直昇機從運輸工具投入戰鬥行動，發展歷程不過短短數十載，從各國為積極發展「空中陸軍」進行的機動火力研發，可以看出直昇機部隊的快速及大量發展運用，儼然是現代戰爭中必然的趨勢。身負作戰、運輸、救災等重要職責之直昇機飛行官，不僅為少數特殊職類之一，且其在技能專長、體能健康、工作紀律與情緒管理上，更有強制性要求與資格限制，幾乎不具職能替代性。飛行軍官的核心能力，非僅於飛機精準操控技能層面，而在於地空整體戰略、戰術修為與運用上，將人、機、火力整合成強而有力的作戰體。

　　由於飛官工作上所具有之特殊性及重要性，因此本研究認為飛官對工作特性的認知程度，將影響其對工作的認同及態度，與積極參與程度。而飛官對工作的投入程度也將影響於飛官完成其任務之績效，並且從工作中得到個人能力肯定、人際關係、報酬獎勵…等工作上之內在與外在的滿足。因此本研究針對飛官之工作特性認知、工作投入、工作滿意與工作績效等變項之關聯性加以探討，藉此對飛官工作的生態有更多的了解。此外，本研究也對不同群組之飛官加以探討其間之差異。

　　本研究以我國陸軍航空部隊之飛官為研究對象，經由文獻蒐整建立本研究之架構以及各研究構面之變項，並以問卷調查方式蒐集樣本，共計發出問卷250份，有效問卷222份，有效問卷回收率達88.80%。本研究針對222份有效問卷進行實證分析後，得到如下之結論：

1.工作特性、工作投入、工作滿意與工作績效各構面間有顯著正向之關係。
2.不同任務群組之飛官在各構面之認知沒有差異。
3.不同階級之飛官在工作回饋性與工作安全性之認知有部分差異。
4.職業傷害症候集中在聽力受損與下背痛。
5.外界機師需求會提高飛官離職傾向。

　Helicopter changes its role from as a transportation means to direct projection into combat operation but no more than several decades. With a view of radical development about maneuver and firepower of the “Air Army” by every country, it goes without saying that the fast and huge using of helicopter troops will become a main tendency of modern war. The helicopter pilot take charge of operation, transportation, and refugee relief, he is not only a specialty but also need more compulsory qualification competence about physical fitness, discipline, emotion control , and not exchangeable. The core competence of an aviation officer is not lying in aircraft accuracy operation technical level, but is lying in air land battle strategy, tactical utility, also combing personnel, aircraft, and firepower into one special force.
　Because of the importance and specialty of aviation officer, my research takes for granted that the aviation officer’s knowledge about his “Job Characteristic” will influence his “Belief”, “Attitude”, and “Job Involvement” toward his work. And the aviation officer’s job involvement will also influence his mission complete effectiveness. From work which aviation officer can obtain self-esteem, personal connects, and allowance… So this research focus on the correlations between those variants which include aviation officer’s job recognition, job involvement, job satisfaction, and job effectiveness. By means of discussing these variants, we can clearly see aviation officer’s job ecosystem. In addition, we also highlight the differences between groups type of aviation officer.
　The research samples are base on Taiwan army aviation troop, and by using literature review set up the research structure to study the variants between samples. The measure instrument utilize the questionnaires, and we send 250 questionnaires in all which get 222 valid questionnaires, the response rate reach 88.80% . By analyzing the samples, we get the concrete conclusion:
1.There are positive connection between job characteristic, job involvement, job satisfaction, and job effective.
2.There are no any recognition differences between groups of aviation officer.
3.There are some job feedback and safety recognition differences between samples with different ranks.
4.Professional harm centralizes on the symptom of hearing defect and back dull pain.
5.There are high inclinations of resignation among aviation officers, if civilian aeronautic require more pilots.

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