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https://nccur.lib.nccu.edu.tw/handle/140.119/156464
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| 題名: | 工作壓力、組織認同與組織文化對國軍官兵偏差行為之影響
The Influence of Work Pressure, Organizational Identification and Organizational Culture on The Deviant Behavior of R.O.C. Military Members |
| 作者: | 鄭康澤
Cheng, Kang-Tse |
| 貢獻者: | 連賢明
Lien, Hsien-Ming
鄭康澤
Cheng, Kang-Tse |
| 關鍵詞: | 工作壓力
組織認同
組織文化
偏差行為
Work Stress
Organizational Identification
Organizational Culture
Deviant Behavior |
| 日期: | 2025 |
| 上傳時間: | 2025-04-01 11:43:19 (UTC+8) |
| 摘要: | 軍以戰為主，國軍則為守護國土安全的重要力量，而軍隊內的每一位官兵都是每一場戰役重要的成員。在戰場上需要透過統一指揮、聯合作戰的標準，以形成強大戰力。在上述的要求下，國軍的每位官兵軍需服從指揮、遵守紀律規定。當國軍官兵在單位中產生負面情緒、進而產生偏差行為，便會開始影響單位運作效能，更嚴重可能導致降低作戰能力、影響戰局。
本研究透過個人、組織、環境三個面向分析偏差行為。個人方面，國軍的工作環境與外界不同，除了工時長、生活管理嚴格、組織環境封閉，近年隨著軍的編制縮減與任務繁重，官兵所承受的工作壓力逐漸增加。組織方面，則著重於官兵對單位的認知，若個體對組織抱有敵意或負面的情緒，其在工作上發生偏差行為機率就會升高，故藉個體對組織的組織認同程度分析偏差行為產生的組織面向。在環境方面，則取決於單位整體所呈現的氛圍，無論是白紙黑字頒布的規定與規範、或是不成文的慣例，一個組織所型塑的文化都會大大影響個體在工作上偏差行為的產生。
本研究主要在探討「工作壓力、組織認同、組織文化對國軍官兵之偏差行為的影響」，透過量化的方式分析前三者與國軍官兵偏差行為的關係。本研究正式問卷以國軍官兵為研究對象，共蒐集有效問卷計229份，經SPSS統計軟體分析發現：
一、工作壓力對偏差行為具顯著正向影響。
二、組織認同對偏差行為具顯著負向影響。
三、組織文化對偏差行為具顯著負向影響，其中層級型文化程度對組織偏差行為具顯著抑制效果、共識型文化對人際偏差行為具顯著抑制效果。
四、將工作壓力、組織認同、組織文化同時置入時，工作壓力仍維持顯著正向影響、組織認同影響下降為不顯著、組織文化維持顯著負向影響。
最終根據研究結果，提供國軍幹部對於部隊管理之實務建議，期透過調整組部隊運作方式及管理方向進行改善，降低國軍官兵偏差行為發生機率，維持部隊戰力。
The military prioritizes readiness for warfare, and the armed forces play a critical role in safeguarding national security. Every member of the military is an essential part of each battle. On the battlefield, unified command and joint operational standards are necessary to create strong combat effectiveness. Under these requirements, every soldier in the armed forces must obey orders and follow disciplinary regulations. When military personnel experience negative emotions and engage in deviant behavior, it can impact unit operational efficiency, and in severe cases, reduce combat capabilities and influence the outcome of battles.
This study analyzes deviant behavior through three dimensions: individual, organizational, and environmental. On the individual level, the working environment in the military differs significantly from the civilian world. In addition to long working hours, strict lifestyle management, and a closed organizational environment, the recent downsizing of military personnel and increased workload have gradually intensified the stress experienced by service members. On the organizational level, the focus is on soldiers' perceptions of their units. If an individual harbors hostility or negative emotions toward the organization, the likelihood of deviant behavior increases. Therefore, this study examines deviant behavior from the organizational perspective through the lens of organizational identification. On the environmental level, the atmosphere of a unit plays a crucial role. Whether through formal regulations or unwritten norms, the culture shaped by the organization significantly influences the occurrence of deviant behavior in the workplace.
This study primarily explores the influence of work stress, organizational identification, and organizational culture on deviant behavior among ROC military personnel. A quantitative research approach was employed to analyze the relationships between these three factors and deviant behavior. The formal questionnaire survey targeted ROC military personnel, yielding 229 valid responses. Analysis using SPSS statistical software produced the following key findings:
1. Work stress has a significant positive impact on deviant behavior.
2. Organizational identification has a significant negative impact on deviant behavior.
3. Organizational culture has a significant negative impact on deviant behavior. Specifically :
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(1) Hierarchical culture significantly suppresses organizational deviant behavior.
(2) Consensus-based culture significantly suppresses interpersonal deviant behavior.
4. When work stress, organizational identification, and organizational culture were analyzed together:
(1) Work stress maintained a significant positive impact on deviant behavior.
(2) The impact of organizational identification on deviant behavior became insignificant.
(3) Organizational culture continued to have a significant negative impact on deviant behavior.
Based on these findings, this study provides practical recommendations for ROC military leaders regarding unit management. By adjusting unit operations and refining management strategies, the aim is to reduce the occurrence of deviant behavior among military personnel and maintain combat effectiveness. |
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(三)網路參考資料（中文文獻在前，英文文獻在後）
1. 曾文煌(2019年)。近年國軍官兵因違法犯紀而遭勒令退伍之人數逐年增加，審計部亦屢就軍紀案件提出審核意見，國防部允妥謀改善對策，國防部108年度單位決算評估報告。(https://www.ly.gov.tw/Pages/Detail.aspx?nodeid=44166&pid=202913)
2. 青年日報(2024)。落實性別平等，建構友善和諧環境，社論(https://www.ydn.com.tw/news/newsInsidePage?chapterID=1692561&type=forum) |
| 描述: | 碩士
國立政治大學
行政管理碩士學程
112921322 |
| 資料來源: | http://thesis.lib.nccu.edu.tw/record/#G0112921322 |
| 資料類型: | thesis |
| 顯示於類別: | [行政管理碩士學程(MEPA)] 學位論文
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