國軍志願役士兵離職因素探討--以南部憲兵為例

The Study of Factors That Cause Voluntary Soldiers Leaving the Military-Taking the Southern MP Units as Examples

林世仁(Shih-Ren Lin)

指導教授 ： 吳有龍

義守大學/電機資訊學院/資訊管理學系/碩士(2017年)

摘要

「社會規範信念」與「工具性認知信念」會導致組織承諾與利益動機，在組織承諾與利益動機同時決定與組織有關的「意圖」和「行為」。組織承諾行為意圖模式乃以「工具性認知信念」和「社會規範信念」為預測變項，以行為意圖為依變項建立而成。本研究運用專家權重分析及回歸分析等預測性質分析法進行分析，發現其重要度排序及問卷結果如下：
一、「工作承諾」特性構面會是影響志願役士兵留營的優先考量關鍵。「部隊適應」這個特性構面是第二順位的考量關鍵。「工作認知」特性構面是影響志願役士兵留營的第三順位的考量關鍵。本研究採問卷調查法方式，並以南部某憲兵所屬單位之志願役士兵為研究對象，合計發出100 份，有效問卷為85 份，並運用單因子變異數及迴歸分析進行資料分析，本研究結果發現：
一、不同性別對各構面之差異性中，以女性志願役士兵之工作滿意度中之薪資滿意高於男性志願役士兵。
二、不同年資對各構面之差異性中，以服役4年以上志願役士兵之工作自由與工作的社會地位、陞遷機會與薪資、持續承諾與規範承諾等均高於服役2年以下及2至4年志願役士兵。
三、各構面對留營意願之影響效果中，工作價值觀之從屬關係與安全感達顯著性；工作滿意度之工作本身、薪資、陞遷機會、主管能力達顯著性；組織承諾之情感承諾達顯著性。

關鍵字

志願役士兵 ； 離職因素 ； 憲兵

並列摘要

"Social normative beliefs" and "instrumental cognitive beliefs" can lead to organizational commitment and interest motivations to determine the "intentions" and "behaviors" associated with the organization in relation to organizational commitment and interest motivations. Organizational commitment behavior intent is based on "Instrumental cognitive beliefs "and" social norms beliefs "for the prediction of variables, behavior intentions for the establishment of variables. In this study, we use expert weight analysis and regression analysis to predict the nature of the analysis method, found that the importance of ranking and questionnaire results as follows: First, the "work commitment" characteristics of the facade will affect the volunteer soldiers left the priority of the key. "Force Adaptation" these feature facets are the second most important consideration. "Job cognition" features facets are the key to the influence of volunteer soldiers studying abroad. In this study, the questionnaire used volunteer soldiers of the southern military units as research object. The total number of valid questionnaires was 85. The results of this study show that: among the differences in gender, the salary satisfaction of female volunteer soldiers is higher than that of male volunteer soldiers. Second, the different years of the differences in the faculties, to serve more than four years volunteer soldiers freedom of work and work of social status, promotion opportunities and salaries, continuous commitment and normative commitments are higher than the service 2 years and 2 - 4 years volunteer soldiers. Third, the effect of each facet on the intention of the retention intention, the work of the value of the relationship between the subordinate relationship and sense of security significant; job satisfaction of the work itself, salary, promotion opportunities, superior ability of the boss; organizational commitment to emotional commitment Significance.

並列關鍵字

Voluntary Soldiers ； Turnover Factor ； Military Police

參考文獻

周子溱(2011)。陸軍基層政戰女性初官的工作壓力與因應策略。復興崗學報，101，229-256。

周昌柏(2005)。桃、竹、苗四縣市教師工作滿意度現況分析。學校行政雙月刊，40，108-123。

陳春希、高瑞新(2010)。工作壓力與工作適應：探討不同工作特性基層警察人員組織承諾的調節效果。人力資源管理學報，10(4)，1-31。

葛惠敏(2012)。經營軍事院校軟實力之研析，國防雜誌，3(27)，104。

劉自強、盧文民、張麗嬌(2012)。組織成員的變革認知、工作滿意度、領導風格與離職傾向之關聯性研究-以中山科學研究院轉型行政法人為例。北商學報，21，21-48。