A study of relationship among organizational changes, organizational commitment and turnover intension of voluntary military–Case Study of the Navy Logistics Support Command

• Main Authors: Lee, Hu-Chen, 李虎辰
• Other Authors: Tien, Wen-Kwo
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/5w852t

碩士 === 國立臺灣海洋大學 === 商船學系 === 103 === Abstract The military strength is dramatically declined since the government adopted new soldier recruitment strategy. Optimizing process flow, describing employees’ roles and responsibilities, and defining troop’s directing and administrating jobs have became the recognition in evaluating and reforming the supply ability in each military unit. Therefore, organizational commitment, organizational change and staff resignation have great impact in the continuity of military organization. By research on the transforming in Nave Logistic Support Command, this present study aimed to explore the human resource strategies. The affiliation with the organizational downsizing, the organizational commitment, the leadership style and the quality of work life disfavor the employee turnover rate. Within the research, we had undergone the Analysis of Variance (ANOVA) on 120 collected questionnaire from all levels of soldiers and officers. In conjunction with the in-depth interview with both active and inactive navy admirals and inductive analysis of management documents, this study intend to provide certain reference to support the the management Unit or strategy team in Navy in order to reduce the resignation rate. By analyzing across the designed questionnaire and in-depth interviews, it is concluded with below findings. (1) The organizational downsizing impacts on resignation intention. The influence is significantly related to staff’s marital status, age, education level, position, commuting distance and service unit. (2) The leadership of supervisor impacts on resignation intention. The influence is significantly related to staff’s education level, seniority, position, commuting distance and service unit. (3) The quality of working life impacts on resignation intention. The influence is related to staff’s marital status and age significantly. (4) How does organizational commitment impact on resignation intention varies significantly from different job positions. (5) The job security is the essential ingredient of keeping living. Therefore, while the organizational downsizing highly consents to job right, the organization commitment scale is enlarge and employee retention is increased. (6) In reacting to the rapid organizational changes and resource decline, it can create a positive attitude in troop by carrying out the delegation of authority, enhancing staff’s expertise, optimizing the directing process and eliminating stress at work. (7) As we value the quality of staff’s work life, we improve both work and living environment, intensify staff’s accomplishment and participation in organization, and promote employee welfare. These can then increase the organizational efficiency and employee retention. (8) The leadership of supervisor is the key to success organization management. Therefore, by providing training and study program, setting a higher standard of morality in all level of leaders, and intensifying leaders proficiency and skill sets, we can boost up both the organization efficiency and staff’s morale. This can raise the employee retention.