| Summary: | 碩士 === 元智大學 === 管理研究所 === 96 === National Military has proceeded on the “Elite Transformation Project”to push forward organization change, aiming to achieve total transformation within the military organization. However, as the mandatory military service term has been shortened in the past years, the cost of training has increased, which further limits the development of National Military human resource and causes an issue on unit utilization of the resource.
This article attempts to assume that a solution for currently insufficient military manpower could be achieved by transferring mandatory military service draftees to civil service volunteers, in order to develop human resource training and talent retention programs. The article also discusses mainly on the correlation among organization promises, work stress and work satisfaction of the mandatory military service recruits, and the influence and the discrepancy of the recruits’ willingness to transfer to become civil service volunteers. The study, firstly, referenced related documents proposed by domestic and foreign scholars, and then conducted interviews on transferred volunteer subjects to sum up the categories of questionnaires for the factors mentioned previously. Also, after interviews with senior management, the assessment attributes of the questionnaires were confirmed and to be proceeded for survey and data analysis in order to provide the suggestions to the military organization on how to stimulate the recruits’ willingness to transfer and improve incentives to do so.
This article adopted the data from the questionnaire sampling survey on the mandatory recruits of the Northern Regional Patrol Office. The conclusions from survey study state the following: 1. Work stress and the recruits’ willingness are inversely correlated. Also, work satisfaction and organization promises are directly correlated to the recruits’ willingness to transfer. For the most part, organization promises has the most impact on the recruits’ willingness to transfer. 2. The recruits with high willingness to transfer have high awareness to the organization’s promises. 3. The recruits with low willingness to transfer have high work stress caused by work instability and personal psychological factor. 4. The recruits with low willingness to transfer have lowest awareness to discrepancy of work satisfaction. 5. The recruits with low work stress have the highest awareness of work satisfaction. 6. From the viewpoint of demographic statistics: difference in age of the recruits shows remarkable discrepancy in work stress factor; the education level of the recruits shows remarkable discrepancy in organization promises; the information source of the recruits’ transfer affects the statistics in the work satisfaction factor; the recruits’ family economic condition has remarkable impact on the discrepancy of work stress, work satisfaction and organization promises factors.
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