Dissertationen zum Thema „Air force personnel“
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1
Browning, Jimmy Max. „A chaplain's ministry to selected marriages among Air Force personnel“. Theological Research Exchange Network (TREN), 1991. http://www.tren.com.
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Harrison, Terry L. „An exploratory study of educational participation issues confronting active duty Air Force personnel assigned to McConnell Air Force Base“. Diss., Kansas State University, 2012. http://hdl.handle.net/2097/13674.
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Doctor of EducationDepartment of Educational Leadership
Jeff Zacharakis
Serving in the military today is a very specialized and intense experience, with the use of technology requiring dedicated training and education. The military provides much of this specialized training, but also recognizes the value of higher education for its personnel. Our military personnel are supporting our country daily and their increased time away from their home station diminishes time for their personal pursuits which, for many of them, is off-duty education. This exploratory study sought to understand the perceived barriers and goals influencing participation in postsecondary education by active duty Air Force personnel, in particular those that have served in austere, remote locations. This study used a modified version of Finks’ survey design to develop a questionnaire. The survey was administered to airmen, non-commissioned officers, and officers who were stationed at McConnell Air Force Base. Data examining motivational factors and barriers to participation in postsecondary education were analyzed using descriptive and nonparametric statistical tests. Comparative analyses were conducted based on data from the demographic portion of the survey. Goals for postsecondary participation included preparing for when they leave the military, securing professional advancement, giving them higher status in their jobs, and increasing competence in their jobs. Time was identified as a barrier, including not having time to study, taking time away from family or giving up leisure time. Some respondents indicated that the available courses did not seem interesting or that they did not enjoy studying. Other commonly reported barriers included not being able to attend class regularly or because the course was offered at an inconvenient time or location. A number of respondents also indicated that courses not being offered at remote locations was a barrier to their participation in postsecondary education. Although this was an exploratory study, the results can inform future empirical research as well as contribute to the literature focusing on personnel management. The findings from this study can be used as a first step that will allow the Air Force, postsecondary institutions and other stakeholders to enhance educational opportunities for this group and inform organizational effectiveness.
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Steinkirchner, Maria Y. „Lack of participation by reserve enlisted personnel in the Community College of the Air Force at Norton Air Force Base, San Bernardino, California“. CSUSB ScholarWorks, 1987. https://scholarworks.lib.csusb.edu/etd-project/382.
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Jurcsisn, Jennifer. „Biomarker-Performance Associations During Nutritional and Exercise Intervention in Air Force Personnel“. Wright State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1559229229507772.
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Hart, Raymond C. „The future Air Force chaplain service work site visitation with Generation X personnel /“. Online full text .pdf document, available to Fuller patrons only, 2001. http://www.tren.com.
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Perry, Clifton Scott. „Developing denominational identity in the youth of an Air Force chapel community“. Theological Research Exchange Network (TREN), 1990. http://www.tren.com.
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Hill, Kim D. „An organizational analysis of the United States Air Force Personnel Center (AFPC) airman assignment management system (AMS)“. Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA390029.
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8
Salmani, Mona. „Cost Modelling of Resources in the Personnel Life Cycle : A case study of the Swedish Air Force“. Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Informatik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18671.
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Over the past few years, the Swedish Armed Forces (SAF) in similarity with forces inmany other countries has been undergoing a major process of change. One of the majorreforms is the government‘s decision to replace the compulsory military service with aprofessional army. In order to manage this, SAF requires tools to evaluate the long-termconsequences of different decisions regarding its manpower, such as different recruitment,training and educations policies, mission rehearsal, mission planning, and etc.These tools should, for instance, include information about different type of resourcessuch as weapon systems and materials required for conducting training and missions, asthey directly affect planning of courses, training sessions, etc. These resources have a totallife cycle cost that besides the acquisition cost includes maintenance costs, cost forspare parts and cost of human resources which are required for training and deploymentof the resource.This thesis has been performed in collaboration with FOI (Swedish Defence ResearchAgency) in order to support development of a decision support simulation tool for assistingin the personnel planning process of the SAF. The main objective is to determinethe connection between LCC (Life cycle cost) of personnel and LCC of system Hence,the study facilitates flow of information between the Human Resource Department atSAF and the Defence Material Administration (FMV) in order to base their decisionmaking process on more accurate and complete information about resource costs relatedto different activities that are important to both organizations.In this paper, the inductive approach is the chosen approach as appropriate theories arestudied and used for making hypothesis in order to create a new model. Consequentlythe interpretive approach is deployed as it is associated with this reasoning style. Furthermore,the research purpose is exploratory as it is essential to identify the resourcescost factors and the relations between them.The research strategy is case study and the utilized technique for collecting primary datais interview. The secondary data is gathered by studying hard or digital copy of books,articles, journals, handbooks and dictionaries.Hence, through a set of interviews, information about different activities regarding theeducation and operation phases of the fighter pilots at the Swedish Air Force has beencollected. As a result a corresponding model consisting of resources employed in thoseiiactivities and their relation has been developed. The model is based on the Unified EnterpriseCompetence Modelling Language (UECML).The contributions of this thesis are (1) Identification of the cost factors of personnelrelatedactivities including courses, training sessions and missions, 2) Classification ofcost factor elements in a number of classes, and 3) Illustrating the connections betweenthe classes using UECML.
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Thirtle, Michael R. „Seeing the lighthouse-- as simple as the ASBC? facilitating organizational change in the U.S. Air Force /“. Santa Monica, CA : Rand, 1999. http://catalog.hathitrust.org/api/volumes/oclc/42905356.html.
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Garrad, Mark, und n/a. „Computer Aided Text Analysis in Personnel Selection“. Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040408.093133.
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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.
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Garrad, Mark. „Computer Aided Text Analysis in Personnel Selection“. Thesis, Griffith University, 2004. http://hdl.handle.net/10072/367424.
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This program of research was aimed at investigating a novel application of computer aided text analysis (CATA). To date, CATA has been used in a wide variety of disciplines, including Psychology, but never in the area of personnel selection. Traditional personnel selection techniques have met with limited success in the prediction of costly training failures for some occupational groups such as pilot and air traffic controller. Accordingly, the overall purpose of this thesis was to assess the validity of linguistic style to select personnel. Several studies were used to examine the structure of language in a personnel selection setting; the relationship between linguistic style and the individual differences dimensions of ability, personality and vocational interests; the validity of linguistic style as a personnel selection tool and the differences in linguistic style across occupational groups. The participants for the studies contained in this thesis consisted of a group of 810 Royal Australian Air Force Pilot, Air Traffic Control and Air Defence Officer trainees. The results partially supported two of the eight hypotheses; the other six hypotheses were supported. The structure of the linguistic style measure was found to be different in this study compared with the structure found in previous research. Linguistic style was found to be unrelated to ability or vocational interests, although some overlap was found between linguistic style and the measure of personality. In terms of personnel selection validity, linguistic style was found to relate to the outcome of training for the occupations of Pilot, Air Traffic Control and Air Defence Officer. Linguistic style also demonstrated incremental validity beyond traditional ability and selection interview measures. The findings are discussed in light of the Five Factor Theory of Personality, and motivational theory and a modified spreading activation network model of semantic memory and knowledge. A general conclusion is drawn that the analysis of linguistic style is a promising new tool in the area of personnel selection.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
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Page, Bobby Vincent. „Small groups a strategy for ministry with young single adults in the United States Air Force /“. Theological Research Exchange Network (TREN), 2005. http://www.tren.com.
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Gibson, Roger L. „Primary prevention of acute respiratory infection among United States Air Force recruits through the use of antimicrobial handwipes : a randomized clinical trial /“. Thesis, Connect to this title online; UW restricted, 1996. http://hdl.handle.net/1773/10905.
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Blanchard, Samantha Everhart. „Understanding the Experience of Air Force Single Parents: A Phenomenological Study“. PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/621.
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Today, raising children under the best of circumstances represents a daunting endeavor as any parent and a growing body of research confirm. When a single parent is on active duty in one of the U.S. armed forces, there are additional challenges involved that may not exist among civilian counterparts. The phenomenon of single parents on active duty with its unique difficulties associated both with single parenting and with military service was the basis of this study. The purpose of the research was twofold: to describe the experiences of Air Force single parents as related to social support and work-life theory in the context of bureaucracy and to use that understanding to identify needed improvements in support services. The specific aim of this study was to gain an understanding of single parents in the military through a phenomenological approach. Purposive sampling was utilized to identify the 13 participants. The central question for the study was the following: What are the experiences of single parents serving on active duty in the United States Air Force? The seven themes that were identified as part of the single parent experience were: (a) transition to single parent in the Air Force, (b) better life (c) parental responsibilities, (d) work responsibilities, (e) support provided by the work organizations, (f) informal social supports, and (g) work-life conflict. Major findings include the importance of family-friendly supervisors that alleviated work-family conflict. Participants also noted the military family as being significant to their adjustment and acceptance of military life. Finally, participants were seeking a better life for themselves and their children by either joining as a single parent or deciding to stay as a single parent. This study offers an opportunity to change policy and practice to enhance and encourage the retention of single parents. One application of study findings is the reexamination of the Family Care Plan to alleviate work-family conflict. Another area identified for practice enhancement is the education and training of family-friendly supervisors.
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Phillabaum, Lindsey A. „Managerial Development in Air Force Dining Facilities: Perceptions of 3M Enlisted Personnel on Preparing 3M Airmen for Leadership Positions“. Kent State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=kent1322241906.
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Grigorian, Reza A. „Assessment of the current cultural awareness and training for the Air Force Contingency Contracting Officer“. Wright-Patterson AFB : Air Force Institute of Technology, 2008. http://handle.dtic.mil/100.2/ADA488863.
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Thesis (Master of Research and Development Management)-Air Force Institute of Technology, 2008.Title from title page of PDF document (viewed on: Dec 28, 2009). Includes bibliographical references.
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Cone, Diane. „Congruence of Multi-level Perceptions Over the Length of Marriage and Marital Adjustment in Air Force Couples“. Thesis, University of North Texas, 1991. https://digital.library.unt.edu/ark:/67531/metadc278374/.
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Elsbury, O. James, und n/a. „An examination of a military performance appraisal system and the selection of commanders; perceived validity, prototypes and sources of error“. University of Canberra. Applied Science, 1996. http://erl.canberra.edu.au./public/adt-AUC20050307.155449.
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Performance appraisal has been well established as an important management tool for improving individual and organisational performance, and has attracted considerable research interest over the past fifty years. Many previous studies of performance appraisal have been conducted either in laboratory settings, or have tended
to focus narrowly on raters and/or the appraisal process, or of necessity have excluded from consideration the group dynamics prevalent in large organisations. Additionally, although it has long been recognised that the purpose of performance appraisal can affect ratings, little appears to have been done in situ on performance appraisal as a part of a complex personnel management system. One consequence of this approach has been a degree of uncertainty on the utility of laboratory and other findings to working appraisal systems. Moreover, previous examinations have focused on civilian
organisations even though military organisations have an equally long history of using performance appraisal for a range of purposes. Using a sample (N = 577) of senior air force officers from three adjacent rank levels, this study examined the relationships between performance appraisal rating leniency, the perceived causes of leniency, and two personnel selection processes based on appraisal data. Rating leniency was perceived to be widespread, and was found to be associated with a lack of confidence (or mistrust) in several aspects of the performance appraisal system and related officer selection processes. While officer groups did not show any practically significant
differences in perception of the prototype of the ideal commander (the leader), raters used a range of prototypes for estimating officers' promotion potential and suitability for command. Officers from one employment specialisation tended to stand apart in their view of the appraisal system and personnel selection processes, and the lower ranking officers surveyed tended to be more critical of the performance appraisal system and selection processes than were the higher ranking officers. In terms of selection process outcomes, 21.7% of officers were not satisfied with the management and leadership style of their commander, and officers at the lower organisational levels were found to be significantly (p<.005) more satisfied with their commander that those at the highest level. Satisfaction was found to be predicted by a multiple regression equation (R2=.72, p<.001), with the elements of the equation reinforcing the importance of a human-relations orientation for effective leaders. This study suggests that the behaviour of a working performance appraisal system can be predicted by established theory and that a model of system effectiveness may be possible, embracing rating errors, rating format, reliability factors (such as dyadic quality and period of observation), criterion validity of the appraisal instrument, and rater trust in the system. Additionally, this study suggests that upwards appraisal may be a useful input to the process for selecting leaders, if only to indicate which appraisal dimensions are perceived by subordinates to be important.
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Shwalb, David Abraham. „Loneliness and Use of Coping Mechanisms Among U.S. Military Personnel Deployed to the Middle East“. Diss., CLICK HERE for online access, 2007. http://contentdm.lib.byu.edu/ETD/image/etd1965.pdf.
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Nilsson, Carl. „Argument för Fältflygarsystemets införande : är dessa giltiga för att introducera ett tvåbefälssystem för flygvapnets piloter idag?“ Thesis, Swedish National Defence College, Swedish National Defence College, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:fhs:diva-742.
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1946 infördes en ny befattning i flygvapnet – Fältflygare. Dessa korttidsanställda piloter utbildades fram till och med 1982, året innan den Nya Befälsordningen infördes i försvarsmakten vilken innefattade alla officerare i en och samma kategori – yrkesofficerare. År 2008 reviderades dock befälsordningen, och sedan dess delas försvarsmaktens officerare in i två kategorier: specialistofficer respektive officer. Blivande stridspiloter rekryteras idag till den senare kategorin och anställs som officerare. Denna uppsats syftar till att belysa de argument som var bidragande till införandet av fältflygare och testa dessas validitet som argument för en applicering av tvåbefälssystemet på flygvapnets piloter idag. Uppsatsen utreder fältflygarsystemets framväxt, utformning, genomförande och avslutande samt jämför förutsättningarna mellan 1946 och 2010 inom områdena säkerhetspolitik, uppgifter samt ekonomi. Dessutom jämförs det svenska flygvapnets personalfördelning med ett antal andra länder. Genom att sätta de funna argumenten i dagens kontext, försöker validiteten av dessa avgöras. Uppsatsen avslutas med en diskussion rörande resultatet samt behovet av framtida forskning inom området. Resultatet i uppsatsen pekar på ett antal huvudsakliga argument för införandet av fältflygarsystemet, vilka samtliga kan härledas till flygvapnets expansiva fas under 30- och 40-talet. Uppsatsen visar att inget av dem är giltigt som ett argument för ett införande av ett tvåbefälssystem för flygvapnets piloter idag. Detta är främst på grund av skillnader mellan 1946 och idag rörande den säkerhetspolitiska situationen samt flygvapnets uppgifter. Det huvudsakliga syftet med fältflygarsystemet, att rekrytera en stor mängd individer till ett flygvapen under uppbyggnad, speglar inte dagens situation. Vidare är försvarsmaktens uppgifter idag betydligt fler än de som fältflygarna utbildades för att lösa: försvar av landet i händelse av krig.
In 1946, the Swedish Air Force (SwAF) introduced a new position open for pilot applicants. These pilots were trained and hired as non-commissioned officers and served in during a limited period of time. Influenced by the British RAF system with short service personnel, this system was in use until 1982. That year, it was decided that the Swedish Armed Forces would consist only of commissioned officers. However, in 2008, the non-commissioned officers were re-introduced into service. Today, the officers of the Armed Forces serve either as non-commissioned officers (“specialistofficerare) or commissioned officers (“officerare”). Aspirants who are applying to figher pilot training within the SwAF go through a three-year-long academic education in order to become commissioned officers. This essay aims to elucidate the key arguments used to introduce the system of non-commissioned fighter pilot officers and to test the validity of these arguments for applying the “new” system of officer ranks/other. The essay investigates the evolution, shaping, implementation and termination of the Fältflygare-system. It also compares 1946 and 2010 on three different aspects: the air force’s economic situation and tasks as well as the security policy-situation of the country. Also, a comparison of how officers are organised is made, between the SwAF and the air force of five other countries. The end of the essay consists of a discussion of the results. The result of the essay shows that none of the previous arguments are valid for implementing a system of non-commissioned fighter pilot officers for the SwAF pilots today. The main reasons for this are major differences in the tasks given to the armed forces and the differences of the security policy-situation. The main purpose of the Fältflygare-system, to recruit and train a large quantity of pilots for an air force that was being developed, does not reflect the situation today. Furthermore, the armed forces and air force today must be ready to solve a wider range of tasks today than before, particularly when it comes to peace keeping and peace enforcement missions. The older system trained for a more specific task - defending the Swedish country’s borders in case of a war between NATO and the Warsaw Pact.
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Krusely, Julian Joseph. „What Percentage of the Security Forces at MacDill AFB Experience Exposure to Noise in Excess of the OSHA PEL and the Air Force OEEL?“ Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6286.
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Noise-related hearing loss has been listed as one of the most prevalent occupational health concerns in the United States for more than 25 years with approximately 30 million people in the US alone occupationally exposed to hazardous noise according to the Occupational Safety and Health Organization. Many people are aware of some risks the military members take every day being at war, but very few think about the risks of the members on a base located stateside. To this point, not much research has been done on these risks, and even less has been done on the hazardous noise risks these service members are subjected to. These workers typically work many days a week as well as long hours while being around loud noises for extended periods of time.
The purpose of this research study was to collect data on personal noise exposure for security forces at multiple locations at MacDill Air Force Base (AFB) to compare the results with the Air Force Occupational and Environmental Exposure Limit (OEEL) of 85 dBA for an 8-hour time weighted average (TWA) and the Occupational Safety and Health Administration’s (OSHA) Permissible Exposure Limit (PEL) of 90 dBA for an 8-hour TWA. Personal noise dosimeters were used for collecting personal noise exposure, and sound level meters were used for collecting area noise exposure. A Lieutenant at MacDill offered the data she was at liberty to divulge on the security forces for this study. Dosimetry testing was done at four locations, and sound level surveys were done at two locations, with one of the locations being tested by both, dosimeters and a sound level meter.
The results from this study show that the highest area noise is on the 26 ft Aluminum Boat at the helm with the sirens on while the boat moves at 25 knots with a noise level at 101.2 dBA, and the highest personal noise exposure was at the CATM section with an 8-hour TWA of 108.9 dBA. When taking the Air Force OEEL (>85 dBA) into account, three of the four locations were overexposed to noise hazards using personal noise dosimetry, but only one of the four locations were overexposed to noise hazards using personal noise dosimetry when using the OSHA PEL (>90 dBA).
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Hodge, Edward. „Perceptions of Air Force Civilians Regarding Participation in Nonresident Professional Military Education“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2407.
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In spite of a 2009 memorandum from senior Air Force leaders calling for civilian employees to participate in nonresident Professional Military Education (PME) courses, employees' PME completion rates have remained low. This qualitative study investigated the perceptions of nonresident PME held by 12 employees at an installation with a nonresident PME completion rate of less than 3% in 2013. The theories of reasoned action and planned behavior guided the 5 main questions that asked participants to describe their familiarity with nonresident PME course content, availability, and structure; as well as their perceptions of organizational support for PME course participation, their capacity to complete PME courses, the role of nonresident PME in their leadership development, and the importance of PME completion for attaining their career goals. The data were manually coded and organized according to the emergent themes and subthemes. None of the participants identified any external barriers to nonresident PME completion, but factors such as supervisor support, prior participation in enlisted PME, personal interest in PME course content, and inconsistent hiring practices influenced participants' perceptions of nonresident PME for their professional development and career progression. The findings and prior research suggest the Air Force should educate PME eligible civilians regarding the benefits of nonresident PME, conduct focus groups to discover employees' specific learning needs, and assist supervisors in establishing effective mentoring relationships. These actions have the potential to enhance employee motivation, to align employee development with organizational goals and objectives, and to increase supervisor-subordinate collaboration.
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Beasley, Steven M. „The airpower aristocracy : the intersection between personal relationships and policy and its effect on the Air Force from 1947-1961 /“. Maxwell AFB, Ala. : School of Advanced Air and Space Studies, 2008. https://www.afresearch.org/skins/rims/display.aspx?moduleid=be0e99f3-fc56-4ccb-8dfe-670c0822a153&mode=user&action=downloadpaper&objectid=df6713a7-e6a0-4069-8396-971030bcbc35&rs=PublishedSearch.
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Mahieu, Éric. „Le personnel de l'aviation militaire française durant la Grande Guerre“. Thesis, Toulouse 2, 2019. http://www.theses.fr/2019TOU20082.
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L’histoire du personnel de l’aviation militaire française pendant la guerre de 1914-1918 se résume trop souvent à une évocation des as de l’aviation de chasse et de leurs exploits. A partir de sources numérisées, comme la base des personnels de l’aéronautique militaire, mises en lignes depuis quelques années par le Service Historique de la Défense, il est possible de porter un nouveau regard sur ce sujet. Grâce à une base de données élaborée à partir des fiches du personnel de l’aviation militaire et d’autres sources complémentaires, se dessine un portrait global de ce personnel incluant aussi bien les navigants que les non navigants. Il en ressort que la cinquième arme naissante est avant tout composée d’hommes jeunes dont le métier pratiqué dans le civil influence fortement la fonction exercée dans l’aviation, illustrant ainsi le pragmatisme certain de l’armée. Principalement originaires des armes de l’infanterie ou de l’aviation elle-même, ces hommes connaissent une orientation dans les métiers de l’aviation qui n’est pas forcément prédestinée par leur origine géographique citadine ou rurale. En fait, il apparait que la composition du personnel de l’aviation militaire reproduit l’exact reflet de la société civile d’avant-guerre. À la suite des premiers mois de combat, pendant lesquels l’aviation démontre toute son efficacité, les lacunes de son organisation et de son ravitaillement entraînent une refonte en profondeur d’un système inadapté conçu en temps de paix. La nouvelle organisation, dont la Réserve Générale d’Aviation incarnait l’un des principaux piliers, s’est progressivement fractionnée pour donner naissance à de nouvelles entités. Celles-ci témoignent, au fur et à mesure de leur développement et des nouveaux besoins, d’une spécialisation toujours plus croissante des services. L’examen d’un certain nombre de parcours individuels parmi les hommes de l’aviation militaire révèle une grande variété de trajectoires, de destinées, de métiers différents. Celui de mécanicien d’aviation en particulier, présente de nombreux aspects méconnusThe history of French military aviation personnel in World War I is too often limited to an evocation of the flying aces and their feats. From digitized sources, such as the military aeronautics personnel database, recently put online by the Historical Defence Service, it is possible to gain a new perspective on this subject. Thanks to a database developed from military aviation personnel records and other complementary sources, an overall portrait of this personnel, including both aircrew and ground staff, is being outlined. It shows that the fifth and new service is mostly composed of young men whose civilian trade is strongly correlated to the function exercised in aviation, thus illustrating the army's pragmatism. Mainly originating from the infantry or from the Air Force itself, these men were oriented in professional aviation fields that were not necessarily linked to their urban or rural geographical origin. In fact, it appears that the make-up of the military aviation personnel exactly reflects the pre-war civilian society. Following the first months of combat, during which aviation proved to be very effective, the deficiencies in its organization and supply led to a major overhaul of an inadequate system designed in peacetime. The new organization, of which the General Aviation Reserve was one of the main pillars, gradually split into new entities. As they develop and meet new needs, they reflect an ever-increasing specialisation of services. The study of a number of individual military aviation careers reveals a wide variety of paths, destinies and trades. The aviation mechanic in particular has many little-known aspects
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Doolittle, John W., und William F. Denton. „Naval Special Warfare (NSW) enlisted manning concerns key elements for successful growth and retention of enlisted personnel“. Thesis, Monterey, California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1212.
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Approved for public release; distribution in unlimited.The Pentagon is planning to gradually increase the Navy's SEAL force over the next several years to meet increasing global demands. The move was authorized by the Office of the Secretary of Defense (OSD) in a program decision memorandum (PDM) in December 2002. The PDM, which directed the growth of Special Operations Forces across the board, called on the Navy to bring the equivalent of two new SEAL Teams to the force between FY-06 and FY-08. Even though funding has been allotted to this task, there may not be enough manpower to fill these slots. Training issues coupled with retention issues have brought the growth process to a standstill. The purpose of this thesis is to identify which major variables and/or combinations of small variables need to be changed in order to increase NSW enlisted SEAL manning. The three major areas that will be looked at are recruitment, training, and retention. The focus will be to determine where NSW can do better at managing personnel in these areas. The end product will be a detailed analysis that will offer suggestions for program changes that can be implemented to increase NSW forces while raising the quality of operators at the same time.
Lieutenant Commander, United States Navy
Lieutenant, United States Navy
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Musil, Marek. „Aplikace osobního větrání ve vzduchotechnice“. Master's thesis, Vysoké učení technické v Brně. Fakulta stavební, 2013. http://www.nusl.cz/ntk/nusl-226016.
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The subject of this thesis is the application of personalized ventilation in air. The main aim of the work is to construct physical models of artificial ventilation outlets for personal and their experimental verification in the laboratory. The information obtained from experimental measurements are applied in the design of forced personal ventilation to the specified building. Result of this work is to evaluate the use of personalized ventilation for practice with these advantages and disadvantages.
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Bramstång, Mattias, und Mattias Hiller. „Därför gick vi vidare : En kvalitativ studie som söker klarhet och förståelse varför kontinuerligt anställda soldater vid Luftvärnsregementet lämnar yrket“. Thesis, Högskolan i Halmstad, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-40010.
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I en tid då Försvarsmakten brottas med hög personalomsättning av soldater står Luftvärnsregementet i Halmstad inför en ombeväpning av historiska proportioner, med nya luftvärnssystem och en utökad organisation, för att möta det rådande säkerhetspolitiska läget i Östersjöregionen. I denna utveckling utgör den kontinuerligt anställda soldaten en viktig betydelse för att luftvärnsförbanden ska kunna lösa de tilldelade uppgifterna. För att djupare förstå och finna klarhet varför kontinuerligt anställda soldater väljer att sluta användes en kvalitativ forskningsmetod, genomsyrad av en induktiv ansats. Genom intervjuer med tidigare anställda soldater insamlades empiri som står på egen grund. Med en analysmetod inspirerad av Grounded Theory skapades det emotionella spänningsdiagrammet som förklarar varför individen väljer att sluta. I diskussionen kopplades forskningens resultat främst mot Herzbergs tvåfaktorsteori men resultatet sågs även ur ett generationsperspektiv. För den unga generation Z är personifiering genom personlig utveckling tillsammans med ledarskapet avgörande i soldaternas beslut att lämna sin anställning. Den omväxlande och utmanande verksamheten i Försvarsmakten bidrar till en stark känsla av gemenskap som i sin tur påverkar soldatens motivation att stanna kvar längre i sin anställning. Soldaten är även påverkad i sitt val att lämna eller stanna kvar vid förbandet av basala behov så som anställningsvillkor, lön och geografiskt läge.At a time when the Swedish Armed Forces struggle with high soldier turnover, the Air Defense Regiment in Halmstad is facing a re-arming of historical proportions such as new air defense systems and an expanded organization to meet the current security policy situation in the Baltic Sea Region. In this development, the continuously employed soldier is an important factor in ensuring that the air defense units are able to fulfill their assigned tasks. In order to understand more deeply and find clarity why the continuously employed soldiers choose to leave, a qualitative research method, imbued with an inductive approach, was used. Through interviews with formerly employed soldiers empirics that stand on their own were collected. With an analysis method inspired by Grounded Theory, the emotional tension diagram was created that explains why the individual chooses to leave. In the discussion, the results of the research were mainly linked to Herzberg's two-factor theory, but the result was also seen from a generation perspective. For the young generation Z, personalization through personal development together with leadership is of major importance why the soldiers are determined to leave their employment. The varied and challenging activities of the Swedish Armed Forces contribute to a strong sense of community that affects the soldier's motivation to stay longer in one´s employment. The soldier is also influenced by basic needs in one´s choice to leave or stay at the unit such as employment conditions, salary and geographical location.
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Searle, Deane. „Low Intensity Conflict: Contemporary Approaches and Strategic Thinking“. The University of Waikato, 2007. http://hdl.handle.net/10289/2591.
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Low Intensity Conflict (LIC) is a significant feature of the contemporary world and it is a particular challenge to the armed forces of many states which are involved is such conflict, or are likely to become so. This thesis is not concerned with how such difficult conflict situations arise. Rather it is concerned with how, from the point of view of the state, they may be contained and ultimately brought to a satisfactory resolution. The work is thus concerned with the practicalities of ending LIC. More specifically, the purpose of this research is to establish a framework of doctrinal and military principles applicable to the prevention and resolution of LIC. The principles of this thesis are based in numerous historical examples of LIC and six in depth case studies. These distilled principles are analysed in two central chapters, and are then applied in two latter defence force chapters so as to ensure there practicality and resilience. Numerous defence academics and military practitioners have been consulted in the production of this thesis; their contribution has further reinforced the functionality of the principles examined in this research. The research illustrates the criticality of a holistic approach to LIC. The function of this approach is to guarantee the stability of the sovereign state, by unifying civil, police, intelligence and military services. The effectiveness of the military elements must also be ensured, as military force is central to the suppression of LIC. Consequently, the research makes strategic and operational prescriptions, so as to improve the capability of defence forces that are concerned with preventing or resolving LIC.
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Becker, Caroline. „Identité professionnelle et attitudes au travail des pilotes de l'Armée de l'air“. Thesis, Tours, 2019. http://www.theses.fr/2019TOUR2014.
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Créée en 1934, l’Armée de l’air est née et s’est construite autour de l’image du pilote, qui constitue le cœur de son identité. Paradoxalement l’identité professionnelle des pilotes et ses effets aux niveaux organisationnel et individuel sont à ce jour peu étudiés et donc méconnus. L’objectif général de notre travail doctoral était d’une part d’analyser les caractéristiques de l’identité des pilotes de l’Armée de l’air et leurs conséquences au niveau de certaines attitudes organisationnelles (i.e., satisfaction au travail et intention de turnover) ainsi que les mécanismes explicatifs sous-tendant ces liens, et d’autre part d’étudier l’impact identitaire au niveau intra-individuel d’une situation d’incertitude professionnelle chez cette même population. S’appuyant sur trois études empiriques, notre travail a adopté une approche intégrative de l’identité. Celle-ci était considérée comme un construit multifacette à trois niveaux de lecture : personnel, relationnel et collectif, et a été envisagée du point de vue de la théorie de l’identité sociale dans les deux premières études et selon l’approche développementale dans la troisième. L’étude 1, transversale, a permis d’attester de l’existence d’une identité spécifique des pilotes par rapport aux non-navigants et de mettre au jour trois profils d’identification intra-pilotes. L’étude 2, transversale, a démontré un effet différencié des profils d’identification sur la satisfaction au travail et l’intention de turnover, expliqué par deux dimensions du besoin d’accomplissement : la perception de la brèche du contrat psychologique et le Person-job fit. Enfin la troisième étude, au travers d’un protocole longitudinal via la méthode des diary studies, a éclairé les dynamiques identitaires en jeu dans une période d’incertitude professionnelle chez les pilotes. Ces trois études contribuent à enrichir la littérature scientifique sur l’approche intégrative de l’identité ainsi que sur une population jusqu’alors peu étudiée. Les résultats obtenus permettent par ailleurs d’amorcer une réflexion sur la prise en compte dans les pratiques managériales de l’Armée de l’air des identités professionnelles des pilotesCreated in 1934, French Air Force’s very existence is linked to pilots, whom constitute the chore of its identity. Paradoxically, pilots’ professional identity and its organizational and individual effects are quite unknown. The main objective of our doctoral work was, on one hand, to question the characteristics of the French Air Force’s pilots identity and their effect on organizational attitudes (i.e., job satisfaction and turnover intentions) with the explicative mechanisms underlying that link; and on another hand, to study the intra individual identity impact of a situation of professional uncertainty in this very population. Made of three studies, our work kept an integrative approach of identity. The latter was considered as a multifaceted construct with three reading levels: personal, relational and collective, and was considered through the social identity theory lens in our first two studies, and according to the developmental approach in our third. The first cross-sectional study allowed us to attest the existence of a specific identity of pilots compared to the non-pilots and to delineate three intra-pilots identification profiles. The second cross-sectional study, demonstrated differentiated effects of identification profiles on satisfaction at work and turnover intention, explained by two dimensions of the need fulfillment: the perception of the psychological contract breach and the Person-job fit. At last, our third study brought, through a micro longitudinal protocol via the diary studies method, a first look at the identity dynamics at stake in a period of professional uncertainty for pilots, allowing us to raise hypotheses about the effect of the considered period on the identity at the macro level.Those three studies contribute to extend the scientific literature about the integrative approach of the identity and about a population that was poorly studied until now and start a reflection about the acknowledgement and the possible managements of the pilot’s professional identities by the French Air Force
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Sponseller, Heather. „Relationship of exercise habits to aerobic capacity assessments in Air Force personnel“. 2004. http://www.oregonpdf.org.
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Thesis (M.S.)--Eastern Washington University, 2004.Includes bibliographical references (leaves 46-52). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.
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LU, Kai Xiang, und 路凱翔. „Factors of Military Personnel to Workload –An Example of Air Force Command“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/chqz34.
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碩士國防大學
運籌管理學系
103
Because of the changes in future combat models, government financial situation, and population structure, the military faces difficulty to increase budget income, and can only reduce its spending for personnel and decrease its force structure. This leads to the problem that fewer people have to share the same heavy workload. However, overload working may cause tendency for employees to shirk their works and criticize and complain about their supervisors’ requirements. Based on document review, the factors for workload can be categorized into 3 types: organizational culture, Personality traits, and social capital. This study focuses on the factors of workload and its influence on the organizational and personal levels as well as social capital by a case study of active personnel in headquarters level. The study samples are the active personnel of all divisions/offices at Air Force Headquarters.adopt sampling by convenience method and collect a related data by questionnaire and carry on the data statistics and analyze the detection: 1.The organizational culture(bureaucrat type) will not produce the notable influence to the workload. 2.Personality traits (Conscientiousness, Agreeableness, Extraversion, Emotional stability, Emotional stability)'s only hasing the " Emotional stability " Personality traits to the workload will have the very notable influence to the workload. 3.The social capital will weaken the negative influence of Personality traits(Emotional stability) to workload;The social capital will weaken the negative influence of Personality traits(e Emotional stability) to workload;Social capital and Personality traits(Conscientiousness) have quite the contrary reaction to the workload. Expecting this research can provide directors at headquarters through understand the Personality traits of organizing the member, name in the work with allotment can make the right decision according to personnel's personality, then reduce personnel's workload.
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CHENG, CHUN-YIN, und 鄭淳尹. „The Research for the Willingness of the Retiring Air Force Personnel for Logistics Outsourcing Service-Based on the Hualien Air Force Base“. Thesis, 2017. http://ndltd.ncl.edu.tw/handle/29arev.
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碩士育達科技大學
資訊管理所
105
There are limited studies on the employment of volunteer veterans in Taiwan, and it is hard to gain a better understanding of the real situation of these veterans after the middle age. Researchers found that nearly half of the outsourcing companies that paid for the logistics of the Hualien Air Force Base were retired volunteer veterans, and the employment opportunities in the Hualien area were less than those in the western region, and the general salary structure was lower than that in the west. The willingness of the staff to carry out the work of the logistics after the decommissioning of the base is related to those factors. This study is aimed at Air Force military personnel retired after the relentless work in the work of the relocationon the Hualien Air Force Base. Firstly, we study the willingness of Air Force Hualien base military personnel retired after the logistics in the subordinate work. Secondly, the the influence of personal background on job satisfaction and career planning are analysized. Finally, the impacts of the job satisfaction and career planning are proposed. This study is based on the questionnaire survey, and its data analysis is based on statistical analysis software SPSS 20.0 to carry out hypothesis test, t test, single factor analysis of variance and other statistical analysis. This study concludes as followings: (1). Hualien Air Force military personnel after retiring in the logistics of subordinate work has a willingness to work. (2). the personal part of the background have an impact on the job satisfaction and retirement career planning. (3). the job satisfaction and career planning are the important factors for the work of the logistics after retired from military. This study provided a retired counseling and employment agencies based on the results of the analysis. As a result, the latter will provide a clearer direction in the context of the employment of relevant background personnel. The choice of second-rate employment opportunities for more effective military service personnel.
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Chou, Lin-Huei, und 周玲慧. „The Investigation of the Voluntary Air Force Personnel Retention Rate by the AHP“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/p3n2a3.
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碩士國立虎尾科技大學
工業工程與管理研究所在職專班
103
In recent years, cross-strait situation has stabilized, the Taiwanese government''s policy focus is placed on the economic development of the country, and the reduction of armed forces becomes a trend. After a series of systematic downsizing, the number of the military personnel keeps declining. Due to the manpower shortage, work pressure and job insecurity, military personnel discharge rate is growing which causes the anti-selection and generation gap situation. Because the digital and high-tech weapon systems will join the combat environment in the future, high professional and quality personnel is needed to the military. However, under the impact of the declining birthrate, it is very difficult to maintain the supply end of the defense manpower. In addition to recruit more professional and high quality personnel, it is very important to investigate how to retain the current personnel who is in the military service. Because the Air Force plays an important role in the first line of defense on the Taiwan Strait, the knowledge, skills, and experience accumulation and inheritance of the flight crew and ground personnel all bring a significant impact on the effectiveness of the defensive requirements. Therefore, this study studies the four main key factors and ten minor key factors of impacting the retention rate of the Air Force personnel and their priority. Hopefully, the results of this study can be a guidance when the defense department tries to establish related policies and improve the retention rate of the Air Force personnel retention rate so the quality personnel can be retained, the training costs can be saved, and the security of Taiwan Straight can be assured.
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Chih-Hsiang, Hsu, und 許智翔. „Research on the Key Factor of Job Training Motivation for Air Force Military Personnel“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/49859123454852468436.
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碩士育達科技大學
資訊管理所
104
Facing the process of the China’s military modernization, the threat to our country is gradually becoming from the number of advantages to quality competition. In the cross-strait military balance, we have to enhance the capacity of national science and technology more activity. Bringing about the national defense concept, create strategic thinking, continuing the military advantage of "quality", let our national security be ensured and the area stability be maintained. This study was designed to investigate the key motive of the Air Force military personnel having job training. First, application Delphi method to produce the first expert questionnaire. Second, score by the five-point Likert scale. Then re-select by the experts consistency index, and perform the Delphi method again to discuss the key factor of the Air Force military personnel taking courses of graduate institute. This discussion divided into four key factors: personal reason, family factors, school factors, organizational factors. Through related literature and the correct-type Delphi method, gathering consensus of expert, then establish a hierarchical structure. Application Analytical Hierarchy Process Conducted a questionnaire data compilation, and the use of MS Excel （2010） and Expert Choice version of application software to be calculated, Decision assessment criteria of the Weights high and low, then try using the Weights to obtain, to find out Air Force military personnel motivations of the key factors in job training. According to the results show which can understand Motivation Institute of military personnel attending a key factor in the main criterion "Personal reasons" as the main reason, Another generally agreed that highest weight of the secondary criterion of Personal Factor for "Learning Motivations" and "inherent limitations", participation in job training also is to meet own abilities and on planning personal career as the main motivation, And hope at the same time can enhance the competitiveness of forces that can be retired as soon as possible after the follow-up and social integration. Keywords：Air Force military personnel, Job training, Delphi method, Analytic Hierarchy Process（AHP）
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Deng, His-Kuang, und 鄧錫光. „The correlation of work stress,fatigue and cardiovascular disease physiology parameters in Air Force personnel“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/py4qzg.
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碩士開南大學
空運管理學系
101
Because of a series of organization merging and manpower disarmament in recent years, everyone has more burdens on duty. As a result, it also makes everyone more jobs, more stress and even more fatigue resulting in sudden death. Thus, we conducted a cross-sectional study to investigate the associations of work stress, fatigue and indicators of cardiovascular diseases. Participants recruited from one Air Force base agreed to complete two-part questionnaire that one is for defining the characteristics of work and the other is for scaling the strength of fatigue. Finally, they also needed to be measured indicators of cardiovascular diseases like BMI, waist circumference, blood pressure, fasting glucose and different kinds of cholesterol. Finally, 297 questionnaires were analyzed excluding 55 questionnaires which 30 were refused to fill and 25 were not provided enough information by participants. Response rate was highly 86.4%. In demographic analysis, there were 251(84.5%) male and 46(15.5%) female. Participants were 26.9% above and sergeant in rank and 87.6% were staff officers. In life habit, no betel-nut chewing, alcohol drinking, and no-smoking were separately 87.6%, 68.5% and 61.4%. It is up to 57.7% participants regularly doing physical activity once or twice per week and lasting at least 30 minutes. According to the Karasek’s demand-control model of job stress, there were 68(22.9%) low-demand-and-low-control (passive jobs) participants. Low-demand-and-high-control (lowstrain jobs), high-demand-and-low-control (highstrain jobs) and high-demand-and-high-control (active job) ones were distinguishingly 82(27.6%), 92(31.0%), and 55(18.5%). There were 136(45.8%) whose scores in the strength of fatigue were above 76. 161(54.2%) participants self-perceived that fatigue was mainly originated from psychological factors. However, numbers of elevated total cholesterol (>200mg/dl), elevated LDL-C (>130mg/dl), elevated triglyceride (>150mg/dl), elevated fasting glucose (>100mg/dl), low HDL-C (<35mg/dl) were 116(39.1%), 94(31.8%), 53(17.8%), 28(9.4%), and 20(6.7%). In addition, there were 205(69.0%) and 61(20.5%) in elevated blood pressure (>120/80mmHg) and BMI(≧27kg/m2). In elevated waist circumference, it had 45(15.2%) restricted in male participants (>90cm). Our results showed that officers had better outcomes than others in assessment of work stress. Overall prevalence of fatigue was 45.8% in our study. In the univariate analysis, prevalence of fatigue was significantly associated with factors including LDL-C, physical activity, job demand, job control, social support in workplace and work insecurity. Finally, factors of LDL-C, physical activity, job control, and social support in workplace were positively associated with prevalence of fatigue in the multivariate analysis.
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SHIH, LI-JEN, und 施力仁. „The Relationship among Work Characteristics, Work Pressure, and Job Satisfaction: Evidence from Air Force Personnel“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/wbbyr2.
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碩士國立虎尾科技大學
企業管理系經營管理碩士在職專班
107
The main purpose of this study is to explore the impact of job characteristics and work stress on job satisfaction. Taking a certain air force combat team as an example, the research object includes military officers, sergeants and soldiers. Literature review and questionnaire survey method were used in this research. This study facilitated the sampling method for research. A total of 450 questionnaires were distributed, 402 questionnaires were collected, and 12 invalid questionnaires were eliminated. In all, 390 valid questionnaires were obtained. The questionnaire recovery rate was 86.67%. The SPSS statistical software was used for descriptive statistics, reliability analysis, validity analysis, independent-samples t-test, one way analysis of variance (ANOVA) analysis and regression analysis. The conclusions are as follows: 1. Demographic variables show partial significant differences in job characteristics. 2. Demographic variables show partial significant differences in work stress. 3. Demographic variables are not significantly different in job satisfaction. 4. There is a significant positive correlation between work characteristics and work pressure. 5. There is a significant positive correlation between job characteristics and job satisfaction. 6. There is a significant positive correlation between work stress and job satisfaction. 7. Work stress as well as job characteristics a significant positive impact on job satisfaction.
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Liu, Chun-Der, und 劉俊德. „The Study on Job Satisfaction of The Armed Force Personnel in Managing Waste Product take Air Force Logistic Unit as an Example“. Thesis, 2007. http://ndltd.ncl.edu.tw/handle/22259294638699603652.
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碩士立德管理學院
資源環境研究所
95
We examine the job satisfaction of air force logistic personnel in managing the waste product,which is used on follow-up management and utilization of the waste. Our military strategic object is effective deterrence and resolute defense. The satisfactory availability of weapon system and well-trained people is our duty in peaceful or war phase. In different operation and maintenance occasion, a large of waste is generated, those waste contain value to retrieve and reuse. If the waste is，nt retrieved and reused well according to military and EPA regulation, the decreased national budget, polluted environment, flow-outward military waste and criminal events are generated. Currently, the armed forces is in the period of downsize in organization and transit, identification of waste, leadership style, organizational culture directly affect job satisfaction in managing the waste.After acquiring the air force logistic peopsonnel related data, our study contain following conclusion by descriptive statistics, reliability analysis, validity analysis, analysis of variance, correlation analysis, regression analysis. 1. There is significant and positive correlation between identification of waste and job satisfaction. 2. There is significant and positive correlation between identification of waste and organizational culture. 3. There is significant and positive correlation between identification of waste and leadership style. 4. There is significant and positive or negative correlation among identification of waste, leadership style, organizational culture. 5. Individual variables, such as, sex, age, marriage and rank have significant influence on job satisfaction. We expect that armed forces use with imagination the concept about leadership style, connecting with new adjusted organizational culture, and use theory in practice, which will help accomplish the organizational performance.In other hand, to change the working attitude and method, eliminate the waste, effectively collection, retrieve and sell of waste, these will help upgrate the job satisfaction.
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ZHOU, JIA-XIAN, und 周家賢. „INVESTIGATION OF THE FUNCTIONS OF AIR FORCE ACCOUNTING PERSONNEL IN THE GOVERNMENT BUDGETING, AUDITING AND STATISTICS SYSTEM“. Thesis, 2006. http://ndltd.ncl.edu.tw/handle/7zyp5n.
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碩士銘傳大學
公共事務學系碩士在職專班
94
The operational efficiency of the armed forces has been the focus of the executive and legislative branches of government and scholars for the following three reasons: (1) The budget for the national defense department is a fifth of the total government budget; (2) The cumbersome administrative structure and enormous manpower of the armed forces and its complex and complicated management system and operations are beyond comparison with general organizations; and (3) How to develop effective defensive power to ensure the life and property of citizens in face of the powerful military threats of Communist China has been a focus of the public. Therefore, national defense is exceptionally important, and citizens are very much concerned about the management efficiency of the armed forces. Moreover, as some of the national defense budget is highly classified, this thus makes the financial resource management of the armed forces more mysterious. By studying the following issues, this paper investigated the roles and functions of accounting personnel of the armed forces in order to allow the participation and to arouse the attention of the government budgeting, auditing and statistics system. These issues included investigation, from the viewpoint of accounting personnel, of the internal control, internal audit and internal review systems in terms of three constructs: degree of identification, difficulty and effectiveness. Results of the investigation on the identification of internal control of air force accounting personnel in terms of variables including gender, age, seniority and education indicated that all personnel have a high identification with the internal control system, particularly with the effectiveness in enhancing the performance of policies allowing units within the organization to establish individual internal controls over finance. This suggests that the expectation of personnel within the organization is to establish an effective financial control process to allow the smooth operations of the organization. It is especially true for accounting officers because based on their personal experiences, they understand that the operation and implementation of internal control allows an organization to accumulate and pass on excellent practices and knowledge by means of knowledge management after the establishing a system. It is the knowledge base for administrational efficiency enhancement and the sustainable operation of a system. Therefore, to establish and implement internal control is the prime target of the armed forces. Current legislators mistakenly think that internal control is only the duty of accounting personnel, and other units can leave it alone or give all the work to accounting personnel. In fact, such a kind of cognitive model should be avoided. Therefore, the specifying of agencies and units of internal control should be measured carefully.
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Hui-Nan, Chu, und 朱輝南. „Relationships between Alienation and Organizational Downsizing : A case study on Aircraft Maintenance Personnel in Chinese Air Force“. Thesis, 2005. http://ndltd.ncl.edu.tw/handle/98612411510375938706.
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碩士元智大學
資訊社會學研究所
93
ABSTRACT Purpose of this study is to assess the impact of organizational downsizing on employees. Instead of the four aspects traditionally used in business administration studies: organizational commitment, organizational climate, job-satisfaction, and inclination, we take another approach with four dimensions: self-estrangement, meaninglessness, powerlessness and isolation, derived from “Alienation” of Karl Marx, together with other references of Blauner (1964), and Pan, Mei Ling(2003). We believe that “people” are the most important assets in an organization and consider that the success and achievements of any organization are all created by her “people.” Just as Marx, we adopt the care and concern to human nature. Although only one out of the eight airbases was investigated, the results may well reveal the impact on staff during different stages of the organizational downsizing process. Root causes can therefore be discovered from empirical analysis and preventive measures can be taken. There are three steps in the empirical analysis. First, to verify the relationships between alienation and different personal with the latter as variables. Secondly, to distinguish the relationships between alienation and staffs step by step based on their cognition and the effects of the organizational downsizing. Finally, to compare the scores of staff for organizational downsizing and dissolution with the overall alienation result, in order to determine whether the alienation of staff during organizational downsizing is resulted from different personal variables or is resulted from organizational downsizing itself. Results of the study show that explanatory power of distributive justice toward self-estrangement and isolation is 88.8% and 10.1% respectively, of uncertainty toward meaninglessness is 96.2%, and of morale impact toward powerlessness is 95.8%. It is anticipated that conclusions of this study will be helpful for organizations to undergo downsizing as well as follow-up researchers in their further studies. Key Words: organizational downsizing、Organizational equity 、organizational commitment 、Uncertainty、Alienation
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Lin, Su-Hung, und 林書弘. „The impact of military personnel performance evaluation systems on organizational change – A case in the Air force“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/pnyv9w.
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碩士淡江大學
管理科學學系企業經營碩士在職專班
103
Abstract The most important competitive power for a nation or an enterprise comes from human resource under the era of population reconstruction and decreasing birth-rate. The Ministry of Defense must adjust its organizational structure based on the development of cross-strait relationships and international conditions. MOD will have to continuously review and re-organize its defense structure according to enemy’s conditions and strategic movements. One of MOD’s strategic tactics is to cut down the size of the force and re-adjust the military organizations. It has sequentially implemented exactness programs, improvement programs and elite programs. Since various military organizations are mutually inter-dependent and closely related to national security, every strategy or tactic implemented would affect the whole military force. Under the situation of continuous shrinking and re-organization, professional soldiers might hold different attitudes toward organizational change. For now, the reorganization has been continuously implemented. Will it affect the morale of professional soldiers and their willingness to stay in the military force. Only finding ways to keep high-capability personnel in the military force and let them do their best would the military performance be effectively improved. The reorganization has not completed yet. The willingness of professional soldiers to stay in the military is already low. This study tries to explore how to drive down professional soldiers’ resistance to change and drive up their willingness to stay in the military through the relationship among morale, organizational commitment and performance evaluation systems. This study disseminated 250 questionnaires. There are 232 usable responses with a response rate of 92%. Results of the study are: 1. The approval of performance evaluation systems is positively related to morale. 2. Organizational commitment is a moderator for the relationship between the approval of performance evaluations systems and morale. 3. The relationship between morale and the approval of organizational change is insignificant. 4. The approval of performance evaluation systems is positively related to the approval of organizational change.
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Chi, Zhong-xian, und 紀忠憲. „INVESTIGATION OF THE FUNCTIONS OF AIR FORCE ACCOUNTING PERSONNEL IN THE GOVERNMENT BUDGETING AUDITING AND STATISTICS SYSTEM“. Thesis, 2009. http://ndltd.ncl.edu.tw/handle/98770353311472810981.
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碩士義守大學
資訊管理學系碩士班
97
Within the national defense system, the priority is to win the space control. The model to evaluate the air power to win the war by controlling the space has not been developed yet. Because of the importance of national defense and security, the increasing attention has been paid to the effectiveness of the organizational management in the national defense system. The budgets of aerospace & defense are confidential to people, therefore it is difficult to collect the data of resource management relevant to national defense. The focus of this study was to collect the perceptions of accounting staff about their roles in order to raise authority’s concerns over audit issues. The perspectives about internal audit, control, and review to find their views regarding to the extent to which they have agreement, difficulty, and effectiveness. The findings of this survey study indicated when taking into account variables gender, age, year of service and educational background that air force accounting staff have higher agreement to control. Specially, the item “Regulations of using budgets based on own departments can promote effectiveness” was statistically significant. The results showed that accounting staff expected to have an effective procedure in setting finance and budget to enhance the organizational management. From the working experience of accounting directors, they agreed that the explicit procedures of internal control in an organization can not only extend workers’ experience and knowledge, but also effectively promote administrative efficiency.
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Huang, Shih-Ming, und 黃世銘. „Relevance Assessment of Customer Value Creation and Services in ROC Armed Forces Division – A Case Study of Air Force Personnel Activities Center“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/27635382999303964173.
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碩士開南大學
商學院碩士在職專班
100
The blooming development of service industry in recent years, particularly in the leisure tourism aspect, has stimulated competition in the hospitality industry due to weekends-off. In addition to improving hardware facilities the industries also demonstrate sophistication in service quality as respect for consumers, which is a general view and key operating directions in the industries. The ROC National Armed Forces Division is attributed to the “Armed Forces Production and Service Operation Funds,” a leisure venue that offers tourism, conference, dining, and accommodation for armed forces, veterans and spouses. Although the operation is non-profit oriented, the division should still pursue maximum efficiency of fund operations under the premise of assuming sole responsibility for its own profits and losses, to conform with the original purpose of division establishment. Although the armed forces division only targets at armed forces personnel, veterans and spouses as consumers, the division is still required to create customer value from consumer demand and expectations in an intensely competitive industries, under the assessment of operating performance and in addition to timely adjust the current operating management strategies. Apart from sustainable management, the division should improve service and create intangible value so that the armed forces and spouses of veterans could be proud of being a member of the armed forces. The study took the Air Force Personnel Activities Center of the “Armed Forces Production and Service Operation Funds – Service Division” as a case study, using its existing services and customer value creation as constructs with relevant standards for the framework of the study. The study also applied Decision Making Trial and Evaluation Laboratory. Analysis to interpret the structural model and confirm the relations between the standards by combining with Analytical Network Process in order to yield the relevance assessment of customer value creation and services. The study results showed that among the existing services and constructs of Air Force Personnel Activities center, consumers still value indicators such as cheap price and professional customer service. Additionally, added-value is the regarded as status symbol which can be used as reference for the future operating strategies of the Air Force Personnel Activities Center.
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Lu, Guan-ying, und 呂冠瑩. „Factors Affecting On-Line Shopping Behaviors of Military Personnel: A Case Study on Air Force Institute of Technology“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/swh8h9.
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碩士國立高雄大學
資訊管理學系碩士班
101
With the convenience of on-line shopping, the on-line shoppers are growing quickly. More and more people love on-line shopping, and there are many academic studies targeting on this issue. However, among these people one special group - the military personnel are less focused in the field of on-line shopping studies. Because of their jobs, many military personnel consider on-line shopping is a good alternative comparing to traditional purchases. Their purchasing power can not be ignored! Currently, only Military Welfare website from General Welfare Service Ministry offers on-line shopping for military personnel. But with poor performance, it fails to get popularity. This study is based on the Means-End Chain model (MEC) to explore consumer behaviors of military personnel. By using laddering technique, we interview 60 representative military personnel that have abundant net-purchase experiences. Through interview, we explored consumer behaviors of military personnel. We also collected their opinions and suggestions about Military Welfare site. The findings of this study are summarized in three folds: First, we concluded 9 participation behavior attributes、7 participation outcomes, and 7 value elements in MEC hierarchical for the shopping behaviors of military personnel. Second, the critical path elements of the online shopping for military personnel are convenience, time saving, and efficiency. Third, Military Welfare website is not popular because of the lack of publicity. It is hope that with this study, we can offer General Welfare Service Ministry a new look to improve Military Welfare site. We expect the Military Welfare site will have competitive advantage in the future e-Business practices.
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Su, Chih-Hao, und 蘇志豪. „The Research of E-learning on Logistic Personnel Training Course–Example with a Wing in the Air Force“. Thesis, 2014. http://ndltd.ncl.edu.tw/handle/zbuf2z.
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碩士華梵大學
資訊管理學系碩士班
102
Implementations of “streamlining project”,“refining project”and follow-up with “essence project”have resulted in adjusted military structure and significantly loss of logistic manpower. The disconnected information and knowledge gap between new recruits and the professional logistic manpower with professional competency needed to be solved.Utilization of E-learning facilitates the transmission of knowledge and experiment from teacher to students.E-learning also converts the traditional teaching system to the efficient and flexible way. Hence, E-learning provides a good opportunity to improve the disadvantage of traditional teaching system. The purpose of this research is to explore the factors that may influent the research of E-learning on logistic training course. The sampling subjects are come from logistic personnel who work in Air Force of the ROCC.User’s perspectives were collected by AHP questionnaire.A three-layered hierarchy structure was built based on the survey results.The main influential factors are “suitable training courses”,“staff’spassion”,and“leadership cultivation”. This study provides practical advices to build E-learning system in the future.
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Kuo, Cheng-Yu, und 郭政育. „The Research of Professional Training for Promoting Logistic Personnel Quality-Example with a Wing in the Air Force“. Thesis, 2014. http://ndltd.ncl.edu.tw/handle/g82fa6.
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碩士華梵大學
資訊管理學系碩士班
102
To confront the situation of gradually relief in cross-strait tension and implement simplify manpower program in the national troops, which have let to reduce the accumulation of national troop’s energy. As a result, the future orientation of the national troops will be surveyed and impacted critically.In order to deal with the situation, the national troops implement many reform strategies. For example, outsourcing partial of the Logistics & Maintains weapons system, computerization and automation the systems for reducing the human resource cost, etc. Unfortunately, the above mentioned efforts cannot effectively retrieve specializes know-how as a return.Therefore, the main research method of the essay is based on the re-organization of literature theory, and utilizing the Analytic hierarchy process. It will provide the related framework of how to improve personnel’s essence study. In accordance with the feedback of questionnaire from technicians, it has obtained the parameter value of affecting factors. Hopefully, we can improve technicians’ quality through specialist training and reach the goal of maintaining fighting capacity by the most efficient way. This thesis uses questionnaire, first uses 10 specialist interview and document research to summarize 4 factors and 13 evaluations index on Professional training to improve the quality of technical service personnel. In second stage, using Analytic Hierarchy Process (AHP) calculates each index weighted importance focus on Equipment Materials, Learning ability, Teaching Teachers and Governor examination mechanism. After analysis on the outcome of weighted importance, the study shows that when evaluate Professional training to improve the quality of technical service personnel firm the most importance index is “Ability to Solve the problem”.
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Su, Shih-Hong, und 蘇世宏. „Air Force personnel''s accomplishment of information security affect implementation of information security analysis and discussion“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/98823307196108414265.
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碩士樹德科技大學
資訊管理系碩士班
101
With the popularity of computer use the Internet to flourish, the human race rapidly huge impact, but also to change the mode of human life. However, as the information is convenience worrying information security issues, therefore, we must be prepared to information security protection measures, only to conveniently enjoy the information under the premise of ensuring information security, is the face of the advent of the Information Age The right attitude, and thus meet the greater challenges in the future and impact. In recent years, government agencies, military units, schools and corporate incursions heard behind the news events, however, the loss of data theft often unpredictably, especially the military, mostly involving limited read or alertness, loss, and not just data theft or loss of money, more seriously endanger the security of the entire country. Perilous the Internet world, the endless stream of Internet crime cases increased year by year, show the importance of information security work. Guojun shoulder the first line of national defense and security, military Anquan Yi is important, therefore, to construct an effective information security network is an important issue for enterprises not only Guojun units can not be ignored, is imperative. This study aimed to explore the literacy status of Air Force personnel security, and its information security literacy, policy and organizational analysis of the impact of information security, and thus to provide the Air Force information management department develop or amend the relevant policy recommendations. This study formally questionnaires were sent to 130 126 copies of questionnaires, 5 were invalid questionnaires, 121 valid questionnaires were valid response rate was 93.08%. Questionnaire data with SPSS software tools, the use of descriptive statistics analysis, factor analysis, single-factor analysis of variance, Pearson product-moment correlation analysis, multiple regression analysis, statistical methods, data analysis, and conclusions are as follows: (1) background factors and information security literacy analysis: age, class , level of education ,information capacity and use of computer time and other factors, are part of the significant differences in the perception of information security literacy. (2) background factors affect information security implementation of cognitive analysis: class, education level , information capacity and work units and other factors, have significant differences in the perception of the impact of information security implementation. (3) information security literacy and the impact of information security implementation cognitive analysis results: Pearson correlation analysis of information security literacy and impact-owned security implementation cognitive level of moderate significantly correlated. (4) policy and organizational cognitive analysis of the impact of information security implementation results: policy formulation, implementation and maintenance of height significantly affect the implementation of information security Pearson correlation analysis of the cognitive level of correlation.
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Lee, Shiaw Yeong, und 李孝永. „A Study on Motivation Preference and Job Satisfaction of Military Personnel ─ The Case of Air Force Logistics Area Command“. Thesis, 2004. http://ndltd.ncl.edu.tw/handle/73061405249231330800.
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碩士義守大學
管理科學研究所
92
Abstract The purpose of this study is to investigate the relationship among job characteristics, cognition of motivation factors, satisfaction degree of motivation factors and the whole job satisfaction. Data are collected from Air Force Logistics Area Command by using structural questionnaire survey and statistic analysis software─SPSS. We further discuss, explain and predict the coefficient of the whole job satisfaction and each dimension. In the survey, 1590 out of 2500 questionnaires are valid. The ratio of collection is 63.6%. Standard efficiency of Cronbach’s α in whole questionnaire is 0.97,then, the efficiencies of Cronbach’s α in job characteristic, importance and satisfaction degree of motivation factors are 0.85, 0.93 and 0.92,respectively. The result indicates that the relationship among individual attributes, job characteristics, importance and satisfaction degree of motivation factors and the whole job satisfaction are statistically significant. There are three conclusions as following: 1.The order in cognition of importance of motivation factors is consistent for officers and sergeant, its decreasing order of satisfaction is (1) Welfare system; (2) Opportunity for advancement; (3) Salary and prize system; (4) Leadership style of the executives; (5) Co-worker; (6) Work-itself. Meanwhile, they think the most important dimensions to the first three items are factors of extrinsic motivation; less important dimensions to the back three items are factors of intrinsic motivation. 2.The order in satisfaction degree of motivation factors are consistent for soldier and employees, its decreasing order of satisfaction degree is (1) Co-worker; (2) Leadership style of the executives; (3) Work-itself; (4) Welfare system; (5) Salary and prize system; (6) Opportunity for advancement. Factors of dissatisfaction for all members are factors of extrinsic motivation. 3.About the motivation for all samples. The most dissatisfied factors is “Opportunity for advancement”, then factors of “Welfare system”, “Salary and prize system”, “Leadership style of the executives” are the next, the factor of “Work-itself” is the last. Through multi-regression analysis, regression model of the study is also statistically significant. Explanation for total variance in the whole job satisfaction is 44%( R2=0.44). In the other word, this model can explain 44% of total variance in the whole job satisfaction. The effect of motivation can influence the job satisfaction of employee. There are difference and preference for the effect of individual motivation. If we can’t satisfy the motivation preference of individual employees, better job satisfaction couldn’t be expected. Keyword: Armed Forces, Job characteristic, Motivation preference, Job satisfaction.
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WU, YEN-HSIEN, und 吳彥賢. „The Exploration of Military Personnel Implementing Social Responsibility on Military Imagery and Organizational Identification – An Example of AM Air Force“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/s5a4pq.
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碩士國立高雄應用科技大學
工業工程與管理系碩士在職專班
104
As times change, both people for the military imagery and the military for organizational identity have created a big change. For example, the purpose of the military training is to protect the nation, and they usually also take on social responsibilities. But relatively they also desire to earn more respect from people and to get identified with the organization. For a nation, though these all are very important, in academic they are rarely valued and discussed. This research aims to have an in-depth understanding for the military implementing social responsibilities that can affect the military imagery and the military for organizational identity. The research subject in this study is the air force personnel of the AM air base. Via the literature review and expert interview, it is followed by the pilot study and factor analysis. After that, the formal questionnaire was distributed to get the empirical data. The results find that the military’s commitment of social responsibilities can bring about the positive influence on both people for the military imagery and the military for organizational identity. In addition, people in our society for the military imagery can also create the positive influence on military organizational identity. Therefore, to enhance the relationship between the military and people, the military commitment of social responsibilities is very important.
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Wu, Thiu-Ming, und 吳修明. „The Research on User Satisfaction of Smartphones for the Military Personnel-An Empirical Study of the Eastern Air Force Base“. Thesis, 2016. http://ndltd.ncl.edu.tw/handle/94ge6y.
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碩士國立屏東科技大學
資訊管理系所
104
The MND declared that raising military personnnel’s salary and loosening the limits on using smartphones. This study is to analyze the user satisfaction of smartphones for the military personnel who works in eastern air force base. The content, analysis, and the survey data analysis result showed as follows: (1) Combine “Expectation Confirmation Theory, ECT” (Davis, 1989) and “Technology Acceptance Model, TAM” and analyze, we can find the four distinct evaluation sheme-“confirm”, “PEOU”, “PU”, and “satisfaction”. Furthermore, comfirm has a positive impact on the PEOU. PEOU has a positive impact on the PU. Comfirm and PU both has a positive impact on the satisfaction. (2) The data were analyzed by descriptive statistics, t-test, one-way ANOVA and Scheffe’s posterior comparison, as the following findings: the factor of age has influence on the PU and satisfaction; the factor of education has influence on the PU; the factor of education has influence on the PU; the PEOU of education is significant differences in full dimension; the satisfaction of age and use hours are significant differences in full dimension. The study result can be a referance for the Military to establish a better smartphones control policy and increase the working efficiency.
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Kwen-Hsiang, Peng, und 彭坤祥. „The Study for Factors of Personnel Stay or Retired by Decision Tree－A Case Study of an Air Force Unit“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/21548527384079134522.
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碩士華梵大學
資訊管理學系碩士班
99
Abstract Per the “Defend tenaciously and Frighten efficiently” strategy of national defense policy and tactical requirements, the military bought new defense weapons and equipements recently. The modern equipements are going more expensive, precise and need skilled crews to operate to keep the equipemnents performance and stablity. So the crews quality and the capability of operation and maintenance will be the critical-factor of succes or failure in the strait-war . Ministry of National Defense of Taiwan pushed the “Jingshih Program” (The Armed Forces Strengthening Program) and “Jingjin Program” (The Armed Forces Streamlining Program) in recent years[8], to reduce the crews of the military, and to impetus the voluntarism. But the missions didn’t reduce relatively, this causes the basic unit operator of troops retired unceasingly because of the stress and adaptive problem. This thesis made the questionnaire via visiting the commanders of the troops and refering “Maslow’s Needs Hierarchy Theory”. And have the questionnaire to the crews of the troops to fill, then use "Decision Tree" to classify the rules and analyze the factors of people who want to stay to serve or retired from the troops. This thesis will observe the factors of crews’ consideration, and provide recommendation to Air Force to make the better policy in treatment, leadership education, troops management, to keep the skilled crews willing to stay in the troops and to keep the performance of the millitary. Keywords: Jingshih Program, Jingjin Program, Maslow’s Needs Hierarchy Theory, Decision Tree