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|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|
|Keywords: ||組織變革;工作壓力;留營意願;Organizational Change;Working pressure;Retaining Intention|
|Issue Date: ||2014-01-23 14:12:20 (UTC+8)|
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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