In order to survive in the competitive environment and keep substantial development for business, more and more organizations pay attentions to the concept that human beings are the important capital in the organizations. In this case, trying to understand and improve employees¡¦ satisfaction and need, and keeping a good relationship with employees to improve employees¡¦ productivity are the very important issues today for many organizations. Salespersons, who act as the organization impression, and responsible for sales performance and business target, do play a very important role in an organization. Accordingly, how to motivate salesperson to achieve organizational business target is undoubtedly important today. Besides improving salespersons¡¦ professional competence, the leadership style of line managers is thought to significantly influence the salespersons¡¦ performance. The leadership style of line managers, is the independent variable, job performance as dependent variable, and job satisfaction and organizational commitment are moderators in this study. Accordingly, we are going to discuss the relationship between leadership style of line managers and salespersons¡¦ performance. Moreover, the mediating effect of job satisfaction and organizational commitment between leadership style of line managers and employees¡¦ performance will be analysed in this study. The result is stated as below: 1. The relationship between leadership style and salespersons¡¦ job performance: First, the result indicates that the transformational leadership of line managers is positively related to the salespersons¡¦ job performance, which implies the higher level of transformational leadership the line managers have, the higher level of job performance the salesperson can reach. Second, the result indicates that the contingent reward leadership of line managers is positively related to salespersons¡¦ job performance, which implies that the higher level of contingent reward leadership the line managers have, the higher level of job performance the salesperson can reach. 2. The mediating effect of salespersons¡¦ job satisfaction between the leadership style of line managers and salespersons¡¦ job performance. First, the salespersons¡¦ job satisfaction mediates the relationship between line managers¡¦ transformational leadership and salespersons¡¦ job performance. Second, the salespersons¡¦ job satisfaction mediates the relationship between line managers¡¦ contingent reward leadership and salespersons¡¦ job performance. 3. The mediating effect of organizational commitment between the leadership style of line managers and salespersons¡¦ job performance. First, the salespersons¡¦ organizational commitment mediates the relationship between line managers¡¦ transformational leadership and salespersons¡¦ job performance. Second, the salespersons¡¦ organizational commitment mediates the relationship between line managers¡¦ contingent reward leadership and salespersons¡¦ job performance.

The market scale of Taiwan department store expands unceasingly these years, and the competition is more intense than before. As a result, the research and discussion in the department store are more and more. The management style of department store in Taiwan becomes large scale, chain operation system, and internationalization. In addition to, might be joint venture or technological cooperation with overseas company. The major objective of this study is to examine the relationship among selling skill, service attitude, and job performance, moreover, using the psychology contract to an intermediate variable. To discuss, the intermediate effect to the selling skill, service attitude, and job performance. From this research, according to the analysis from six department stores with 349 sales staffs in Kaohisung. Analysis of the results will be present in below: First, the relationship between selling skill and job performance has positive correlation and effect significantly, then the satisfy level between selling skill and psychology contract has noticeable positive correlation and effect. The relationship between service attitude and job performance has positive correlation and effect obvious. Besides that, the satisfy level between service attitude and psychology contract also has positive correlation. In addition to, the satisfy level among psychology contract to the selling skill and job performance has intermediate effect partially, and the satisfy level among psychology contract to the service attitude and job performance also has a part of intermediate effect. Finally, the advice has been offered to the department stores, suppliers, sale staffs, and others researchers.

Research of the relation among the job involvement, job satisfaction, reward and job performance for consuming finance staff - Banks in Kaohsiung area to be the examples Abstract Finance service industry is a key pivot in modern economic system. The high service quality in finance is apparently consequent upon the strong competition in financing market day by day. During these recent years, banks struggle to occupy more marketing share in consuming loan. Based on the principles of pursuing high profit and dispersing risks, how to reinforce the quality of manpower, improve job performance and service quality are the most important targets for finance service industry. Therefore, using individual variable, job involvement, job satisfaction as independent variables, reward as interfered variable, and job performance as dependent variable to probe into the relation among the job involvement, job satisfaction, reward and job performance. Furthermore, using reward as interfered variable to investigate the effect of interference to job involvement, job satisfaction on job performance. This reseach was using the method of questionnaire survey together with various kind of statistic analysis and got the important discoveries are stated separately as follows: 1. The different individual variables to job involvement, job satisfaction, reward and job performance comes out a partly remarkable discrepancy. 2. Job involvement, job satisfaction, reward and job performance reveals outstanding positive relation. 3. The effect of interference among inspiration and safety, the equity of reward and internal satisfaction, external satisfaction, general satisfaction to customer satisfaction, job efficiency of job performance concludes as follows¡G (1) The interaction of internal satisfaction, inspiration and safety revelas interference effect to the customers statisfaction. (2) The interaction of external satisfaction, inspiration and safety revelas interference effect to the customers statisfaction. (3) The interaction of internal satisfaction and equity revelas interference effect to the customers statisfaction. (4) The interaction of general satisfaction and equity revelas interference effect to the customers statisfaction. (5) The interaction of internal satisfaction and equity revelas interference effect to the job efficiency . (6) The interaction of external satisfaction and equity revelas interference effect to the job efficiency . According to the results of research, finance organization enable to promote job performance and competition by offering high reward for their staff, increasing job satisfaction of employee, and establishing perfect reward system. Key words : consuming finance, job involvement, job satisfaction, reward, job performance.

As industries have been changed, enterprises are facing more fierce competitions. Human Resource Management has been gradually taken seriously. HR professionals can assist enterprises in building reasonable internal systems to promote employee performance and further overall organizational performance. This study aims at exploring the influence of Human Resource Management strategy on organizational commitment and job performance. The results from the analysis of influence are offered as references for enterprises in planning and implementing Human Resource Management strategies. 270 questionnaires were distributed and 241 ones were collected. The overall response rate is 89%. 20 invalid questionnaires were deleted. The response rate of valid questionnaires is 81%. The regression analysis was adopted. The research results are as follows: I.The influence of Human Resource Management strategies on organizational commitment is positive. II.The influence of Human Resource Management strategies on job performance is positive. III.The influence of organizational commitment on job performance is positive and Human Resource Management strategies have partial moderation effects on job performance.

The purpose of this investigation is based on the revision model proposed by Ferris et al.(2002) , the discussion relates to the influence of perceptions of organization politics on job performance and on organizational withdrawal and other issues of employees. It also aims to discuss variables for harmonization of organic politics and results using personality as moderation parameter. It takes 40 organizations in Taiwan as the research object. 2,133 copies of questionnaire have been issued and 1,940 copies have been taken back, the returns-ratio reaches 91.0%. After rejecting 50 invalid copies, the effective volume is 1,890, and effective returns-ratio is 88.6%.The data were analyzed by descriptive statistics, item analysis, reliability analysis, factor analysis ,correlation analysis, regression analysis and hierarchical regression analysis. The major results of this study are as fallowing: 1. Perceptions of organizational politics has a significant effect on job performance . 2. Perceptions of organizational politics has a significant effect on organizational withdrawal . 3.Locus of control has a moderate effect on the relationship between perceptions of organizational politics and job performance . 4. Type A personality has no moderate effect on the relationship between perceptions of organizational politics and job performance . 5.Generalized self-efficacy has a moderate effect on the relationship between perceptions of organizational politics and job performance . 6. Task self-efficacy has no moderate effect on the relationship between perceptions of organizational politics and job performance . 7. Locus of control has no moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal . 8. Type A personality has no moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal . 9. Generalized self-efficacy has a moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal . 10. Task self-efficacy has no moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal .

This research is aimed to look into the relationship among social capital, psychological withdrawal, expatriates¡¦ adaptation and job performance. Questionnaires were sent to 370 expatriates, 163 questionnairs were returned, representing a response rate of 44%. Documents will serve as the basis for research, as well as some statistical metholds such as conducting the poll through questionnaires, factors analysis, descriptive statistic, T test, ANOVA, correlation analysis, regression analysis, path analysis and other relevant analysis. There are several discoveries based on these analysis and studies¡G 1.Individual social capital and psychological withdrawal have negative influence 2.Individual social capital and job performance have positive influence 3.Individual social capital and expatriates¡¦ adaptation have positive influence 4.Psychological withdrawal and job performance have negative influence 5.Psychological withdrawal and expatriates¡¦ adaptation have negative influence 6.Expatriates¡¦ adaptation and job performance have positive influence 7.Psychological withdrawal have moderation effect between social capital and job performance 8. Expatriates¡¦ adaptation have moderation effect between social capital and job performance

This research is to discuss the relationship between personal playfulness, Emotional Intelligence, organizational playfulness and job performance. There are 1213 questionnaires provided from 30 organizations. Questionnaires¡¦ response rate are 96.31%. Available response rate are 95.21%. The data were analyzed by descriptive statistics, reliability analysis, item analysis , factor analysis, correlation and hierarchical linear model. Due to individual¡¦s behavior may be influenced by organization, This research was using hierarchical linear model to realize the influence of personal playfulness, Emotional Intelligence and organizational playfulness on job performance. The major results of this research are as following: 1. Personal playfulness positively influences job performance. 2. Emotional Intelligence positively influences job performance. 3. Organizational playfulness positively influences job performance. 4. The organizational playfulness has no moderate effect on the relationship between personal playfulness and job performance. 5. The organizational playfulness has no moderate effect on the relationship between Emotional Intelligence and job performance.

Executive search recruiting by head hunters have been the main and important human resources strategy. In the past, there are a few thesis topics on executive search recruiter (head hunter), and all of these studies focus on either executive search industry or the competency of executive search recruiter. This study surveyed a sample of executive search recruiters island wide, and learn the effects of hunter hunter¡¦s personality trait, human capital and social network on job performance. A brief version of Goldberg¡¦s Unipolar Big-Five Markers was used to evaluate head hunters; as for social networks we focus on four properties of the social network that have been identified as important in the study of executives' networks: the propensity to network, the scope of the network, the strength of ties with network members, and the prestige of network members. The effective sample is 65 after deleting two ineffective questionnaires. The result after regression analysis is as follows: 1. Head hunter¡¦s current job seniority and the seniority of their past original professional field before being a head hunter have a positive impact on their job performance. 2. Having master degree or not and the total seniority of being a head hunter have no obvious impact on job performance. 3. The personality trait of head hunter has impact on their subjective job performance but has no impact on their objective job performance. 4. Head hunter¡¦s social network has no impact on their job performance.

In Deutschland und Europa setzen immer mehr Unternehmen Maßnahmen zur "sexuellen Orientierung", zumeist im Rahmen von aktuell an Bedeutung gewinnenden Diversity Management-Ansätzen. Vor diesem Hintergrund gibt der Artikel einen strukturierten Überblick über den Stand der Personalforschung in diesem Bereich. Neben wenigen Studien zu Bi- und Transsexualität bezieht sich der größte Teil der Forschung auf das Phänomen Homosexualität und lässt sich in drei thematische Gruppen unterteilen: 1. der Umgang mit der eigenen Homosexualität am Arbeitsplatz, 2. das Arbeits- und Organisationsklima für Lesben und Schwule und 3. der organisationale Umgang mit Homosexualität bzw. der "sexuellen Orientierung". Es zeigt sich, dass schwule, lesbische, bisexuelle und auch transidente Beschäftigte unterschiedlichen Barrieren am Arbeitsplatz begegnen und entsprechende Maßnahmen von Unternehmensseite dazu beitragen können, diese abzubauen. Es wird diskutiert, inwieweit sich daraus positive ökonomische Konsequenzen für Unternehmen ergeben können. (author's abstract)

Esta investigación tiene como finalidad analizar el clima laboral y su relación en el desempeño laboral de una empresa aseguradora internacional en Lima Metropolitana. Asimismo, este estudio se realizó en el año 2017, con una duración aproximada de 6 meses. Es una investigación descriptiva, ya que busca describir las características o el comportamiento de las variables The purpose of this research is to analyze the work environment and its relationship in the work performance of an international insurance company in Metropolitan Lima. Also, this study was conducted in 2017, with an approximate duration of 6 months. It is a descriptive investigation, since it seeks to describe the characteristics or the behavior of the variables.