軍事人員之工作壓力、自我價值與離職傾向關係之研究-以某軍事單位為例

當前國防政策是以落實「建立精銳國軍」、「推動募兵制度」、「重塑精神戰力」、「完善軍備機制」、「加強友盟合作」、「強化災害防救」及「優化官兵照顧」等七項政策為主軸，國軍人力已朝「募兵制」及「長留久用」原則邁進，並以「多專多能」為目標；隨著經濟、社會條件的變化與科技進步，未來戰爭型態轉變為高科技戰爭，而國防部推動「一專多能」之教育訓練方針，鼓勵國軍官兵除了本身職務之專業專長外，能夠具備其他專業技能，在此種高標準之工作環境下，是否會使國軍官兵因而產生過高之工作壓力是值得探討的議題。誠如上述，現今部隊架構朝向「小而精、小而巧、小而強」之型態持續改變，許多的勤務或業務等都已減併，如何「提升國軍戰力」、「合理運用人力」及「降低社會成本」為當前重要方針，而這些改革制度之下，所演變的問題就是「人從何而來？」、「事由誰做?」等管理問題，加以為符合為作戰的需要，具備多種戰鬥職務將是未來趨勢的，故現階段的部隊就出現一人身需學習多職的問題產生，而這樣子的問題，在人力獲得困難之下，現役的人員留退意願就更值得我們去重視，如何能使官兵願意繼續留任，又因為甚麼原因會造成人才流失，故本研究主要探討「工作壓力」及「自我價值」對國軍官兵離職傾向之影響。本研究針對南部某軍事單位之官、士、兵為主要研究對象，發放問卷計800份，回收有效問卷計791份，回收率98.8%，並運用IBM SPSS Statistics 18版實施資料整理與數據分析，獲得以下結論：一、「自我價值」對「離職傾向」具有顯著之影響。二、「自我價值」對「工作壓力」具有顯著之影響。三、「工作壓力」對「離職傾向」具有顯著之影響。四、「自我價值」與「離職傾向」會因階級不同而具有顯著之差異。五、「自我價值」會因不同性別而產生顯著之差異。六、「自我價值」與「離職傾向」會因服務年資不同而產生顯著之差異。七、「自我價值」與「離職傾向」會因婚姻狀況不同而產生顯著之差異。八、「工作壓力」、「自我價值」與「離職傾向」不會因為教育程度不同而產生顯著之差異。九、「自我價值」與「離職傾向」會因不同之年齡差距而產生顯著之差異。十、「工作壓力」、「自我價值」與「離職傾向」不會因單位屬性不同而產生顯著之差異。

關鍵字

工作壓力；自我價值；離職傾向

並列摘要

The current defense policy is to implement the establishment elite military,to promote the recruiting system, reshape the spirit of combat power, improve the mechanism of arms, Friends of the Union to strengthen cooperation, strengthen the protection and relief, and optimization of the officers and other seven policy for the spindle,Military mqnpower has been towards recruiting system and long stay a long time with forward principle, and the special multi-long as the goal; With the technological progress and changes in economic and social conditions, future war into a type of high-tech war, and the Department of Defense to promote education and training policy multi-skill of encouraging military officers in addition to their duties of professional expertise to have other professional skills, in such a high standard working environment, whether military officers and soloiders will thus generate excessive pressure of work is worth exploring topics. As described above, the current force structure towardsmall but excellent, small and clever, small but strong, the patterns continue to change, many of the service or services have been cut and how to enhance military combat power, rational use of manpower and reduce social costs as the current policy is important,and under these institional reforms, the evolution of the problem is that prople come form?, Subject who dose? and other management issues, so at this stage of the troops appears a man multiple roles of problems, and such under the manpower problem the difficulty of obtaining, active duty personnel willingness to stay back even more deserving of our attention, how thw soldiers are willing to remain in office, because why would result in brain drain, so this study was to investigate work pressure and self-worth affect the tendency of leave for military officers. In this study, an official for the southern military units, disabilities, soldiers as the main object of study, questionnaires 800 meter, 791 meter valid questionnaires were returned 98.8%, implementation and use IBM SPSS Statistics 18 data compilation and data analysis, the following conclusions: 1.Self-worth has a significant impact on the turnover intention. 2.Self-worth has a significant impact on the operating pressure. 3.Work pressure has significant influence on the turnover intention. 4.Self-worth and turnover intention will vary depending on the class and has significant difference. 5.Self-worth will produce significant differences due to the different sexes. 6.Self-worth and turnover intention will produce significant differences due to the different length of service. 7.Self-worth and turnover intention will produce significant differences due to the different marital status. 8.Working pressure, self-woreth and turnover intention not produce significant difference only because of different education levels. 9.Self-worth and turnover intention will produce significant differences due to differences of age difference. 10.Working pressure, self-worth and turnover intention will not produce significant differences due to different units of the property.