政府自2016年起推動爭議許久的「軍人年金改革」，由於改革其內容涉及人員服役年限、各階停年及退除待遇計算等因素，影響層面廣闊、影響範圍含括現役人員及退役人員，雖過去軍人退撫制度幾經修正及調整，而過去的研究卻咸少有關於軍人年金制度改革對組織人員影響之相關文獻或報告，且年改後其實際之影響亦仍有待後續觀察，基此，引發對組織變革相關議題之研究動機。從過去有關組織變革的文獻中發現組織在經歷變革的過程，對組織人員離職傾向產生影響，組織變革、組織變革溝通將有助於提升人員對組織變革的認知，凝聚組織成員的共識進而影響離職傾向；再者組織人員的離職傾向又常因個人職場流動性的高低有所不同的影響。因此，本研究收集了部隊現役人員共200份有效問卷，探討部隊在「軍人年金改革」之過程中，年金變革認知、年金改革溝通對部隊現役人員離職傾向造成的影響，以及上述兩個自變項對離職傾向之影響是否受不同的職場流動性之影響。結果發現，軍人年金變革認知與離職傾向之間呈現負向關係，然而年金改革溝通與職場流動性的干擾效果未如預期般影響現役人員的離職傾向。;The government has promoted the long-controversial "Military Pension Reform" since 2016, as the content of the reform involves factors such as the length of service of the personnel, the suspension of each level, and the calculation of retirement benefits. The scope of influence is wide and the scope of influence includes both active and retired personnel. Although the military retirement system has been revised and adjusted several times since 2016, there are few relevant studies on the impact of military pension system reform on organizational personnel. Reviewing from previous organizational change literature, scholars indicate that positive change perceptions and effective change communication will help improve personnel′s awareness of organizational change, build consensus among organizational members, and affect resignation tendency. Thus, the present study intends to explore the influences of military pension reform perceptions and pension reform communication on the turnover intention of active personnel in the military and whether job mobility may alter the aforementioned relationship. The data were collected from 200 active military personnel. The statistical results indicate that positive pension reform perceptions indeed will reduce turnover intention. Surprisingly, the impacts of pension reform communication and the moderating effect of job mobility are either contrary to the proposed hypothesis or insignificant.
