The purpose of this investigation is to develop localized and suitable inventory for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises and using the model proposed by Ferris et al.,¡]1989¡^study the relationships among the OP, job satisfaction, job stress & organizational commitment¡]employee¡¦s job attitudes¡^. The sample consisted of 227 employee selected from some traditional industry in Taiwan. The data were analyzed by applying statistical methods, including factor analysis, reliability, one-way ANOVA, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: The present study examined the dimensionality, reliability and validity of the Perceptions of Organizational Politics Scale¡]POPS¡^¡]Kacmar,1997¡^.Perceptions of organizational politics were found have a negative relationship with job satisfaction , job stress & organizational commitment. Understand, tenure , control and locus of control as a moderator of the relationships between perceptions of organizational politics & employee¡¦s job attitudes was examined. Results indicated that understand, tenure moderated the relationship between politics and job satisfaction; Locus of control moderated the relationship between politics and organizational commitment.

The Study of Atypical Employment¡¦s Job Satisfaction ¡XThe Case of Contracted Workers Abstract ¡§Atypical employment¡¨ has grown in popularity in Taiwan over the last few years as employers strive to meet short-term workforce demands while maintaining flexibility, and minimizing costs. However, contracted workers still earn lower wages than formal employees, and because they are considered to be the ¡§disposable workforce,¡¨ employers tend to pay little attention to contracted workers¡¦ job satisfaction. The results of this study were as follows: in spite of low wages, contracted workers¡¦ job satisfaction was still above minimum levels. Older, lower educated, and voluntary contracted workers showed higher satisfaction levels than other contracted workers. Also, role behaviors were significantly predicted by job satisfaction. When satisfaction was higher, contracted workers demonstrated better in-role extra-role behavior. Last, financial compensation did not significantly influence job satisfaction. Recommendations of this study include increasing contracted workers¡¦ job satisfaction and motivation by treating them more like formal employees, providing a comfortable and safe working environment, and offering opportunities to become permanent organization members. Key Words¡GAtypical Employment, Contracted Workers, Job Satisfaction, Role Behavior.

Due to the rapid development of the retail industry in Taiwan, the transaction cost of product circulation is reduced, thus promotes the economic growth and improves people¡¦s living standard. The reason businesses can succeed in the retail industry in Taiwan is generally because they have correct business models and strategic positions. However, they cannot usually maintain their human capital due to bad job characteristics and lack of sound personnel systems. With the maturity of the industry, improvement of human resources management is absolutely the primary source of differentiation for business competition. This study is based on 7-ELEVEN, one of the leaders in the retail industry in Taiwan, to explore the current circumstances of job satisfaction of the convenient storekeepers, and then to find out effective ways that help upgrade their human resources management and finally offer some comments. The findings of this study are as follows: 1. The convenient storekeepers of 7-ELEVEN in Taiwan have high degree of job satisfaction because the work value of the employees matches up well with the job characteristics of the organization. 2. In this study, 6 dimensions in job satisfaction have been sorted out by factor analysis. They are ¡§organization administration and development¡¨, ¡§supervisor leadership¡¨, ¡§autonomy¡¨, ¡§nature of work¡¨, ¡§work support¡¨, and ¡§social relation¡¨. Among the degree of satisfaction on the 6 dimensions, ¡§work support¡¨ and ¡§social relation¡¨ are higher, while ¡§organization administration and development¡¨ and ¡§supervisor leadership¡¨ are lower. 3. According to the result of ANOVA, different personal variables have significant influences on job satisfaction: different ¡§academic background¡¨ have significant difference on ¡§supervisor leadership¡¨; different ¡§storekeeper seniority¡¨ have significant difference on ¡§nature of work¡¨; different ¡§working region¡¨ have significant difference on ¡§social relation¡¨. Moreover, different ¡§storekeeper category¡¨ and ¡§working region¡¨ both have significant difference on ¡§total job satisfaction¡¨; ¡§female storekeepers in Kaohsiung¡¨ have significantly higher degree of ¡§total job satisfaction¡¨ than other groups. 4. According to the result of regression analysis, ¡§organization administration and development¡¨ is the only factor having significant influence on ¡§total job satisfaction¡¨. Therefore, improving ¡§organization administration and development¡¨ is the most effective way to increase ¡§total job satisfaction¡¨.

For meeting the requirements for both domestic economic development and social realistic demand, the foreign labors have been employed in Taiwan for several industries such as public civil engineering, important production business, household service, nursing service and fishery etc. in recent years. The main purpose of employing foreign labors was an expedient measure to resolve the shortage of blue-collar workers in Taiwan. However, the employing foreign worker had to obey the following four basic principles as: 1) Foreign labors should be hired to remedy domestic shortages of unskilled labor without compromising the employment rights and interests of Taiwan nationals. 2) Foreign labors are not allowed to use employment as a basis for immigration. 3) Foreign labors should not disturb the public safety. 4) Employment of foreign labors could not hinder domestic industrial upgrading and economic development. Since the domestic working environment has been deteriorated gradually, some events about the foreign labors with various characters disrupting residents occurred occasionally. In particular, the foreign labors living in centralized accommodations have brought several collective actions which have impacted on community residents¡¦ job satisfaction, quality of life, and conscious of community seriously. This study attempted to realize the residents¡¦ minds and exceptions in order to examine the residents¡¦ attitudes on foreign labors whether could affect their job satisfaction, quality of life, and conscious of community. In addition, did it have a significant correlation between them? The various attributes of residents such as gender, age, education, occupation, household income, type of accommodation and living time would lead to impact remarkable different results in job satisfaction, quality of life, conscious of community, and attitudes of foreign labors? The results could provide useful information for relevant authorities, thereby beneficial to look after both sides when carried out the policy of employing foreign labor and considered on the residents¡¦ experience.

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Under the everchanging circumstances, financial industry find it¡¦s hard without being affected by the international financial and economic situations. In face of globalization and liberlization, enterprize purchasing and merging are in surging. Taiwan as an island country, with so many financial organizations in this tiny land including basic level farmer¡¦s and fisher¡¦s credit departments, credit cooperative agencies, postal offices, local banks, foreign banks, large financial holding Co.¡Mand even super stores are fighting the finite share of market.In the rule of ¡§big becomes bigger¡¨merging turns out to be the best way of increasing one¡¦s market share rate. At the guiding policy of the overnment,Bank of Taiwan and Central Trust of China combined at July 1st, 2007 and becomes the biggest official financial holding group in Taiwan. It also sets the historic record for the biggest state-run financial holding group in scheme. This research takes the employees of Bank of Taiwan in the Kaohsiung City, Kaohsiung County and Pintung area as the object of the case, and investigating the influence of job satisfaction, organization commitment on the intentions of job rotation and resign. Four hundred and fifteen questionaires are given out, with three hundred and five copies are effectively returned, the effective return rate is beyond seventy percent. Main results of this study are as follows : 1.job feeling and job independece of the job satisfaction have been positive influence significantly on the intention of rotation. 2.Job feeling of job satisfaction shows obvious negative influence significantly on the resign intention. 3.Emotional commitment and persisting commitment of the organization commitment play strong positive influence significantly on the rotation intention. 4.Emotional commitment of the organization commitment play negative influence significantly on the resign intention.

¡@¡@The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer¡¦s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results: I. Engineer¡¦s pay satisfaction affects his work attitude. 1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment. 2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction. 3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention. II. Engineer¡¦s pay equity affects his work attitude. 1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment. 2. There is a significant positive relation at the external and internal distributive equity and job satisfaction. 3. There is a significant negative relation at the external and individual distributive equity and turnover intention.

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Abstract Most enterprises acknowledge that technology and experience accumulated by the employees are the most important assets. In order to make regular employees dedicate their efforts on work, reduce employees¡¦ turnover, and enhance their motivations as well as hard-work attitudes, it¡¦s popular for the corporate to assess the job satisfaction of the employees¡¦. According to the equity theory, the corporate employees would be frustrated and maybe reduce their satisfactions on jobs in case they aware of unfair treatment from the organization, no matter what is caused by the distribution or the procedure. Also, incentive pay and benefits system in salary management could motivate and enhance employee¡¦s morale, and moreover help strengthen the overall competitiveness of organizations. Are all of the above mentioned dimensions there significant influences on the job satisfaction? A number of documents reveal confusion regarding relationships among constructs of pay and benefits satisfaction and distributive and procedural justice. The purpose of this study is to measure and verify the relevance among them, and to further clarify the differential effects resulted from these dimensions on the job satisfaction. The study was conducted in a large Taiwan company and carried out via the questionnaire approach as well as SPSS analysis to show the differential effect of the four dimensions- procedural justice, distributive justice, pay satisfaction, and benefits satisfaction, distributive justice, and procedural justice- on job satisfaction. Results showed some important findings as below: 1. Procedural/ distributive justice and pay/ benefits satisfaction are significantly associated with each other. Particularly distributive justice plays more positive effect on pay than procedural one; however, procedural justice does more positive effect on benefits than distributive one. 2. There are positive relationships between both procedural/ distributive justice with job satisfaction. So are both pay/ benefits satisfaction with job satisfaction. It implies that raising the procedural/ distributive justice through improving the system of an organization to increase the job satisfaction of the employees¡¦ is another good way except improving pay/ benefits for the employees. 3. Each of procedural / distributive justice and pay/ benefits satisfaction influences job satisfaction positively. The priority of the effect extent is distributive justice most, procedural justice the second, pay the third, and benefits the last. 4. If we assess the effects of the four dimensions together-procedural justice/ distributive justice/ pay/ benefits satisfaction on job satisfaction, the result shows that distributive justice is with the maximum effect, followed by pay satisfaction, and then followed procedural justice, and benefits satisfaction the minimum. Therefore as the study results showed, if the enterprises attempt to retain talent, reduce employee turnover, and further expect employees to perform better and to take more responsibilities, they can motivate employees with procedural justice and distributive one to achieve organizational goals in addition to with pay and benefits system. specially when some business units in a firm hire outsourced workers in future and then the phenomenon of unequal pay for equal work happens under the situation that the pay system could not be adjusted, it may be a solution for the corporate that it reinforces the "justice" in the system by enhancing the potential of employees perceptual experience to retain high ¡Vquality employees as well as to maintain good efficiency.

It depends on humance-oriented in the insurance industry. The retention rate and performance of the agents has an influence on the attitude of the leaders and the development of the company. Therefore, the objective in this research was to discuss the relationship among the leadership, job satisfaction, organizational citizenship behavior and turnover intention. The conclusion serves as principles of human resourse plans in Fubon Life Insurance Co., Ltd and overall industry. By the way, the organization can grow continually. The enterprise has more competition and enhances the profit. The study collected questionnaire from the agents who work in Fubon Life Insurance Co., Ltd. There are 217 validated questionnaires of total 300. The effective reflex winding rate is 72%, We used SPSS statistic program to analyze the data, and examine the hypotheses in this study. The result of this research indicate that¡G 1.The leadership(transformational leadership and transational leadership)has a more significant positive effect on organizational citizenship behavior. 2.The leadership(transformational leadership and transational leadership)has a more significant positive effect on turnover intention. 3.Job satisfaction serves as the partially mediator between transformational leadership and organizational citizenship behavior. 4.Job satisfaction serves as the full mediator between the leadership and turnover intention .