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The objectives of this research are, first to develop a greater understanding of open book management, secondly to survey the current national status of open book management, and thirdly to conduct a preliminary examination on how employee attitudes are directly influenced by the open book management intervention. In this study, a questionnaire survey is conducted on 307 middle-level managers. The data is used to analyze the influence of the open book management over organization commitment and job satisfaction; then individual control variables, as well as business literacy training and pay-for-performance of the open book management are included as intervening variables to examine the effect. The study findings include the following five aspects. First, the domestic companies are more conservative in the financial disclosure. Second, the financial disclosure has positive effect on intrinsic job satisfaction and this effect is reinforced if companies implement pay-for-performance programs. Third, unless companies implement pay-for-performance programs, the financial disclosure would have no effect on recognition to the organization and extrinsic job satisfaction. Fourth, financial disclosure has positive effect on centripetal force to the organization but no significant effect after taking the intervening variables into account. It means that the centripetal force to the organization is not influenced regardless of the increased level of financial disclosure or implementation of pay-for-performance programs. Fifth, the hypothesis that the effect of business literacy training will influence the relationship between financial disclosure and employee attitude is not confirmed

Abstract Research on HRM of banking industry since the law of Financial Holding Company has been put into practice are few. The purpose of this study is to explore the correlation among Industrial Relations Climate, Job Satisfaction, Organizational Commitment and Turnover Intention in the banking industry. Based on 507 questionnaires from 51 bank branches in Taiwan, this study finds several important results. Findings¡G ¡]1¡^Positive relationships are found between Industrial Relations Climate and Job Satisfaction, Organizational Identification; and negative relationships are found between Industrial Relations Climate and Instrumental Commitment, Turnover Intention. ¡]2¡^Job Satisfaction is found positively related to Organizational Identification; and negative relationships are found between Job Satisfaction and Instrumental Commitment, Turnover Intention; but the result is only partial. ¡]3¡^Employees in Financial Holding Company are higher Industrial Relations Climate, Salary Satisfaction, Promotion Satisfaction, Organizational Identification and lower Turnover Intention than Employees not in Financial Holding Company. ¡]4¡^Employees in merging company are lowerer Industrial Relations Climate, Job Satisfaction, Organizational Identification and higher Turnover Intention than Employees in non-merger company. ¡]5¡^Employees in merged company are lower organizational identification and higher turnover intention than employees in non-merger company.

Impartial Cognizance of Employee to the Organizational Performance Appraisal & the Influence to Employees Working Attitude--The object is the medical Center in Taichung. Abstract Till today, the history of performance appraisal has developed over 70 years, and also many experts and scholars put forward appraisal theories and standards, but no any enterprise will say that their own appraisal institution is perfect, because both the subjective factor, e.g.: employee themselves, organization, and society, etc., and external situation can influence performance appraisal. Due to the difference of educational background and the specific characteristics in the hospitals, this let the work of performance appraisal to be more complicated; the scholar shows that over 61% employee are discontented with the appraisal results. To the organization, the justice of appraisal is an index very important to judge the effect of performance appraisal. Moreover, we can find from more researches, employee¡¦s cognizance to the justice of performance appraisal will influence personal results and the results of organization, includes satisfaction of work, participation of work, promise to organization, and the confidence in the directors, etc. Therefore, the object in this research is the medical center in Taichung. We investigate the justice cognizance of performance appraisal institution, and the influence possible to working attitude. We use people¡¦s personal property to be control variable, the justice of performance appraisal institution (includes justice of procedure and distribution) to be independent variable, working attitude (includes job satisfaction, organization commitment, and job involvement) to be according-variable, and explore the relationship and influence of personal property variable, justice of performance appraisal, and working attitude with the items mentioned above. We hope to give the performance appraisal standard to the case hospital to evaluation, start the development of manpower, and the reference of raising employee results. This research total gives 2065 questionnaires, and effective questionnaire is 1452. Through Pearson Correlation Analysis, Hierarchical Regression Analysis, Canonical Correlation Analysis, Independent-Samples T test and Reliability Analysis, we have the finding important as follows: The correlation and the influence between the procedural justice, distributive justice and the working attitude are showed the positive obviously; further more, to explore the relationship degree between the justice of performance appraisal and working attitude with typical correlations analysis. The principle variable (construction of procedure, objective principle, expression of opinion, actual results, self-estimation, and policy opinion) influences mainly the internal and external satisfaction, effort promise, value promise, job promise, etc. 5 forecast variable; besides, objective principle influences the forecast variable of value promise and job promise. Among procedure justice of performance appraisal, distributive justice, and working attitude, it shows positive correlation and influence noticeable. Moreover, to explanation comparison between independent variable and dependent variable: explanation of procedure justice to organization commitment (value promise and job promise) is powerful than distributive justice, to the others; the explanation of distributive justice to job satisfaction and job involvement is powerful. Therefore, we can find distributive justice has its importance in the explanation to job satisfaction and job involvement. Procedure justice can forecast organization commitment. To the personal properties of employee, except sex, age, service years, marriage, education degree, and position, the difference is obvious to procedure justice, distributive justice, job satisfaction, organization commitment, job involvement, etc. of performance appraisal. In accordance with research conclusion of example with the reference of the case hospital¡¦s organization construction, we would like to give the suggestion in the process of performance appraisal, results, working attitude, and administrator as follows: Consider mark standard of public appraisal, distribution of reward, and conclude clearly the system of promotion of employee. Develop performance appraisal index according to character of position, build the two ¡V way communication performance appraisal system, reduce dispersion of organization space to enhance the technician¡¦s information interaction, the judge should be trained, and establish different performance appraisal index according to the character of position. Key words: Performance appraisal, Procedural justice, Distributive justice, Job satisfaction, Organization commitment, and Job involvement.

The importance of public hospitals is dwindling, and the National Health Insurance Bureau takes initiatives such as the system of payment retrenchment and the large reduction in official budgets due to the insufficiency of government finance in order to control the enlargement of medical expenditures. For this reason, it is necessary for public hospitals to make a change so as to get used to the change of the environment. The research takes Kaohsiung Municipal United Hospital as an example to explore the correlation and effect of all the variables of employees¡¦ job insecurity during the pre- and post-mergence on job satisfaction, organization commitment, job involvement and the intent to quit. Meanwhile, hopefully the research can be the reference for managers in terms of human resource strategies while public hospitals are going to merge. There are two periods of distributing questionnaires. At first, 700 questionnaires one month before the hospital mergence (the end of November in 2002), the subject includes doctors, nurses, administrative staffs, medical technicians, and there are 390 returned questionnaires, which reaches 55.7% return rate. One year later after the hospital mergence, we perform again with 731 questionnaires , and 397 returned, which reaches 54.2% return rate. Here are the main finding (discoveries) of the research as follows: 1. The insufficiency of the consider before the hospital mergence and of the communication after the hospital mergence. 2. There are some differences of employees¡¦ job insecurity and employees¡¦ job attitudes, and the departmental mergence after the public hospital mergence. 3. Employees¡¦ helplessness has no effect between private enterprise and public hospital merging on their job satisfaction before the hospital mergence; employees¡¦ helplessness has the negative effect on their job satisfaction after the hospital mergence. 4. Employees¡¦ helplessness has no effect on their organization commitment before the hospital mergence; employees¡¦ helplessness has the negative effect on their organization commitment after the hospital mergence. 5. Employees¡¦ helplessness has no effect on their job involvement before the hospital mergence; employees¡¦ helplessness has the negative effect on their job involvement after the hospital mergence. 6. Employees¡¦ helplessness has no effect on their intent to quit before the hospital mergence; employees¡¦ helplessness has the positive effect on their intent to quit after the hospital mergence.

The public hospitals in Taiwan are facing the change of public responsibilities that they used to have and on the other hand encountering the fierce competition caused by National Health Insurance. As a consequence of this, public hospitals need to adjust their managerial model, like mergers for example, in order to coordinate their core competence and lower their cost in administration. However, the changes of organizations will cause the job insecurity of employees and further to affect their working attitudes. In hospitals, nursing staff forms the biggest proportion of employees. In this study, we examined the merger of Kaohsiung Municipal United Hospital in 2003. We investigated the job insecurity and working attitudes of nursing staff by questionnaires in the end of 2002 (before the merger) and in the end of 2003 (one year later of the merger) separately. By analyzing those questionnaires we explored the influences of job insecurity on working attitudes, and we also compared the differences of nursing staff¡¦s working attitudes in two hospitals. The findings are: 1. The more job insecurity that nurses got, the worse their job satisfaction will be. 2. The job insecurity and working attitudes of nursing staff will be different based on their different personal characteristics, including the hospital they belonged to, the ages, marriage status, education, levels of position, and their contract types. 3. The influences of job insecurity on job satisfaction, organizational commitment, and intention to quit will be different based on different hospitals. 4. The influences of job insecurity on job satisfaction will be different before and after merger.

Based on marketing control theory, The purpose of this study is to investigate the indirected relationships between internal marketing and customer orientation, and relationships between customer orientation and service quality. The lyric survey data by questionnaire is obtained from life insurance industry in Taiwan, items and constructs are developed through principal components analysis, and the causal links among internal marketing, work group socialization, job satisfaction, organization commitment, customer orientation are exiled by structural equation model (SEM). Besides, Person correlation is also used. This study finds that internal marketing will positively indirectly influent customer orientation through work group socialation, job satisfaction, organization commitment. Besides, work group socialization has the stringest effect on customer orientation in our model. Becauce it directly influents customer orientation and directly influenced by internal marketing. Based on the result of this study, mangers who would like to enhance employees¡¦ customer orientation behaviors must pay more attenuation to informal marketing control.

Abstract This study examined the Perceptions of Politics Model ¡]Ferris, Russ and Fandt, 1989¡^to investigate whether understanding and perceived control might alleviate the negative influence of perceptions of organizational politics. The Model was tested on data collected from 482 employees of a food organization indicated that employees¡¦ Perception of organizational politics related negatively to job involvement, job satisfaction and organizational commitment, also related positively to job stress. By using multiple regression analysis on the data revealed that perceptions of organizational politics are to address negative impact of job involvement, job satisfaction and organizational commitment, in addition, perceptions of organizational politics are more strongly impacted to job stress. Understanding and Perceived Control as moderators of the relationships between perceptions of organizational politics and several outcome variables were examined. Results of hierarchical moderated regression analysis indicated that understanding and Perceived Control were significant predictors. Understanding moderated the outcome relationship between politics and organizational commitment, meanwhile, Perceived Control only moderated the outcome relationship between politics and job involvement.

A Study on the relationships between financial advisors¡¦ perceived quota difficulty, customer orientation, job satisfaction and turnover intention- Using Kaohsiung area wealth management banking sector as an example Abstract: In retrospect over the changes of past few decades, service industry has gradually become the largest industry in Taiwan and wealth management banking services has become the most desired financial services over the past few years. Despite that wealth management service has already been in existence in the western world for a long period of time, it is still in its infant stage for the domestic banking sector. In the face of fierce competition, gaining highest profit with lowest risk has been the objective of every bank in Taiwan. How to strengthen the service quality, enhance productivity and retain qualified financial advisor has been financial players¡¦ utmost goal. Thus, this study aims to study the relationships between financial advisors¡¦ perceived quota difficulty, customer orientation, job satisfaction and turnover intention. This research utilizes questionnaire study method and using SPSS for Windows as the tool to conduct statistical analysis, including reliability test, descriptive analysis, ANOVA test, correlation and regression analysis. The research findings are as follow: 1. There has been partial significant difference for individual variables¡¦ with respect to their perceived quota difficulty, customer orientation, job satisfaction and turnover intention 2. There are significant negative correlations between financial advisors¡¦ perceived quota difficulty and customer orientation as well as job satisfaction. 3. There are significant positive correlations between financial advisors¡¦ perceived quota difficulty and turnover intention. 4. There are significant positive correlations between financial advisors¡¦ customer orientation and job satisfaction. 5. There are significant negative correlations between financial advisors¡¦ customer orientation and turnover intention. 6. There was no significant evidence of mediation for customer orientation with respect to perceived quota difficulty and job satisfaction. Given the research results, the financial institutions should seriously look into setting up a reasonable sales quota while simultaneously stress the importance of customer oriented service. The human resources department should establish a comprehensive and thorough benefit policy and training program to enhance employee job satisfaction and reduce turnover intention. On balance, customers and employees are the two most valuable assets for a firm. Only happy employees and excellent service quality can create utmost value and profit for a firm. Key words: wealth management, salespeople (financial advisor), perceived quota difficulty, customer orientation, job satisfaction, turnover intention.

In recent years there has been growing interest in the concept of Person-Environment¡]P-E¡^Fit. Under the umbrella term of P-E fit, researchers have distinguished between specific types of fit¡GPerson-Organization¡]P-O¡^Fit and Person-Job¡]P-J¡^Fit . This study examines the employees¡¦ actual P-O fit and perceived P-J fit, and both types of fit as predictors of work passion, job satisfaction and turnover intention. The Q-sort approaches and the Organizational Culture Profile¡]OCP¡^adapted from Cable and Judge¡]1996¡^were used as the instrument for assessing Person-Organization fit. Furthermore, this paper examines the potential interaction between the P-O fit and the P-J fit. If such an interaction is significant , both types of fit can be a moderator for each other. Survey data collected from 277 employees of Taiwan Power Company are analyzed. The results show that: ¡]1¡^the person-organization fit calculated by correlating OCP1¡]characteristics of firms¡^ and OCP2¡]individual preferences for the characteristics of firms¡^ ranged from ¡V1 to 1¡]the¡©correlation coefficient¡ªis between -1 and 1 as expected¡^. ¡]2¡^Both P-O fit and P-J fit have positive impact on work passion and job satisfaction, respectively.¡]3¡^Both P-O fit and P-J fit have negative impact on turnover intention.¡]4¡^No significant interaction was found between the two types of fit and they are weakly related¡]r=.043¡^