臺灣博碩士論文加值系統

地域加給主為鼓勵外（離）島、高山及偏遠地區服務人員的一項加給，國內公教人員之地域加給亦有如同美、日兩國定期檢討調整機制，而國軍官兵肩負建軍備戰及救災任務，但在離島地區及年資加成部分，並未將國軍官兵納入考量，基於「公平理論」原則，國軍官兵應給予合適的地域加給調整做為激勵因素，以提昇外離島服務之國軍官兵工作績效，故建立制度化定期評估方案及訂定細部評量指標來衡量，並運用(Decision Making Trial and Evaluation Laboratory, DEMATEL)及(Analytical Network Process, ANP)方法使問題研究可以更加客觀及科學化，以突顯國軍地域加給之重要性。預期研究成果: 旨在探討地域加給結構和內容，提供未來相關部門持續檢討外（離）島及高山偏遠地地域加給調整，逐步提高國軍地域加給，增加薪資的競爭力，以期能夠吸引人才投入軍旅，確保國軍強大之戰力。

Regional additional pay is a type of pay mechanism aimed at encouraging service personnel serving on offshore islands, high mountains, and in remote areas. Similar to the additional pay mechanisms adopted in the United States and Japan, the regional additional pay mechanism for civil servants and teaching personnel in Taiwan is periodically reviewed and adjusted. Although military officers and soldiers undertake the tasks of preparing for wars and relieving disasters, the regional additional pay for serving on offshore islands and years of service do not apply to them. According to the principle of equity theory, military officers and soldiers should be provided with adequate regional additional pay, which can then serve as a motivating factor to increase their work performance when serving on offshore islands. Therefore,decision-making trial and evaluation laboratory methods and the analytic network process are applied to facilitate an objective, scientific examination of the research questions, thereby highlighting the importance of providing regional additional pay to military officers and soldiers. The objective of this study is to investigate the structure and content of regional additional pay mechanisms to provide information for applicable departments to continue reviewing and adjusting the regional additional pay for military officers and soldiers serving on offshore islands, high mountains, and in remote areas. Subsequently, the amount of regional additional pay as well as the competitive salary level of these personnel can be increased, which would attract talented individuals to serve in the military, thus strengthening the military force of Taiwan.

目 錄
圖目錄 IV
表目錄 V
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 4
1.3 研究限制 4
1.4 研究流程 5
第二章 文獻探討 6
2.1公務機關俸給現況 6
2.2公務機關地域加給現況： 6
2.3公務機關俸給調整原則 8
2.4國軍志願役人員俸給現況 8
2.5國軍志願役人員地域加給現況： 9
2.6國軍與公務機關比較 10
2.7離島官兵面臨之問題分析 18
2.8多準則決策 18
2.8.1. 決策實驗室法 19
2.8.2. 層級分析法 20
2.8.3. 網路層級分析法 22
第三章　研究設計與方法 28
3.1 研究架構 28
3.2 以DEMATEL方法建構網路關係圖 29
3.3 以ANP方法計算影響因子權重 32
3.4 DEMATEL方法結合ANP方法決策程序 35
3.5決策對象遴選 36
3.6問卷設計 37
第四章　實證結果分析 39
4.1 決策專家學者資料分析 39
4.2 群集構面準則間因果分析 40
4.3影響因子準則彼此間影響關係權重值分析 44
第五章　結論與建議 52
5.1 研究結論 52
5.2 研究建議 57
參考文獻 59
中文部分 59
英文部份 60

圖目錄
圖1-1 研究流程圖 5
圖2-1 國軍人員俸給結構 9
圖2-2 國軍、公務機關金門地區地域加給年資加成比較圖 15
圖2-3 相依、回饋網路結構圖（SAATY, 1996） 23
圖2-4 ANP控制層級圖（SATTY, 1996） 24
圖2-5 AHP與ANP結構上之異同圖（鄧振源，2005） 26
圖2-6 ANP問題架構示意圖（鄧振源，2005） 27
圖3-1 研究架構圖 29
圖3-2 DEMATEL網路關係圖 31
圖3-3 ANP異同圖與關係圖 33
圖3-4 超級矩陣形式 34
圖3-5 網路架構範例及其超級矩陣 35
圖4-1 因果影響關係圖 42
圖 4-2 構面關係圖 43

表目錄
表2-1 各機關學校公教員工地域加給表 7
表2-2 國軍地域加給表 9
表2-3 國軍、公務機關外離島地區地域加給比較表 10
表2-4 國軍、公務機關外島地區地域加給年資加成比較表(以金門為例) 14
表2-5 外(離)島飛機航班統計表 16
表2-6 國軍近年救災天數及兵力統計表 17
表2-7 評估尺度定義及說明表（SAATY, 1980） 24
表2-8AHP及ANP比較表 25
表3-1 構面及準則定義 38
表4-1 受訪者背景資料 39
表4-2 直接關係矩陣 40
表4-3 正規化矩陣 40
表4-4 總關係矩陣 41
表4.5 構面間之總影響矩陣 41
表4-6 「公車班次」成偶比較矩陣 44
表4-7 「飛機(船隻)班次」成偶比較矩陣 45
表4-8 「安全程度」成偶比較矩陣 46
表4-9 「交通經費」成偶比較矩陣 47
表4-10 「地區環境」群集構面之特徵向量值與一致性檢定 47
表4-11 「交通狀況」群集構面之特徵向量值與一致性檢定 47
表4-12 「經濟條件」群集構面之特徵向量值與一致性檢定 50
表4-13 「艱苦程度」群集構面之特徵向量值與一致性檢定 47
表4-14 未加權之超級矩陣 52
表4-15 加權後之超級矩陣 53
表4-16 極限化超級矩陣 54
表4-17 各準則之影響重要性程度 55

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