陸軍官兵組織信任、生活照顧與留營意願之研究

各行各業正面臨著世代的轉型，科技、技術與觀念等等，隨著現今社會的迅速發展與進步，尤其是人力資源結構更是大幅轉變，然而在陸軍這種既傳統卻也追求科技轉型的軍種而言，人員素質隨著募兵制的推行，希望常備部隊擁有技術純熟的人員能夠長留久用，適應現代科技技術，達成戰力延續的目標，因此如何留住志願役官士兵成為現在軍隊中需要探討的議題，本研究由對生活品質的感受來探討留營意願，其中以組織認同為中介變項，並探討員工組織信任於此關係中所造成的干擾效果。本研究以陸軍官兵為研究對象，並用問卷發放的方式進行資料樣本蒐集，以某軍團回收有效問卷共117份，使用SPSS21.0套裝軟體用作資料分析之工具，將所獲得之樣本資料以階層迴歸分析方法驗證本研究之假設。本研究結果顯示：1.生活品質與留任意願有顯著正相關；2.生活品質與組織信任有顯著正相關；3.組織信任與留營意願有顯著正相關；4.組織信任於生活品質與留營意願之間不具有中介效果；5.組織認同於生活品質與組織信任之間不具有干擾效果。

關鍵字

組織認同；組織信任；生活照顧；留營意願

並列摘要

All walks of life are facing generational transformation, science and technology, technology and ideas, and so on, with the rapid development and progress of today's society, especially the human resources structure is a major transformation, however, in the army, which is both traditional but also the pursuit of scientific and technological transformation of the military, personnel quality with the implementation of the recruitment system, hope that the Standing Force has a mature technical personnel can stay for a long time, adapt to modern technology, to achieve the goal of continued combat, so how to retain volunteer soldiers to become the need to become the military. This study explores the willingness to stay in camp by the feeling of quality of life, in which the organizational identity is an intermediary variable, and explores the interference effect caused by the trust of employees in this relationship. This study took the army officers and soldiers as the research object, and collected the data sample spent in the way of questionnaire distribution, collected a total of 117 valid questionnaires from a certain legion, and used The SPSS software as a tool for data analysis, and used the sample data obtained to verify the hypothesis of this study by class regression analysis method. The results of this study show that: 1. Quality of life is significantly positively related to the willingness to stay in office, 2. Quality of life is significantly positively related to organizational trust, 3. There is a significant positive correlation between organizational trust and willingness to stay in camp, 4. Organization trust in quality of life and willingness to stay in the camp does not have part of the intermediary effect, 5. Organization agrees that there is no interference effect between quality of life and organizational trust.