國軍基層人力招募流程管理與招募效益關係之研究

The Study of the Relationships between Recruiting Procedures and Recruiting Effectiveness of National Armed Forces

宋玉樞(Yu-Shu Sung)

指導教授 ： 諸承明

中原大學/商學院/企業管理學系/碩士(2008年)

https://doi.org/10.6840/cycu200800311

摘要

本研究以新進的志願役軍事人員為對象，採用問卷調查法，分析招募流程管理對招募效益的影響，招募管道及個人屬性對招募流程管理及招募效益的影響，以及招募管道及個人屬性對招募流程管理與招募效益間關係的干擾效果。
研究發現，各招募效益中以「工作滿足」較高，「留營意願」較低，招募流程管理認知中以「招募技巧」較高，「招募文宣」稍低。各項招募流程管理認知對於「組織承諾」、「工作滿足」、「工作投入」及「留營意願」等招募效益的整體迴歸模式具有顯著的預測效果，其中以「說明接待」及「招募文宣」具有顯著的解釋力。
不同招募管道的受試者在「說明接待」及「招募文宣」等招募管理流程上的認知具有顯著的差異，其中親友推薦管道較高，軍中招募管道較低。不同性別、教育程度及居住地區的受試者在招募流程管理上有顯著的差異。其中女性高於男性；專科程度者較高，碩博士程度者較低；居住於南部者較高，居住於東部者較低。
不同招募管道的受試者在「組織承諾」、「工作滿足」及「工作投入」等招募效益變項上具有顯著的差異，其中以親友推薦者較高，以軍中招募者較低。不同性別、居住地區、家長職業及入伍前工作狀況的受試者在招募效益上有顯著的差異。其中女性高於男性；居住於南部者較高，居住於東部者較低；家長從事農業者較高，家長從事商業者較低；入伍前「無工作經驗」者的「工作投入」較高，「在職中」者的「留營意願」較高，「待業中」者的各項態度均較低。
受試者性別對招募流程管理中招募文宣與留營意願的關係具有干擾效果，招募文宣的增加能加大男性留營意願的增加幅度。受試者家庭經濟對招募流程管理中招募文宣與留營意願的關係具有干擾效果，招募文宣的增加能加大高家庭經濟者留營意願的增加幅度。入伍前工作狀況對招募流程管理中說明接待及技巧佈置與留營意願的關係具有干擾效果，招募流程管理的增加能加大入伍前在職工作者留營意願的增加幅度。受試者的服役類別對招募流程管理與招募效益的關係具有干擾效果，招募流程管理的增加能加大志願兵組織承諾等招募效益的增加幅度，而會減少專業士官組織承諾及留營意願的增加幅度。
本研究針對以上結論提出提昇留營意願、強化招募流程管理、善加使用招募管道、針對特定屬性對象從事招募工作等實務性的建議，以及增加樣本的取得、模式中增加更多效益指標及實施縱時性研究等對未來研究的建議。

關鍵字

招募效益 ； 招募流程管理 ； 個人屬性 ； 招募管道

並列摘要

By using the method of questionnaire survey, this study targeted newly recruited volunteer-service soldiers and analyzed how recruitment effect was influenced by recruitment process management, and how recruiting channels and individual attributes could influence recruitment process management and the effect of recruitment. Apart from that, this study also explored the moderating effect of recruitment channels and individual attributes on recruitment process management and recruitment effect.

In this research, we find among the variables of recruitment effect, job satisfaction is higher, while tendency of retention is lower. Among the variables of recruitment process management, recruiting technique is higher while recruiting propaganda is lower. In our entire regression model, all variables of recruitment process management have remarkable predictive effects on several dimensions of recruitment effect, including organizational commitment, job satisfaction, job involvement, and tendency of retention. Among the variables of recruitment process management, reception-introduction and recruiting propaganda have the most notable explanatory power.

Interviewees recruited through different recruiting channels have remarkably different cognition on reception-introduction and recruiting propaganda. New enlists that were recommended by relatives and friends have higher cognition, compared with lower cognition of those who were recruited by military recruiting channels. Remarkable difference is also found in recruitment process management among interviewees of different genders, education levels, and areas of residency. Females are higher than males. Junior college graduates are higher while masters and doctors are lower. People living in the southern part of Taiwan are higher and those living in the eastern part are lower.

Interviewees recruited through different recruiting channels have remarkable difference in variables of recruitment effect including organizational commitment, job satisfaction, and job involvement. Those who were recommended by relatives and friends are higher, while those recruited through military recruiting channels are lower. Interviewees with different genders, parental occupations, and pre-military job status have different scores of recruitment effect, among which females are higher than males, those living in southern part of Taiwan are higher while those living in eastern part are lower, people having farmer parents are higher while people having parents engaged in business are lower. Interviewees without pre-military job experience have higher job involvement, while those who were being employed before enlistment have lower tendency of retention. Interviewees who were between jobs before enlistment have lower scores in all variables of recruitment effect.

The genders of interviewees have moderating effect on two variables of recruitment process management, which are recruiting propaganda and tendency of retention. The increase of recruiting propaganda magnifies the increase in the tendency of retention for males. Interviewees’ family incomes also have moderating effect on the correlation between recruiting propaganda and the tendency of retention, the same two variables of recruitment process management. The increase of recruiting propaganda magnifies the increase in the tendency of retention for those with higher family incomes.Interviewee’s pre-military job status has moderating effect on the relationship between tendency of retention and variables of recruitment process management such as introduction-reception and event decoration. Improvement in recruitment process management can enhance the tendency of retention of those who were employed before enlistment. Service categories of interviewees have moderating effect on the relationship between recruitment process management and recruitment effect. Improvement of recruitment process management can enhance the recruitment effect of volunteer-service soldiers in the variable of organizational commitment, but will impair the organizational commitment and tendency of retention of professional noncommissioned officers.

Based on the conclusions of our survey, this study will offer pragmatic suggestions to enhance tendency of retention, strengthen recruitment process management, promote the use of recruiting channels, and adopt different recruiting techniques for enlistees of different attributes. This study will also suggest future research to broaden sample obtainment, employ more evaluation indexes in the model, and bring longitudinal method into the research.

並列關鍵字

recruiting channels ； individual attributes ； recruitment process management ； recruitment effect

參考文獻

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