對一個企業組織而言,過高的員工離職率意謂著人事成本的負擔或人力資源的管理不當,然離職傾向是離職行為真正發生的前兆,換言之,員工的離職傾向最能解釋其離職發生的可能性,而影響員工離職傾向的前因有諸多種可能。 本研究目的係針對軍中科層式組織中可能造成人員離職傾向的問題以問卷調查之方式,探究其領導行為、組織文化、組織公民行為及工作滿足對離職傾向之關係與影響,俾利軍中領導者參用,進而提升人力資源管理效能。 本研究以SPSS 統計軟體進行資料分析,採用之統計方法包括,描述性統計、T 檢定、差異性分析及相關性分析。研究結果為下列二項: 一 、差異性分析: 不同空軍飛行人員人口統計變項在組織文化、領導行為與工作滿足、組織公民行為對離職傾向等變項的認知上呈現顯著差異。 二、相關性分析:空軍飛行人員之組織文化、領導行為與工作滿足、組織公民行為對離職傾向等變項間呈現顯著相關。
For a business organization, the lower employee stability indicates the higher personnel costs or even improper manpower management. Turnover intentions are the signs of the actual movements. In other words, turnover intentions explain the possibility of the actual resignation. And there are several reasons that cause or affect turnover intentions. This research is aimed to discuss the problems that cause turnover intentions under the bureaucracy in military. Finding out the relationships and effects between leadership behaviors, organizational culture, organizational citizenship behaviors, job satisfactions and turnover intentions by survey could be useful references for military leaders to increase the efficiency of manpower management. The data collected by this survey is analyzed by SPSS. The modes of statistics applied in this research include descriptive analysis, T- test, difference analysis, association analysis. The research suggests two results as followed: 1. Deference analysis: In population statistics variables, the recognitions of turnover intentions effected by organizational culture, leadership behaviors and organizational citizenship behaviors are apparently different. 2. Association analysis: The relationships of how organizational culture, leadership behaviors, job satisfaction and organizational citizenship behaviors of pilots in air force effect turnover intention are apparently relevant.