Effects of Work Stress Perception of National Voluntary Military Non-Commission Officer (NCO) on Job Satisfaction and Intent to Leave –the Case of Air Force Wing A

• Main Authors: Chung-Liang Hwang, 黃仲良
• Other Authors: Ryh-Wu Yeh
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/41781470132104703854

碩士 === 玄奘大學 === 國際企業學系碩士班 === 97 === Non-Commission Officers (NCOs) are the major managers in basis levels for all of jobs and physical performers in all services of the national military organization. They are not only the assistances and technical counselors of officers, life instructors of soldiers; they are also the communication channels between officers and soldiers. This study selects the national military NCO cadres to be the objects, investigates, researches and understands the current conditions of job satisfaction and intent to leave, and tries to explain the situation by the well-known work stress models. The work stress models researched in this study included Role Stress Model, Demand-Control-Support Model and Effort-Reward Imbalance Model. These models were individually verified and combined together in order to promote the capability of explanation. The subjects of this study who are voluntary military NCOs servicing in Air Force Wing A. Targets were issued questionnaires then the data were compiled statistics and analyzed by SPSS statistical window software. The collected survey samples were analyzed using the statistical methods including the T-test, One-Way ANOVA, Factor Analysis and Regression Analysis in order to verify the hypothesis in the study. The results indicated: 1. Discrepancies: Individually personal characteristics indicate obviously discrepancies in role stress, job requirement, effort-reward, job satisfaction and intent to leave. 2. Interrelation and effect: There are obviously relationship and effect to job satisfaction on role impact of role stress, job-reward of effort-reward and internal effort as well as job satisfaction for intent to leave. 3. Medium effect: Job satisfaction really has part of medium effect among role stress, job requirement, effort-reward and intent to leave