本研究以空軍後勤參謀人員爲對象，主要目的在探討空軍組織變革對於工作特性、工作生活品質與工作投入的影響以及此三項彼此間之關聯性，期能透過各構面間關係的分析找出影響工作投入的關鍵因素。本研究採用問卷調查法，共發出155份問卷，有效問卷計151 份，回收率爲97%。研究結果發現：（一）透過「工作溝通協調」強化工作特性機能，並促進工作生活品質的提昇；（二）人員「自我學習成長」的認知，對「工作特性認同」及「工作心力投入」等扮演重要的角色；（三）人員有高認同度的工作特性、工作生活品質及對組織變革持正面肯定看法時，將有助於其工作的投入；（四）非公開的升遷制度及不明確的願景，將降低人員對工作生活品質認同度；（五）主官的支持與人員對組織變革的看法關係密切，即主管給予人員的支持度愈高時，人員對組織變革愈能持正面肯定的看法。

The primary objective of this study is to investigate the impact of organization changes on the job-characteristic, job-involvement and Quality of Work Life (QWL) and the correlations among them for the staff of the logistics department in Taiwan’s Air Force. This study is also to find out the key successful factors that affect job-involvement through the analysis of the above-mentioned correlations. Total 151 out of 155 questionnaires are returned and the rate of return is about 97%. The analysis on the questionnaires reveals several points: 1.the QWL and job-characteristic will be improved and enhanced by finely coordination and communication. 2. The cognition of personnel for learning plays an important role in job-characteristic and job-involvement. 3. The highly cognition of job-characteristic and involvement are great helpful for the dedication of employee on their job. 4. The cognition of QWL will be improved by the pellucid promotion mechanism and vision of their career. 5. The supervisor's support and the employee's opinion about organization change are positively related to each other. It means that the higher support supervisor provides, the higher applause employee thinks about organization change.