碩士 / 國立臺東大學 / 進修部公共與文化事務碩士專班(假日) / 106 / The researcher is a one of the military personnel at the Coast Guard Administration and has experienced the impact of the so-called “eight-year sunset provision” which made all personnel at the Coast Guard Administration become civilian employees in the year of 2005. The news of organizational change at the coast guard organizations had been spread at the primary units for some time. During the organizational change of the Executive Yuan in the year of 2017, the Coast Guard Administration of the Executive Yuan (hereinafter “Coast Guard Administration”) was included in the organizational change plan. A new second-level executive agency the Ocean Affairs Council was going to be established, and the original Coast Guard Administration was going to be downgraded to a third-level agency. The researcher as a voluntarily enlisted soldier at the Coast Guard Administration has deeply realized that there are some effects between the identification of organizational change and the turnover intention. Therefore, the researcher hopes to further understand the effect of the turnover intention of the in-service voluntary military personnel at the Coast Guard Administration on the degree of the identification of organizational change by means of exploring the correlation between the identification of the benefits of organizational change, the rights of the military personnel, and the identification of the degree of communication and the turnover intention. In this study, the method of the questionnaire was employed, and the respondents were the in-service voluntary enlisted soldiers (including commissioned officers, non-commissioned officers, soldiers) in the rank of major and military personnel subordinate to majors at the Eastern Coastal Patrol Office. Overall, a total of 200 questionnaires were distributed, and 186 valid questionnaires were returned, resulting in a return rate of 93%. The statistical methods of descriptive statistics, independent-sample T-test, One Way ANOVA, and Pearson product moment correlation were adopted to conduct analysis. According to the statistical analysis, the results are as follows:
1.In terms of the degree of the identification of organizational change, the “Identification of the Military Personnel’s Rights” scores the highest, and the “Identification of the Degree of Communication” scores the lowest. The “Organizational Commitment” is the highest and the “Willingness to Turnover” is the lowest with regard to turnover intention.
2.The analysis between the personal traits of the military personnel and the identification of organizational change: (1) The identification of organizational change of “Female” between the sexes ranks the highest. (2) The personnel in the rank of “Soldier” have the highest degree of the identification of organizational change. (3) People at the age “from 21 to 25” score the highest in respect of the identification of organizational change. (4) The marital status does not produce an effect on the identification of organizational change. (5) People who have “1 to 5 years” of seniority have the highest degree of the identification of organizational change. (6) There is not an effect on the identification of organizational change brought about by educational stage. (7) The people who work at the “Duty Management Center” have the highest degree of the identification of organizational change. (8) The work location does not affect the degree of the identification of organizational change.
3.The analysis between the personal traits of the military personnel and the turnover intention: (1) The sexes do not affect the degree of the turnover intention. (2) There is not an effect of the military rank on the degree of the turnover intention. (3) The age does not influence the turnover intention. (4) Marital status does not affect the degree of the turnover intention. (5) People who have “1 to 5 years” of seniority have the highest degree of turnover intention. (6) There is not an effect of educational stage on the turnover intention. (7) The people who work at the “Inspection Office” have the highest degree of the turnover intention. (8) The work location does not affect the degree of the turnover intention.
4.There is a significant correction between the identification of organizational change of the military personnel and the turnover intention.
| Identifer | oai:union.ndltd.org:TW/107NTTU5749015 |
| Date | January 2018 |
| Creators | Chang, Kuo-Hao, 張國豪 |
| Contributors | Shie Chih Lung, 謝志龍 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 93 |
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