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    题名: 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
    贡献者: 董祥開
    翁笠倫
    Wong, Li-Lun
    关键词: 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
    上传时间: 2024-03-01 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.
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