在社會環境越來越重視職場心理健康的情況下，如何在高壓力的軍事情境中強化官兵心理健康，乃為部隊重要的管理議題。海軍於2002年成立左營、馬公、基隆、蘇澳四個港區聯合心理衛生中心，其功能之發揮以及實務面的困難與挑戰，均值得從事組織内之心理輔導人員探討。
本研究以半結構式訪談法，訪問十二位海軍各港區聯合心理衛生中心相關人員，以瞭解海軍港區聯合心理衛生中心在輔導行政組織、個案諮商輔導、心理衛生方案計晝、社會資源運用上之功能，並分析影響海軍港區聯合心理衛生中心功能發揮的因素，研究結果顯示：在輔導行政組織方面：海軍港區聯合心衛中心的行政組織並不健全，雖然其聯合編成的團隊型態有利資源共享，硬體設施亦能維持了諮商輔導的專業界線，但内部流程與管理階層均未整合，影響其專業性功能的發揮。在個案諮商輔導方面：個案輔導偏重解決組織問題，個人輔導目標反被壓抑，輔導成效的評估是以組織管理立場來考 量；部隊管理的需求與個案諮商輔導功能存在落差。在部隊的心理衛生方案方面，在執行上大概歸類成基層幹部教育訓練諮詢方案、新進人員宣導方案、自殺防治方案等九大類，方案辦理的品質與成效，難以有明確的定義。在社會資源運用方面：其資源聯結多是因應教育訓練與宣導方案的需求，以及針對個案的轉介醫療需求，形成的短期性的非正式關係鏈結。精神疾病個案轉介地區心衛中心或醫院進行醫療協處，對部隊管理的實質幫助最大。本研究並分析影響其功能發揮之因素：包含（1)提供主動式的服務。(2)清楚的目標設定。（3)有效的行銷溝通策略。（4)專業角色的開展。（5)專家小組的運用。
經由前述的訪談分析結果，本研究提出對實務界的建議：設立專家諮詢小組、内部講師與督導的培育、謹慎評估非正式人力的運用、訂定心理衛生中心成效指標。港區功能的再定位、重視軟硬體投資、簡化社會資源運用流程。重視教育訓練機會、跨領域多元學習。心理衛生工作之绩效評估、組織内心理衛生工作之行銷、主官對於心理衛生工作的角色與期待。

With the emphasis of the mental health in workplace, it is an important management issue for the troops to strengthen the mental health of the officers and soldiers in the military context of the high-pressure. Zuoying, Makung, Keelung, Suao Mental Health Center of the Navy was established in 2002, and its function and challenges are worthy of researching by the counselors within the organization.
This study, by semi-structured interviews, accessed to 12 managers and counselors related to The Navy Joint Mental Health Center (NJMHC) in four ports in order to understand the functions in its administrative systems, counseling, health programs planning, and the use of social resources, and analyzed the factors that affected operation on the NJMHC. The study results showed that:
In counseling administrative systems, the organization of the NJMHC was not perfect. Its team type organization was beneficial for resource sharing and hardware facilities of them maintained professional boundaries in counseling, but internal processes and the management were not integrated, thus their professional function was affected. In psychological counseling, counseling was forced to solve the problems of organization, and the counseling goals for the individuals were suppressed. The performance of counseling was assessed based on the organization goal. There was a gap between management needs and counseling. In mental health programs planning, they were classified in several parts such as: grassroots cadre education and training advisory programs, new staff advocacy programs, suicide prevention programs, and etc. It was difficult to evaluating the performance of the programs, so it would cause a mere formality practice in some of the units in order to cope with the pressure of the external environments. In social resources, the using of them in the NJMHC most were the short-term informal linkages in response to the needs of education and training and advocacy programs and referral medical service programs. Referral medical service programs were the most helpful programs for the military management. There were five factors that have affected the functional operation of the NJMHC. They were: (1) Active service. (2) Clear goal setting. (3) Effective marketing and communication strategy. (4) Carrying out the professional role. (5) Using of the Panel of Experts.
There were some recommendations in this study. (1) For Department of Defense: composing the expert advisory committee, the internal cultivation of the lecturers and supervisors, using volunteers cautiously, researching for the indicator of performance of the NJMHC. (2) For Naval Command: re-positioning for the NJMHC, attaching importance to hardware and software investment of NJMHC, simplifying the process of social resource using. (3) For counselors: emphasizing on education and training opportunities,
interdisciplinary multi learning. (4) For follow-up study: The performance evaluation of the mental health within the organization. The marketing of mental health within the organization. The expectations of officers for the role of mental health.