空軍部隊官兵工作壓力相關因子之探討─以某防空部隊為例

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標題:	空軍部隊官兵工作壓力相關因子之探討─以某防空部隊為例 Factors Related to Job Stress among Air Force Officers and Soldiers─ A Case Study for Air Defense Artillery
作者:	張閎欽
貢獻者:	職業安全衛生系魏榮男
關鍵字:	壓力工作壓力壓力調適留營意願 stress work stress pressure adjustment willingness to stay
日期:	2018
上傳時間:	2019-02-27 16:50:16 (UTC+8)
摘要:	本研究主要針對空軍防空部隊官兵實施問卷調查，以瞭解其部隊內在及外在的工作壓力來源，分析軍官、士官及士兵對其工作壓力是否存在差異性及壓力反應情形，並探討工作壓力調適與留營意願之關係，期能提供空軍改善防空部隊壓力來源之參考，並提供建議，以留住防空部隊人員，創造更好的工作品質，故進行本研究。研究係採取問卷調查法進行抽樣施測，有效問卷計460份，調查問卷並以IBM SPSS Statistics 22.0統計軟體進行各項相關資料分析，彙整分析實證結果提研究結論與建議。玆經本研究實證結果發現：(1)性別、工作年資、培訓管道及婚姻狀況在工作壓力方面無顯著差異，其中飛彈部隊工作壓力大於防砲部隊，士官及士兵工作壓力大於軍官，年齡26歲以上工作壓力大於26歲以下，教育程度專科學歷工作壓力高於高中(職)及大學以上學歷，幕僚職及被領導職工作壓力高於領導職；此外，防空部隊受測者以「家庭因素」、「生涯發展」及「工作負荷」3項為主要工作壓力來源。(2)防空部隊受測者休假情況介於尚可至大致正常之間，個人工作壓力調適以玩線上遊戲(含手遊)為最多，部隊工作壓力調適方面，在產生壓力或心理困擾時，近3成受測者完全不會尋求單位輔導人員協助，另超過6成受測者對於單位辦理團康活動紓解工作壓力感到認同及需要，其中近7成受測者有感受到單位規劃紓解工作壓力措施，並認為團康活動會紓解工作壓力。(3)防空部隊在單位「改善」那些可降低工作壓力，以減少上級督導頻率為最多，佔受測者5成，其次為改善幹部領導；另單位「提供」哪些可降低工作壓力，約6成受測者希望單位提供充足睡眠與休息時間，可降低工作壓力的產生。(4)在未來留營意願方面，約6成受測者未來無繼續留營意願，其中士兵(被領導職)，年齡20~26歲、工作年資1年~3年及專科學歷等類別，以近7成受測者未來無繼續留營意願，探究不願繼續留營原因，以「部隊管理因素」及「不自由」為最高。結論：(1)防空部隊受測者以「家庭因素」、「生涯發展」及「工作負荷」3項為主要工作壓力來源。(2)個人工作壓力調適以玩線上遊戲(含手遊)為最多，部隊工作壓力調適超過6成受測者對於辦理團康活動紓解工作壓力感到認同及需要。(3)防空部隊受測者希望單位「改善」減少上級督導頻率，另希望單位「提供」提供充足睡眠與休息時間，來減輕工作壓力。(4)防空部隊受測者約6成未來無繼續留營意願，主要原因係「部隊管理因素」及「不自由」所致。 The present study is mainly for the air force and air defense forces troops to implement the questionnaire to understand which intrinsic and extrinsic factor was to the work pressure sources, the analysis of the officers, non-commissioned officers and soldiers for their work pressure whether there is a difference and the pressure in the reaction case, and to explore the working pressure adjustment with the left battalion of the willingness of the relationship, can provide air force to improve the air defense forces of the pressure source of reference and provide a recommendation to retain the Air Defence Force personnel, and create better quality of work, thus the present study was made. The study reviews the sampled questionnaire survey, with altogether effective questionnaire 460 copies of questionnaires and IBM SPSS 22.0 statistical software for various related data statistics analysis, and on the analysis of empirical results research conclusion and advice. According to the empirical results of this study, we found that: (1) gender, job seniority, training channels and marital status have no significant difference in work pressure. The working pressure of the missile units is greater than that of the anti-aircraft units. The work pressure of the noncommissioned officers and soldiers is greater than that of the officers. The age is over 26 years old. The work pressure is greater than 26 years old, the education level is higher than the high school (job) and university degree, and the pressure on the job and the leadership is higher than the leadership. In addition, the air defense unit is tested by the “family factor”. "Life development" and "workload" are the main sources of work stress. (2) The leave of the air defense unit is between normal and abnormal, and the personal work pressure is adjusted to play online games (including mobile games), and the pressure on the work of the troops is adjusted. When there is pressure or psychological distress, nearly 30% of the subjects did not turmn to the assistance of the unit counselors, and more than 60% of the subjects agreed and needed to relieve the work pressure of the group's activities. Among them, nearly 70% of the subjects felt the unit plan. Offering solutions to work stress measures and believe that Group activity of peace activities will relieve work pressure. (3) Air defense units in the unit "improve" those who can reduce the work pressure to reduce the frequency of superior supervision, accounting for 50% of the subjects, followed by improving the leadership of the cadres; the other units "provide" which can reduce the work pressure, about 6 The subject is expected to provide adequate sleep and rest time, which can reduce the pressure of work. (4) In terms of the willingness to stay in the future, about 60% of the subjects will not continue to stay in the future, including soldiers (led), ages 20 to 26, working years of 1 to 3 years, and specialist degrees. Nearly 70% of the respondents will not continue to stay at job in the future, and explore the reasons for their reluctance to stay in the camp. The "force management factors" and "non-freedom" are the highest. Conclusions: (1) The air defense agencies are mainly responsible for the “work factor”, “career development” and “workload”. (2) The adjustment of personal work pressure is the most crucial to playing online games (including mobile games). The pressure on the work of the troops is more than 60%. The testees agree and need to handle the work activities of the group. (3) The air defense agencies subjects hope that the unit "improves" to reduce the frequency of superior supervision, and also hopes that the unit "provides" sufficient sleep and rest time to reduce work pressure. (4) Nearly 60% of the air defense units will not continue to stay in the future. The main reasons are the "force management factors" and "sense of non-freedom".
關聯:	電子全文公開日期：2021-09-30，學年度：106， 262頁
顯示於類別:	[職業安全衛生系(含防災所)] 博碩士論文

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