我國因募兵政策的改變導致國軍人才流失嚴重,探討其原因包含:「工作滿意度」是否有助於官兵留任,並提高工作效能;離職率高低是否代表訓練成本將增加,人力負荷加重;「職業倦怠」與「離職傾向」是否密不可分,基於上述原因,因此本研究旨在自願役官兵之「工作滿意度」、「職業倦怠」及「離職傾向」。本研究主要採取問卷調查之方式,並以某維修基地為例為研究對象,回收之問卷將以一、敘述性統計分析;二、信度分析;三、T-test;四、ANOVA;五、中介效果分析等方法進行驗證各項假設。 研究結果發現: 一、婚姻狀況對離職傾向有顯著差異。 二、階級等級在整體職業倦怠、離職傾向構面上有顯著差異。 三、服務年資在離職傾向構面有顯著差異。 四、工作滿意度、職業倦怠、離職傾向三者之間為中度相關。 五、工作滿意度、職業倦怠對離職傾向具高度的解釋能力。 六、工作滿意度透過職業倦怠對離職傾向具中介效果。
Because of the policy change, the military recruitment becomes very difficult nowadays. There are many phenomena for discussion, including whether job satisfaction can help officers or soldiers retain and to improve work efficiency; does the turnover rate increasing the training cost work loading? whether burnout and resignation rate is inseparable? To find the answers for the above questions, this study discussed the relationships among the job satisfaction, burnout and resignation tendency of soldiers. This study conducted a questionnaire survey in a military maintenance base. Descriptive statistical analysis, reliability test, T-test, ANOVA and mediation effect analysis were performed in this study. The study findings are as follows: The marital status has significant differences in resignation tendency. The class level has significant differences in the overall job burnout and resignation tendency. Different service years have significant differences in resignation tendency. Job satisfaction, burnout, and resignation tendency are moderately related. Job satisfaction and burnout have a high ability to explain resignation tendency.6. Job Satisfaction has a mediating effect on resignation tendency through burnout.