In recent years, Airforce has been actively complying with the policy of the Ministry of National Defense and recruiting many young talents from the society. The questions evoke whether the recruited soldiers can meet the requirements of troops and whether they would continue to stay in the military after legally required service period. This thesis aimed to explore the relationship between voluntary soldiers and job characteristics, job satisfaction and turnover reasons. The research began with literature review, followed by a questionnaire survey of airforce bases. In summary. There were 767 valid responses and a returning rate of 86.86%.
The findings indicated that the subjects have diversity of skills will have more involvement, and actively impact the work performance. Meanwhile, the voluntary soldiers were not able to performependent variables independently even though the military has provided the training of specials skills. For job satisfaction, The author found that the Work loading for each soliders has increased after downsizing in military units. They were also becoming discontent because the responsibilities were heavier (due to an increasing diversity of high-tech weapons) With fewer promotion opportunities. This discontentment and problem with promotion channel were major concern for leaving the military. This research further explored the correlation between the aforementioned dependent variables and demographic variables, such as gender, age, marital status, education level, annual salary, place of birth, the source of recruitment and special skills. Results showed that annual salary and special skills were correlated to the Dependent variables, whereas marital status and education level showed no correlation. The recommendations for policies, management, practical issue and future research were proposed based on the research results.