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題名 心理契約違反、公平感受對離職傾向之影響 -以中華民國空軍飛行員為例
The Influence of Psychological Contract Breach and Perceived Fairness on Turnover Intention: An Example of the Air Force Pilots in Republic of China作者 翁笠倫
Wong, Li-Lun貢獻者 董祥開
翁笠倫
Wong, Li-Lun關鍵詞 心理契約違反
公平理論
推拉理論
離職傾向
Psychological Contract Violation
Fairness Theory
Push-pull Theory
Turnover Intention日期 2024 上傳時間 1-Mar-2024 13:55:21 (UTC+8) 摘要 中華民國空軍飛行員係守護臺海的第一線作戰人員，國家亦須花非高昂的國防預算對其進行培養及訓練，然而有近3成之飛行員，達法定最小服役年限（14年）後，隨即選擇退伍，任職於民航公司，飛行員無法長留久用，成為空軍戰力維持需迫切解決的問題之一。故本研究主要以國防大學空軍指揮參謀學院112及113年班之空軍飛行軍官為核心主軸，期利用問卷調查方式，透過量化分析方式，研析「心理契約違反」、「工作滿意度」、「組織承諾」、「個人對公平主觀感知」、「公平敏感度」及「推拉理論」對於空軍飛行軍官「離職傾向」之影響程度為何。 本研究回收有效問卷計83份，研究結果發現工作內容遭受心理契約違反對於離職傾向具有正向極為顯著之關聯性；其次，工作滿意度對於離職傾向具有負向高度顯著之關聯性；高度組織承諾，不一定會降低離職傾向；最後係民航推力對於離職傾向具有負向顯著之關聯性。因此本研究依據上述發現，結合研究對象所排序之空軍職業推力及民航職業拉力，提出相關建議，期能改善飛行員工作環境，降低離職傾向，發揚空軍戰力。
ROC Air Force pilots serve as frontline combat for guarding the Taiwan Strait. The nation must allocate a substantial military expenditures for their cultivation and training. However, nearly 30% of pilots chose to retire immediately after completing the mandated minimum service period of 14 years, opting for positions in civilian aviation companies. The inability to retain pilots for an extended duration poses a pressing challenge to the maintenance of Air Force capabilities. This study focuses primarily on Air Force flight officers from the 112th and 113th classes of the Air force Command and Staff College at the National Defense University. Through a questionnaire survey and quantitative analysis, the study aims to analyze the impact of factors such as “psychological contract breach”, “job satisfaction”, “organizational commitment”, “individual perceived of fairness”. “equity sensitivity” and “push-pull theory” on the “turnover intention” of Air Force flight officers. A total of 83 valid questionnaires were collected for the study. The results reveal a significantly positive correlation between experiencing psychological contract breach in job content and turnover intention. Furthermore, job satisfaction demonstrates a highly significant negative correlation with turnover intention. High organizational commitment doesn’t necessarily reduce turnover intention. Lastly, the push force of civilian aviation exhibits a significant negative correlation with turnover intention. Based on these findings, the study proposes recommendations by considering the occupational attractiveness ranking of Air Force and civilian aviation careers, aiming to enhance the working environment for pilots, reduce turnover intention, and strengthen ROC Air Force capabilities.參考文獻 中文文獻 丁世傑（2022年1月21日）。9年來新增飛官人數曝光 他踢爆空軍人力缺口。YAHOO！新聞。https://tw.news.yahoo.com/news/9%E5%B9%B4%E4%BE%86%E6%96%B0%E5%A2%9E%E9%A3%9B%E5%AE%98%E4%BA%BA%E6%95%B8%E6%9B%9D%E5%85%89-%E4%BB%96%E8%B8%A2%E7%88%86%E7%A9%BA%E8%BB%8D%E4%BA%BA%E5%8A%9B%E7%BC%BA%E5%8F%A3-124848728.html 吳明隆（2013）。SPSS統計應用學習實務：問卷分析與應用統計（第3版）。臺北：易習圖書。 吳靜芳（2022年8月22日）。直擊前線中的前線》有飛機、缺好手 培養一個戰機飛官有多難？天下雜誌755期。https://www.cw.com.tw/article/5122481 呂昭隆（2020年1月14日）。飛行中校續服獎助金 每年最高144萬元。中時新聞網。https://www.chinatimes.com/realtimenews/20200114002278-260407?chdtv 涂鉅旻（2019年11月7日）。新購戰機現人力缺口？空軍：專案檢討人力編設已完成。自由時報。https://news.ltn.com.tw/news/politics/breakingnews/2970755 張偉豪, 統計學, 鄭時宜, & 公共行政. (2012). 與結構方程模型共舞: 曙光初現. 前程文化. 英文文獻 Adams, J. S. (1963). 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國立政治大學
行政管理碩士學程
111921325資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111921325 資料類型 thesis dc.contributor.advisor 董祥開 zh_TW dc.contributor.author (Authors) 翁笠倫 zh_TW dc.contributor.author (Authors) Wong, Li-Lun en_US dc.creator (作者) 翁笠倫 zh_TW dc.creator (作者) Wong, Li-Lun en_US dc.date (日期) 2024 en_US dc.date.accessioned 1-Mar-2024 13:55:21 (UTC+8) - dc.date.available 1-Mar-2024 13:55:21 (UTC+8) - dc.date.issued (上傳時間) 1-Mar-2024 13:55:21 (UTC+8) - dc.identifier (Other Identifiers) G0111921325 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/150214 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 行政管理碩士學程 zh_TW dc.description (描述) 111921325 zh_TW dc.description.abstract (摘要) 中華民國空軍飛行員係守護臺海的第一線作戰人員，國家亦須花非高昂的國防預算對其進行培養及訓練，然而有近3成之飛行員，達法定最小服役年限（14年）後，隨即選擇退伍，任職於民航公司，飛行員無法長留久用，成為空軍戰力維持需迫切解決的問題之一。故本研究主要以國防大學空軍指揮參謀學院112及113年班之空軍飛行軍官為核心主軸，期利用問卷調查方式，透過量化分析方式，研析「心理契約違反」、「工作滿意度」、「組織承諾」、「個人對公平主觀感知」、「公平敏感度」及「推拉理論」對於空軍飛行軍官「離職傾向」之影響程度為何。 本研究回收有效問卷計83份，研究結果發現工作內容遭受心理契約違反對於離職傾向具有正向極為顯著之關聯性；其次，工作滿意度對於離職傾向具有負向高度顯著之關聯性；高度組織承諾，不一定會降低離職傾向；最後係民航推力對於離職傾向具有負向顯著之關聯性。因此本研究依據上述發現，結合研究對象所排序之空軍職業推力及民航職業拉力，提出相關建議，期能改善飛行員工作環境，降低離職傾向，發揚空軍戰力。 zh_TW dc.description.abstract (摘要) ROC Air Force pilots serve as frontline combat for guarding the Taiwan Strait. The nation must allocate a substantial military expenditures for their cultivation and training. However, nearly 30% of pilots chose to retire immediately after completing the mandated minimum service period of 14 years, opting for positions in civilian aviation companies. The inability to retain pilots for an extended duration poses a pressing challenge to the maintenance of Air Force capabilities. This study focuses primarily on Air Force flight officers from the 112th and 113th classes of the Air force Command and Staff College at the National Defense University. Through a questionnaire survey and quantitative analysis, the study aims to analyze the impact of factors such as “psychological contract breach”, “job satisfaction”, “organizational commitment”, “individual perceived of fairness”. “equity sensitivity” and “push-pull theory” on the “turnover intention” of Air Force flight officers. A total of 83 valid questionnaires were collected for the study. The results reveal a significantly positive correlation between experiencing psychological contract breach in job content and turnover intention. Furthermore, job satisfaction demonstrates a highly significant negative correlation with turnover intention. High organizational commitment doesn’t necessarily reduce turnover intention. Lastly, the push force of civilian aviation exhibits a significant negative correlation with turnover intention. Based on these findings, the study proposes recommendations by considering the occupational attractiveness ranking of Air Force and civilian aviation careers, aiming to enhance the working environment for pilots, reduce turnover intention, and strengthen ROC Air Force capabilities. en_US dc.description.tableofcontents 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的與問題 7 第三節 名詞解釋 9 第四節 研究流程與步驟 15 第二章 文獻探討 17 第一節 心理契約 17 第二節 公平理論 29 第三節 推拉理論 51 第四節 離職傾向 58 第三章 研究方法 73 第一節 研究架構與假設 73 第二節 問卷設計與調查對象 76 第四章 研究結果與分析 88 第一節 回收樣本特性檢視 88 第二節 信度及效度分析 109 第三節 皮爾森積差相關分析 125 第四節 多元迴歸分析結果 127 第五章 結論與建議 140 第一節 結論 140 第二節 建議 146 第三節 研究限制與後續研究建議 159 參考文獻 164 附錄 187 附錄一 意義前測 187 附錄二 正式問卷 196 附錄三 編碼簿 205 zh_TW dc.format.extent 5377092 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111921325 en_US dc.subject (關鍵詞) 心理契約違反 zh_TW dc.subject (關鍵詞) 公平理論 zh_TW dc.subject (關鍵詞) 推拉理論 zh_TW dc.subject (關鍵詞) 離職傾向 zh_TW dc.subject (關鍵詞) Psychological Contract Violation en_US dc.subject (關鍵詞) Fairness Theory en_US dc.subject (關鍵詞) Push-pull Theory en_US dc.subject (關鍵詞) Turnover Intention en_US dc.title (題名) 心理契約違反、公平感受對離職傾向之影響 -以中華民國空軍飛行員為例 zh_TW dc.title (題名) The Influence of Psychological Contract Breach and Perceived Fairness on Turnover Intention: An Example of the Air Force Pilots in Republic of China en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 中文文獻 丁世傑（2022年1月21日）。9年來新增飛官人數曝光 他踢爆空軍人力缺口。YAHOO！新聞。https://tw.news.yahoo.com/news/9%E5%B9%B4%E4%BE%86%E6%96%B0%E5%A2%9E%E9%A3%9B%E5%AE%98%E4%BA%BA%E6%95%B8%E6%9B%9D%E5%85%89-%E4%BB%96%E8%B8%A2%E7%88%86%E7%A9%BA%E8%BB%8D%E4%BA%BA%E5%8A%9B%E7%BC%BA%E5%8F%A3-124848728.html 吳明隆（2013）。SPSS統計應用學習實務：問卷分析與應用統計（第3版）。臺北：易習圖書。 吳靜芳（2022年8月22日）。直擊前線中的前線》有飛機、缺好手 培養一個戰機飛官有多難？天下雜誌755期。https://www.cw.com.tw/article/5122481 呂昭隆（2020年1月14日）。飛行中校續服獎助金 每年最高144萬元。中時新聞網。https://www.chinatimes.com/realtimenews/20200114002278-260407?chdtv 涂鉅旻（2019年11月7日）。新購戰機現人力缺口？空軍：專案檢討人力編設已完成。自由時報。https://news.ltn.com.tw/news/politics/breakingnews/2970755 張偉豪, 統計學, 鄭時宜, & 公共行政. 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