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研究生:黃有德
研究生(外文):HUANG, YOU-DE
論文名稱:工作壓力、工作滿意度及離職傾向關聯性之研究─以海巡署金馬澎分署第七岸巡隊為例
論文名稱(外文):Study on The Relationship among Job Stress, Job Satisfaction and Turnover Intention – Case of Kinmen-Matsu-Penghu Branch Penghu Seventh Coast Patrol Corps Coast Guard Administration
指導教授:丁國桓丁國桓引用關係詹昊棠詹昊棠引用關係
指導教授(外文):TING, GUO-HUANJHAN, HAO-TANG
口試委員:王崇儀許靜芝黃聲威丁國桓詹昊棠
口試委員(外文):WANG, CHONG-YIXU, JING-ZHIHUANG, SHENG-WEITING, GUO-HUANJHAN, HAO-TANG
口試日期:2022-07-08
學位類別:碩士
校院名稱:國立高雄科技大學
系所名稱:海洋事務與產業管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2022
畢業學年度:110
語文別:中文
論文頁數:111
中文關鍵詞:工作壓力工作滿意度離職傾向海巡署
外文關鍵詞:job stressjob satisfactionturnover intentionCoast Guard Administration
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本研究目的主要在探討海巡軍職同仁的工作壓力、工作滿意度及離職傾向之關聯性,透過問卷調查法,共發放151份電子問卷,回收率100%,有效問卷計有151份。研究結果顯示:
一、工作壓力、工作滿意度與離職傾向確實對於海巡軍職同仁有著一定程度的影響力,而受測者不同背景變項,對於工作壓力承受度與工作滿意度的認同上也會有所差異。
二、工作壓力對於離職傾向影響結果顯示同仁對於自身工作的自主性層面最為重視,其次是人力不足的問題,也是海巡單位日以具增之問題,而在學習新的事物感知上也是同仁工作壓力的一大來源。
三、而工作滿意度對於離職傾向影響程度,顯示同仁渴望的工作穩定性、榮譽感與單位向心力與歸屬感,也將是主要影響同仁離職念頭的主要因素。
四、海巡軍職同仁離職傾向感知結果顯示,有58.2%受測者表示曾經想離開海巡署這份職業,但因海巡署工作的薪資相較於一般社會,更讓同仁感到滿意因此決定留任於海巡署工作。
五、整體而言,工作壓力與工作滿意度並非同仁離職的主要因素,但絕對會是影響同仁離職行為的重要原因之一。

The purpose of this study is to explore the relationship between job stress, job satisfaction and turnover intention of the military staff of Coast Guard Administration military (CGA). A questionnaire was used in this study and 151 electronic questionnaires were distributed. 151 valid questionnairs were retrieved and the recovery rate is 100%. The summary of critical findings are as follows:
1.Job stress, job satisfaction and turnover intention influences the military staff of the CGA, and difference between background influences their perceptions of job stress and job satisfaction.
2.The results of relationship between job stress and turnover intention show the job autonomy is the most significant, and then the issue of understaffed and learning ability and adaptability are the critical source of job stress to military staff.
3.The results of relationship between job stress and turnover intention indicate employment stability, honorary, internal cohesion and belongingness are the key factors to turnover intention.
4.The results of turnover intention reveal 58.2% of redpondents have consider to quit, but the high salary from the CGA makes military staff are satisfied to retent in the CGA
5.Overall, job stress and job satisfaction are not the main factorsto employee retention in this study, but these factors are important

第壹章 緒論
第一節 研究背景
第二節 研究動機
第三節 研究目的
第四節 研究流程與論文架構
第貳章 文獻探討
第一節 工作壓力
第二節 工作滿意度
第三節 離職傾向
第四節 國內外相關研究
第五節 小結
第參章 研究方法
第一節 研究架構
第二節 研究假設
第三節 問卷設計
第四節 問卷發放
第五節 問卷處理與分析
第肆章 結果與討論
第一節 結果
第二節 討論
第伍章 結論與建議
第一節 結論
第二節 建議
第三節 研究限制及後續研究建議
參考文獻
附錄一 專家效度審查問卷
附錄二 預試問卷調查表
附錄三 問卷調查表

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三、網站部分
1、海洋委員會海巡署緣起。檢索日期:2021年12月16日。資料來源:https://www.cga.gov.tw/GipOpen/wSite/mp?mp=999。
2、國軍人才招募中心簡介。檢索日期:2022年3月14日。資料來源:https://rdrc.mnd.gov.tw/EditPage/?PageID=5c90dc54-5734-4d64-8b2a-41afa6648a2e。
3、國防部(2017)。檢索日期:2021年12月16日。資料來源:https://www.mnd.gov.tw/。
4、監察院監察調查處(2018)。檢索日期:2022年7月09日。 資料來源:file:///C:/Users/a9265/Downloads/48260.pdf。

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