The Research in the Influences to the Volunteer Officers’ Work Values, Career Planning, Job Attitudes and Turnover Intension

• Main Authors: Chen-Pang Lee, 李振邦
• Other Authors: Shin-Fu Huang
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/48707759559297824668

碩士 === 銘傳大學 === 管理研究所碩士在職專班 === 93 === The ROC Armed Forces promote “Jingjin Program” to build high-quality and modernized defense forces to reach the goal of” reduce higher level but substantiate the basic forces”. But it will have a deep and far influences on the officers’ promotion and the future career development under the organization drawback and personnel simplification. So, the main purposes of this study is to explore and analysis the differentiations among the volunteer officers’ work values, career planning, job attitudes (organization commitment and job satisfactions) and turnover intension. In this study we choose the volunteer officers to be the study objective of army, navy, air forces, prepared forces and military schools. We provided 350 questionnaires. But the total availability is 320 questionnaires after we organized, sifted out 350 questionnaires and deleted incomplete and invalid 14 questionnaires. We utilize descriptive statistic analysis, reliability analysis, one way ANOVA, relation analysis, regression to test, and then the main results are as followings. 1. It is significance on the Volunteer officers’ age, education level, marriage, rank, seniority and salary to the “ career planning recognition of work values. 2. It is significance on the volunteer officers’ sex, age, marriage, rank, position, seniority and salary to the “understanding the future development of organization” of personal career planning. 3. It reaches the significant differentiations between “inner value” and “social position” on work value and organization commitment. 4. It reaches the significant positive relationship between “inner value” and “social position” on work value and job satisfaction. 5. It reaches the significant positive relationship between the individual subfactors of career planning and organization commitment. 6. It reaches the significant positive relationship between the subfactors of career planning and organization commitment. 7. It reaches the significant negative relationship between the subfactors of organization commitment and turnover intension. 8. It reaches the significant negative relationship between the subfactors of job satisfaction and turnover intension.