博碩士論文 etd-0705111-150325 詳細資訊


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姓名 王中天(Jung-Tian Wang) 電子郵件信箱 tiffany.w0827@msa.hinet.net
畢業系所 公共事務管理研究所(Public Affairs Management)
畢業學位 碩士(Master) 畢業時期 99學年第2學期
論文名稱(中) 從需求溝通滿意度探討募兵制官兵轉服或續服意願之研究 
論文名稱(英) Noncommissioned Officers' Willingness to Continue Military Service: A Study form the Perspective of Satisfaction of Need Communication
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    摘要(中)     起因於國內出生人口數的銳減下,囿於93年總統大選的選舉政見,終能撼動我國行之數十年的兵役制度,盤點政策迄今已逾七個年頭,距離103年底將要實施全募兵制的計畫已箭在弦上。而志願役軍士官兵素質必須提升且獲得社會大眾的認同外,此時的國軍正面臨轉型的臨界契機階段。國軍募兵制發展的維繫在於軍士官兵與國軍組織雙方關係的經營,故且不論對外招募未役青年的艱難度,單就現役優秀軍士官兵是否願意長留久任考量較為貼切與實際,而「需求溝通」屬志願役在役期滿之後是否願意續服、義務役是否願意轉服的重要關鍵區塊,是值得深入的探討與分析。
        本研究以Herzberg雙因子因素挾Maslow需求因子為立論基礎架構,利用問卷調查現役國軍官兵對於留營意願的影響程度,共發放500份問卷,回收485份有效問卷;依問卷調查得知,國軍組織內部軍士官兵對於組織熱忱的低落達有效樣本數的48.68%,且義務役官兵不願轉服志願役的意願也每況愈下,達有效樣本數的53.37%,又現役軍士官兵的對於續服的意願也不甚理想,而不願續服者則達有效樣本數的61.47%。歸咎其原因大多認為軍中沒有前途發展遠景與束縛過多,受訪者擔心退伍後因年齡、職能專長的關係而失去與外界的適應能力不勝枚舉,甚多受訪者更希望國軍未來能提高薪資及福利。因此我國預劃103年底實現全募兵制期程之目標,應置重點於落實內部成員學以致用的技能強化外,及福利待遇的合理調整下,俾利保障退伍後的職涯連帶提升留營的意願,否則全募兵制的施行仍確有內憂外患之困難存在。
        我國理論上合理兵力精簡到21.5萬人時,且評估均未考量將來調薪幅度下,如果將志願役軍士官兵有妥善的生涯規劃及每月薪資結構仿效警政單位,顯示我國募兵制勢必大有可為,更遑論是精簡到17至19萬。任何國防建軍計畫均重視兵源的穩定性,因為訓練一位常征慣戰的戰士是不容易的,而募兵的好處則在於投身軍旅的青年都是主動、志願的,且較易跳脫習慣框架,更顯服從性與忍受艱苦訓練的耐受力上,均較能承受各項訓練的要求,在強調絕對服務從的部隊而言,募兵制的確實是高昂戰力的重要來源。惟國軍是否願透過需求溝通的觀點,深入了解基層軍士官兵如何適應彼此的做法與理念下產生情感性的承諾,進而對組織產生忠誠度的認同甚至無條件的付出;由統計資料顯示,各項需求因子對於軍士官兵都有一定的程度影響。鑑此,未來若能有效的運用需求溝通的觀點,促使內部激化的方式,想必對於全募兵制的時代是指日可待。
    摘要(英)     President Ma Ying-jeou proposed that the all volunteer force as one of his presidential election campaign view in 2004. He carried out his politics when he took office in 2008. All volunteer force policy will complete and work in 2014. At this moment, the armed forces structure is facing a critical transition phase. There are two major elements that will determine the development and the success of all volunteer force policy. The first one will be the enlists recruitment. But this thesis will focus on the next factor. The willingness of continuing service of active duty officers and non-commissioned officers stays in military for a long-term considerations is more appropriate and practical solution.
        Therefore, MND expect to achieve the objectives of all volunteer service policy in 2014. The difficulties of conduct the policy are the considerations of skills learning, career development in service, reasonable salary and welfare and competitive power when leave the military. Those are the factors that will affect willingness to stay in the military as wel as the all volunteer service policy still exist problems there.
         In this study, demand communication is the key element whether the compulsory service soldier transfers to voluntary service or the volunteer service continues service in military. We use Maslow needs factor and Herzberg two-factor factor as the theoretical basis. Using the questionnaires to analyze the willingness to stay in the military, and find out the exist difficulties of implement the al volunteer service.
        According to the statistics of this study, the demand factor for non-commissioned officers have some degree of influence. In view of this, the military can use the communication skill effectively, it will crate the win-win situation for both the policy implementation and stability of human resources.
      All volunteer service policy is indeed an important resource of high combat capability. However, the military is willing to communicate through a demand point of view with basic level personnel to understand how to adapt to each other's practices and the concept of emotional commitment, promotes organizational loyalty, unconditional acceptance and even unconditional pay. The all volunteer service system is just around the corner.
    關鍵字(中)
  • 需求溝通
  • 留營意願
  • 募兵制
  • 關鍵字(英)
  • The Need-hierarchy theory of Maslow
  • willingness to stay in the military
  • voluntary military system
  • 論文目次 目錄 I
    圖目錄 III
    表目錄 IV
    第一章 緒論 1
    1.1 研究緣起 1
    1.2 研究背景 2
    1.2.1 國軍留營情況 2
    1.2.2 台美軍薪資福利比較 4
    1.2.3 綜合討論 6
    1.3 研究動機與目的 6
    1.4 研究流程 11
    1.5 研究範圍與限制 12
    第二章 文獻探討 13
    2.1 需求理論 13
    2.2 溝通方面之文獻 20
    2.3 離職方面之文獻 21
    第三章 研究方法 26
    3.1 研究架構 26
    3.2 研究假設 28
    3.3 研究對象與抽樣 29
    3.4 問卷設計 29
    3.4.1 問卷內容編制 29
    3.4.2 變項之操作與衡量 30
    3.4.3 問卷預試分析 31
    3.4.4 衡量尺度 31
    3.4.5 統計程序 31
    3.4.6 信度分析 32
    第四章 研究結果 33
    4.1 受訪樣本基本資料 33
    4.2 維持因素與激勵因素之描述性統計及差異性檢定分析 34
    4.3 留營意願之描述性統計及差異性檢定分析 44
    4.4 預測變項與效標變項之相關分析 47
    4.5 預測變項與效標變項之迴歸分析 48
    4.6 綜合討論 51
    第五章 結論與建議 54
    5.1 結論 55
    5.2 建議 57
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    口試委員
  • 朱國光 - 召集委員
  • 任金剛 - 委員
  • 林新沛 - 指導教授
  • 關復勇 - 指導教授
  • 口試日期 2011-06-09 繳交日期 2011-07-05

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