領導風格、工作動機與留任意願關係之研究－以陸軍兵整中心為例

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題名:	領導風格、工作動機與留任意願關係之研究－以陸軍兵整中心為例 A Study on the Relationship Among Leadership Style, Work Motivation, and Employee Retention - Taking Land Force Ordnance Readiness and Development Center for Example
作者:	蔣志忠
貢獻者:	國際企業管理學系碩士在職專班
關鍵詞:	領導風格工作動機留任意願
日期:	2017
上傳時間:	2017-03-28 10:08:24 (UTC+8)
摘要:	「募兵制」之建立，不僅是國軍兵役制度最重大的革新，亦為國防轉型是否成功之關鍵。國軍透過招募及培訓役期長、意願強、經驗熟之志願役人力，可有效節約教育訓練成本，發揮專業精煉之優勢，並改善「徵兵制」退補頻繁、戰力不易蓄積之弱點，有效提升國軍戰力。其實「募兵制」尚有人員離退的隱憂，若能找出其志願役人員在工作上所重視的因素，並輔以適當的管理機制，將能有效提高部隊人才的留任意願；故調整或修正主管的領導風格與瞭解志願人員的工作動機，進而提高志願役人員的留任意願，對於國軍推動「募兵制」具有正面的意義。因此本研究探討「主管領導風格」、「員工工作動機」與「員工留任意願」之間的關係，經由過往文獻探討與問卷調查結果，以瞭解三者間之關聯。　　本研究透過問卷調查方式，共計發放320份問卷，請目前服務於陸軍兵整中心所屬之志願役人員協助填寫，經分析無效問卷20份，回收之有效問卷為300份，回收率為93.75%。　　本研究結果發現，交易型領導或是轉換型領導，與員工內、外在工作動機均呈現顯著正向關係；交易型領導或是轉換型領導，與員工留任意願均呈現顯著正向關係；工作動機是領導風格與留任意願中介變項，檢定結果達部分中介，進一步針檢驗各題項後，部分題項達完全中介效果。根據研究結果，提出相關建議供國軍部隊參考及後續研究之建議。 The development of “voluntarism” is not only the most important innovation of military recruitment system, but also the key to the success of national defense transformation. Through voluntarism and long military training period, national armed forces are able to recruit voluntary manpower with stronger intention and more experiences to effectively reduce the cost of educational training, exert the advantage of professional refining, and improve the disadvantages of frequent retirements and vacancy filling and difficulty in accumulation of combat power of “conscription system” to effectively improve the combat power of national armed forces. In fact, there is still a hidden problem in “voluntarism” - personnel turnover. If the factors to which voluntary soldiers attach importance at work can be found and adequate management system is implemented, employee retention of military talents can be effectively improved. Therefore, adjusting or correcting supervisors’ leadership style and understanding the work motivation of voluntary soldiers to further increase voluntary soldiers’ employee retention create a positive meaning to national armed forces’ promotion of “voluntarism.” As a result, this study investigated the relationship among “supervisors’ leadership style,” “employees’ work motivation,” and “employee retention.” This study understood the relationship among these three factors according to the investigation of past literature and questionnaire survey results. 　　This study conducted a questionnaire survey, and distributed a total of 320 questionnaires. Voluntary soldiers currently serving at Land Force Ordnance Readiness and Development Center were asked to help complete the questionnaires. According to the analysis, there were 20 invalid questionnaires, and 300 valid questionnaires were returned, with a return rate of 93.75%. 　　The research results showed that, transactional leadership or transformational leadership was significantly positively correlated with employees’ internal and external work motivation. Transactional leadership or transformational leadership was significantly positively correlated with employee retention. Work motivation was the intervening variable between leadership style and employee retention. The test result showed that work motivation has a partial effect. After the further test of various items, it had a full intervening effect on some of the items. According to the research results, this study proposed relevant suggestions as reference for national armed forces and subsequent studies.
顯示於類別:	[企業管理學系暨國際企業管理研究所] 博碩士論文

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