為順應軍事事務革新潮流，軍事學校因應軍官員額需求減少及教育資源有限，推動組織變革工作，然而軍事學校因體制結構和組織文化與一般國立大學校務運作不同，且教育經費受國防總預算影響，因此，如何整合有限的軍事教育資源，化解內部人員對組織變革之抗拒，達成調併目的與預期效益，實為亟待解決的問題。 本研究以國防大學為例，並以具有組織變革實務經驗之行政人員及教師（官）為研究對象，藉由相關文獻蒐集及內部人員訪談，分析其對學校組織變革之影響因素，歸納研究結論如下： 一、組織文化仍是內部人員對學校組織變革抗拒的重要因素 二、完善配套措施有助於調併後內部人員對組織變革的認同 三、學校組織調併後教育資源整合運用仍有精進空間 四、學校組織調併過程中溝通與協調有助於內部人員對組織變革之認同 最後依據前述研究結論，提出對國防部軍事教育主管機關、軍事學校及未來相關研究之參考。 To comply with the trend of military affairs reformation, military schools are going for their organizational transformation in response to the reduced demand of officers and limited educational resources. However, organizational culture and institutional structures to military schools are different from regular universities. In addition, the education expenditure is being influenced by the overall defense budget. Therefore, ways to integrate limited educational resources, to resolve internal resistance and to achieve expected outcomes are definitely issues needed to be addressed. the study is taking National Defense University as an example, focusing on administrative staffs and teachers with experience on organizational transformation matters. By the means of literature (cases) collection and staff interviews, factors to organizational changes are being analyzed. Conclusions are summarized as follows: 1. Organizational culture remains as a critical factor to the resistance of organizational changes. 2. Complete supporting measures improve internal consensus after the assignment and disposition of personnel are fulfilled. 3. Integration and application of education resources have more rooms to improve after organizational changes to military schools are done. 4. Communication and coordination can resolve internal staff resistance to changes along the way of organizational. transformation. Finally, propose references for the authority of military education, schools and related future researches based on the above findings.