人員工作輪調與組織績效之研究-以國防部某兵工廠為例

國軍為因應國家戰略方針改變，適應區域性衝突，有效提升戰力，針對兵力結構進行調整，自民國89年迄今陸續實施精實案、精進案、精粹案等組織改革方案也造成人事異動頻繁及嚴重衝擊人員士氣。而馬總統在接見「國家亞洲研究局」訪問團時，提到國軍人必須由「質」的提昇，平衡「量」的維持。因此，國防部在維護國家安全需求及可獲得財力等因素考量下，採漸進方式修正兵力結構，以打造「量適、質精、戰力強」的國防，而下一波的變革計劃「勇固案」兵力結構調整規劃，更將直接衝擊人員調整，有鑑於此，本研究以工作輪調與組織績效之研究，來探討對國軍兵工廠之影響，以瞭解兵工廠人員對工作輪調的看法與態度以及工作輪調與組織績效之關係。本研究調查對象為國防部某兵工廠，經由文獻探討相關工作輪調與組織績效理論，以問卷調查法，透過次數分配、敘述統計、獨立樣本t考驗、單因子變異分析等統計方法進行資料分析。本研究實證各研究構面的關係發現，不同個人背景變項在工作輪調與組織績效知覺上無顯著差異，不同工作輪調態度的人員對組織績效有顯著差異。最後本研究建議，兵工廠應檢討建立符合人員工作輪調制度，並提供完善輪調配套措施，並積極宣導工作輪調益處，以培養人員多項專長、多元能力，增加人員工作輪調意願，進而提昇組織績效。

關鍵字

工作輪調；組織績效；兵工廠

並列摘要

The Republic of China Armed Forces (ROC Armed Forces) has reformed the structure of military strength in respond to the changes in national strategic policy to adapt regional conflicts and upgrade the military strength. Several principal organizational reforms executed since 2000 have seriously affected staff morale and resulted in frequently turnover. Moreover, President Ma, while meeting with the National Bureau of Asian Research academicians, mentioned that the armed forces need to maintain the “quantity” via upgrading the “quality” enhancement. Consequently, Ministry of National Defense takes the national security needs and attainable financial resources into consideration to build the national defense possessed with "suitable quantity, refined quality and strong armed forces," through the progressive process to adjust the structure of military strength. Furthermore, the following reforms “Solid Project” changing the structure of armed forces will affect the personnel adjustment directly. For this reason, the purpose of this study is to investigate the impacts of job rotation on organizational performance regarding the arsenal in ROC Armed Forces. Besides, we try to find out the effects of opinions and attitudes toward job rotation for the staff in arsenal on organizational performance. Previous research has discussed the linkage between job rotation and organizational performance; however, there was little evidence put the focus on the armed forces. Accordingly, we investigate this issue on one arsenal in Ministry of National Defense. By using Questionnaire method, we utilized the frequency distribution table, descriptive statistics, t-test and One-Way ANOVA procedure to analyze our empirical results. Our empirical evidence found that the individual background variables were insignificant on the job rotation and organizational performance. However, the impacts of staff with different attitudes towardjob rotation were significant on the organizational performance. Overall, base on the empirical results we suggest that the arsenal should establish job rotation scheme and its complementary measures. That is, the organizational performance could be promoted by exposing the employees to different experiences and wider variety of skills to enhance job satisfaction.