A Study on Military Service of the Relationship between Salary Fairness, Financial Behavior, and Organizational Commitment

• Main Authors: WANG,CHENG-HSIN, 王正鑫
• Other Authors: FANG, TZU-YI
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/k29f2g

碩士 === 國防大學政治作戰學院 === 政治研究所 === 105 === The national military recruitment center has the slogan: “A perfect pay package gives you the best protection.” In other words, the current recruitment policy is based on pay incentives. But such policy often leads to a relatively low identification level with the military organization. This study tried to explore military officers and non-commissioned officers’ salary fairness (external fairness, internal fairness and personal fairness), financial behavior (financial planning, financial goals and financial tools), organizational commitment (intention to stay and organizational identity) and provide as a guideline for future management of the ROC armed forces, effectively increase the rate of employee retention. The research surveyed military officers and non-commissioned officers. A total of 550 questionnaires were sent for investigation and 454 were recovered and the recovery rate was 82.5%. In total, 53 questionnaires were collected from the questionnaire. There were 401 valid questionnaires and 72.9% effective samples. After statistical analysis, the results of this study: First, according to the fit test of Linear Structural Equation, it is pointed that the whole theory model of this study completes the standard of the fit test. Moreover, it proves that this model can be supported. In sum, the result shows there is indeed a significant relationship among Salary Fairness, Financial Behavior, and Organizational Commitment. Second, “Personal fairness” was significantly positive correlated with “Organizational commitment,” but with “Financial goals,” it would have an impact on this model.