Abstract In recent years, many enterprises¡¦ organization structure were toward gradually to the ¡¥flat¡¦ from pyramid-like hierarchical system for avoiding slowdown in transmitting information and implementing any decision, and tended to have teamwork instead of individual workforce, from those employees gained more power to involve in the organization decision. And, such trend led to the increase of interaction and reliance on each member or divisions of organization. Yet, the increment of job overlap meant overlap in job performance, the manner of ¡¥selfish¡¦ human beings have plus independence of individual job triggered the fight of power and benefits, the political behaviors, ¡¥contending prize shifting blame¡¦, were emerged from ¡§employee-employee¡¨ even ¡§employee-supervisor¡¨. Perceptions of organizational politics are engaged in research in employee¡¦s feeling about the political behaviors in his working environment. For years, there¡¦re various definitions about organizational politics proposed by researchers in this field, organizational politic behaviors as well. In running business, employees are required good job attitude by employer, but on the other hand, employees are accompanied the rising of political behaviors in organization. What environment would result in action taken by people ¡¥perception of fact¡¦, not ¡¥truth of fact¡¦, after all, what consequence would it be taken? That¡¦s worthy of consideration. The mainframe of this research is based on the variables of perceptions of organizational politics model proposed by Ferris et al (1989), the domestic public¡Bprivate enterprises are the examined objects, studying the variables influence on perceptions of organizational politics, and the difference between public and private employees to perceptions of organizational politics. Issued 3651 questionnaire, the sample consisted of 2306 employee; the collecting rate reached 63.16% The data being examined by statistic method as variance analysis, Pearson¡¦s r, correlation analysis, multiple linear regression analysis etc., and the findings are as follow: ¤@. Through exploratory study, three dimensions were contributed to perceptions of organizational politics: 1. Employee and Supervisor behavior 2. The range between policy and practice 3. Keeping silence for advantage ¤G. The difference found by individual variables in perceptions of organizational politics: 1. Significant difference was found in Age¡Beducation¡Bworking tenure and the tenure with supervisor. 2. Significant difference was found in job ranks for both perceptions of organizational politics and three dimensions. 3. Significant difference was found in the employees of public¡Bprivate organization¡FThe public employees have higher perceptions than privates¡¦. ¤T. The examining finding on influence hypothesis¡Gby multiple linear regression analysis¡F 1. In individual factors, significant influence was found in the personality characteristics of employees of public¡Bprivate organization for both perceptions of organizational politics and each dimension. 2. In working environment, negative influence was found in the promotion opportunity of public¡Bprivate organization for both perceptions of organizational politics and each dimension. 3. In organization factors, negative influence was found in job rank¡Borganization professionalization¡Bdemocratization for private employees in the perceptions of organizational politics, but no effect on public employees. 4. The variables to the variance explanation of whole explanation of perceptions of organizational politics, the public organization could be reached to 42.60%¡F 41.40% to private organization. This research indicated that there¡¦re some degrees of difference on the influence of perceptions of organizational politics at individual¡Borganization and environment factors of public¡Bprivate organization, after empirical studies, knowing there¡¦re vary personality characteristics in individual factors¡Bvary organization structure and difference of job characteristics, more significance in respective degree, more influence in the existence of perceptions of organizational politics, therefore, understanding more respective existent contributory factors of perceptions of organizational politics, helping enterprises more in finding right person to right place, and employee could find suitable enterprise to develop his expertise for mutual great advantage, that¡¦s the ultimate goal human resource management implemented eventally.

Abstract The communication and information technology, particularly the Internet, has dramatically changed the way we have done business before. Therefore. Some different work arrangements have emerged in the technology-based business, such as telecommuting, mobile office, hoteling, satellite office, etc. The number of telecommuters in the US today is up to 25 million. In Taiwan, China Productivity Center (CPC), Taiwan Xerox, Taiwan IBM, and Taiwan HP have implemented the mobile office system for several years. Arthur Andersen and Sun also built their flexible office last year. As the literatures indicated that telecommuting did increase organizational flexibility, job efficiency, employee satisfaction, productivity, customer satisfaction, while reduce commuting time and transportation costs, office spaces. However, the teleworkers felt more isolated as a result of working in a remote environment. Their interpersonal relationship and communication with supervisor or co-worker all got worse. Besides, managers also worried about telecommuting will reduce their authority and control power. The main purpose of this study is to understand how Internet affect the individual worker¡¦s work style, especially what are the key factors being considered in telecommuting. Finally, the proposed telecommuting model would be empirically examined in the selected information technology-based organizations.

Abstract The economic activities between Taiwan and China have increased substantially in the last few years and many companies are now investing in China. This creates a great need for Taiwanese IT specialists to work in China. This study investigates the issues encountered by those specialists. The result shows that great cultural differences exist between Taiwanese and Chinese IT specialists. Furthermore, these differences lead to problems in mutual trust, work ethics, and values. As a result, to be successful in China, Taiwanese IT specialists are required to possess, in addition to IT know-how, a variety of knowledge in other domains such as finance and human resource management. Furthermore, while they typically encounter greater challenges in China than they normally do in Taiwan, they can also have a better sense of achievement at the same time. Finally, other issues such as leisure, personal safety, family support, and the desire for self-growth are important concerns of Taiwanese IT specialists who must work in Taiwan.

It is normal for the personnel to quit job in the organization . The turnover of employee can give Organization new energy , but on the other hand they may influence the employee¡¦s working morale and bring negative impact . In this way, how to keep excellent employee in organization is important course to management level and human resources department. Especially When turnover rate is high, it is the duty of human resource department to fine the key point of problem and to solve possible negative influence. This essay want to research the influence within working character and turnover to fine personnel¡¦s working character for organization reference to know the factors of employee turnover on job character. Besides, add to factors of job satisfactions and organizational commitment to research, to understand whether the mediating effective existing increase or decrease effective on turnover intention .

I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction? The research exploits questionnaire to reach the target objects and adapts cronbach¡¦s £\ , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research. 1.The LMX is higher , the job satisfaction of member is higher. 2.The job characterstics of member is better , the work motivation is higher. 3.The work motivation is higher , the job satisfaction is higher. 4.The job satisfaction is higher , the turnover intention is lower. Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don¡¦t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.

In the last few years, many more women than before have entered the labour force. Consequently, employed women are confronted with demanding aspects at work and at home and experience difficulty in combining obligations in both of these domains. The pressure of the demands in their work place and family lives combined with managing the responsibilities from their work and personal lives can have a negative impact on the health of employed females. The objective of this research was to investigate the effects of work characteristics, borne characteristics and negative work-home interaction on the ill-health of employed females in South Africa. An availability sample (N = 500) was taken from six provinces of South Africa, including the Eastern Cape, the Free State, Gauteng, KwaZulu Natal, the North West and Western Cape. A job characteristics questionnaire, a home characteristics questionnaire, the 'Survey Work-Home Interaction Nijmegen' (SWING), and an ill health questionnaire were administered. Exploratory factor analyses were used to determine the construct validity of the questionnaires, Cronbach alpha coefficients were used to determine the reliability, while multiple regression analyses were used to identify significant predictors of ill-health. The results indicated that physical ill health could be predicted by a lack of role clarity and pressures at home. Predictors of anxiety were work overload, a lack of support from colleagues, uncertain roles in the workplace, home pressure as well as negative Work-home interaction (WHI) and negative Home-work interaction (HWI). Fatigue was predicted by work pressure, work overload, a lack of autonomy at work, a lack of instrumental support at work, a lack of role clarity, pressure at home and negative WHI. Predicting factors of depression were found to be job insecurity, a lack of autonomy and clearly defined roles at work, pressure at home, a lack of autonomy at home as well as negative HWI. / Mini-dissertation (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

薪資制度的設計一向被認為是組織設計中極為重要的因素之一。薪資不單是企業為獲得勞務所支付員工的代價，更具有誘導員工順從與激勵員工行為等多種功能。因此，薪資設計的議題不但受到學術界的重視，同時亦是實務界所關心的問題。近年來，薪資設計的焦點，多著重於策略性薪酬的觀點。在此觀點之下，組織的薪資設計與組織環境特性配合的狀況，將會對員工的行為與績效造成顯著的影響。因此，組織在設計薪資時，必須考慮到產業特性、組織策略、內部環境及工作特性等因素。 本研究主要依據組織理論的要旨來建構實證模型，理論基礎包括代理理論、權變理論、資源依賴理論、公平理論、交易成本理論等。此模型強調，一職位之工作特性會影響薪資之給付基礎。本研究並假設，工作複雜度與工作可察性會影響薪資給付基礎中職務基礎薪資、技能基礎薪資、績效基礎薪資運用比重高低。因此，管理者需視職位工作特性的不同，設計不同薪資給付基礎比重的薪資制度。此外，影響薪資設計的因素也包括一些人力資本變數與組織因素，例如員工性別、年齡、年資、婚姻狀況、教育程度、所屬部門、擔任職位、行業別、工會屬性、公司國別等。本研究並根據「台灣地區企業名錄」隨機抽取各行業之公司，徵求人事主管的協助，發放至組織中不同職位之員工。共計發放至13家公司，1000份問卷。最後共回收9家公司，有效問卷436份，有效回收率為43.6%。 經由統計分析結果可知，工作特性的不同，確實會影響薪資給付基礎之比重。一職位之工作複雜度愈高，使用職務基礎薪資之比重愈高；工作可察性愈高，使用職務基礎薪資之比重亦愈高。工作複雜度愈高，使用技能基礎薪資之比重愈高；工作可察性愈高，使用技能基礎薪資之比重愈高。至於績效基礎薪資方面，工作複雜度與績效基礎薪資有正面之影響效果；工作可察性則與績效基礎薪資有負面的影響效果，但未達到顯著水準。 綜觀國內外學術界對工作特性與薪資策略之研究，多以部門或廠場為研究單位，較少以個人或職位為做為分析。本研究以員工個人為分析單位，並跨產業進行系統性的實證研究，如此更可釐清工作特性與薪資設計之關係。並藉由問卷資料的蒐集以及分析，對於工作特性與薪資設計以提供工作特性對薪資設計影響之實證支持。但由於樣本中採行績效基礎薪資之人數不多，於績效薪資方面未達顯著效果。故宜擴大樣本範圍，進行更大規模之實證研究，以提供工作特性對薪資設計影響更有力之實證支持。

Mini-dissertation (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Many economists in 21th century agree that the ¡§Research ¡® Development¡¨ is an essential factor to the ling-term competitiveness and the living quality of the civilians of a country. Michael E. Porter indicates in his book, ¡§The Edge Of Nation Competitiveness¡¨, in the competitive world, the creating and exerting the new knowledge are more important than using the traditional economic edges- natural sources and capital. R ¡® D is an accumulation and innovation of knowledge, and a foundation of the technology progress and economic growth. Therefore, the enterprises worldwide emphasize more on the management of the researchers. In this area, the ¡§work redesign¡¨ gets much spotlight. The enrichment of work was designed to cope with the characteristic of research, uncertainty and complexity, and to help employees performing completely. It also helps researchers to require more self-esteem. However, as the technology developed, the work contents are different than used to be. Does the Job Characteristic Model (JCM) of the Hakman and Oldman still fit the work variety? This is an issue that a manager should pay much attention while doing work redesign. By doing documents study, this research points out that the work redesign influences the job performance and is various with the work content. There are many factors affecting the work design and work performance, such as individual character, personal trait, work satisfaction, contextual satisfaction and growth need strength. This research is focusing on the relationship between job characteristic and work performance by evaluating the individual requirement (growth need strength and contextual satisfaction). Through real case investigation, there are some results in this research. 1.The task significance is unrelated to the contextual performance; however, besides that, each factor in this research is related to another one. The higher task identity and autonomy are, the higher task performance will be. The feedback from the job itself has the significant influence on contextual performance. 2.The individual character has different influence on each factor in this research. The researcher, who receives higher education has higher contextual satisfaction and higher job performance. Besides the education, the other factors, for example, the gender, marriage and age have little influence on the contextual satisfaction and job performance. 3.The contextual satisfaction and growth need strength have the moderating effects on the relationship between job characteristic and has job performance. On the contrary, the context satisfaction has no the moderating effects on the task identity and job performance of the job characteristic. The growth need strength has the moderating effects on the relationship between production responsibility and job performance, so as on the method control and task performance. But for public organization, it has the moderating effects on the relationship between task significance and job performance as well as on the production responsibility and task performance. In the high-tech company, the moderating effects between growth need strength and task variety as well as the moderating effects between growth need strength and task identity have the influence on task performance and contextual performance. 4.Whether Hackman and Oldman job characteristic model or Jackson et al. job characteristic model has little difference in analyzing the job performance, in public organization. However, analyzing the job performance of researchers in high-tech company, using Jackson et al. job characteristic model has better result

In response to increasing global economic competition, many companies have undergone dramatic structural changes. To improve the overall flexibility and efficiency of their organizations, many companies have replaced their traditional hierarchical management structure with empowered (semi-autonomous or self-managing) work teams. The purpose of this research is finding the relationship between empowering leader behavior, psychological empowerment, job performance, and job characteristic. In this research empowering leader behavior is independent variables, job performance is dependent variables, the psychological empowerment is a mediator variables, job characteristic is intervening variable. The findings of this thesis can be summarized as follows: 1. Accountability leadership behavior impacts the meaning of psychological positively; Self-Directed Decisions Making leader behavior impacts the Self-Determination of psychological positively. 2. Competence of psychological impacts IRB, OCBI & OCBO; Impact of psychological impacts IRB. 3. Psychological empowerment has not mediating effect between Empowering Leader Behaviors and Performance. 4. Task Variability cause intervention on Competence, Self-determination and OCBI,