近年來國軍為配合政府組織再造政策，在實施「精實案」後，接著推動「精進案」，以期建立量小、質精、戰力強的勁旅；「精進案」推展之後，在裁汰冗員與精簡組織架構上，對人力密集的陸軍來說，衝擊最大。 另方面，國內政經發展及社會變遷急遽，以致多元的價值觀都反映到軍中來，軍事組織裏軍官須負擔較重的責任，其中主要又在於工作特性及角色。 軍隊為厚實戰力，軍中的管理採紀律嚴明與任務導向的方式，官兵若處在一種壓力的情境當中，往往因調適能力的不同，影響個人在自我效能上的信念與行動的成就表現。 本研究目的在探知陸軍軍官工作特性、壓力、滿意度與休閒活動等情形，並根據研究結果提出建議以供相關單位參考；本研究係以陸軍司令部、各軍團、防衛部、聯兵旅與學校軍官、學生為研究對象，發放問卷771份，實際回收有效問卷732份，有效回收率94.9%；問卷總共75題，其中65題為測量題，內容包含「工作特性」、「工作壓力」、「工作滿意度」與「休閒活動」等四個部分，另外10題為個人特質資料，內容包含受試者性別、婚姻狀況、年齡、軍中學歷、服務單位、年資、職務、階級、居住地區與每月收入等。 問卷收回後，經統計分析，首先採次數分配與平均數之描述性統計，對於問卷內容做普遍性的描述，然後對各量表進一步做因素分析，因素分析結果，「工作特性」總解釋量為58.39％，分別命名為業務負荷、專業知識、自我期許、制度規範與業務管理；「工作壓力」總解釋量為58.84％，分別命名為抗壓表現與身心感受；「工作滿意度」總解釋量為58.68％，分別命名為制度福利、進修學習與人際環境；「休閒活動」總解釋量為54.98％，分別命名為休閒獲得與身心感受。 續而對上述因素與個人特質做雪費事後比較，以對假設進行檢驗，結果發現本研究所提出四個假設，均未達到顯著差異，假設均未完全成立，部分修正。 依研究發現，提出以下四項建議：（一）在工作特性方面，單位中除重要戰備部隊指揮職及戰勤人員外，其餘人員例假日及慰勞假應正常實施，擔任戰備及戰勤結束後也應予補假。（二）在工作壓力方面，各級主管應適切精簡業務，有效管制工作量與時間，方能落實單位工作正常與建全管理制度；此外應照顧基層，本研究中，「聯兵旅」軍官不論是在工作負荷與抗壓表現上均明顯不如其他單位之軍官，對士氣有不良影響，值得重視。（三）在提昇工作滿意度方面，應力求人事公平，方能激勵工作士氣，促進團結；對於上尉軍官，有諸多輔導鼓勵之處。（四）在休閒活動方面，建議陸軍單位應做好人力、物力及財力管理，簡化業務，貫徹正常休假，鼓勵正當休閒，貫徹職務代理制度，讓幹部安心休閒。 關鍵詞: 陸軍軍官、工作特性、工作壓力、工作滿意度、休閒活動。

本研究旨在探討國民中學教師心理擁有感、教師工作滿意度與教師組織公民行為之關係，並探究工作滿意度在心理擁有感與組織公民行為之間是否具有中介變項的效果。研究採用問卷調查法，以臺北市國民中學教師為樣本母群體，採分層隨機抽樣，抽出30所國中共計450位受試者，回收有效問卷384份，所得資料分別以描述性統計、t考驗、單因子變異數分析、迴歸分析Sobel檢定等統計方法進行資料的分析與處理，以了解國中教師心理擁有感、工作滿意度與組織公民行為之現況、差異情形及其預測力。研究結論如下：一、國中教師對學校的心理擁有感現況中上。二、國中教師工作滿意程度屬中上，以「工作環境」滿意度最高。三、當前國中教師組織公民行為之表現屬中上，以「對學生之公民行為」最佳。四、年齡、服務總年資兩個背景變項在教師心理擁有感上有顯著差異。五、年齡、擔任職務兩個背景變項在教師工作滿意度上有顯著差異。六、服務總年資、教育程度及擔任職務等三個背景變項在組織公民行為上有顯著差異。七、心理擁有感與工作滿意度對組織公民行為具顯著正相關及預測效果。八、工作滿意度在教師心理擁有感與組織公民行為間具有部份中介效果。最後依據研究結果與結論，提出具體建議，以作為教育行政機關、國中校長以及未來研究的參考。 / The purpose of this study is to investigate the relationship among phychological ownership, job satisfaction and organizational citizenship behavior of junior high school teachers. Furthermore, the mediating effect of phychological ownership and job satisfaction on organizational citizenship behavior was examined. A survey research was conducted using a sample of junior high school teachers in Taipei. 450 teachers from 30 schools were selected by stratified random sampling. 384 valid sample data collected was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, multiple-regression analysis and Sobel test. The major findings of this study are as follows: 1.Teacher’s phychological ownership is above average. 2. Teacher’s job satisfaction is above average, “working environment” ranks the top. 3. Teacher’s OCB is above average, “OCB-defending the individual students” ranks the top. 4. Two demographic variables, including age and total serving years show significant differences in phychological ownership. 5. Two demographic variables, including age and position, show significant differences in job satisfaction. 6. Three demographic variables, including total serving years, education and position show significant differences in OCB. 7. Phychological ownership is positively related to job satisfaction and OCB. In addition, phychological ownership has positive direct effect on OCB, job satisfaction has positive direct effect on OCB. Phychological ownership has positive direct effect on job satisfaction.　8. Job satisfaction does have mediating effect on phychological ownership and OCB. Based on the results of the research, suggestions for educational administration authorities, principals and future related study are proposed.

「將者，智、信、仁、勇、嚴也」出自孫子兵法‧始計篇，究其根源乃來自對主管的深切期盼，尤其在面對瞬息萬變的治安狀況時，警察機關內什麼樣的主管領導風格能影響部屬工作投入，又何以讓其在工作中獲得滿意感，另工作投入與工作滿意度之間關係為何，在最高警政殿堂「內政部警政署（以下簡稱警政署）」中，是個值得探討的現象。 本研究透過文獻分析法及深度訪談法等方式，採分層、立意抽樣對警政署內部人員進行半結構式詢答，再依所獲致之資料歸納發現如下： 一、警政署主管領導風格係採「轉換型領導」、「交易型領導」為主。 二、警政署主管領導風格與部屬工作投入具有高度關聯性。 三、警政署主管領導風格與部屬工作滿意度具有高度關聯性。 四、警政署部屬工作滿意度對其工作投入會產生正面影響。 五、警政署主管領導風格會以工作滿意度作為中介變項，對部屬工作投入產生正面影響；意即主管會透過提升部屬工作滿意度，進而影響其工作投入程度。 六、部屬偏好之主管領導風格，為使其感覺工作滿意度多者，優於讓其高度工作投入者。 最後，按照上開研究發現提出建議如下： 一、針對主管領導方面，應塑造團隊氣氛、建立共同目標，適時給予部屬肯定與認同，能以身作則、勇於負責，分配工作上能勞逸平均、處事公平，又可以尊重部屬意見及給予適當的授權，讓組織成員能夠凝聚向心力，為達成任務全心全意的努力付出。 二、對於革新制度方面，允宜建立負有考核機制的獎、罰金制度，同時強化不適任人員的汰除機制、合理調配組織人力資源，改善公務機關分配不公、勞逸不均之窠臼。 / “Generals should be assessed by his wisdom, trustworthiness, benevolence, courage and discipline.” recorded in “The Art of War by Sun Tzu”, it represent the high expectation for Leader. Especially in the face of rapidly changing security situation, to know what leadership style can influence subordinates job investment, and why let it get satisfaction in their work, and the relationship between job investment and job satisfaction. Therefore, in the highest halls of policing, "National Police Agency (hereinafter referred to as the NPA)" the phenomenon is worth discussing. This study through literature analysis and depth interviews and other methods, mining stratified, purposive sampling of the NPA internal staff consultation A semi-structured, then follow the information gained from the discovery summarized as follows: 1. The Department of Mining NPA competent leadership style, "Transformational Leadership", "transactional leadership" based. 2. NPA competent leadership style and subordinate job involvement is highly relevant. 3. NPA competent leadership style and subordinate job satisfaction is highly relevant. 4. NPA subordinates job satisfaction will have a positive impact on their work input. 5. NPA leadership style will be in charge of job satisfaction as intervening variables, to put a positive impact on the work of subordinates; supervisor will by means subordinate to enhance job satisfaction, thereby affecting the level of work put into it. 6. Subordinates affection competent leadership style, makes it feel job satisfaction and more, than let it work put in by height. Finally, according to the findings open the following recommendations: 1. For the competent leadership, should create a team atmosphere, the establishment of a common goal, to give subordinates timely affirmation and recognition. To lead by example, the courage to be responsible for the distribution of work, maintain work and rest mean. Doing things fair, but also respect the views of subordinates and give proper authorization, so that members can unite the centripetal force, in an effort to achieve the task wholeheartedly pay. 2. For the innovation system, to establish evaluation mechanisms with award and amercement, while strengthening the eliminating mechanism of unadaptable people. A reasonable allocation of organization of human resources, to improve the allocation of job unfair and uneven work.

台灣在1989年開始引進外籍勞工，根據勞動部調查，截至104年3月底外籍勞工人數已達566,518人。台灣目前對外籍勞工已有一定程度的依賴，且未來對外籍勞工的需求將持續成長。人力仲介公司藉由翻譯人員為企業（雇主）和外籍勞工提供客務。身為第一線員工，翻譯員往往必須站在人力仲介公司角度，同時滿足企業（雇主）與外籍勞工之需求解決問題，如此想必翻譯人員將面臨嚴謹的工作壓力。過去研究發現，當員工感受到壓力時，工作績效會下降；改善員工績效的重要關鍵是在於降低工作壓力、提高員工工作滿意度。在競爭激烈的環境下，如何確保翻譯員之工作績效，是當前人力仲介公司重要課題。 本研究將探討人力仲介公司翻譯員工作壓力來源與工作滿意度現況，以及探討在不同人口特徵下，工作壓力來源及工作滿意度是否有差異。本文主要以量化研究方式，針對人力仲介公司翻譯員實施問卷調查，有效樣本共計93份。研究結果發現：（一）翻譯員的工作壓力屬於尚可接受程度，主要三大工作壓力來源為：「人際關係」、「工作負荷」及「個人責任」，（二）公司規模之不同，於工作壓力來源之「工作負荷」構面具有顯著差異，（三）翻譯員對其工作評價屬尚頗為滿意，其中「外在滿意」構面分數為最低，（四）公司規模之不同，於工作滿意度之三個構面存在顯著差異。接著，本文以質化研究方式為輔，透過訪談三家人力仲介公司之資深主管與翻譯員，由兩個不同角度瞭解第一階段研究結果之實務現象，以提供人力仲介公司實務管理建議，降低翻譯員的工作壓力，提升其工作滿意度，進而促進其工作績效。

本研究係以內政部入出國及移民署公務人員為研究對象，探討不同個人屬性的公務人員在工作倦怠、工作滿意度與離職傾向上的差異性及工作倦怠、工作滿意度對離職傾向的影響情形，藉由問卷調查蒐集資料，計發放320份問卷，回收有效問卷300份（回收率93.8%），後以描述性分析、獨立樣本t檢定、單因子變異數分析、Pearson積差相關分析及多元迴歸分析等統計方法進行資料分析，並獲致研究結論如下： 一、個人屬性中以「本機關服務年資」和「服務單位」在各變項及構面上均有顯著差異。 二、工作倦怠及其各構面對離職傾向及其各構面均呈現顯著之正相關。 三、工作滿意度對離職傾向呈現顯著之負相關，其中「工作成就感」、「報償滿意」及「升遷機會」等構面與離職傾向之各構面亦均呈現顯著負相關。 四、在聯合預測力的分析結果中，以工作倦怠的「苟且態度」對離職傾向最具正向預測力，工作滿意度的「報償滿意」最具負向預測力。 本研究依據研究結論提出實務上之研究建議，以供機關作為人力資源管理之參考。 關鍵字：公務人員、工作倦怠、工作滿意度、離職傾向 / This research takes the officers in National Immigration Agency as the object to discuss their personalities contributes the job burnout, job satisfaction and the difference of the turnover intention , and it also discuss the influence about the job burnout, job satisfaction to the turnover intention. The research is implemented by questionnaire that issued for 320, the valid questionnaire is three hundreds and in 93.8% response rate. The data is analyzed by the descriptive statistics, Independent t Test, One Way ANOVA, Pearson’s Correlation Analysis and Multiple Regression Analysis and the conclusion are as follows： 1.The personal “seniority in National Immigration Agency” and “service” have significant differences in all variables and structure. 2.Job burnout and turnover intention showed a significant positive correlation between two of them. 3.There is a significant negative correlation between job satisfaction and turnover intention. The “job achievement”, “Payroll Satisfation” , “Promotion Satisfaction” and the various structures of turnover intention showed a fairly significant negative correlation. 4.The analysis results in joint predictive power, the “cynicism” in job burnout has the most positive predictive power to the turnover intention, and the “Payroll Satisfation” in the job satisfaction has the most negative predictive power to the turnover intention. Bsaed on above findings, some recommendations are proposed and expected it helps the human resources management in National Immigration Agency. Keywords：Officer, Job burnout, Job satisfaction, Turnover intention

電子科技業市場競爭激烈且瞬息萬變，尤電子科技業為台灣主力產業之一，如何選對的人並留住好的人以提升企業績效、降低培訓與訓練成本，為企業得以永續發展與生存的關鍵。因此，越來越多的企業重視員工的工作滿意度，並著手進行組織內部員工的工作滿意度調查。本研究將針對H集團某一土城廠區員工作個案研究探討，藉由研究個人屬性變項中性別、年齡、年資、婚姻狀況、教育程度對工作滿意度的差異性及環境屬性變項中直屬主管領導型態與工作特性對工作滿意度的相關性，希望調查結果及建議可以提供相關人力資源管理工作者卓參。 本研究採結構式問卷，針對H集團某一土城廠區員工發放300份問卷，回收有效問卷292份，回收率為97.33%，主要研究結果顯示如下: 一、不同年齡的H集團員工工作滿意度有顯著差異存在。 二、不同直屬主管領導型態的H集團員工與工作滿意度有顯著相關存在。 三、不同工作特性的H集團員工與工作滿意度有顯著相關存在。 關鍵詞:工作滿意度、直屬主管領導型態、工作特性 / Electronics industry market is highly competitive and rapidly changing, especially electronics industry is one of the main industries in Taiwan, therefore, how to choose right people and retain right people to improve business performance and reduce training costs are the important issues for companies to find sustainable and survival solutions. Moreover, more and more enterprises pay attention to employees' job satisfaction and do job satisfaction survey internally. In this study, focus on one of Tucheng factory staff of H Group case studies for discussion of personal property by research variables gender, age, seniority, marital status, educational level of job satisfaction and environmental attributes the differences in variables immediate supervisor leadership style and job characteristics on job satisfaction relevance, hope the findings and recommendations can provide references related to human resources field workers. The study adopted a structured questionnaire for one of Tucheng factory staff of H Group and sent 300 questionnaires out, and returned 292 valid questionnaires, the recovery rate was 97.33%, the main research results are shown below: 1. A different age of H Group employees’ job satisfaction has significant differences. 2. Under different leadership of supervisors of H Group employees’ job satisfaction has significantly correlation exists. 3. A different job characteristics of H Group employees’ job satisfaction has significantly correlation exists. Keywords: job satisfaction, supervisor leadership style, job characteristics

本研究旨在探討高中教師知覺校長服務領導、教師組織公民行為與教師工作滿意度之現況，比較不同背景變項之高中教師在知覺校長服務領導、教師組織公民行為、以及教師工作滿意度之差異情形，並探討高中教師在知覺校長服務領導、教師組織公民行為與教師工作滿意度的關係，並進而分析高中教師知覺校長服務領導、教師組織公民行為對教師工作滿意度之預測力。 本研究採用調查研究法進行研究，以臺北市高中教師為對象，共發出417份問卷，回收377份，可用問卷374份，回收率達90％。調查所得資料以SPSS統計套裝軟體，進行描述性統計、t考驗、單因子變異數分析、皮爾遜積差相關及多元迴歸等統計方法處理分析。本研究獲致以下結果： 一、臺北市高中教師對於校長之服務領導行為感受有正面之知覺。在校長服務領導八個層面中，以「自我覺察」為最高。 二、臺北市高中教師組織公民行為屬於中上程度。在教師組織公民行為三個層面中，以「主動助人」最高。 三、臺北市高中教師工作滿意度屬中上程度。在教師工作滿意度四個層面中，感到最滿意的是「同僚關係」。 四、教師兼主任在校長服務領導的知覺較兼導師與專任教師高；學校規模在51班以上之教師在知覺校長服務領導上顯著高於31-50班的教師；私立高中教師知覺校長服務領導高於公立高中教師；不同性別、年齡、服務年資、學歷之臺北市高中教師知覺校長服務領導的程度無顯著差異。 五、年齡愈大的教師，相較於年齡小的教師，更有組織公民行為之表現；教師兼主任的組織公民行為，較導師和專任教師高；年資5年以下之教師，在組織公民行為的表現明顯低於其他組別的教師，而年資21年以上教師的組織公民行為表現最高；私立高中教師組織公民行為高於公立高中教師；不同性別、學歷、學校規模之高中教師在組織公民行為上無顯著差異。 六、51歲以上教師之工作滿意度高於30歲(含)以下及31-40歲教師；年資在11-20年與21年以上的教師對於「工作本身」的滿意度高於年資在5年以下的教師；學歷為大學畢業之高中教師高於學歷為碩士的高中教師；學校規模在51班以上的高中教師高於學校規模在31-50班與30班以下之高中教師；私立高中教師工作滿意度高於公立高中教師；不同性別、職務之高中教師在教師工作滿意度上無顯著差異。 七、臺北市高中教師知覺校長服務領導與教師組織公民行為有顯著相關；臺北市高中教師知覺校長服務領導與教師工作滿意度有顯著相關；臺北市高中教師組織公民行為與教師工作滿意度有顯著相關。 八、臺北市高中校長服務領導對教師工作滿意度具有預測作用；臺北市高中教師組織公民行為對教師工作滿意度具有預測作用；臺北市高中校長服務領導與教師組織公民行為對教師工作滿意度具有預測作用。 最後，根據研究結果提出建議，供高中校長、教師、教育行政機關、教師會、校長協會及後續研究之參考。 / The aim of this study is to discuss the senior high school teachers’ perception toward the principal’s servant leadership, citizenship behavior of teachers organization and current teacher job satisfaction, compare the differences in the perception of the principal’s servant leadership, citizenship behavior of teachers organization and teacher job satisfaction among teachers with different background variables, and study the relationship among the senior high school teachers’ perception of the principal’s servant leadership, citizenship behavior of teachers organization and teacher job satisfaction to further analyze the predictive capability of the senior high school teachers’ perception toward the principal’s servant leadership, citizenship behavior of teachers organization and the teacher job satisfaction. This research conducted a survey-questionnaire by targeting on the senior high school teachers of Taipei City. A total of 417 questionnaires were distributed and 377 questionnaires were received. There were 374 valid returned questionnaires and the ratio of valid questionnaire is 90%. The data was analyzed through SPSS statistics, descriptive statistics, t test, single factor analysis of variance, Pearson correlation coefficient and multiple stepwise regressions. The findings of the research are as the followings: 1. The senior high school teachers of Taipei City have a positive perception toward the principal’s servant leadership. Among 8 perspectives of the principal’s servant leadership, the “self-awareness” has the most positive perception. 2. The level of the citizenship behavior of teachers’ organization for the senior high school teachers in Taipei City is above average. Among 3 perspectives of the citizenship behavior of teachers organization, the level of “helping others voluntarily” is the highest. 3. The teach job satisfaction of the senior high school teachers of Taipei City is above average. Among 4 perspectives of teacher job satisfaction, the “colleague relations” is most satisfied. 4. The teacher who also serves in a chief position has higher perception toward the principal’s servant leadership comparing to the teachers who also serve as a preceptor or full-time teacher. The teachers who teach at a school with more than 51 classes have significant higher perception toward the principal’s servant leadership comparing to the teachers who teach at a school with 31-50 classes. The private senior high school teachers have higher perception toward the principal’s servant leadership comparing to the public senior high school teachers. There is no significant difference in the perception of the principal’s servant leadership among the senior high school teachers of Taipei City with different ages, years of service and educational background. 5. The elder teachers have stronger organizational citizenship behavior comparing to younger teachers. The teacher who also serves in a chief position has stronger organizational citizenship behavior comparing to the teachers who also serve as preceptor or full-time teacher. The teachers with less than 5 years of teaching experience significantly have weaker organizational citizenship behavior comparing to other group of teachers. The teachers with more than 21 years of teaching experience have the strongest organizational citizenship behavior. The private senior high school teachers have stronger organizational citizenship behavior comparing to the public senior high school teachers. The gender, educational background and size of school have no significant impact on the senior high school teachers’ organizational citizenship behavior. 6. The job satisfaction of the teachers aged above 51 is higher than that of the teachers aged below 30 (included 30) and between 31 and 40. The teachers with 11-20 and more than 21 years of teaching experience have higher satisfaction of “job itself” comparing to the teachers with less than 5 years of teaching experience. The job satisfaction of the teachers with university degree is higher than that of the teachers with master degree. The job satisfaction of the teachers working at a school with more than 51 classes is higher than that of the teachers working at a school with 31-50 classes or less than 30 classes. There is no significant difference in teacher job satisfaction among teachers with different gender and position. 7. The perception of the senior high school teachers of Taipei City toward the principal’s servant leadership is significantly correlated with the citizenship behavior of teachers’ organization. The perception of the senior high school teachers of Taipei City toward the principal’s servant leadership is significantly correlated with the teacher job satisfaction. The organizational citizenship behavior of the senior high school teachers of Taipei City is significantly correlated with the teacher job satisfaction. 8. The servant leadership of the principals of the senior high school in Taipei City has a predictive effect on teacher job satisfaction. The citizenship behavior of the teachers’ organization in Taipei City has a predictive effect on teacher job satisfaction. Both of the principal’s servant leadership and the citizenship behavior of the teachers’ organizations in Taipei City have a predictive effect on teacher job satisfaction. Finally, the recommendations were given based on the research results to provide references for senior high school principals and teachers, education administrative units, teachers association, principals association and future studies.

根據人力銀行的調查報告顯示，國內有高達96％的上班族嚮往進入外商企業工作。想要進入外商的前三大理由，包括：看好在外商工作的前景及未來發展(61％)、福利制度完善(58％)；以及薪資待遇優渥(51％)。本研究針對外商企業在台員工之工作滿意度、組織承諾與離職意圖進行分析，依據研究結果對組織經營實務提供建議，也進一步瞭解外商企業在台員工離職傾向之現況與其相關影響因素。 當員工進入組織後，是否願意繼續留任於組織，端看組織是否能提供一個成長的環境，建立個人能力與組織工作機會的長期配合的永業生涯規劃。因此如何提高組織所屬員工之工作滿意與組織承諾，並降低離職意圖，提高員工的留職意願，也將成為領導者在帶領組織永續經營上最為重要的課題。 本研究以個案美商公司其在台灣子公司之所有台籍員工，研究採用結構式問卷以不記名自我填答之調查研究法進行研究，共發出 120 份問卷，收回問卷105份，有效問卷102份，回收率為85%。主要研究結果顯示： 一、 員工工作滿意度對於員工組織承諾具有顯著的正向顯著影響。 二、 員工工作滿意度對組織承諾具有顯著的正向顯著影響。 三、 員工組織承諾對離職傾向具有顯著的正向顯著影響。 / Based on a of Job Bank survey report: The 96% of office workers want to enter the foreign company in Taiwan. This study research and analysis job satisfaction, organizational commitment and turnover intention the employees in foreign enterprises in Taiwan and base on the study results provide advice to organizational and operational. Learn more about the status on staff turnover intention of foreign enterprises in Taiwan. This study is cases of American company all employees in Taiwan subsidiary by questionnaires that anonymous answer of structured questionnaire quantitative research. A total of 120 questionnaires were sent out, returned 105 and 102 valid questionnaires. The questionnaire recovery rate is 85% The results of this study are as follows: 1. Job satisfaction is significantly positively correlation to employees' organizational commitment. 2. Job satisfaction is significantly positively correlation to organizational commitment. 3. Organizational commitment is significantly positively correlation to turnover intention. Key works: Job satisfaction, organizational commitment, turnover intention, foreign company.

找到在台灣的外國人的工作是不容易的，要在工作中取得成功，是大家最困難的。 ，我也不例外，這就是為什麼我們認為在台灣的表現“的外籍專業人才的決定因素”“是當代的主題。這是值得探討的良好的工作業績，為台灣的標準是什麼。本論文研究的成功，在台灣的外國人的工作表現的原因。因此，我們取得了一些成功的人，採訪檢查的現象：克謝尼婭Mardaeva（技嘉），Erenzhen Kornusov（P.莫利哀/ Albest樂器），詹姆斯·邁克爾·戴維森（項目台北桃園國際機場線），：邁克Maydana（L​​iankuann企業有限公司），里卡多·N.奎瓦斯比利亞洛沃斯（寶來電子有限公司）。在這項研究中，我們打算學習外國專業人員性能的決定因素：如何實現在台灣工作中的成功，如何通過自己在台灣，如何建立和集約化生產與上司的關係。這是這項研究的主要問題。為了揭露這些問題，我們已採取以下步驟：建立研究目標，建立研究的問題，以往的研究概況，定義樣本宇宙，標誌著代表性的樣本，組織採訪，分析數據和解釋結果。 外國人的性能分析將探討更深入地理解實現在工作場所的效率。此外，它還將幫助人們願意留在台灣，以提高各自的特點，從自己的長處得到的好處和優勢變成自己的弱點。 有三個問題陳述我們的重點。第一個是需要調整我們的行為，在新的文化環境，以減少工作的不確定性，因為外國人的文化敏感性的更大的是更大的是他的工作表現。我們有完整的答案：學習中國語言，當地的飲食習慣改變自己，打扮自己像一個本地和尊重他們的風俗習慣，為變化做好準備，尊重當地的法律，這是必要的。 第二個是創造生產與上司的關係。我們的外國專業人士的建議如下：尊重人，不要怕你的老闆，不要試圖掩蓋問題，保持你的邊界，是積極的，表現出主動，擁抱自己的優勢，制定一個計劃，不海港不滿，沒有個性化的客觀，接受對自己的行為負責。 成功的表現下一個決定因素是：如何表現進行評估，以及提供反饋意見，以及如何實現的性能改進有強烈的衝擊，“在台灣的外籍專業人士的表現。 / To find a job for a foreigner in Taiwan isn’t easy, and to be successful at work is the most difficult for everyone. And I’m not the exception, that’s why we think “Determinants of the foreign professionals” performance in Taiwan” is contemporary theme. It is worthy to analyze what are the criteria of the good job performance for the Taiwanese. This thesis investigates the reasons of the successful foreigners' job performance in Taiwan. Therefore we obtained interview with some successful people to examine the phenomena: Kseniya Mardaeva (GIGABYTE), Erenzhen Kornusov (P. Mauriat/Albest Musical Instruments), James Davidson Michael (the project Taipei Taoyuan International Airport Link), Mike Maydana (the Liankuann Enterprises Co.Ltd.), Ricardo N. Cuevas Villalobos (Polylight Electronics Co., Ltd.). In this research we intend to study determinants of foreign professionals' performance: how to achieve success in work in Taiwan, how to adopt yourself in Taiwan, how to build productive and intensive relationship with the supervisor. These are the major problems of this study. In order to expose these problems we have taken following steps: establishing research goal, establishing research questions, previous studies overview, defining sample universe, marking out representative sample, organize interview, analyze the data and interpreting the results. The analysis of foreigner’s performance will explore deeper understanding of achieving efficiency at the working place. Moreover it will also help people willing to stay in Taiwan to improve their individual characteristics, to get benefits from their strengths and to turn their weaknesses into strengths. There are three problem statements we are focusing on. The first one is the need to adjust our behavior to new cultural environments in order to reduce job uncertainty, because the greater the cultural sensitivity of the foreigner is the greater is his job performance. We got complete answer: it’s necessary to learn Chinese language, change yourself to the local culinary habits, dress yourself like a local and respect their customs, be prepared for the changes, respect the local law. The second one is creating productive relationship with the supervisors. Our foreign professionals suggest the following: show respect, don’t be afraid of your boss, don’t try to hide problems, maintain your boundaries, be positive, demonstrate initiative, embrace your strengths, make a plan, don’t harbor resentments, don’t personalize the impersonal, accept responsibility for your own behavior. The next determinant of successful performance is: how well performance is evaluated, how well feedback is provided and how well performance improvement achieved has also strong impact on the foreign professionals' performance in Taiwan.

本研究旨在瞭解臺北市國民中學校長服務領導、教師情緒勞務與教師工作滿意度之關係。本研究採問卷調查法，共計抽樣47所學校，發出565份問卷，回收408份有效問卷，問卷可用率達72.2%。資料處理採用描述性統計分析、獨立樣本t檢定、單因子變異數分析(ANOVA)、Pearson積差相關及多元迴歸分析等統計方式進行統計分析。本研究分析結果分述如下： 一、臺北市國民中學校長服務領導為中高程度，以「楷模倡導」最高，「真誠感召」最低。 二、臺北市國民中學教師情緒勞務為中高程度，以「真情演出」最高，「深層演出」最低。 三、臺北市國民中學教師工作滿意度為中高程度，以「同僚關係」最高，「校長領導」最低。 四、不同「性別」、「職務」及「學校規模」之教師知覺校長服務領導之整體或分層面上有顯著差異。 五、不同「學校規模」之教師知覺情緒勞務之整體或分層面上有顯著差異。 六、不同「年齡」、「教育程度」、「服務年資」、「擔任職務」及「學校規模」之教師知覺教師工作滿意度之整體或分層面上有顯著差異。 七、臺北市國民中學校長服務領導、教師情緒勞務與教師工作滿意度呈現中度正相關。 八、臺北市國民中學校長服務領導、教師情緒勞務對教師工作滿意度具有預測作用。 / The purposes of this study was to investigate the relationships among the principals’ servant leadership, the emotional labor of teacher and the teachers’ job satisfaction in the junior high schools in Taipei City. The Questionnaire survey method was applied. The samples include 47 schools and 565 questionnaires were distributed. There were 408 valid questionnaires used finally in the statistic analysis and the usable rate was 72.2%. The data was analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation and multiple regression analysis. The conclusions of this study are as follows: 1.Junior high schools teacher’s perception of principals’ servant leadership is above average, in which the item “model behavior persuasiveness” was the highest, and the “honesty” was the lowest. 2.Junior high schools teacher’s perception of teacher’ emotional labor is above average, in which the item “genuine acting” was the highest, and the “deep acting” was the lowest. 3.Junior high schools teacher’s perception of teacher’ job satisfation is above average, in which the item “colleague relationship” was the highest, and the “principal leadership” was the lowest. 4.There are significant differences in the junior high schools teachers’ perception of principals’ servant leadership in terms of gender, duty and the scale of the schools. 5.There are significant differences in the junior high schools teachers’ perception of teachers’ emotional labor in terms of the scale of the schools. 6.There are significant differences in the junior high schools teachers’ perception of teachers’ job satisfaction in terms of age, education, length of service of school, duty and the scale of the schools. 7.There is a positive correlation among the principals’ servant leadership, teachers’ emotional labor, and teachers’ job satisfaction. 8.Principals’ servant leadership and teachers’ emotional labor have a predictive effect on teachers’ job satisfaction.