| Summary: | 碩士 === 義守大學 === 工業工程與管理學系碩士班 === 93 === Based on Department of Defense of the country policy, the government is reducing the military staffs with high ratio and implementing the organizational change. The Organizational adjustment and armed forces structure rearrangement have been continuously performing to be adapted with the new defense operational strategy. Under this environment, that the manpower cuts down and merges in organization, it will probably cause them feel nervous and fearful in mind among the individuals. Besides, the policy of “no recruit” in the personnel affairs of Defense Department concerning the logistic maintenance system has resulted the need of outsource contract increased. The new weapon systems acquisition raises the workload as well as the physiological and/or psychological pressure of the logistic staffs still in-service. All those situations may bring the staffs’ thought and inclination to quit, further more, and bring the negative effect on the total operational ability. Consequently, it is necessary for this study to probe into quality of working life, work satisfaction, and turnover tendency.
The research framework includes the mutual relations of population statistics variables, quality of working life, job satisfaction, and turnover tendency. The research objects are the employees of some Naval Logistics Support Command. Questionnaire investigation is the primary research method, which sends out 600 pieces and gathers 526 samples. The retrieve rate is 87.66%. The total valid questionnaires are 502 pieces, removing invalid ones that contain blank answers, copying others’ answers, uncertain answers, etc. Statistical software such as SPSS and LISREL are used to implement t-test, one-way ANOVA, Factor Analysis, High-order confirmatory factor analysis, Path analysis to find the mutual influence of each variable, the constructional components of each variable, and causality. There are some research results and findings:
1.Employees of different personal attributes in quality of working life have partly significant differences.
2.Employees of different personal attributes in job satisfaction have partly significant differences.
3.The relation between quality of working life and job satisfaction has correlation.
4.Job satisfaction and turnover tendency don’t have correlation.
5.Quality of working life and turnover tendency don’t have correlation.
6.Employees of different personal attributes in turnover tendency have partly significant differences.
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