In recent years, the re-distribution of medical resources conducted by the government in general renders physicians to be anxious about the stability and fairness of their income. The worries are even aggravated by the policies such as ¡§secret in payment¡¨ or ¡§personalized payment¡¨ that are currently preceded by the hospitals. Since the as mentioned worries may affect physicians¡¦ attitudes toward their patients, factors affecting physicians¡¦ satisfaction in their income based on the stand point of ¡§salary justice¡¨ are thus important and will be the focus of the present research. Meanwhile, the influences of ¡§total budget system¡¨ on ¡§salary justice¡¨ and ¡§salary satisfaction¡¨ are also studied. The overall consequences to the physicians ¡§work attitude¡¨ are finally evaluated and analyzed in the present study. The research was conducted by distributing 319 questionnaires to the physicians belonging to eight hospitals in the middle area of Taiwan. Among these distributed questionnaires, 108 of them were retrieved. The retrieval rate is thus calculated as 33.9%. The results are presented as follows: 1.Gender, salary and position do not possess any influence on ¡§salary satisfaction¡¨ and ¡§working attitude¡¨. 2.A negative correlation is observed between ¡§age¡¨ and ¡§salary justice¡¨. This implies the elders demand higher base in their salary. 3.The more open in salary information and communications, the better in ¡§salary satisfaction¡¨. 4.The ¡§structure of income¡¨ should be consistent with one¡¦s recognition on the source of his or her salary. Together with a fair distribution in overall benefits would help in motivating positive work attitude. 5.More understanding in the method of benefit distribution as proposed in the ¡§total budget system¡¨ could lead to more negative attitude in working. 6.The ¡§total budget system¡¨ is still in the embryonic stage. No effects on ¡§salary justice¡¨ and ¡§salary satisfaction¡¨ have been observed yet. 7.A physician would possess a stronger commitment in job fair and team involvement when he/she feels satisfactory with the payment.

Organization members¡¦ working attitude and reaction will regarding on organization's management way, system¡¦s policy, organization's goal and values, and member's interaction behavior. The business competition degree of retail market and the higher perception of consumer ¡¥s right, make the enterprises run the market not only on simply supply and selling way. The enterprises recognize that not only creat a comfortable shopping environment and provide diversely merchandise, but also have to enhance service provide to building up customer¡¦s loyalty. The first-line service employee will influence the satisfication of customer. The purpose of the research is to explore the relationship among organizational climate, organizational commitment, service-oriented organizational citizenship behavior and job involvement. The research focus on retail employee.The research use SEM method and the results indicate that¡G 1.Among organizational climate, organizational commitment, service-oriented organizational citizenship behavior, and job involvement have the high positive correlation. 2.It is positive and significant effect between the organizational commitment and service-oriented organizational citizenship behavior. 3.The service-oriented organizational citizenship behavior insignificantly influences on job involvement. 4. Organizational commitment have a significant mediation effect on the influences between organizational climate and job involvement . As result it is suggested that the manager should build up the circumstances of attach importance of service quality climate, encourage employee participate in discussion, therefore, to improve the service-oriented organizational citizenship behavior and job involvement.

This study is to investigate the relationship among profit sharing, sharing fairness, job involvement and working performance by the empirical research. The goal of this study is to suggest the company how to design more incentive system from the profit sharing and sharing fairness when the profit sharing will become the operation expense in Taiwan. 500 questionnaires were sent to the company which is based on the north of Hsin-Chu County. The valid questionnaires are 174 copies in total after the return. Upon the empirical analysis, the important findings are as the following: 1.Profit sharing system and sharing fairness are positive correlated. The more the employees are satisfied with the profit sharing system and feel the importance of the profit sharing system, the higher their awareness is on the fairness of the profit distribution and execution procedure. 2.Profit sharing system is not significant to job involvement and working performance. When the time goes by, the incentive effect from the profit sharing system will decrease. Therefore, the effect of profit sharing system is not significt to job involvement and working performance. 3.Sharing fairness is not significant to job involvement, but significant to the goal achievement of working performance and collaboration¡¦s satisfaction. If the employee doesn¡¦t understand the profit sharing system, it easily causes the unfair feeling and it might impact on the job involvement. But if the company can emphasize the fairness of the execution procedure, it can increase the possibility of the goal achievement and enhance the collaboration¡¦s satisfaction. 4.Profit sharing system can¡¦t affect the working performance and job involvement by the intermediate effect of sharing fairness. Since the profit sharing system has been implemented for a while and became part of salary, it can¡¦t draw more attraction as the beginning. In addition, if the employee starts to suspect the fairness of the profit sharing, it will result in the less influence on job involvement and working performance.

The purpose of this study is to examine the effects of corporate reputation on work attitudes and behaviors. We used the benchmark company surveyed result of CommonWealth Magazine and developed a qestionnaire to survey those benchmark companies¡¦ employees. Finally, we obtained an effective sample of 50 companies with 1222 employees. And the response rate was 83% for companies and 68% for employees. The result of this study showed that external corporate reputation has positively influential effect on employee corporate reputation, employee corporate reputation has positively influential effect on work attitudes and behaviors, external corporate reputation has partially positively influential effect on work attitudes and behaviors, and employee corporate reputation will partially mediate the positively influential effect of external corporate reputation on work attitudes and behaviors. Based on above findings, the practical implications, research limitation and suggestions for future study are addressed.

This purpose of this study was to investigate the relationship between employees¡¦ perception on organizational climate and job involvement, and the moderating effect of employ types. This research involves all employees belonging to the I Research Laboratory, as experimental subjects for questionnaire surveys. We used the personal characteristics as the controlled variables, the organizational climate as an independent variable, the employ type as a moderate variable and the job involvement as a dependent variable. A total of 569 questionnaires were delivered and got 339 valid questionnaires. Based on the valid questionnaires, the hierarchical regression analysis and the Pearson¡¦s correlation analysis were used to analyze the data. Major empirical findings are summarized as follows: 1.There are significant differences in job involvement among difference education degree. 2.There are significant correlations between the awareness of the organizational climate and the job involvement. 3.The employ type has no significant moderating effect on the relationship between organizational climate and job involvement.

Data from 255 employees who were members of 33 companies were tested with hierarchical linear modeling analyses. The purpose of this study was to analyze the relationships among employees¡¦ intrinsic motivation, job involvement, commitment -based HR practices, institutional organizational trust and layoff. Results from the individual-level analyses indicated that intrinsic motivation has a positive effect on job involvement. Institutional organizational trust, in terms of benevolence and reliability and structural assurance, has a positive effect on intrinsic motivation. While concerning factors at the organizational level, results showed that commitment-based HR practices have a positive effect on institutional organizational trust. Layoff has a negative effect on job involvement. However, the hypothesis that layoff has significant effect on intrinsic motivation and job involvement was not supported.Contributions to both the literature and organizational practices are discussed.

本研究探討「工作意義」與「工作投入」之關聯性，並討論工作人員對於工作意義與工作投入是否受個人特質因素所影響。本研究問卷設計採用 Lee (1996) 修正的 Rokeach 價值項目為基礎，用來定義工作意義，個人特質部份以工作人員之性別、年齡、婚姻狀況、職位類別、業務類別、教育程度、工作與所學相關、工作年資，共計8項變項來驗證其工作意義是否會影響工作投入。 研究對象以新北市區公所之工作人員進行實證調查，調查所得資料採用SPSS統計套裝軟體對263份有效問卷統計分析，研究發現： 一、 個人特質中的「性別」、「年齡」、「婚姻狀況」、「業務類別」、「教育程度」、「工作年資」對工作意義有顯著差異。 二、 個人特質中的「年齡」、「婚姻狀況」、「教育程度」、「工作與所學相關」、「工作年資」對工作投入有顯著差異。 三、 「工作意義」與「工作投入」存在顯著正相關，顯示人們對工作的投入程度受到工作能幫助達成個人價值觀的程度所影響。 希望根據上述研究發現，使區公所工作人員瞭解對現任工作之工作意義為何，並清楚自己所重視之工作價值項目與目前工作投入之情況，進而可以依據所重視之工作價值，來找尋適合的工作內容與環境。同時，提供政府部門瞭解目前工作人員之工作意義與工作投入情況與其工作上之需求，於人力資源管理上作改善，增加工作人員工作投入程度，提升行政效能，亦可做為遴選新聘人員時之參考。 / This study investigates the relationship between " work meaning" and "job involvement", analyzing how employees’ personal characters influence their " work meaning" and "job involvement". The questionnaire takes Rokeach value items modified by Lee(1996) as the basement to define work meanings. Personal characters include gender, age, marital status, position, the category of occupation, level of education, the association between studying background and work, and seniority, totally eight variables are tested in the survey to know whether work meaning influences job involvement. Research objects are servants of district office, new taipei city government. Statistical software “SPSS” is used to analyze the survey data and the 263 valid questionnaires, the study found: 1. Personal characters include gender, age, marital status, the category of occupation, level of education, seniority are more likely to effect one’s work meaning. 2. Personal characters include age, marital status, level of education, the association between studying background and work ,and seniority are more likely to effect one’s job involvement. 3.Work meaning is positively and significantly correlated with job involvement. It shows that the more work can achieve one’s personal values the more he or she would like to involve. We hope the above findings can help the servants of district office to realize the work meaning of the present job, and pay attention to the value they place importance on. It can finally help them to meet suitable occupation and work conditions. At the same time, it provides government departments with what the employees’ real need, improves human resource management, and increases job involvement of civil servants. When the governments recruit, the study can also be used as a reference to find the satisfying employees.

The study was done to investigate the state of situational variables and how these variables affect work attitudes and subsequently intentions to quit in a manufacturing company in Gauteng Province. The study was carried out under normal business operating conditions without reinforcing any of the research variables within the period of the study. A stratified random sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a five-point Likert scale with situational variables such as learning and development, recognition, respect, appreciation, benefits and perks, salary, promotion, organisational support, perceived opportunity for rewards, fair leadership, organisational culture, working conditions, communication, trust and relationships and job security and work related attitudes such as organisational commitment, organisational citizenship, job satisfaction, job involvement, employee engagement and intentions to quit the organisation, was designed to capture the state of affairs within the organisation based on the employees’ percep tions of their experiences of these variables. Data was analysed using statistical analysis tools namely correlation and regression analysis. 200 questionnaires were issued and 111 were returned of which 103 were useable. The research data showed a moderate state of unhappiness with eight of the ten situational variables scoring below the midpoint signalling a need for the organisation to reinforce these variables. Work related attitudes were moderate and almost all scoring around the midpoint but intention to quit yielded a lower score. Correlations analysis showed statistically significant and strong positive relationships between situational work variables. Correlations also showed statistically significant medium to strong positive relationships between situational variables with work related attitudes. There was a statistically significant medium to strong negative relationship between intentions to quit and work related attitudes showing that as work attitudes improve intentions to quit decrease. The regression analyses showed that key situational work-related variables did predict work related attitudes and outcomes with perceived organisational support proving to be the most important predictor for all work related attitudes and outcomes; fair leadership were only a significant predictor for organisational citizenship behaviour and work engagement, while job security were only a significant predictor of job satisfaction, work engagement and intentions to quit. Organisational climate was also a significant predictor of organisational commitment, organisational citizenship and work engagement. Recommendations are provided for the organisation and for future research. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The study was done to investigate the state of situational variables and how these variables affect work attitudes and subsequently intentions to quit in a manufacturing company in Gauteng Province. The study was carried out under normal business operating conditions without reinforcing any of the research variables within the period of the study. A stratified random sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a five-point Likert scale with situational variables such as learning and development, recognition, respect, appreciation, benefits and perks, salary, promotion, organisational support, perceived opportunity for rewards, fair leadership, organisational culture, working conditions, communication, trust and relationships and job security and work related attitudes such as organisational commitment, organisational citizenship, job satisfaction, job involvement, employee engagement and intentions to quit the organisation, was designed to capture the state of affairs within the organisation based on the employees’ percep tions of their experiences of these variables. Data was analysed using statistical analysis tools namely correlation and regression analysis. 200 questionnaires were issued and 111 were returned of which 103 were useable. The research data showed a moderate state of unhappiness with eight of the ten situational variables scoring below the midpoint signalling a need for the organisation to reinforce these variables. Work related attitudes were moderate and almost all scoring around the midpoint but intention to quit yielded a lower score. Correlations analysis showed statistically significant and strong positive relationships between situational work variables. Correlations also showed statistically significant medium to strong positive relationships between situational variables with work related attitudes. There was a statistically significant medium to strong negative relationship between intentions to quit and work related attitudes showing that as work attitudes improve intentions to quit decrease. The regression analyses showed that key situational work-related variables did predict work related attitudes and outcomes with perceived organisational support proving to be the most important predictor for all work related attitudes and outcomes; fair leadership were only a significant predictor for organisational citizenship behaviour and work engagement, while job security were only a significant predictor of job satisfaction, work engagement and intentions to quit. Organisational climate was also a significant predictor of organisational commitment, organisational citizenship and work engagement. Recommendations are provided for the organisation and for future research. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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