歷年來國軍歷經多次組織改革，導致人員大量縮減，而在改革的過程中，因人員減少、任務增加及政策變動，導致國軍人員在工作滿足及組織承諾上產生負面影響，且近年來，共軍不斷派遣軍機繞台，導致後勤補給之壓力與日俱增，因此本研究將以基層軍士官的角度，探討社會支持調節工作壓力對工作滿足的效果，藉以建構其關係模式，並以結構方程式驗證假說。
本研究以花蓮空軍基地內之地勤人員作為研究對象，問卷發放時間自110年2月25日至110年6月30日止，回收之有效樣本為287份。研究結果顯示工作壓力負向顯著影響工作滿足，工作滿足正向顯著影響組織承諾，社會支持正向顯著調節工作壓力對工作滿足的影響；本研究亦將社會支持中的三個來源(主管、家人、同事)個別進行分析，發現若得到來自家人或同事的支持，支持的效果最顯著(p<.001)；然而主管支持的路徑係數最高(0.747)，代表若能得到更多來自主管的支持，其支持的影響程度則會最大。

The National Army has undergone many organizational reforms over the years, resulting in a large reduction in personnel. In the process of reform, the reduction in personnel, increased tasks and policy changes have led to a negative impact on the work satisfaction and organizational commitments of the National Army’s personnel. In recent years, The Communist Army’s continuous deployment of military aircraft around Taiwan has led to increasing pressure on logistical supplies. Therefore, this study will explore the effect of social support in regulating work pressure on job satisfaction from the perspective of grassroots non-commissioned officers. This will construct its relationship model and verify it with a structural equation. hypothesis.
This research uses ground crews in Hualien Air Force Base as the research object. The questionnaire is issued from February 25, 110 to June 30, 110. There are 287 valid samples recovered. The results of the study show that work pressure negatively significantly affects work satisfaction, work satisfaction positively significantly affects organizational commitment, and social support positively significantly regulates the impact of work pressure on work satisfaction; this study also includes three sources of social support , Colleagues) analyzed individually and found that if support from family members or colleagues is supported, the effect of support is the most significant (p<.001); however, the path coefficient of support from the supervisor is the highest (0.747), which means that if you can get more support from the supervisor , Its support will have the greatest impact.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 工作壓力 5
第二節 工作滿足 7
第三節 組織承諾 12
第四節 社會支持 14
第三章 研究方法 17
第一節 研究對象 17
第二節 研究變數之定義與衡量 17
第三節 資料分析方法 23
第四章 研究結果 25
第一節 敘述性統計分析 25
第二節 信度分析 30
第三節 效度分析 33
第四節 結構方程模型分析 39
第五章 結論與建議 47
第一節 研究結論 47
第二節 研究限制及後續研究建議 39
參考文獻 51
附錄一 研究問卷 59
附錄二 論文相似度比對 63

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