軍隊是一個非常典型的金字塔形的組織，而軍旅服役也被視為一種服膺天職的特徵。傳統軍隊管理強調的「家長式領導」，是建立在指揮官與部屬間高度信任的關係，隨著台灣軍隊組織重整與人事裁減，相較於以前，愈來愈多的職業軍人在軍旅生涯中提早經歷了職涯高原的窘境。像這樣大環境的改變，疏離了指揮官與部屬間的信任關係，也侵蝕了軍隊的傳統價值，導致了軍隊組織模式或個體心理狀態的轉變，例如組織模式與心理工作意圖。然而，大多數學者都同意「志業導向或天職導向是軍隊一種不可摧毀的價值」。對於台灣的軍隊管理，欲驗證軍隊組織是否如同美國軍隊組織般已經轉變為職業模式，是一項非常嚴肅的課題。
關於前面所提到的職涯高原，長久以來，軍事心理學或是生涯發展諮商的議題，鮮少關注過這些面臨「職涯高原」的個體，很多研究也驗證出職涯高原的員工，多與組織或是個體的負向結果有所關聯；然而，這些「高原」的職業軍官所造成影響，不論是組織層面或個體層面的問題，均長期被軍隊管理所漠視。亦鮮少有研究欲了解職業軍官的志業或是職業意圖在軍隊真實環境上，對於職涯高原感知的心理運作機制。整合軍事環境中關於職涯高原、志業與職業意圖的研究，並建立一個有助於台灣軍隊組織未來演進及發展的理論基礎，是本篇論文最大的目的。
本論文同意「在軍隊組織裡，志業導向是一項不可被摧毀的價值」之觀點，並區分為兩個研究來回應本篇論文的目的；第一，採用「調節焦點理論」 來整合「職業軍官知覺職涯高原時，其前置於志業與職業意圖的心理機制」；接著，以「志業或職業意圖」為干擾變數，檢驗其影響職涯高原知覺與工作結果關聯的效果。第一個研究，彙整了632位國防大學全時受訓軍官學員的問卷資料，研究發現，台灣職業軍官心理層面下，志業意圖高於職業意圖，研究另外指出「預防焦點對於職涯高原知覺與職業意圖間具有完全之中介效果」，而「促進焦點則對於知覺職涯高原與志業意圖間則具有部分之中介效果」；而第二個研究，針對第一個研究的問卷回覆者，擇選了中高階（少校階以上）的軍官樣本計338位，結果指出，職涯高原知覺與工作投入被驗證確具有顯著負向關聯，進一步地，迴歸分析的結果支持了「志業意圖在職涯高原知覺與工作投入間有顯著性的干擾效果」，當職業軍官具有高度志業意圖時，職涯高原與工作投入呈正向關聯，亦即職涯高原知覺愈高，工作投入程度愈高；反之，當職業軍官呈低度志業意圖時，職涯高原與工作投入呈負向關聯，亦即職涯高原知覺愈高，工作投入程度愈低。
本篇論文延伸了軍隊模式轉型的驗證性研究，並應用在非西方國家的背景下探討國軍職涯高原及志、職業傾向的議題，文章的貢獻不只是呈現了台灣軍官之志業與職業意圖的分配情形，也連結了當職業軍官面對職涯高原知覺時，其志業與職業意圖的心理機制，咸信本研究的結果，可以提供軍隊管理有價值的理論與實務意涵，並引導了未來研究的方向。

Military has always been a typically pyramid-shaped institution, and the military service has been characterized by callings. Traditionally military management emphasized that a paternalistic leadership which established on the high “trustful” relationship between commanders and subordinates. However, Taiwanese military organizational restructuring and downsizing have resulted in greater numbers of career officers for earlier experience the perception of career plateauing in their military career than the past. The environmental change led in the organizational and psychological transformation between the military, and has broken up the trustful relationship between the commanders and subordinates, even eroded the traditionally military value, such as organizational model and worked-orientation. Even so, scholars still agreed that institutional orientation or the calling orientation is an indestructible value among the military. To prove whether Taiwanese military as well as the American military has changed toward an occupational model is a very serious lesson of military management in Taiwan.
As the aforementioned career plateau, the subjects who were concerned for all along in military psychology or the career development counseling were not the plateaued career officers. Most of the literature verified that plateaued employees have been associated with the negative consequences both for individuals and organization. However, the issues about the influences have been disregarded in military management for. Few literatures had been able to realize how the institutional and occupational intention operated mechanism in an actual perception of career plateauing among career officers. To integrate the study of career plateau and institutional/occupational intention into the real military setting, and establish a theoretical base is helpful to Taiwanese military development in the future is the most important purpose in this dissertation.
This dissertation includes two studies to support the discourse on which institutional orientation is an indestructible value among the military. One is to adopt “regulatory focus” to integrate the antecedently psychological mechanism of institutional/occupational intention when a career officer perceived a career plateauing, then, to conduct the institutional/occupational intention as a moderator between the perception of career plateauing and work consequence. The first study was collected from 632 trainee of career officers from National Defense University (NDU). We found that Taiwanese career officers’ occupational intentions were higher than their institutional intentions. Additionally, the results indicate that prevention focus completely mediated through the relationship between the perception of career plateauing and occupational intention, then, the promotion focus partially mediated through the relationship between the perception of career plateauing and institutional intention. The second study focused on the 338 middle and senior officers who were the ranks of Major and above. The empirical results indicated that the perception of career plateauing was negatively related to job involvement. Furthermore, the hierarchical regression results verified and supported for the moderating role of institutional intention, such that the relationship between perceived career plateauing and job involvement was positively related when institutional intention was high, and vice versa.
This dissertation extends the increasing body of the transformation in the military model for non-western countries. The contribution is not only the verification on the distribution of institutional/occupational intention among Taiwanese military organization, but also the association with the psychological mechanism of institutional/occupational intention when a career officer perceived a career plateauing. I believe that the findings of this dissertation can provide the importantly theoretical and practical implications for the military management, and guidance for future research direction.

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