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    請使用永久網址來引用或連結此文件: https://tkuir.lib.tku.edu.tw/dspace/handle/987654321/114451

    題名: 空軍飛行軍官離職因素之研究
    其他題名: Turnover factors of air force officers
    作者: 趙志達;Chao, Chih -Ta
    貢獻者: 淡江大學公共行政學系公共政策碩士在職專班
    黃一峯;Huang, Yi-Feng
    關鍵詞: Air Force Officers;Turnover intention;空軍飛行軍官;離職傾向
    日期: 2017
    上傳時間: 2018-08-03 14:53:02 (UTC+8)
    摘要: 空軍為維護中華民國領空安全及遂行各項戰、演、訓及搜救任務,飛行軍官員額及素質對我空軍戰力保存及發揚即為重要。然而冒著高風險、高壓力的工作,薪資報酬卻比民間航空公司飛行機師低了許多,造成空軍飛行人員續留服役的意願普遍不高,而國防部針對上述的薪資誘因,已提供續服役獎金方式予以慰留,但仍未有效降低空軍飛行人員離職意願,如何留下優質飛行人才,已是項重大工程的挑戰。
    Air Force enacts various combat, exercise, training and search/rescue missions to secure the air territory. The number and quality of Air Force flying officer is extremely important to keep competition advantage of Air Force. However, the salary, with high risk and stress, of Air Force flying officer is much lower than civilian pilots. It causes the passion of continuing to serve in the Air Force is lower among Air Force flying officers. For retaining high talents, the MND has provided a bonus program for the Air Force flying officers who are willing to continue serving in the Air Force. But, it seems that this bonus program did not effectively reduce the intention of leaving. How to keep high talents of flying officers in the Air Force has been a major challenge.
    This study is based on the survey of interviewing 8 active flying officers who work at (ROC) Air Force Command Headquarters to explore the factors of turnover intention. According to the literature review, the author concluded the individual factor, organizational factor, pay satisfaction, and job performance as the analytic framework. It is expected to utilize the respondents'' experiences, career path, and thoughts to discover the problem and difficulties which Air Force flying officer are facing practically. This thesis aimed to find out the possible factors of tendency in leaving jobs and provide recommendations for further improvement.
    The research findings indicated that “not taking leaves for holidays as scheduled” is the most important factor for flying officers to leave their jobs. The study also found the working load is not significant factor to cause flying officers leaving. The main reason might be the respondent of the survey is set in the range of at least 14 years serving and reach 1,500 flight hours. The interviewees are in the managerial level before they came to Air Force Command Headquarters. Their main job is responsible for business inspection and facing supervisors'' pressure from upper level. The main businesses are assigned to young flying officers so they have deep feeling in work load.
    Based on the finding of this study, recommendations are provided to the national defense policy planning units and ROC Air Force flying units as below:
    1. Raise the incentive remuneration to increase flying officers'' service intention.
    2. Establish up dual career paths to balance personal interests and military specialty.
    3. Maintain the quality of personal on-leave and encourage the social/recreational activities.
    4. Enhance flying officers’ professional commitment.
    5. Acknowledge and reduce flying officers'' perceived stress.
    顯示於類別:[公共行政學系暨研究所] 學位論文


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