The purpose of this study is to integrate the past studies of the consequences of emotional labor via meta-analysis. We tested the relationships between emotional labor, job pressure, job attitudes, and job performance outcomes. Besides, we analyzed the effects of three potential moderators on above relationships: service categories (service relationship/service encounter) and sources of performance ratings (self-rating/ independent-rating). We included 31 independent studies in our meta-analysis and applied Hunter & Schmidt¡¦s (2004) approach to calculate the effect size for testing our hypothesis. Results revealed that surface acting was positively related to emotional exhaustion and negatively related to organization commitment. In addition, deep acting was positively related to job satisfaction, organization commitment and service performance. Finally, Service categories moderated the relationships between surface acting, job satisfaction and service performance. Implication for practices and suggestion for future research are also discussed.

This study is mainly working on the influence of the staying employees¡¦ citizenship behaviors and working attitude under corporate merger, under the background of integration upstream parts and components by optoelectronic company. The subjects to study are organizational commitment, job insecurity and job satisfaction.. This study aimed to understand employees¡¦ mentality and coworker relations by interviewing 3 management members and 7 employees by adapting qualitative analysis Those who accept to stay in the merged company usually feel unsafety in their mind and show bad interaction with employees of the merger. The job insecurity will affect employees¡¦ organizational commitment, job involvement, and job satisfaction. The most important is that the support from the direct supervisor will strongly influence the job satisfaction and performance of subordinators. The better interaction, the stronger support from the direct supervisor which subordinators will feel.

This study was an attempt to add to the existing research base, as well as fill in a gap in the literature with regard to speech language pathologists in public educational organizations in Texas. Variables explored in this study were recruitment, retention, career commitment, organizational commitment, job satisfaction, job overload, and turnover intent. The purpose of this study was to explore the relationship between recruitment, retention, career commitment, organizational commitment, job satisfaction, job overload, and the turnover intent of speech language pathologists in Texas. Additionally, this study sought to identify those factors that most influence the recruitment and retention of speech pathologists. A random sample of 500 speech pathologists was identified for participation in this study. Responses were elicited via Questionnaires, and consisted of eight sections: (a) demographic information and (b) seven previously validated and reliable instruments related to the variables identified in this study. All instruments were deemed appropriate for use in this study and were set to a six-point Likert scale. The data revealed that job responsibility, pay level, size of caseload, needing a job, and administrative support played a major role in the recruitment of speech language pathologists. On the other hand, job satisfaction, caseload, and job security were found to be the most influential in the retention of speech language pathologists. Furthermore, recruitment, retention, and job overload were found to have a significant positive relationship to turnover intent in speech pathologists, whereas career commitment, organizational commitment, and job satisfaction were found to have a significant negative relationship to turnover intent.

In this dissertation, I used survey response data from 385 science teachers situated in 50 randomly selected Texas high schools to describe the prevalence of high school science teacher participation in professional activities and levels of job satisfaction. Using relative risk statistics, I determined the direction and significance of multiple associative relationships involving teachers’ participation in professional activities, satisfaction with working conditions, and retention state. Finally, I used these results to make specific policy recommendations. Teachers participate in diverse professional activities. Descriptive analyses of responses from teachers revealed higher rates of participation in development activities than in maintenance or management activities. Relative risk statistics exposed several positive and significant associative relationships between participation in specific professional activities (i.e., observation of other science teachers, involvement in a science education study group) and teacher retention. Additionally, results of risk analyses suggest teacher participation in maintenance activities, more than development or management, is associated with teacher retention. Researchers consider job satisfaction an important factor in teacher retention. Descriptive analyses revealed high rates of satisfaction with occupational choice and the interpersonal relationships shared with professional colleagues and administrators. Conversely, teachers expressed low rates of satisfaction with their school’s science laboratory facilities and equipment or support for student involvement in informal science activities. Results of risk analyses exposed no positive associations between job satisfaction and retention for teachers. The interaction between teacher participation in professional activities and satisfaction with occupational choice was also examined. Descriptive analyses of responses from retained teachers (n=291) revealed high rates of participation in development activities in comparison to maintenance or management activities. Results of risk analyses exposed both positive and negative associations between teacher participation in professional activities and satisfaction with occupational choice, suggesting an interactive effect exists between participation in activities and satisfaction with occupational choice on retention. I used results from analyses to make state and school level policy recommendations, which included: (a) development of state standards for classroom equipment and facilities; (b) greater state involvement in defining teacher professional activities; and, (c) increasing school support for teacher participation in maintenance activities.

The Relationships of Career Development, Job Satisfaction, and the Objectives of On-job Continuing Study of the Employees ¡V A Case Study of Iron & Steel Industry Abstract Iron & steel Industry, the basic industry of a country, which is closely related to economic steadiness and defense independence, is known as ¡§the Mother of Heavy Industry.¡¨ However, owing to the striking changes of the industrial structure in the recent years, employees must endeavor to life-long learning on their own initiatives, and enhance their career competitiveness by talents transition so as to seek for more opportunities for suitable jobs and growth in the career life. The purpose of this study is to have a further understanding of the influences of the career development phase, job satisfaction, and continuing study objectives of iron & steel industry employees on different personal variables, as well as their interrelationships, in the hope of providing the findings of this research to the iron & steel industry as the reference for the follow-up plan of education training or personal life-long learning in enhancing the job satisfaction of the employees and human resources qualities. This research is grounded on the theoretical basis derived from related literature. Then, questionnaire investigation is adopted with the employees of the manufactures affiliated to Taiwan Steel & Iron Industries Association taken as the targets, and 650 employees for sampling survey. The number of valid questionnaires obtained is 433. The followings are concluded after conducting quantitative analysis in statistic method with the information obtained. 1. Most of the employees of the iron & steel industry are in the phase of growth enhancement and mature development. 2. The division of the career phases of the employees in the iron & steel industry is not limited to age and seniority, but related to the personal variables including gender, education, marriage status, position, etc. 3. The job satisfaction of the employees in the iron & steel industry is only in the level of ¡§fair.¡¨ Especially, most of the employees are not satisfied with the aspect of ¡§administrative supervision.¡¨ 4. Continuing learning is highly demanded by the employees in the iron & steel industry. 5. The employees in the iron & steel industry pursue for continuing study with many-sided objectives which may differ because of various personal backgrounds. The objectives of ¡§expansion in social contacts¡¨ and ¡§opportunity for career change¡¨ are the most agreeable objectives, while ¡§evasion or excitement¡¨ is the least agreeable one. 6. The perceptions of job satisfaction are related to the career phases of the employees. Especially, the phase of ¡§mature development¡¨ and the job satisfaction in every perspective are positively interrelated, while the phase of ¡§frustration and decline¡¨ and the job satisfaction in every perspective are negatively related. 7. Mostly, the objectives for employees to pursue for continuing study are not resulted from the influence of job satisfaction. Only the satisfaction with ¡§task content¡¨ and ¡§administrative supervision¡¨ has a cause-and-effect relation with the objective of ¡§the expansion of social contacts.¡¨ 8. Career development phase may lead to different objectives for the employees to pursue further learning. Key words: Career Development, Job Satisfaction, Objectives of On-job Continuing Study.

A service career is a distinctive vocation. Not everyone can fit into a regulated stressful life. The high turnover rate in the military stems from the majority of military officers leaving the service after their initial tenure. This study attempts to clarify a vague picture, producing higher job satisfaction while obtaining the correct personal type for a military environmental fit. Providing proper training with career planning will stimulate the willingness to stay in the military. Higher job satisfaction must be produced through proper career arrangement for each officer. This would help lower the turnover rate. Therefore, placing everyone in the best position, to gain the best beneficial result for the military, is the most important goal. The objectives of this study are as follows:(1) Determine how gender interferes with the relationship between job congruence and job satisfaction. (2) Discuss the relationship between job congruence and job satisfaction. (3) Determine if job congruence affects job satisfaction based on personality type. The sample in this study included lining-officers and professional-officers. Four hundred eighty-six subjects were selected as the study sample. The instruments used in this study were the Self-Directed Search (SDS, Holland, 1973) and Job Descriptive Index (JDI , Smith, Kendall & Hulin,1969; revised by ZHENG, BO-XUN,1977). Job congruence was obtained by comparing the Holland's six personal types (including Realistic, Investigative, Artistic, Social, Enterprising or Conventional) with the environment type. Personal types were measured using the SDS scale. Job satisfaction was measured using the JDI scale, divided into five categories including: work, salary, promotion, supervision and co-workers. Six categories were used to determine overall job satisfaction. The study results are as follows: (1) Different job congruence and job satisfaction relationships exist for men and women; (2) Years of service differences ,so as job congruence will be; (3) The relationship between job congruence and job satisfaction has a positive correlation; (4)¡¨Gender¡¨ is the moderating variable among the job congruence and job satisfaction relationship (5) A more differentiated person would have a positive correlation between job congruence and job satisfaction. The sample exhibited strong evidence verifying Holland¡¦s ¡]1973,1985,1997¡^ theory under each condition: The sample was divided into two groups to determine the more differentiated group and the relationship between job congruence and job satisfaction. Job congruence was obtained using RIASCE instead of the RIASEC personal types.

The issue of work and family interaction attracts a lot of attention in the academic field. More and more researchers devoted their energy into the exploration of the mystery of how people manage themselves to live in the work domain and family domain at the same time. There are a lot of papers discussing about the relationship between work-family conflict and job satisfaction and its moderators. However, very few researchers pay attention to what kind of the role the work-family linkage, comprising the theory of spillover, compensation, and segmentation, may play in the relationship. Only a few paper discussed about the influence of work-family linkage. There were also very few papers mentioning about how to measure the linkage of work and family. Researcher has yet to discover how these outcomes are related to different processes of work/family linkage and patterns of work/home intersection (Lambert, 1990). In order to understand the influence of work-family linkage, this study tried to measure the linkage and explore its relationship with other variables, such as job satisfaction, work-family conflict, etc. Below are the discoveries of this thesis: (1) Positive spillover is positively related to job satisfaction. (2) Negative spillover is positively related to work-family conflict. (3) Segmentation has no relationship with job satisfaction (4) Segmentation has no relationship with work-family conflict. Through the discovery of influence of work-family linkage, we may know to adjust ourselves between the work life and family life. We can try to change our linkage patterns in order to improve our job satisfaction or reduce our work-family conflict. Since high work-family conflict and low job satisfaction can both make employees hard to fully devoted themselves into the job, even these situation will force them to leave the company. We should try our best to find ways to help employees understand their own situation, and find the best strategy to cope with it.

Abstract The sustaining management of the enterprise is in addition to increasing productivities and promoting with product quality, should be also based on "Safety". Perfect and systematical management for safe hygiene cannot only improve the industrial safety performance, but also enhance the job-satisfaction. In fact, "person" is just root. Master of management Peter Drucker also point out:"The spirit of the company should be created out by leader". What influence does the different leadership style and effective safety management on the industrial safety performance exactly is the topic of this study. The purpose of this study aims to understand the leadership styles for high-ranking management of each enterprise, the differences under the different background variables, and explore the moderations of leadership style for high-ranking management of each enterprise between industrial safety system and industrial safety performance, job-satisfaction. The scope of the research regard the high-risk industries affirmed by the Industrial Development Bureaus such as steel manufacturing industry, petrochemical industry and chemical industry etc. in Kaohsiung area as the main inquisition object. The valid samples were 88 copies in the aggregate. (Including 30 business units) Through statistic analysis, the major results in the study were as follows: 1. There is a significant positive correlation between industrial safety system, benevolence leadership and the industrial safety performance. The authoritarianism leadership and cognition industrial safety performance have no significant correlation. 2. There is a significant positive correlation between benevolence leadership, industrial safety system and the job-satisfaction. The authoritarianism leadership and job-satisfaction have no significant correlation. 3. The interactive effects between the industrial safety system and benevolence leadership on the industrial safety performance are significant, that means the industrial safety system and the industrial safety performance don¡¦t reveal significant correlation under the interference of benevolence leadership. The benevolence leadership and the industrial safety performance reveal significant positive correlation. In other words, the higher degree benevolence leadership is, and the better industrial safety performance is. 4. The interactive effects between the industrial safety system and authoritarianism leadership on the job-satisfaction are significant, that means the industrial safety system and the job-satisfaction don¡¦t reveal significant correlation under the interference of authoritarianism leadership. The authoritarianism leadership and the job-satisfaction reveal significant negative correlation. In other words, the lower degree authoritarianism leadership is, and the higher job-satisfaction is. So, through the leadership style of the kindness and the management of the participate type, the high-ranking administrators cannot only improve the industrial safety performance effectively by adequate communication and encouragement, but also enhance the employee's job-satisfaction. On the contrary, through the authoritarianism leadership style, the rather strict management and the commending tone, based upon the conclusions of this study, the high-ranking administrators will not improve the industrial safety performance significantly, but reduce the employee's job-satisfactions. There was "authoritarianism " characteristic on most of the high-ranking administrators in the Taiwanese enterprises; they should establish the right leadership style on these grounds to promote organization performance successfully.

In our country, military is becoming the frame of ¡§Consistent Authority and Responsibility¡¨ and ¡§Professional Department¡¨ due to the military downsizing trend and, besides, the situations between Taiwan and Mainland China--- As a result, we reduce the army personnel number down to 380 thousand members. The sample consisted of 368 officers & sergeant selected from the military. The data were analyzed by applying statistical methods, including factor analysis, reliability, one-way ANOVA, correlation and regression. Training transfer moderated the relationship between downsizing and job involvement, and got the important discoveries are stated separately as follows: 1. From our questioned officers & sergeant, they are not identified with the organization downsizing. National Defensive Department should take this seriously to figure ways out to lift army morale. 2. The different individual variables to downsizing consciousness, job involvement, job satisfaction and training transfer comes out a partly remarkable discrepancy. 3. Downsizing consciousness, job involvement, job satisfaction and training transfer reveals outstanding positive relation. 4. The interaction of efficiency changed consciousness and training transfer interference effect to the identification of job significance.

SAbstract tudies have shown that person-organization (PO) fit and person-job (PJ) fit will affect an individual¡¦s work attitude. In addition, person-group (PG) fit has commonly been reported as a determinant to job performance and satisfaction. PO, PG or PJ fit can explain work variability separately, however, identification of their relationship will add to our understanding of why job performance, job satisfaction or job change intention differs in different levels of fit. This work will assist in the development of job congruence strategies to improve productivity and reduce turnover rates. This study examined if a directional relation exists among PO, PG and PJ fit and their impacts on job satisfaction, job performance and job change intention. The participants in this study are food & beverage employees in the hotel industry in Taiwan. This study asked 21 cooperating hotels to choose one restaurant. Questionnaires were sent to all employees in the restaurant. The valid returned questionnaire sample was 340. The Spearman Correlation was used to analyze the fitness between the person and each level of environment. Multiple Regression was used to analyze the impact of each level of fit on job attitude. The findings showed that the higher the PO, PG and PJ fit, the higher the job satisfaction and performance and the lower the job change intention. Moreover, employees tradeoff different levels of fit in determining their job attitude. That is to say, PO, PG and PJ fit have independent and interactive impacts on job satisfaction, job performance and job change intention.