影響志願士兵轉服士官因素之探討

AN EXPLORATION ON VOLUNTARY SOLDIERS’ DECISION OF BEING TRANSFERRED TO THE SERVICE OF SERGEANTS

徐金銘(Chin-Ming Hsu)

指導教授 ： 林玥岑

元智大學/管理學院/管理研究所/碩士(2009年)

https://doi.org/10.6838/YZU.2009.00273

摘要

為引領國軍進入一個素質高、戰力強的優質勁旅時代，國防部從2003年開始招募志願士兵，經過數年的招募，已有不少優秀青年加入國軍行列。依現行規定，志願士兵服役滿一年，期間表現優異，經保薦及鑑測合格者，即可受訓轉服士官，然截至目前，陸軍將近有60%以上的志願士兵，不願轉服士官，致陸軍士官人力嚴重不足。儘管國防部不斷的提出改進方案，仍無法有效提升轉服意願。為此，本研究以陸軍各地區及類型部隊之志願士兵為研究對象，針對其人格特質、成就動機、自我效能、工作滿意、組織承諾、與領導者的互動品質、認同、認知等變項進行與轉服士官間之關連性研究。依回收之有效問卷841份進行描述性統計分析、信度分析、因素分析、迴歸分析。經分析後得到以下結論：
一、當志願士兵對士官體制的認知程度愈高，轉服士官意願愈高
二、當志願士兵的工作滿意度愈高，轉服士官意願愈高。
三、當志願士兵的工作滿意度愈高，組織承諾愈高。
四、當志願士兵的組織承諾愈高，轉服士官意願愈高。
五、當志願士兵具外向性或專注性的人格特質，轉服士官意願較高。
六、當志願士兵的成就動機愈高，轉服士官意願愈高。
七、當志願士兵的自我效能愈高，轉服士官意願愈高。
八、當志願士兵與領導者的互動關係品質愈好，組織承諾愈高。
九、當志願士兵與領導者的互動關係品質愈好，對士官階層的認同度愈高。
十、當志願士兵與領導者的互動關係品質愈好，轉服士官意願愈高。

關鍵字

募兵制,志願士兵,精進士官制度,人格特質

並列摘要

In order to transition our National Armed Forces (NAF) into an era of high-quality fighting arsenal with strong combat capabilities, the Ministry of National Defense (MND) began the recruiting process of voluntary soldiers as of 2003, and a fair number of excellent young men and women have joined NAF through years of the said process. Pursuant to current regulations, qualified voluntary soldiers may undergo training to enter the service of sergeants through recommendations and qualifying exams after a full year of voluntary service with extraordinary track records. Approximately 60% of voluntary soldiers, however, demonstrate no willingness of being transferred to the service of sergeants resulting in a severe shortage of sergeants in the Army. Such willingness is unable to be raised to a better level even though MND continues to promulgate improvement proposals. With this in mind, this study takes the voluntary soldiers of various types of Army troops stationed in different areas as study objects, conducting correlation studies with the transfer to the service of sergeants focusing on variables such as character traits, motives for achievements, self-performance, job satisfaction, organizational commitment, the quality of interaction with superiors, identification and understanding, et al. A total of 841 effective questionnaires are collected for subsequent descriptive analysis, reliability analysis, factor analysis and regression analysis, the results of which are as follows:
1. The willingness to be transferred to the service of sergeants is higher when voluntary soldiers’ level of understanding concerning the sergeant system is higher.
2. The willingness to be transferred to the service of sergeants is higher when voluntary soldiers’ level of job satisfaction is higher.
3. The organizational commitment is higher when voluntary soldiers’ level of job satisfaction is higher.
4. The willingness to be transferred to the service of sergeants is higher when voluntary soldiers’ level of organizational commitment is higher.
5. The willingness to be transferred to the service of sergeants is higher when voluntary soldiers exhibit character traits such as being extroverts or attentiveness.
6. The willingness to be transferred to the service of sergeants is higher when the level of voluntary soldiers’ motives for achievements is higher.
7. The willingness to be transferred to the service of sergeants is higher when voluntary soldiers’ self-performance is better.
8. The organizational commitment is higher when the interactive relationship between voluntary soldiers and superiors is better.
9. The level of identification with the sergeant class higher when the interactive relationship between voluntary soldiers and superiors is better.
10. The willingness to be transferred to the service of sergeants is higher when interactive relationship between voluntary soldiers and superiors is better.

並列關鍵字

voluntary military service system, voluntary soldier, elite sergeant system, personality

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