志願役軍官未留營因素之研究-以中部地區某新訓中心為例

摘要國防部為符合國防需求及社會發展，將現階段「徵、募併行」的兵役制度，轉型為「募兵制」，建立一支「量少、質精、戰力強」的現代化專業軍隊。兵役制度轉型期間，有多數的志願役軍官在服役期滿後就選擇退伍，造成人才的流失，不僅會對國軍基層部隊戰力維持造成影響，更會形成國防訓練成本的大量挹注的情形，故如何讓在營服役之志願役軍官能繼續留營服役，是個重要的議題。本研究之目的，在於了解國軍志願役軍官不願留營的原因，及提出改進意見。本研究發現，「軍人的社會地位不高」是志願役軍官未能留營的最重要原因，其次為「對內部管理或長官領導方式不適應」和「不能自由選擇工作地點」。此一研究結果顯示，軍人的社會地位評價、領導方式和工作地點選擇，有待探究與改進。

關鍵字

募兵制；志願役軍官；留營意願；工作認知

並列摘要

ABSTRACT Ministry of Defence to meet national defense needs and social development, will present “Conscription and mercenary parallel”military service system and converted the "mercenary system" has set up a special "quantity is small, very fine, strong fight" modern professional armies. Military service during the transition, a majority of volunteer service after serving on the choice of ex-military officers in service period, causing the brain drain will not only have an impact on the military grassroots units ' combat capability to maintain, but will form the defence costs of training a large number of injections, so how to make serving in the battalion of volunteer service is a serving military officers to stay on important issues. The purpose of this study is to understand the army volunteers service military officers in the attitude and willingness to stay on how to increase the willingness to stay, and suggest improvements to increase voluntary military service Army noncommissioned officer's willingness to stay on. The found the most popular reasons from the voluntary officers are the social evaluation to military, next is cannot choose work location, and bad military internal management or leadership types. From the research we find military social evaluation, choice of work location, and leadership types was needed more research and improvement.