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研究生:鄭國祥
研究生(外文):Kuo-Hsiang Cheng
論文名稱:志願役空軍地勤軍(士)官生涯發展之研究
論文名稱(外文):The Study of Career Development for Voluntary Command Officers and NCOs in Airforce’s Ground Personnel
指導教授:池文海池文海引用關係
指導教授(外文):Wen-Hai Chi
學位類別:碩士
校院名稱:國立東華大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2006
畢業學年度:95
語文別:中文
論文頁數:152
中文關鍵詞:生涯發展工作滿足組織承諾工作投入工作價值觀結構方程模式多變量變異數分析
外文關鍵詞:Structure Equation Modeling (SEM)Multivariate Analysis of Variance (MANOVA)Work ValueJob InvolementOrganization CommitmentJob SatisfacationCareer Development.
相關次數:
  • 被引用被引用:12
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論文提要:
空軍地勤單位軍(士)官,均具有個別特殊專長,培養技術成熟人員時程長,訓練成本高,如何留住優秀人材是國防部最重要的政策之一。近年來國防部持續推動組織結構調整,從「精實案」政策起,開始精減人員數量,人員工作隨之工作責任變大,衍生的工作負荷增加,相對職務職等(階級)也隨之精減,使得晉升的機會降低且門檻增高,致使許多優秀人員無法接受而選擇離開軍職。本研究以結構方程模式驗證軍人之工作價值觀、工作投入、組織承諾、工作滿足與生涯發展等關鍵因素與其相互關連性,以期瞭解經過強調犧牲奉獻的價值觀軍事教育下,要求全心付出的工作投入之志願役軍(士)官們,在進入部隊後,對於工作職場的承諾與滿意度情況,與推行之人力資源系統與生涯發展制度之間的關聯,以做為軍事教育、人才招募與生涯發展計畫之參考。經實證分析結果,主要發現及其重要涵義分別為:(1)瞭解空軍地勤人員生涯發展認知以工作價值觀影響最大,組織承諾次之:強調「精神性價值」的軍事教育,所建立特定規範、忠誠、倫理與追求榮譽等核心工作價值觀,驗證結果發現對生涯發展總效果值影響最大,另發現受測者於軍校生期間均已與組織簽署工作條約與服務年限,對組織承諾之堅守信念,驗證結果發現對生涯發展總效果值影響次之,上述均說明軍事教育對志願役軍人在生涯發展之重要影響性;(2)瞭解空軍地勤人員人格特質對整體模式差異性不大:透過人格特質分群與整體模式進行差異分析,經資料與假說整理,發現人格特質分群與總體樣本之整體模式均無顯著差異,研究結果有助於了解,軍隊「科層制」與「全控制度」的特性,長期以「說服」與「啟發」教育方式,使人員為達組織目標而調整或改變其行為模式與價值,使人格特質出現一致性之「軍事化人格結構」;(3)瞭解空軍地勤「士官」與「軍官」整體模式差異性:人口統計變數透過多變量變異數分析,發現階級變數對四個構念有顯著差異,遂以階級變數進行分群(士官集群與軍官集群)並與整體模式進行分析,發現兩集群在整體模式上有所差異,此研究結果有助於國考防部在士官與軍官生涯發展政策面與執行面中,應獨立分開考量執行修正與規劃,以符合不同需求。
Abstract
Airforce (AF) ground personnel maintain high level several specific technics. To develop high-skilled technicians needs long-term and high-cost tranings. Ministry of National Defense carried out organization-rearrangement policies and cutback number of staff recently. For AF ground personnel, they were not only affected by reducing of numbers and positions, but also increased more loadings and resposibilities. Another effect factor was pomoiton opportunities, because of numbers were less and less than they had before. Consequently, they have to work moer harder to get a chance to be promoted. And it caused some experienced-personnel who choiced to leave earlier due to the policies. This research carries on the analysis using the Structural Equation Modeling (SEM), and attemp to investigate relationships among work value, job involement, organization commitment, job satisfacation and career development. The AF voluntary ground personnel were seleted as target samples. The result supported AF voluntary ground personnel through military academies education were developed some values like dedication of work, job involvement completely, organization commitment are relative to job satisfaction and carrier development policies. Finally, we make some suggestions for practice and the futher studies. Depending on the analysis of real evidences, this research results to three main implications: (1) For AF gruound personnel, the primary positive effect factor of career development is work value, second factor is organization commitment: AF voluntary ground personnel had been emphasizing spirit of vaules education in millitary academies, they were organized the core of value likes norms, loyalty, ethic and pursuit of glory, and this work value is the most effect factor to career development. Another most effect factor to career development is organization commitment, because they had signed agreements to dedicate and lived up to condition of service before graduated from academies and sticked to his agreement. (2) Different personality factors of AF gruound personnel to this study, the result is not obvious difference in this structure: Running discriminant analysis method, AF gruound personnel were sorted to different groups of personality factors, then compared different groups of personality factors samples to total numbers of samples all hypotheses in structure of this research. The final result showed unclear difference between them, so helped us to realize AF gruound personnel different personality factors turn into unity “military personality structure.” Because milltary organization is bureaucracy and total institution, it developed two way of long term education way, to convince and to inspire, to conduct or regulate them to ideal modal of behavior and value. (3) The different results were discovered between NCOs (nuncommand officers) and officers in airforce’s ground personnel in this study: By using multivariate analysis of variance (MANOVA) method, four dimensions between dependent variate named military rank interaction effects are statistically significant, then discriminate to two groups (NCOs and Officers). These two groups have some significant differences in structure of this study. It is really useful for Ministry of National Defense human resources polices and practicalities to fit different requirements in executing individual program between NCOs and Officers.
謝 誌 ii
中文摘要 iii
英文摘要 v
目錄 vii
圖目錄 ix
表目錄 x
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究範圍及對象 9
第四節 研究流程 9
第二章 文獻探討 11
第一節 工作價值觀(Work Value) 11
第二節 工作投入(Job Involvement) 15
第三節 組織承諾(Organizational Commitment) 19
第四節 工作滿足(Job Satisfaction) 22
第五節 生涯發展(Career Development) 26
第六節 人格特質(Personality Traits) 31
第七節 各構念間之關係 36
第三章 研究方法 44
第一節 研究架構 44
第二節 研究變項與操作性定義 45
第三節 研究假說 53
第四節 問卷設計 57
第五節 資料蒐集方法 58
第六節 資料分析方法 59
第四章 資料分析與發現 62
第一節 樣本結構敘述性分析 62
第二節 各構念特性分析及變異數分析 65
第三節 信效度分析 77
第四節 整體模式衡量分析 91
第五節 人格特質之因素分析、集群分析與區別分析 102
第六節 人格特質集群對整體模式之差異分析 108
第七節 人口統計之階級變數對整體模式之差異分析 116
第五章 結論 124
第一節 依據研究問題與實證結果 124
第二節 管理意涵 129
第三節 研究限制與後續研究建議 133
參考文獻 135
附錄、問卷 148
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