Abstract This article brings together some themes in organizational behavior: (1) the application of ¡§Q-sorts¡¨ approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan. We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level. Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.

As the economics prospers and large scale of enterprise, the concerned government authorities, enterprise and the public investors need quality accounting information to make decisions. CPA firms play a vital role in the providing of most accounting information. And the auditor of CPA firms is a key factor to affect the quality of auditing. Some studies have found that high job satisfaction will strengthen organizational commitment and lower the intention to quit. And the auditors will have better job performance. Therefore, it is important for the CPA firms to promote the auditors¡¦ job satisfaction. In this study, leadership style is used as independent variable, perception of job characteristics as an intermediary variable, and job satisfaction as a dependent variable. Besides, this study uses one way anova, regression analysis and lisrel to testify the hypothesizes based on data collected from 122 auditors from five big CPA firms. The result are as follows¡G 1.Overall, some supportive results of this study illustrate the significant difference in perception of job characteristics and job satisfaction among diverse personal characteristics. 2.Leadership styles have made significant difference in perception of job characteristic and job satisfaction. Of the four leadership styles, auditors under high-consideration and high-initiating perceive greater extent of perception of job characteristics and job satisfaction than those who under ant other leadership styles. 3.The perception of job characteristics has direct positive impact on auditors¡¦ job satisfaction. Especially the intrinsic satisfaction is influenced deeply by the perception of job autonomy and variety. 4.Leadership styles through the intermediary perception of job characteristics have indirect positive impacts on auditors¡¦ job satisfaction. According to the result above, this study suggests that the supervisor of accounting firms should put equal emphasis on consideration and initiating behaviors to enhance the auditors¡¦ perception of job characteristics. Therefore, the auditors will have more job satisfaction and better job performance.

Abstract After operate The National Health Insurance policy, every hospital focused in decreased cost to improve profit. The nursing staffs become the main target to lower staffing cost¡Aso recruited the flexibility in nursing manpower followed. This study focuses to investigate a hospital how to utilize different working status nursing staffs and analysis they in organization commitment¡Bjob satisfaction and performance. The results are as follows¡G The nursing staff's age mostly range between 21-25, mean working years is 6.45. In functional flexibility, the formal staff is the first member to transfer place. In number flexibility, the hospital recruited contingent workers to resolve the manpower shortage. In time flexibility, part-timers could fit the vacancy in manpower of numbers and some intervals times. Estimate the cost¡Gthe part-timers part could save about NT$ 2 million dollars per year, but the temporary-contract part paid more around NT$1 million dollars in recruitment. The part-timers in moral commitment, calculative commitment, working condition and performance are below than the formal staffs. In educational level, the occupational staffs are higher than the university level staffs, but no different about job satisfaction. In married status, unmarried workers are lower than the married employees. Over 40 years old workers in many parts are higher than the 25-29 years old. More than 20 working years staffs compare with 3-5 years shows different results. The regression model exhibits formal staffs, higher supervisor ability and lower working condition then the working performance is high. Calculative commitment is different from many other parts. Total accident events and working status shows significant difference. The fall event and working status, age also have significant difference. According to the above results, this study suggests the consideration about cost, when the hospital hire the contingent workers, it still need to provide enough on-job training opportunity and other relative procedures then could maximum the efficiency of the flexibility utilization in manpower.

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.

The competition between product and service procedure is more and more alike. Because it is difficult to distinguish the differences between hospitals on both tangible product and service procedure, the most important is service of employee. The service of employee is a competitive advantage and is hard to copy. Azzohlini (1993) mentioned the function quality and response of internal employee were important resources that revealed the discrepancy between each enterprise and the competitive advantage of it. Heskett, et al. (1994) mentioned that the model was related to the concept of service-profit chain. They thought the internal service quality to employees would strengthen the satisfaction, royalty and productivity of employees, then creating high service value. High service value brought out high external customer satisfaction and royalty. That is why the internal service quality is so important to organizational profit and revenue growth. And most of the researchers agree that only satisfied employees can create satisfied customers. In Taiwan, the government has advanced the system of medical insurance, so the need of medical treatment is expanding. The service of hospital includes facility and employee. When the patient enter the hospital for their disease, many employees have to take care of them. The employees are doctors, pharmacists, nurses, administrative staff, and so on. The greater part of employees is nurses. They are the front line to contact with and care for patient. The service of nurse is very important and is hard to copy. Researchers have found many factors of external service quality and developed measuring methods for service quality from the perspective of customers ( Parasuraman, Zeithaml & Berry, 1985; George & Gronroos, 1989¡F Heskett, 1990). In the meantime, the measurement of internal service quality was hardly mentioned. Yes, some researcher paid attention to this topic. They discussed the significance of internal service quality from other researches or their own observation. But we need more information about it. So this research tries to find the factors of internal service quality and explores the relationship between the internal service quality, the job satisfaction, the service ability and external service quality. After interviewing nurses, we integrated the data of the interviews and the exploration of other research papers to develop the questionnaire. The questionnaire had been filled out by the nurses who work in large-scale hospital. We induce the following results: (1) The factors of internal service quality are as follows: the style of management, the contact with other department, the training, the support of nursing department, the reward, the correct and definite responsibility, the resources, the content of job and the target of hospital. (2) The service ability include the professional knowledge, techniques and attitude. (3) The factors of external service quality about employee include the content of service and the efficiency of service. (4) Because of different personal characteristic, nurses have different recognition to factors of internal service quality except the training and the support of nursing department. (5) The different personal characteristic may brings out different recognition of service ability, job satisfaction. (6) The different personal characteristic may brings out different recognition of factors of external service quality about employee. (7) The correlation between factors of internal service quality, service ability and job satisfaction is positive except the training and the content of job. (8) The regression models that include internal service quality-service ability model, internal service quality-job satisfaction model, internal service quality-content of service model and internal service quality- efficiency of service model are significant. (9) For full model, the structure of model is fit except the direct relationship between internal service quality and external service quality about employee. We think the relationship is transmitted by job satisfaction and service ability.

Research on the quality of work life, job satisfaction and intention to quit of emotional labor ¢w based on the examples of the receptionists of Chunghwa Telecom. Abstract With change of industrial structure and structure of labor force, service sector has become the major trend of the economical society in lieu of agriculture and industry, and play quite an important role in the global economic. The service quality has always been a competitive tool emphasized by the organizations among the service sectors. Therefore, the primary service personnel turn to be the key factor deciding whether the service quality is good or not. Rafaeli & Sutton (1989) thought that customers viewed a whole and overall impression on those organizations out of the emotions expressed by the employees. When emotions are turned from private behaviors to commercialization, the organizations also start to think how to make use of a variety of managerial methods to let the emotional labors performance their best at work. Since relative research on emotional labor is not mature theoretically, and the job behavior, characteristic, outcomes etc. of the performers of such fields are not that clear relatively, this research tends to proceed an empirical research on the job behavior and feeling of the emotional labors (the receptionists) of the service sector (Chunghwa Telecom), in order to flesh out the relative empirical explores on such field, and wish to provide appropriate advices through the explored outcomes of this research; moreover, these can be important references to management proposal of the emotional labor human resources while the companies are being transformed (privately owned by the people). This research used the questionnaire, and adapted the descriptive statistical analysis, validity analysis, factor analysis, t-test on independent samples, one-way ANOVA, Pearson¡¦s relative and regressive analysis to explore the relationship among the quality of work life, the job satisfaction and intention to quit of the receptionists, and further took the job satisfaction as the moderating factor to explore its moderating effect to the relationship between the job satisfaction and intention to quit. The important findings are as follows: 1.The receptionists identify themselves least with the ideas that the quality of work life is based on the components of the company system and growth of esteem. 2.The receptionists are discontented most with that external satisfaction is based on the components of job satisfaction. 3.The receptionists tend to quit generally. 4.The receptionists tend to be of middle and old aged from the view of distribution of overall age. 5.There are significant positive correlations and positive influences on the quality of work life and job satisfaction of the receptionists; especially, the relation and ability of the components of superiors¡¦ attitude to predict external satisfaction are the highest; moreover, the relation and ability of the components of job nature to predict internal satisfaction and general satisfaction are the highest. 6.There are significant negative relative and negative influences on the job satisfaction and intention to quit of the receptionists; especially, the relation and ability of the components of external satisfaction to predict the intention to quit are the highest. 7.There are significant negative relative and negative influences on the quality of work life and intention to quit of the receptionists; especially, the relation and ability of the components of company system to predict the intention to quit are the highest. 8.Only partial moderating effect exists between the relationships of job satisfaction versus quality of work life and intention to quit. Key words: emotional labor, quality of work life, job satisfaction, intention to quit

Abstract Leadership and job satisfaction are significantly influential in the success of media and any other organizations. A case study looking into the media organizations of Taiwan can be interesting owing to its specific media environment, since the lifting of the martial law brought forth a liberal public sphere and prosperous media market, accompanying with a growing number of media workers and severe competition. To survive and aim for a longer-term development in such a moment, a well-managed human resource seems to be even more critical, which brings the importance to leadership and job satisfaction in an organization as argued in the beginning. To further explore the issue, this dissertation takes the reporters of terrestrial and satellite television corporations as research object, and examines the relations of three variables ¡V transformational leadership, locus of control, and job satisfaction, with the research method of questionnaire. The findings are listed as below: 1. Wage and seniority as demographical variables significantly affect the perception of transformational leadership. 2. Wage and position as demographical variables significantly affect job satisfaction. 3. The relationship between transformational leadership and job satisfaction has positive correlation. 4. The relationship between locus of control and job satisfaction has positive correlation. 5. The relationship among transformational leadership, locus of control, and job satisfaction has positive correlation; the locus of control is the important factor enhancing the positive correlation between transformational leadership and job satisfaction. According to the above results, to promote job satisfaction and organizational performance accordingly, transformational leadership is suggested in the management of news production divisions. Compared with workers of other industries, reporters are more exposed to time pressure and sense of being alienated with their organizations and colleagues; to release the tension and thus effectively promote job satisfaction of their reporters, leaders of news production divisions should put more stress on consideration. Later researchers might consider a dimensional study or comparative studies among different types of media organization, which would enrich the empirical studies and reinforce the application of theories of transformational leadership.

Internal Marketing is a strategy to reduce employee turnover and related high costs. It is a strategy of applying marketing philosophy and principles to people who serve the external customer so that the best possible people can be employed and retained, and so that they will do the best possible work. Many studies offer insights into the relationship between job satisfaction, and employee turnover. This study tries to use these variables to predict turnover intension and in order to offer possible solution to the problem of excessive turnover. The results found that all of the internal marketing practices, include training, management support, internal communication, personnel management and involvement in external communication have positive impact on job satisfaction,but negative impact on employee turnover intension.

Organizational Characteristics and Staffing in Long-Term Care ABSTRACT With the world trend, the structure of society changes and the aging population rapidly increases. Recently, in Taiwan, the government and the professional have been concerning more about the long-term care issue. However, how to make sure the quality of long-term care is rather a serious and necessary agenda. The purpose of this dissertation focuses on the organizational characteristics and staffing in the long-term care. Basing on the Donabedian¡¦s quality management model, the framework of this study has therefore been constructed. The researcher decided to use questionnaire to analyze the nursing homes and nursing aides in Kaohsiung. Data was collected in July 2001. And the sample amount of nursing home in Kaohsiung is 35, completed by 34 / 35 (97.14%). In the other way, the nursing aides were completed by 209 / 252 (82.50%). The statistics methods are descriptive statistics analysis, correlation analysis, and multiple regression. The results of this dissertation show that the nursing homes in Kaohsiung are unique about their resource distribution. There are 175 nursing homes, while one-fifth of them locate in Kaohsiung. Moreover, most of these nursing homes are freestanding. These situation makes the nursing home in Kaohsiung differ from other districts. We also find that the average of size is 41.59 beds, the average of occupancy rate is 79.08%, the job satisfaction of nursing aides is quite high and has turnover rate 1.78%. Moreover, organizational characteristics have positive impact on turnover rate. Finally, we hope our study would provide a new thinking way for the further study and improve the quality of health care system.

¡iAbstract¡j The widespread wave of the liberalization in telecommunications followed the industrial country of England, America and Japan. The privatization of state-run business that liberalize the whole world market of telecommunications is popular in the world now. Lashed by the liberalization in telecommunications and the privatization of state-run business, our country passed the three major laws of telecommunications¡]the Telecommunication Act, the DGT Organizational Statutes, the Chunghwa Telecom Co., Ltd. Statutes¡^, after three reading in The Legislative Yuan in 1996. The Directorate General of Telecommunications transform to Chunghwa Telecom Co., Ltd. to provide telecommunications services in July 1st 1996. Closuring the double role of The Directorate General of Telecommunications in both sectors of peremptory services providing and administrator. Chunghwa Telecom Co., Ltd in order to turn their innovation into competitive acting in the industry tide of rapid development of computer and communication, and bruising competitive market, creating ¡§the system of human resource management in the privatization of state-run business by Chunghwa Telecom Co., Ltd ¡§, to attract and retain their knowledge worker, to lift the staff¡¦s job satisfaction, to carry the organization through, and built a brand new successful paragon. Further, this study also discusses about the problem in role cognitive conflict of staff diversity expectation by the company in the process of the privatization, for promoting the competitive ability of the company. If this role cognitive conflict problem will affect the organizational commitment made by staff to the company. Therefore, this study has taken Southern Branch of Chunghwa Telecom Co., Ltd as study interview, used probability proportionate to size, released 983 sets of questionnaires, got 587 sets of valid questionnaires, analyzed by statistics methods of t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product-moment correlation, and multiple regression. The result confirms several important discoveries as following: 1. As the staff perception in the system of human resource management in the privatization of state-run business, job satisfaction and organizational commitment, we can see that: (1). The higher perception in the system of human resource management in the privatization of state-run business staffs have, the more job satisfaction they will have. (2). The higher job satisfaction they have, the higher organizational commitment they will have to the company. (3). The higher perception in the system of human resource management in the privatization of state-run business staffs have, the higher organizational commitment they will have to the company. 2. There is a positive correlation in the staff perception in motivation by the system of human resource management in the privatization of state-run business and organizational commitment, and it also has high prediction. 3. Both well-paid and suitable working conditions and prospective promotion of job satisfaction have positive correlation and reached the level of significance. Thereamong, the former variable has major affection. 4. Job satisfaction has mediating effect between the staff perception to the human resource management system after the privatization of state-run business and organizational commitment. 5. Role cognitive conflict has no moderating effect between the staff perception to the human resource management system after the privatization of state-run business and organizational commitment. 6. According to the moderating effect of role cognitive conflict between the relationships of job satisfaction and organizational commitment in the study, the results are as following: (1). If the company can anticipate staff¡¦s need in the sectors of satisfied task autonomy, well-paid and suitable working conditions and prospective promotion, then the person who with higher role cognitive conflict in work to organizational commitment has higher identification of value than those who with lower role cognitive conflict in work to organizational commitment, and the people who with higher role cognitive conflict in labor relationship to the organizational commitment has higher identification of value and company than those who with lower role cognitive conflict in labor relationship to the organizational commitment. (2). To generalize the moderating effect of role cognitive conflict between the relationships of job satisfaction and organizational commitment, as long as applying the well management in the hope of pursuing elite success, role cognitive conflict could be positive and beneficent. Key words: human resource management, perception, job satisfaction, organizational commitment, role cognitive conflict.