Abstract In recent years, many enterprises¡¦ organization structure were toward gradually to the ¡¥flat¡¦ from pyramid-like hierarchical system for avoiding slowdown in transmitting information and implementing any decision, and tended to have teamwork instead of individual workforce, from those employees gained more power to involve in the organization decision. And, such trend led to the increase of interaction and reliance on each member or divisions of organization. Yet, the increment of job overlap meant overlap in job performance, the manner of ¡¥selfish¡¦ human beings have plus independence of individual job triggered the fight of power and benefits, the political behaviors, ¡¥contending prize shifting blame¡¦, were emerged from ¡§employee-employee¡¨ even ¡§employee-supervisor¡¨. Perceptions of organizational politics are engaged in research in employee¡¦s feeling about the political behaviors in his working environment. For years, there¡¦re various definitions about organizational politics proposed by researchers in this field, organizational politic behaviors as well. In running business, employees are required good job attitude by employer, but on the other hand, employees are accompanied the rising of political behaviors in organization. What environment would result in action taken by people ¡¥perception of fact¡¦, not ¡¥truth of fact¡¦, after all, what consequence would it be taken? That¡¦s worthy of consideration. The mainframe of this research is based on the variables of perceptions of organizational politics model proposed by Ferris et al (1989), the domestic public¡Bprivate enterprises are the examined objects, studying the variables influence on perceptions of organizational politics, and the difference between public and private employees to perceptions of organizational politics. Issued 3651 questionnaire, the sample consisted of 2306 employee; the collecting rate reached 63.16% The data being examined by statistic method as variance analysis, Pearson¡¦s r, correlation analysis, multiple linear regression analysis etc., and the findings are as follow: ¤@. Through exploratory study, three dimensions were contributed to perceptions of organizational politics: 1. Employee and Supervisor behavior 2. The range between policy and practice 3. Keeping silence for advantage ¤G. The difference found by individual variables in perceptions of organizational politics: 1. Significant difference was found in Age¡Beducation¡Bworking tenure and the tenure with supervisor. 2. Significant difference was found in job ranks for both perceptions of organizational politics and three dimensions. 3. Significant difference was found in the employees of public¡Bprivate organization¡FThe public employees have higher perceptions than privates¡¦. ¤T. The examining finding on influence hypothesis¡Gby multiple linear regression analysis¡F 1. In individual factors, significant influence was found in the personality characteristics of employees of public¡Bprivate organization for both perceptions of organizational politics and each dimension. 2. In working environment, negative influence was found in the promotion opportunity of public¡Bprivate organization for both perceptions of organizational politics and each dimension. 3. In organization factors, negative influence was found in job rank¡Borganization professionalization¡Bdemocratization for private employees in the perceptions of organizational politics, but no effect on public employees. 4. The variables to the variance explanation of whole explanation of perceptions of organizational politics, the public organization could be reached to 42.60%¡F 41.40% to private organization. This research indicated that there¡¦re some degrees of difference on the influence of perceptions of organizational politics at individual¡Borganization and environment factors of public¡Bprivate organization, after empirical studies, knowing there¡¦re vary personality characteristics in individual factors¡Bvary organization structure and difference of job characteristics, more significance in respective degree, more influence in the existence of perceptions of organizational politics, therefore, understanding more respective existent contributory factors of perceptions of organizational politics, helping enterprises more in finding right person to right place, and employee could find suitable enterprise to develop his expertise for mutual great advantage, that¡¦s the ultimate goal human resource management implemented eventally.

Human resource management is the main part of enterprises competitive ability recently. It is also prized by global famous enterprises. Human resource management function should aggressively participate in the core planning in twenty-first century. Because it is that human resource professional personnel are emphasized, we should pay more attention on personality traits and career orientations which human resource professional personnel have. Therefore, we take human resource office detail analysis for an example at first. The target of this study is to realize the relationship between personality traits and career orientations of human resource professional personnel. We hope that enterprises can be good of using personality traits, and plan career orientations well. This research is grounded on the theoretical basis derived from related literature. Then, questionnaire investigation is adopted with the human resource professional personnel taken as the targets. Use simple sampling investigation approach to get the sample, then taking questionnaire survey. The number of valid questionnaires obtained is 255.The followings are concluded after conducting quantitative analysis in statistic method with the information obtained. 1. Personality traits of human resource professional personnel integrally trend to conscientiousness and agreeableness, followings are extraversion¡Bopenness to experience, and neuroticism. 2. Career orientations of human resource professional personnel integrally trend to occupational and stable, following types are management and promotion. 3. For the group belongs to agreeableness, the career orientations is stable. 4. For the group belongs to conscientiousness, the career orientations is management. 5. For the group belongs to extraversion, the career orientations is promotion. 6. For the group belongs to neuroticism, the career orientations is management. 7. For the group belongs to openness to experience, there is no evidence to say that the career orientations have significant relationship. It is discovered that the personality trait of human resource professional personnel have certain tendency and normality, and career orientations are related with personality traits. Enterprises and organization should emphasize the relationship between personality traits and career orientations of human resource professional personnel. To choose correct human resource workers can help the development of the enterprises and organization, so does set stable profits. When choosing appropriate human resource professional personnel, enterprises and organization can take this study as a reference to help themselves recruit develop, select, employ, educate, etc. Then bring the most profits and growth to enterprises and organization.

The purpose of this study was to explore the current conditions of personality traits, role stress and job satisfaction of the general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City, and to analyze if there was any relationship among them. The study was conducted by means of questionnaire survey with ¡§Questionnaire on Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City.¡¨ 215 general affairs personnel were randomly sampled from 54 junior high schools in Kaohsiung County and Kaohsiung City. Among the collected questionnaires, 198 were valid. The effective questionnaire was 92.1%. The collected data was analyzed by statistical methods, including mean, standard deviation, t-test, one way ANOVA, Pearson¡¦s product-moment correlation, Canonical correlation, and stepwise multiple regression analysis. Based on the analyzed results, the followings were concluded: 1. The overall role stress that general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City experience was above the norm. They suffered from Role Overloaded stress most. The stress of general affairs personnel was higher in school with12 classes or under than in school with 13 to 48 classes. 2. The overall personality traits of general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City were high intermediate. The level of Conscientiousness was the highest; the level of Emotional Stability of the general affairs personnel was higher in Kaohsiung County than in Kaohsiung City. 3. The overall job satisfaction of the general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City was high intermediate. The level of intrinsic satisfaction was the highest. 4. The overall role stress of the general affairs personnel working as section chiefs of purchase and maintenance was the highest. General affairs personnel with college degrees felt the most stress in the level of role ambiguity and role inability. The level of role inability of general affairs personnel working for 6-15 years was higher than that of general affairs personnel working for 26 years or more. 5. Among the general affairs personnel, the directors of general affairs who got high education and had worked for long years felt their overall personality traits were higher. 6. The directors of general affairs and section chiefs of documents and files had higher job satisfaction than the section chiefs of purchase and maintenance and the assistants. Section chiefs of cashier had higher satisfaction than the section chiefs of purchase and maintenance. 7. The lower personality traits of the general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City were, the higher role stress would show. The role stress didn¡¦t have much influence on the job satisfaction. The better personality traits were, the higher job satisfaction would show. That is, the lower role stress and the better personality traits the general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City had, the higher job satisfaction they would get. 8. Personality traits and role stress were predictive to the overall job satisfaction and the level of intrinsic satisfaction and extrinsic satisfaction. The major predictive variable to the overall job satisfaction and extrinsic satisfaction was Agreeableness, and the major predictive variable to the intrinsic satisfaction was Conscientiousness. According to the results and conclusions of this study, the researcher proposes some specific suggestions for the related personnel in school or education administration to do further study.

This study is aimed at exploring the relationships among personality traits, the parent-children interaction and depression of adolescents. This study presents the results of a questionnaire survey, which includes Personality Traits Scale, Parent-children Interaction Scale, and Depression Screening Scale for Children & Adolescent. The subjects of this study are 6th graders and 7th graders of public schools in Kaohsiung and Tainan. The data collected from the questionnaire survey were analyzed with descriptive statistics, t-test, one-way ANOVA, Pearson Product-Moment Correlation, Partial Correlation and Hierarchical Multiple Regression. The results and conclusions are listed as the following: 1. Both personality traits and parent-children relationship respectively have a statistically signifigant correlation with depression. 2. Personality traits and parent-children relationship have a statistically signifigant correlation. 3. Personality traits, parent-children relationship have no significant interaction with depression. 4. Adolescents show significant differences with central value in five personality traits aspect. There are significant differences in part of the personality traits based on grades , genders, family types and families of various social-economic status. 5. Adolescents perceiving the interactions with mother are better than those with father. There are significant differences in part of parent-children relationship based on grades, genders, birth order, family types and families of various social-economic status. 6. 23.9¢Mof adolescents are suspected to have depression; among them 4.5¢Mare serious. There are significant differences in part of the depression based on genders, family types and families of various social-economic status.

Due to global market competition, to increase business advantage and to reduce the producing cost, more and more companies branch in overseas countries. Therefore, it¡¦s important if the dispatched personnel could follow the policy of the company and create business advantage. Overseas personnel have to face different culture and people. How they adapt to multi-culture would be effected by their personality, background, and experience. If overseas personnel could adapt to multi-culture well would lead to good operation of business policy. Therefore, do the Overseas personnel s have sharp observation on their entrepreneurship, how could they Risk-taking, their determination and locus of control when an enterprise choose Overseas personnel. In the past, Scholars mainly study Personality Traits tocross-cultural adjustment or Personality Traits to entrepreneurship¡¦s effect. However, is overseas personnel¡¦s adaption to the new culture, work, and life effecting their Innovativeness¡BRisk-taking and Proactiveness This research will study the relations between Overseas personnel¡¦s personality, cross-cultural adjustment, and entrepreneurship by using questionnaire. After the empirical research, the findings as follow: 1. Overseas personnel¡¦s personality has significant positive effect on cross-cultural adjustment. 2. Overseas personnel¡¦s personality has some positive effect on entrepreneurship. 3. Overseas personnel¡¦s personality has mediating effect between through personality and entrepreneurship. 4. The correlations between Overseas personnel¡¦s multi-culture adaption and entrepreneurship is partly positive. 5. Overseas personnel¡¦s background has great effect on their personality is partly proofed to be positive. 6. Overseas personnel¡¦s background has great effect on their cross-cultural adjustment is partly proofed to be positive. 7. Overseas personnel¡¦s background has great effect on their entrepreneurship is partly proofed to be positive.

Populations in fragmented habitat patches may show ecological differentiation, which has implications for metapopulation viability. In this study we used a common garden with two watering treatments to contrast mean differences in ecophysiological traits and the relationships between traits and performance among seven populations of three alvar species. These species differ in their alvar specialization in Ontario, from almost endemic (Solidago ptarmicoides) to highly confined (Dasiphora fruticosa) to a widespread generalist (Hypericum perforatum). Populations of all species exhibited mean differences in at least one trait: photosynthesis (Amax), growth rate and specific leaf area. More surprisingly, the relationship between functional traits and performance was significantly different among populations in all species, suggesting different strategies for maximizing growth in different environments. The ecological differentiation observed affected all species regardless of distribution and is likely genetically based. This differentiation may destabilize metapopulation dynamics and reduce rates of spread if colonization is negatively impacted.

Populations in fragmented habitat patches may show ecological differentiation, which has implications for metapopulation viability. In this study we used a common garden with two watering treatments to contrast mean differences in ecophysiological traits and the relationships between traits and performance among seven populations of three alvar species. These species differ in their alvar specialization in Ontario, from almost endemic (Solidago ptarmicoides) to highly confined (Dasiphora fruticosa) to a widespread generalist (Hypericum perforatum). Populations of all species exhibited mean differences in at least one trait: photosynthesis (Amax), growth rate and specific leaf area. More surprisingly, the relationship between functional traits and performance was significantly different among populations in all species, suggesting different strategies for maximizing growth in different environments. The ecological differentiation observed affected all species regardless of distribution and is likely genetically based. This differentiation may destabilize metapopulation dynamics and reduce rates of spread if colonization is negatively impacted.

This analysis examined cranial epigenetic and morphological nonmetric traits in 756 subadults (fetal to <20 years), in European, African, and Asian samples. The goals of this research were to assess: the age and manner in which nonmetric traits develop and if variation between geographic groupings is present in subadults; the role of the adolescent growth spurt in trait expression; the feasibility of utilizing subadult crania in biological distance studies and ancestry assessment. A number of epigenetic and morphological traits show a primarily genetic versus developmental basis, suggested by the fact that there was no difference in trait frequencies between the fetal/0-3 and 15-20 year age categories. Eighty-five percent of epigenetic traits appear before 3 years; 54% were age stable by 3 years, and 75% were stable before age ten. Geographic cranial variation is present at an early age as demonstrated by the appearance of 58% of morphological traits before age 3, and 90% by age 10. Ten and a half percent of morphological traits are age stable before 3 years of age, 48% by age 10. Traits statistically significant between pre-pubertal and pubertal and/or pubertal and post pubertal individuals are hyperostotic, functional, and in some cases, sex dependent. Few epigenetic (1.3%) and morphological traits (7.9%) were found to be sex dependent, possibly because sexually dimorphism may not be fully expressed in individuals in the 15-20 year age category. Features that indicate ancestry develop before puberty, and do not require the onset of puberty and sexual dimorphism to be fully formed. Three-quarters of epigenetic traits were age stable and showed trait frequencies similar to adults before 10 years of age, suggesting subadults could be included in biodistance studies using these traits. Twenty-four morphological traits were statistically significant between geographic groups and show promise for future use in the forensic analysis of ancestry assessment in children.

This analysis examined cranial epigenetic and morphological nonmetric traits in 756 subadults (fetal to <20 years), in European, African, and Asian samples. The goals of this research were to assess: the age and manner in which nonmetric traits develop and if variation between geographic groupings is present in subadults; the role of the adolescent growth spurt in trait expression; the feasibility of utilizing subadult crania in biological distance studies and ancestry assessment. A number of epigenetic and morphological traits show a primarily genetic versus developmental basis, suggested by the fact that there was no difference in trait frequencies between the fetal/0-3 and 15-20 year age categories. Eighty-five percent of epigenetic traits appear before 3 years; 54% were age stable by 3 years, and 75% were stable before age ten. Geographic cranial variation is present at an early age as demonstrated by the appearance of 58% of morphological traits before age 3, and 90% by age 10. Ten and a half percent of morphological traits are age stable before 3 years of age, 48% by age 10. Traits statistically significant between pre-pubertal and pubertal and/or pubertal and post pubertal individuals are hyperostotic, functional, and in some cases, sex dependent. Few epigenetic (1.3%) and morphological traits (7.9%) were found to be sex dependent, possibly because sexually dimorphism may not be fully expressed in individuals in the 15-20 year age category. Features that indicate ancestry develop before puberty, and do not require the onset of puberty and sexual dimorphism to be fully formed. Three-quarters of epigenetic traits were age stable and showed trait frequencies similar to adults before 10 years of age, suggesting subadults could be included in biodistance studies using these traits. Twenty-four morphological traits were statistically significant between geographic groups and show promise for future use in the forensic analysis of ancestry assessment in children.

The objective of this study was to determine the relationship between the traits of average daily gain, backfat, loin muscle depth, feed intake and feed conversion measured in growing gilts and their subsequent feed intake (as estimated by feed delivery) in lactation, and to estimate the effects of lactation feed intake on subsequent maternal productivity and sow longevity. Phenotypic performance measurements and estimated breeding values (EBV) were compared with first and second parity lactation feed delivery in a group of selected nucleus gilts of 3 genetic lines. The effects of lactation feed delivery on weaning to conception interval, total piglets born in the subsequent litter and lifetime productivity measures were investigated. Genetic parameters for the growing period traits of average daily gain, backfat, loin muscle depth, daily feed intake and feed conversion, as well as maternal productivity traits of litter size (number alive at day 2), weaning to conception interval and litter weaning weight were estimated and EBV were computed. Phenotypes of growth rate, feed intake, backfat and loin muscle depth recorded in the growing period were not good predictors of lactation feed delivery. However, one genetic line (YO-A) showed significant correlations between second parity lactation feed delivery and growth rate and loin muscle depth measured in the growing period. EBV calculated for the growing period traits of growth rate, feed intake and feed conversion showed much stronger relationships with lactation feed delivery than the growing period phenotypes, particularly for parity 2. Parity 2 lactation feed delivery showed favorable correlations with EBV for growth rate and feed conversion and an unfavorable correlation with the growing period daily feed intake EBV. Lactation feed delivery in the first and second parity had significant effects on the odds of occurrence of the next litter, next litter total born, stayability to parity 3 or parity 4 and sow longevity. Since lactation feed intake is very important to subsequent productivity and longevity of sows and has a positive (unfavorable) genetic correlation with growth period feed intake, it is recommended that lactation feed intake be measured directly and included in the selection goal. The correlation between lactation feed delivery in parity 1 and parity 2 was low at 0.28 across genetic lines, leading to the conclusion that lactation feed delivery in the first and second parities appear to be different traits under different control mechanisms. It is concluded that a balanced selection program for maternal lines that includes selection for reduced feed intake, feed conversion or residual feed intake measured in the growing period, should also include selection for increased lactation feed intake (probably in combination with changes in sow body weight or backfat during lactation in order to prevent negative consequences for sow longevity or productivity). It is also recommended that lactation feed intake in the first and later parities be evaluated as separate traits.