Type of leadership, job satisfaction and organizational commitment to serve the non-commissioned officers of the volunteer soldiers of the study - The northern army units as an example.

• Main Authors: LI, Zin-Ren, 李子仁
• Other Authors: Ho, Li-Hsing
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/47066093354871844632

碩士 === 中華大學 === 科技管理學系碩士班 === 99 === ABSTRACT To meet the need for national defense and adjust to policies and the social development, the Ministry of National Defense is actively putting. All volunteer force into action by stages. Future national military will be a specialized army entirely consisting of volunteers; therefore, it needs more professionally trained sergeants with intermediate-level and high-level special skills to lead and maintain the military power. According to present stipulation, professional volunteers serving in the army for up to one year with their excellent performance, recommendation and qulification are able to receive training to transfer to sergeants. However, so far, nearly over 60 percent volunteers are not willing to transfer to sergeants to work as cadres, but are only willing to serve in the military until they leave the army. Also because it doesn’t attain the expected goal that volunteers transfer to sergeants, there is a serious army sergeants manpower shortage. Hence, for the inner management, education training, armament maintaining and intermediate-level and high-level special skills passing down of base military, there are infinite potential concerns. This study mainly takes the three sorts of volunteer army, Army combat troops in northern, Combat support units and Service support units as the object to investigate into leading types, work satisfaction and organizational commitment of factors affecting volunteers’ transferring to sergeants. The research has distributed 500 copies, taking back 470 ones with effective samples of 423 copies (collection rate 84.6%). The study are mainly based on the use of Descriptive Statistical Analysis, Validity analysis, T test, Correlation Analysis, and Analysis of Variance. With demonstration, the following is the concrete research conclusion: 1. The personal attribute differences that volunteers opt to transfer to sergeants have a significant influence on leading types, work satisfaction and organizational commitment;only part of those affect the will of volunteers to transfer to sergeants. 2. Leading types have a significant influence on work satisfaction of volunteers. 3. Leading types have a significant influence on volunteers’ transferring to sergeants. 4. Leading types have a significant influence on organizational commitment of volunteers. 5. Volunteers’ transferring to sergeants has a significant influence on work satisfaction and organizational commitment. 6. The higher work satisfaction and organizational commitment of volunteers are, the stronger the will of transferring to sergeants is. Keywords: Volunteers, Transformational Leadership, Paternalistic Leadership, Job Satisfaction, Organizational Commitment