陸軍志願役士官兵留營意願影響因素之研究

The Impact Factors of Remain in Service on the Volunteer Non-commissioned and Soldiers of Army Military

林賢興(Sian-Sing Lin)

指導教授 ： 劉自強

共同指導教授 ： 史大麗(Ta-Li Shih)

嶺東科技大學/管理學院/高階主管企管碩士在職專班/碩士(2016年)

摘要

國軍「精進案」與「精粹案」之人力結構調整，促使高技術兵源需求增加， 人員之訓練需要較長的時間， 才能與精密的科技武器相結合；國防部推動募兵制， 逐年擴大募兵比例， 期能募集素質與忠誠度均高之官、士、兵，建構專業優質的新國軍。而為改善國軍志願役士官兵役期縮短， 不符合人力訓練成本、及軍隊基層士兵快速更換造成的運作困難等狀況， 必須持續國防轉型， 有效提升國防組織效益， 確保國軍戰力， 以利軍隊戰力之維持及專業職能持續不斷。
　　本研究旨在探討志願役士官兵之留營意願是否受到薪資與福利、工作滿足、幹部領導風格與外在影響因素及工作滿意等因素影響， 依其對影響留營意願之因素等量表認知蒐集資料， 進行實證調查， 共發出問卷300份， 刪除無效問卷98份， 共取得有效問卷202份；具體研究結果如下：
一、預期落差、領導統御、組織認同三構面， 與離職傾向存在負相關。
二、外部環境與離職傾向顯著正相關。
三、工作滿足、薪資福利與離職傾向顯著負相關。
四、個人基本資料之服務年資、招募來源、學歷與婚姻狀況對留營意願達顯著差異。

關鍵字

志願役士官兵 ； 領導統御 ； 離職傾向 ； 預期落差 ； 工作滿足

並列摘要

The manpower structural adjustment of “Case of Jin-Gin” and “Case of Jin-Tric” in Taiwan's army, that prompting increased demand for high-tech manpower, training of personnel takes a long time to combine technology with sophisticated weapons. Department of Defense to promote “volunteer force” recruiting has expanded the proportion of raise quality and loyalty is high soldier to construct professional quality of new army. And to improve the volunteer military service constitutes shorten soldier who do not meet the training costs, and rapid replacement of the operating difficulties caused by the situation, must continue to transition defense, defense organizations effectively enhance effectiveness and ensure military combat power, in order to facilitate maintain combat capability of the army and the continuing professional functions.
　　This study is investigate the factors of willingness to serve continue of volunteer military soldiers, whether the salary and benefits, job satisfaction, leadership style, job satisfaction or other? Empirical investigation is according to the factors of the willingness scale. It’s total of 300 questionnaires to issue and 202 valid questionnaires. Findings are as follows:
a. “Expected drop”, “leadership skills”, and “organizational identity” are negatively correlated with “turnover intentions”.
b. “External environment ” significant positive correlation between “turnover intentions”.
c. “Job satisfaction, and “salary and benefits” are significant negative correlation between “turnover intentions”.
d. “Years of service”, “recruitment sources”, “education” and “marital status”, there are significant differences between “turnover intentions”.

並列關鍵字

Volunteer military soldiers ； Leadership skills ； Turnover intentions ； Expectations gap ； Job satisfaction

參考文獻

一、中文部分

（ 一） 期刊論文

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