軍隊為一組織複雜且結構龐大的團體,國軍因應國家政、經情勢發展及精粹案之執行,現正實施組織精簡、兵役制度革新,並在持續調增募兵比例狀況下,志願役士兵為組織未來改革成功的重要因素,其質與量是否能達到標準及需求,對國軍成功轉型影響甚鉅。基此,志願役士兵之進、訓、用、考、退(輔)等相關規劃,若能滿足個人期望與需求,實為國軍兵役制度革新與戰力維持之重要題課。 本研究旨在探討志願役士兵之留營意願是否受到薪資與福利、專業認同與工作特性、幹部領導風格與人際關係、生涯規劃與外在影響因素及工作滿意等因素影響,因此藉本島砲兵部隊之志願役士兵及其轉服士官為研究對象進行調查,共發出問卷1294份,刪除無效問卷708份,共取得有效問卷586份。另為,使本研究樣本能更明確調查出其留營意願影響因素,將有效問卷區分服役二年以上開始考慮未來退伍與否之目標群,因此資料分析係針對目標群292份實施作業。依其對影響留營意願之因素等量表認知蒐集資料,進行實證研究,具體研究結果如下: 一、個人基本資料之性別及學歷的不同對留營意願達顯著差異。 二、薪資與福利對留營意願有顯著正向影響。 三、幹部領導及人際關係對留營意願有顯著影響。 四、工作滿意對留營意願有顯著正向影響。 最後依研究結論,向相關單位提出以下幾項建議以為參考: 一、檢討現行制度、健全士官來源。 二、妥採福利措施、提昇生活與工作品質。 三、推擴終身學習教育、提升人員素質。 四、修正招募政策、部隊專責訓練。
The armed forces are an organizationally complex and structurally huge body. Responding to the country''s political and economic trends, and the implementation of an upgrading program, the armed forces are in the midst of organizational streamlining and reform of the conscription system. In parallel with ongoing efforts to increase the enlistment ratio, volunteer soldiers will play an important role in ensuring the success of future organizational reforms. Whether the quality and quantity of volunteer soldiers can meet standards and needs will have a huge influence on the transformation of the armed forces. Accordingly, the ability of guidelines for the enlistment, training, use, examination, and discharge (reserve service) of volunteer soldiers to meet individual expectations and needs will certainly be a crucial issue connected with reform of the armed forces'' conscription system and maintenance of fighting ability. This study sought to investigate whether volunteer soldiers'' willingness to stay in the military is influenced by such factors as salary and benefits, professional recognition and work characteristics, staff leadership style and interpersonal relationships, career planning, and external factors. The study therefore conducted a questionnaire survey of volunteer soldiers and volunteer soldiers accepting promotion as noncommissioned officers among artillery units stationed on Taiwan. A total of 1,294 questionnaires were issued; after 708 invalid questionnaires were discarded, a total of 586 valid questionnaires were obtained. In addition, to ensure that the research sample clearly illuminated factors influencing willingness to stay in the military, valid questionnaires were sorted to obtain a target group consisting of soldiers who had performed military service for at least two years and who were beginning to consider whether to leave the military. The study''s data analysis therefore focused on the 292 respondents in the target group. Data consisting of perceptions concerning factors affecting willingness to stay in the military recorded on the questionnaire''s scale was subjected to empirical analysis. The results of the study are as follows: 1.Among personal information items, gender and education and training had a significant correlation with willingness to stay in the military. 2.Salary and benefits had a significant, positive correlation with willingness to stay in the military. 3.Staff leadership and interpersonal relationships had a significant correlation with willingness to stay in the military. 4.Work satisfaction had a significant, positive correlation with willingness to stay in the military. The study''s research conclusions were used to provide the following recommendations for the reference of relevant units: 1.The existing system should be reviewed in order to obtain a better source of noncommissioned officers. 2.Benefit measures should be implemented in order to boost living and working quality. 3.Promotion of lifelong learning and education will enhance personnel qualifications. 4.Recruiting policies should be revised, and units provided with specialized training.
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