| Summary: | 碩士 === 淡江大學 === 管理科學學系企業經營碩士在職專班 === 103 === Abstract
The most important competitive power for a nation or an enterprise comes from human resource under the era of population reconstruction and decreasing birth-rate. The Ministry of Defense must adjust its organizational structure based on the development of cross-strait relationships and international conditions. MOD will have to continuously review and re-organize its defense structure according to enemy’s conditions and strategic movements. One of MOD’s strategic tactics is to cut down the size of the force and re-adjust the military organizations. It has sequentially implemented exactness programs, improvement programs and elite programs. Since various military organizations are mutually inter-dependent and closely related to national security, every strategy or tactic implemented would affect the whole military force. Under the situation of continuous shrinking and re-organization, professional soldiers might hold different attitudes toward organizational change. For now, the reorganization has been continuously implemented. Will it affect the morale of professional soldiers and their willingness to stay in the military force. Only finding ways to keep high-capability personnel in the military force and let them do their best would the military performance be effectively improved. The reorganization has not completed yet. The willingness of professional soldiers to stay in the military is already low. This study tries to explore how to drive down professional soldiers’ resistance to change and drive up their willingness to stay in the military through the relationship among morale, organizational commitment and performance evaluation systems.
This study disseminated 250 questionnaires. There are 232 usable responses with a response rate of 92%. Results of the study are:
1. The approval of performance evaluation systems is positively related to morale.
2. Organizational commitment is a moderator for the relationship between the approval of performance evaluations systems and morale.
3. The relationship between morale and the approval of organizational change is insignificant.
4. The approval of performance evaluation systems is positively related to the approval of organizational change.
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