Parental leadership, job satisfaction, organizational commitment and turnover intention–Taking the tendency of the national army officer to leave the company as an example

• Main Authors: LI,YI-WEI, 李羿緯
• Other Authors: WANG,HSING-KUO
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/946e4a

碩士 === 國立金門大學 === 管理學院事業經營碩士在職專班企業管理組 === 107 === The government looks forward to the needs of national defense, changes in combat type and the development trend of science and technology. In order to maintain long-term national security, human resources management is the cornerstone of national defense. In recent years, the national defense policy has clearly promoted the full recruitment system, with a strong will and long service period. High-quality manpower enters the military and constructs a high-quality national army with small quantity, fine quality and strong combat power. However, for young people who are currently eager to invest in the military, in addition to paying attention to work remuneration, they pay more attention to their future career development, with the development of social industry and commerce, individualism, liberalism and utilitarianism, and the reduction of service period. Next, the resignation tendency of the volunteers after the expiration of the official service period will affect the expenditure of the national army's grassroots combat strength and defense training costs. This study is based on the military volunteers in the Kinmen Islands area to explore the relevance of paternal leadership, job satisfaction, and organizational commitment to turnover intentions. After determining the research motivation and research purposes, the related literatures at home and abroad are summarized, and then the structure and hypothesis of the research are established based on its theoretical basis and empirical analysis is carried out. In this study, a questionnaire survey method was used, and a total of 348 questionnaires were sent out. A total of 300 valid samples were collected, and the effective recovery rate was 86.2%. This study used SPSS statistical software as an analytical tool for data processing and analysis, and with narrative statistics, Factor analysis, reliability analysis, variance analysis, correlation analysis, regression analysis, and finally the main research conclusions based on the empirical results are as follows: 1.The leadership style of the chief officer (pipe) has a positive impact on the satisfaction of the work of the non-commissioned officers. 2.The leadership style of the chief officer (pipe) has a positive impact on the organizational commitment of the non-commissioned officers. 3.The leadership style of the chief officer ( pipe ) has a negative impact on the turnover tendency of the non-commissioned officers. 4.Satisfaction with the work of non-commissioned officers has a positive impact on organizational commitment. 5.Satisfaction of non-commissioned officers has a negative impact on turnover intentions. 6.The organization of the non-commissioned officers has a negative impact on the turnover intention.