本研究以國軍志願役軍官為研究對笨，探討受試者的軍官背景、軍人角色定義、生涯期望落差、知覺組織支持、知覺晉升機會、工作投入與離職傾向間的關係。回收有效問卷 314份，資料分析獲得以下研究發現： 1.常備軍官生涯期望落差高於預備軍官。 2.常備軍官知覺晉升機會高於預備軍官。 3.國軍軍官將軍人角色定義於事業的傾向愈高，則其工作投入愈高，且離職傾向也愈低。 4.國軍軍官生涯期望落差愈大，則離職傾向愈高。5.國軍軍官知覺組織支持愈高，則工作投入愈高，且離職傾向也愈低。 6.國軍軍官知覺晉升機會愈高，則工作投入愈高，且離職傾向也愈低。 7.軍官背景對知覺晉升機會與離職傾向具有干擾效果，常備軍官知覺晉升機會與離職傾向的負向關係會高於預備軍官。本研究並討論研究發現的實務意涵。

This study investigates the relationship among officers’ background,soldiers’ role definition, career expectable gaps, perceived organizational support, perceived promotional opportunity, job involvement, and intentions to quit. The military officers were selected as target sample. To-tal of 314 usable questionnaires were analyzed. Seven findings were found: 1.The voluntary offi-cers who are career expectable gaps higher than the reserve officers. 2. The voluntary officers who are perceived promotional opportunities higher than the reserve officers. 3. The military of-ficers who define the soldiers’ role to career higher, then job involvements are higher, and inten-tions to quit lower. 4. The military officers who are career expectable gaps higher, then inten-tions to quit higher. 5. The military officers who are perceived organizational supports higher, then job involvements are higher, but intentions to quit lower. 6. The military officers who are perceived promotional opportunities higher, then job involvements are higher, but intentions to quit lower. 7. The officers’ background as moderating variable toward the relationship between perceived promotional opportunities and intentions to quit, then the negative relationship be-tween the voluntary officers’ perceived promotional opportunities and intentions to quit are high-er than the reserve officers. Implications for managerial practice on the findings of this study were discussed.