| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 93 === Even though it is very common for different organizations to have turnover, an abnormal ratio of turnover will nonetheless have a certain effect on the ration of an organization. All organizations should thus pay attention to it. Since 2002, the Ministry of National Defense has recruited a large number of civil servants in accordance with the “Organization Act of the Ministry of National Defense”. As at January 2004, the target of recruiting 174 people was met. However, some newly-recruited civil servants resigned one after another at the same time that up to 48 people had left as at February 2005, which accounted for ¼ of the people recruited. This study is motivated by such a phenomenon and it is hoped that the reasons for the turnover of the civil servants of the Ministry of National Defense could be found out.
This study targets the civil servants who were recruited into the Ministry of National Defense after 2002 and resigned before February 2005. By qualifying the study through in-depth interviews, 6 servants that had resigned were selected by intentional sampling for the researcher to be interviewed. “Content analysis” is also adopted by targeting the written texts for information analysis.
From the results of this study, it is found out that:
1.The reasons for the turnover of the civil servants should not be explained by one single method. Attention should be paid to the most crucial and the most hidden factor, i.e., the so-called “fuse”.
2.During the study on the reasons for the turnover of the civil servants, the difference between different positions is one of the important factors that must be taken into consideration.
3.Some of the civil servants who had worked in the Ministry of National Defense could not acquire the least satisfaction due to factors such as uneven workload, lack of recognition from the supervisor, effort-reward imbalance, the inequality between soldiers and the civil servants, etc, which are the main reasons for the turnover.
4.Due to the special organization of the Ministry of National Defense, it is true that its culture is quite different from that of the other organizations in government that an in-depth study should be carried out.
5.There seems to be some problem with the management of the Ministry of National Defense, which focuses on leadership control, amiability between soldiers and discipline.
6.The reasons for the turnover of the civil servants are basic matters that should be attended to in terms of human resources management. Even though the reasons seem to be ordinary ones, the problems behind them should not be neglected and so the Ministry of National Defense must pay attention to it.
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