This paper is the compared analysis of on the young and old generations. It is focused on the achievement motivations and job characteristics of which influenced on job involvement. As the times changed, people were born on different backgrounds that cause a discrepancy in values and specialities of each generation. This paper is hypothesized the worker¡¦s hard-working level is different when with different achievement motivation and different job characteristics. The sample consisted of the workers in business or government organizations. All data collected and tested by the statistical methods with factor analysis, independent-sample t test, analysis of variance, regression analysis, and hierarchical regression. Conclusions and suggestion are based with the analysis results. Firstly, some significant differences had been found among different personal variables analysis. Secondly, the independent variable and dependent variable were found a significant difference that they to be interrelated. Finally, the interference effects of achievement motivation and job characteristics on job promise among the young and the old generations. Parts of all hypotheses were found, but there are only partially effects upon interference analysis. This paper aimed at workers of the young and the old generations compared analysis for an integrated conclusion of which offers the best practice reference.

In recent years because of the multiplex duty border plan & the globalization competition environment competition, developed ¡§the Atypical Employment Relationship¡¨ gradually the manpower dispatch pattern¡CThe globalization increased enterprise's competitive power, in order to be survived under the entire competition, the most enterprises tend to adopt a flexible HRM system to reduce the cost, the production diversification as well as promote the product quality, except will move to the manpower cost inexpensive area, will also use the Non-traditional Employment Relationship in the non-core business execution, will create the biggest superiority. But in domestic, the Executive Yuan economic construction could announce ¡§service industry development guiding principle & the course of action¡¨ in Apr. 2004, the manpower dispatch is included one of 12 prioritize industries, in this plan to the manpower dispatch service entrepreneur hoped could achieve 1000~2000 market capacities, but to dispatched the laborer to hope could achieve 300,000 people ¡CThis plan, attracts the entrepreneur who favors this market sesame seed cake to take place of the fallen invests this industry. Is engaged in the manpower dispatch industry personnel therefore increasing, & provide their profession & customize service to these needs enterprise. Although the manpower dispatch in domestic is already in fashion for many years, at present in domestic is engaged in the dispatch industry personnel also closely 80,000 people(According to the Council of Labor Affairs Executive Yuan in 2003 estimates, but it estimates the scope also to contain includes the service to contract the jobholders),however, a job dem& the manpower dispatch is often decided by these needs enterprise, confronting positions to dispatched worker, therefor these staff in Employee Dispatching Industry will blend with each othere. The goal of the thesis is to provide a dispatching industry study and analysis of: 1) The job characteristic of the employee dispatching industry. 2) The relations between the job characteristic of the employee dispatching industry and turnover. 3) The effect of the job characteristic and job satisfaction on distpatching industry turnover, and 4) The effect of the job characteristic and job burnout on distpacthing industry turnover. During this study, there are 400copies of the questionnaire were sent out to those staff in employee dispatching industry, 102 were returned. The return rate was 25.5%. From this research, we can conclude that: 1.These staff in Employee Dispatching Industry mostly are university degree, female, single & within 3 years experience in this industry. We think that because female characteristics compare job characteristics. 2.The job characteristics category, resigning intention can be restrained by increasing working autonomy . Skill variety has outst&ingly direct effect on turnover. 3.The job characteristics category, internal satisfaction can be improved by increasing skill variety, task significance & working feedback, but external satisfaction can by improved by increasing working autonomy. 4.Job burnout has mediating effect between the job characteristics & turnover.

Physical Therapy has been developing in Taiwan for over half a century. However, the transformation in Taiwan population structure, the implementation of national health insurance, the legislation of physical therapist regulation in 1995 and the change of the education system stimulated the blossom of the physical therapy profession from four to five hundred certified physical therapists initially to twenty five hundred to date. This research devotes to the relationship between the job characteristics, potential of career development, and professional commitment of the practicing physical therapists. We approach the indicated part of professional commitment by these four elements; including professional identification, job involvement, intention of long-term involvement, advanced research and study. This research employed the following methods, descriptive statistics analysis, factor analysis, reliability analysis, independent t-test, one-way ANOVA, correlation analysis and regression analysis. We sent out a total of 1290 surveys and got 256 returned. There were 6 invalid surveys in returned ones. So we obtained 250 valid surveys. We acquired these results below: 1.Personal related variables suggest significant difference in professional commitment, partially legitimate. Age, education level, and annual income suggest no significant difference. Gender suggests significant difference in professional commitment; marriage suggests significant difference to job involvement. Job location suggests significant difference in job involvement. Attendance to professional conferences suggests significant difference in professional identification, job involvement, intention of long-term involvement and advanced research and study. 2.Job characteristics influences professional commitment significantly, a valid statement. Task variety, job autonomy and task identity also influence professional commitment significantly. 3.Potential of career development influences professional commitment significantly, a legitimate statement. Professional environment and possibility of independent practice influence professional commitment significantly.

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.

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 Studies on the Relationship between Job Characteristics Model and Work Satisfaction the employee in a national university as a research objective In universities, employees are the heart of administrative actions and human resources, in particular, they are the front-runners in lifting competition. Therefore, the sensational degree of work satisfaction in employees will affect the degree that individuals participate in an organization. Based on the job characteristics model shown by Hackman and Oldham¡]1975¡^, when job characteristics is affected by certain psychological status, employees will be chain-reacted in the results of individuals and work. The study has based on the related research that domestic and international scholars perform in the relationship between job characteristics and work satisfaction. It is also based on the organizational promise, work pressure and human relationship as individual variables to study the connection between job characteristics and work satisfaction of a national university employee. The following results have been found: 1. University employees are directly and significantly affected or differences in organizational commitment, human relationship and work satisfaction due to differences of job characteristics. 2. Indirect and significant effects were found among organizational commitment, human relationship and work satisfaction, when job characteristics are studied in work satisfaction through these three variables. In summary, based on the findings of this study, ¡¨humans¡¨ are reminded to be the heart of organizational competition in the school¡¦s every management levels. Only the importance of the organizational human resources is attentioned and they are combined with organizational mission, the possibility to achieve expected effectiveness and goals in organizational overall competition can be made. Key words: Job characteristics, work satisfaction, organizational commitment, human relationship

It exists today a widespread interest for employee satisfaction, much effort are used in companies to achieve job satisfaction within their employees. One theory that has received a great deal of publicity is Hackman & Oldhams Job characteristics model which addresses the question of how companies can provide job satisfaction through organizational change. The foundation of the theory is that five core job characteristics are responsible for creating job satisfaction. The purpose of this paper is to study these characteristics through the employees and their boss and to determine how they believe these characteristics to affect employee satisfaction. The paper focuses on a company located in a branch widely known for low employee satisfaction. Through interviews with both employees and their boss certain discrepancies has emerged. One of these discrepancies concern a job characteristic which in the theory is acknowledged for having a big impact on employee satisfaction, however employees rated this characteristic to be of very little importance for overall employee satisfaction. Another discrepancy was found when the boss was to give his take on how to create employee satisfaction. Both the theory and the employees rated one characteristic to be of high importance for overall employee satisfaction, this view was not shared by the boss which drastically downplayed the importance of that job characteristic on overall employee satisfaction.

The foundation of the education of our country lies in the hands of the primary school teachers. Unfortunately, teachers have to juggle many roles - not only are they expected to teach diverse classes and be a role model, but they also have to deal with social problems - all for very little remuneration. Our teachers are becoming less motivated, frustrated and very despondent and as a result, an increasing number of teachers are suffering from burnout. The objective of this research was to investigate the job characteristics associated with burnout as well as the burnout-strain relationship among primary school teachers in the North-West Province. A stratified random sample of 646 primary school teachers in the North West Province was taken. The Maslach Burnout Inventory - General Survey (MBEGS), Job Characteristics Scale and Your Health Questionnaire (third questionnaire of the ASSET) were used as measuring instruments. Cronbach alpha coefficients, inter-item correlation coefficients, Pearsonproduct correlation coefficients and canonical correlation coefficients were used to analyse the data. Structural equation modelling (SEM) methods were used to construct job characteristic models of burnout. The results showed that overload leads to exhaustion, which leads to cynicism and in turn to lack of professional efficacy. Job resources was found to be related to all three dimensions of burnout, while rewards played a moderating effect between both overload and exhaustion, and job resources and burnout. Exhaustion and lack of professional efficacy lead to physical and psychological strain. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

The foundation of the education of our country lies in the hands of the primary school teachers. Unfortunately, teachers have to juggle many roles - not only are they expected to teach diverse classes and be a role model, but they also have to deal with social problems - all for very little remuneration. Our teachers are becoming less motivated, frustrated and very despondent and as a result, an increasing number of teachers are suffering from burnout. The objective of this research was to investigate the job characteristics associated with burnout as well as the burnout-strain relationship among primary school teachers in the North-West Province. A stratified random sample of 646 primary school teachers in the North West Province was taken. The Maslach Burnout Inventory - General Survey (MBEGS), Job Characteristics Scale and Your Health Questionnaire (third questionnaire of the ASSET) were used as measuring instruments. Cronbach alpha coefficients, inter-item correlation coefficients, Pearsonproduct correlation coefficients and canonical correlation coefficients were used to analyse the data. Structural equation modelling (SEM) methods were used to construct job characteristic models of burnout. The results showed that overload leads to exhaustion, which leads to cynicism and in turn to lack of professional efficacy. Job resources was found to be related to all three dimensions of burnout, while rewards played a moderating effect between both overload and exhaustion, and job resources and burnout. Exhaustion and lack of professional efficacy lead to physical and psychological strain. Recommendations were made for further research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

In today's tough economic environment, companies are forced to work more efficiently and effectively with the resources they have at their disposal. At the same time companies are struggling to attract and retain good people with the necessary attributes and skills in order for them to remain competitive. The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. Further, employee engagement can be a deciding factor in organisational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value. The purpose of this study is to determine whether job and organisational characteristics have an impact on work engagement. Weak correlation was found between the four aspects of Job and organisational characteristics namely: the Position the company holds in the industry, Own and company objectives, Environmental factors and Commitment or social responsibility position the company takes and the three aspects of Engagement namely Vigour, Dedication and practically significant correlation coefficients of large effect between Vigour on the one hand and Dedication and Absorption on the other hand. Practically significant correlation coefficients of large effect between Dedication on the one hand and Absorption on the other hand. Practically significant correlation coefficients of medium effect between Absorption on the one hand and Own and company objectives was found. After controlling for work engagement at baseline, only four of the dimensions tested between Job and organisational characteristics and Engagement were statistically significant. No positive association could be found between Job and organisational characteristics and Work Engagement. The findings are noteworthy in that all the aspects of Job and organisational characteristics do not lead to Engagement thus no evidence was found that Job and organisational characteristics could stimulate Work Engagement. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.