臺灣博碩士論文加值系統

國軍人事制度本應是發掘優秀人才、公平客觀，並能滿足多數人競爭能力的制度，如此才能使每一個工作者抱著升遷希望、發揮專長並兢兢業業於工作上，以提高工作滿意度。惟現行政策組織精簡、縮編裁員，惟任務卻不減反增，造成國軍人力短缺、技術斷層及工作負荷過重，且升遷希望低落，進而使得資深及優秀工作者離退。在我國兵役制度轉型的同時，如何吸引優質人才投入軍中，招募長役期志願役官兵，鼓勵長留久用，使人員與高科技武器緊密結合，是當前國軍面臨重要課題。本研究問卷發放採便利抽樣方式，針對在國軍人員為對象，總共發出300份問卷，回收有效問卷261份，有效問卷回收率87%。本研究成果：1.組織公正對組織承諾成顯著正向影響的假設部分成立。2.組織承諾對工作績效成顯著正向影響的假設成立。3.組織公正對工作績效成顯著正向影響的假設成立。4. 組織承諾對組織公正與工作績效具有中介效果之假設成立。期望對未來國軍管理制度的改革，提供具參考性的理論架構，以有效提振部隊士氣，進而強化國軍整體戰力。

The personnel system of the National Army should be a system that seeks out outstanding talents, is fair and objective, and can satisfy the competitiveness of most people. Only in this way can every worker hope for promotion, give full play to his expertise, and work hard to improve job satisfaction. However, the current policy organization has been streamlined, downsized and layoffs, but the tasks have not decreased but increased, resulting in a shortage of manpower, technical faults and heavy workloads in the national army, and low promotion hopes, which in turn caused senior and excellent workers to resign. As my country’s military service system is transforming, how to attract high-quality talents to the army, recruit long-term volunteer officers and soldiers, encourage long-term use, and closely integrate personnel with high-tech weapons is an important issue facing the national army. The questionnaires of this study were distributed in a convenient sampling method. A total of 300 questionnaires were sent out and 261 valid questionnaires were returned, and the effective questionnaire recovery rate was 87%. The results of this research: 1. The hypothesis that organizational justice has a significant positive impact on organizational commitment is partially established. 2. The assumption that organizational commitment has a significant positive impact on job performance is established. 3. The assumption that organizational justice has a significant positive impact on job performance is established. 4. The assumption that organizational commitment has an intermediary effect on organizational justice and work performance is established. It is hoped that the reform of the management system of the national army will provide a reference theoretical framework to effectively boost the morale of the troops and strengthen the overall combat effectiveness of the national army.

謝　辭 1
摘 要 2
ABSTRACT 3
目 次 4
表 次 5
圖 次 7
第一章 緒論 I
第一節 研究背景與動機 8
第二節 研究目的 10
第三節 研究流程 10
第二章 文獻探討 12
第一節 組織公正 12
第二節 組織承諾 15
第三節 工作績效 18
第四節 研究假設 21
第三章 研究方法 23
第二節 構念操作型定義與衡量 24
第三節 樣本對象分析 28
第四節 設計問卷 30
第五節 資料分析方法 30
第四章 研究結果與分析 31
第一節 信度與效度之檢定 31
第二節 因素分析 32
第三節 變項間之迴歸關係 35
第四節 組織承諾中介效果分析 39
第五章 結論與建議 42
第一節 結論 42
第二節 建議 44
參考文獻 45
中文文獻 45
英文文獻 47
附錄 (問卷) 52

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