Abstract The globalization tendency has led the new market, the new product, the new point of view, the new ability and the new competitive advantage, the enterprise must have to be able to have the unique competitiveness, the manpower becomes one of enterprise competition most important sharp weapons, the human resources new duty will be guides the enterprise to break through the challenge, the new role must act which from the traditional bracelet. This research is for the purpose of discussing the enterprise the human resources activity situation, enterprise characteristic regarding human resources activity influence, and discusses the human resources function and the human resources potency relations. According to correlation literature discussion, of human resources management function, this research classification will adopt Dr. Bingen Wu's "the organization development","The resource management","the strategy consultation", and"the personnel administration" and so on four big construction surface make the classification. This object of study for aims at of human resources department the enterprise one artificially to execute measures the object, the grand total sends out 782 questionnaire, the returned and effective questionnaire altogether 153, the returns-ratio is 19.8%. The material analysis is take the human resources management function as from variable, as depends on variable potency of weight take the human resources, carries on the variance analysis to examine the human resources management function to the human resources potency whether has the remarkable influence, and utilizes the regression analysis inquisition human resources function to of influence the human resources potency result. These researches concludes: 1.The level of Human resources role is promoted. With the specialty human resources personnel, the human resources highest manager has Master or above school record, and participates in the enterprise operation meeting, shows the importance of the human resources for the enterprise . 2.The human resources function is more perfect, the human resources potency is better. a. The development of organization function is more perfect (make long-term development system for organization, appraisal present situation, draws up the manpower cultivation strategy, impetus organization studies, lead the organization transformation), the potency of the customer capital surface is better. b. The personnel administration function and the resource management function are more perfect (utilizes the multi-dimensional way to hire new employees, salary survey, draws up various levels training plan, result of the achievements to be the dismissal basis, and make the human resource plan for now and the future, base on this to develop education and training plan, achievements evaluation, manpower change and future development plan), the potency of the human capital surface is better. c.The strategy consultation function and the personnel administration function is more perfect (The human department is able to provide the suggestion, the strategy, and drafts the cultivation plan, and also transform the enterprise strategy to the practice of the human resource management, to develop suitable human resources motion, and in hiring, operating, training and keeping, both considering the quality and the cost), then potency of the financial capital surface is better. d.The resource management function is more perfect (draws up the plan for manpower oversupply or shortage, link it to the education and training plan, the manpower changes and the future development in the process), the potency of the structure capital surface is better. The research discovered, the organization should place importance on the investment of the capital of human resource, and coordinates the regulation revision and the human affairs flow improvement, it will conducive toward favor fast also has the system promotion organization's competitiveness

The concept of organizational culture has been a popular issue since 1980. Also, the study of cultural issues have been linked increasingly with organizational analysis. Since then, cultural studies have been researched tremendously and many researchers started examining the correlation between culture and corporate performance (Pettigrew, 1979; Pfeffer, 1981; Smircich, 1983). The past research findings have been proved that cultural factors not only provide rational explanations for corporate performance for good or bad but also they are surely an important managerial instrument for managers to improve their organizational effectiveness, as well. The methodology of this research is a case study of an IT industry. The research is conducted by a qualitative method of a one-by-one interview to discover the relationship between cultures and performance within an organization. The purpose is to investigate how culture affects performance and what factors would be most significantly to enhance its performance. From the research results, the cultural factors that trigger the corporate performance are those elements including leadership, culture values, staff, behavior, training, motivation, and cultural communication. That refers to an organizational symbolism such as legends, stories, myth, and ritual. Furthermore, the relation between the leadership and culture is somehow like a two-sided coin, which means a leader of an organization represents its culture and ideas; the organizational culture in return reflects the leader¡¦s core values, as well. Managers, therefore, attempt to let all members fit into its particular culture over managerial policy and human resources strategy to increase corporate effectiveness. As the result reveals, people are considered as the most important intellectual capital for the corporate, but the critical factor for it to be successful is culture.

Abstract This thesis aims to investigate the relationship among the organizational culture of junior high school, organizational citizenship behavior of the teachers and the effectiveness of the schools. This thesis builds the theory, the study structure, and the basis of designing the study instrument by the review of the literature and the survey. Subjects were sampled from thirty-six junior high schools in Kaohsiung county. Five hundred forty-two copies of formal questionnaires were delivered to the subject and there were four hundred seventy-five valid copies.The collected data were analyzed by using the statistical methods of reliability analysis,factor analysis,descriptive statistics,T-test,one-way ANOVA,pearson product-moment correlation,canonical correlation and multiple regression(step-wise- regression procedure). According to the result of the data analysis, the main findings are as follows: 1. The whole performance of the Kaohsiung county¡¦s junior high school organizational citizenship behavior is middle-high level.Among the sectional scores, ¡§the dimension of hierarchical culture ¡¨ was the highest. 2. The whole performance of the Kaohsiung county¡¦s junior high school teacher organizational citizenship behavior is good. Among the sectional scores, ¡§the dimension of non-benefit-orientated¡¨ was the highest. 3. The whole performance of Kaohsiung county¡¦s junior high school effectiveness is middle-high level. Among the sectional scores, ¡§the dimension of teaching of the teacher¡¨ was the highest. 4. The male, the elder and the administrator have a higher sense of the school organizational culture. 5. The male, the elder, the high-educated, the senior, the administrator sense more about the organizational citizenship behavior. 6. The male, the elder, the administrator sense more about the school effectiveness. 7. The teachers of the Kaohsiung county¡¦s junior high school in the urban areas sense more about the school organizational culture. 8. The teachers of the Kaohsiung county¡¦s junior high school in the urban areas and large schools sense more about the school effectiveness. 9. The better the school organizational culture will be, the more the teacher organizational citizenship behavior will be. 10. The clearer the school organizational culture will be, the better the school effectiveness will be. 11. The clearer the organizational citizenship behavior will be, the higher the school effectiveness will be. 12. The school organizational culture and the teacher organizational citizenship behavior can predict the school effectiveness, and ¡§the identifying oneself with the organization¡¨ is the primary predictable variable. Findings and conclusion in this research could be used as a reference for sahool,board of education and researchers to promote practice in operation and future research. Keywords: school organizational culture, organizational citizenship behavior, school effectiveness

¡§An Exploration of the Relationships among Organizational Climate, Organizational Identification and Organizational Effectiveness of the Non-Profit Organization.¡¨ ¡§A Study on the Association of Collecting Benevolence, in Taiwan.¡¨ Summary Spontaneously, several nameless workers instituted the ACB (The Association of Collecting Benevolence). The ACB is not a religious organization and has no relation with famous international organizations. There is neither religious leader nor celebrities. It is quite difficult for the ACB to get financial aid from any companies. Every penny within the organization comes from members¡¦ meager salary. It lasts 20 years to dig and help the orphan ignored by our society. In the end of the year 2005, The ACB won the National Award for Public Welfare. How comes the excellent organizational effectiveness? This study presents itself with organizational climate, organizational identification, organizational effectiveness and personal background as independent variables, along with the experience of non-profit organizational administration and practices. It aims to explore: 1. The relationship between organizational climate and organizational identification. 2. The relationship between personal background and organizational identification. 3. The relationship between organizational identification and organizational effectiveness. 4. The relationship between organizational climate and organizational effectiveness. 5. The relationship between personal background and organizational effectiveness. In this study, questionnaire sampling was purposefully chosen from The ACB in Taiwan of the non-profit organization. The valid sample size was 177. Through the process of descriptive statistical analysis, analysis of correlation and test of significance, one-way factor analysis of variance, independent-sample T test, reliability test, the research findings suggest that: 1. There was a significant correlation between each dimension of organizational climate and organizational identification. 2. There was a significant correlation between each dimension of organizational identification and organizational effectiveness. 3. There was a significant correlation between each dimension of organizational climate and organizational effectiveness. 4. There was a significant but slight correlation between each dimension of age and organizational identification and organizational effectiveness. 5. There was a significant correlation between the length of an individual¡¦s working experience and organizational identification; the longer the individual, the greater the organizational identification. Nevertheless, there was no correlation between the length of an individual¡¦s working experience and organizational effectiveness. 6. There was a significant difference between organizational identification and the opposite sex; that is, the female organizational identification outnumbers the male. It is all the same between organizational effectiveness and the opposite sex. 7. There was no significant difference not only between status and organizational identification but also between status and organizational effectiveness. 8. There was no significant difference between educational background and organizational identification. Nevertheless, there was a significant difference between educational background and organizational effectiveness; that is, the higher the educational background, the more the organizational effectiveness. 9. There was no significant difference not only between individual¡¦s career and organizational identification but also between individual¡¦s career and organizational effectiveness. Key words: organizational climate, organizational identification, organizational effectiveness, non-profit organization.

Information System (IS) effectiveness assessment is an important issue for the organizations as IS have become critical for their survival. With the incorporation of Internet technologies into the business environment, it is now more difficult to measure IS effectiveness, because Internet provides a borderless, non-stop, flexible communication medium. Assessing the effectiveness of web-based information systems (WIS) is vital for survival and competitive advantage which is a complicated subject since there are several interacting factors to consider. In the literature there are several methods proposed for IS assessment. However, those studies have been far from providing a broad, comprehensive evaluation framework for any type of web-based IS independent of its domain. In this study, a generic WIS effectiveness assessment framework is proposed. The framework is applied in case studies consisting of four organizations in e-commerce and e-banking domains.

When a face-to-face work group tries to accomplish its collective goals, the effectiveness and maturity of a group hinge on the combination of the functional roles performed by group members¡X task-oriented roles and group maintenance roles [Klopf, 1981; Benne et. al., 1948]. This research examines the phenomenon of group developmental processes, the functional roles performed by group members, and the relationships among certain critical functional roles, group maturity, and team effectiveness in the learning-task oriented virtual team setting. The samples are 24 project teams composed by part-time graduate students in a cyber university. After analyzing the group discussion sections by content analysis method, the development processes of these virtual teams demonstrate Tuckman¡¦s five-stage model of group development: forming, storming, norming, performing and adjourning. For the groups on forming stage, there are only two group maintenance roles ¡X initiator and information seeker/giver, performing by virtual team members. Conflicts between team members are not obvious due to virtual teams¡¦ learning-oriented task. Three group maintenance roles ¡X encourager, gatekeeper, and follower will encourage the occurrence of group cohesiveness and lead virtual teams to norming stage. Furthermore, when groups mature, four emerging task-oriented roles ¡X opinion seeker/giver, coordinator, orienter and evaluator will enhance the virtual team effectiveness. Negative functional roles (process-hindering roles) are rare due to virtual team¡¦s learning-oriented task. Therefore, this result indicates that members in a virtual team should play different critical positive functional roles according to their group¡¦s developmental stages, and it will facilitate group evolvement and improve team effectiveness.

ABSTRACT For long, scholars have been using the research tools invented in the western world to examine the leadership styles developed in western societies. With so many cultural differences between western and eastern societies, it¡¦s very difficult to explain the leadership styles and phenomena of Chinese leaders if only the same research tools are applied. In the past, many researches on the relationship between leadership behavior and leadership effectiveness were only focused on leadership behavior before leadership effectiveness was narrated; however, whether a leadership style works or how effectively it works isn¡¦t decided by the leader only. Thus, in this study, 297 pairs of supervisors and subordinates from 30 banks in central Taiwan (2 regional centers and 63 branches) were selected for an empirical study. Their background information was collected for the analysis of chaxu geju¡Xa criterion of categorization for relationship, loyalty and capability. Every subordinate was categorized into an ¡§insider¡¨ or ¡§outsider¡¨ according to the perception of his/her supervisor. Then, the relationship between the performance of every subordinate and the leadership behavior (patriarchal leadership: authoritarianism, benevolence and moral) of his/her supervisor were analyzed for leadership effectiveness. The findings of this study showed the Chinese supervisors would objectively categorize their subordinates into ¡§insiders¡¨ and ¡§outsiders¡¨ according to the rank of relationship, loyalty and capability. The supervisors tended to give ¡§insiders¡¨ better performance evaluation. The insiders felt they were given more benevolence and moral, but less authoritarianism; the outsiders felt just the opposite. The Chinese supervisors had greater personal attachment to the insiders and allocated more resources to them, so the insiders had better work attitude and performance; the outsiders was the contrary. Without equal treatment, the leadership effectiveness in the insiders and in the outsiders was different. Finally a concrete brief on the limitations of the study, further research direction in the future and how the study was related to the management in the real world was presented. Key words: chaxu geju (a multiplicity of individual distinctions of rank and distance), criterion of categorization, leadership behavior, leadership effectiveness

Abstract This study aims at continuously exploring government procurement policy itself via the views of both constructors and the government officials, based on the Likert-scale questionnaire designed by the author. With cluster sampling, the subjects are 99 officials from the government officials of Kaohsiung city and 44 constructors in the south of Taiwan . The key point is to evaluate the policy impact, in other word is to assess the achievement of policy effectiveness & policy goal. Is there any significantly difference for and against practicing the government procurement law between constructors and the government? This study construct policy impact evaluation with in the way of management, politics & law; based on policy effectiveness, system maintenance, responsiveness, To evaluate whether or not can the illegal thing be reduced because of practicing government procurement law which based on policy effectiveness, system maintenance, responsiveness & appropriateness. Results from questionnaire are statistically processed with SPSS. There are several conclusions. Both constructors & the government officials have the same views toward practicing the government procurement law. Both of them agree that the procurement environment itself has been significantly changed. Though the efficiency & quality of government procurement have been improved since the government procurement law had been practiced. But the efficiency & quality of government procurement still has not improved equally, even the government procurement procedure were fair & information openly. The persons who proceeded procurement have no confidence toward their own departments is rather alarming. Anyway, NT$500 thousand have been thought to be the appropriate standard of internet procurement. The findings can serve as reference of improvement of government procurement policy. Key words¡GPublic Policy, Policy Impact, Policy Effectiveness, System Maintenance, Responsiveness, Appropriateness

The purpose of this study is to investigate the influence of team leadership on team value and how team leadership passes through team value to affect team effectiveness. Finally,we want to understand the relative influence of transactional leadership and transformational leadership on team effectiveness and team value. This study has adopted SPSS FOR WINDOWS as the tool for ststistical analysis.For sampling data in descriptive statistics and examine the correlated coefficient Cronbach¡¦s £\ of all variables.Relativity analysis is used to examine the relationship of all variables.Block regression analysis is used to examine the predictability of team effectiveness in relation to team leadership and teem value,and the predictability of team value in relation to team leadership. Major findings include the following¡G 1. Transactional leadership and transformational leadership have significant influence on team value. 2. The intermediate effect of team value between team leadership and team effectiveness is not very strong. 3. The predictability of team effectiveness in relation to transformational leadership is better than the predictability of team effectiveness in relation to transactional leadership. 4. The predictability of team value in relation to transformational leadership is better than the predictability of team value in relation to transactional leadership.

This research focuses on training bundles, nonstandard work arrangement and their relationship in high-tech industry, and the conclusions are listed as follows, 1. Training bundles and training effectiveness Training practicability has a positive impact on employee productivity, company profitability, innovation and reduction of employee turnover rates. Training institutionalization has a positive impact on employee productivity and company profitability. Rather than reducing employee turnover rates, training has the greater positive impact on employee productivity. Furthermore, larger organizations have higher level of training practicability. 2. Nonstandard work arrangement in high-tech industry As the data showed, over 80% companies ever had nonstandard work arrangement in 2002, and in the companies that had such arrangement, fixed-term hires and subcontractors were mostly used. To adjust for business fluctuations and reduce administrative workload are first two reasons why companies use nonstandard work arrangement. Limited head count and personnel cost saving are also important factors to hire nonstandard workers. In particular, cost saving is the most important factor for companies to use subcontractors. About the occupational structure, most nonstandard workers are either present in the position of administration or production. Only subcontractors are most present in the service occupations such as janitors, cleaners or caterers. With regard to personnel cost saving, compare to using dispatched workers, part-time workers and fixed-term hires are more helpful to reduce the personnel cost. 3. Training bundles and nonstandard work arrangement The result indicates that the level of training bundles can not be the determinant of using nonstandard work arrangement. Besides, we found that organization size has a positive effect on using nonstandard work arrangement, fixed-term hires, dispatched workers and subcontractors.