This qualitative study investigated the urgent need for business and public schools to design a comprehensive system for preparing all students for a technological workplace, while giving them the necessary academic foundation for functioning effectively in a work environment. Businesses and communities need to participate with schools, regardless of where the schools are located. Schools, businesses and communities must explore and work together to create new methods for supporting technology in schools and in the workplace. The interviewees who participated in the study consisted of 21 teachers and administrators from four high schools located within four districts in San Antonio, Texas. Two of the high schools were located in southern San Antonio and were classified as lower socioeconomic institutions. The other two high schools were located in northern San Antonio and were classified as upper socioeconomic institutions. Also, seven business leaders were interviewed from (1) grocery, (2) San Antonio city government, (3) military, (4) large retail chain, (5) technology organization and business, (6) telecommunications, and (7) a youth-oriented organization. The major conclusions of the study were that businesses believe that a skill-deficient workplace hampers economic growth and productivity, and a knowledge-deficient high school graduate limits his or her opportunities for an extended academic experience. Few businesses in San Antonio supported or contributed to technology competencies in the selected schools in San Antonio by participating in curriculum development or as partnerships within the schools. All teachers had a high level of understanding about the importance of technology competencies for students. Furthermore, they believed that teachers and administrators must have a well-organized and fluid technology training program that will help integration of technology into the curriculum. Schools within the lower socioeconomic classification did not have many opportunities for training or access to technology; therefore, the teachers did not have the opportunity for building their competencies. In comparison, the schools located in northern San Antonio had more than adequate opportunities for training and access to technology. Educational, business, and community organizations must be concerned with all aspects of student learning and their ability to utilize technology. It is not enough to supply hardware and software to schools.

This study examined the influence of social workers placed at the elementary school level, who work with low-socioeconomic families. The intent of the study was to examine the role of the social worker, at identified Title I elementary schools, on parent involvement. Research Question 1 asked, "What influence do the family specialists have in family involvement as reported by parents and family specialists at the identified Title I elementary schools in the North East ISD, in San Antonio, Texas?" The results of this study strongly support that the family specialist on the campus did have a positive influence on parents getting involved at their child's school. Research Question 2 asked, "What selected variables influence parental involvement as reported by parents and family specialists, who are participants of the Parent Academy at the selected Title I elementary schools in the North East ISD, in San Antonio, Texas?" The results of this study strongly supported that the variables of open communication between home and school and the school being inviting to parents are positive factors in getting parents involved. Research Question 3 asked, "What influence do community agencies have in assisting with the needs of families, as reported on the end-of-year summary sheets by the family specialists at the selected Title I elementary schools in the North East ISD, in San Antonio, Texas?" The results of this study showed that data procedures were inconsistent among the family specialists in the North East ISD. Data concerning the use of social service agencies was incomplete. No standard procedures are in place for tracking services provided to families. Research Question 4 asked, "What influence do parents have on determining the classes set forth for the Parent Academy, as reported by the parents and family specialists who are participants of the Parent Academy at the selected Title I elementary campuses in the North East ISD in San Antonio, Texas?" The results of this study strongly suggested that both parents and family specialists feel the parents have a voice in choosing the classes provided for them by the family specialists.

¡§Giant¡¨ is the study case of this research, which attempts to establish what influences consumers¡¦ attitude to brand extension and brand attitude when Giant promoted extension of its brand. The study also investigated the influence of brand image and product involvement on attitude to brand extension. The methodology of the study includes in-depth interview and questionnaire survey. Consumers with high and low levels of product involvement were interviewed. An understanding of their perspective on brand image was gained. Interviewers¡¦ free thoughts of potential brand extensions were gathered. These were used in the brand extension items of the questionnaire. It is found from the study, with respect to the influence of brand image on product and service extension, functional brand image bears significant influence on product and service extension. In other words, consumers have positive responses to functional product (the bike and personal gear) and service (bike repair, assembly tuitions and exercise courses) extensions. Secondly, high and low consistencies both bear significant influence on the service extension. Consumers have the greatest response to highly consistent service extension (bike repair, assembly tuitions and exercise courses). Consumer response to low consistent service extension (bank and insurance) is the lowest. Furthermore, with respect to the influence of involvement in high and low consistent service extension, those with high involvement have significant influence on high consistency service extension (bike repair, assembly tuitions and exercise courses). The level of involvement has not significant influence on product extension and low consistency. With respect to the influence of involvement on brand image, those with high involvement has more positive response on functional, symbolic and experience brand image.

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Based on the theoretical insights from the newly arising concept of ¡§Employee Brand¡¨, this study seeks to explore the relationships between transformational leadership, human resource branding involvement, employee brand and employee brand behavior. Adapting the methodology of releasing 2-level survey to domestic hotels, this study aims to examine the impact of transformational leadership and HR branding involvement on employee brand and brand behavior. The 34 organizational-level questionnaires answered by the HR supervisors and the 326 individual-level questionnaires by the frontline employees were analyzed by descriptive statistics, exploratory factors, reliability, linear regression, and hierarchical linear models. The findings of the research indicates that transformational leadership influences the employee brand and therefore results in the brand behavior delivering brand values. In addition, employee brand behavior is also relevant to HR branding involvement. The contribution of this paper lies in the focus of how leadership and HR involvement affect employee¡¦s understanding and willingness of delivering brand values, which was not previously discussed in other relative documents.

A Study of the Relationships Among Employees' Personality Trails, Organizational Commitment and Job Involvement in Non-Profit Organizations. Since Taiwan has rescinded martial law, the Non-Profit Organizations (NPOs) are blustery, vigorous development, regardless of all has the obvious growth in quantity or in the social influence. How to maintain the good organization achievements in multitudinous NPOs? Makes good use of the management concept and the management technology should be indispensable. The social welfare organization belongs to the crowd service work, also is the manpower highly crowded occupation. If they do not have fully the manpower, the work is difficult to carry out, and then will affect the service quality which provides. Therefore, regarding the human resources integrity plan and the management is extremely important in the NPOs. The research motive is to discuss how will the social welfare organization organize suitable ¡§the employee¡¨ to place on the suitable seat in order to sufficiently display function, and how will the employees¡¦organization mission and the organizational commitment affect job involvement. The anticipation findings might take the superintendent in the future in the human resources policy the reference. The target of this study is the members of the Non-Profit Organizations¡¦(NPO) employees in Taiwan. The study is focused on the relations between the personality traits ,organizational commitment and job involvement of the institute. The purpose is to provide the NPO managers and employees with reference materials of boosting organizational commitment and job involvement. To fulfill the purpose, survey research is selected as the main method of this study after a serial related studying. On the other hand, through evaluating the content validity and analyzing the items and factors of the pre-test result, we can promote the Reliability and Validity of the questionnaire. The result shows that the Reliability and Validity of the study method is efficient. The statistical method includes the description analysis, factor analysis, reliability analysis,the different analysis, the correlation analysis, and stepwise regression analysis, the research result mainly include four followings: 1.Different individual attribute employees have the part differences on personality traits, job involvement, job satisfaction and organization commitment. 2.The personality traits and job involvement have extremely positive correlation; the job involvement and personality traits have extremely positive correlation; the job involvement and organizationcommitment have extremely positive correlation. 3.The factor of influence job involvement is personality traits; the fators of influence organization commitment is personality traits; the factor of job involvement is organization commitment. 4.Organization commitment have mediating effect between the Job involvement and personality traits.

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To survive in this globalized economic era, enterprises must carry on the effective revolution constantly to maintain its competency. Generally, there will have tremendous changes among manpower, institutional framework and personnel career management, while the organizational revolution takes place. To the members of the organization, the organizational revolution means they have to face the uncertainty of future. The moral condition of the members would definitely be affected by the reaction of those tremendous changes. Also, the members will face the increasing of workload and pressure, downcast efficiency, and their loyalty collapse. In other words, member's perceptions and attitude to the organizational revolution are usually the key point whether the organizational revolution will be success or not. It¡¦s also a topic that is worth studying in organizational revolution course. Recently, ROC army implemented some programs of organizational revolution, trying to establish a modern troop-small quantity, high quality and strong competency. However, the success of organizational revolution was never easy to obtain. The previous principal of National Defense University, Gen. Shuai Hua-min, has pointed out the program of organizational revolution was lack of theory, instruction and system. Those negative affections will finally appear in the near future. The purpose of this research is trying to investigate the main factor of uncertainty sense while the members facing the coming of organizational revolution. Also, this research is trying to examine whether the anxious, working pressure and well-being will affect on the job involvement, and its meaning of management. The questionnaire survey was implemented for this research. 1000 questionnaires were sent out, and 730 are valid. Through statistical analysis (factor, relation, regression) and SEM (Structural Equation Modeling) analysis, we conclude the research result as follows: The uncertainty of organizational revolution has a positive affection on working pressure and anxious, but it has no obvious affection on job involvement. The working pressure has a positive affection on anxious, but it has no obvious affection on well-being. The anxious has a negative affection on job involvement and well-being. The well-being has a positive affection on job involvement.

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Abstract A well designed salary system can influence employee¡¦s work motivation and will reflect on their work performance. It would not be difficult to understand, based on the theory of expectancy, a linkage between reward and performance will motivate employee to work harder, and from which to create good performance and in turn to receive better rewards. That is to say a business which adopts an incentive reward system to motivate employee will receive better performance from them in a consistent manner and the end result is to improve the performance of the organization. In the past, there have been many researches on influence of salary system on pay satisfaction and working attitude of employee, but few has studied differences in individual risk preference which can interfere with pay satisfaction and to explore differences in risk preference of employee, the effect of variable pay on pay satisfaction and working attitudes. Through empirical analyses, it was found that: 1. In an organization, an implementation of variable pay system will affect pay satisfaction. As salary links more closely with performance, employee¡¦s pay satisfaction increases. 2. The impact of variable pay on pay satisfaction is not influenced by individual risk preference. Due to differences in salary system to motivate employee, in the business this study concludes if employee is unaware of risk or incentive that is structured in the salary system, then there will be not interaction between difference in risk preference and variable pay system, and will also have no impact on salary satisfaction. 3. Pay satisfaction will have an effect on work attitude of employee. The higher the pay satisfaction, the stronger the organization commitment and job involvement by the employee. 4. Through pay satisfaction, variable pay will indirectly affect employee¡¦s work attitude. A reflection on organizational commitment and job involvement due to salary variable as a result of performance change in part must pass through the intermediate effect of pay satisfaction. Keywords: variable pay, risk preferences, pay satisfaction, organizational commitment, job involvement