A Study of Relationship among Job Insecurity, Organizational Commitment and Turnover Intention for Navy Aircrew－Taking Individual and Family Characteristics as a Moderating Variable

• Main Authors: Lo-HengChu, 朱樂恆
• Other Authors: Su-Chao Chang
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/61134791142395067936

碩士 === 國立成功大學 === 企業管理學系專班 === 100 === In the trend of global competition, corporations continue to promote reorganization, merger, integration, and streamlining actions. Based on the national defense policy and the consideration of the national financial employment, in recent years, the Department of Defense has constantly set into actions of “Jingshih Program (The ROC Armed Forces Strengthening Program)”, “Jingjin Program (The ROC Armed Forces Refining Program)”, and “Jingtsui program” which is for the planning of the future. However, the conversion of the organization and the job contents did not decrease along with the streamlining of the organization. We understand that due to the increase of officer’s workload resulting in officer’s resignation intention gets stronger; which led to the core operations can not be engaged with and relatively caused other issues of low morality, job insecurity, and even resignation and retirement. This study aims to explore the impact and interrelation of job insecurity on the organizational commitment and turnover intention, as well as the impact of job insecurity on organizational commitment through the characteristic adjustment of individuals and families. The research object is the Navy aircrew including those actually participating in missions of spin and fixed-wing pilots, scouts, and mechanics. A total of 300 questionnaires were distributed, 270 recovered, 13 invalid and the total valid questionnaires are 257. The research results showed that: (1) there is a positive significant relationship between the sense of Navy aircrew’s job insecurity and the organizational commitment. (2) There is a negative significant relationship between Navy aircrew’s organizational commitment and turnover intention. (3) There is a negative relationship between Navy aircrew’s job insecurity and turnover intention. (4) There is partial mediation of aircrew’s organizational commitment on job insecurity versus turnover intention. (5) There is no moderating effect of aircrew’s individual and family characteristics on job insecurity and turnover intention. Finally, this study provides relevant recommendations in accordance with the findings, and discusses academic and practical management implications.