| Summary: | 碩士 === 國立東華大學 === 企業管理學系 === 95 === Abstract
Airforce (AF) ground personnel maintain high level several specific technics. To develop high-skilled technicians needs long-term and high-cost tranings. Ministry of National Defense carried out organization-rearrangement policies and cutback number of staff recently. For AF ground personnel, they were not only affected by reducing of numbers and positions, but also increased more loadings and resposibilities. Another effect factor was pomoiton opportunities, because of numbers were less and less than they had before. Consequently, they have to work moer harder to get a chance to be promoted. And it caused some experienced-personnel who choiced to leave earlier due to the policies. This research carries on the analysis using the Structural Equation Modeling (SEM), and attemp to investigate relationships among work value, job involement, organization commitment, job satisfacation and career development. The AF voluntary ground personnel were seleted as target samples. The result supported AF voluntary ground personnel through military academies education were developed some values like dedication of work, job involvement completely, organization commitment are relative to job satisfaction and carrier development policies. Finally, we make some suggestions for practice and the futher studies. Depending on the analysis of real evidences, this research results to three main implications: (1) For AF gruound personnel, the primary positive effect factor of career development is work value, second factor is organization commitment: AF voluntary ground personnel had been emphasizing spirit of vaules education in millitary academies, they were organized the core of value likes norms, loyalty, ethic and pursuit of glory, and this work value is the most effect factor to career development. Another most effect factor to career development is organization commitment, because they had signed agreements to dedicate and lived up to condition of service before graduated from academies and sticked to his agreement. (2) Different personality factors of AF gruound personnel to this study, the result is not obvious difference in this structure: Running discriminant analysis method, AF gruound personnel were sorted to different groups of personality factors, then compared different groups of personality factors samples to total numbers of samples all hypotheses in structure of this research. The final result showed unclear difference between them, so helped us to realize AF gruound personnel different personality factors turn into unity “military personality structure.” Because milltary organization is bureaucracy and total institution, it developed two way of long term education way, to convince and to inspire, to conduct or regulate them to ideal modal of behavior and value. (3) The different results were discovered between NCOs (nuncommand officers) and officers in airforce’s ground personnel in this study: By using multivariate analysis of variance (MANOVA) method, four dimensions between dependent variate named military rank interaction effects are statistically significant, then discriminate to two groups (NCOs and Officers). These two groups have some significant differences in structure of this study. It is really useful for Ministry of National Defense human resources polices and practicalities to fit different requirements in executing individual program between NCOs and Officers.
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