The main problem under investigation was to determine whether or not statistically significant differences exist in the characteristics associated with stress-burnout tendencies and attrition rate of teachers prepared in a traditional elementary teacher education program and an experimental teacher education program.Secondly, the study examined the additional impact of an overseas experience in the experimental teacher education program. Results were analyzed to determine whether or not statistically significant differences existed between the experimental group and subgroup which went overseas.Population in the study consisted of the 1976 elementary education graduates of Ball State University, Muncie, Indiana. Two instruments were sent to the subjects in the study. One was an 18-item questionnaire developed specifically for use in this research, The Class of '76 Follow-up Questionnaire, designed to gather data related to stress, burnout, attrition, and degree of satisfaction with the teaching profession. The second instrument, The Tedium Measure, was developed by Pines and Aronson (1980) and has been used to measure burnout. Questionnaires were mailed to the population sample of 248, with 194 returned (78.2%).The program used for the calculation of group variances and the t-value was the SPSS-X, on the VAX computer. The t-test was employed to determine statistical significance between the responses of the various groups. The .05 level of significance was used as the criterion for significance.Findings Statistical significance of the difference between groups within the elementary education program at Ball State University was found in eight areas of The Class of '76 Follow-up Questionnaire.These findings support a conclusion that graduates who participated in the experimental elementary education (EXEL) program held more positive views of professional teacher education, teaching experiences, and future years in teaching.

A Study on the Employees' Adversity Quotient, Job Stress and Role Performance in High Technology Industry: Perceived Organizational Support as a Moderator. Abstract This study aims to explore the high-tech industry employees: (1) the relationship among adversity quotient, job stress, perceived organizational support and role performance. (2) the adversity quotient as a mediator between the job stress and role performance. (3) the moderating effect of perceived organizational support to job stress and role performacne. For the purposes of the study, the questionnaire survey was conducted for the employees in the south high tech industry. Total 111 supervisor questionnaires and 333 staff questionnaires were distributed to 44 high tech firms, where the role performance questionnaires were designed for pairs of supervisor and employees. And total 110 supervisor questionnaires and 330 staff questionnaires were returned and, after 2 supervisors¡¦ and 12 invalid staffs¡¦ questionnaires eliminated, a total of 108 supervisor and 318 staff valid sets of questionnairs have been collected in this study. The response rate of the valid questionnaires is 96.36%. The study adopts the following statistical analysis techniques: the confirmatory factor analysis (CFA), the reliability analysis, the descriptive statistics, the independent t-test, the one-way ANOVA, the structural equation modeling (SEM), the correlation analysis, and the hierarchical regression analysis. The primary findings are as follows: 1. Adversity quotient has significantly negative effect on job stress. 2. Adversity quotient has significantly positive effect on role performance. 3. Job stress has significantly negative effect on role performance. 4. Job stress has mediating effect on the relationship between adversity quotient and role performance. 5. Perceived organizational support does not have significantly moderate effect between job stress and role performance. This study concludes by discussing for the implications of major findings, which would be a reference to the academy and industries, and make suggestions for further studies. Keywords: Adversity Quotient , Job Stress , Percevied Orgnaizational Support, Role Performance, In-Role Behavior, OCB-Individual, OCB-Organization

The nursing staffs play an extraordinary important role of looking after the patients in the medical service. However, short of nursing staffs in the last couple of years in Taiwan, is a very serious problem, which leads both of the medical service environment and the clinical nursing into a difficult position. The outflow of nursing personnel is an international issue. Therefore, how to keep their nursing staff is the primary job for each hospital. If we can know the factors of the fluctuation before layoff, we can improve and change them to reduce, or even prevent the layoff. The main purpose of this study is to find the decisive factors of the nursing staffs turnover intention , why they want to quit their job. This research picks the questionnaire survey. And the survey object is the non-manager nursing staffs in a medical center in Kaohsiung city. To reduce the influences of the common method variation (CMV), we collect the samples with the method of two-wave bands. We have selected 545 persons altogether to fill the questionnaire, and 358 persons have completed effectively the two questionnaires. The final effective returns-ration is 65,7%. We have analyzed the returned questionnaires by the SPSS17 edition of statistics software, and have confirmed the supposition by the mean value, the standard deviation, the t-test, the one-way ANOVA, the Pierson correlation analysis and the hierarchical regression analysis. In view of the influence factors of the turnover intention for the nursing staffs: self-efficacy, organizational commitment, job stress, job satisfaction and burnout ...ect. We have confirmed the results by the statistical analysis as follows: 1. Self-efficacy natively affects on turnover intention. 2. There is relationship between organization commitment and turnover intention (Affective commitment and continuance commitment natively affects on turnover intention¡FNormative commitment positively affects on turnover intention). 3. There is relationship between job stress and turnover intention (Job demand positively affects on turnover intention). 4. Job satisfaction natively affects on turnover intention. 5. There is relationship between burnout and turnover intention (Emotional exhaustion positively affects on turnover intention). 6. There is remarkable difference between the nursing staffs¡¦ age and turnover intention. There is remarkable difference between the nursing staffs¡¦ work change and turnover intention. 7. The organization commitment is the determinants of the nursing staffs¡¦ turnover intention. 8. Self-efficacy, organization commitment, job stress, job satisfaction and burnout are related to one another.

Despite the launching of e-service by household registration offices, there have been few studies and examples associated with the organization streamlining. This study constructs a research framework for changes in Taiwan¡¦s first household registration office organization structure resulting from township/city consolidation, as well as the resulting work stress, and explores the correlation between members¡¦ cognition concerning their organization¡¦s merger and their work stress after the merger with organizations possessing similar functions. This study is a qualitative research, in which the staff members of Donggang Household Registration Office, Pingtung County, are taken as the subjects for in-depth interviews. Interview data analysis and research hypothesis are employed for verification. This case study focuses on structural change. An examination of the potential stress factors after organization structure change finds that, after the merger, the staff members did not have to learn new skills, nor were their work routines or workplace locations changed, in adapting to the new organization. Only high-level supervisors were impacted because fewer of them were needed after the merger. Accordingly, the merger of household registration offices with similar functions did not have a significant effect on work stress for most staff members.

This investigation uses the model proposed by Ferris et al.(1989)to study the relationships among the perceptions of organizational politics, organizational influences, work environment influences, personal influences, & study the relationships among the perceptions of organizational politics, job satisfaction , job stress, organizational commitment ,work performance , job involvement, organization citizenship behavior ,turnover intention. Understanding & perceived of control as moderators to influence perceptions of organizational politics & outcome variables were examined. The sample consisted of 2559 employee selected from 36 organizations of 9 industries in Taiwan. The data were analyzed by applying statistical methods, including factor analysis, reliability, correlation, regression & multiple linear regression. The major findings of this study are as fallow: Perceptions of organizational politics were found have a negative relationship with organizational influences, & positive relationship with Machiavellians & hierarchical level of personal influences as well. Perceptions of organizational politics were found have a positive relationship with job stress. Understanding & perceived of control as moderators of the relationships between perceptions of organizational politics & employee¡¦s work performance, organization citizenship. Perceived of control as a moderator of the relationships between perceptions of organizational politics & job satisfaction, job stress, organizational commitment, and work performance, organization citizenship behavior.

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.

The Perceptions of Politics Scale (POPS) that the researchers use to measure organizational politics vary greatly among different scholars of different countries. Even the inventors, (Kacmer & Ferris) themselves were inconsistent in using the measurement scales. Therefore, the motive and purpose of this study were to construct generalizability, confirmation, validity scale, the predictive relations between the perceptions of organizational politics and job stress, effect of the cross-sample and cross-circumstance so as to apply the model to other sampling population, hoping to faithfully reflecting the variables observed in them. This study used the scale of 26 items collected by Dr. Ho Chin-ming et al. using the statistics of 2002 and 2003 measured among 36 organizations of 9 industries in Taiwan. A total of 6,143 questionnaires (return rate of 63.44%) were used. Up to 82.9% of the valid questionnaires were adopted in the final analysis. The data were analyzed by applying statistical methods, including item analysis, reliability (Cronbach¡¦s £\), consistency corrected item-total correlation, alpha if item deleted and exploratory factor analysis for data-reduction. The structural model for POPS was empirically derived and developed. Model development strategy was used to choose the best from four measurement models, all 25 items mapping to one factor (perceptions of organizational politics), five factors retained, three factors retained (19 items), four factor retained (17 items). All were competing models. One measurement model was job stress. First order of hybrid model and second order of hybrid model forecast relationship between the perceptions of organizational politics and job stress. The result of hybrid model factors produced the most parsimonious set of items of acceptable reliability as the best model chosen. Models needed to follow, model specification, parameter estimates ( factors were analyzed and mean values for each item across the factors were calculated ), model identification, t-rule and overall model-fit (e.g., absolute fit indexes: £q2, df, GFI, SRMR, RMSEA & ECVI; relative fit indexes: NFI, NNFI, CFI, IFI & RFI; parsimonious fit indexes: PNFI, PGFI, AIC, CN & Normed £q2) using the available LISREL indicators. The result of using discriminating validity measure ¡¨supervisor behavior¡¨ and ¡§coworker and clique behavior¡¨ indicates that they are different constructs. Criterion-related validity measure is also distinct form criterion. Discriminate validity measures three factor and four factor model which are unidimension. The chi-square difference test comparison of three and four factor model is significant. Indicators of AIC, ECVI, CAIC and double cross-validation indicate the first order hybrid model is the best model chosen by the study. Loose replication strategy and tight replication strategy of cross-validation indicate model effect of the cross-sample and cross-circumstance and extension to other sampling population.

In Republic of China, Labor Pension Act (to be called the New Mechanism for short in the following) was officially carried out in July 1, 2005. Being different from the Labor Standards Act (to be called the Old Mechanism for short in the following), the biggest feature of the new mechanism is that the retirement fund is portable. However, with the new mechanism , people are guaranteed to receive the retirement fund while they will get more money if they choose the old mechanism . Therefore, the problem of how to choose the suitable mechanism for the employees who were hired before July 1, 2005 has been discussed. Generally, if the employee doesn¡¦t have the intention to change his job, and has more confidence to his company, he should choose the old mechanism . On the contrary, he should choose the new mechanism . Thus, whether the employee chooses the new or old mechanism seems to become the important reference for the employer to test the employee¡¦s royalty and confidence toward the company. Someone even predicted that the implementation of the new mechanism would symbolize the coming of job changing boom. This report is based on the actual research of enterprises, and tries to understand and investigate the connection between employees and job stress, job satisfaction, and organization commitment. Moreover, based on the unstable character of individual, this report is trying to prove and understand if there is an obvious difference between the influence of job stress, job satisfaction, organization commitment, and the willing of changing job to make the employees choose the old or new mechanism . This is to provide the reference for enterprises to make plans for the human resources. Through this research, I found out the following in certain cases: 1. There is an obvious connection among the employees¡¦ job stress, job satisfaction, and organization commitment. 2. Job satisfaction and organization commitment have obvious influence to one¡¦s willing to change jobs. 3. The employees who change their mind to choose either the new policy or the old policy have obvious difference to the influence of job satisfaction, organization commitment, the willing of changing jobs, etc

ABSTRACT Employee is important human resource in the organization, It plays the important role among organizational development and product performance, So organizational behavior of employee must be emphasized, To probe on survivor¡¦s employee job stress for privatization of government enterprise is still worth researching. Data analysis on software package of SPSS 9.0 for window used personal computer in this study. Method of analysis has description analysis, factor, correlation analysis, multi-regression, hierarchy multi-regression and ANOVA analysis. The important discoveries of this research is described as follow: 1. There are significant positive correlation between stressor and job stress, It is more influential for job stress that focus on business performance after privatization, role conflict and role ambiguity. 2. The lowest job stress that below junior high school than others, the highest job stress that investment and development department than others. 3. Higher job stress that type A than type B and external control than internal control. 4. The interaction of role conflict with locus of control has effect of moderation to job stress. 5. Difference of stressor due to different personal variables. (1)There are single, less than fifty years old, product staff, less than fifteen years service, below high school degree, Hualien staff , Who consider that stressor due to physical environment. (2)There are male, engineer, investment and development department, Hsinchu staff, Who consider that stressor due to work load. (3)There are engineer, less than forty years old, below junior college degree, Who consider that stressor due to business performance after privatization. (4)There are less than forty years old, general staff, Who consider that stressor due to role ambiguity. (5)There are investment and development department, Hsinchu staff, Who consider that stressor due to role conflict. According to conclusion of study ,The related suggestion to employee and enterprise could be give the benefit of stress management for employee and it also improve work environment that would decrease bad environment factor which induced job stress.

For managing an enterprise, the exterior must face the fast changes of markets, technologies, and customers and the interior must communicate and coordinate among superiors, colleagues, and subordinates. Under the allocation of limited resources, members in organization usually utilize their own power to acquire the extra-benefits for protecting their own or group¡¦s benefits. The frequency and strength of political behavior occurred in the organization depend on the factors such as organizational framework and environment to be varied. Among these factors, the employee mindset is a major problem ¡]Tushman¡A1977¡^. The study uses Perceptions of Organizational Politics Model developed by Ferris et al.¡]1989¡^as research frame to discuss the effects of perception of organizational politics on job satisfaction, job pressure, Job involvement, and turnover tendency of organizational employees: do Perceptions of Organizational Politics vary in different industries and if there is a difference in the degree of Perception of Organizational Politics of employee¡¦s behavior in different industries. In the study, Perceptions of Organizational Politics Scale (POPS) totals 26 items which adopt 15 items from POPS of Kacmar & Carlson (1992) plus 11 items out of 31 items of Kacmar & Ferris (1992). After factor analysis, the POPS is divided into four perspectives: ¡§superior behavior¡¨, ¡§go along to get ahead¡¨, ¡§promotion and difference between policy practice and execution ¡¨ and ¡§coworker and clique behavior¡¨. The objectives of the study are ¡§public and private hospital¡¨, ¡§private high technology industry¡¨, ¡§private traditional manufacturing industry¡¨, ¡§public service industry¡¨, ¡§government agency¡¨ and ¡§public and private school¡¨. A total of 1141 questionnaires were mailed to the firms of industries described above, among the returned, 935 questionnaires were effective. The data were analyzed by Correlation Analysis, Reliability Analysis, Factor analysis, ANOVA , and Regression Analysis. The results show as the followings: 1. ¡§Sex¡¨, ¡§Age¡¨, ¡§education level¡¨ and ¡§tenure¡¨ of individual variables have no significant difference in Perceptions of Organizational Politics. 2. The results of the whole sample analysis confirm that Perceptions of Organizational Politics in the elementary employees are higher than that in the superiors. 3. In the study of cross-organizational comparison, It is found that in different industries Perceptions of Organizational Politics indeed cause negative effects on job satisfaction and job involvement, which make employees produce job pressure and increase the intention to leave. 4. The degree of Perceptions of Organizational Politics in employees varies in different industries, among surveyed industries, the Perceptions of Organizational Politics in ¡§public and private hospital¡¨ are highest. 5. ¡§Superior behavior¡¨ is the most important reason to cause employees¡¦ job unsatisfaction, job pressure and turnover tendency in different industries. 6. The study shows that ¡§coworker and clique behavior¡¨ has no significant effect on employee¡¦s job satisfaction, job involvement and turn over tendency, however, it is the main source of employee¡¦s job pressure in ¡§private high technology industry ¡¨and ¡§government agency¡¨. 7. ¡§Salary, Promotion and difference between policy practice and execution ¡¨ is the major reason for employees in ¡§private traditional manufacturing industry¡¨ to decease the intention of job involvement. It means that employees in ¡§private traditional manufacturing industry¡¨ than that in other industries care salary, promotion and difference between policy practice and execution. 8. Employees in ¡§public service industry¡¨ and ¡§public and private school¡¨ have higher level of job satisfaction than other surveyed industries. 9. Employees in ¡§public and private hospital¡¨, ¡§private traditional manufacturing industry¡¨ and ¡§private high technology industry¡¨ have higher job pressure than other surveyed industries. 10. Employees in ¡§private high technology industry¡¨, ¡§public and private school¡¨ and ¡§public service industry¡¨ have higher intention of job involvement than other surveyed industries. 11. Employees in ¡§private traditional manufacturing industry¡¨ and ¡§public and private hospital¡¨ have higher turnover tendency than other industries. The results of the study confirm that Perceptions of Organizational Politics indeed cause negative effects on employee¡¦s job satisfaction and job involvement, bring employees job pressure, result in decrease of job morale, and further increase the intention to leave. At this time, it depends on managers how to develop their own creativity and carry out strategic integration to gather the organizational members together. So a high performance team can be built to increase the competitive ability of the enterprise.