The Relationship of Organizational Reform, Salary and Welfare, and Retention Willingness: Evidence from Aircraft Maintenance Technicians

• Main Authors: MAO, YU-KAI, 毛裕凱
• Other Authors: TANG, TESNG-CHUNG
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/2fkstw

碩士 === 國立虎尾科技大學 === 企業管理系經營管理碩士在職專班 === 107 === National security depends on a solid national defense force. The Air Force take the heavy responsibility of defending our national airspace. In other words, Air Force maintenance technicians are the foundation of the air defense. It elevates the aircraft availability, it also plays an important role in maintaining flight safety. However, the national army experienced the streamlining of the national army organization, recruitment system, pension reform, Air Force maintenance technicians face the downsizing so that the promotion is getting harder and harder. Whether the overtime and reduced treatment are the keys to stay of aircraft maintenance technicians. As mentioned above are the motivation for this study. This study aimed to examine the relationship among organizational reform perception, Salary and Welfare and Willingness to stay of aircraft maintenance technicians. Literature review and questionnaire survey were adopted in this study, where sampling was used among aircraft maintenance technicians. There were 550 questionnaires sent out, and 511 questionnaires returned. Of these returned questionnaires, there were 23 invalid questionnaires, so that there were actually 488 valid questionnaires collected. A total of 488 valid questionnaires were collected (550 sent out, 511 retrieved and removed invalid samples). Data analysis included descriptive analysis, reliability and validity, t-Test, One-way ANOVA, correlation, and regression analysis. The conclusions are as follows: 1.Organizational Reform had significant differences in different demographic variables. 2.Salary and Welfare had partly significant differences in different demographic variables. 3.Willingness to stay had significant differences in different demographic variables. 4.The relationship between Organizational Reform and Salary and Welfare was positively correlated. 5.The relationship between Organizational Reform and Willingness to stay was positively correlated. 6.The relationship between Salary and Welfare and Willingness to stay was positively correlated. 7.Organizational Reform as well as salary and welfare a significant positive impact on retention willingness retention.