－4年」感受程度較高；職務構面以二兵感受程度較高；年齡方面感受程度均雷同；婚姻狀態感受程度均雷同，家中是否有軍職人員感受程度均雷同。四、配套福利措施認知方面：性別構面程度以女性認同程度較高；服務年資構面以「4年以上」認同程度較高；職務構面以二兵認同程度較高；年齡方面感受認同程度均雷同；婚姻狀態認同以已婚無子女認同程度較高，家中是否有軍職人員感受程度均雷同。以迴歸分析檢驗得知工作壓力、工作投入、工作滿意度、配套福利措施認知等四個構面與留營意願具有較顯著預測力。而其迴歸模式之整體性考驗的F值達顯著，F值為17.001(p=0.000<0.05)、R^2值為0.121，即代表五個構面對於留營意願的合計解釋力達12%。結果顯示工作壓力與留營意願皆有顯著關係（β＝0.218，p＝0.000＜0.05），壓力越大留營意願較低；工作投入與留營意願皆有顯著關係（β＝0.125，p＝0.000＜0.05），對於工作越投入，留營意願較高；工作滿意度與留營意願皆有顯著關係（β＝0.268，p＝0.000＜0.05），滿意度越高，留營意願較高:配套福利措施認知與留營意願皆有顯著關係（β＝0.038，p＝0.000＜0.05），認為福利措施佳者，留營意願較高。

關鍵字

工作壓力；工作投入；工作滿意度；福利措施認知；留營意願

並列摘要

This study explores the impact of job pressure, job involvement, job satisfaction, and awareness of welfare measures on the willingness to stay in the ranks of volunteers below the rank of sergeant (including). The study used the volunteers of the military ranks (including) of the Army's combat brigade as the research parent. The questionnaire survey method was used. The total number of questionnaires was 550, 532 were collected, 32 invalid questionnaires were deducted, and the effective questionnaire was 500. The effective questionnaire recovery rate was 93.9%. The results of the analysis showed that the following findings were found: First, the work pressure: the gender facet is more sensitive to males; the service year-to-face face is more sensitive in 2-4 years; the job facets are more sensitive; the age is 26-30 years old. Large; marital status is more unfair, and the degree of feeling of military personnel in the family is the same. Second, the work input: the degree of gender face-to-face feeling is the same; the service level of face-to-face feelings are similar; the job face-to-face feels higher; the age is higher than 30 years old; the marriage status is married Children have a higher level of feeling, and whether there are military personnel in the family feels to a higher degree. Third, job satisfaction: the degree of gender facet is higher in women's perception; the service year's facet is higher in "2-4 years"; the job facet is more sensitive to the second soldier; Similarity; the degree of marital status is similar, and whether there are military personnel in the family feel the same degree. Forth, Cognitive aspects of supporting welfare measures: The degree of gender facet is higher with women's identity; the service year's facet is higher with “more than 4 years”; the job facet is more recognized by the second soldier; All of them are similar; the marital status is highly recognized by married and childless, and the degree of feeling of military personnel in the family is the same. According to the regression analysis, it is found that the four facets and the willingness to stay in the work pressure, work input, job satisfaction, and supporting welfare measures have more significant predictive power. The F value of the overall test of the regression model is significant, the F value is 17.001 (p=0.000<0.05), and the R^2 value is 0.121, which means that the total interpretation of the five facets for the willingness to stay is 12% . The results showed that there was a significant relationship between work stress and willingness to stay (β = 0.218, p = 0.000 < 0.05). The greater the pressure, the lower willingness to stay; the work input and the willingness to stay have a significant relationship (β = 0.125, p = 0.000<0.05), the more investment is invested, the willingness to stay is higher; the job satisfaction has a significant relationship with the willingness to stay (β=0.268, p=0.000<0.05). The higher the satisfaction, the higher the willingness to stay: There is a significant relationship between the cognition of supporting welfare measures and the willingness to stay in the camp (β=0.038, p=0.000<0.05). Those who believe that the welfare measures are better have a higher willingness to stay.