| 摘要: | 隨著21世紀高科技的日新月異，現代世界主要國家已由傳統徵兵制改為全志願役的募兵制，各國希望由專業的志願役取代短役期的義務役，對於我國軍官兵而言，軍隊的組織承諾並沒有得到很好的兌現，嚴重影響士官兵對於軍隊的信任感，若是國軍內部的工作認同及滿意度並不高，必將影響國軍的戰力。研究志願役人員的留營意願，有助於提升國軍整體的留營率，減少業務壓力同時幫助部隊減少訓練成本、提高組織穩定度及工作認同之滿意度，亦可影響個體對組織的承諾、離職意願以及留任意願，士官兵的組織承諾越高，其幸福感越強，進而留營意願亦將隨之提升。
本研究主要在探討陸軍官兵之工作滿意度、職涯規劃及工作生活品質對留營意願之影響，研究對象為各地區戰鬥部隊、戰鬥支援部隊及後勤支援部隊之陸軍志願役官士兵，以探討留營意願影響因素，本研究收集了114份回收問卷資料，藉由敘述性統計分析、相關性分析及回歸分析等方式，獲得研究結果如下：
1. 基本資料對工作滿意度、職涯規劃與留營意願具部分顯著影響。
2. 工作滿意度對留營意願具顯著影響。
3. 職涯規劃對留營意願具顯著影響。
4. 工作生活品質對留營意願具顯著影響。
;With the rapid advancement of high technology in the 21st century, major countries around the world have shifted from traditional conscription to all-volunteer recruitment systems. These nations seek to replace short-term compulsory service with professional volunteer forces. For military officers and soldiers in our country, however, the organizational commitments promised by the military have not been fully realized. This issue severely impacts the trust that non-commissioned officers and soldiers have in the military. If there is low job identification and satisfaction within our armed forces, it will inevitably affect the military′s combat capabilities.
Studying the retention intentions of volunteer personnel can help improve the overall retention rate of our armed forces, reduce operational stress, lower training costs, enhance organizational stability, and increase job satisfaction and identification. It can also influence individuals′ commitment to the organization, their intent to leave, and their desire to stay. The higher the organizational commitment of non-commissioned officers and soldiers, the greater their sense of happiness, thereby increasing their intention to stay.
This study primarily investigates the impact of job satisfaction, career planning, and quality of work-life on the retention intentions of army officers and soldiers. The research focuses on volunteer officers and soldiers from combat units, combat support units, and logistics support units across various regions. Data from 114 collected questionnaires were analyzed using descriptive statistics, t-tests, analysis of variance, and regression analysis. The study yielded the following findings:
1. Basic demographics have a partially significant impact on job satisfaction, career planning, and retention intentions.
2. Job satisfaction significantly influences retention intentions.
3. Career planning significantly influences retention intentions. |
