Thèses sur le sujet « Air force personnel »
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Browning, Jimmy Max. « A chaplain's ministry to selected marriages among Air Force personnel ». Theological Research Exchange Network (TREN), 1991. http://www.tren.com.
Texte intégralHarrison, 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.
Texte intégralDepartment 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.
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.
Texte intégralJurcsisn, 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.
Texte intégralHart, 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.
Texte intégralPerry, Clifton Scott. « Developing denominational identity in the youth of an Air Force chapel community ». Theological Research Exchange Network (TREN), 1990. http://www.tren.com.
Texte intégralHill, 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.
Texte intégralSalmani, 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.
Texte intégralThirtle, 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.
Texte intégralGarrad, Mark, et 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.
Texte intégralGarrad, Mark. « Computer Aided Text Analysis in Personnel Selection ». Thesis, Griffith University, 2004. http://hdl.handle.net/10072/367424.
Texte intégralThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
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.
Texte intégralGibson, 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.
Texte intégralBlanchard, Samantha Everhart. « Understanding the Experience of Air Force Single Parents : A Phenomenological Study ». PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/621.
Texte intégralPhillabaum, 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.
Texte intégralGrigorian, 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.
Texte intégralTitle from title page of PDF document (viewed on: Dec 28, 2009). Includes bibliographical references.
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/.
Texte intégralElsbury, O. James, et 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.
Texte intégralShwalb, 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.
Texte intégralNilsson, 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.
Texte intégral1946 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.
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.
Texte intégralHodge, Edward. « Perceptions of Air Force Civilians Regarding Participation in Nonresident Professional Military Education ». ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2407.
Texte intégralBeasley, 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.
Texte intégralMahieu, Éric. « Le personnel de l'aviation militaire française durant la Grande Guerre ». Thesis, Toulouse 2, 2019. http://www.theses.fr/2019TOU20082.
Texte intégralThe 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
Doolittle, John W., et 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.
Texte intégralThe 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
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.
Texte intégralBramstång, Mattias, et 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.
Texte intégralAt 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.
Searle, Deane. « Low Intensity Conflict : Contemporary Approaches and Strategic Thinking ». The University of Waikato, 2007. http://hdl.handle.net/10289/2591.
Texte intégralBecker, Caroline. « Identité professionnelle et attitudes au travail des pilotes de l'Armée de l'air ». Thesis, Tours, 2019. http://www.theses.fr/2019TOUR2014.
Texte intégralCreated 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
Sponseller, Heather. « Relationship of exercise habits to aerobic capacity assessments in Air Force personnel ». 2004. http://www.oregonpdf.org.
Texte intégralIncludes bibliographical references (leaves 46-52). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.
LU, Kai Xiang, et 路凱翔. « Factors of Military Personnel to Workload –An Example of Air Force Command ». Thesis, 2015. http://ndltd.ncl.edu.tw/handle/chqz34.
Texte intégral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.
CHENG, CHUN-YIN, et 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.
Texte intégral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.
Chou, Lin-Huei, et 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.
Texte intégral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.
Chih-Hsiang, Hsu, et 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.
Texte intégral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)
Deng, His-Kuang, et 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.
Texte intégral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.
SHIH, LI-JEN, et 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.
Texte intégral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.
Liu, Chun-Der, et 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.
Texte intégral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.
ZHOU, JIA-XIAN, et 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.
Texte intégral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.
Hui-Nan, Chu, et 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.
Texte intégral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
Lin, Su-Hung, et 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.
Texte intégral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.
Chi, Zhong-xian, et 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.
Texte intégral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.
Huang, Shih-Ming, et 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.
Texte intégral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.
Lu, Guan-ying, et 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.
Texte intégral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.
Su, Chih-Hao, et 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.
Texte intégral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.
Kuo, Cheng-Yu, et 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.
Texte intégral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”.
Su, Shih-Hong, et 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.
Texte intégral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.
Lee, Shiaw Yeong, et 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.
Texte intégral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.
WU, YEN-HSIEN, et 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.
Texte intégral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.
Wu, Thiu-Ming, et 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.
Texte intégral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.
Kwen-Hsiang, Peng, et 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.
Texte intégral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