Abstract Due to the change of the employment, emphasizing on employees¡¦ commitment to the organization is no more the critical determinant of whether the employees will devote themselves to the organization. From 1980s, there were scholars who started to argue that employees will form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being, and called this concept perceived organizational support (POS). In contrast to organizational commitment, perceived organizational support emphasizes on employers¡¦ commitment to the employees and has been proved to have strong relations to many of employees¡¦ work attitudes and behaviors. In this study, the writer uses two different kinds of scorings as the indicators to evaluate the extent of employees¡¦ POS. The findings are as followed: 1. POS is positively related to employees¡¦ affective commitment, continuance commitment, job satisfaction and performance, but negatively related to the intention to quit. 2. No matter using which kind of scorings, within all work attitudes and behaviors we are interested, POS is most related to affective commitment and then job satisfaction. 3. POS has the strongest influence on affective commitment and job satisfaction, and the weakest one on work performance. 4. Comparing to other POS factors, leadership and self-achievement have the most global influences on employees¡¦ work attitudes and behaviors. 5. In whole, employees¡¦ evaluations of organizational practices of which they really experience are more related to their work attitudes and behaviors than the discrepancy between what they expect and the actual situations. 6. When combining with individual¡¦s expectation, the influence of some POS factors will become salience, although it may not have such strong influence when concerning the evaluations of organizational practices along. 7. Different ways of discrepancy between individual¡¦s expectations and the actual situations will cause different influences on employees¡¦ work attitudes and behaviors indeed.

­^¤åºK­n¡G In today¡¦s knowledge economy age, competition emphasizes on human capital and knowledge accumulation. It¡¦s quite a different way from manufacturing era when competitive competencies mainly come from machine assets, materials and land capital. Therefore, high quality of human resources becomes one of the key sources of business success and competitive advantages. Because the process of service delivery needs high degree of personal contact, the quality of service providers has great impacts on the quality of service provided. And cultivating employees with service intent and customer orientation is an important mission which can¡¦t be waited. The purpose of this study is to develop a scale using to measure the degree of internal marketing behaviors by referring to researches in the past and asking opinions from academic and practical experts. This study still tries to study the securities salesmen in the southern branches of integrated securities corporations and verify the relationship between the degree of internal marketing and behavior- based evaluation policies perceived by securities salesmen and the degree of their job satisfaction and customer orientation. In addition, this study also tries to test if securities salesmen feel higher degree of satisfaction about internal marketing policy, they have higher degree of job satisfaction and perform higher degree of customer orientation. There are six findings of this study. They are as the following: (1) the perceived degree of internal marketing and behavior- based evaluation policies and the satisfaction degree of internal marketing policy have positive impacts on the degree of security salesmen¡¦s job satisfaction. (2) job satisfaction and customer orientation isn¡¦t significantly related, and there could be some other factors which have impacts on this relationship. (3) the perceived degrees of internal marketing and behavior- based evaluation policies have positive impacts on the degree of securities salesmen¡¦s customer orientation. (4) the satisfaction degree of internal marketing policy is negatively related to securities salesmen¡¦s customer orientation. (5) the perceived degree of behavior- based evaluation policy moderates the relationship of the perceived degree of internal marketing policy and customer orientation. (6) the perceived degree of behavior- based evaluation policy moderates the relationship of the satisfaction degree of internal marketing policy and customer orientation. And the outcome of factor analysis of the perceived degree of internal marketing policy is six factor constructs, compensation, personal growth, comprehension, supervisors¡¦ concern, promotion and place constructs. The original product constructs is divided into three constructs, compensation, personal growth and comprehension, and the other constructs such as promotion, supervisors¡¦ concern and place constructs remain the same. The constructs we gain from this study are consistent with marketing mix, 7Ps.

In the service industry, human resource is the most vital and important component, because the positive appraisement of the service is usually based on the customer¡¦s orientation of the service provider. Thus, in order to instill employees with a sense of service and with enthusiasm, the organization needs to develop the internal marketing orientation. Additionally, manager should support customer service and demonstrates this ¡§service enthusiasm¡¨ in terms of organizational support. The concept of internal marketing was first reported in the area of service marketing. The initial concept came from the field of external marketing, which is based on the concept of treating employees as customers. The hope was to enhance employees' job satisfaction so as to further develop the sense of customer orientation of the members within the organization. Moreover, employee's customer orientation will influence customer service quality. In this research, author only focused on the front line employees in bank and transformed the concept of internal marketing into more management behaviors. This research uses quantitative research methods to explore the relationship between perception of internal marketing orientation and customer orientation. In empirical studies, the major findings are as follow: 1. author proposed an operational definition of the internal marketing orientation, and developed the scale. 2. author proposed a internal marketing orientation-customer orientation orientation model, which was empirical verified. 3. the relationship between the employee's customer orientation and customer service quality wasn¡¦t verified.

Factors Influencing Members¡¦ Commitment and Participation in the Union Abstract Due to the special situation of Taiwan economical and political development in the past, unions were unable to provide their member the function they ought to do. However Government declared martial law ended in 1989, it offered Taiwan unions a new opportunity to perform their function. Recently Human Resource Management School suggests that company never need union if they have offered work conditions satisfied by their employees. So far, neither union operation nor human resource management can coordinate Labors-Employer relation completely. Thus, it is hard to decide which way is suitable for Taiwan¡¦s situation. Therefore, the extent of Taiwan labor¡¦s commitment and participation in the union is crucial in deciding the way of coordinating Labor-employer Relation. First, this study selected some of demographics in order to realize if there are differences among members with different demographics. Second, the study also selected some factors, including Recognizing and Evaluating of Union, Job Satisfaction, Organizational Commitment and Union Instrumentality to realize if there are any effects among the factors of Union Commitment and Participation. The critical findings of this research are as follows: 1. There are significant differences among gender, age, married status, company run by state or local people, work tenure, union tenure and some factors of union commitment and participation dimension. But there are no significant between education and union commitment and participation dimension. 2. Some factors of recognizing and evaluating of union, job satisfaction, organizational commitment have relation in some factors of union commitment and participation dimension. Some factors of recognizing and evaluating of union, job satisfaction, organizational commitment have significant effects in some factors of union commitment and participation dimension. 3. Union instrumentality has significant positive relation and effects in union commitment and participation. Keyword: union commitment, union participation, union instrumentality, job satisfaction, organizational commitment.

In the past few years, the people require the government became more representative, reactive and responsible due to the change of society, the development of technology and the increase of the people¡¦s requirements. Therefore, the establishment of the efficient civil service system is the need for the current situation. The government has to maintain the civil service system, which is based on justice, rightfulness and merits system, before it becomes a democracy, which should represent the will of the people and owns by the people, from an authoritarian government. Most researches show that the employees¡¦ cognition of the performance appraisal¡¦s justice will affect their individual results and organizational results, and the cognition includes job satisfaction, job involvement, a commitment to organization, trust in the management and etc¡K Therefore, three different attributes of civil servants, who are respectively from the authority of Kaohsiung City Government, including police station, municipal hospital and tax authority, are subjects for the research. Individual attributes and the performance appraisal¡¦s justice (including procedural justice and distributive justice) are the self-variable item, and the working attitude (including job satisfaction, organizational commitment and job involvement) is the variable item. To take the discussion of the correlation and the influence between the self-variable item of individual attributes, the performance appraisal¡¦s justice and the working attitude as the reference to improve the performance appraisal¡¦s system and the development of the civil service¡¦s manpower, and then increase the service achievements of civil servants. There are 740 questionnaires in total of the research, and effective questionnaires are 631 copies. After Independent test, One-way ANOVA, Person Correlation Analysis, Regression Analysis, Hierarchical Multiple Regression, Canonical Correlation Analysis, and etc¡K the important discoveries are as follows: 1.The correlation and the influence between the procedural justice, distributive justice and the working attitude of performance appraisal are very obviously. The explanation of distributive justice for job satisfaction, organizational commitment and job involvement is greater than the procedural justice. That proves distributive justice is very important for the explanation of the working attitude. 2.In the aspect of civil servant¡¦s attribute, age, length of service and different authority will cause obviously difference to the procedural justice, distributive justice, job satisfaction, organizational commitment and job involvement of performance appraisal. 3.Thus it can be known by a typical correlation analysis, the degree of correlation between two variable items (performance appraisal¡¦s justice and the working attitude) and five principles variable items (including procedural structure, objective principle, opinion expression, actual achievements and self-evaluation) will mainly affect five anticipating variable items (including internal satisfaction, external satisfaction, endeavored to commit, valuable commitment and commitment of remaining in position). And the influence of results will mainly affect two anticipating variable items, including endeavored to commit and job involvement. According to the conclusion of actual demonstration, the following suggestion is provided for the process, result, working attitude and the management of the performance appraisal: Establish a different appraising standard and item in accordance with the character of position. The appraising standard and item should be made by both the management and the subordinates. The management and the subordinates should keep good interaction. The point of view of the basic level personnel should be taken seriously. The appraiser should be training. Strengthen the propagation of the function of the civil servants¡¦ protection system. Promote the status and representative of appraising committee. Strengthen the function of performance appraisal to the development of employees properly. Exercise the result of appraisal efficiently. Establish various and encouraging recompense or reward system. Increase the external satisfaction of the civil servants. The organization should pay attention to the knowledge management and the sharing system.

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SUMMARY The purpose of this study is to discuss the clinical nurse's work value, job satisfaction, organizational commitment and turnover intention at Tainan regional hospitals; compare the difference of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention by the variation of personal character and the variation of organization; and research for the interaction of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention. The total 301 clinical nurses from three different hospitals are surveyed by the self-made questionnaire of clinical nurse's work value and turnover intention. The total 263 useful questionnaires are collected and analyzed by the statistical techniques including mean, proportion, correlation analysis, one-way ANOVA and regression analysis etc. The finding from this study provides the following information: 1.In the category of work value, the safe working environment and job pay have the highest score and the self-learning has the lowest score. In the category of job satisfaction, the management satisfaction is the best and the pay satisfaction is the worst. The recognition and devotion commitments are more important than the retention commitment in the category of organizational commitment. The average score for turnover intention is 15.26 (full marks is 25). 2.The substantial discrepancy in clinical nurse's work value, job satisfaction, organizational commitment and turnover intention exists in the result of the variation of organization. 3.The variation of personal character leads to the significant discrepancy in work value, job satisfaction, organizational commitment and turnover intention. 4.The job satisfaction results from the work value at government contracted-hospital. The organizational commitment results from the job satisfaction at all three hospitals. The turnover intention is under the influence of organizational commitment at city hospital, under the influence of job satisfaction and organizational commitment at Christian hospital and under the influence of work value and organizational commitment at government contracted-hospital. The conclusion from this study provides the hospital management with the concept how to limit the turnover intention in order to maintain the top competitive ability in medical business and provide the best service quality for the clients.

This study investigates the relationship between upward influence tactics and job satisfaction from the Kaoshong city bus, According to the results of analyses conducted on data collected from 282 employees. The six individual difference variables examined were gender, age, marriage, tenure, position, and education. Results indicated the importance of upward influence tactics and individual differences on assessments of job satisfaction as follows: Dimensionality of Organizational Politics Behaviors The responses to the upward influence of organizational politics behaviors were subjected to principal components analysis with Varimax rotation. A three-factor solution was found to be most interpretable, with loadings of .50 and above used as an item retention criterion, resulting in a total of 21items being retained across the three tactical importances. It is comprised three subscales: (1)Rational Persuasion,(2)association,(3)Political tactics. Relationship between individual difference and Upward Influence of Organizational Politics Behaviors 1.Male¡¦s ¡§Association¡¨ behavior is stronger than female. 2.Clerk¡¦s ¡§Rational persuasion¡¨ behavior is stronger than driver and employee, and employee¡¦s ¡§rational persuasion¡¨ behavior is greater than driver. 3.Clerk¡¦s ¡§Political tactics¡¨ behavior is stringent than driver and employee. 4.Bachelor¡¦s level of education¡¦s ¡§Rational persuasion¡¨ behavior is stronger than the other¡¦s level of education. Relationship between Upward Influence Behavior and Job Satisfaction Except the association political behavior of upward influence There is no any relation to the job satisfaction. Control some personal characteristics variable, reported special relationships 1.Reported positively correlations between ¡§Political tactics¡¨ and ¡§Special job satisfy¡¨ with male. 2.Reported positively correlations between ¡§Association¡¨ and ¡§Internal job motive¡¨ with junior. 3.Reported positively correlations between ¡§Political tactics¡¨ and ¡§Special job satisfy¡¨ with junior.

People are always the most precious assets and very hard to be replaced in the enterprises. Therefore, how to retain talented and experienced auditors and keep them in accounting firms is a very important issue that every accounting firm has to face. In this study, we want to understand: (1) If different auditors in accounting firms have influence on career orientation, achievement motivation, job satisfaction and their intention to stay. (2) Whether the career orientation, achievement motivation and job satisfaction of auditors in accounting firms affect their intention to stay. (3) To use job satisfaction as a mediator, analyze if achievement motivation passes through job satisfaction and then affects auditor¡¦s intention to stay. The results show that auditors with higher degrees of achievement motivation have higher degrees of job satisfaction. And if auditors with higher degrees of job satisfaction, their intentions to stay in accounting firms will also be stronger. Therefore, if accounting firms want to keep auditors to stay in accounting firms, first of all, they should recruit employees with higher degrees of achievement motivation. Then, they should try to increase auditors¡¦ degrees of job satisfaction. If these things can be done, auditors¡¦ intention to stay in accounting firms will be higher. If accounting firms can completely understand this point and try to raise auditors¡¦ welfares and improve their working environments, this study believes that auditors are willing to stay in the accounting firms and try their best to do their jobs.

While the scale of an organization has been huge and runs for ages, it is not merely the bureaucracy we have to consider but to properly adjust the main structure of the organization that is adverse to boost up the competitiveness. What Taiwan urgently requires is to enhance the nation¡¦s competitiveness; nevertheless, the fundamentals of four-rank government are necessary to make an adjustment. What is more, they are required to alter and simplify the great overlapping in terms of provincial and central government¡¦s human resource, cost, controlled land and numbers of population. The reasons that influence the success and failure of the government reengineering might be sophisticated; however, the key element is undoubtedly the employees¡¦ support and cooperation. In Taiwan, the researches with regard to the government reengineering are mostly concentrated on the domain of system; as to the impacts of government reengineering on staff¡¦s job satisfaction, organization commitment, job involvement and their intention to quit are lack of related-research. Based on the above stated incentives, and with a view to realizing the influences on reengineering government as to staff¡¦s job satisfaction, organization commitment, job involvement and their intention to quit, this research is attempted to study the staff attitude after simplifying the provincial structure and come up with suggestions as guides on formulating human resource¡¦s strategies when carrying out government reengineering by central government organizations. The suggestions that propose in this research are as follows: communicating with the staff by holding the colloquiums frequently; conducting second-job-skill-training seminars based on individual¡¦s needs; appropriately granting authority to the staff to increase their job satisfaction, organization commitment, job involvement as well as decrease job insecurity and their intention to quit.