隨著政治動盪不安與軍中政策變化的趨勢，整個軍中體制正出現變化。2013年7月的洪仲丘案，打擊軍人士氣，並影響社會大眾對軍人的觀感。另原訂於2014年全面實施募兵制。惟新聞資料來源指出，截至2013年7月，達成率不到15%，在募兵兵力嚴重不足下，國防部決定，募兵制延到2017年開始實施。在員額不足的情況下，資深軍士官瞬間成為軍中重要支柱。有鑑於全球各國政府、學者針對職業軍人的研究甚少，我們相信此研究能對此特定組織有所貢獻。

本研究針對左營地區海軍現職尉級軍官，總共發出200份問卷，回收有效問卷180份。探討海軍軍官生涯停滯和退縮行為的相互關係。使用工作特性的五個面向(工作自主性、工作多樣化、工作重要性、任務一致性、工作回饋性)、組織知覺支持、生涯停滯的二個面向(專業停滯及主觀停滯)，造成退縮行為(怠職和離職傾向)的程度與反應，運用相關、迴歸等統計分析結果。

研究結果發現，工作特性中的任務一致性及工作回饋性二面向，組織知覺支持和生涯停滯(專業停滯及主觀停滯)具有顯著負相關。惟針對退縮行為的影響分析，在專業停滯反應上，怠職呈顯著正相關；在離職傾向未有顯著相關。在主觀停滯反應上，怠職和離職反應均未有顯著相關。我們將對其背後的管理意涵做出討論，並給予實務上的建議與未來的研究方向。

In year 2013, the death of Hung Chung-chiu has severely hit military reputation and it has also affected the voluntary military recruiting system by lowering the rate of troops’ recruitment to fifteen percent. Thus, the Ministry of National Defense, in order to solve the problem, decided to extend the voluntary military system to 2017 instead of 2014. The shortage of new recruits has made senior soldiers to become an important pillar in the military.
Only few researches have already analyzed the attitudes toward soldiers and therefore, we firmly believe that our research can fill the gap of the literature in this area.
Our analysis has been conducted by collecting 180 valid questionnaires from Tsoying Navy lieutenant-level officers. In order to discover the relationship between career plateau and withdrawal behaviors, we used five measurements: job characteristics, perceived organizational support, professional plateau, subjective career plateau and withdrawal behaviors.
Our results showed that, job characteristics (in task identity, job feedback) and perceived organizational support, are both significantly negative related to career plateau. We have also found that, there is a significant relation between professional plateau and employee’s neglect & turnover intention. Finally, we have discovered an insignificant linkage between subjective career plateau and withdrawal behaviors. Further practical implications and suggestions are also discussed in this study.

Content
Thesis Approval Form………………………………………………………………...i
Thesis Acknowledgement…………………………………………………………….ii
Chinese Abstract……………………………………………………………………...iii
English Abstract………………………………………………………………………iv
Chapter 1 Introduction…………….………………………………………..............1
1.1 Research background……………………………………………………….…….1
1.2 Research Objectives……………………………………………………………....3
1.3 Research Process……………………………………………………………….…4
1.4 Research Scope……………………………………………………………….…..5
Chapter 2 Literature Review………………………………………………………..8
2.1 Career Plateau…………………………………………………………………......8
2.1.1 Career Plateau definition…………………………………………………..…....9
2.1.2 Professional plateau……………………………………….…………………….11
2.1.3 Subjective Career Plateau…………………………………………………….....12
2.2 Influencing Factors of Career Plateau…………………………………………….13
2.2.1 Job Characteristics and Career Plateau……………………………………........16
2.2.2 Perceived Organizational Support and Career Plateau…………………….…....19
2.3 Career Plateau and Withdrawal Behaviors……………………………………......21
2.3.1 Withdrawal Behaviors Definition………………………………………….……21
2.3.2 Relations between Career Plateau & Withdrawal Behaviors…………………....22
Chapter 3 Methodology…………………………………………………....................25
3.1 Research Framework………………………………………………………………26
3.2 Research Variables & Measures……………………………………………….......27
3.3 Data Collection…………………………………………………………………….38
3.4 Analysis Method…………………………………………………………………..40




Chapter 4 Result Analysis……………………………………………………….....43
4.1 Descriptive Statistic Analysis and Correlation…………………………………..43
4.1.1 Descriptive Statistic……………………………………………………………45
4.1.2 Correlation……………………………………………………………………..46
4.2 Regression Analysis for Hypotheses Tests………………………………............47
4.2.1 Job Characteristics and Professional Plateau…………………………………..48
4.2.2 Job Characteristics and Subjective Career Plateau…………………………….50
4.2.3 Perceived Organizational Support and Professional Plateau…………………..52
4.2.4 Perceived Organizational Support and Subjective Career Plateau……………..53
4.2.5 Career Plateau and Employee Neglect………………………………………....55
4.2.6 Career Plateau and Turnover Intention…………………………………...……56
4.3 Summary for Hypotheses Results…….……………………………………….....58
Chapter 5 Conclusions, Suggestions and Limitation……………………………..61
5.1 Conclusions……………………………………………………………………....61
5.2 Suggestions……………………………………………………………….……...63
5.3 Limitation & Future Research Suggestions……………………………………...65
References…………………………………………………………………….….….67
Appendix…………………………………………………………………………….75












Table Content

Table 3.2.1 Job Characteristics - Related Research ………………........................…..28
Table 3.2.2 Job Characteristics Survey Reliability Alpha Value………………..…….29
Table 3.2.3 POS Original Researcher Survey Data & Reliability Alpha Value……….31
Table 3.2.4 POS First time Factor Analysis………………………………………........32
Table 3.2.5 POS Final Result of Factor Analysis...........................................................34
Table 3.2.6 Professional Plateau Survey Data & Reliability Alpha Value…………… 35
Table 3.2.7 Subjective Career Plateau Survey Data & Reliability Alpha Value........... 35
Table 3.2.8 Original Researcher’s Survey Data & Reliability Alpha Value……..…….37
Table 3.2.9 Withdrawal Behavior Factor Analysis.........................................................38
Table 3.3.1 Descriptive Statistics of Respondents’ Personal Information………...…..40
Table 4.1.1 Descriptive Statistics and Correlations for Variables……………………..44
Table 4.2.1 Simple Regression Analysis of Job Characteristics & Professional Plateau……..49
Table 4.2.2 Simple Regression Analysis of Job Characteristics & Subjective Career Plateau.51
Table 4.2.3 Simple Regression Analysis of POS and Professional Plateau………........53
Table 4.2.4 Simple Regression Analysis of POS and Subjective Career Plateau….......54
Table 4.2.5 Simple Regression Analysis of Career Plateau and Employee Neglect…..56
Table 4.2.6 Simple Regression Analysis of Career Plateau and Turnover Intention.....57
Table 4.3.1 Hypotheses Results………………………………………………………..58











Figure Content
Figure 1.3.1 Research Process………………………………………………………...5
Figure 3.1.1 Research Framework…………………………………………………...27

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