The Relationships among Job Involvement, Work Family Conflict, Job Satisfaction, Work Exhaustion, Turnover Intention and Manager Support-An Empirical Study of Chinese Air Force

• Main Authors: Tseng-Kuang Huang, 黃增光
• Other Authors: Wen-Hai Chih
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/46232883924407967442

碩士 === 國立東華大學 === 高階經營管理碩士在職專班 === 97 === After a series of downsizing plans in country army, a member of the army in job involvement results in work family conflict and stress in job, such as work exhaustion and job satisfaction, whether his turnover intention is influenced. In another hand, faced the existence of the work family conflict, it is an important issue that how supervisors to display their support to employees' same feeling, and furthermore to affect “manpower culture” of country army as well as achieve the goal of the military reform. The objects in our study are the grass roots officers in air force. This study measures the perceptiveness of Job Involvement, Work Family Conflict, Job Satisfaction, Work Exhaustion, Turnover Intention and Manager Support under the scenarios of military reform performed by national army in view of the grass roots officers in order to construct the model of relationship. This study adopts the investigated method using questionnaire, and the valid questionnaire counts 367. Structural Equation Modeling (SEM) was adopted to verify hypothesis. According to the results of empirical and statistic analysis, seven conclusions as follows：(1) Job Involvement shows significantly positive effects on Work Family Conflict; (2) Job Involvement shows significantly positive effects on Job satisfaction; (3) Work Family Conflict has negative effect on Job satisfaction;(4) Work Family Conflict shows significantly positive effects on Work Exhaustion; (5) Work Family Conflict shows significantly positive effects on Turnover Intention; (6) Job Satisfaction has negative effect on Turnover Intention; (7) Work Exhaustion shows significantly positive effects on Turnover Intention. Finally, on the framework what our built and according to the evident results, this study intends to propose several suggestions to meaning of management practice and further research.