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NOGUEIRA, ALEXANDRE SANTANA. "LOGISTICS OFFICERS’ COMMITMENT WITH AIR FORCE COMMAND ORGANIZATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2011. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=17830@1.
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Para uma organização alcançar os seus objetivos o comprometimento dos seus colaboradores é fundamental. Por esse motivo, o entendimento dos fatores que influenciam o comprometimento dos indivíduos para com as suas organizações tem inspirado o trabalho de inúmeros pesquisadores. Ao desafio de comprometer a força de trabalho pode-se acrescentar a dificuldade de fazê-lo em ambientes organizacionais em que convivem indivíduos de pelo menos quatro diferentes gerações. As possíveis diferenças geracionais, no ambiente organizacional, também têm motivado diversos estudos. Tendo como pano de fundo essas questões, o presente trabalho buscou unir os dois temas e teve como objetivo a identificação e a análise do grau de comprometimento organizacional dos oficiais intendentes do Comando da Aeronáutica, pertencentes à Geração X (indivíduos nascidos entre 1965 a 1979) e à Geração Y (indivíduos nascidos a partir de 1980), que são as gerações prevalentes nas organizações, nos dias de hoje. Para tal, foi realizado um levantamento, utilizando-se um modelo de múltiplas bases para mensurar o comprometimento organizacional: a Escala de Bases do Comprometimento Organizacional (EBACO). A escala avalia sete bases do comprometimento organizacional: afetiva; obrigação em permanecer; obrigação pelo desempenho; afiliativa; falta de recompensas e oportunidades; linha consistente de atividade e escassez de alternativas. A análise dos dados obtidos apontou similaridades entre as duas gerações avaliadas, no que diz respeito às bases de comprometimento. Tanto os respondentes da Geração X, quanto os da Y apresentaram um alto comprometimento em relação à base obrigação pelo desempenho e um comprometimento acima da média em relação à base afetiva, bem como um baixo comprometimento em relação às bases obrigação em permanecer e escassez de alternativas. Contudo, houve pequenas diferenças quantos às bases afiliativa e linha consistente de atividade, tendo a Geração X, nessas bases, apresentado comprometimento abaixo da média, e a Geração Y, baixo comprometimento.For an organization to achieve its goals, the commitment of its employees is essential. Therefore, understanding the factors that influence the commitment of individuals to their organizations has inspired the work of many researchers. To the challenge of committing the working force one can add the difficulty of performing this task in organization environments where at least four different generations are enclosed. Possible generational differences in the organizational environment, have also motivated many studies. Having these issues as a background, the present work sought to unite these two themes, as well as had as its objective the identification and the analysis of the main factors that influence the organizational commitment of the Brazilian Airforce administration officers from the X Generation (individuals born between 1965 and 1979) and from the Y Generation (individuals born from 1980 onwards), for these are the more prevalent generations in the organizations at the moment. In order to achieve this objective, a survey was conducted, using a model of multiple databases to measure organizational commitment: the Scale Bases of Organizational Commitment. This scale evaluates seven bases of the organizational commitment: affective; obligation to remain; obligation for performance; affiliative; lack of rewards and opportunities; consistent line of activity and lack of alternatives. The data analysis indicated similarities between the two generations evaluated regarding the bases of commitment. Both X Generation respondents, as those of Y revealed a high commitment regarding the obligation for performance base and a commitment above average regarding the affective base, as well as a low commitment regarding the obligation to remain and lack of alternatives bases. In relation to the affiliative and consistent line of activity bases, however, a small difference could be observed, where the X Generation presented a commitment below average, and the Y Generation a low commitment.
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Walker, David. "Supreme Air Command : the development of Royal Air Force command practice in the Second World War." Thesis, University of Birmingham, 2018. http://etheses.bham.ac.uk//id/eprint/8209/.
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This thesis examines the development of RAF high command of the Metropolitan Air Force (MAF) during the Second World War (SWW). It sheds new light on the re-organisations of the Air Ministry in 1934, the RAF Command structure in 1936, and the tri-service debate in 1937 concerning the RAF proposal to establish a Supreme Air Commander (SAC). It reveals that while frontline expansion created an impetus for re-organisation, it was operational readiness that was the dominant factor in the re-structuring of the RAF. It examines the transition in RAF frontline organization from the mono-functional command system of 1936 to the multi-functional organisation that emerged after 1943 by looking at command structure and practice, personalities, and operational thinking. This study builds on the established historiography but challenges the accepted explanation of RAF reforms in the 1930s. It addresses a significant gap in the literature concerning the way the frontline was directed by the War Cabinet and the Air Ministry. In doing so it seeks to establish a new starting point for the analysis of RAF high command by providing an assessment of how effective were the RAF reforms of the 1930s to the higher command of MAF operations during the SWW.
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Richardson, Kathleen. "Design build project delivery in the Air Force Reserve Command." Thesis, Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/34748.
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Design Build is rapidly becoming one of the most commonly used project delivery methods in the construction industry. The United States Corp of Engineers (USACE) has started implementing its own version of Design Build with the introduction of Military Transformation in April 2005. Per the Department of the Army (2008) Military Transformation is a term employed by the Corps to implement the use of alternate project
delivery method as a means of achieving best value. The United States Air Force (AF)
and the Air Force Reserve Command (AFRC) are expected to establish a target of 75% of
all future Military Construction Projects (MILCONs) executed when using the Design
Build method. The use of this delivery method results in significant changes to the
relationships between the various parties associated with facility project delivery
compared to the traditional Design Bid Build method. AFRC construction project
procedures and requirements must also change.
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Workinger, Christopher L. "Air commando Intel: optimizing specialization training for Air Force Special Operations Command Intelligence Officers." Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/10715.
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Since 1999, Air Force Intelligence officers have been trained, managed, and assigned in accordance with a 'generalist' approach to intelligence disciplines. Specialization is the exception, and intelligence officers are assigned to a variety of missions, disciplines, and commands in an attempt to "broaden" their experience and maximize exposure to various disciplines. Because of this approach, specialization training after completion of the Air Force Intelligence Officer Course has become crucial to intelligence officer success at the unit level. This research examines specialization training provided to intelligence officers assigned to Air Force Special Operations Command (AFSOC) flying squadrons. Information gathered through surveys and interviews of AFSOC squadron leadership, weapons officers, and intelligence officers, coupled with a detailed analysis of AFSOC Intelligence Officer responsibilities and training, was utilized to develop a web-based survey designed to measure intelligence officer performance at unit level AFSOC flying squadrons. The survey results were analyzed to determine areas of strength and weakness, and recommendations for optimizing specialization training were created from the survey results. Recommendations include actions to enhance intelligence at the individual and team level in AFSOC flying squadrons, minor modifications to specialization training, and an alternative intelligence career path which allows increased specialization is discussed.
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Brewer, Susan Kay (Matusiak). "Air Force Space Command satellite orbit predictor using parallel virtual machines." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1993. http://handle.dtic.mil/100.2/ADA276316.
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Ostrom, Sara R. "Parallelization of the Air Force Space Command (AFSPACECOM) satellite motion models." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1993. http://handle.dtic.mil/100.2/ADA269327.
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Johnson, Phillip M. "Casting Off the Shadow: Tactical Air Command from Air Force Independence to the Vietnam War." Ohio University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1398949297.
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Austin, Joe J., and Horace R. Lynch. "An analysis of retaining or replacing Air Force command and control aircraft." Monterey, California. Naval Postgraduate School, 2007. http://hdl.handle.net/10945/10181.
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MBA Professional ReportThis MBA Project's objective was to analyze information available to determine if the Air Force should retain or replace its command and control aircraft. To accomplish the objective, research pertaining to the Air Force's aircraft and requirements was conducted along with analyzing new aircraft available that can be modified for current and future missions. The project provides background information about the various missions command and control aircraft perform, as well as the importance of maintaining the capability. Current command and control aircraft, as well as potential aircraft that can replace the existing command and control aircraft, were researched to determine the cost and performance specifications. The current and potential aircraft were analyzed, and factors other than costs were also examined. The challenges facing the Air Force's recapitalization efforts were presented. These challenges include cost and funding priorities; schedule and production lead times; personnel; and facilities and support equipment. The completed product identifies if the Air Force should retain or replace command and control aircraft. Additional areas for further research were listed which could provide more information once more data becomes available to compare with the project findings.
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Austin, Joe J. Lynch Horace R. "An analysis of retaining or replacing Air Force command and control aircraft." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; National Technical Information Service [distributor], 2007. http://www.dtic.mil/dtic/.
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MBA professional report (Master of Business Administration) Naval Postgraduate School, December 2007.Title from reproduction cover. "December 2007." Advisor(s): Petross, Diana ; Snider, Keith. Performed by Naval Postgraduate School, Monterey, CA. "Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration from the Naval Postgraduate School, December 2007."--P. iii. Includes bibliographical references (p. 91-95). Also available online from the Naval Postgraduate School (NPS), Dudley Knox Library site and the DTIC Online site.
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Lax, Mark Humanities & Social Sciences Australian Defence Force Academy UNSW. "Impact of technology and command on No 1 Squadron operations 1916-1958." Awarded by:University of New South Wales - Australian Defence Force Academy, 1995. http://handle.unsw.edu.au/1959.4/39810.
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Flying Squadrons are the very substance of an air force. By its nature, the air service is a highly technical one requiring both complex machinery and sound human judgement to function at its peak. The smallest independent unit of an air force is the squadron. Squadrons have a discrete status which makes them ideal candidates for in-depth study. This thesis examines the impact of technology and command on a single squadron's operations because technology and command have been and will remain pivotal in determining the success or failure of the air service. Although the Australian No 1 Squadron has existed almost continually from 1916 to the present, this thesis only examines a specific period of its life. The period 1916-1958 was chosen since the squadron formed as an independent Australian Flying Corps unit in January 1916, served in both World Wars and the Malayan Emergency, returning to Australia to resume domestic operations and training in 1958. Of significance to the work, during the specified period, the Squadron was controlled by both the Army and Air Force, by both the British and Australian Governments, had successes and failures and was an operational and a training unit. The Squadron has thus mirrored the growth and changes experienced by the developing Air Force as a whole. The main purpose of examining such a squadron is that it provides an insight into the development and thinking of the RAAF and highlights pitfalls evidenced in technological and command problems which still plague military staff today. In examining the operations and operational effectiveness of No 1 Squadron, three determinants have been specifically examined: technology, that is the aircraft flown, the commanding officer's personality and his methods and the organisational structure under which the Unit operated. Naturally, all three matured as doctrine, knowledge and experience also matured. The Thesis concludes that when the Squadron is winning, it is generally technology that creates the relative advantage and when loosing, strong leadership in the form of command must come to the fore. The results obtained support the thesis in keeping with contemporary RAAF doctrine, that technology and command strongly impact squadron operations and hence, operational effectiveness.
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Wells, Mark Kendall. "Aviators and air combat : a study of the U.S. Eighth Air Force and R.A.F. Bomber Command." Thesis, King's College London (University of London), 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322490.
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Powell, Robert R. "Quenching the Phoenix : Air Force SOF and the Phoenix cycle /." Maxwell AFB, Ala. : School of Advanced Air and Space Studies, 2008. https://www.afresearch.org/skins/rims/display.aspx?moduleid=be0e99f3-fc56-4ccb-8dfe-670c0822a153&mode=user&action=downloadpaper&objectid=4ef2c381-2cf7-4d8f-be81-77c67b9ec923&rs=PublishedSearch.
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Garner, Birtice A. "Alternative to low bid selection in Air Force reserve military construction." Thesis, Atlanta, Ga. : Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/29744.
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Thesis (M. S.)--Building Construction, Georgia Institute of Technology, 2010.Committee Chair: Castro-Lacouture, Daniel; Committee Member: McElroy, James H.; Committee Member: Roper, Kathy. Part of the SMARTech Electronic Thesis and Dissertation Collection.
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Thin, Jeremy. "The Pre-History of Royal Air Force Area Bombing, 1917-1942." Thesis, University of Canterbury. History, 2008. http://hdl.handle.net/10092/1740.
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This thesis charts the development of area bombing in British theory and practice before its formal adoption in the Second World War, and seeks to discover where its earliest origins can be located. Area bombing was the official policy of Royal Air Force Bomber Command between 1942 and 1945 in its strategic air offensive against Germany, and involved the bombing of industrial cities with the purpose of breaking down civilian morale and disrupting the German war economy. Most historical accounts present area bombing as a gradual development in bombing policy during 1940 and 1941, forced by a lack of success in destroying precise industrial targets from the air. This was the Air Force’s stated policy during the previous two decades, but it proved impossible to implement under wartime conditions. Area bombing was thus gradually adopted by progressively broadening the definition of targets from individual installations to entire towns and cities. This thesis rejects the traditional view, arguing instead that area bombing was at the heart of British bombing policy as early as the First World War. The legacy of this saw an ‘area bombing mentality’ cemented in the strategy of the Royal Air Force during the interwar period. As it was not possible to openly advocate the bombing of civilians during the 1920s and 1930s, this was shrouded in ambiguous language and kept hidden. However, the roots of area bombing come to the surface several times between the wars, and the speed with which area bombing was adopted in 1940 and 1941 shows that they were never deeply buried. While many historians have uncovered individual details that collectively support this contention, none have traced the development of this thought across the period 1917-42. Using a selection of contemporary documents and a thorough review of the secondary literature, this work shows that far from being an improvisation forced by necessity, the adoption of area bombing was unsurprising and can be traced back to 1917.
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Larsson, Lars-åke. "En kvalitetsbedömning av några av flygvapnets kravunderlag." Thesis, Försvarshögskolan, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-2675.
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Uppsatsen undersöker inledningsvis om FOI:s principer för kravformulering kan anses behöva kompletteras mot bakgrund av Försvarsmaktens behov och undersöker därefter kvalitén i några av flygvapnets kravunderlag relativt principerna för kravformulering. Av resultatet framgår att principerna kan behöva kompletteras med principerna prioritering och kontextuell beskrivning. Av fallstudiernas resultat framgår att kvalitén i flygvapnets kravunderlag relativt principerna för kravformulering generellt är låg, att den varierar mellan underlagen och att den i vissa fall är mycket låg i fråga om uppfyllnad av principerna. Uppsatsen rekommenderar att FOI:s principer för kravformulering utökas med principerna prioritering och kontextuell beskrivning. Vidare rekommenderas flygvapnet att öka kvalitén i framtida kravformuleringarna så att den militära nyttan av arbete med kravformulering även kan öka. Slutligen och som biprodukt visas hur ett bör-krav kan användas i ett kravunderlag på ett annat sätt än det som har varit Försvarsmaktens tradition.The paper firstly examines if the FOI principles for formulating requirements need to be complemented as a result of the Armed Forces needs and then examines the quality of some of the Air Force requirements documents relative to the principles of requirements formulation. The results show that the principles can be complemented by the principles of priority and contextual description. The case studies results show that the quality of the air force's requirements documentation relative to the principles is generally low, that it varies between the documents and that they in some cases are very low in terms of fulfilling the principles. The paper recommends that the FOI principles for formulating requirements are complemented with the principles of priority and contextual description. It recommends the Air Force to improve the quality of future requirement formulations so that the military utility of such work also may increase. Finally, as a spin-off product, it shows how a should-requirement can be used in a different way than what has been the Armed Forces tradition.
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Cline, John D. "Under new management : will America's dedicated CSAR Forces finally thrive in AFSOC? /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Dec%5FCline.pdf.
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Nguyen, Triet M. ""Little Consideration... to Preparing Vietnamese Forces for Counterinsurgency Warfare"? History, Organization, Training, and Combat Capability of the RVNAF, 1955-1963." Thèse, Université d'Ottawa / University of Ottawa, 2012. http://hdl.handle.net/10393/23126.
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This dissertation is a focused analysis of the origins, organization, training, politics, and combat capability of the Army of the Republic of Viet Nam (ARVN) from 1954 to 1963, the leading military instrument in the national counterinsurgency plan of the government of the Republic of Viet Nam (RVN). Other military and paramilitary forces that complemented the army in the ground war included the Viet Nam Marine Corps (VNMC), the Civil Guard (CG), the Self-Defense Corps (SDC) and the Civil Irregular Defense Groups (CIDG) which was composed mainly of the indigenous populations in the Central Highlands of South Vietnam. At sea and in the air, the Viet Nam Air Force (VNAF) and the Viet Nam Navy (VNN) provided additional layers of tactical, strategic and logistical support to the military and paramilitary forces. Together, these forces formed the Republic of Viet Nam Armed Forces (RVNAF) designed to counter the communist insurgency plaguing the RVN. This thesis argues the following. First, the origin of the ARVN was rooted in the French Indochina War (1946-1954). Second, the ARVN was an amalgamation of political and military forces born from a revolution that encompassed three overlapping wars: a war of independence between the Vietnamese and the French; a civil war between the Vietnamese of diverse social and political backgrounds; and a proxy war as global superpowers and regional powers backed their own Vietnamese allies who, in turn, exploited their foreign supporters for their own purposes. Lastly, the ARVN failed not because it was organized, equipped, and trained for conventional instead of counterinsurgency warfare. Rather, it failed to assess, adjust, and adapt its strategy and tactics quickly enough to meet the war’s changing circumstances. The ARVN’s slowness to react resulted from its own institutional weaknesses, military and political problems that were beyond its control, and the powerful and dangerous enemies it faced. The People’s Army of Viet Nam (PAVN) and the People’s Liberation Armed Forces (PLAF) were formidable adversaries. Not duplicated in any other post-colonial Third World country and led by an experienced and politically tested leadership, the Democratic Republic of Viet Nam (DRVN) and the National Front for the Liberation of Southern Viet Nam (NFLSVN) exploited RVN failures effectively. Hypothetically, there was no guarantee that had the US dispatched land forces into Cambodia and Laos or invaded North Vietnam that the DRVN and NFLSVN would have quit attacking the RVN. The French Far East Expeditionary Corps (FFEEC)’ occupation of the Red River Delta did not bring peace to Cochinchina, only a military stalemate between it and the Vietnamese Liberation Army (VLA). Worse yet, a US invasion potentially would have unnerved the People’s Republic of China (PRC) which might have sent the PLAF to fight the US in Vietnam as it had in Korea. Inevitably, such unilateral military action would certainly provoke fierce criticism and opposition amongst the American public at home and allies abroad. At best, the war’s expansion might have bought a little more time for the RVN but it could never guarantee South Vietnam’s survival. Ultimately, RVN’s seemingly endless political, military, and social problems had to be resolved by South Vietnam’s political leaders, military commanders, and people but only in the absence of constant PAVN and PLAF attempts to destroy whatever minimal progress RVN made politically, militarily, and socially. The RVN was plagued by many problems and the DRVN and NFLSVN, unquestionably, were amongst those problems.
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Searle, Deane. "Low Intensity Conflict: Contemporary Approaches and Strategic Thinking." The University of Waikato, 2007. http://hdl.handle.net/10289/2591.
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Low Intensity Conflict (LIC) is a significant feature of the contemporary world and it is a particular challenge to the armed forces of many states which are involved is such conflict, or are likely to become so. This thesis is not concerned with how such difficult conflict situations arise. Rather it is concerned with how, from the point of view of the state, they may be contained and ultimately brought to a satisfactory resolution. The work is thus concerned with the practicalities of ending LIC. More specifically, the purpose of this research is to establish a framework of doctrinal and military principles applicable to the prevention and resolution of LIC. The principles of this thesis are based in numerous historical examples of LIC and six in depth case studies. These distilled principles are analysed in two central chapters, and are then applied in two latter defence force chapters so as to ensure there practicality and resilience. Numerous defence academics and military practitioners have been consulted in the production of this thesis; their contribution has further reinforced the functionality of the principles examined in this research. The research illustrates the criticality of a holistic approach to LIC. The function of this approach is to guarantee the stability of the sovereign state, by unifying civil, police, intelligence and military services. The effectiveness of the military elements must also be ensured, as military force is central to the suppression of LIC. Consequently, the research makes strategic and operational prescriptions, so as to improve the capability of defence forces that are concerned with preventing or resolving LIC.
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TIAN, YING-JIE, and 田英杰. "The Quality of Work and Life of the Republic of China Air Force- An Example of Air Force Command." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ghd335.
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碩士國立臺北大學
公共行政暨政策學系碩士在職專班
107
This study explores the importance and satisfaction of the Air Force General Headquarters officers and soldiers in the quality of work and life, as well as the differences in background factors. 450 officers and men belonged to Air Force General Headquarters officers and soldiers are sampled as the survey objects, from researcher was used as a research tool, and 431 valid questionnaires were obtained. The statistical methods used in this study included descriptive statistics, t-tests, one-way ANOVA, and Scheffe's posterior comparisons. The results of this study found that the importance of the quality of work life and satisfaction of Air Force General Headquarters officers and soldiers will be affected by factors such as the status of military service, the most important and satisfactory in terms of interpersonal relationship and family influence, between the importance and satisfaction, in leadership style, The four components of the workplace promotion, job nature and family influence have the biggest differences. Finally, according to results of this study, recommendations will be made to the Air Force management related units and those who are interested in the Air Force, providing reference to the national military authorities, current service personnel and future researchers.
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LU, Kai Xiang, and 路凱翔. "Factors of Military Personnel to Workload –An Example of Air Force Command." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/chqz34.
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碩士國防大學
運籌管理學系
103
Because of the changes in future combat models, government financial situation, and population structure, the military faces difficulty to increase budget income, and can only reduce its spending for personnel and decrease its force structure. This leads to the problem that fewer people have to share the same heavy workload. However, overload working may cause tendency for employees to shirk their works and criticize and complain about their supervisors’ requirements. Based on document review, the factors for workload can be categorized into 3 types: organizational culture, Personality traits, and social capital. This study focuses on the factors of workload and its influence on the organizational and personal levels as well as social capital by a case study of active personnel in headquarters level. The study samples are the active personnel of all divisions/offices at Air Force Headquarters.adopt sampling by convenience method and collect a related data by questionnaire and carry on the data statistics and analyze the detection: 1.The organizational culture(bureaucrat type) will not produce the notable influence to the workload. 2.Personality traits (Conscientiousness, Agreeableness, Extraversion, Emotional stability, Emotional stability)'s only hasing the " Emotional stability " Personality traits to the workload will have the very notable influence to the workload. 3.The social capital will weaken the negative influence of Personality traits(Emotional stability) to workload;The social capital will weaken the negative influence of Personality traits(e Emotional stability) to workload;Social capital and Personality traits(Conscientiousness) have quite the contrary reaction to the workload. Expecting this research can provide directors at headquarters through understand the Personality traits of organizing the member, name in the work with allotment can make the right decision according to personnel's personality, then reduce personnel's workload.
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HSIEH, TING-FANG, and 謝定芳. "Design of Multi-Factor Authentication Agreement for Air Force Command Control Communication Intelligence System." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/j6u9gc.
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碩士國防大學
資訊管理學系
106
In view of the vigorous development of science and technology, information technology and hardware and software continue to innovate. Combat operation from every unit of military are gradually computerized, accompanied with information security for the current combat operation as one of the important issues. In addition to the implementation of entities isolation policy and the establishment of strict protection mechanism, protection from network attack is listed as an annual exercise important validation project, in order to build an absolutely safe environment for operation. In order to improve the security of the air force command control communication intelligence system, an oval and curved cryptography system is used as the base, combined with the military smart card, one-time password and streaming cipher technology to construct a multi-factor authentication agreement for the air force command control communication intelligence system. Our research proposed methods includes registration, login, verification and key production, enhanced messaging process and abnormal warning stage. They can resist eavesdrop attack, off-line password guessing attack, reply attack, impersonation attack, server spoofing attack, man-in-the-middle attack, stolen-verifier attack and other attacks. If the enemies invade the system, the system will send alarm message automatically, to develop an invulnerable encryption algorithm, and effectively reduce the risk of confidential information loss.
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Goette, RICHARD. "Canada, the United States and the Command and Control of Air Forces for Continental Air Defence from Ogdensburg to NORAD, 1940-1957." Thesis, 2009. http://hdl.handle.net/1974/5355.
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This dissertation examines the evolution of the bilateral Canadian-American continental air defence operational-level command and control relationship from the 1940 Ogdensburg Agreement to the establishment of the North American Air Defence Command (NORAD) in 1957. It takes a functional approach, focusing on the efforts of Canadian air force officers in conjunction with their American counterparts to develop efficient command and control arrangements to ensure effective air defence of North America while at the same time safeguarding Canadian sovereignty. It explores the evolution of certain command and control principles such as cooperation, unity of command, operational command, and operational control, and argues that because Canada was able to avoid having its air defence forces come under American command, Canadian sovereignty was assured. It also demonstrates that the Canada-U.S. bilateral continental air defence command and control relationship had its origins in Canadian, American, and British joint command and control culture and practice. Canadian steadfastness, along with compromise and accommodation between the two North American nations, operational and doctrinal factors, and also cordial professional working relationships and personalities, all played important roles in the evolution of this command and control relationship from the “cooperation-unity of command” paradigm of the Second World War towards “operational control” in an air defence context throughout the early Cold War. This paradigm shift culminated in 1957 with the integration and centralization of combined air defences under an overall NORAD commander exercising operational control. The thesis also demonstrates that by taking an active role in Canada-U.S. command and control arrangements, Canada was able to avoid a negative “defence against help” situation with the United States and ensure that it secured a proverbial “piece of the action” in the bilateral North American continental air defence mission. Moreover, through this active functional approach, Canadian officers were able to safeguard Canadian sovereignty and at the same time perform an effective and important operational role in the combined efforts with the United States to defend the continent from aerial attack. This dissertation therefore makes an important contribution to the study of command and control and the history of North American continental defence.Thesis (Ph.D, History) -- Queen's University, 2009-12-12 17:33:33.335
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Chen, Chih-Hung, and 陳致宏. "Determinant factors of proactive work behavior – example of Republic of China Air Force Logistics Area Command." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/n59b73.
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碩士長榮大學
高階管理碩士在職專班
101
Under the era of global competition, all walks of life considered the performance from organizational working behavior as a main measurement. In the military organizations, teamwork and group morale is especially the main focus. With the restricting of military organization, it is important for the soldiers to possess aggressive personality, and present aggressive working behavior under the effects of trust within the team and the encouragement or awards from the supervisors, so that the final goal of creating a military force with proper volume and strong quality may be achieved. This research took the combined logistic command of air force as population, to deliver questionnaires to all levels of soldiers including temporary hiring staff from entities of strategy, supplement and maintenance, and conducted data analysis and verifications through statistical approaches such as descriptive statistics, reliability, validity, factor and regression analyses. According to empirical results, the pro-influence factors of active working behavior (aggressive personality, autonomous working, trust between colleagues and supportive leadership) was related to self-efficacy, innovation, changes and aggressive working behavior, and despite the trust between colleagues, the other three items achieve significant level. Besides, with the interactions between pro-influence factors, they had significant influence on self-efficacy, innovation, change and aggressive working behavior, especially for the pro-influence factor of autonomous working. Regardless of the effects of pro-influence factors, autonomous working is the most important factor, which means the soldiers should be responsible and bonding to the organization, and enhance themselves continuously to create excellent team performance.
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Hsu, Ching-Hsin, and 許敬信. "The Study of Military Fitness Test and Perceive Health Status - The Air Force Command Officer as Example." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/48013651859323975705.
Full textAbstract:
碩士靜宜大學
管理碩士在職專班
102
"Without a good physique, there is no good fighting force", physical is the basis of combat skills, especially the marrow of the national. Military need good physical and health for the responsibility of defending the nation. The military's physical status is represent by physical training test scores, and body mass index (BMI), both are associated with perceived health status. The purpose of this study is to realize the military physical test scores and body mass index (BMI) of the current situation. And explore whether body mass index (BMI) impact physical training test scores and perceived health status to produce different results. This study used questionnaires to collect data, Air Force aircraft warranty headquarters officers as samples. We have 250 questionnaires are issued, the effective is 232 copies. According research results we have following finding: 1.The current situation of military physical training test scores. The pass rate average of male and female officers are more than 80%, the proportion of unqualified rise with age, especially the unqualified of 3000 meters unarmed running for male officers, and the unqualified of two minutes push-up for female officers are more than other item. 2.The current situation of military body mass index (BMI). The senior officers of high-age and long years of service, body mass index (BMI) generally high, especially managers are obvious. The age of officer above 31 years, the average of body mass index (BMI) falls in over-weight range, the age of officer above 36 years, the average even close light-obesity. 3.Whether three physical training test scores pass or not impact the perceived health status. The physical training test scores higher, the impact of perceived health status higher. The physical training test scores have significant and direct impact to perceived health status. 4.The relationship of body mass index (BMI) and three physical training test scores to perceived health status. There will have positive impact to perceived health status when body mass index (BMI) is lower. Exactly, when body mass index (BMI) lower and the physical training test scores higher, the perceived health status will have better result. The body mass index (BMI) has significant impact on perceived health status to have different result.
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Sheng, Liang Ying, and 梁英勝. "military aircraft commissioned an evaluation of the effectiveness of business model indicators：Case Study of Air Force Command." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/08249899448880375138.
Full textAbstract:
碩士開南大學
空運管理學系
97
Military aircraft commissioned by the implementation of civil operations, and its aim is to foster civil aviation maintenance industry and the release of energy maintenance, the establishment of civil aircraft maintenance line.The government has vigorously promoted, it is an established policy, but also to solve the military manpower and weaponry system warranty investment in the most economic way.Commercialization of military aircrafts maintenance policy, includes "Whole Committee", "Panel System" and "state-owned". If the concept into compliance audit concept will be an effective committee to enhance efficiency. This study used questionnaires and fuzzy concept, establish an Air Force command military aircraft commissioned an evaluation of the effectiveness of business model indicators.The study reached the following purposes： First, identify domestic military aircraft and aviation maintenance industry believe that the benefits of assessment indicators, as the basis of this study, hope for the future as the military aircraft business units commissioned contractors to assess effectiveness research indicators.Second, the use of indicators, to discuss the contract regarding the operating performance, and improvement of space and direction.Third, through this research, periodically assess whether the contracts committee to achieve effectiveness, and saving results to the defense budget.Fourth, commercialization of military aircrafts maintenance policy that improve the program as well as policy formulation in future reference.
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YA, Chen-Feng, and 葉振帆. "Explore the Influence of Jhing-Tsuei Programme on Turnover Intention － A Field Study of Air Force Command Headquarters." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/mfzykx.
Full textAbstract:
碩士崑山科技大學
企業管理研究所
102
Military Concision Project is due to complete by the end of 2014, and reducing current military personnel to two hundred and fifteen thousand. By using Air Force Command Headquarter as a field study, the research explores the experiences on mid-ranking officers and related personnel’s job satisfaction and turnover tendency after the execution of Military Concision Project, and the circumstances that influence by exterior and interior of military. As a member of Personnel and General Affairs Division of Air Force Command of MND, the researcher adopts the method of Qualitative Paradigm in observing 10 participants’ behaviors as they go through daily missions; 6 of them agrees on further interview and concludes the research. The report is analyzed and explained in phenomenology, and its management Implication. Further research on the subject concludes in four main topics: (1) give up civilian pursuit for a military career, (2) remain the original intention even when circumstance changes, (3) fully support of reshaping military's images, (4) and most important of all, the leadership. After close study on those four topics, six suggestions are made to improve the efficiency of military management. (1) right man for the right job, (2) create an environment for same pay, same job, (3) example is better than precept, and to lead by heart, not by authority, (4) redevelop method for personnel downsizing, (5) bettering military's public image, (6) and pursuit a suitable military culture. By doing all of these, Military Concision Project will eventually reach its goal and advance military performance.
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Yu, Jihua, and 余季華. "A Study of the Service Quality Satisfaction for the English Training—The Case of Air Force Logistics Area Command." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/95600280940391112719.
Full textAbstract:
碩士義守大學
工業管理學系碩士在職專班
100
The purposes of this study were to investigate the customer’s satisfaction of service quality on language training courses in English running by the Air Force Logistics Command, to identify the gaps existing in the customer’s satisfaction of service quality toward the training courses, and to provide useful references for the training unit, instructors and superiors. This study was conducted a research survey to collect data, and research objects were trainees attended the language training courses from 2011 to 2012. Based on the conceptual model of service quality presented by Parasuraman, Zeithmal & Berry in 1985 as a theoretical framework, this study used the Common weight to analyze and compare the expected service quality and the actually experienced service quality on the five GAP dimensions. The major research findings were as follows: (1) the ranking position of trainees only makes significant differentiation on the coordination and cooperation dimension of service quality. (2) the age of trainees makes no significant differentiation on any dimensions of service quality. (3) the marriage status of trainees only makes significant differentiation on the understanding dimension of service quality. (4) the educational level of trainees makes significant differentiation on three dimensions of quality management, role unknown and politeness. (5) the seniority of trainees makes significant differentiation on the staff competence dimension.
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Lee, Shiaw Yeong, and 李孝永. "A Study on Motivation Preference and Job Satisfaction of Military Personnel ─ The Case of Air Force Logistics Area Command." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/73061405249231330800.
Full textAbstract:
碩士義守大學
管理科學研究所
92
Abstract The purpose of this study is to investigate the relationship among job characteristics, cognition of motivation factors, satisfaction degree of motivation factors and the whole job satisfaction. Data are collected from Air Force Logistics Area Command by using structural questionnaire survey and statistic analysis software─SPSS. We further discuss, explain and predict the coefficient of the whole job satisfaction and each dimension. In the survey, 1590 out of 2500 questionnaires are valid. The ratio of collection is 63.6%. Standard efficiency of Cronbach’s α in whole questionnaire is 0.97,then, the efficiencies of Cronbach’s α in job characteristic, importance and satisfaction degree of motivation factors are 0.85, 0.93 and 0.92,respectively. The result indicates that the relationship among individual attributes, job characteristics, importance and satisfaction degree of motivation factors and the whole job satisfaction are statistically significant. There are three conclusions as following: 1.The order in cognition of importance of motivation factors is consistent for officers and sergeant, its decreasing order of satisfaction is (1) Welfare system; (2) Opportunity for advancement; (3) Salary and prize system; (4) Leadership style of the executives; (5) Co-worker; (6) Work-itself. Meanwhile, they think the most important dimensions to the first three items are factors of extrinsic motivation; less important dimensions to the back three items are factors of intrinsic motivation. 2.The order in satisfaction degree of motivation factors are consistent for soldier and employees, its decreasing order of satisfaction degree is (1) Co-worker; (2) Leadership style of the executives; (3) Work-itself; (4) Welfare system; (5) Salary and prize system; (6) Opportunity for advancement. Factors of dissatisfaction for all members are factors of extrinsic motivation. 3.About the motivation for all samples. The most dissatisfied factors is “Opportunity for advancement”, then factors of “Welfare system”, “Salary and prize system”, “Leadership style of the executives” are the next, the factor of “Work-itself” is the last. Through multi-regression analysis, regression model of the study is also statistically significant. Explanation for total variance in the whole job satisfaction is 44%( R2=0.44). In the other word, this model can explain 44% of total variance in the whole job satisfaction. The effect of motivation can influence the job satisfaction of employee. There are difference and preference for the effect of individual motivation. If we can’t satisfy the motivation preference of individual employees, better job satisfaction couldn’t be expected. Keyword: Armed Forces, Job characteristic, Motivation preference, Job satisfaction.
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Jian, Jhih-An, and 簡志安. "Research on the Factors Affecting Organizational Performance of Middle-level Cadres－An Example of Air Force Command Headquarters, MND." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/3nc86v.
Full textAbstract:
碩士中原大學
企業管理研究所
105
This study aims to explore the factors that affect the “Organizational”, “Guanxi”, “Leadership Style”, “Work Pressure” and “Organization Performance”. Scholar experts believe leadership skills and performance have a very close relationship. However, the members of the internal organization have different ages, backgrounds and personality characteristic, facing work pressure, and different responsiveness level. How would leading members utilize job privilege by the organization for their personality characters, leading subordinates, team work spatial to put in full effort into their work to achieve set goal. In order to understand what factors will results in the difference of organizational performance among the middle-level cadres, this study in addition to the relevant literature, also adopt the convenient sampling method to determine the cadre of the Air Force Command Headquarters MND. as the research object sixty questionnaires were issued, sixty were recovered. The recovery rate was one hundred percent. The main contribution of the study employs Confirmatory Factor Analysis (CFA) to investigate convergent validity and discriminant validity, Structural Equation Model (SEM) and path analysis to verify the hypotheses. The path analysis of the performance influences the results, and the following important conclusions are summarized: The finding show positive relationship between “Personality Traits” and “Leadership Style”, “Personality Traits” and “Work Pressure”, “Leadership style” and “Organizational Performance”, “Work Pressure” and “Organizational Performance” , access to empirical support.
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LIN, SHANG-CHIH, and 林尚志. "Applying the TOC to improve the Military Factory Outsourcing Management Study--Take an Example of The 2nd Air Force Logistic Command." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/ajz865.
Full textAbstract:
碩士開南大學
觀光運輸學院碩士在職專班
102
The policy of "Commercial Maintenance of Military Aircraft " was so decided by the military. After the military plant using GOCO( Government Owned, Contract Operated). The implementation of the military units from the contract management unit into compliance, we must use effective methods of management the existing resources and the environment, improve organizational effectiveness and efficiency to reach a goal successfully.In this study, the audit unit of the 2nd Air Force Area Logistic Command GOCO (Government Owned, Contract Operated) contract management unit for case studies, the research method uses TOC (Theory of Constrains, TOC, Goldratt), about the case for Air Force audit contract experience to find bottlenecks. Search solutions to contract bottlenecks. To improve the 2nd Air Force Logistic Command contract management.The results showed that promote military exhibition and publish a list of qualified vendors. And help contractors to obtain foreign technology and support.Then upgrade contractor ability to perform contract and maintenance technology. There are all positive and helpful.
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Huang, Hung-Pin, and 黃鋐斌. "The Effects of Abusive Supervision on Subordinates'' Stress and Burnout─ A Survey in the Service Squadron, ROC Air Force Command." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/tbpmv4.
Full textAbstract:
碩士銘傳大學
企業管理學系碩士在職專班
102
Proper supervision and management in the armed forces is an art. The key is superior’s experience and learning motivates; however, this is not a simple issue. In the recent years, the ROC Ministry of National Defense (MND) focuses on the military reform, the recruiting policy, and the welfare. By all those efforts, the MND wishes more talented people could join the military, stay longer and strengthen the national hard power. Last year (2013), the ROC Army suffered the incident of soldier’s death. The incident gives us a great lesson. The superior‘s management should be fully transparent, humane, and issued by the code of conduct. Therefore, the way of supervisions gradually becomes a significant issue. This thesis intends to find the result as following：(1)Burnout dimensions of "emotional exhaustion" in the service squadron；(2)The positive correlation between Improper supervision and pressure；(3)The positive correlation between stress and burnout；(4)The positive correlation between improper supervision and burnout；(5)Subordinate’s stress has a significant mediating effect. In this thesis, 250 questionnaires were distributed and all of them are valid. The data is analyzed by The SPSS. This thesis found the following results：(1)Establish the communication channels and reverse stereotypes；(2)Control personal emotions, create a harmonious atmosphere；(3)Develop self-coping skills；(4)Create the solid leave system and sports atmosphere；(5)Strengthen the leadership and diminish the potential problems；(6)Smooth communication channels to ensure that subordinates interests；(7)Develop professional knowledge, solve problems effectively.
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Wen, Huang Bing, and 黃炳文. "An Empirical Study on the "Marketing Strategies and Customer Relationship " for Impacts to Organizational Performance in Second Air Force Logistics Area command." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/57657114425637740800.
Full textAbstract:
碩士大葉大學
人力資源暨公共關係學系碩士在職專班
93
Since the recession happened during the past years, the government is excepted to bemuch daring and resolute to propose the economic policy and indicate key developingindustries. To pro-act the challege of key items of 2008’s national developing key proposal,the Ministry of Economic Affairs drew up “Two Stars, Two Trillions” developing plan toclearly indicate the Taiwan’s conpentency, updated developing industrial policy, productivestrategies and actions. This plan will speed up the upgrading of Taiwan industries andreinforce the competitiveness of Taiwan. Two trillions are industries of semiconductor and photo display, and two stars are industries of digital content and biotechnology.In order to promote the international competitiveness of Taiwan industries, and to implement the vision of continuous management of enterprise, hereafter, the purposes of this study are raised as follows: 1. To research and experiment that the marketing strategies. will influence the customer relationship management. 2. To research and experiment that the marketing strategies will influence the organizational performance. 3. To research and experiment that the customer relationship management..will influence the organizational performance. 4. To research and experiment that the relationships between organizational performance and marketing strategy, customer relationship management. This study Utilizing SPSS10.1, the means, factor analysis,cluster analysis, ANOVA, MANOVA, regression, Pearson statistics were conducted. The empirical results are listed below: 1. The the marketing strategies significantly influences the customer relationship management.The more the implements of the marketing strategies is emphasized, the more the performance of the customer relationship management is better. 2. The marketing strategies significantly influences the the organizational performanc. The more the operations of the marketing strategy is seriously concerned, the more the performance of the organizational performanc is better. 3. The customer relationship management significantly influences the organizational performance.The more the operations of the customer relationship management is emphasized, the more the assessment of the organizational performance is better. 4. There are positive relationships among marketing strategies, customer relationship management and organizational performance.Reserching the organizational performance, it should be adoptted and combined with marketing strategies and customer relationship management at the same time, then it could raise the organizational performance.
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Lin, Bo-Tsuen, and 林柏村. "The effects of work stress on turnover intention using organizational commitment as a mediator: An example of the 1st Air Force Logistics Command." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/bag8rf.
Full textAbstract:
碩士樹德科技大學
經營管理研究所
107
With the development of technology and economy, the warfare in the 21st century has evolved into a mode with information as its core. The relevant logistics emphasize speed management. The combination of the resources from private enterprises to simplify the procedures leads to inspections on restructuring and human resource arrangement of logistics organizations, and further drives the whole world to compete in innovating and transforming military affairs. The Taiwanese Armed Forces, in the midst of this changing context, keep engaged in organizational simplification and renovation. In accordance with the government’s administrative reform, the armed forces has been actively promoting downsizing since 1993. By 2019, the number has been downsized to 170 thousand, making organization members to devote more time and thus further affecting their future career development. Previous studies have shown that expected work stress might directly affect organization members’ organizational commitment, and further impact turnover intention. Commissioned and non-commissioned officers in the first Logistics Depot of Air Force were the participants of the study. A questionnaire survey was adopted to examine their work stress, specifically focusing on whether uncertainty and anxiety as the result of increased work stress in the course of organizational change, affected turnover intention. With purposive sampling, 100 questionnaires and 250 questionnaires were respectively distributed to commissioned officers and non-commissioned officers. Valid questionnaires were analyzed to validate the relationship among grassroots cadres’ work stress, organizational commitment, and turnover intention after the organizational change.
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Chien, Yi-ling, and 錢怡玲. "A STUDY FOR BALANCED SCORECARD APPLIED TO PERFORMANCE MAMAGEMENT OF CONTRCAT ADMINISTRATIVE UNIT--A CASE STUDY OF THE 1th AIR FORCE AREA LOGISTIC COMMAND." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/91232331920715031196.
Full textAbstract:
碩士南華大學
企業管理系管理科學碩博士班
97
In recent years, the military forces applies the U.S. Air Forces experience to not only promote the strategic business concepts for military secrecy, and to solve the decreasing budget year by year but also to reduce staff to streamline the dual pressures; However, the implementation of the military units from the contract management unit into compliance, we must use effective methods of management the existing resources and the environment, improve organizational effectiveness and efficiency to reach a goal successfully. In this study, the audit unit of the 2nd Air Force Area Logistic Command GOCO (Government Owned, Contract Operated) contract management unit for case studies, the research method uses the internal discussions to construct balanced scorecard card four Prototype dimensions of Strategic Objective, Performance Indicator and action program. And then using interviews to measure the higher level policy guidance on performance management unit performance requirements, and the users (customers) to look forward to meet the mission needs into the various dimensions, making higher-level policy guidance unit and the use of force for the performance management unit of measure target and action plan be able to express their position on the priority of concern, as a performance management unit of governance and resource allocation priorities of reference.
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Yuan, Yi, and 袁禕. "Research on the Job Morale Comparison of Voluntary and Obligatory Soldier in the Military－An Example of Service Squadron of the Air Force Command Headquarters." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/hrvd84.
Full textAbstract:
碩士中原大學
企業管理研究所
105
The empirical analysis of this study on the relationship between volunteer service and compulsory service soldiers “Personality Traits”, “Work Pressure”, “Guanxi”, “Job Accomplishment”, “Job Satisfaction”, and “Work Moral”. Military volunteer soldiers and compulsory service soldiers of the Air Force command service squadron were selected as subject a total of two hundred questions, with twenty-five deducted invalid questions, and one hundred seventy-five valid questions. The effectiveness of the job moral are proven by the analysis study results can provide the related examples of their military reference and to boost soldiers work moral contribution for the country. Research results shows: 1. Volunteer soldiers and compulsory soldier had no significant differences in their job moral. 2. Positive effects are found on soldiers characteristic with their job accomplishment, job satisfaction, and job moral.
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Tai, Cheng-Chih, and 邰承志. "The Research on Working Pressure of the Employeessurvived After Privatization of the National Armories -take the X Air Force Logistics Area Command as an example." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/34039714843386895192.
Full textAbstract:
碩士立德管理學院
應用資訊研究所
95
Under the policy of government to privatize the state-owned organizations, the military also privatizes the units with low economic benefits and non-cored capacity. With the impetus of plans, the air force airplane-maintenance facilities will be gradually released to the market. After recruiting the business in 2005, the X logistics area command was given over officially to Aerospace Industrial Development Corporation and Air Asia Company Limited in November 2005. It was the first air force facility to become state-owned privatized, by then, air force’s sixty-year-long history of maintenance had entered a new episode. After this transition, hundreds of employees will stay in the privatized companies and the military personnel will still have military status. However the working environment and the training background between the military personnel and the civilian are completely different. The issues of management system, salary, promotion, and returning to the military will also create working pressures. The staying personnel will be the important manpower in the privatized organizations and they will be playing important roles in the development of the organizations and production achievement. Therefore, it is worthy to research on discussing the working pressure of the staying personnel of privatized national armories. This research uses statistics software SPSS for Windows version 10.0 to analyze data. The ways to analysis including describing statistic analysis, Pearson related analysis, regression analysis and 1-way analysis of variance. The research is mainly discussing on: 1. The difference of the personal background to the pressure source. (1) The research on the staying personnel who think the pressure source is coming from the working materialized environment. iv (2) The research on the staying personnel who think the pressure source is coming from the workload. (3) The research on the staying personnel who think the pressure source is coming from the management representation after privatized. (4) The research on the staying personnel who think the pressure source is coming from the vagueness of roles. (5) The research on the staying personnel who think the pressure source is coming from the conflict of roles. (6) The research on the staying personnel who think the pressure source is from the personal development. 2. The research on comparing “the personal various opinions” to “the working pressure sources”. 3. The relationship between “the working pressure sources” and “the reaction of working pressure”. Do operating behavior, conflict of roles and vagueness of roles influence “working pressure reaction”? 4. The research on comparing the affect of “working pressure reaction” to type A and type B characteristic. 5. The research on comparing the working pressure to the Locus of Control. According to the research, if we can provide relative advice to staying personnel and privatizing companies, the privatizing companies can also improve the quality of working environment to eliminate the adverse factors.
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Lu, Chien-Yeh, and 呂建業. "Study of Associations between Transformational Leadership Behavior and Subordinate Job Satisfaction- Air Force Logistic Command Leaderships subjected to research with subordinate organizational commitment as intermediary factor." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/mfq8ch.
Full textAbstract:
碩士樹德科技大學
經營管理研究所
107
The purpose of this study was to explore the Republic of China Air Force logistician in related cognitive situation of transformational leadership,job satisfaction and organizational commitment. The scope of the study and the sampling method are selected to be logistics personnel (Officer and NCO) in Logistic Command (First Logistic Command and Third Logistic Command ), questionnaire subject to transformational leadership, organizational commitment and job satisfaction was used to exploring whether people will change job satisfaction due to changes in leadership style and organizational commitment; with organizational commitment as mediator variable, accessing methods by reliability analysis、description analysis、relation analysis、aspects collinearity analysis, it can be found the derived results as follows: 1. Air Force Logistic Command leadership has a positive and significant impact on the commitment of his subordinate organizations using the transformational leadership. 2. Subordinates in Air Force Logistic Command have a positive impact on organizational satisfaction with their job satisfaction. 3. Utilization of transformational leadership in Air Force Logistic Command leadership has a positive impact on their subordinate job satisfaction. 4. with organizational commitment as mediator for subordinate Air Force Logistic Command, enhance transformational leadership behavior have a positive impact on job satisfaction. The research concluded in subject to transformational leadership, subordinate job satisfaction has significant influences to its organization, so additional contribution by subordinate to its organization and improved work efficiency are resulted in increased job satisfaction.
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Chang, Hsiao-Tsan, and 張筱簪. "Study on the Influence of ROC Air Force Third Logistic Command Staff''s Work Stress on Job Satisfaction-with Organizational Commitment as the effect of intermediary and interference." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/8rp2u9.
Full textAbstract:
碩士樹德科技大學
經營管理研究所
107
Republic Of China Ministry of National Defense under policy of decreasing defense budget ratio to overall ROC government budget and as comply with administrative innovation. Progressive military downsize and organization reform has start since 1993. By end of 2019, the overall military is expected to down to 170,000. Under the drastic reduction of the national army posts, the workload of the organization members and increased work hours are expected accordingly. Result in direct impact to further career development of organization member in increased work stress. Understanding through past research and literatures, the positive influences to job satisfaction can be made by establishment and change of organizational commitment. Such as commitment of establish personal focus on the organization and identity, and explore the association between organizational commitment and job satisfaction and impact of work stress to organization member. Research conclusions are: 1. Work stress has a negative impact on job satisfaction. 2. Organizational commitment has a positive impact on job satisfaction. 3. Work stress has a negative impact on organizational commitment. 4. Organizational commitment has a mediating effect on work stress and job satisfaction. 5. Work stress has a positive impact on job satisfaction through the intervening effects of organizational commitment.
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alan and 王孝遠. "Effects of Organization Culture,Understanding and Attitude Differences Expected in the 2nd Air Force Logistic Command, Republic of China, due to the Proposed Integration from Military to Civil Operations." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/82585629339481524948.
Full textAbstract:
碩士大葉大學
國際企業管理學系碩士在職專班
93
ABSTRACT Any enterprise should have been fully careful planed and assessed before carrying on an organizational convert by a large margin, let along, the style of the national defense undertaking body for a long time is conservative, it is heavy and complicated for the organization, regarding finishing the task as the work and leading. The military factors have to find out a proper way for transferring In order to save government's budget expenditure, promote their competition while the time they are facing the change of internal and external operating environment as well as complying with national defence logistical system of countries in the world. Fortunately, on January 29, the 89th year of the Republic of China, both of The National Defense Law of National Defense and The Rules of Organization of National Defense issued by the President of ROC resulted in The State-run Privatization of Army's Factory obtained the source basis of the law eventually. The subjective for the present study is to research that will the organization culture, understanding of changes caused by privatization, and attitudes toward changes caused by privatization etc. create significant influence to who got promises from the organization, as well as research the connecting and dependence among the literary interfaces with the case of State-run Privatization of Army's Factory of the 2nd Air Force Logistic Command, Republic of China as the research object. Of which 280 were valid, the investigation were carried on distributing of 320 questionnaires to the subjects then collected data were analyzed with such as correlation analysis, regression analysis, route, analysis of variance, T assay analysis etc. statistic analysis methods. Results of the research is as follow: 1. Organization culture has had a significant impact on organizational commitment. 2. Organization culture hasn’t had much of an impact on the understanding of changes caused by privatization. 3. The understanding of changes caused by privatization has had a significant impact on the attitudes toward changes caused by privatization. 4. Organization culture hasn’t had much of an impact on the attitudes toward changes caused by privatization. 5. The attitudes toward changes caused by privatization have had a significant impact on organizational commitment. 6. There is causality for Organization culture, the understanding of changes caused by privatization; privatization improves the attitude, the attitudes toward changes caused by privatization, organizational commitment. Keyword: State-run privatization of army's factory, organization culture, the understanding of changes caused by privatization, the attitudes toward changes caused by privatization, organizational
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Liao, Chih-Yuan, and 廖志遠. "A Study of Relationship among the Commands’ Leadership Style and Organizational Change on Constructing Learning Organization, Promoting Organizational Commitment and Improving Work Behavior in 1th Air Force Area Logistic Command." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/vgk692.
Full textAbstract:
碩士長榮大學
經營管理研究所
95
Abstract “The military is mainly for the fights and the fights are chiefly for the victory”.The Gulf War changes the operation thought entirely. The measure of fighting ability is transferred from quantity to quality. Through simplifying and transforming, modern fighting forces can be built. Do the military units have motive power to transform?With the changes and adjustments in national defense system, do members on department layers with environmental cognition change their organizational promise attitude and working behavior？ This is the main subject in this research. The Ministry of National Defense(MND) organizes the policy in order to implement government''s Learning Organization, improve military officer quality, cooperate with the Ministry of Education’s “the learning society promotion” , and plan to build a career learning environment. Thus, this can enhance leaders’ knowledge capability. For many years, the Armed Forces have promoted learning organizations. Did the results and the management policy meet the personal and organizational needs? Did the personal growth help the organization? And this is another subject that this study focuses on. Adopting questionnaire investigation, this study applies SPSS & AMOS programs as the analysis tools, and uses factor analysis, reliability analysis, descriptive statistics, T test, One-Way analysis of variance (One-Way ANOVA), correlation analysis, block regression analysis, cluster analysis, and SEM analysis for sampling. The purpose of this paper is to study and show the relationship between leadership style and organizational transfer construction Learning organization, and promoting organizational commitment and improving work behavior in military organizations. Taking the Air Force 1st Logistics Command as a sample, the research instrument of choice is a well-structured questionnaire distributed to 450 persons. The final sample’s size is 250; therefore, the rate of return for the questionnaire is 55%. The study assumption includes five parts: (1) the difference of individual characteristics in all variables, (2) the correlations among variables, (3) the difference of variables from cluster to cluster, (4) the mediating effects between variables, and (5) the proof of theory models. This study presents the following major findings: 1.There are strongly significant positive correlations among transformation, transactional and paternalistic leadership on constructing learning organization, promoting organizational commitment and improving work behavior in military organizations. 2.There are strongly significant positive correlations among organizational transfer on constructing learning organization, promoting organizational commitment and improving work behavior in military organizations. 3.There are positive and strongly significant correlations among constructing learning organization on promoting organizational commitment and improving work behavior in military organizations. 4.There are mediating effects in the relationship Transformation, transaction, paternalistic leadership and learning organization to organizational transferring, in the learning organization and organization committing to work behavior. 5.Constructing leadership style (organization transfer), learning organization, organizational commitment, work behavior is two obvious path models. Based on the above, this study offers some suggestions to the military organizations, the military workers and the future researchers.. Keywords: Leadership Style, Organizational Change, Learning Organization, Organizational Commitment, Work Behavior.
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Huang, De-Ming, and 黃德明. "The Related Study Between Cognition of Equity and Work Attitude of Performance Appraisal System in Military -A Case Study of Air Force Command Headquarters in Ministry of National Defense R.O.C." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/48114389755306087166.
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Gomes, Junior Nodgi Goyana. "Determinantes do risco de crédito e a avaliação das agências de rating : estudo de caso do Fundo Aeronáutico." Master's thesis, 2014. http://hdl.handle.net/1822/30628.
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Dissertação de mestrado em Economia Monetária, Bancária e FinanceiraA pesquisa tem como objetivo central analisar o risco de crédito que o Fundo Aeronáutico fica exposto ao utilizar exclusivamente a avaliação das agências de rating para definir suas aplicações financeiras. Deste, derivam-se dois objetivos específicos: analisar a relação entre indicadores encontrados na literatura e a atribuição de rating das agências; e analisar a relação entre os ratings atribuídos pelas agências e a classificação estabelecida pela Resolução n° 2.682/99, publicada pelo Banco Central do Brasil. Trata-se de um estudo de caso, com perfil empírico-analítico. Os resultados revelaram que existe relação entre os indicadores contábeis (ou rácios) de Assaff Neto (2012) e Marques et al. (2008) e os ratings atribuídos pelas agências, bem como foi identificada relação entre as classificações do Banco Central do Brasil (Resolução 2.682/99) e os ratings da Fitch. A pesquisa atingiu seu objetivo geral por ter sido constatado que o risco de crédito - relacionado ao fato de o Fundo Aeronáutico utilizar exclusivamente a avaliação das agências de rating na definição de suas aplicações financeiras - advém da assimetria de informação, decorrente da ausência dos dados que levaram as agências a atribuírem seus ratings, bem como da não utilização de outras ferramentas de análise financeira que auxiliem no acompanhamento da gestão dos bancos. O Comando da Aeronáutica, ao se utilizar dos resultados desta pesquisa para definir as aplicações do Fundo Aeronáutico, conseguirá acompanhar melhor a gestão dos bancos, ao identificar rácios com maior afinidade entre os significativamente correlacionados e os parâmetros utilizados para atribuição dos ratings das agências. Adicionalmente, os resultados deste estudo não se restringem ao contexto do Fundo Aeronáutico, podem ser aplicados por quaisquer gestores de recursos públicos ou privados, que busquem aferir se a atribuição de rating das agências é condizente com o desempenho da instituição bancária.
The research has the core objective analyze the credit risk that the Aeronautical Fund is exposed to exclusively use assessments from rating agencies to define their financial investments. From this, derive two specific objectives: to analyze the relationship between indicators found in the literature and the rating agencies; and analyze the relationship between the ratings assigned by the agencies and the classification established by Resolution No. 2682/99, published by the Central Bank of Brazil. This is a case study with empirical-analytical profile. The results revealed that there is a relationship between financial indicators (or ratios) of Assaff Neto (2012) and Marques et al. (2008) and the ratings assigned by the agencies and was identified relationship between the classifications of the Central Bank of Brazil (Resolution 2682/99) and the ratings of Fitch. The study achieved its main objective by having been found that the credit risk - related to the fact the Aeronautical Fund exclusively use assessments of rating agencies in defining their financial investments - stems from information asymmetry, due to the absence of data led the agencies to allocate their ratings and not use the other tools of financial analysis to assist in monitoring the management of the banks. The Air Force Command, when using the results of this research to define the applications of Aeronautical Fund, will better monitor the management of banks to identify ratios with higher affinity and significantly correlated among the parameters used for assigning the ratings agencies. Additionally, the results of this study are not restricted to the context of the Aeronautical Fund, can be applied by managers of any public or private funds, which seek to assess whether the rating agencies is consistent with the performance of the bank.