工作壓力、幸福感、組織承諾與離職傾向關聯之研究－－以國軍軍士官為例

The Relationship Among Job Stress, Well-Being, Organizational Commitment and Turnover Intention - A Case Study of Officers and Sergeants

本研究探討工作壓力、幸福感、組織承諾與離職傾向之間的關係，並分析幸福感與組織承諾的中介角色；研究對象為國軍軍（士）官，共獲得994份有效問卷，本研究運用迴歸分析方法檢驗假設，研究發現工作壓力與離職傾向具有正向關係，且幸福感與組織承諾會中介工作壓力與離職傾向之間的關係。根據本研究結果，提供國軍管理部門建議，最後，針對理論與實務意涵、研究限制、未來研究方向進行討論。 This study aims to examine the relationship among job stress, well-being, organizational commitment, and turnover intention and explore the mediating role of well-being and organizational commitment. Officers and sergeants were the research object, and 994 effective surveys were obtained. We used regression analysis to test hypotheses. Results showed that job stress was positively related to turnover intention, and well-being and organizational commitment mediated the relationship between job stress and turnover intention. According to the results, this study provides some suggestions for national military management. Finally, further theoretical and practical implications, limitations and future research were discussed.