Loading...
|
Please use this identifier to cite or link to this item:
https://nccur.lib.nccu.edu.tw/handle/140.119/152600
|
| Title: | 國軍招募人員工作滿意度與留任意願之研究-以北部地區招募人員為例
A Study on Job Satisfaction and Retention Intention of National Military Recruiters: A Case Study of Recruiters in the Northern Region |
| Authors: | 陳靖凌
Chen, Ching-Ling |
| Contributors: | 成之約
Cheng, Chih-yueh
陳靖凌
Chen, Ching-Ling |
| Keywords: | 國軍招募人員
工作滿意度
留任意願
Military Recruitment Personnel
Job Satisfaction
Retention Intention |
| Date: | 2024 |
| Issue Date: | 2024-08-05 12:54:53 (UTC+8) |
| Abstract: | 本研究採用問卷調查方式，系統性探討國軍招募人員的工作滿意度（包括工作內容、環境、薪酬福利等）與留任意願之間的關聯性，客觀了解影響招募人員留任的關鍵因素。研究重點放在北部地區（包含基隆、新北、台北、桃園、新竹、宜蘭等6處地區招募中心），分析組織在人力流動挑戰下所面臨的情況，特別探討留住人才的有效因素，實現適才久任目標。研究並將關注內在和外在情境因素對人才流失的影響。最終目標是為國軍提供推動招募人員留任的策略參考，應對人才流動挑戰。
根據本研究結果顯示，不同背景屬性的員工對工作的感受和期望值有所不同，為組織制定差異化人力資源政策提供依據。而工作滿意度中的外在滿意（如工作環境、薪資福利等）是影響留任意願的關鍵因素，提升外在滿意有助於提高留任意願；但內在滿意度和整體滿意度對留任意願的影響未達顯著。
本研究根據主要發現與結論，針對提升國軍招募人員工作滿意度與留任意願提出以下建議，軟硬兼施改善內外在條件，有利全面提升組織向心力及員工留任意願：
1.優先強化外在工作環境與條件，如加強領導培訓、調整薪酬福利、改善政策公平性等，這是影響留任意願的關鍵因素。
2.注重個人發展機會及成就滿足感，為員工提供職涯發展、工作自主權等，滿足內在需求。
3.因材施教實施差異化管理，針對不同背景屬性員工採取差異化措施，全面提升滿意度。
4.建立完善的人力資源管理機制，包括員工評估、培訓發展、薪酬晉升等系統。
5.加強組織認同感與歸屬感，通過活動瞭解文化理念，引導員工內化並產生情感連結。
This study used a questionnaire survey method to systematically discuss the correlation between job satisfaction (including job content, environment, compensation and benefits, etc.) and retention intention of military recruitment personnel, objectively understanding the key factors affecting the retention of recruitment personnel. The research focus was on the northern region (including the 6 recruitment centers in Keelung, New Taipei, Taipei, Taoyuan, Hsinchu, and Yilan), analyzing the challenges faced by the organization under the pressure of personnel turnover, especially exploring effective factors for retaining talents and achieving the goal of right person in the right position for a long time. The study also paid attention to the impact of internal and external situational factors on talent loss. The ultimate goal was to provide a strategic reference for the military to promote the retention of recruitment personnel and cope with the challenge of talent mobility.
According to the results of this study, employees with different background attributes have different perceptions and expectations of their work, providing a basis for organizations to formulate differentiated human resource policies. External satisfaction (such as working environment, salary and benefits, etc.) in job satisfaction is a key factor affecting retention intention. Improving external satisfaction can help increase retention intention; however, the impact of internal satisfaction and overall satisfaction on retention intention was not significant.
Based on the main findings and conclusions, this study proposes the following recommendations for improving job satisfaction and retention intention of military recruitment personnel, combining soft and hard measures to improve internal and external conditions, which is conducive to comprehensively enhancing organizational cohesion and employee retention intention:
Prioritize strengthening the external work environment and conditions, such as enhancing leadership training, adjusting compensation and benefits, improving policy fairness, etc., which are key factors influencing retention intention.
Focus on personal development opportunities and a sense of achievement, providing employees with career development, job autonomy, etc., to meet internal needs.
Implement differentiated management based on individual circumstances, adopting differentiated measures for employees with different background attributes to comprehensively improve satisfaction.
Establish a comprehensive human resource management mechanism, including employee evaluation, training and development, compensation and promotion systems.
Strengthen organizational identity and a sense of belonging, helping employees understand the cultural philosophy through activities, guiding them to internalize and develop emotional connections. |
| Reference: | 中文期刊論文
何汶桓（2017）。高雄市國小兼任行政教師社會支持與留任意願關係之研究。國立屏東大學社會發展學系碩士班碩士論文。
何舒毅（2022）。國軍招募員組織認同、工作價值觀、工作滿意度對組織績效之研究-以陸軍中部軍團為例。僑光科技大學企業管理系碩士在職專班碩士論文。
宋紘檥（2016）。國軍志願役人員留任意願影響因素之研究。朝陽科技大學企業管理研究所碩士論文。
周逸晨、王祥昀（2023）。運用內部行銷策略探討工作滿足、組織承諾與留任意願相互關係－以花蓮某空軍基地為例。空軍軍官雙月刊，233，69-88。
林俊瑩（2010）。工作滿意度、組織承諾與離職意圖：中小學教師與其他職業之比較。教育實踐與研究，23(1)，1-30。
邱慧瑩（2013）。以CVF與MSQ探討臺灣公共圖書館組織文化與館員工作滿意度之關係。國立中興大學圖書資訊學研究所碩士學位論文。
保智偉（2020）。我國國軍人才招募制度的現況與未來展望之探討-以臺中招募站為例。義守大學資訊管理學系碩士論文。
高嘉伶（2022）。國軍招募人員留營意願與工作滿意度之研討－以中部地區招募人員為例。育達科技大學行銷與流通管理所碩士論文。
國防部（2021）。110年國防報告書。國防部。
國防部（2023）。112年國防報告書。國防部。
陳建佑（2020）。領導風格、工作滿意度與組織氣氛對留任意願之影響-以陸軍裝甲旅為例。國立政治大學行政管理碩士學程碩士論文。
陳淑靜（2021）。衛生局人員工作壓力、工作滿意度與離職傾向之研究。國立臺灣師範大學健康促進與衛生教育學系健康促進與衛生教育碩士在職專班碩士論文。
陳進賢（2008）。志願士兵人格特質、社會支持與工作滿意度對離職傾向之研究－以陸軍南部地區部隊為例。崑山科技大學企業管理研究所碩士論文。
陶紅、王琳（2010）。中文版護士留職意願問卷的修訂。第二軍醫大學學報，31(8)，925-927。
賈致中（2012）。從管理學觀點看國軍人才招募之探究。海軍學術雙月刊，46(4)，140-149。
劉長期（2020）。國軍人才招募工作之困境與挑戰－論招募人員之選、訓、用。崑山科技大學企業管理研究所碩士論文。
蔡耿堯（2020）。原派遣人員工作滿意度與生涯發展之研究：以行政院原子能委員會核能研究所為例。國立政治大學行政管理碩士論文。
英文期刊論文
Alderfer, C.P. (1969) An Empirical Test of a New Theory of Human Needs. Organizational Behavior and Human Performance, 4, 142-175.
Allen, N.J. and Meyer, J.P. (1990). The Measurement and Antecedents of Affective, Continuance, and Normative Commitment to the Organization. Journal of Occupational Psychology, 63, 1-18.
Allen, N.J. and Meyer, J.P. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1, 61-89.
Brayfield, A. and Rothe, H. (1951). An Index of Job Satisfaction. Journal of Applied Psychology, 35, 307-311.
Brayfield, A. H., & Rothe, H. F. (1951). An Index of Job Satisfaction. Journal of Applied Psychology, 35, 307-311.
Herzberg, F. I. (1987). One more time：How do you motivate employees? Harvard Business Review, 65(5), 150.
Hom, P. W., & Griffeth, R. W. (1995). Employee Turnover. Cincinnati, OH: South-Western Publishing.
Hoppock, R. (1935). Job Satisfaction. Harper, Oxford.
Igalens, J., & Roussel, P. (1999). A study of the relationships between compensation package, work motivation and job satisfaction. Journal of Organizational Behavior, 20(7), 1003–1025.
Katzell, R. A., & Thompson, D. E. (1990). An integrative model of work attitudes, motivation, and performance. Human Performance, 3(2), 63–85.
Locke, E. A. (1968). Toward a Theory of Task Motivation and Incentives. Organizational Behavior and Human Performance, 3, 57-189.
Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice Hall.
Locke, E.A. (1976). The Nature and Causes of Job Satisfaction. In: Dunnette, M.D., Ed., Handbook of Industrial and Organizational Psychology, 1, 1297-1343.
Mathieu, J.E. and Farr, J.L. (1991). Further Evidence for the Discriminant Validity of Measures of Organizational Commitment, Job Involvement, and Job Satisfaction. Journal of Applied Psychology, 76, 127-133.
Mobley, W.H. (1977). Intermediate Linkages in the Relationship between Job Satisfaction and Employee Turnover. Journal of Applied Psychology, 62, 237-240.
Moorman, R.H. (1993). The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship between Satisfaction and Organizational Citizenship Behavior. Human Relations, 46, 759-776.
Price, J.L. and Mueller, C.W. (1986). Absenteeism and Turnover among Hospital Employees. JAI Press, Greenwich.
Smith, P. C., Kendall, L., & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement. Chicago, IL: Rand McNally.
Steers, R. M., & Porter, L. W. (Eds.) (1991). Motivation and Work Behavior (5th ed.). New York: McGraw-Hill.
Taylor, F. W. (1911). The principles of scientific management. Harper & Brothers.
Tett, R.P. and Meyer, J.P. (1993). Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings. Personnel Psychology, 46, 259-293.
Turnley, W. H. and Feldman, D. C. (1998). Psychological Contract Violations during Corporate Restructuring. Human Resource Management, (37), 71-83.
Vroom, V. (1964). Work and Motivation. Wiley and Sons, New York.
Weiner, B. (1985). An attributional theory of achievement motivation and emotion. Psychological Review. 92(4), 548-73.
Weiss, D.J., Davis, R.V., England, G.W. and Lofquist, L.H. (1967). Manual for the Minnesota Satisfaction Questionnaire. The University of Minnesota Press, Minneapolis. |
| Description: | 碩士
國立政治大學
行政管理碩士學程
109921210 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0109921210 |
| Data Type: | thesis |
| Appears in Collections: | [行政管理碩士學程(MEPA)] 學位論文
|
Files in This Item:
| File |
Description |
Size | Format | |
|---|
| 121001.pdf | | 1502Kb | Adobe PDF | 0 | View/Open |
|
All items in 政大典藏 are protected by copyright, with all rights reserved.
|
