| Summary: | 碩士 === 南華大學 === 企業管理系管理科學碩博士班 === 98 === The key to the strength of troops lies in the quality of home defense human resources. To ensure victory, steady enlisting of highly qualified individuals is crucial for weapons of high technology to be used efficiently. Human resource is the key element in any organization; quality individuals make it possible for resources to be used to their full potential. In the military, the importance of human resources is even more than that of business companies. The inability for the military to keep quality individuals on staff is a matter of importance that is a cause for worry. Metabolism within any organization through change of staff and retirement is necessary; however, staff changes of a too high frequency may lead to loss of talent that may hurt the troops. Through this study, we aim to remind the management that raising the awareness of the importance of one''s job in the military and understanding the current situation are beneficial to the management of infrastructure.
The present study, therefore, conducted SEM to investigate the correlations among the various constructs, building a whole structure model. Based on the inducing of literature review, research hypotheses were proposed and the research results were as follows : (1) Work–family conflict exists significantly positive relations on the Job Burnout. (2) Work–family conflict doesn’t have a positive significant effect on Turnover Intentions. (3) Work–family conflict doesn’t have a negative significant effect on Job Satisfaction. (4) Job Satisfaction has a negative significant effect on Turnover Intentions. (5) Job Burnout has a significant effectt on Turnover Intentions. (6) Job Burnout has a negative significant effect on Job Satisfaction . (7) The work-family conflict to Turnover Intentions through the Job Burnout has the intermediary effects .
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