With the rapid development of information and communication technologies (ICTs), researchers have been engaging in exploring the potential of ICTs on educational settings. Game-based learning is an application of ICTs for improving learning performance. Simulation-based learning games are usually developed to create virtual worlds where learners can learn by solving the problems in relation to the real world. However, there are still many subjects which are difficult to be developed as simulation-based learning games; in order to provide the entertainment element for those kind of subjects, this study attempted to design non-simulation learning games instead. Two learning support mechanisms were proposed and examined in this study. One is game-feedback which provides useful information for learners to engage in further learning after the game stage. The other is peer-interaction which constructs an environment to facilitate learners interacting among each other. An experiment was conducted with a total of 80 students enrolled in Computer Networks course. The results show that the mechanism of peer-interaction has a significantly positive effect on learning performance, and the mechanism of game-feedback has a significantly positive effect on the intention toward using the developed system for their further learning. Based on the findings, implications on theoretical and practical aspects were discussed for further research directions and practical applications.

These days, consumers are living in a flood of frequent sales promotion practices. They encounter every day low price, seasonal price off, special price discount, free gift, buy one get one free, and other promotions in their daily lives(Promo Magazine,2010).Sales promotions have become more usual, more repetitive, and longer practices than before. Exploration of sales promotion effect has become one of the most popular issue to discuss in the study of marketing. This study wants to examine what kind of promotion is the most effective. There were four kind of normal promotion: free gift for customer¡Bdiscount¡Bdonation with cash and donation with gift. We found that no matter who get the benefit from the promotion, monetary promotion will be more effective than non-monetary promotion in purchase intention and brand attitude of consumers. And this conclusion is different to the past study which said that monetary promotion will determine the brand attitude. The results indicate that monetary promotion can not only increase the purchase intention but also can improve the brand attitude. This study also compares two kind of promotion type one by one, so that company can choose the promotion type depend on which promotion activity the competitor use. And we found that it¡¦s may probably harder to induce student to donation because of the limitation of disposable income. So we can¡¦t use the cause-related promotion when our main customers are students.

Talented people are the key factor for enterprises to maintain their competitive advantage. Since 1980s, due to the changes of internal and external environments, reorganization and simplification have become the patterns of organizations, which indicating promotion possibility in an organization has been relatively reduced. These generate the feeling of development limitation within employees and result in the phenomenon of career plateau. However, high performance work system is regarded as a set of management system in human resources field , and it includes most types of best management practices. Therefore, this study attempts to explore antecedents and consequences of variable of the career plateau, including a negative correlation between high performance work system and career plateau as well as the impact of the career plateau on role performance and turnover intention, and whether the perceived supervisor support will be an interference effect. In this study, pairing questionnaires are offered to executives and organizational members 47 effective matching samples are received. Hierarchical linear model is used in this study to verify the hypothesis. The results show: 1. Career plateau is negatively associated with role performance; 2. Career plateau is positively associated with the turnover intention; 3. The effect of perceived supervisor support can interfere with both career plateau and turnover intention. The findings of this study indicate: 1. Organizations should establish career planning and development for employees in order to reduce the adverse effects of career plateau; 2. Organizations should find a method to increase employees¡¦ perceived of supervisor support in order to reduce the negative effects of career plateau; 3. High performance work system is a systematic system. It should be assessed in depth regarding the way of solving the career plateau. Finally, suggestions for future research and the limitation of this study are also discussed. Keywords: career plateau, high performance work system, role performance, turnover intention, perceived supervisor support

In the times of globalization, informationization, rapid changing knowledge economy, corporate are facing intensive challenges. Management team knows that they should not only focus on competitive landscape but also enhance human capital in order to strengthen competitiveness and rejuvenate the organization. Accordingly, employees are motivated by every kind of intentions. They regard the degree of support of their work in the organization, the more they satisfy, the more they feel interested with the job, which might commit themselves to meet the organization¡¦s goal and be proud to be one of the whole team. This research is to test if employee perceived organizational support has an mediating effect to high performance work systems and employee¡¦s job change intention. This study collects data along with a 2- phase questionnaire, which were filled out by first-line servicing employee, with a total of 260 valid samples. In phase I analyzed high performance work system measurement result, phase II started 2 weeks after phase I questionnaire in order to prevent common method variance, which collected perceived organizational support and employee¡¦s job change intention. In this study, the result shows that high performance work systems have a significant impact on employee perceived organizational support, and have the negative impact on employee¡¦s job change intention. Moreover, employee perceived organizational support has a negative impact on employee¡¦s job change intention while it has the mediating effect between high performance work systems and job change intention. Keywords¡GHigh Performance Work Systems, Employee Perceived Organizational Support, Employee's Job change intention

In recent years, it is not hard to tell that in the retail market of flaming competition in Taiwan, and quality of service is worth of being paid attention. The study tries to investigate the relationships between buyer reactions to ethical behaviors of salespeople and customer-company identification. Several hypotheses are developed and tested to find out whether interactions with salespeople generates customers¡¦ ethical perceptions and impacts on customer-company identification. Moreover, the study intends to explore the consequences of customer-company identification (extra- or in- role behaviors). The study adopts structural equation modeling (SEM) to examine the path estimates among constructs. The study adopts convenience sample and the valid return of survey is 296. Results indicate that the significant and positive effects of both moral equity and relativism on customer-company identification and repurchase intention and positive word-of-mouth followed up. At last, the managerial implications of this study may help retailers with professional ethics of salespeople and create loyal customers.

For companies, the cost of acquiring a new customer is several times the cost of retaining an existing customer. Furthermore, the purchasing power of an existing customer is usually more predominant than a new one. Therefore, more and more companies attempt to establish long-term relationships with customers in order to make them patronize again or do other useful behaviors. The concept of consumer-company identification (C-C identification) has been used to qualify the deep, meaningful, and long-term relationships between consumers and companies. This research analyzes the antecedents and consequences of C-C identification. We suggest that high identity distinctiveness and identity prestige may lead to high C-C identification. Also, high C-C identification should enhance consumers¡¦ repurchase intention and word-of-mouth (WOM). Our survey with questionnaire conducted to investigate and collect data is sent to the consumers who have shopping experience recently in department stores of Taiwan. The valid sample with questionnaire returned is 294. We analyze the results by using structural equation modeling (SEM) and find that identity distinctiveness and identity prestige have a positive relationship with C-C identification separately. Moreover, C-C identification also has a positive effect to repurchase intention and WOM. Eventually, the managerial implications of this study may help corporate managers to ponder their marketing strategies or even improve their firms¡¦ performance.

The purpose of this study was to gain an understanding of the structure and antecedents of travelers' behavioral intentions. Understanding travelers' behavioral intentions is an important goal of both destination marketing organizations and host destinations. However, little research has contributed to the theoretical development in this area, and the lack of a solid theoretical framework has negatively influenced the validity of existing research. Thus, this study attempted to explain travelers' behavioral intentions, using a model which was developed based on existing human behavior theories: the theory of reasoned action and the theory of planned behavior. Another major objective of the current study was to test the validity of the proposed model. Based on the theory of reasoned action and the theory of planned behavior, a conceptual framework was established to explain travelers' behavior intention in a tourism context. Attitude was conceptualized as destination image which is a two-dimensional construct including cognitive and affective components. Subjective norms were conceptualized as the combination of normative beliefs and motivation to comply. Perceived behavioral control was conceptualized as constraints which is a three-dimensional construct including intrapersonal, interpersonal, and structural components. An online panel survey was launched in September 2008 to collect data. Respondents were specially asked their perceived image about Texas, what were the barriers preventing them from traveling to Texas, and how their reference groups affected their travel decision to Texas. Totally, 1,448 completed surveys were received and utilized for analysis which included both visitors and non-visitors. The data analysis procedures included six major steps, from descriptive analysis and preliminary data analysis, to model and hypothesis testing. To do so, the Statistical Package for the Social Sciences 16.0 (SPSS) and Amos 16.0 were utilized. The structural relationships between all variables were tested with using structural equation modeling (SEM). Results of the study showed that destination image and subjective norm positively impacted behavioral intentions while constraints negatively affected behavioral intentions. Hence, this research provides important direction for the development of a more comprehensive theoretical framework to explain travelers' behavioral intentions, and presented a step toward offering practical as well as theoretical implications for future research.

The purpose of this study is to, based on the structure questionnaire, explore the relationships between the role, role stress, social support, organizational commitment and intention to leave of clinical nursing faculty. The study population was composed of the full-time clinical nursing faculty obtained from two universities of technology, three colleges of technology, and two institutes of technology located in the middle and southern part of Taiwan. 173 completed and qualified questionnaires were received. This yielded a response rate of 70.6%. The measuring instruments deployed in this study were the scale of role clinical nursing faculty, the scale of role stress, the scale of social support, the scale of organizational commitment. The Cronbach's Alpha reliabilities, according to orders, are .923, .862, .882, .767. The analytical implement in this study consisted of factor analysis, reliability analysis, descriptive statistics, independent t test, one way ANOVA, Pearson product-moment correlation coefficient, multiple regression, and logistic regression analysis. The results indicated: the role stress and organizational commitment of clinical nursing faculty were significantly influenced by partial demographic variables. The more important the role of researcher or patient care provider was considered, the less role stress clinical nursing faculty would perceive. Role stress demonstrated negative influences to organizational commitment in the direction predicted explaining 24.4% of the variances. Social support was able to reduce role stress, enforce organizational commitment, and mitigate the negative effects to organizational commitment entailed by role stress. Among all kinds of social support, school support boasted the most powerful buffer effect. The critical factor of intention to leave was the affection commitment, which was found to be 91% correctly classified. According to this research, in terms of clinical nursing faculty, we suggest: 1. Improve the professional and research ability of clinical nursing faculty. 2. Improve the clinical nursing faculty's ability to take care of patients. In terms of schools: 1. Make plans to initiate curriculums aiming to improve the teaching ability of clinical nursing faculty. 2. Bring in knowledge management as a link between clinical teaching and in-class teaching. 3. Invent strategies to cultivate the human resources of clinical nursing faculty. 4. Construct full-fledged systems for advanced study. 5. School should enhance the supports toward clinical nursing faculty. 6. Construct supportive network among clinical nursing faculty. In terms of the clinical practice unit: 1. Arrange clinical nurses to assist clinical teachings. 2. Assist clinical nursing faculty to get familiar with the environment.

Abstract Research on HRM of banking industry since the law of Financial Holding Company has been put into practice are few. The purpose of this study is to explore the correlation among Industrial Relations Climate, Job Satisfaction, Organizational Commitment and Turnover Intention in the banking industry. Based on 507 questionnaires from 51 bank branches in Taiwan, this study finds several important results. Findings¡G ¡]1¡^Positive relationships are found between Industrial Relations Climate and Job Satisfaction, Organizational Identification; and negative relationships are found between Industrial Relations Climate and Instrumental Commitment, Turnover Intention. ¡]2¡^Job Satisfaction is found positively related to Organizational Identification; and negative relationships are found between Job Satisfaction and Instrumental Commitment, Turnover Intention; but the result is only partial. ¡]3¡^Employees in Financial Holding Company are higher Industrial Relations Climate, Salary Satisfaction, Promotion Satisfaction, Organizational Identification and lower Turnover Intention than Employees not in Financial Holding Company. ¡]4¡^Employees in merging company are lowerer Industrial Relations Climate, Job Satisfaction, Organizational Identification and higher Turnover Intention than Employees in non-merger company. ¡]5¡^Employees in merged company are lower organizational identification and higher turnover intention than employees in non-merger company.

The influences of self-directed readiness and learning satisfaction to the intention of continuing study- The examples of Open Universities in Kaohsiung Area Meng-Fan Chang Abstract Teaching delivery has been inspired by information technology and derived it from traditional face-to-face teaching (or teacher directed learning) to multi-channel learning model, providing a better interactive learning environment within the scope of teaching and learning. This study aims to explore if the intention of continuing study is affected by self-directed learning readiness and learning satisfaction. The relationship between demographic variables and self-directed readiness, learning satisfaction and the intention of continuing study were also discussed. 1055 valid respondents of 1085 students were from the National Open University and the Open University of Kaohsiung. Descriptive statistics, ANOVA one-way, Pearson correlation and multiple regressions were executed to examine the relation among variables. The results of data analysis are shown in the following: 1. Female students of National Open University show less creative learning than males. Nevertheless, they enjoy themselves in learning and have stronger motivation in learning.Aging students show greater self-motivated learning and learning motivation than the young. Students with higher educational background have best performance on self-directed learning readiness. 2.The data demonstrates that enjoy in learning is major factor concerning to teachers¡¦ teaching. 3.Enjoy in learning and self-motivated learning have the highest influence on academic administration service and good incentive respectively. 4.Learning satisfaction plays an important mediating role to self-directed learning readiness and intention of continuing study. Suggestions to educators and directions of this future work are also given in the study. Key words: Self-directed learning readiness, Learning satisfaction, Intention of continuing study, Open University