志願役士兵轉服士官影響關鍵因素之研究

The Study of Key Impact Factors on Voluntary Service Turn into Sergeant Service in Miltary

蕭璋鴻(Jhang-Hong Siao)

指導教授 ： 張鐵軍

朝陽科技大學/管理學院/企業管理系/碩士(2020年)

摘要

隨著資訊科技所帶來戰爭型態的改變，現代戰爭是以科技為主導的戰爭，戰爭型態已由「兵力」密集，轉為「技術」、「知識」密集，由傳統戰爭轉向科技戰爭，主為因應高科技發展出來的裝備需要高素質且具專業與役期長的人員，為達「量少、質精、戰力強」的目的。台灣於2018年1月1日起開始實施完全募兵制，其中除士官二專班無法達成招募目標外，士兵轉服士官的意願也低於設定目標值，由於戰略思維與作戰方式改變，士官在軍中的承擔的角色日益重要，然而因招募不足或士兵轉服士官意願較低，致使士官兵力不足成為影響戰力之隱憂，因此探討志願役士兵轉服士官之影響因素便十分重要。本研究針對台灣中部某裝甲部隊之志願役士兵及其已轉服士官者為研究對象進行調查，共發出問卷280份，刪除無效問卷80份，共取得有效問卷200份。研究結果如下：1.薪資待遇提升、工作穩定有保障為士兵轉服士官權重最高影響因素；2.當兵限制多沒自由、已有其他生涯規劃、工作勞逸不均、不適應服役的工作等四項為士兵選擇不留營繼續服役權重最高的前四項因素。研究建議國軍基層單位若能將士兵服役初期給予完善職涯規劃(包括學歷、經歷、證照、職缺規劃等)，使士兵能夠在服役期間按所規劃的職涯發展，逐步賦予責任，安排工作與業務上，能夠溝通清楚，說明完整，避免士兵轉服士官後因勞逸差異過大之認知，使官兵萌生離退想法，應可提高留營成效。
關鍵字：志願役士兵、轉服士官、薪資優渥、工作穩定、職涯發展、勞逸不均

關鍵字

職涯發展 ； 工作穩定 ； 薪資優渥 ； 轉服士官 ； 志願役士兵 ； 勞逸不均

並列摘要

With changes in the warfare being influenced by information technology, modern warfare is driven heavily by technology. The nature of wars has transitioned from “troop density-focused” to “technology and knowledge-focused” in response to the need for high quality, professional, and long service period military personnel to operate high-tech army equipment. This is to achieve the concept of “low quantity, high quality, and strong combat power” in modern warfare. Taiwan has implemented a voluntary military service recruitment system since January 1, 2018. Apart from the unsuccessful attempts to recruit enough soldiers into the Sergeant major of two-year junior college program for the army, the willingness of soldiers to transfer to non-commissioned officers is also lower than the set target value. Due to changes in strategic thinking and combat methods, the roles that the non-commissioned officers (NCOs) play in the military become increasingly important. Thus, there are underlying concerns regarding military manpower due to struggling military recruitments. It is therefore crucial to explore the factors affecting the conversion of volunteer soldiers to non-commissioned officers. A survey was conducted on volunteer soldiers from an armoured group in central Taiwan and those who have been transferred to non-commissioned officers in this study. A total of 280 questionnaires were sent out, 80 invalid questionnaires were removed, and a total of 200 valid questionnaires were obtained. The results of the study are shown as follows: 1. Increased salary range and guaranteed job stability are the two standing factors influencing the transfer of soldiers to non-commissioned officers; 2. There are four major factors that soldiers choose to not continue their service, including: Too many restrictions during enlistment with little to no freedom, already occupied with other career plans, work-life imbalances, and the inability to adjust to being in the military. The research suggests that in order to encourage more soldiers to continue their service, the grass-root level units of the national army can provide soldiers with complete career planning (including education, employment experience, licenses, employment opportunity planning, etc.) during the initial period of the service. This ensures that the soldiers are well-trained and prepared accordingly to the career plans during the service period, with responsibilities and duties gradually assigned to them. In addition, job specifications should be communicated and explained clearly to the soldiers to avoid misunderstandings during the transition to NCOs that cause them to leave the military.
Keywords: Volunteer Soldiers, Transfer to Non-Commissioned Officers, High Income, Job Stability, Career Development, Work-Life Imbalances

並列關鍵字

Career Development ； Job Stability ； High Income ； Transfer to Non-Commissioned Officers ； Volunteer Soldiers ； Work-Life Imbalances

參考文獻

一、中文部分

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