The market of performing art is expanding rapidly; the need for volunteer workers is increasing as well. In this research, we want to explore the relationship among volunteer workers¡¦ motivations, job characteristics, job satisfaction and their intentions to leave. Two hundred and twenty questionnaires were sent to the voluntary members of twenty-four performing art organizations. The total valid questionnaires received are 142, with responding rate equal to 70%. The most important findings are as follows. (1) We found that external egolism is the strongest motivation for volunteer workers; altruism is the weakest one. (2) Although the jobs performed by the volunteers are somewhat important, the skill variety is limited. (3) With respect to the overall job satisfaction, volunteer workers are generally satisfied with their jobs; specifically, respondents are particularly satisfied with their social relationship. (4) With respect to intention to leave, most volunteer workers are willing to stay in their organizations, though the intention to leave varies with demographic attributes. (5) In additions, respondents scored high in altruism, overall job satisfaction, and growth satisfactions are less likely to depart, while perceived social obligations is negative related to intention to leave. (6) Self-interest motives are positive related to job satisfaction. (7) Job characteristic has a positive effect on job satisfaction.

Effect of the On-line Personal Services on Store Image and Purchase Intention in Electronic Stores

Abstract This article brings together some themes in organizational behavior: (1) the application of ¡§Q-sorts¡¨ approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan. We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level. Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.

Despite the fact that there has been an official waste recycling and composting system in Taiwanese, the system still works improperly and inefficiently in our society due to problems such as culture, political complexity, etc. We plan to examine the antecedents of the behavior of household recycling in the context of an integrated behavior model. This model incorporates our previous depth interview and a wide variety of important factors from previous research on environmental behavior into a single theoretical framework provided by the Theory of Planned Behavior. The competitive model is planned to be tested using data from a sample of near 2000 individual respondents, each of whom will complete a survey. We will draw public policy implications and focus on a more open and more effective process for operating waste management systems based on the results.

This study first proposes a conceptual structure from Ajzen's planned behavior theory; next conducts paper review, then does practice study of waste disposal treatment; finally uses three dimensional factors and six sub-dimensional factors to examine their relationship and interaction with tendency attitude of environmental behavior. The three dimensional factors are tendency attitude, subjective norms and behavioral control perception of environmental behavior, and six sub-dimensional factors are moral perception development, environmental ethic concept, internal and exterior stakeholders' influences, self-efficacy, and instrumental ethical climate. This study conducts the empirical research by questionnaire survey and statistic analysis. The results are as follows: 1. There is significant correlation between moral perception development and business managers' decision intention on environmental ethics. 2. There is no significant correlation between environmental ethic concept and business managers' decision intention on environmental ethics. 3. There is significant correlation between internal stakeholders' influences and business managers' decision intention on environmental ethics. 4. There is significant correlation between exterior stakeholders' influences and business managers' decision intention on environmental ethics. 5. There is significant correlation between self-efficacy and business managers' decision intention on environmental ethics. 6. There is significant correlation between instrumental ethical climate and business managers' decision intention on environmental ethics. 7. There is no significant difference on demographic variables for business managers' decision intention on environmental ethics. 8. There is significant difference on some demographic variables for each dimension that influences business managers' decision intention on environmental ethics. 9. There is significant difference on some dimensions that influence business managers' decision intention on environmental ethics for different business manager groups of environmental ethic decision intention.

Research on the quality of work life, job satisfaction and intention to quit of emotional labor ¢w based on the examples of the receptionists of Chunghwa Telecom. Abstract With change of industrial structure and structure of labor force, service sector has become the major trend of the economical society in lieu of agriculture and industry, and play quite an important role in the global economic. The service quality has always been a competitive tool emphasized by the organizations among the service sectors. Therefore, the primary service personnel turn to be the key factor deciding whether the service quality is good or not. Rafaeli & Sutton (1989) thought that customers viewed a whole and overall impression on those organizations out of the emotions expressed by the employees. When emotions are turned from private behaviors to commercialization, the organizations also start to think how to make use of a variety of managerial methods to let the emotional labors performance their best at work. Since relative research on emotional labor is not mature theoretically, and the job behavior, characteristic, outcomes etc. of the performers of such fields are not that clear relatively, this research tends to proceed an empirical research on the job behavior and feeling of the emotional labors (the receptionists) of the service sector (Chunghwa Telecom), in order to flesh out the relative empirical explores on such field, and wish to provide appropriate advices through the explored outcomes of this research; moreover, these can be important references to management proposal of the emotional labor human resources while the companies are being transformed (privately owned by the people). This research used the questionnaire, and adapted the descriptive statistical analysis, validity analysis, factor analysis, t-test on independent samples, one-way ANOVA, Pearson¡¦s relative and regressive analysis to explore the relationship among the quality of work life, the job satisfaction and intention to quit of the receptionists, and further took the job satisfaction as the moderating factor to explore its moderating effect to the relationship between the job satisfaction and intention to quit. The important findings are as follows: 1.The receptionists identify themselves least with the ideas that the quality of work life is based on the components of the company system and growth of esteem. 2.The receptionists are discontented most with that external satisfaction is based on the components of job satisfaction. 3.The receptionists tend to quit generally. 4.The receptionists tend to be of middle and old aged from the view of distribution of overall age. 5.There are significant positive correlations and positive influences on the quality of work life and job satisfaction of the receptionists; especially, the relation and ability of the components of superiors¡¦ attitude to predict external satisfaction are the highest; moreover, the relation and ability of the components of job nature to predict internal satisfaction and general satisfaction are the highest. 6.There are significant negative relative and negative influences on the job satisfaction and intention to quit of the receptionists; especially, the relation and ability of the components of external satisfaction to predict the intention to quit are the highest. 7.There are significant negative relative and negative influences on the quality of work life and intention to quit of the receptionists; especially, the relation and ability of the components of company system to predict the intention to quit are the highest. 8.Only partial moderating effect exists between the relationships of job satisfaction versus quality of work life and intention to quit. Key words: emotional labor, quality of work life, job satisfaction, intention to quit

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Twenty-one century is a knowledge-economy age. Knowledge that replaces the machine, capital, material, or labor becomes the most important element of management of organization. Knowledge is also an important condition of competition and survival. Knowledge plays an important role in economic system in the future. A government of huge organization should make efforts in the management of transferring knowledge to competition as enterprise. According to government will play an important role as a planner and advancer, so the research of government knowledge management will be took into account. The research collects and classifies literature and finds seven original factors of government knowledge management, and verifies the relationship among three variables of knowledge management behavior intention. The research uses principal factor analysis to find the key success factors of knowledge management. Six key success factors has been extracted in this research by factor analysis (principal component analysis), they are (1)the basis of knowledge management of organization ; (2)important conception of knowledge management to organization ; (3) need for a clear standard system to evaluate ; (4) available resource of information technology¡F(5)policy support¡F(6)the responsible group for knowledge management. The analysis of this research showed that 28 KM variables are considered significantly important. The first important variable is ¡§leadership and ability to promote change of the management¡¨ and previous five factors are especially the factor of the attitude to knowledge management. The research also classify three factors about the difficulties of the implement of knowledge management, they are (1)the difficulties about employees¡¦ abilities of technology¡F(2)the difficulties about the organization structure and culture¡F(3)the difficulties about the abilities of planning. The conclusion of this research is to provide feasible suggestions to government administration so that they could construct KM in an effective and efficient way. Some supportive policies from the government organizations are suggested as well and I hope this research can provide the government with the experience.

Research indicates that planning helps consumers in their goal pursuit, but little is known about how and when such beneficial effects change with regulatory fit – fit between consumers’ regulatory orientation and goal pursuit means. Results of three studies show that 1) the benefits of forming implementation intentions, or planning details such as when, where, how, and how long to perform goal-directed actions and attain consumer goals are stronger in regulatory nonfit situations (study 1), and 2) implementation intentions can be viewed as goal pursuit means and be part of the regulatory fit formulation to show the “value from fit” effect on instrumental behavior and goal attainment (studies 2 and 3). Specifically, study 1 showed that consumers in regulatory nonfit situations are more likely to perform instrumental behavior and have higher goal attainment by forming implementation intentions than consumers in regulatory fit situations. This research also provides empirical evidence of the notion of “value from fit” to the regulatory fit literature, that is, the mediating role of motivation intensity in the regulatory fit-instrumental behavior and regulatory fit-goal attainment linkages in studies 2 and 3.

The debate about how to frame health messages to maximize their effectiveness is ongoing. Research supports the use of both positive and negative frames under different conditions. This project was developed to further clarify the circumstances under which a negative frame may be harmful, or even backfire. In Study 1 it was proposed that past drinking behavior would moderate the relationship between message frame and behavioral intention to drink alcohol in the future such that people with a heavy drinking past would react to a negatively framed message by increasing their intention to consume alcohol. A total of 212 students participated in the study where they completed a questionnaire to provide information on some of the key variables, such as drinking history, and then were asked to read mock health materials with either a positive or negative frame. They concluded the study by responding to a final questionnaire where they provided feedback on the health materials and indicated their intentions to drink in the future. Results of this study supported the hypothesis. The goals of Study 2 were to replicate the findings of Study 1 and to test the hypothesis that self-esteem would be a second-order moderator of this effect such that people with a heavy drinking past and high self-esteem would be most likely to respond to a negatively framed message by increasing their intention to drink alcohol in the future. A total of 490 students participated in the study, which followed the same procedure as the first study. Results of Study 2 failed to replicate the findings from Study 1, and indicated that self-esteem did influence the relationship between past behavior, message frame and behavioral intention but not in the proposed direction. The marginally-significant effect found in Study 2 suggested that heavy drinkers with high self-esteem were actually more likely to decrease their intentions to drink alcohol after reading a negatively framed message. Because of the inconsistency in the results of the two studies presented, proposed directions for future research are discussed.