Perceptions of Opportunity for Promotion and Job Satisfaction Among Military and Civilian Coast Guards

• Main Authors: HSIEH,YEH-SHU, 謝葉樹
• Other Authors: JOU, SU-SYAN
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/55393131380012191900

碩士 === 國立臺北大學 === 犯罪學研究所 === 102 === Over the years, the Coast Guard Reconnaissance Brigade reach performance goals are the most basic and most important field units, but the lack of organizational units of the organization Act expressly provides that the positioning of unknown cause, in fact, the nature of field units, but was positioned as the back office of the Regional Bureau chief of staff personnel; Coast Guard Reconnaissance Brigade intelligence system belongs in the Coast Guard, one ring, which also promoted send free self-contained, it promoted were based on "Coast Guard intelligence agencies send free and Transfer of Requirements", but because of the Coast Guard Department personnel system special multicultural influence, military, civilian personnel on grassroots investigation appraisal, remuneration and promoted showed differences. The main purpose of this study was promoted to Army civilian identity and cognitive impact on their career job satisfaction. This study investigated 400 Reconnaissance Team through a questionnaire study found that civilian investigation team has a lower job satisfaction than military personnel, higher job burnout and high turnover intention and lower job satisfaction and intention to stay; military personnel "promoted fair system of cognition" Beaven vocational high school, he was promoted to the fair for the cognitive system is more satisfactory, but it also shows that the efficiency value is not fully reflected in the promoted policies; Army civilian for "fair cognitive promoted political consciousness "There was no significant difference, But was promoted to adopt a more negative evaluation system that should establish a fair, just and open system promoted; military personnel in "fair incentive management awareness" and "promoted fairness perception" were significantly higher than civilian; civilian In the "cognitive career stagnation" was significantly higher than on military personnel, the overall feeling of stagnation promotion work content greater than stagnation; civilian relationship is not working and promoted a sense of fairness can predict career satisfaction, job satisfaction than the civilian from environmental factors drive, but more emphasis on the personal account of the cognitive sense of injustice; therefore, was promoted in the Army civilian cognitive differences but does have a considerable degree of influence career satisfaction.