President Ma Ying-jeou proposed that the all volunteer force as one of his presidential election campaign view in 2004. He carried out his politics when he took office in 2008. All volunteer force policy will complete and work in 2014. At this moment, the armed forces structure is facing a critical transition phase. There are two major elements that will determine the development and the success of all volunteer force policy. The first one will be the enlists recruitment. But this thesis will focus on the next factor. The willingness of continuing service of active duty officers and non-commissioned officers stays in military for a long-term considerations is more appropriate and practical solution. Therefore, MND expect to achieve the objectives of all volunteer service policy in 2014. The difficulties of conduct the policy are the considerations of skills learning, career development in service, reasonable salary and welfare and competitive power when leave the military. Those are the factors that will affect willingness to stay in the military as wel as the all volunteer service policy still exist problems there. In this study, demand communication is the key element whether the compulsory service soldier transfers to voluntary service or the volunteer service continues service in military. We use Maslow needs factor and Herzberg two-factor factor as the theoretical basis. Using the questionnaires to analyze the willingness to stay in the military, and find out the exist difficulties of implement the al volunteer service. According to the statistics of this study, the demand factor for non-commissioned officers have some degree of influence. In view of this, the military can use the communication skill effectively, it will crate the win-win situation for both the policy implementation and stability of human resources. All volunteer service policy is indeed an important resource of high combat capability. However, the military is willing to communicate through a demand point of view with basic level personnel to understand how to adapt to each other's practices and the concept of emotional commitment, promotes organizational loyalty, unconditional acceptance and even unconditional pay. The all volunteer service system is just around the corner.

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Purpose: The purpose of this thesis is to explain how individual and strategic firm-level factors, through well-being as a mediating factor, make audit employees more prone to stay within the profession as well as to provide a more holistic picture of why they stay.   Methodology: The study is built upon a positivistic standpoint with a deductive approach using a quantitative method where a survey was sent out to Swedish audit employees with at least three years of experience within the profession. The data collected were analyzed by a Harman single factor test, Spearman correlation matrix, and multiple regression analysis.   Findings: The findings show that stress resilience, mentorship quality, career opportunities, and commercialization are positively related to the employee’s willingness to stay and are fully mediated through their subjective well-being. Further, the findings show that the individual expectation gap affects the willingness to stay directly and is only partly mediated through the individuals’ subjective well-being.  Theoretical perspectives: The profession theory, person-organization fit theory, and motivational theory were applied to explain the variables and the willingness to stay.