軍文關係互信機制之建立

Abstract

本研究以中高階行政層級的軍文關係為研究重點，主要目的有三：第一，探討國防部進用文官後人力實際運用情況，包括進用方式、單位人數、人員異動、教育訓練等。第二，透過主要報導人訪談方式，了解現行體系中因軍文認知差異或制度因素所產生的問題，並探討文職人員是否會因這些組織、制度，以及個人職前期望等因素而導致離職。第三，對美國國防部文職人力資源管理制度做初步介紹，期能從該國制度中抽繹出適合我國國情的建議。研究發現：組織文化、領導、溝通、工作認知、決策參與、保密忠誠度等組織、制度，是軍文認知分歧的主要因素，也是文職人員離職的主因。 為化解軍文認知差異，降低文職人員的離職率，並為文人領軍創造極佳的環境，本研究提出短、中、長程策略，尤其寄望於各個單位的軍職首長，能親身參與人力資源管理的規劃與執行，成為變革的代理人(change agent)與發動者，如此，軍文關係的改善方指日可待。

Since the pass of the Defense Two Laws, the Department of Defense has begun to recruit the civilians into the military. After a short stay of two to three years, there is a high turnover rate for the civilians in the military. The purpose of the study is, first, to analyze the way the civilians being recruited and utilized, including training, rotation, fringe benefit and civil-military relations. Second, through the use of key informant interview, we investigate the possible organizational, institutional and job expectation factors that might cause a high turnover rate for the civilians. Third, we introduce the American Department of Defense civilian human resources strategic plan that might be help for Taiwan. Finally, in order to reduce the high turnover rate of the civilians and create a pleasant environment for the civilians as leaders, we propose short, middle and long term strategies for the Department of Defence to manage the cognitive dissonance problem between the civilian and the military. Moreover, we suggest that military leaders in every unit should be an initiator of change agent to be involved deeply in every aspect of planning and implementation of human resources management in the Department of Defense.