| Summary: | 碩士 === 國立臺東大學 === 資訊管理學系碩士班 === 101 === The employee well-being and organizational commitment are related, and turnover intention can be reduced by increasing employee well-being and organizational commitment. This research intends to understand the air force NCO’s willingness to remain on military service by conducting a survey of the relationship among employee well-being, organizational commitment and turnover intention. In variation, this research divided employee well-being domain into physical well-being, mental well-being, job satisfaction and life satisfaction, and divided organizational commitment domain into value commitment, effort commitment and retention commitmen, and turnover intention only contains a single domain. By adopting the questionnaire survey method, a total of 430 questionnaires were issued into an air force base, and 370 questionnaires were effectively collected. The valid response rate was 86%. Through descriptive statistics, correlation, analysis of variance and regression analysis of the collected data, the findings are as follows: 1. The status of NCO’s employee well-being and organizational commitment are higher than mean value, and the turnover intention shows the same result. 2. The demographic variables cause some difference in employee well-being and organizational commitment, but no discrepancy in turnover intention. 3. The relations among employee well-being, organizational commitment and turnover intention are significantly high; there’s a significantly negative correlation between employee well-being as well as organizational commitment and turnover intention, while there’s a significantly positive correlation between organizational commitment and employee well-being. 4. With employee well-being, we can predict organizational commitment and turnover intention, and with organizational commitment, we can predict turnover intention; on the prediction of turnover intention, organizational commitment present a better effect than employee well-being. 5. Organizational commitment perform as full mediation on the relationship between employee well-being and turnover intention, and in organizational commitment domain, value commitment perform as partial mediation, and retention commitmen perform as full mediation.
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