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1
Bannerman, Sheila J., and University of Lethbridge Faculty of Arts and Science. "Manliness and the English soldier in the Anglo-Boer War 1899-1902 : the more things change, the more they stay the same." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Arts and Science, 2005, 2005. http://hdl.handle.net/10133/240.
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This thesis uses the Victorian ideology of chivalric manlines to explain the class-oriented army hierarchy developed by volunteer soldiers from northern England during the Anglo-Boer War of 1899-1902. Newspaper reports, advertising, and popular fiction reveal a public mythology of imperial manliness and neo-chivalric ideals that was transferred onto civilian volunteers, creating an ideal warrior that satisfied a thirst for honour. This mythology created a world view in which northern communities, once supporters of the burgeoning peace movement, became committed supporters of parochial units of volunteer soldiers that fought in the newly expanded army. Soldiers' letters and diaries reveal that ingrained ideals of manliness and chivalry led to class-differentiated hierarchies within the army that mirrored those in civilian life. Contrary to the conclusions of some current historians, the Regular soldier remained in his traditional place at the bottom of the army structure, so that "the more things change, the more they remain the same."vi, 138 leaves ; 29 cm.
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Hatch, Vicky Ann. "A study of how letters to the editor published in The Stars and Stripes newspaper between March 1, 1918, and November 15, 1918, reflected the morale of the troops during World War I." Laramie, Wyo. : University of Wyoming, 2009. http://proquest.umi.com/pqdweb?did=1939512051&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.
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Tao, Jr-Yuan, and 陶智遠. "Military Benefits’ Impacts on Soldiers’ Intention to Stay." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/01923292489064976278.
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碩士國防大學政治作戰學院
社會工作碩士班
103
Ministry of National Defense is losing a considerable amount of human resources during the recent transformation of recruiting strategy. How to retain talent soldiers and maintain strength of military become crucial issues facing by the Department of Defense. This research examine the impact of welfare benefits upon the soldiers’ decisions to stay or leave. Totally 500 soldiers were questionnaired with 490 returns and 449 valid copies between later 2014 and early 2015. The major findings of this research are as followings : (1) Welfare benefits are indeed influential on the soldiers’ intentions to stay or leave; (2) Among various types of welfare benefit, “welfare service” is the most influential on personal decision of staying in the military; (3) Senior soldiers are more familiar with welfare benefits; (4) Female soldiers show more likely to stay on post; (5) Married soldiers are more familiar with welfare benefits and show more likely to stay on post; (6) Branch “MP” soldiers are the most familiar with welfare benefit, however, at the same time, are the least intention to stay; (7) Solders serving over ten years are more familiar with welfare benefits, and solders serving less than three years are less familiar with. On the intention to stay, solders serving between four and six years are the highest, and the soldiers serving less than three years are the least; (8) Battle units have less intention to stay than battle supporting units; (9) Soldiers with higher education have less familiar with welfare benefits and also less intension to stay.
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TSAO, CHIH-YU, and 曹致宇. "Willingness of the Kaohsiung-Pingtung area airbase duty soldiers to stay." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/88871599072934755909.
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碩士樹德科技大學
經營管理研究所
103
In recruiting volunteer military personnel is not easy, nor effective military organization States troops to leave useful, this phenomenon is caused by the grass-roots forces in addition to the lack of personnel and technical fault, this will make the military''s combat power greatly reduced, so the purpose of this study , that is how to reduce the retirees who left the camp and increasing willingness to make our military strength can be maintained. This study adopted questionnaire to leadership styles and organizational justice as Facets of, and to the officers and men AFB service of the research object, the Air Force volunteer military ground staff from different backgrounds under the influence of different leadership styles and organizational justice , remain willingness to have an impact on whether the officers and men. After recovery and analysis of a sample survey of the recovery was 84.5%, the overall reliability of the questionnaire Cronbach''s α value of 0.95, well below the standard, the willingness to leave the camp Analysis: reluctant respondents to the camp of 143 people remain willing to stay only camp 26 people, further research subject''s willingness to consider leaving the camp to organize fair> leadership skills> pay and benefits; and regression analysis showed that, "organizational justice", "the main official leadership style" to "leave the camp wishes" are significant related. Military organization if only reimbursing increase welfare, not pay attention to the grass-roots human load, assign tasks unit, officers of leadership attitude problem, for human development in the military will not be improved, only face the problem of fundamentals in order to effectively sophisticated military manpower policy.
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CHEN, YUEH-FANG, and 陳月芳. "In Maslow's Theory to Explore the Willingness to Stay Camp of Army Volunteer Military Soldier." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/09437364521823958872.
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碩士崑山科技大學
企業管理研究所
104
In response to the Department of Defense National Defense Strategy of demand, Social sentiments, the development of high-tech warfare and enemy situation. The moment is the full military service by the military regime "levied and recruited in parallel". Transformed into a full "Full recruiting" military service system, the total military posts cut to 215,000. To become "less quality,fine, strong war" of the modern professional army. During the transition period of military service system, many volunteer military officer, commissioned officers, soldiers after the minimum service time expires. Because of the organizational culture, change, operating characteristics and pressure compensation and benefits and other factors to select retired, resulting in the loss of professional human. In the situation of frequent transfer of staff will result in limited defense budget, was to inject a lot of resources and training costs. Even more direct impact on the military to maintain combat power difficulties. Therefore, Maslow's theory of the will of the military camps remain volunteer military soldiers depth discussion to analysis volunteer military soldiers and commissioned officers to serve to stay in the camp factor is the important subject of this study. In this study, volunteer soldiers of logistics units and character transfer service commissioned officers to investigate the research object. Maslow's theory analysis willingness to stay camp of army volunteer military soldiers is subject to compensation and benefits, professional identity and job characteristics, style of leadership cadres relationships, career planning and external factors and job satisfaction and other factors. During the transformation, most volunteer military soldiers have served their time to choose retired. Causes the brain drain, thereby affecting the military grassroots units to maintain combat power. Therefore, this study aims to explore how to effectively improve volunteer military soldiers left the camp wishes. It will be an important factor in the successful transformation of the military system of military service.
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Lin, Yu-Kang, and 林榆康. "Disscussion on Intent to Stay for Soldier of Voluntter :An Example of Lan Yang Army Headquarters." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/33553535397544023138.
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碩士華梵大學
工業工程與經營資訊學系碩士班
99
In line with the military implementation of the "recruiting implementation of the system"and "sophisticated system of non-commissioned officers". In this study, literature review and the areas for Lujun Lan Yang Zhihui Bu NCO, soldier implementation questionnaire study focused on the following: Military Academy, the soldiers in work attitude, willingness to stay in camp to work satisfaction, job stress, working conditions, career development planning in four dimensions, analysis of how to retain quality talent, improve the military's combat capabilities. According to the results of this study, was caused by the following conclusions: 1 stay in the camp factor, generally in ¬ physiological theory of Maslow's hierarchy, security level considerations, to work in stable, promotion system is fair, job security and employee benefits system, etc., while the increasing emphasis on career choice career development plan. 2 Most of the soldiers that the military life both dull and boring work environment, and professional soldiers work to maintain a wait and see attitude. 3 Most soldiers do not understand career planning, and most of the soldiers, the military expertise is not in line with civil expertise, and can apply their knowledge. Keywords: Job satisfaction, wish service soldier, career planning, factor analysis.
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wei, yang chun, and 楊均煒. "Volunteer Soldiers’ Intention to Stay in Army: Predicted by Job Characteristics and Organizational Commitment." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/86379671028766510190.
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碩士國防大學政治作戰學院
社會工作碩士班
98
This study intends to study volunteer soldiers’ intention to stay in army. Two independent variables, job characteristics and organizational commitment, are used to predict volunteer soldiers’ decisions to stay in army. Totally 356 valid samples of volunteer soldiers in the division of communication and information technology are surveyed by questionnaire between Dec. 2009 and Jan. 2010. The results show that most demographic variables do not have any impact on the decisions to stay in army. Both job characteristics and organizational commitment have strong predicting power on the decisions to leave or to stay in army. More detailed analyses are provided by looking further into various dimensions of two independent variables to identify particular source of impact on turnover decision.
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Juan, Yi-Fen, and 阮怡芬. "The Study of Relationship between Competency , Selection , Work performance and intent to stay : Study of ROC Volunteer Soldier." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/39kngb.
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碩士東吳大學
企業管理學系
101
With the volunteer soldiers of the National Armed Forces as the subjects, this study aims to investigate the relationships among their competency, selection, work performance, and intention to stay. Through literature review, research framework, proposed research hypothesis, data analysis of questionnaire survey, and Structural Equation Modeling (SEM), this study evidences the relationships among the dimensions. The model has good fitness and valid interpretation. Reliability and validity of inventory analysis achieve favorable standard. This study reveals the results of the relationships among volunteer soldiers’ competency, selection , work performance, and intention to stay as the following: Competency positively influences selection. Selection positively influences work performance. Selection positively influences intention to stay. Through selection, competency influences work performance. Through selection, competency influences intention to stay.
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Lin, Young-Tai, and 林永泰. "A Survey on the Volunteer Soldiers’ Human Resource and Willingness to Stay in the Camp." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/87246884515998675399.
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碩士開南大學
商學院碩士在職專班
101
A Survey on the Volunteer Soldiers’ Human Resource and Willingness to Stay in the Camp Abstract This study aims to explore the volunteer soldiers’ human resource and willingness to stay in the camp through literature review related to human resource and job satisfaction. It takes the method of questionnaire to investigate the volunteer enlisted soldiers and commissioned officers who transferred from volunteer enlisted soldiers in June, 2011. In addition, based on the returned questionnaire data, it studies and analyzes their human resource (such as recruitment, education training and appointment), job satisfaction, willingness to stay in the camp, main factors of influencing the transfer of military service and willingness to stay in the camp and understanding of Streamlined Approach of Officers and Noncommissioned Officers of the Armed Forces with the methods of descriptive statistics, T-test, one-way ANOVA and logistic analysis as the reference of Taiwan military resource policy to promote mercenary system. The results and suggestions of this study are listed as follows: The results of this study are: First, the publicity material affairs of recruitments are not in line with that after entering in the camp; Second, the male volunteer soldiers show the worst job satisfaction; Third, 68 percent of the volunteer soldiers are not willing to stay in the camp; Forth, job satisfaction and recruitment publicity have an influence on the willingness to stay in the camp; Fifth, "job stability in the camp" ranks the highest proportion in the factors of willing to transfer or stay in the camp; Sixth, "can’t commute every day" ranks the highest proportion in the factors of unwilling to transfer and stay in the camp; Seventh, nearly 10 percent of the volunteer soldiers have no idea about Streamlined Approach of Officers and Noncommissioned Officers of the Armed Forces; Eighth, the suitable service duration of rotating the outlying islands is 1 year; Ninth, about 77 percent of the volunteer soldiers are willing to develop versatility; Tenth, make a pre-judgment willingness through model construction. The suggestions of this study are: First, implement the publicity of recruitment and avoid expectation gap after entering the camp; Second, take "job stability in the camp" as the incentive to attract excellent talents; Third, military units take priority in resource distribution and improve their job satisfaction; Forth, Stipulate unit rotation mechanism to improve the willingness to stay in the camp; Fifth, adjust the length of service offshore islands to improve the morale of troops; Sixth, cultivate versatile talents to improve the replacement effect. Key Words: Volunteer Soldier, Human Resource, Job Satisfaction, Willingness to Stay in the Camp.
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Wu, Ying-yuan, and 吳應元. "THE FACTORS AFFECTING THE WILLINGNESS TO STAY IN CAMP -VOLUNTEER SOLDIERS IN MILITARY POLICE AS EXAMPLE." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/74h55s.
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碩士大同大學
事業經營學系(所)
104
Military police, as the enforcement force of military law and jurisdiction, have a different status from the general army, navy and air forces. It is more difficult in nursing the military police soldiers than in nursing other armed services. Also, the work of the military police is arduous. Coupled with a substantial increase in the level of social life, the established military incentive mechanism is gradually weakened, and hence the willingness to extend service duration for the volunteer soldiers in military police is decrease. Therefore, it is of great importance to enhance the willingness to stay in camp for the volunteer soldiers in military police. This study explores the factors affecting the willingness to stay in camp for the volunteer soldiers in military police. The factors such as economic factor, family factor, leadership and parenting style, freedom of life and career planning are the independent variables, while satisfaction is the mediating variable and the willingness to stay in camp is the dependent variable. The research subjects are the soldiers of military police and the empirical data are analyzed with structural equation modeling by using AMOS and SPSS software . The findings of this study are as follows: economic factor, leadership style, and freedom of life all have positive effects on satisfaction of the volunteer soldiers in military police. Besides, freedom of life and satisfaction of the volunteer soldiers have positive effects on the willingness to stay in camp. However, family factors do not have a positive effect on satisfaction of the volunteer soldiers. Furthermore, economic factor, family factors, and leadership style do not have effects on the willingness to stay in camp.
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YANG, RUEI-MIN, and 楊瑞民. "A Study on How to Use IMC Strategies to Improve Soldiers’ Willingness to Stay in the Military." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/q65phh.
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碩士明新科技大學
管理研究所碩士在職專班
106
The changing image of military troops, problems with internal policies, and difficulties in recruitment have made current soldiers’ willingness to stay in the military an important issue. The purpose of this research is to explore the effects of IMC strategies on soldiers’ willingness to extend their service in the military. After the analysis of related literature, this study conducted a focus group discussion consisting of a career soldier and petty officer on their opinions of IMC strategies on soldiers’ willingness to stay in the military. Results show that the main factors that influence soldiers’ willingness to stay include “positive work environment atmosphere" and "good benefits." Also, less than successful promotion has negatively affected current soldiers’ willingness to stay in the military. Additionally, the army doesn't take advantage of IMC strategies on such promotion. The use of IMC tools would increase the number of soldiers who would be willing to extend their service. Finally, this study suggests establishing an IMC structure with sufficient staffing in order to successfully convince the target audience.
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Tsai, Chen-Yeh, and 蔡辰業. "The Influence of Work Stress and Work Satisfaction on Intention to Stay with Volunteer Soldier for Taitung Command Department of the Army." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/83tqk3.
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碩士義守大學
工業管理學系
107
This research is adoped by American Psychologist Vroom’s , Scholar Cooper’s, Liman Lin’s,Shiwen chen’s research and integrated with author’s iders.Divided working pressare into two catagories:factors within the organization and factors outside of the organizations.Also working satisfactions can be categorized self satisfaction and environmental satisfication.The subject will be discussed in three different ways: working pressure ,working satisfication and willing of reenlist . Many topics will be discussed includes time spent in work,passion,leadership,impacts to family lifestyle ,family interaction,entertainment and health care.The subject will also be discussed with the achievement from work,harmony of the organization,working location,and salary.Inorder to make the research pratical and understand the current status of enlisted soldiers,the author will provide pratical advise to improve personnel operation.Also,will provide better methods to increase the rate of reenlistment for youth to develop in the troop in long-term. This research is conducted by the qualitative research through the depth interviews, to discussed the working pressure’s and working satifcation’s impacts toward the will of reenlistment ofsoldiers in Army Taitung Reginal command. Recent year , our national policy shift into recuruitment from conscription, compulsory duty soldicrs have retired from the troop in December 31, 2018 and replacement will be all volunteer recruits. Due to this, as the foundation of the troop, all volunteer recruitment has became indispensable, like the cornerstone of the pyramid. Which highlighted the importance of renlisting wills. Accord with the related study,articals of renlistiment,working pressure and working satisfication will be intergrated and discussed with formers’ researchs in order to conduct this research. Indicated by the research, the will of renlistiment and working pressure have a strong relationship with the leadership of the troops. If one’s leading style is more strict and stift,it could decrease soldiers’ will of renlistment.It indicates the negative relationship between.On the other hand, from the point of working satisfication,the higher paids,the living location and the specific career target provide the soldiers satisfication form work and motivate them continue to serve, Moreover,that will make them promoted as sergeant or even change their path to be an officer.and set an 20 years life-time allowance as their career goals. Above all, it shows the working satisfication has a positive relationship with thewill of renlistment.
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LIN, CHI-HSIANF, and 林吉祥. "The Impact of Job Satisfaction and Work-Family Conflict on Willingness to Stay for Voluntary Service Officers and Soldiers." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/42e6rf.
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碩士世新大學
資訊管理學研究所(含碩專班)
106
The Subject of This Search Is to Discuss the Armed Force Volunteer Soldier’s Job Satisfied and Cognition of Work-Family Conflict. This Study Will Adopt Questionnaire Survey, and Will Focus on The Soldier in The Army Ammunition Troop to Join the Survey: This Research Is Discussing a Predicament May Be Occurred When Armed Force Become Fully Volunteer Soldiers, And Hope to Understand the Reasons of Volunteers’ Resign by Observe the Aspect of Personality, Job Satisfaction, And the Cognition of Work-Family Conflict. As a Reference Material, This Study Will Help Our Armed Force Design New Policy of Military System and Complementary Measures. They Also Play an Important Role of Many Rescue Action When Natural Disasters Occurred (Such as Typhoon, Or Earth Quake…etc), How to Build a Friendly Environment and Keep the Qualified Personnel Will Be the First Priority Issue for The Armed Force. This Research Is Confer on The Affection of Job Satisfied and Work-Family Conflict as Factors to Retain in Troop Via a Survey of Volunteer Soldier. How to Build a Friendly Environment and Keep the Qualified Personnel Will Be the First Priority Issue for The Armed Force. This Research Is Confer on The Affection of Job Satisfied and Work-Family Conflict as Factors to Retain in Troop Via a Survey of Volunteer Soldier. This Study Reveals Job Satisfied and Work-Family Conflict Is Closely Related with The Willing of Retain in Troop or Resign from Troop.
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Liu, Pei-Wen, and 劉佩文. "A study on factors influencing the willingness of volunteer soldiers from the Marine Corps to stay as service volunteers." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/31454184324692913511.
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碩士銘傳大學
企業管理學系碩士在職專班
103
In response to changes in the needs of national defense and social structures, the National Army of the R.O.C. abandons the mixed system where the conscription system and the voluntary system coexist and adopts the mercenary system, in hope that a highly specialized and modernized army characterized by Low Volume, High Quality, and Strong Fighting Power can be built. However, since the military recruitment policy was changed, though effects from recruitment of military staff have been discerned, owing to psychological gaps, volunteer soldiers began to think about leaving the army while serving the military. The low rate of staying in the military base cause the growth in manpower of service volunteers less than expected. This phenomenon is particularly obvious in tough troops such as the Marine Corps. It proves that the rate of staying in the military base among volunteer soldiers is indeed one of the critical factors that determine whether or not the conversion from the enlistment system to the mercenary system can succeed. This study aims to investigate the critical factors that influence the willingness of volunteer soldiers to stay in the military base from the supporting measures adopted by the National Army for the adoption of the mercenary system. Furthermore, this study probes into the existing literature and modern research to find out reasons why employees stay and leave an organization and investigates potential factors that influence the willingness of volunteer soldiers from the Marine Corps to stay as service volunteers. This study adopts qualitative research on volunteer soldiers in Mercenary Recruitment Test Regiment of the Northern Marine Brigade and uses their job attributes such as battling, logistics and administration as well as genders to divide the soldiers into several study groups. A total of 7 volunteer soldiers are interviewed to investigate the critical factors that influence their willingness to stay as service volunteers. The research results are set out as follows: 1. Chances to be promoted influence the willingness of volunteer soldiers to stay as service volunteers. 2. Compensation and Benefits influence the willingness of volunteer soldiers to stay as service volunteers. 3. Life quality influences the willingness of volunteer soldiers to stay as service volunteers. 4. Social support has less impact on the willingness of volunteer soldiers to stay as service volunteers. 5. Employee relations influence the willingness of volunteer soldiers to stay as service volunteers. 6. Future job opportunities outside the military base has less impact on the willingness of volunteer soldiers to stay as service volunteers. 7. Job satisfaction influences the willingness of volunteer soldiers to stay as service volunteers.
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Chen, Hsin-Ho, and 陳信合. "Factors Affecting Willingness to Stay in Army for Voluntary Soldiers –South of the Briage by Joint Information Operation of Command." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/a6ze5y.
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碩士國立屏東科技大學
高階經營管理碩士在職專班
104
In order to meet national demand and development of social economic situation, Ministry of Defense implements the reform of military service system. Both conscription and recruiting system has gradually transformed to recruiting only system. In addition to recruit more qualified and professional soldiers, it is important to remain volunteer soldiers to maintain the combat power. The purpose of the study is to examine the effects of volunteer soldiers’ work value, job satisfaction and welfare perception to their willingness to stay. A total of 309 volunteer soldiers and officers were surveyed and 308 valid questionnaires were acquired resulting a 99.67% of return rate. Descriptive statistics, t-test, ANOVA, correlation, and multiple regression analysis were used to analyze data. Results indicate that there were significant differences in work value, job satisfaction, and welfare perception for gender and years of working experience. Material rewards, promotion opportunities and welfare perception were found to be significant predictors to willingness to stay for volunteer soldiers. Limitations and future recommendations were discussed.
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LIN, TSAN-FENG, and 林粲峰. "The Relationships among Quality of Job Life, Organizational Trust and Intention to Stay: Example as Army Ammunition Depot Officers and Soldiers." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/2g22yq.
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碩士嶺東科技大學
企業管理系碩士班
107
In a high-tech era of global competition, human resource really determines the organizations’ performance in developing a competitive adventage, especially for Republic of China Armed Forces, which has more than 260,000 people. “People” is the key factor when organizations are building power. In industries that depend more on professional knowledge and skills, organizations have to take employee benefits seriously because employees are the most valuable assets of organizations. This study discusses employee retention from employee’s perception of quality of working life. In this study, the organization’s identity is set as the mediator; we observe how employee trust affects of employee retention. This study takes army logistics Ammunition Depot Officers and soldiersas research object. Questionnaires are used to collect datas in this study and 519 questionnaires are collected. By using SPSS 21.0 as a data analysis tool, and the sample data obtained with the hierarchical regression analysis to test the hypothesis of this study, results of this study show that: 1) There is a significant positive correlation between quality of working life and employee retention. 2) There is a significant positive correlation between quality of working life and employee trust. 3) There is a significant positive correlation between employee trust and employee retention. 4) There is partial mediation effect of emloyee trust on quality of working life and employee retention. 5) There is an interverence effect of organization identity on qualtity of working life and organization retention. Recommendations are made based on the survey results and conclusions for practical application.
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TANG, CHANG, and 唐莊. "The influences of the benevolent leadership, salary and welfare, and organizational commitments on the willingness of soldier's voluntary stay." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/3wvhes.
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碩士國立高雄應用科技大學
企業管理系碩士在職專班
106
In recent years, the ROC military has gone through “Gin Zine”, “Gin Shi” and “Gin Che”, three steps’ layoff. Furthermore, ROC soon will take full voluntary enlistment policy, but now under the poor result of recruiting,it is a critical issue that we need to investigate how to keep professional elites, and maintain enough “quality” and “quantity” manpower in military.Therefore,this research intends to investigate the relationships among benevolent leadership, salary and welfare, soldiers’ commitments to the military, and their to voluntary stay after finishing service contracts. Recent studies about enlisted soldiers’ willingness to stay often used organizational culture, salary, job satisfaction,external environment, MND’ s policy, and career planning as independent variables, there is no study employing “benevolent leadership” (individual care,sympathy and tolerance )as a major independent variable. Recent years, our military has requested each level of commanders having the ability to “know officers and soldiers”, and implied rational leading repeatedly. As a result, it is a very important issue to study how the benevolent leadership impacts the willingness of voluntary stay. The study employed a survey approach and totally collected 302 valid questionnaires, and used SmartPLS to analyze the data. The results showed that (1) the merciful leadership (individual care)of direct commander has a positive relationship with the persistent commitment of volunteer officers and soldiers; (2) the kind leadership of direct commands (pardoning tolerance) for has a positive relationship with the emotional commitment of officers and soldiers；(3) The direct governor's kindness leadership (considered and tolerant) has a positive relationship with the normative commitment of the volunteer officers and soldiers; (4) The military pay and welfare (salary) has a positive relationship with the continued commitment to the volunteer officers and soldiers. Relationships; (5) The military wages and benefits (welfare) has a positive relationship with the emotional commitment of volunteer officers and soldiers; (6) The salary and welfare (welfare) of the army has a positive relationship with the normative commitment of the officers and soldiers of the volunteers; (7) The sentimental commitment of the officers and soldiers of the volunteers has a positive relationship with the willingness of the PLA to stay in the camp; (8) The persistent commitment of the volunteer officers and soldiers has a positive relationship with the willingness of the National Army to retain camp; (9) The normative commitment of the officers and soldiers of the volunteers has a positive relationship with the willingness of the National Army to retain camp.
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TSAI, HUI-TING, and 蔡慧婷. "Personality traits , wages and benefits , job satisfaction Study of willingness to stay and camp - Volunteer military soldiers in the Air Force Academy Case." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/893zuh.
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碩士高苑科技大學
經營管理研究所
104
Department of National Defence with tenacious defense and effective deterrence , in order to maintain regional balance in Asia for the purpose . Present defense policy Constructivism can rely tangible combat power , to show determination to defend and consolidate the spirit of invisible fighting force , Disaster Prevention and Relief strengthen and promote recruiting system and optimization soldiers to take care of seven items as the main mission objectives. In response Shijiechaoliu and consider available defense resources , the military continued commitment to reform , to strike a balance between military modernization and streamlining of troops , the establishment of " small but fine, small but powerful , small and clever " defense crack to each store should term challenges of national defense , and for the defense of human management is the most important resource , there is nothing to cover , was in his possession , in people with wealth . Therefore, we must first improve personnel management, various things before they can be properly managed. In recent years,the reform of military service by the military regime Impact , in response to the military defense policy adjustments toward the mating promote "Full mercenary " policy as well as organizational streamlining , etc. However, although the recruitment of sailors who volunteer labor to promote the effectiveness of obvious, but into training and retired personnel are not , to serve the people, the vacancy problem is already forming , causing faults on work experience with the business transfer , the response to get new weapons and equipment , military expertise and high-tech has urgent need of a longer length of civilian service manpower , in addition to the foundation the school students into colleges and universities to get more professional and highly qualified manpower outside of the guide , how to get the fighting force in the camp or to the volunteer military service soldiers can remain in service business is even more important in the direct recruitment . Therefore, this study Volunteer military soldier's personality traits , wages and benefits , job satisfaction factors to explore their willingness to leave the camp , and propose effective improvements for the verification results to improve the soldiers left Camp Volunteer military service wishes.
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LU, CHIA-CHI, and 盧佳其. "A Study on the Influence Factors of Voluntary Soldiers’ Willingness to Stay in Comps: A Case of S Unit of the Air Force." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/e4snwk.
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碩士中華大學
運輸科技與物流管理學系
106
In response to the adjustment of the national army organization, the government is fully committed to promoting the "full recruitment system" policy. In addition to recruie high-quality and high-oriented volunteer soldiers, volunteers who are serving in the camp can continue to stay in the camp, so it is more important. The personal background, job characteristics and job satisfaction of the soldiers in the service explore their willingness to stay, and put forward suggestions for improvement on the verification results and analysis, so that the national army can consider long-term use of human resources and force management and training.Waste resources and effectively increase the willingness of volunteers to stay in the camp.This study explores the personal background, job characteristics and job satisfaction of the National Army volunteers, and designs a questionnaire for the volunteers' willingness to stay in the camp. For the volunteers of the Air Force's active duty volunteers, a total of 118 questionnaires were issued.The effective questionnaires were 118, the recovery rate was 100%, and the independent sample t-test, single-factor variance analysis (ANOVA) and regression analysis were used for data analysis. The relevant research results found that: 1.The volunteers’willingness to stay in the survey I found that "in accordance with the conditions of transfer, I will consider the transfer to the non-commissioned officer" is higher. "When the soldiers are in service, I will want to continue to stay in the camp" is lower. Overall, the volunteers are eligible for the transfer. Instead, I want to transfer to the non-commissioned officers, but have a lower response to the willingness of the volunteers who continue to stay. 2.Volunteer soldiers in different household registration areas have significant differences in their willingness to stay. Among them, Yunjianan, Taozhumiao and Huadong have higher willingness to stay in the camp, and they are less willing to stay in the (outside) and Gaoping areas. 3.The different work characteristics of the face of job satisfaction face-to-face correlation analysis shows that the sense of job satisfaction of volunteer soldiers is significantly positively correlated with job satisfaction. 4.The characteristics of work and job satisfaction related to the willingness to stay in the analysis of the results show that the diversity of work characteristics, sense of accomplishment and autonomy are significantly positively related to the willingness to stay; job satisfaction salary, benefits, vacation Institutions, promotion systems, work environments, and leadership and interpersonal relationships are significantly positively correlated with the willingness to stay. Keywords (words): volunteer soldiers, willingness to stay, air force, job characteristics, job satisfaction
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HSU, CHIH-CHAO, and 許智超. "A Study on the Impact of Organizational Culture and Leadership Behavior on the Job Satisfaction and Willingness to Stay in Camp on Volunteer Soldiers." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/jkv577.
Full textAbstract:
碩士南華大學
企業管理學系非營利事業管理碩士班
105
Looking at the causes of the willingness to stay in the volunteers, it is often due to factors such as deviations in work values, low commitment to work, difficulties in getting along with peers, and the expectation gap toward the army force. All units of the military should ensure that the combat power, implement the training of the war, reduce the cost of education and training and human losses, and reserve talent to do teacher training, to avoid affecting the overall strength of the national army.The main purpose of this study is to understand how to make the volunteers in service camps to continue to stay in service, and to organize culture, leadership behavior and other imagery, to explore the volunteer soldiers to meet the job and the intention to stay, and for verify the results of effective improvements to improve the willingness to stay in volunteer service. In this paper, research methods adopting questionnaire survey, as the object of study is based on the volunteer personnel of the Army Flight Training Force. A total of 360 questionnaires were issued, invalid questionnaires for incomplete and regular responses , there are 288 valid questionnaires were received, recycling questionnaire efficiency is 90%。 After analysis, the following conclusions are summarized: 1. Demographic variables, the different marital status of the "supportive culture" feel the degree of significant differences; different ages for the "bureaucratic culture" are significantly different, and the age under 25 have the highest level of feeling over the issue of bureaucratic culture. Different "education" and rank have significant differences in retention intention. 2. Organizational culture has a significant positive impact on job satisfaction. 3. Organizational culture has a significant positive impact on retention intention. 4. Leadership behavior has a significant positive impact on job satisfaction. 5. Leadership behavior has a significant positive impact on retention intention. 6. Job satisfaction has a significant positive impact on retention intention. 7. Job satisfaction in the organizational culture and retention intention has a partial intermediary effect. 8. Job satisfaction in the leadership behavior and retention intention has some intermediary effect.
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Liu, Kang-Yung, and 劉官擁. "The Influence of Organizational Culture and Job Satisfaction on the Intention to Stay in Volunteer Soldiers - A Case Study of the Forces of Training and Training in a Southern Base." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6s69mn.
Full textAbstract:
碩士國立屏東科技大學
高階經營管理碩士在職專班
106
To deal with the issue of decreasing birth rate and the status of current warfare, the Taiwanese armed forces have executed all-volunteer military system. However, the rate of continuing military is not great as an expectation. Hence, we study the volunteer soldiers’ intention of continuing military career, and seek out suggestions for this. The object of this study is to understand whether the organizational culture and the job satisfaction will affect the intention of continuing military career. Then, giving personal opinions and suggestions based on the research results. In this study, we use the questionnaire survey method to analyze data. The total 331 surveys were sent out, and total 284 valid surveys had collected, the percentage of valid surveys was 85.8%. We, then, use the SPSS software to analyze the valid data, the result of this study is showing below： First, the differentiation of personal background, such as gender, age, education, marital statuses, years of working, job occupation, and more, did not make a significant difference between the organizational culture and job satisfaction. Second, based on the correlation analysis results between organizational culture, job satisfaction, and intention of continuing military career, there is the significant correlation among all three factors. Third, based on the analysis results, the soldiers’ intention of continuing military career is significantly affected by an organizational culture and job satisfaction. Based on the results of the study, There are 2 suggestions for the increasing of the intention of continuing military career for volunteers in army field forces are eliminating the gap of volunteer’s expectation to raise the intention of continuing military career, and carrying out the patriotic course in the elementary school and junior high school to encourage young man to serve in the army.
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CHENG, CHIA-JUNG, and 鄭家榮. "Study on the Job Satisfaction of Volunteer Officers and Soldiers Affecting the Willingness to Stay in the Camp: Taking the Service Forces in the Northern Region of the National Army as an Example." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/75hmdn.
Full textAbstract:
碩士國立臺北大學
企業管理學系
107
The service unit is attached to the high-ranking staff. Its mission characteristics and manpower requirements are different from those of the general combat troops. Although it is not a front-line combat force, it still has the value and necessity of its existence. The northern part of China is the location of all important military organs. The mission characteristics of the service personnel are to take the safety protection of the camp, serve as the chief of the heads of the various levels, and provide various service support as the primary task. Therefore, the characteristics of the troops in the salary treatment are completely different. different. When the officers and men have a gap in the environment and treatment of the work and the actual situation, they often cause active personnel. When the service period expires, they choose to retire and find another way out. After the retirement, they will not be able to immediately invest in the job market and cause social resources to be wasted. In the past 20 years, the military manpower development has undergone organizational changes at different stages (simplified, refined, and succinct). Through organizational reengineering, refinement, manpower, and streamlined operations, after repeated adjustments, Can effectively improve the quality of human resources, whether there is any planning for the future life of the officers and men of the national army, whether the maintenance cost of the national army personnel can be reduced to a reasonable ratio, or whether the ratio of investment costs to maintenance costs within the defense budget is reasonably increased. The problems are the issues that must be overcome by the current and future national forces to enhance the efficiency of human resources. In order to effectively improve the human resources of the national army, let the capable talents stay in the organization through the mechanism of organizational adjustment, and let the organization not need or meet the needs of the times, leaving the group under a detailed plan. Is the ultimate goal of organizational simplification or adjustment (Guo Muzhi, 2010). The main purpose of this study is to understand the willingness of volunteers in the service units through the service forces in the northern region of the National Army, and to identify the individual characteristics of different respondents, such as age, gender, education, class and job type. Analysis, whether it will have differences in the willingness to stay. In addition, for respondents of different natures, whether the service unit is satisfied with the status quo, whether it is work or salary, etc., hopes to make recommendations for the unit through empirical analysis. The questionnaire was issued during the period of February 2019, and was implemented by electronic questionnaire. The questionnaires were sent to the officers and soldiers of the service troops in the northern part of the National Army. A total of 500 questionnaires were issued. After deducting the missing or invalid questionnaires, a total of 436 valid questionnaires were recovered, and the recovery rate of the questionnaire was 87.2%. Based on the 436 data, the study used SPSS software for descriptive statistics, independent sample t-test, single-factor variance analysis, and Pearson product difference analysis. Therefore, based on the empirical results, this study suggests that the National Army should establish and provide multiple training channels and opportunities. In order to strengthen the ability of the brothers of the national army to join the society at the present stage and retired, in addition to the channels of the Executive Yuan Retreat and the Labor Council to organize retirement transfer counseling, it is also necessary to establish private resources and various work studies at any time. To improve the efficiency of the officers and men of the service troops and the ability to re-employ after retirement. Finally, in order to directly contribute to the improvement of the willingness to stay, if the incentives can be established and the benefits of staying in the camp can be improved, there will be substantial assistance to the officers and men of the grassroots.