The purpose of this study is to investigate the influence of different types of web page design on browsers' attitudes, figure out if the information processing styles play the moderating roles, and examine the relationship between attitude towards the web page and visit intention. Three web pages are designed specially for this research. They are created in different types, words only, pictures only, and combination of words and pictures. Respondents are undergraduate students, and answer questionnaires online. SPSS 14 is used to perform statistical analyses. Principal findings are summarized as follows. First, there is no significant difference between high and low NFC individuals about attitude towards the web page when the tourism web page presents in words (all-verbal) design. However, when the web page is only composed of pictures without any written description, NFC individuals, without respect to high or low NFC, show much lower level of attitude towards the web page and no differences appear between them. Second, the statistical analysis shows a higher level of attitude towards the web page is associated to high PFA individuals, compared with low PFA individuals, when the tourism web page presents in pictures (all-visual) design. When the tourism web page presents in words design, high and low PFA individuals show much lower level of attitude towards the web page and no differences appear between them. Third, we find that individuals with high NFC and high PFA are significantly different from the other groups when the tourism web page presents in combination (words and pictures) design. They show higher level of attitude towards the web page, compared with the other processor groups. Lastly, result shows that there is a positive correlation between attitude towards the web page and visit intention. Attitude towards the web page has a significant impact on visit intention, namely, higher level of Awp, then higher level of VI.

Basically, to evaluate the operational performances of online auction is according to seller¡¦s transaction and investment in the auction website. Thus, how to maintain good relationship with the existing seller switching and attract new seller is the most attention and major care for auction service provider. However, there were few prior researches focused on the topic of online auction switching and examined from real case. In this study, we tried to develop a measuring model and explore the factors that relate to auction seller¡¦s switching. In July 2006, Yahoo! Kimo auction, the largest auction website in Taiwan, announced a new fee scheme which would charge 3 percent transaction handling fee on its sellers from Aug. 10. Many users expressed objection to the new charge scheme. During the same period, Ruten, a new joint venture auction website that combined eBay and Taiwanese portal operator PChome is nearly ready and makes some responding strategic approaches to attract new user. Many sellers of Yahoo! Kimo auction thought to switch auction provider. Base on the background, the study aim to explore auction seller¡¦s switching behavior through switching costs, including procedure costs, financial costs, and relational costs. Moreover, we examined how website quality, fee, anti-lock-in, and anti-switching affect switching intention and behavior. A total of 292 usable questionnaires were gathered through online surveys from auction discussion board and BBS. The data were analyzed by partial least squares (PLS) to test the hypotheses. We find that switching costs, website quality, fee have negative effect on seller¡¦s switching intention. Anti-lock-in and anti-switching have moderating effect in the model. According to the finding, we provide useful guidance for auction seller and auction service provider.

Abstract After the Mainland China¡¦s opening policy, more and more enterprises invested in this giant business market, which is full of adventures and opportunities . In earlier days, only few people wanted to be assigned for working in Mainland China. Nowadays, much more people volunteer to develop their careers in Mainland China for a longer period. The thesis is trying to study the expartiate¡¦s personal characters, career orientations, expatriate motivation and expatriate adjustment, and further understanding the impacts of these four facters on the intention to stay in Mainland China. The results of this study indicate that: 1.The more voluntary expatriate have to work in Mainland China, the higher intention expatriate have to stay in Mainland China. 2.The expatriates who live with their families will have higher intention to stay in Mainland China. 3.People whose career orientation indicates ¡§getting ahead¡¨ have positive correlation with the expatriate motivations, which indicate self-fulfilling, self-esteem and security. The ¡§getting secure¡¨ people have negative correlation with the self- fulfilling motivation. 4.People whose personal characters indicate high ¡§interpersonal skills¡¨ will positively affect the expatriates¡¦ ¡§getting high¡¨ and ¡§getting ahead¡¨ career orientations, but negatively affect¡§getting balance¡¨ career orientation. Expatriates¡¦ high ¡§ability of conflict solving¡¨ will negaitively influent the ¡§getting ahead¡¨ career orientation. Furthermore obvious, their highly ¡§optimistic tendency¡¨ will negaitively influent the ¡§getting secure¡¨ career orientation. 5.People whose personal characters indicate high ¡§interpersonal skills¡¨, ¡¨ability of culture adjustment and ¡§optimistic tendency¡¨ will positively influent the expatriate whose expatriate motivation indicates ¡§self-actualization¡¨.Their high ¡§ability of conflict solvingl¡¨ will negaitively affect the ¡§secure¡¨ expatriate motivation. Expatriates¡¦ high ¡§ambiguous tolerance¡¨ will negaitively influent their ¡§social¡¨ expatriate motivation 6.People whose career orientation indicates ¡§getting free¡¨ have negaitive impact on their intention to stay in Mainland China. 7.People whose expatriate motivation are showing ¡§self- actualization¡¨ and ¡§social¡¨ have positively influence to their intention to stay in Mainland China. 8. People whose personal characters are showing high ¡¨ability of culture adjustment and interpersonal skills¡¨ positively influenceing their intention to stay in Mainland China. The expatriate¡¦ adjustment is a mediating factor between personal characters and the intention to stay in Mainland China.

Abstract Due to the change of the employment, emphasizing on employees¡¦ commitment to the organization is no more the critical determinant of whether the employees will devote themselves to the organization. From 1980s, there were scholars who started to argue that employees will form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being, and called this concept perceived organizational support (POS). In contrast to organizational commitment, perceived organizational support emphasizes on employers¡¦ commitment to the employees and has been proved to have strong relations to many of employees¡¦ work attitudes and behaviors. In this study, the writer uses two different kinds of scorings as the indicators to evaluate the extent of employees¡¦ POS. The findings are as followed: 1. POS is positively related to employees¡¦ affective commitment, continuance commitment, job satisfaction and performance, but negatively related to the intention to quit. 2. No matter using which kind of scorings, within all work attitudes and behaviors we are interested, POS is most related to affective commitment and then job satisfaction. 3. POS has the strongest influence on affective commitment and job satisfaction, and the weakest one on work performance. 4. Comparing to other POS factors, leadership and self-achievement have the most global influences on employees¡¦ work attitudes and behaviors. 5. In whole, employees¡¦ evaluations of organizational practices of which they really experience are more related to their work attitudes and behaviors than the discrepancy between what they expect and the actual situations. 6. When combining with individual¡¦s expectation, the influence of some POS factors will become salience, although it may not have such strong influence when concerning the evaluations of organizational practices along. 7. Different ways of discrepancy between individual¡¦s expectations and the actual situations will cause different influences on employees¡¦ work attitudes and behaviors indeed.

The Relationship among Work-Family Conflict, Job Burnout, and Turnover Intention of Female Professionals in High-Tech Companies Abstract Last ten and more years , high-tech industries grow prosperous in Taiwan. There are lots of professionals entering to the high-tech industries. Though the environment of high-tech industry is better than traditional industry-- the better payment and the better future vision, it is also the place which makes the job pressure, stress, and burnout. The job burnout, coming from the long-term stress, brings to individual the embarrassment in his life, family, and career development. The stress management in professional job becomes the future issue to those managers in high-tech industry. Today, the structure of global human resource has changed, large of educated women join the labor market, they are playing multiple roles. In the limitation of time and energy, it¡¦s easy to make the inter-role conflict during she hopes to play each role perfectly. Evidence is increasing that work-family conflict negatively influences individual¡¦s physical and psychological aspects. Under the high-tech industry speedy innovation and intense competition, employee¡¦s work-family conflict and the work stress are more catching the attention. Though female professionals are the developing resource in the labor market, they are also the crowd tending to work-family conflict. If the female professionals are always in the condition of stress and no proper way to diminish it, eventually, they will be burnout and withdraw from the working place. It will be big loss not only to individuals but also to the companies. This study examined the relationship among burnout, perceived Job stress, and turnover intention using 165 female professionals from the companies in Science-Based Industrial Park, Hsinchu, in particular, whether job burnout played a mediating role and social support played a moderating role in the stress-burnout process . The results indicated that : 1. Among the three components of work-family conflict, work interfering family was in high degree. And among the stressors, family involvement, and kids pressure were in high degree. 2. Among the three components of burnout, the exhaustion phenomenon was in high degree. 3. Work-family conflict was positively significant to job burnout. 4. A significant positive correlation was identified between job burnout and turnover intention. The exhaustion and cynicism components of burnout were positively significant predictors of turnover intention. 5. Job burnout was found to have significant mediating effect between work-family conflict and turnover intention. 6. Boss support, one of the social support components, was negatively associated with job burnout and turnover intention. In the moderating effect, most social support in higher-grades groups influenced work-family conflict and job burnout, and job burnout and turnover intention more significantly than lower-grades groups. Key words: work-family conflict, job burnout, turnover intention, social support, high-tech company, female professional.

The thesis is to examine the relationship of the employees¡¦ salary satisfaction, job involvement and turnover intention in the internet industry to know whether the degree of salary satisfaction and job involvement will affect the turnover intention of employees or not. It also examines whether the employees have different salary satisfaction for the future and how this will affect their turnover intention. The result provide the managers of the industry to draw up appropriate salary management strategy to lift the salary satisfaction and job involvement, lower the turnover intention effectively and make the companies more competitive. Considering of the time, manpower and resources, the thesis take ten Internet companies as the samples. Effective questionnaires sent back are 108 and the effective rate is 12.9¢M. By using the statistic methods, the findings of this research indicate that: 1. The sex of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the current¡¨. 2. The sex of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 3. The sex of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 4. The sex of the employees in the Internet industry has significant difference on ¡§turnover intention¡¨ 5. Female employees of the Internet industry have obviously higher ¡§turnover intention¡¨ than male employees. 6. The age of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 7. The marriage status of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 8. The current service length of the employees in the Internet industry has significant difference on ¡§turnover intention¡¨. 9. For the employees of the Internet industry, to appear significant negative correlations between ¡§current service length¡¨ and ¡§turnover intention¡¨. 10. The working service length of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the current¡¨. 11. The working service length of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 12. The working service length of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 13. For the employees of the Internet industry, to appear significant positive correlations between ¡§working service length¡¨ and ¡§salary satisfaction for the current¡¨. 14. For the employees of the Internet industry, to appear significant positive correlations between ¡§working service length¡¨ and ¡§salary satisfaction for the future¡¨. 15. The department of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 16. The department of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 17. The department of the employees in the Internet industry has significant difference on ¡§turnover intention¡¨. 18. The grade of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 19. The monthly salary of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the current¡¨. 20. The monthly salary of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 21. The monthly salary of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 22. For the employees of the Internet industry, to appear significant positive correlations between ¡§monthly salary¡¨ and ¡§salary satisfaction for the current¡¨. 23. For the employees of the Internet industry, to appear significant positive correlations between ¡§monthly salary¡¨ and ¡§salary satisfaction for the future¡¨. 24. For the employees of the Internet industry, to appear significant positive correlations between ¡§monthly salary¡¨ and ¡§job involvement¡¨. 25. For the employees of the Internet industry, to appear significant negative correlations between ¡§salary satisfaction¡¨ and ¡§turnover intention¡¨. 26. For employee of in the Internet industry, to appear significant positive correlations between ¡§salary satisfaction ¡§ and ¡§job involvement ¡§. 27. For employee of the Internet industry, to appear high positive correlations between ¡§salary satisfaction for the current ¡§ and ¡§salary satisfaction for the future¡§. 28. For employee of the Internet industry, to appear significant negative correlations between ¡§salary satisfaction for the current¡¨ and ¡§turnover intention ¡§. 29. For employee of the Internet industry, to appear significant negative correlations between ¡§salary satisfaction for the future¡¨ and ¡§ turnover intention ¡§. 30. For employee of the Internet industry, to appear significant positive correlations between ¡§salary satisfaction for the current¡¨ and ¡§ job involvement ¡¨ 31. For employee of the Internet industry, to appear significant positive correlations between ¡§salary satisfaction for the future¡¨ and ¡§ job involvement ¡¨. 32. The ¡§working service length¡¨ has significant positive forecast ability on job involvement. 33. The ¡§sex¡¨ has significant negative forecast ability on job involvement. 34. ¡§The salary satisfaction for the future¡¨ has significant positive forecast ability on job involvement. 35. The ¡§sales department¡¨ has significant positive forecast ability on job involvement. 36. The ¡§marital status¡¨ has significant positive forecast ability on job involvement. 37. The ¡§sex¡¨ has significant negative forecast ability on turnover intention. 38. The ¡§planning department¡¨ has significant positive forecast ability on turnover intention. 39. The ¡§current salary satisfaction¡¨ has significant positive forecast ability on turnover intention. 40. The ¡§marketing department¡¨ has significant positive forecast ability on turnover intention. According to the above result, I can discover the turnover intention of the employees of the Internet industry is getting higher. The employees are confident of their turnover ability, which will induce company loss. Thus I suggest that Internet companies shall combine the fiction with the substantiation to form a new type of enterprise. Furthermore, the result that the female employees have higher turnover intention but higher job involvement is worthy for proprietor of the Internet industry to pay attention to. Because the characteristics of female employees are helpful to the busy Internet working environment, the proprietor or professional managers shall consider to adjust or change the working environment, job content or management system to let female employees fully contribute their talent, lower their turnover intention and benefit the company.

The thesis mainly studies, the relevant influential variables of the internal auditors¡¦ concentration on jobs and their efforts for the work, in consideration of the internal auditors¡¦ individual factors, which affect WV and JC; furthermore with an empirical survey and statistical analysis by SPSS program on the working attitude¡¦s influence on the JI and ITQ. The critical findings of the thesis are as follows: (1) Individual characteristics¡Ðsex, age, marrage, years of employment, reason of being an auditor, position, have obvious differentiations respectively on the partial dimensions of the internal auditors¡¦ WV. (2) Individual characteristics¡Ðage, marrage, education, years of being an auditor, reasons for being an auditor, position, certification of accounting/auditing, span of incremental salary, have obvious differentiations respectively on the partial dimensions of the internal auditors¡¦ JC. (3) Individual characteristics¡Ðage, years of employment, reasons for being an auditor, position, span of incremental salary, have obvious differentiations on the internal auditors¡¦ JI. (4) Individual characteristics¡Ðage, sex, years of employment, years of being an auditor, organization¡¦s capital amount, have obvious differentiations on the internal auditors¡¦ ITQ. (5) The whole WV have obviously positive correlation on internal auditor¡¦s JI. In details, the two dimensions of inner value and social status value have obviously positive effect with internal auditor¡¦s JI. (6) The whole JC have obviously positive correlation on internal auditor¡¦s JI. In details, except for task identity, the other four JCs have obviously positive effect with internal auditor¡¦s JI. (7) In order to decrease ITQ of the internal auditors, organization ought to upgrade the JI of internal auditor, especially put much emphasis on the compensation of the internal auditors; and directly expand the task variety and task proactiveness would also obviously decrease the internal auditor¡¦s ITQ. (8) In order to upgrade the internal auditors¡¦ JI or decrease their ITQ, the interaction of the different JC and individual WV would indicate the outcome of facilitation or suppression to main effects with interference.

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SUMMARY The purpose of this study is to discuss the clinical nurse's work value, job satisfaction, organizational commitment and turnover intention at Tainan regional hospitals; compare the difference of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention by the variation of personal character and the variation of organization; and research for the interaction of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention. The total 301 clinical nurses from three different hospitals are surveyed by the self-made questionnaire of clinical nurse's work value and turnover intention. The total 263 useful questionnaires are collected and analyzed by the statistical techniques including mean, proportion, correlation analysis, one-way ANOVA and regression analysis etc. The finding from this study provides the following information: 1.In the category of work value, the safe working environment and job pay have the highest score and the self-learning has the lowest score. In the category of job satisfaction, the management satisfaction is the best and the pay satisfaction is the worst. The recognition and devotion commitments are more important than the retention commitment in the category of organizational commitment. The average score for turnover intention is 15.26 (full marks is 25). 2.The substantial discrepancy in clinical nurse's work value, job satisfaction, organizational commitment and turnover intention exists in the result of the variation of organization. 3.The variation of personal character leads to the significant discrepancy in work value, job satisfaction, organizational commitment and turnover intention. 4.The job satisfaction results from the work value at government contracted-hospital. The organizational commitment results from the job satisfaction at all three hospitals. The turnover intention is under the influence of organizational commitment at city hospital, under the influence of job satisfaction and organizational commitment at Christian hospital and under the influence of work value and organizational commitment at government contracted-hospital. The conclusion from this study provides the hospital management with the concept how to limit the turnover intention in order to maintain the top competitive ability in medical business and provide the best service quality for the clients.

People are always the most precious assets and very hard to be replaced in the enterprises. Therefore, how to retain talented and experienced auditors and keep them in accounting firms is a very important issue that every accounting firm has to face. In this study, we want to understand: (1) If different auditors in accounting firms have influence on career orientation, achievement motivation, job satisfaction and their intention to stay. (2) Whether the career orientation, achievement motivation and job satisfaction of auditors in accounting firms affect their intention to stay. (3) To use job satisfaction as a mediator, analyze if achievement motivation passes through job satisfaction and then affects auditor¡¦s intention to stay. The results show that auditors with higher degrees of achievement motivation have higher degrees of job satisfaction. And if auditors with higher degrees of job satisfaction, their intentions to stay in accounting firms will also be stronger. Therefore, if accounting firms want to keep auditors to stay in accounting firms, first of all, they should recruit employees with higher degrees of achievement motivation. Then, they should try to increase auditors¡¦ degrees of job satisfaction. If these things can be done, auditors¡¦ intention to stay in accounting firms will be higher. If accounting firms can completely understand this point and try to raise auditors¡¦ welfares and improve their working environments, this study believes that auditors are willing to stay in the accounting firms and try their best to do their jobs.