Since the deregulation of the telecommunication industry, our company has been confronted with various internal as well as external challenges. Externally, we are facing an ever-competitive market, which resorts to endless price-cutting as a business tactic. As a result, not only that we have lost market share of customers, but the profit margin has steadily deteriorated. Internally, we are challenged with an aging workforce, whose mentality is ill-adjusted for the ferocious competition industry-wide. Some employees are plagued with low moral, due in part to the uncertainty about the company¡¦s privatizing status. The net result is a clear adverse effect on the overall productivity output of our company as a whole. Despite the efforts put forth to motivate our employees, the outcome is nowhere near our expectation. This ineffectiveness, ironically is due to a combination of job security, comfortable work atmosphere and above-average wages. Our management must investigate the employee mentality in depth, so that effective motivation measures can be undertaken. The endeavor is absolutely required to promote work ethics and improve the company¡¦s competitive edge. We have recently conducted a written survey, which is aimed primarily to determining employee job satisfaction. As a part of the survey analysis, we also intend to compare job satisfaction between employees of internal and external responsibilities. The survey reveals above-average satisfaction toward teamwork, individual work, wages, collegiateship and direct supervisorship. The only below-average satisfaction rating fell into the category of rank promotion. The survey also indicates that job satisfaction differs between genders and employees of different responsibility areas. Other than gender and job nature, all employees showed insignificant differences in job satisfaction. Further, the survey reveals that (1) intrinsic motivation and cognition of equity significantly affect employee job satisfaction of both the internals and the externals, the effect being more prominent with the internals (2) extrinsic motivation shows no effect on job satisfaction in either the internals or the externals. Suggestions to the company¡GPrior to privitization, it¡¦s essential for the company to consider two factors that apparently contribute to job satisfaction, i.e., intrinsic motivation and cognition of equity. The company should implement a motivation system with appropriate measures to improve job satisfaction and work moral. These measures, as successfully employed by private sectors of the industry, may include commission, dividend and equity sharing.

Work and family lives are two inseparable domains for employees in the organizations. That causes a lot of research attention on studying work-family linkage and conflict, and on how job satisfaction being affected. The highlight of this research is to understand the impact of employees¡¦ relationship and closeness with their family members, defined as relationship quality, on the relationship between work-family linkage, work-family conflict, and job satisfaction. The purpose of this study is to find out the following questions: 1. How perceived work-family linkage is affecting work-family conflict, and how relationship quality is moderating? 2. How perceived work-family linkage is affecting job satisfaction, and how relationship quality is moderating? 3. How can work-family conflict affect job satisfaction? The result indicates a strong relationship between work-family conflict and job satisfaction. Moreover, relationship quality plays a significant role in influencing the relationship between work-family linkage and work-family conflict. Therefore, if the organization intends to improve job satisfaction, they should really work on eliminating work-family conflict. In the meantime, employees¡¦ relationships with their family members should be valued so that work-family conflict can be decreased.

The human resources are the enterprise sharp weapons to make a profit with continue sustainable development. Generally speaking of business management, the excessively high turnover will drain the enterprise of its experienced labor force; will increase the expense of recruitment and training; will cause the staff that remain in office despondency, even can create the insufficient manpower phenomenon. But speaking of the Taiwan area large-scale traditional industry and the state-run enterprise units, the common ground is the turnover is excessively low, the organizational manpower structure gets older day by day, also its average age mostly surpasses above 40 years old. On the empirical verification, this study research by aims at the large-scale institution, attempts to understand senior staff's all kinds of working situation, including job stress, job satisfaction, organizational commitment and others construction surface, and probed the correlation among. Furthermore, this study to be aimed at individual characteristic and self report items probing into the influence of intention to early retirement and acceptances early retirement incentives, whether has reveals the significant difference or not? So as to aim at the reasons of the influence senior staff retires and acceptances of early retirement incentives as the further research. This study shows some results as follows¡GThe senior staff in the case company (1) Revealing the remarkable of correlation among the job stress, job satisfaction, and organizational commitment. (2) Revealing the remarkable influence between early retirement and job stress, job satisfaction, and organizational commitment, as well as some self report items. (3) Revealing the remarkable of difference between parts of the individual variables to job stress, job satisfaction, and organizational commitment to intention to early retirement as well as acceptances of early retirement incentives and so on.

The data of this study was collected from 146 current government ethic officers and 50 other officers in other government branches, who were originally transferred from the Bureau of Ethics. The purpose of this study was to analyze the interrelationships between job cognition, job stress, job satisfaction, and work commitment in order to explain the patterning behavior of job turnover happening to the ethic officers in the Bureau of Ethic. In this thesis, we found that those who were transferred to other branches of the government have lower score in job cognition and work motivation than those who are retained in the Bureau. It was also found that job cognition was positively related to job satisfaction and work commitment. Ii is assumed that job turnover is a reflection of work commitment. And the result of data analysis also supports the relationship between them. The job turnover of the ethic officers is at least partially attributed to the direct impacts of job cognition and job stress, and the indirect impacts through job satisfaction. Therefore, the way to promote job cognition, to reduce job stress, and to increase job satisfaction and work commitment shall be able to motivate and retain ethicials¡¦commitment to their work and the Bureau. So is it the possible solution for a reduction in job turnover.

Taiwan was once world-known for its ¡¥Economic Miracle¡¦ while it was politically stabilized, socially peaceful and securely maintained. After the government lifted martial law in 1987, Taiwan initiated ¡¥Political Democratization¡¦ and direct presidential election. No matter how prosperous our economy is or how free our democracy is, a secured environment that is free from fear or intimidation takes priority over everything. As the guardians of the people, the police act as a bridge between the government and the people, and bear the responsibility of publicizing government decree. The National Police Agency, which is the subordinate to the Ministry of the Interior, is the supreme organization in charge of all police functions in Taiwan. The population of police force at present is around 70,000 and 60% of them are rank and file officers. This study has taken the rank-and-file police officers of Kaohsiung County Police Bureau as a case to analyze the relations among ¡¥Job Involvement¡¦, ¡¥Job Stress¡¦, ¡¥Job Satisfaction¡¦, and ¡¥Turnover Propensity¡¦. A questionnaire has been made with 41 questions in it to make a research according to the items of frequency analysis, intersection analysis, and correlation analysis. There are ten discoveries in the conclusion considered correspond with the correlation research made by overseas or domestic scholars, besides, they are similar to the police ecosystem of Taiwan on the whole. But there are still some variables, such as organization climate, organization acceptance, growing requirement and personality characteristic that affect a person¡¦s resignation. Although research has been made on different profession and group by domestic and overseas scholars, it can also be made on the police to approach whether there is ¡§sameness in difference¡¨ or ¡§difference in sameness¡¨.

A Study of Relationships among Cognition of User Enterprises, Cognition of Dispatched Enterprises, Personality traits, Job satisfaction and Turnover Intentions of Taiwanese Dispatched workers Abstract Recently, the number of dispatched workers has been increasing rapidly in Taiwan. Yet little is known of behavior and job attitudes of these workers. Enterprises use dispatched workers due to flexibility concerns or urgent workforce demands. Finding a suitable and stable dispatched worker proves to be a challenge to enterprises. Now, enterprise social accountability is an important subject. Besides the great profit, enterprises should concern job satisfaction and cognition of enterprises to dispatched workers . This study focuses on Taiwanese dispatched workers and aims to examine the relationships among ¡§cognition of dispatched enterprises¡¨, ¡§cognition of user enterprises¡¨ , ¡§personality trait¡¨,¡¨ job satisfaction¡¨ and ¡§turnover intention¡¨. After interviewing 5 dispatched workers and surveying 152 dispatched workers with questionnaires, the findings are as follows: 1. Female dispatched workers reveal agreeableness better than male. 2. Dispatched workers who are 29 or younger have higher score in Neuroticism; dispatched workers who are older than 29 have higher score in agreeableness and conscientiousness. 3. Dispatched workers who have graduated from high school show significantly higher score in ¡§cognition of dispatched workers toward dispatched enterprises¡¨ than those in university . 4. The contract period of the dispatched workers within 3 months show significantly higher score than those above 2 years. 5. Voluntary dispatched workers have better ¡§cognition of dispatched enterprises¡¨, higher ¡§job satisfaction¡¨ and lower ¡§ turnover intentions¡¨. 6. Dispatched workers belong to local dispatched enterprises have higher score in Conscientiousness. 7. Dispatched workers¡¦ ¡§job satisfaction¡¨ has an intermediate effect or an interactive effect between ¡§cognition of dispatched enterprises¡¨ and ¡§turnover intentions¡¨. 8. Dispatched workers¡¦ ¡§job satisfaction¡¨ has an intermediate effect or an interactive effect between ¡§cognition of user enterprises¡¨ and ¡§turnover intentions¡¨. 9. Agreeableness is positively correlated to ¡§job satisfaction¡¨. 10. Dispatched workers¡¦ ¡§job satisfaction¡¨ has no intermediate effect or interactive effect between ¡§personality traits¡¨ and ¡§turnover intentions¡¨. Key words: dispatched worker, cognition, personality trait, job satisfaction, turnover intention

A good education system is one of the policies of the state evolution and will deeply effect the national competitive ability. Among them, the medicine education carries to undertake the responsibility of nurturing the professional manpower of medical treatment. The doctor's education promotes the citizen¡¦s health maintenance and quality of life. Since the national health insurance carried out and parts of personnel of health care bring into the Labor Standards Law on March 1995, management environment of hospital gradually deteriorates. In order to respond the management dilemma of this upheaval, in addition to strengthenning the grasp of the personnel cost, must still support certain service quality of health care. Nowadays the organization of the hospital is an organization that belongs to the highly professional degree in the health care industry of Taiwan. Each section is very independent, and the doctor has the predominant leading role. Not only the decision maker of the hospital, but also the most important role of facing the patient. Under the limited resource, if the hospital wants to continuously grow, it is most important to establish a sturdy system to inspire the doctors to devote themselves in the hospital affairs, which will raise work results, health care qualities, and outlast in the increasingly vigorous market of the health care. This study ( interview ) taken by the resident doctors and interns of the Kaohsiung Medical University ¡®Hsiao-Kang Hospital, consist of structural questionnaires. 290 questionnaires were released and 157 were returned, and analyzed by statistical methods: t-test analysis of independence, analysis of variance, Pearson¡¦s production-moment correlation, and multiple regression etc. The results confirm several important discoveries as following: 1. In the analysis of variances of different factors, we find: (1) Intern¡¦s sensation of the expert knowledge and skill are higher than resident doctor. (2) In different rank, the male doctor¡¦s job outer-satisfaction is far precious sight more than female doctor. 2. To analysis the relationship of the perception of rotation trainning, job satisfaction and organization commitment, we find the following phenomenon: (1) The higher perception in the doctor¡¦s perception of rotation trainning, the more job satisfaction they will have. (2) The higher job satisfaction they have, the higher organizational commitment they will have to the hospital. (3) The job satisfaction has mediating effect between the doctor¡¦s perception of rotation trainning and organizational commitment. 3. The higher perception of rotation trainning, the more job satisfaction work doctor will have. The hospital clinic trainning section should pay more attention and set up a program emphasizing a set of healthy doctor's rotation system. Planning doctor's rotation in advance, and evaluate job satisfaction, will get a positive impact to doctor¡¦s job satisfaction. 4. To emphasis the doctor's job rotation and aggressively arrange the doctor's clinical trainning, normalize and be fair to the promotion system, and fairly carry on the doctor's rotation, the doctor will believe deeply to be alongside of the hospital goal and value. Then they will put forth more efforts for the favor of the hospital.

The condition of the high-tech industry changes rapidly and the competition of the globe becomes sharp, we truly believe that the R&D professionals¡¦ innovation and technology will be the key factor of the business¡¦ expansion. To understand the R&D professionals¡¦ characteristic and requirement and to provide enough attraction to attract and retain them is the important topic in HRM. This study focuses on the relationship with motivation, job satisfaction, family support, intention to stay and professional commitment. The survey adopted questionnaire as investigating method, and a total of 480 questionnaires are delivered to the high-tech R&D professionals. 304 of them are valid, so the response rate is 63.3%. The survey responses were analyzed by the Spss statistical software. The findings are summarized as follows: 1.The motivation factor that the R&D professionals respect most is enjoyment, and they care less about the compensation. Generally speaking they are satisfied with their job, intrinsic satisfaction especially. In the all factors of the motivation, challenge, enjoyment, and outward positive correlated with job satisfaction. All of them can improve the job satisfaction, but compensation negative with the job satisfaction. 2.A significant positive correlation was identified between job satisfaction and intention to stay. 3.A significant positive correlation was identified between job satisfaction and professional commitment. 4.Job satisfaction was found to have full mediating effect between motivation factor and intention to stay. 5.Job satisfaction was found to have partial mediating effect between motivation factor and professional commitment. 6.Family support was found to have significant moderating effect between job satisfaction and intention to stay. In the moderating effect, family support in higher-grades groups influenced intention to stay more significantly than lower-grades groups. 7.Family support was found to have no moderating effect between job satisfaction and professional commitment.

Abstract Since the Enron scandal and various incidents of dishonest financial reporting and corruptive conduct among some companies in Taiwan, the quality of financial audits performed by accounting firms in Taiwan has been subject to severe challenges in recent years. In addition to losses suffered by the investors in general, an immense impact was sustained by the nation¡¦s financial system. To the managers of accounting firms, re-thinking quality of financial audit and mamagement strategy requires immediate attention. With a high turnover rate of human resource - the most valuable asset of accounting firms, how a manager establishes the influence of leadership style on organization commitment and job satisfaction, is an important management issue managers of accounting firms need to face. Therefore, the objective of this research is to study the relationship between leadership styles of accounting firm managers, employee organization commitment and job satisfaction. The results of the reseach are summarized below: 1.The relationship between manager¡¦s leadership style and employee organization commitment: Leadership styles, such as supportive and coaching styles, emphasizing employee relationship exhibit higher levels of employee organization commitment than leadership styles, such as directive and non-inteference styles, oriented toward lower employe relationship. Leadership style shows a positive relationship with organization commitment. 2.The relationship between manager¡¦s leadership style and employee job satisfaction: Leadership styles, such as supportive and coaching styles, emphasizing employee relationship exhibit higher levels of job satisfaction than leadership styles, such as directive and non-inteference styles, oriented toward low employee relationships. Leadership style is positively related to job satisaction.

When Chunghwa Telecom became privatized in August 2005, the performance evaluation system, which was in place for over 40 years, was overhauled. The new system, for the first time, was gravitated toward staff marketing. The staff¡¦s personal marketing performance was the basis for annual performance evaluation. The implementation of this system would dramatically change the staff workplace behavior, and directly influences the staff job pressure and job satisfaction. These issues are worthy of in-depth study. The study was undertaken by means of a questionnaire survey. Stratified random sampling technique was applied to draw a sample of the technical staff (the subject of the study) in the South Region Branch of Chunghwa Telecom. The influence on job pressure and job satisfaction resulting from changes in the performance evaluation system was evaluated. Data collected were analyzed by SPSS 10.0 for Windows. Reliability analysis, paired-t test, analysis of variance and regression analysis were performed. Major findings are outlined below: 1. The overall job pressure before implementing the new performance system was low. 2. Change in the performance system showed significant influence on job pressure; job pressure was increased. 3. Increase in ¡§work load¡¨ was the main contributor of overall increase in job pressure. The general perception that ¡§the personal marketing target set by the company was too high¡¨, was the main source of pressure. 4. Change in the performance system showed significant influence on job satisfaction; overall job satisfaction decreased. 5. Change in the performance system showed no influence on internal satisfaction. Staff is mostly dissatisfied with lack of job stability and security. 6. Job pressure showed significant influence on job satisfaction in the new system. 7. ¡§Job condition¡¨ was the most significant factor influencing job satisfaction. 8. The job pressure of medium to high level supervisory staff was smaller than non-supervisory staff, job satisfaction was higher than non-supervisory staff. This report is the first study ever conducted on the job pressure and job satisfaction of technical employee of Chunghwa Telecom after its privatization. The results of this study are useful as a reference to managers in drafting and reviewing policies. It is suggested that the staff work load should be redesigned to eliminate factors that cause job pressure. Work conditions should be improved and group agreements signed to promote job security, increase job satisfaction, enhance job efficiency, and, motivate staff performance. Keywords: Performance System, Technical Employees, Staff Marketing, Job Pressure, Job Satisfaction