|其他題名: ||Turnover factors of air force officers|
|作者: ||趙志達;Chao, Chih -Ta|
|關鍵詞: ||Air Force Officers;Turnover intention;空軍飛行軍官;離職傾向|
|上傳時間: ||2018-08-03 14:53:02 (UTC+8)|
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.