This research was to explore the¡§Correlation among participating motivation, job satisfaction and sustained willingness to serve of volunteers of cultural institution.¡¨Kaohsiung Public Library is presented as a case study in this research. The questionnaire is the main method. Meanwhile, interviews with volunteers are also offered for providing more evidence and new thinking toward this issue. There are four objectives to serve as guidelines for this research. ¡]1¡^To understand the status quo of the backgrounds of volunteers of cultural institutions and their participating motivation, job satisfaction and sustained willingness to serve. ¡]2¡^To explore the differences of participating motivation, job satisfaction and sustained willingness to serve of volunteers of different background. ¡]3¡^To explore the correlation among participating motivation, job satisfaction and sustained willingness to serve.¡]4¡^To predict the influence of participating motivation and job satisfaction on the sustained willingness to serve. The questionnaires were distributed to 235 volunteers, including 172 current and 51 quitted, in 10 branch libraries of Kaohsiung Public Library. There were 223 valid questionnaires . Usable rate was about 95¢M. After analyzed, the results of this research are as follows¡G ¡]1¡^The background of each volunteers of Kaohsiung Public Library shows a great amount of similarities with one another. ¡]2¡^As for the overall participation motivation, the highest one is self-growth. Different age, whether they have religious beliefs would make obvious difference on the participating motivation. ¡]3¡^As for the overall job satisfaction, the highest one is self-growth. Different age, occupations , whether they have religious beliefs and status would make obvious difference on the job satisfaction. ¡]4¡^Volunteers in Kaohsiung Public Library have strong willingness to continue to serve in the future. Different age, occupations and whether they have religious beliefs would make obvious difference on sustained willingness to Serve. ¡]5¡^The study results show significant positive correlation between a volunteer¡¦s participation motivation and job satisfaction, participating motivation and sustained willingness to serve, and job satisfaction and sustained willingness to serve. ¡]6¡^¡§self-growth satisfaction¡¨can predict the level of sustained willingness to serve. In compliance with the above-mentioned results, the researcher provides authorities, institutions, and future researchers with constructive suggestions.

The subject of this research is the investigation officials from eight different regions. With convenience sampling, data are collected through questionnaire survey. Individual variable is set as independent variable, and the quality of work life, work pressure and job satisfaction are set as dependent variables. Differences and correlation are explored within each variable. Next, the quality of work life is set as mediator variable to investigate the mediator effect and the paths of relations on the dependent variables of work pressure and job satisfaction. The total number of 231 copies of effective questionnaires is collected. The return rate is 68.69%. Data are analyzed with descriptive statistics analysis, reliability analysis, factor analysis, t-test, One-way ANOVA, Pearson¡¦s product-moment correlation and canonical correlation analysis. The research reaches several significant conclusions: 1. The officials hold positive opinions toward their working quality. Result also shows that factors of marital status, age, years of working, and job position may cause obvious differences. 2. The officials¡¦ general work pressure reveals the fact of acceptable pressure. The region of service, job position and job duty are the factors that cause different levels of work pressure. 3. The officials¡¦ job satisfaction shows that officials are generally pleased with their works. Differences can be found in marital status, age, years of working and education level. 4. The officials¡¦ quality of work life and work pressure are partially related. 5. The officials¡¦ quality of work life and job satisfaction are partially related. 6. The officials¡¦ work pressure and job satisfaction have partial correlation. 7. The officials¡¦ quality of work life has partial effect on work pressure and job satisfaction. With practical investigation and relevant literature review, this research also advances suggestions for the Bureau of Investigation and its supervising department, officials, and other researchers as the reference for future implementation of management.

News media organization vacillates and hesitates among high competition, commercialization and social public tools in the capital circumstance in Taiwan. The organization culture of the media, the executives¡¦ leadership style often influence yard stick and direction that the news edits and interviews virtually. It also influence organization members¡¦ job satisfaction, even about value judgment of the people. its influence is enormous. Therefore, besides pursuing profits, how media executives adjust the existing organization culture structure, to lead the reporters to reach tactics and the goal that the organization set up and to improve newspapermen¡¦s job satisfaction, become media executives¡¦ important topics. Media executives must think deeply about the important subject. This thesis regards newspapermen as study subjects through questionnaire investigation to collect relevant materials. Three researches such as exchangeable leadership, organization culture and job satisfaction carrying on the research of dependence, that the executives are using to probe into the newspapermen of Kaohsiung area relationship between exchangeable leadership and organization culture, and how to influence the reporters' job satisfaction. The results of study show: 1. In demography variable items, including sexes, service ages and monthly pay in job satisfaction, reach significant standards. 2. The transformational leadership has positive influences on job satisfaction and reaching significant effect. The transformational leadership has positive influences on innovative culture and supporting culture and reaching significant effecy. The innovative culture or supporting culture have positive influences on job satisfaction and reach significant standards. 3. Interfered by innovative culture or the supporting culture, transformational leadership will strengthen positive influence on job satisfaction, and reaching significant effect. Under interfered by for hierarchy culture, exchangeable culture is not obviously influenc on job satisfaction.

Direct Selling in Taiwan, due to it¡¦s changing from focusing on distributor¡¦s face-to-face connecting with customers to emphasizing on real channel and electronic commerce; it has been a part of service Industry. Therefore, a good quality of service is become a key which could turnover people¡¦s negative impression on direct selling. We can see that within these years, for gaining positive reputations, most of direct selling companies have given lots of their efforts and money on external marketing activities, such as image commercial, sports sponsor, charity activities, and etc. But, who could win the competition at the end? The way to success is the way that internal employees having satisfied service to external customers. There are many ways of encouraging employees doing excellent service. Some scholars¡¦ studies found out an effective communication which could lead employees to a customer service oriented attitude is internal marketing. This is a case study of a direct selling company that operates its business with real channel. The major purpose is to find out whether internal marketing influence the attitude of customer orientation, and if supervisor trust and job satisfaction could be improved by internal marketing. We discuss four variables (internal marketing, supervisor trust, job satisfaction, customer orientation) to search out the relation among them. This research pointed out that 1. The higher satisfaction level employees practice to internal marketing, the more satisfaction they got in supervisor trust. 2. The higher satisfaction level employees practice to internal marketing, the better performance on customer orientation. 3. Close linkage between supervisor trust and employee¡¦s job satisfaction. 4. There is a positive relation between employees¡¦ job satisfaction and customer orientation.

With the transformation of industrial structure and the structure of labor force, service industry has become increasingly important in global economy. Service quality is a critical competitive edge for service organizations. Front-line employees play a key role in directly facing and delivering services to the customers, often with intentional management of emotions. When emotions are turned from private behaviors to commodity, the organizations have to find out the way to utilize and manage employees¡¦ emotions in order to achieve desirable performance. The current research aims to examine the relationship among emotional labor, locus of control, job satisfaction, and organizational commitment of the employees in hospitality organizations, and designates job satisfaction as the mediating factor between emotional labor and organizational commitment. Self-administered questionnaires were distributed to employees selected from hotels across the island. 334 questionnaires are collected and analyzed using descriptive statistics, reliability analysis, factor analysis, t-test, one-way ANOVA, correlations and multiple regressions. Important findings include: 1. Employees with internal locus of control have higher organizational commitment and job satisfaction. 2. The more contact and interactions between the employees and customers, the higher emotional labor the employees perceive. 3. There¡¦s a partial mediating effect for job satisfaction on the relationship between emotional labor and organizational commitment.

With the rapid change of industrial economy and of the times, the customer service has gradually replaced both agriculture and industry. It has become the economic mainstream in the world and also played a key role in the global economy. Regarding the service industry, the most important thing is offering excellent services to customers, exclusive of product price, etc. Nevertheless, how do we provide customers with high quality service? Besides making relevant procedures and standard operations, the customer service is taken for an important portion. Customer service staffs¡¦ emotional management will affect not only their attitudes and behaviors but also their job satisfactions while providing services. The purpose of the study is mainly to explore if there are any significant relationships among emotional intelligence, relationship quality and job satisfaction. We take emotional intelligence (EI) as an independent variable, job satisfaction as a dependent variable and the relationship quality as intermediate variable. Furthermore, in order to understand the interaction among each variable, we take the perceived organizational support (POS) as a moderate variable between the relationship quality and the job satisfaction. This study utilized the Customer Service Representative provided by Telecom Co. for interview. By sampling of probability proportionate to size, the study distributed 600 questionnaires and got 479 valid ones. After analyzing with statistical methods such as t-test, analysis of variance (ANOVA), Pearson¡¦s product-moment correlation, and multiple regression, the main findings are as follows: 1.Customer service staffs are good at self-emotional management and have high EI. 2.There are significant personal differences in the dimensions of EI, relationship quality, and job satisfaction. 3.There is a significantly positive relationship between EI and job satisfaction. 4.There is a direct positive relation between relationship quality and job satisfaction. 5.The relationship quality has an intermediate effect on both EI and job satisfaction. 6.The perceived organizational support (POS) has moderating effects on relationship quality and job satisfaction. It found the higher the organizational support, the better trust relationship with organization will be shown; but less trust relationship quality with colleagues will be displayed.

Employee participation in decision making¡]PDM¡^is ¡§ a conscious and intended effort by individuals at a higher level in an organization to provide visible extra-role or role-expanding opportunities for individuals or groups at a lower level in the organization to have greater voice in one or more areas of organizational performance¡¨. Thus¡Ait is important especially for vertical hierarchical organizations. Many employee participation programs are applied such as quality circle¡B suggestion system¡Bemployee ownership program¡Bemployee who is a representative on the board of directors . Many researchers supported some contributions through PDM programs on organization performances such as cost reduction and quality improvement. PDM also provides job satisfaction and job performance on individual in some reports . But some researchers studied from meta- analysis concluded that¡¨ PDM can have statistically significant effects¡Abut the average size of this effects is too small to be valuable¡¨. Some researches viewed PDM as a medium only for information change and knowledge expansion. PDM is necessary and sufficient although it could not affect satisfaction or performance directly. The data is collected from China Steel Company that has 8750 employees. This company is transformed from government ownership therefore there are many PDM activities. We used questionnaires to ask employee and study the relations between PDM and job performance¡Bjob satisfaction. This study we found there is small effects on individual performance and satisfaction. We also found information participation¡]change¡Binteraction¡^can affect PDM activities each other and can explain internal satisfaction of individual. From this study we could find internal satisfaction affects contextual performance that is the base of good task performance We conclude it is most important to perform PDM activities and encourage employee to join. This is one of key factors for competition in the industry.

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.

This research is to understand the relationships among the transformational leadership, organization political awareness, role pressure and job satisfaction from the aspect of electronic media professionals. Under the theory of Organizational behavior, ¡§leadership behavior¡¨ and ¡§organization culture¡¨ are important aspects of the organization behavior. Broadcasting organizations and news professionals are working under complex social restrains. Gallagher (1994:240) media organization news department consists of new reporters and managers. Managers have the authorities to reward and punish, and various level of access to sensitive knowledge and decision making. Managers and reporters are both members of the media organizations, once they are in the organization, they become members that depend on each other instead of unrelated individuals. They often need to cooperate through compromises. Under the influence of the new media managers¡¦ leadership style and organization political awareness, it is important to understand how to increase the job satisfaction level of the employees. In Taiwan¡¦s accelerated capitalization trend, news reporters need to have a clear focus of these issues in order to breakthrough the current bottleneck of the electronic media industry. And to promote job satisfaction and accomplish the goals of the organization. This study was sampled based on the news professionals of the electronic media organizations in the southern Taiwan region including Chia-Yi, Tainan, Pin-Tung, and southern Kaoushing area. The rapid sampling methods was used based on 155 surveys, 39 of the samples are invalid, therefore 74.8% with 116 valid samples. Utilizing factor analysis, double cycle analysis, t-test, and ANOVA analysis, the study was concluded as following: (1) There is positive relationship among transformational leadership, organization political awareness, role pressure and job satisfaction. (2) Transformational leadership has partial significant effect on organization political awareness and role pressure. (3) Transformational leadership has partial significant effect on job satisfaction. (4) Organization political awareness and role pressure has partial significant effect on job satisfaction. (5) The transformational leadership, organization political awareness, role pressure and job satisfaction have unique result when applied on different test individual.

The market of performing art is expanding rapidly; the need for volunteer workers is increasing as well. In this research, we want to explore the relationship among volunteer workers¡¦ motivations, job characteristics, job satisfaction and their intentions to leave. Two hundred and twenty questionnaires were sent to the voluntary members of twenty-four performing art organizations. The total valid questionnaires received are 142, with responding rate equal to 70%. The most important findings are as follows. (1) We found that external egolism is the strongest motivation for volunteer workers; altruism is the weakest one. (2) Although the jobs performed by the volunteers are somewhat important, the skill variety is limited. (3) With respect to the overall job satisfaction, volunteer workers are generally satisfied with their jobs; specifically, respondents are particularly satisfied with their social relationship. (4) With respect to intention to leave, most volunteer workers are willing to stay in their organizations, though the intention to leave varies with demographic attributes. (5) In additions, respondents scored high in altruism, overall job satisfaction, and growth satisfactions are less likely to depart, while perceived social obligations is negative related to intention to leave. (6) Self-interest motives are positive related to job satisfaction. (7) Job characteristic has a positive effect on job satisfaction.