義務役軍官工作壓力源之研究-以後勤職類為例

A Study of Job Stressor to Conscripted Officers with Branch of Logistics

鄭亦芬(Yi-Fen Cheng)

指導教授 ： 胡宜中

中原大學/商學院/企業管理研究所/碩士(2005年)

https://doi.org/10.6840/cycu200500475

摘要

近年來在各單位中義務役軍官適應不良產生憂鬱症或自我傷害個案越來越多，雖然義務役軍官平均學歷提高，但忍受挫折的能力卻每況愈下。現有對於義務役軍官的相關研究非常少，促始本研究以義務役軍官為研究對象，對於義務役軍官在各單位所面臨的各種工作壓力源進行研究。
本研究之目的在以層級分析法分析瞭解義務役軍官工作壓力源，就相關因素間的權重大小，各因素之間的相對重要性，期能瞭解義務役軍官工作壓力之重要來源進而改善工作環境提昇工作績效、減少自我傷害事件等作出政策制度、職掌劃分及工作分派之依據。
本研究透過文獻整理，蒐集有關造成義務役軍官工作壓力之可能因素，對義務役軍官進行調查，以層級分析法建構評估義務役軍官工作壓力相關因素之層級結構，共有「人際支持」、「組織環境」、「工作本質」、「角色扮演」、「職涯發展」等五大構面及與管理階層關係不良等十五項評估準則。就受訪群體而言，因後勤職類的義務役軍官相較於其他職類的義務役軍官分科教育受訓期程較短，所承受之壓力較大，因此為本論文所考量的群體。此外，考量在各組織中工作壓力源是上下交互產生的，除義務役軍官與義務役軍官之直接主官管外，亦考量擔任義務役軍官分科教育之教官為受訪群體，這是因為教官能就輔導學生的立場，並以客觀的角度來看義務役軍官所面對的工作壓力源。所以本研究區分三類群體專家，共同參與評定各因素之相對權重，並針對該三個群體計110位受訪者進行問卷調查，而後以層級分析法進行分析構面與準則之間之相對權重。
管理者與被管理者之間對於工作壓力源的認知是有所不同的，而且不同的群體對於評估準則會有不同考量及感受。義務役軍官群體感受最強的壓力源為「組織或管理上的不合理」、「外在酬賞的有效性」、「與管理階層關係不良」等三項；教官群體是「組織或管理上的不合理」、「權責不符(責任分擔過重) 」、「與管理階層關係不良」等三項；直接主官管群體是「工作能力要求超過本身能力」、「外在酬賞的有效性」、「被同儕孤立」、「與下屬的衝突或不適當表現」等四項。
因此就部隊管理而言，義務役軍官的直接主官管對於義務役軍官所感受的工作壓力源應加以瞭解，給予適當的壓力以提昇工作績效，但需避免過多的壓力源以免造成反效果。教官則應協助義務役軍官調適其面對工作壓力源的心態，最重要的是義務役軍官本身能以正面的心態去面對，避免以等退伍的心態來逃避問題，等到退伍後在社會中工作也會面臨到類似的壓力源等的問題。

關鍵字

層級分析法 ； 工作壓力源 ； 義務役軍官 ； 後勤職類

並列摘要

Recently, the conscripted officers have adapted to the bad creation in each unit, and more and more individual cases about the hypochondria or the ego injury are generated. Although the average educational background of the conscripted officers is raised, the ability of tolerable frustration gets worse and worse. Since few studies focus on the job stressors to the conscripted officers, this thesis takes the conscripted officers as a research object, and carry on a research to job the stressors the conscripted officers faced.
This thesis aims to understand job stressors to the conscripted officers by the well-known Analytic Hierarchy Process (AHP) to analyze the relative importance of different criteria. The goal is to make a concrete analysis of the job stressors faced by the conscripted officers, in order to improve their working performances, reduce the ego injury makes the basis of the policy system, and dispatch appropriate jobs to them. By citing the related theories proposed by domestic or international scholars and adequate amounts of journal or conference papers about the possible factors in the job stressors, a hierarchy consisting of five aspects including “human relations support”, “organizational environment”, “work essence”, “role play” and “the career life development”, and related fifteen criteria is established.
The respondents are grouped into three different types, including the conscripted officer with logistic branch, direct main officers of these conscripted officers, and the military instructors of section education. The primary reason for selecting the military instructors of section education is that they can carefully observe the work pressure source that the conscripted officers face with the objective viewpoints when they guided a student. Due to the insufficient training period, the conscripted officers with logistic branch should have more work pressure in comparison with the other conscripted officers. Actually, 110 questionnaires are sent to the above respondents. Subsequently, the AHP is employed to find the relative importance of the above-mentioned factors for valid questionnaires.
It is found that there exist different viewpoints in the above groups. The conscripted officers feel that the more important criteria are “unreasonable organizational management”, “the effectiveness of return” and “management the stratum relation bad”. Three more important criteria perceived by the military instructors are “unreasonable organizational management”, “the responsibility shares overweight” and “management the stratum relation bad”. In addition, “work demands exceed the personal ability”, “the effectiveness of return” , “isolated by the peers” are perceived by the directly main officers.
To sum up, the military instructors should understand actual stressors and release unnecessary stresses of the conscripted officers in order to further improve the working performance. Moreover, the military instructors should give appropriate help and adjust the mindset of the conscripted officers. The conscripted officers must face the problems with positive attitudes rather than waiting for retiring from the army. In fact, the conscripted officers should realize that similar job stressors could be faced in the society.

並列關鍵字

Analytic Hierarchy Process ； Job stressor ； Logistics ； Conscripted officer

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