This study explores whether the third-person effect caused by the Pap smear advertisements appear & if they turn viewers into actions. The degree that the advertisements effect on third-person effect is focused, as a reference for the government when they¡¦d like to make more effective advertisements, instead of putting all the slogans & appeals together. The result shows: Advertising appeal¡]positive / negative¡^ & direct / indirect wording influences third/first-person effect ,while sexual attitude of audience doesn¡¦t. Because of the privacy of pap smear test, the research didn¡¦t find the relation between third/first person perception & behavior intention.

The goal of this research is to investigate the common properties of the transformation of the social studies area competence indicator into teaching objectives for elementary school. The competence indicators for the first, second, and third learning stage in the area of ¡§person-space¡¨ were considered in this research. The method of content analysis was used to compare the corresponding teaching objectives amongst a collection of textbook for these competence indicators. A number of surveys were conducted using a Delphi based questionnaire to gather the opinions of elementary school curriculum developers, textbook publishers and reviewers, and the field teachers on the transformation of the competence indicators for the first, second, and third learning stage in the area of ¡§person-space¡¨ into the corresponding teaching objectives contained in these textbook. The main findings of this research are following: 1.The transformation are usually made by first analyzing the level of competence and the core concept aspects of the competence indicator and then followed by the actual construction of the feasible teaching objectives derived based on the results of such analysis. 2.For the elementary school social studies area of ¡§person-space¡¨, the transformations of the competence indicator for the area subject axis made by the various editor groups of these textbook were different not only in the number but also in the feasibility and concept of the resulting teaching objectives. The different might be resulted from the various approaches took by the editor groups to analyze and interpret the indicators. 3. Three survey, each using a Delphi based questionnaire, were conducted to gather opinions on the transformations made for the social studies area of ¡§person-space¡¨ from the curriculum expert and scholars, textbook editors and publishers, textbook reviewers, and elementary school field teachers. The result indicated that the four groups gradually gained the consensus on the transformations made for a total of 20 competence indicators and the resulting teaching objectives. For the analysis of competence indicators, all four groups achieved the agreement in the aspect of competence; and in the aspect of core concept, all four groups achieve the mutual agreement in all but three core concepts. As for the analysis of teaching objectives, all four groups obtained the consensus in all but eight of the objectives. 4. Additional analyses using the ANOVA method were performed for those core concepts and teaching objectives that the agreement was not reached. The results of comparison indicated that the group of curriculum experts and scholars and the group of elementary school field teachers were significantly different in the approval degree aspect. The group of curriculum experts and scholars and the elementary school field teachers were significantly different in the teaching objectives aspect. Finally, based on the findings of this research, some suggestions on the transformation of the competence indicators for the first, second, and third learning stage in the elementary school social studies area of ¡§person-space¡¨ will be proposed and made available to the field teachers, curriculum developers, textbook publishers and the reviewers, and the later researchers for their reference.

Abstract This article brings together some themes in organizational behavior: (1) the application of ¡§Q-sorts¡¨ approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan. We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level. Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.

ABSTRACT In Taiwan, the private sector has played an important role in the development of the contemporary economy. Most of these companies are family-owned and are facing the challenge to transform themselves into professionally run corporate families because of the competition brought forth by the globalization of the world economy. The San-Shing Company has been a leader in the fastener industry and served as a good model of successful transformation from a family-owned company into a corporate family. Our study shows this success can be attributed to the following reasons. First, a family-owned company¡¦ financial crisis serves as a catalyst for transformation. Next, the role of the management team is critical. The team must succeed in securing the financial support while at the time severe the influence of the family owners. It team must also manage to maintain a high level of employee royalty. Finally, a strong support from the banks is necessary to provide not only financial support but also advices to the transformation.

The purpose of the present study was to investigate the differences among the human figure drawings (HFDs) of individuals diagnosed with Obsessive-Compulsive Disorder (OCD), Tourette Syndrome (TS), Attention Deficit Hyperactivity Disorder (ADHD), and Normal Controls. Males and females (N=161), ranging in age from 7.0 to 58.9 years, diagnosed with OCD, TS, ADHD, and individuals with no diagnosis were administered the Draw-A-Person (DAP; Machover, 1949), a human figure drawing task. Analyses were conducted to evaluate relationships between several variables: sex of participant, age, detail, emotional indicators, symptom severity, and sex of figure drawn. Results provided support for the hypothesis that males would draw a same sex figure more often than females, and that males would include more anxiety indicators than females. Results also provided support for the hypothesis that younger participants would include more unusual characteristics in HFDs, although the variance explained was minimal. The hypothesis that symptom severity would influence HFD characteristics was not supported, nor was the hypothesis that sex of participant would influence inclusion of detail. Several of the regression analyses of the smaller clinical groups were statistically significant, yet these results should be interpreted with caution due to the small number of cases used for the analysis.

The study divides Person-Job fit into 3 fits: Demand-Ability fit, Value-Supply fit and Self-concept-Job fit. These three fits are independent variables. Job safety, pay satisfaction and job satisfaction are dependent variables. The study tests that the impact of the three independent variables being on the three dependent variables.The results of the study are as following: 1. The correlations of variables (1)There is a significant positive relation between D-A fit and job safety (2)V-S fit has a significant positive relation among job safety, paysatisfaction and job satisfaction. (3)SC-J fit has a significant positive relation with SC-J fit, job safety,pay satisfaction and job satisfaction 2. The impact of three fits on job safety, pay satisfaction and job satisfaction (1)D-A fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction (2)V-S fit has the greatest impact on pay satisfaction; the second greatest impact on job safety; the least on job safety. (3)SC-J fit has the greatest impact on job safety; the second greatest impact on job satisfaction; the least on pay satisfaction.

Investors should seriously assess and consider investment objects when they are proceeding domestically newly-issued equity funds investment. According to this study, the returns of domestically newly-issued equity funds are negative whether they are invested locally or overseas. If we take excess returns into account, the returns rate will be lower. General excess returns¡]systematic risk BETA¡^¡Bnet flow rate ¡]Flow¡^¡Bequity funds turnover rate¡]Turn¡^¡Baverage investment amount per person¡]AVG¡^etc. four factors are listed in this study. The past ten-year excess returns of domestically newly-issued equity funds are researched the correlationship of these variables. The empirical results show:there is a positively significant relationship risk, the higher the systematic risk is, the better the funds¡¦ performance is. Funds excess returns are positively significantly related with equity funds turnover rate; the situation represents: the more active this month investment objects are the better this month performance is. The relationship between equity funds excess returns and net flow rate is statistically insignificant; no matter what the net buying amount of this month is higher or lower than last month funds assets scale, the performance of the funds is not affected. The relationship between funds excess returns and investment amount is statistically insignificant. As far as domestically newly-issued international equity funds are concerned, funds excess returns are statistically insignificant with systematic risk, net flow rate and funds turnover rate, that is, the performance of international equity funds is not affected by domestical systematic risk, net flow rate and fund turnover rate. Funds excess return rate is negatively significantly related with the investment amount per person, that is, the bigger the net funds assets scale or the smaller the beneficiaries of the funds is, the worse the performance of the funds is. In other words, when topical news¡]for example BDI index fluctuations¡B the rise of BRICs¡B the large scale epidmic¡^ferment,the international equity funds commodity which is enjoying busy trading will result in loss in the first year-end after investing, it verifies the proverb¡XDon¡¦t go to the place where many persons gatter.

A lot of scholars has researched on the ¡§Person-Organization fit¡¨ for the general concept discussion, but most of P-O fit focus on the goal, value, culture of organization if it can attract some different kinds of persons and affect the choice of selecting job. The study wants to further research on when the P-O fit candidate enters in the company, whether the organizational commitment will interference with self-monitoring and perceived organizational support or not. For High-Tech industry plays most important role of economics grows; therefore, the study is focus on the newcomer of High-Tech industry to research if the self-monitoring and perceived organizational support affects P-O fit on organizational commitment or not and hope it may help companies enhance the competition ability. There are two main purposes of this study; one is to understand the effect of P-O fit on organizational commitment, another is to understand the interference effect with self-monitoring and perceived organizational support on P-O fit and organization commitment. The study is using the 25 items of P-O fit questionnaire which simplified by Ke-Wei Wu(2008), choosing the newcomer of High-Tech industry to be test sample, the total number of issuing questionnaire are 160, the number of retrieve are 138(the retrieve rate is 86.25%), and the number of valid are 132. The study uses the correlation and regression analysis of SPSS to examine, finding out the result of¡G 1.Self-monitoring has negative interference effect with P-O fit on retention commitment; it means the level of self-monitoring will interference the level of P-O fit on retention commitment. 2.Perceived organizational support has no positive interference effect with P-O fit on organizational commitment; it means the level of P-O fit on organizational commitment will not interference with the perceived organizational support.

Thesis (Ph. D.)--University of Chicago, Divinity School, June 2001. / Includes bibliographical references. Also available on the Internet.

Zugl.: Erfurt, Univ., Diss., 2009