影響消防人員單位異動意願之分析-以臺中市政府消防局為例

The Analysis of Affecting the Intention of Firemen for Switching Serving Unit - Fire Bureau of Taichung City Government

黃凱偉(Kai-Wei Huang)

指導教授 ： 王親仁

國立臺中科技大學/商學院/企業管理系事業經營碩士班/碩士(2014年)

摘要

本研究以臺中市外勤消防人員為研究對象，利用589份有效樣本問卷，探討影響消防人員單位異動意願之因素，即分析影響外勤消防人員單位異動意願因素，以及不同背景外勤消防人員與工作職場滿意度間之關係。實證結果發現：
一、 影響外勤消防人員單位異動意願與「工作負荷量」、「對等的待遇」、「工作滿意度」及「家庭因素」等工作職場滿意度有顯著相關，其中「工作滿意度」構面中，以工作時間能配合生活作息的滿意程度最低，是影響其異動意願的主要因素。
二、 外勤消防人員之工作負荷量滿意度，因「服務單位」及「異動合適期程」不同而有顯著差異，其中以服務於第五大隊及超過5年未異動滿意程度最低。
三、 外勤消防人員之對等的待遇滿意度，因「職務」及「服務年資」不同而有顯著差異，其中以小隊長職務以外職務及服務滿3年未滿6年滿意程度最低。
四、 外勤消防人員之工作滿意度，因「不同居住方式」、「服務單位」、「單位配置人力」及「異動合適期程」不同而有顯著差異，其中以與父母同住、服務於第七大隊、單位配置人力在25人以上及超過4年未異動滿意程度最低。
五、 外勤消防人員之家庭因素滿意度，因「不同居住方式」、「服務單位」及「單位配置人力」不同而有顯著差異，其中以與父母同住、服務於第五大隊及單位配置人力在25人以上滿意程度最低。
六、 以羅吉斯迴歸分析可發現，不考慮人口統計變項時，降低外勤消防人員之工作負荷量或提高家庭滿意度，可降低他們單位異動意願達0.612倍及0.566倍之效果。
因此注重家庭照護需求及審視分配勤務與業務，可降低外勤消防人員異動意願，進而提高他們的工作滿意度，增加工作效率，更是政府相關單位擬訂人事異動政策之參考。

關鍵字

消防人員 ； 異動意願 ； 工作負荷量 ； 對等待遇 ； 工作滿意度 ； 羅吉斯迴歸

並列摘要

This research takes the fieldwork firemen in Fire Bureau of Taichung City Government as the main survey object. 589 effective samples are used to analyze the intention of affecting firemen for switching serving unit. The purposes include understanding factors affecting the intention of fieldwork firemen for switching serving unit, and analyzing the relationship between fieldwork firemen and workplace satisfaction in different background.
The empirical result is shown as below:
1、 The relationship between affecting the intention of fieldwork firemen for switching serving unit and workplace satisfaction, such as workload, deserving wage, job satisfaction, and family factors are significant correlated each other. Working hours in line with the rest of life is the lowest satisfaction in job satisfaction facet, which is the main factor affecting the intention of switching.
2、 The satisfaction of workload is significantly different from the serving unit and proper occasion of switching serving unit, thus fieldwork firemen have the lowest satisfaction if they serve in the Fifth Brigade and without switching more than 5 years.
3、 The satisfaction of deserving wage degree is significant different from the duty and years of serving, thus fieldwork firemen have the lowest satisfaction if their duties other than the team leader and the years of serving more than three years but less than six years.
4、 The satisfaction of job satisfaction is significantly different from the living type, serving unit, number of people in the unit living and the proper occasion of switching, thus fieldwork firemen have the lowest satisfaction if they live with their parents, to serve the Seventh Brigade, unit configuration manpower more than 25people and without any switching more than 4 years.
5、 The satisfaction of family factor is significantly different from the living type, serving unit and number of people in the unit, thus fieldwork firemen have the lowest satisfaction if they live with their parents, to serve the Fifth Brigade and unit configuration manpower more than 25people.
6、 Logistic regression analysis found that diminishing the workload of field firemen or increasing their family satisfaction can reduce the intention of unit switching for the effects of 0.612 times or 0.566 times respect.
Therefore, we suggest that focusing on family care needs and concededly examining the distribution of diligence and business will effectively reduce intention of switching to field firefighters, thus result in enhancing work satisfaction and efficiency. The findings can be applied in designing personnel unit switch policy for related government.

並列關鍵字

firefighters ； intention of switching ； workload ； deserving wage ； job satisfaction ； logistic regression

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