本研究旨在研究個案單位陸軍多元招募管道之士官人力現況、來自不同管道的士官工作表現如何以及如何使個案單位留住人力，並依據Maslow需求層級理論分析士官工作表現優劣是因為滿足何種需求的狀況下進而續服。本研究採用質性研究，運用文獻分析及深度訪談，以嘉義中坑營區的士官人員為研究對象，選取士官樣本，逐一進行訪談。結果如下：一、續簽留營是生理及心理需求的滿足。二、士官專業技能是為了部隊所要的戰力而準備。三、幹部的領導統御及人際關係是每位士官都需強化的一環。四、基礎教育需時間培養榮譽心及責任感。五、基層幹部對於任務命令了解程度必須以有相對經驗累積才能完成。六、士官的體能表現要自我訓練的才會強化。七、士官思想要服從性高，思維較能被軍中採納，以部隊性質及任務考量為主才會較佳。 由以上訪談結果及相關文獻分析，釐清不同招募管道士官之工作表現問題，最後再依據Abraham Maslow需求層次理論將訪談內容加以分析歸納作為總結。 This research aims to research the implementation status about NCO manpower analysis in diverse recruitment of the army case, work performance of NCO from different way and how to retain NCO's renewal. Based on the Maslow's hierarchy of needs, this research could analyze what kind of demand NCOs need to influence the performance and the reason why NCO renew the contract. This research adopts qualitative research, using literature analysis and depth interviews, finding NCOs in Zhongkeng camp in Chiayi as the research objects, selecting the samples to interview one by one. The results are as follows: 1. The renewal is for the satisfaction of physiological and psychological needs.2. The NCO professional skills are prepared for the combat power required by the troops3. Leadership and interpersonal relationship are part of strengthening link for NCO.4. Basic training takes time to develop a sense of honor and responsibility.5. Junior NCOs must have relative experience in order to know and complete the task command.6. The NCOs' physical performance must be reinforced by self-training.7. The NCOs' thinking should be high obedience and can be adopted by the army, especially based on the force nature and task considerations. Based on the above interview results and relevant literature analysis, the questions about noncommissioned officers' performance from different recruitment pipeline were clarified. Finally, the interview content was summarized according to Maslow's hierarchy of needs theory.
