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The main purpose of this research is to discuss the relationship
between job attribution, organization climate, job stress and
satisfaction in career military officers.Hopefully, based on the
results of the research, we will have basic understanding of job
satisfaction for career military officers so that it can become
an important reference on strategy and planning for military
human resources.This research is based on study of 129 valid
copies of survey of career military personnel by utilizing
collection information and processing analysis. After a series
of statistical calculation on T inspection and variance
analysis, the research results are as followings:1. It shows
that job stress and job satisfaction are opposite relation,
organization climate and job satisfaction are positive relation.
According to this relationship, it is the same between private
industries and career military officers.2. There is an variance
for career military officers facing organization climate, job
stress and job satisfaction because of each individual''s job
attribution. For examples: a. Salary satisfaction: The college
level personnel has lower satisfaction than the non-college
level personnel. b. In a pleasant, motivated, stable, and
competitive organization climate, employees have higher
satisfaction in promotion, direct supervision and salaries.
c. Job stress: The management has lower job stress than the
non-management. d. Military rank: There is an obvious variance
in job satisfaction between Lieutenant and non-Lieutenant.
e. Years of services: There is and significant difference in
job stress and satisfaction between the person with 6-10
years of service and the person without 6-10 years of
service.3. On the whole, career military officers have very
high stability in nature, and there is not much variance in job
stress and job satisfaction in them. Only in military rank (
Lieutenant and non-Lieutenant) and years of services (6-10 years
of service) there are obvious variances in job stress and job
satisfaction. This is because of the very important connection
of the job attribution and the shorter career life. Compared to
private industry personnel, it is obviously different. Based on
above findings, hopefully, it is not only a helpful reference
for military human resources department to utilize man power,
but also it is a further study direction in future for military
human resources.
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