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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/94232


    Title: 國軍「精粹案」組織變革對志願役士官留營意願影響之研究 : 以空軍各基地為例
    Other Titles: Impact of organizational change on retaining intention of voluntary officers : a survey in air force bases
    Authors: 賴德成;Lai, Te-Cheng
    Contributors: 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
    Keywords: 組織變革;工作壓力;留營意願;Organizational Change;Working pressure;Retaining Intention
    Date: 2013
    Issue Date: 2014-01-23 14:12:20 (UTC+8)
    Abstract: 國軍單位因彼此關係緊密,又與國家安全相關,因此每推動一項政策或是執行每一項行動,都是牽一髮而動全身,由於目前為了配合「募兵制」的推動,因此改變了募徵的比例,在國軍組織不斷精簡與改革的情形下,志願役國軍人員面臨組織變革會否抱持不同因應態度,而目前改革持續進行,志願役國軍人員對組織變革所持態度會否影響其工作壓力,有高素質的人才,才能提升國軍武器、裝備的操作與任務的有效執行,達到最高的組織效能,然國防單位首次大規模推動人事精簡,在許多方面的規劃尚未完成,使得過渡時期中志願役留任率偏低,本研究以工作壓力等作為概念性架構,試圖了解志願役國軍人員在組織變革前後的工作壓力以及對留任意願是否有所改變。
    本研究實際發放的問卷數量為1742份,扣除無效問卷91份,則有效問卷數量為1651份,有效問卷回收率為94.78%,研究結果如下所示:
    1.不同的性別對於留營意願具有顯著差異
    2.不同的年齡、階級、服役年資對於組織變革、工作壓力、留營意願具有顯著差異
    3.不同的婚姻狀況對於組織變革、留營意願具有顯著差異
    4.不同的教育程度對於工作壓力具有顯著差異
    5.不同的工作類別對於組織變革具有顯著差異
    6.不同的招募來源對於組織變革、工作壓力具有顯著差異
    7.組織變革、工作壓力、留營意願具有顯著相關
    8.組織變革對工作壓力、工作壓力對留營意願分別具有負向影響
    9.組織變革對留營意願具有正向影響
    National military units have close relationship with one another, and are related to national security. Therefore, when national military units enforce a policy or take an action, it will be a domino effect. Currently, in coordination with promotion of “enlisting system,” the proportion of the enlisting number is adjusted. Whether the voluntary military personnel will hold different corresponding attitudes under the condensation and reformation of the national military? In addition, whether the attitudes held by the voluntary military personnel will influence their working pressure under the situation of continuous reformations? With high quality personnel, weapons of national military, operation of the equipment, and the effective conduction of missions will meet the highest organizational efficacy achieve. However, it is the first time for the national defense units to enforce staff downsizing, which the plan has not completed in many aspects, and thus results in the low retention rate in transition period. Adopting working pressure as the concept framework, this research attempted to understand the voluntary military personnel’s working pressure before and after organizational changes and whether it will influence their willingness to retain the post.
    This study totally sends 1742 copes of questionnaires. After deducting 91 copes of invalid questionnaires, this study gather 1651 copes of valid questionnaires finally and the effective response rate is 94.78%. The research results are listed as follows:
    1. Different genders have significantly difference in retaining intention.
    2. Different ages, ranks, and service experiences have significantly difference in retaining intention.
    3. Different marital statuses have significantly difference in organization reform and retaining intention.
    4. Different educational backgrounds have significantly difference in working pressure.
    5. Different working classifications have significantly difference in organizational change.
    6. Different enlisting resources have significantly difference in organizational change and working pressure.
    7. Organizational change, working pressure, and retaining intention have positive correlation.
    8. Organization reform has negative influence on working pressure, and working pressure has negative influence on retaining intention as well.
    9. Organizational change has positive influence on retaining intention.
    Appears in Collections:[公共行政學系暨研究所] 學位論文

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