| Summary: | 碩士 === 高苑科技大學 === 經營管理研究所 === 107 === Coast Guard Administration (CGA) has been restructuring policies in recent years. They not only created friendly, approachable, professional and institutionalized service mode, but also centers its focus on volunteer personnel. This study is going to explore the impact of working stress on voluntary officers of Coast Guard Administration during their basic tasks, and find out the reasons they decide to continue their contract and keep staying in the military camp or leave after their contract expired. Qualitative research interview is adopted as the main method of this study; current coast patrol and volunteer officers of Southern Branch subordinate to CGA are the subjects of this study; in-depth interview and the document analysis are used to conduct research and analysis. Through the results of this study, we hope to look for effective ways to relieve stress, decrease the rate of resignation for volunteer officers, and increase the willingness to stay in the army.
According to the results of this study, the factors influencing the willingness of volunteer officers to stay in the army or to leave include:
1.First, regarding the decisions made by volunteer officers engaging themselves in military career, there are three main reasons in Southern Branch: a. salary and welfare; b. relieving financial burden in the family; c. personal ambitions. Majority of the interviewees chose reason a or b as the primary reason, so it is not hard to see that military career has its superiority and attractiveness compared to other positions in other industries.
2.Second, we would like to discuss each source of stress in their basic tasks, including daily standing guard, undergoing operations, doing trainings and rescue operations, etc. The sources of stress are mainly: a. working situation; b. insufficient manpower; c. lack of a sense of achievement; d. unequal distribution of resources; e. poor personnel quality; f. overwork; g. doing the same job but earning different pay.
3.Last but not the least, we conclude with the willingness of Coast Guard Administration’s officers to stay or leave. The first reason is career development (including promotion opportunity, public impression and employment channel), seeking opportunity to improve themselves. If it satisfied them, it would be helpful to increase the willingness to stay in the army. The second reason is workplace (including belongingness, vacation policy and supervisor’s competency), to see if the career can last long or not. The third reason is the social status, social value and prosperity of organizational commitment (including job commitment, salary and welfare and affective commitment), which are the elements that indirectly affects the willingness to stay or leave.
Keywords: Coast Guard Organizations, Work Stress, Employment Turnover, Willingness to Stay
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