This study was using a cross-level research framework and analysis of strategy to search the relationship between job satisfaction and turnover intention in non-financial sector and financial sector, and the effect in work pressure and the turnover intention. This research was using the method of questionaire survey with hierarchical linear model analysis, reliability analysis and factor analysis. Analysis shows¡G 1.The higher job satisfaction, the lower turnover intention. 2.The higher work pressure, the higher turnover intention. 3. Industry category has mediating effects between job satisfaction and tornover intention. 4. Industry category does not have mediating effects between work pressure and tornover intention. According to the results of research, providing business managers in different industry category to increase employees¡¦ job satisfaction to decrease turnover intention,and turnover behavior will reduce.

According to the lower birth rate and more mature demographic structure, our society is facing the problem about aging of population. The market need for long term care is getting more and more obvious in recent years, and especially the atmosphere to hire the foreign care assistant is quite common and widely-spread in Taiwan. Also by viewing the statistic survey, it is pretty obvious to know that the number about foreign worker who were imported into Taiwan is increasing year by year in a quite significant way. However the processes and paper work are with great complicated, so most of the people who have the demand of foreign care assistant will tend to apply through the international humanity agency. Then the original motive of our research is from the prospect of the agency to elevate its value of their service. Therefore at the very beginning we will focus on the related factors which influence the rate of match, and then we will go deeper to explore the more specific cause which has the relevant connection with the foreign workers¡¦ job satisfaction. In addition, we conclude that there were two significant dimensions which might influence the job satisfaction, and then they are the relationship between employer and employee, and the other dimension is about the qualification of the workers to meet the requirement and the characteristic of caring job. This thesis will utilize some questionnaires which include: performance, job satisfaction, leader-member exchange relationship, empathy, hardness and social personality. This Research used the foreign health care assistants working in Taiwan from Indonesia as samples to do the actual research. We gave out 100 questionnaires in total, and collected 93 effective. And we used SPSS statistic software to analyses the relation between every parameter.The result of study is found as follows: 1. The match rate will be demonstrated by the performance which received by the employer. 2. The Job satisfaction will influence the performance as care assistants. 3. The Job satisfaction will be influenced by the leader-member exchange relationship, empathy and social personality tendency.

Using meta-analysis, the current paper reveals a modest difference between Black and White employees in terms of job satisfaction (d = -0.13; k = 65; N = 29,560). Several potential moderators of this relationship were investigated, but only two were supported: the proportion of Black employees in the organization and historical time period (i.e., year of publication and year of data collection). Specifically, Black employees tend to be relatively more satisfied when their proportional representation is larger and White employees have tended to be relatively more satisfied than Black employees over the years, with maximal White advantage occurring at the present day. This study further attempts to investigate race effects on job satisfaction through mediational analysis, with job complexity as the mediator. This analysis at the individual level does not support job complexity as a mediator. Further analyses involving race and job complexity at the job level of analysis show promise but are not fleshed out in detail. Results are discussed in light of both the job characteristics model and frame-of-reference (Cornell model) explanations for the origin of job satisfaction.

The purpose of this study is to use relevant research to understand whether or not a temporary worker¡¦s personality traits, job satisfaction, and the probability of finding an acceptable alternative job will influence their desire to switch jobs. In this study, 260 questionnaires were passed out to temporary workers in 11 schools. 141 were returned and 140 were valid. The tables cited in this of questionnaire are commonly used in similar studies abroad, and, therefore, commonly recognized as validity. With this in mind, a test the validity of the tables was not carried out for this study. After performing the Cronbach alpha value reliability test, ordinal regression was employed to analyze the data. The following conclusions were reached: First, intrinsic job satisfaction has a significant negative effect on temporary school employee turnover intention. Second, extrinsic job satisfaction has a significant negative effect on temporary school employee turnover intention. Third, the probability of finding an acceptable alternative job has a significant positive effect on temporary school employee turnover intention. Fourth, being a family¡¦s principle wage earned has a significant positive effect on temporary school employee turnover intention. Fifth, personality traits, and demographic statistics have no significant effect on temporary school employee job satisfaction. Sixth, personality traits, and demographic statistics have no significant effect on temporary school employee turnover intention.

China Steel Corporation (CSC) has always kept the excellent organization performance and had very low turnover rate since it was established in 1973. In order to keep the competition, CSC performs the organization change from 2002 and plans to reduce 15% employees in 2006. The goals of this study are as follows: 1. To realize the degrees of CSC employees¡¦ job satisfaction and organizational commitment. 2. To analyze the relationship of CSC employees¡¦ cognition and attitude toward the organizational change. 3. To research on the relationship of CSC employees¡¦ job satisfaction and organizational commitment toward the attitude of change. 4. To analyze the relationship of CSC employees¡¦ personal background and the attitude of change. After this study analysis, the conclusion is made as follows: 1. The degree of CSC employees¡¦ job satisfaction (average score is 3.49, standard deviation (SD)is 0.55) is not so high as expected. The degree of CSC employees¡¦ organizational commitment (average score is 3.78, SD is 0.51) is higher than the degree of job satisfaction. The employees¡¦ job satisfaction and organizational commitment are related significantly and positively. 2. In general, it does not show that whether the CSC employees strongly support the organizational change or not. The average scores of cognition and attitude toward to the organizational change are 3.07(SD 0.54), 3.02(SD 0.68) respectively. The cognition and attitude toward the organizational change are related significantly and positively. 3. The employees¡¦ job satisfaction and organizational commitment are related significantly and positively to the attitude. But, regression analysis shows that the employees¡¦ job satisfaction and organizational commitment do not have influence to the attitude. 4. For the employees¡¦ personal background, there are three variables, education degree, job position and age which have influence to the attitude. The education degree and job position have positive influence. Only the age is negative influence.

In recent years, more and more companies and enterprises started using dispatched worker. This new trend of ¡§hiring, not employing¡¨ brought profound impact and challenges to the existing structure of labor-employer relations, as well as human resource management. Even in the government department. The main purpose of this study was to investigate the relationships between job satisfaction and job performance for government dispatched workers, taking Department of Transmission Line and Substation Projects¡]DTSP¡^ as an example. There were 145 effectual samples in this study. Questionnaire survey was the main research method of this study. The research instrument included job satisfaction scale and job performance scale. The data were analyzed through Frequency Distribution, T-test, one-way ANOVA and Person Correlation Analysis. After this study analysis, the conclusion is made as follows: 1. The degree of DTSP dispatched workers¡¦ job satisfaction (average score is 3.42, standard deviation (SD) is 0.52) is not so high as expected. The degree of DTSP dispatched workers¡¦ job performance (average score is 3.71, standard deviation (SD) is 0.53) is belonged to normal level. 2. The dispatched workers¡¦ job satisfaction and job performance are related significantly and positively. 3. For dispatched workers¡¦ personal background, there are two variables which have influence to the job satisfaction, belonged department and belonged region . 4. For dispatched workers¡¦ personal background, there are two variables which have influence to the job perfomance, belonged department and belonged region

The purpose of this study is to test the effect of the GETP on the Promotion of Civil Servants. The methodology of this study is to design the questionnaire and interview survey by SPSS as a tool with quantitative analysis of descriptive statistics, t-test, one-way ANOVA, reliability analysis, factor analysis, and regression analysis. Demographic factor as moderator is also to examine the perception of GETP and job satisfaction to predict the effect of GETP on the Promotion of Civil Servants. The result of this research shows that there is no empirical evidence to support the statistical significance relationship between GEPT and the Promotion of Civil Servants. However, the research finding concludes that the higher the perception of GEPT level is, the more the fairness of the Promotion of Civil Servants is. Thus, this is not difficult to understand that the positive correlation existence on the high advancedment fairness with the high job satisfaction. In other words, there is no statistical significance relationship among the Civil Servants perception, fairness, job neglect, and job satisfaction.

The retention of talents has been one of the crucial topics for enterprises. No matter how renowned the enterprise is, its employees might choose to resign. The causes or reasons of resignation could be many, either unsatisfied with current workplace or other factors, such as leadership of supervisors, job satisfaction, the recognition of incentives or motivation and so forth. Through career transition survey and the research of related thesis, we discovered that employees¡¦ job satisfaction was profoundly involved with leadership. In the meantime, employees¡¦ recognition toward motivators will influence their job satisfaction as well. From the result of questionnaire survey and analysis, we understand what motivators can motivate employees to the most and what type of leadership can make employees feel more satisfied their jobs. The samples of this research were from indirect production employees of six manufactures in Kaohsiung that were listed as top 1000 manufactures on Business Weekly magazine. 296 copies completed and returned from 350 questionnaires in total sent out. Through differential analysis, correctional analysis, regression analysis, the empirical findings of the present study are as the following: 1. The difference of job satisfaction will be occurred because of different leadership types. The positive effect from transformational leadership is stronger than from transactional leadership. 2. The difference of Job satisfaction will be resulted from employees¡¦ recognition toward incentive measures and motivation. The positive effect from internal motivation is more significant than from external motivation. 3. The tendency of resignation is heavily impacted by job satisfaction. Keywords: leadership, incentives, motivation, job satisfaction, tendency of resignation.

When Financial Holding Company Act announced on 2001.7.9, it changed the finance industry in Taiwan. As an enterprise begins to grow rapidly, leaders play very important roles on how to lead a successful enterprise. In this study, transformational leadership is used as independent variable, employee¡¦s job satisfaction and employee¡¦s job performance as a dependent variable. In this research, the staff of ING Life Insurance Company Ltd. is the object. The purpose of this research is to find out the effect of transformations leadership to job satisfaction and job performance. Questionnaire survey is the way to collect data for this research. The compilation of questionnaire is according to the scale which is compiled by formerly researchers of the related field, and to repeat to verify concept construction in factor analysis. There are 169 pieces questionnaire being gathered. The main methods of analysis are to take hypothetic-verification by descriptive statistics, One-Way ANOVA, and correlation analysis. The results are as follows: 1. Overall, some supportive results of this study illustrate the significant difference in perception of transformational leadership, job satisfaction and job performance. 2. Transformational leadership, have made significant difference in perception of job satisfaction. Especially the leader¡¦s ¡§charismatic leadership and individualized considerations¡¨ are influenced deeply by the perception of job satisfaction 3. Transformational leadership, have made significant difference in perception of job satisfaction. Especially the leader¡¦s ¡§creating a new vision and intellectual stimulation¡¨ are influenced deeply by the perception of job performance. Finally, the concrete suggestions have been mode by conclusions of this research to leaders of ING Life Insurance Company Ltd. and direction for future research in reference.

A Study on Volunteers¡¦ Job Satisfaction from Job Characteristics and Role Playing of Museum Docent ¡GA Case study of Kaohsiung Museum of Fine Arts. The functions of museum become into four fields, the research, book reservation, exhibition and education, from initial preservation and display. Recently, the museum emphasizes the humanities spirit and leisure life so that it focuses the functions on entertainment, leisure and consumption besides artistic education. How to let people feel the museum is an inseparable part in the life when they close to museums. People feel the interpretation of exhibition and discover the possibilities of knowledge from the visiting process and participation experience. The museum is a place where provides people to study and entertain. Docent volunteers in the first line of education promotion integrate essence from each department to interact with people and provide them the new esthetic experience. However, it¡¦s not easy to train a professional docent volunteer who does not only has the specialized knowledge , but also has scientist's research spirit, archaeologist's careful valuation, historian's value critique, writer's esthetic language and educationist's experience transformation. Therefore, how to let the docent volunteers working constantly not to back out of the team that tests the managing interaction pattern of staffs in museums. The docent volunteer is a special role between the staff in the museum and audiences. If they do their best in the wok, they will obtain more identification with value from audiences. The researcher takes the case study of Kaohsiung Museum of Fine Arts to discuss the effect upon job satisfaction of volunteers from the job characteristics and role playing of museum. The job characteristics and role playing of docent volunteers that is influential for job satisfaction and that was discovered by depth interview, field study, work participation and analysis. The research provides the ideas about planning the recruitment and execution project for administrators working in the museums and emerging museums.