空軍平時擔負防空攔截作戰任務，確保國家領空安全，空戰狀況瞬息萬變，面對第一線接戰威脅，考驗著飛行員的心理素質及臨場判斷，如何有效發揮空軍戰力，直接維繫著國家安全。空軍飛行員在面對作戰任務所承受高風險、高壓力的狀態，對於工作風險感知程度與工作滿意度有所不同，再加上薪資待遇、家人支持度等因素影響，進而產生轉換工作組織的念頭。如何有效保留專業人才，避免人力資產流失，形成空軍人力資源管理的重要課題。
本研究針對10位空軍退役飛行員轉換至民用航空公司機師實施訪談，透過訪談內容資料分析，了解相關組織氣候特性與離職意念原因，並藉由紮根理論的質化分析，歸納出計34項開放性編碼、14項主軸編碼與4項選擇編碼，並建立出「組織文化對工作感知與態度之影響因子模型」，並對應至決策實驗室分析法DEMATEL量化分析所需構面及準則，探討空軍飛行員組織轉換意願之因果關係，得到飛行安全風險、組織氣候、職涯發展與家庭目標等4項構面。研究結果顯示「飛行安全風險」及「組織氣候」原因度為正值，屬於因果關係的因，且無其他構面影響，因此如何就「飛行安全風險」及「組織氣候」構面執行資源調整分配，將會有效影響空軍飛行員對於職業組織轉換的意願，改善專業人才運用情況，其中「飛行安全風險」落在因果關係圖的第一象限，屬於核心因子為關鍵影響因子，應資源運用管理第一優先順位。本研究結果提供相關單位參考運用擬定因應改善策略。

Air defense interception mission is held by R. O. C. Air Force to guarantee national airspace security. Confronting the very front line of the threat of air combat engagement, Air Force pilots need perfect psychological quality to improvise a reaction to the battle. Air Force pilots endure high risk and high stress when facing combat missions. About satisfaction of job, perception of occupational risk, salary and benefits, and support from family, these factors bring Air Force pilots some ideas of changing careers. Therefore, it is a tremendously important issue for Air Force Human Resources management to retain professional experts and prevent pilots’ leaving.
This research analyzes the information of interviewing 10 civil aviation pilots who are retired from Air Force so as to find out the reasons of related characteristics and culture in groups, which bring them the willingness to leave. By qualitative analysis of Grounded Theory, concluded 34 open coding, 14 axial coding, and 4 selective coding to make a model, “Factors affecting Air Force pilots to change career model”, corresponding to DEMATEL quantitative analysis method in order to illustrate the cause-and-effect relationship between changing career or not; furthermore, to obtain interactive relationship among flight safety risk, climate of organization, career development, and family goal.
The research result shows that flight safety risk and climate of organization are the main reasons that affect Air Force pilots to change career or not. Therefore, how to adjust and distribute resources over flight safety risk and climate of organization would effectively affect the Air Force pilots’ turnover intention. Simply put, the flight safety risk is the key impact factor among all. Human Resources department should put it as the top priority during arrangement. This research result is able to be used by every concerned department for improvement strategies.

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