The purposes of this study were the relationship among Organizational Culture, Job Characteristics, and Organization Citizenship Behavior in the Aviation Industry of Taiwan. The questionnaire survey was adopted for the study. The samples included 1,000 employees who worked in aviation industry of Taiwan. The data were analyzed by the following statistical methods¡GStatistically analyzed, T-test, One-way ANOVA., Pearson product-moment correlation, multiple regression and hierarchical regression statistical techniques. The main findings in this study were: a. Organizational Culture and Organizational citizenship behaviors had positively correlation. Particularly, Innovative Culture had the best correlation with Organizational citizen behaviors. b. Organizational Culture had direct effect on Organizational citizen behaviors. Particularly, the influence of Innovative Culture had the notable effect on Organizational citizen behaviors.The Innovative Culture had significant prediction on the Conscientiusness, Civil Virtue ,Altrusim, Courtesy. c. Job characteristic and Organizational citizenship behaviors had positively correlation. Particularly, The Feedback of Task had the best correlation with Organizational citizen behaviors. d. Job characteristic had direct effect on Organizational citizenship behaviors.The Feedback of Task had significant prediction on Courtesy. The result showed that if the organization emphasizes the Feedback of Task in the work design, then staff's Courteous aspect displays can be higher. e. Job Characteristics and Organizational citizenship behaviors had positively correlation. Particularly ,Supportive culture had the best correlation with Dealing With Other. f. Job Characteristics had direct effect on Organizational Culture.Particularly, Autonomy had significant prediction on Support culture.It showed that organization culture was Support culture , then the staff¡¦s Autunomy aspect dispalyed higher. g. The result of interacted effect between Job Characteristics and Organizational Culture on the effectiveness of Organizational citizenship behaviors had partirlly direct effect. ¡]a¡^ Supportive Culture:When the airline was in the Support culture, its work Automomy higher, its staff ¡¥s Sportsmanship could be higher. ¡]b¡^ Innovative Culture: If the airline was in the Innovative Culture, when it adopted the high Feedback of Task, then the staff had more Altrusim. ¡]c¡^ Bureaucratic Culture:When the airline was Bureaucratic Culture, the higher Feedback of Task was adopted , the more Courtesy of staff ¡¥s behavior. Based on the above conclusions, this study offers some suggestions as the references for managers in Aviation Industry and researchers.

Taiwan¡¦s small and medium enterprises play an important role in the development of Taiwan economy, and the entrepreneurs and their wives predominate the growth of enterprises with no doubt. Generally, it is convinced that entrepreneur¡¦s wife that is so called ¡§Boss¡¦s Wife¡¨ not only gives the support to her husband in spirit but helps and gets involved in the management or enterprise. The objective of this study is to investigate the relationship between leadership and organizational citizenship organization considering the effect of boss¡¦s wife¡¦s management in Taiwan¡¦s small and medium enterprises. Both qualitative and quantitative methods are used is this study. Three intensive interviews were made to reveal the real sources of management participation from boss¡¦s wife and the reflection of organization citizenship behavior from the employees, and furthermore the implication between leadership and organizational citizenship behavior. Questionnaire survey is used to obtain quantitative data to exam the discovery from case study. Moreover, there is a need for a generic theory development that the contribution of the prosperity of Taiwan¡¦s small and medium enterprises is partly brought by Boss¡¦s Wife¡¦s leadership behavior. The findings are as follows: (1)Leadership behavior of benevolence and moral have positive correlation with organizational citizenship behavior. (2)Leadership behavior of authoritarianism has negative correlation with organizational citizenship behavior. (3)Participative management and leadership behavior have positive correlation. (4)Participative management and organizational citizenship behavior have positive correlation.

No matter how many points of view about the word of ¡§leadership¡¨, the constant components will contain three components: the supervisors, subordinates, and how interaction relations between the supervisors and subordinates. LEADER-MEMBER EXCHANGE (LMX THEORY) ¡VOften organizational researches have described the relationship between supervisors and subordinates in terms of it. Research has given that relationship considerable attention. In essence, LMX theory indicates the possibility that supervisors develop different forms of exchange relationships with their subordinates. LMX is the western theory, the development until now is the nearly 30 years. This model points that leaders do not use the same style or set of behaviors uniformly across all members or subordinates; instead, unique relationships or exchange develop with each member. High quality LMXs(referred to as ¡§in-group¡¨ exchanges in this model) are characterized by mutual trust and support, whereas low-quality LMXs(referred to as¡¨out-group¡¨exchanges) are based on simply fulfilling the employment contract. The purpose of this article is to focus on one individual characteristic or behavior, ingratiation that may be important to LMX development. Moreover, based on the view of impression management, we categorized the targets of employees¡¦ organizational citizenship behaviors into job, organization, coworkers and supervisors. A questionnaire investigation was adopted in this research. Accessible population targeted on companies defined as honorary trainers of SMEs by Small and Medium Enterprise Administration in Ministry of Economic Affairs. There¡¦re 500 questionnaires totally set out of which 301samples are effective samples. Exploratory factor analysis, multiple regression analysis, Pearson Analysis etc.are applied in the analysis and the result is as the below: 1. Among ingratiation, value and LMX presents positive influence. 2. Between LMX and Organization citizenship behavior presents positive influence. 3. Between ingratiation and Organization citizenship behavior presents positive influence. 4. Between value and Organization citizenship behavior presents positive influence. 5. Ingratiation will affect Organization citizenship behavior with LMX as mediating variables. 6. Value will affect Organization citizenship behavior with LMX as mediating variables.

General tax officers are important assets of government organization. Tax officers provide frontline service for people, therefore, their service quality and work performance have an influence on government image. The purpose of this study is to explore the relation between tax officers¡¦ perceived organizational support (POS) and organization citizenship behavior (OCB). Furthermore, we want to realize whether tax officers¡¦ voluntary workers motivations (VWM) have mediation between POS and OCB. In this study, expectations through literature review and empirical study to explore the POS,VWM , and OCB on the view of the perspective taking with prosocial motivation, providing suggestions to the tax authorities and the relevant organization. This study is the case of Revenue Service East and West District Office, Kaohsiung City. There are 481 valid questionnaires, including directors and staff. By means of reliability, validity, factor analysis, descriptive statistics, correlate analysis, we use hierarchical regression to realize research variables and verify hypothesis. The main conclusions of this study are as below: 1.Tax officers are able to develop highly OCB. There are no significant difference in staff cognition themselves as well as in directors¡¦ cognition to staff. 2. Tax officers¡¦ lower POS results in lower in-Role Behavior. 3. There is a certain difference in correlation between VWM and OCB. 4. Tax officers¡¦ attitude, cognition and behavior towards their work will produce significant change after participating in voluntary activities. According to the conclusion of this research, we propose suggestions to relative organizations as a reference.

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.

No description available.

This investigation uses the model proposed by Ferris et al.¡]1989¡^to study the relationships among the perceptions of organizational politics with job satisfaction, job stress, job involvement, work performance, turnover intention, organization citizenship behavior, organizational commitment. Understanding and perceived of control as moderators to influence perceptions of organizational politics & outcome variables were examined. The sample consisted of 2559 employees selected from 35 diverse organizations. The data were analyzed by applying statistical methods, including factor analysis, reliability analysis, correlation, regression and hierarchical regression analysis. The major results of this study are as follows. The perceptions of organizational politics have been reduced to three factors--general political behavior, going along to get ahead and the difference of policies & practices. Behavior of general politics were found have negative relationship with work performance and job involvement and positive relationship with job stress. The difference of policies & practice were found have negative relationship with job satisfaction, job involvement, organization citizenship behavior and organizational commitment and positive relationship with job stress, work performance and turnover intention. Understanding serves as moderators of the relationships between perceptions of organizational politics sub-dimension and job satisfaction, job stress, work performance, turnover intention, organization citizenship behavior, and organizational commitment. Perceived of control serves as a moderator of the relationships between perceptions of organizational politics sub-dimension and job stress, work performance, turnover intention, and organizational commitment.

Many free enterprises in the world, regardless the size of these businesses, have encountering the globally affected financial crises in the twenty-first century. Especially the enterprises in Taiwan, they are affected not only by international incidents but also by natural plagues such as 921 earthquake and SARS. Therefore, some members in these enterprises, for pursuing their own personal goals, acquiring self-advantages or authorities, meditate the ¡§political action¡¨ that may interfere other member¡¦s working attitude as well as their job performance. The purpose of this project was to assemble the documents about ¡§perceptions of organizational politics¡¨ from several scholars and professors. To accomplish the purpose, a review of collected information from the thirty selected organizations such as both public and private hospitals, government offices, banks, high-tech industry, manufactures was conducted. Additionally, Kacmar¡¦s (1992) 31 Assessment Sheet and Carlson (1997) 15 Assessment Sheet were applied to understand and study the connection among the employee¡¦s ¡§organizational politics perceptions¡¨, job satisfaction, job involvement, the pressure from work, the intention of demission, organizational commitment, and organization citizenship behavior in the enterprises. The result of the research are as followings: Three subscales were obtained from the ¡§Organizational Politics perceptions Sheet¡¨: 1.Political behavior between supervisors and co-workers 2.Go along to get ahead 3.The interval between policy and practice The affect of the outcomes of organizational politics perceptions. 1.Partially existence: dimensionality of organizational politics perceptions influences job satisfaction. 2.Partially existence: dimensionality of organizational politics perceptions influences job involvement. 3.Existence: dimensionality of organizational politics perceptions influences work pressure. 4.Partially existence: dimensionality of organizational politics perceptions influences demission intention. 5.Partially existence: dimensionality of organizational politics perceptions influences organizational commitment. 6.Partially existence: dimensionality of organizational politics perceptions influences organization citizenship behavior. Key words: perceptions of organizational politics, job satisfaction, job involvement, pressure from work, intention of demission, organizational commitment, organization citizenship behavior

The purpose of this paper is to discuss and find the coincidental consequences of the organizational politics perception model by clustering organizational politics perception groups. This investigation uses the model proposed by Ferris et al. (1989) to study the relationships between the perceptions of organizational politics, organizational influences, work environment influences, personal influences, and study the relationships between the perceptions of organizational politics, job satisfaction, job stress, organizational commitment, work performance, job involvement, organization citizenship behavior, and exit intention. The sample consisted of 2559 employee selected from 36 organizations covering 9 industrial sectors in Taiwan. The data was analyzed by applying statistical methods, including factor, reliability, correlation, regression and multiple linear regression analysis. The different groups of perception of organizational politics were found to have been involved in the relationship between organizational influences and some personal influences. Also the different groups of perception of organizational politics were involved in the relationships between perceptions of organizational politics and employee¡¦s work performance, job involvement, job stress, organization citizenship, job satisfaction, and organizational commitment.

本研究主旨在於瞭解臺北市國民小學校長分布式領導、兼任行政教師情緒勞務與組織公民行為之現況，並分析不同背景變項之教師在知覺校長分布式領導、兼任行政教師情緒勞務與組織公民行為時產生的不同差異情形，且探討三者之間的關係，最後藉由校長分布式領導與兼任行政教師情緒勞務對其組織公民行為進行預測。 本研究採調查研究法，共計抽樣84所學校，發出540份問卷，回收451份問卷，其中有效問卷414份，問卷有效率達91.8%。資料處理分別以描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾遜積差相關及多元逐步迴歸分析等統計方式進行統計分析。 本研究獲致以下之結論： 一、臺北市國民小學兼任行政教師知覺校長分布式領導為中高程度，以「校長專業自信與謙遜」之知覺程度為最高，「營造適當的變革時機」之知覺程度為最低。 二、臺北市國民小學兼任行政教師在其情緒勞務的知覺為中高程度，以「真誠演出」的知覺為最高，「深層演出」之知覺為最低。 三、臺北市國民小學兼任行政教師有中高程度之組織公民行為表現，以「敬業行為」之表現為最高，「工作要求高標準」的表現為最低。 四、臺北市國民小學兼任行政教師，因其性別、擔任職務、教育程度、學校規模、學校歷史之不同，而有不同的校長分布式領導知覺感受，以男性、擔任主任、研究所以上、學校規模在49班(含)以上、學校歷史在41-60年之教師知覺程度較高。 五、臺北市國民小學兼任行政教師，因其服務年資、擔任職務及學校規模之不同，而對於其情緒勞務之知覺感受有所不同，以服務年資21年(含)以上、擔任主任及學校規模在49班(含)以上之教師知覺程度較高。 六、臺北市國民小學兼任行政教師，因其年齡、服務年資、擔任職務及學校規模之不同，而展現出不同程度的教師組織公民行為，以51歲(含)以上、服務年資為21年(含)以上、擔任組長及學校規模為49班(含)以上之教師表現程度較高。 七、臺北市國民小學校長分布式領導、兼任行政教師情緒勞務與組織公民行為之知覺及各層面，彼此間具有正相關的關係。 八、臺北市國民小學兼任行政教師情緒勞務對教師組織公民行為整體及各層面具有預測作用，而校長分布式領導之層面「建構明確的績效責任」及「校長專業自信與謙遜」則對教師組織公民行為之「尊重學校體制」、「工作要求高標準」具有預測作用。 　　最後依據研究結果與結論，提出具體建議，以供教育行政機關、學校校長與兼任行政教師以及未來研究的參考。 關鍵字：分布式領導、教師情緒勞務、組織公民行為 / The study aims to investigate the current situation of the elementary school principal’s distributed leadership, administrations teacher’s emotional labor and organization citizenship behavior in Taipei City, and then analyze the administrative teachers in different background variables when they are conscious of the elementary school principal’s distributed leadership, administrations teacher’s emotional labor and organization citizenship behavior, and then explore the relationship among the three variables. In the end, the study through principal’s distributed leadership and administrative teachers’ emotional labor forecast the organization citizenship behavior. Questionnaire survey method is adopted in this study. The samples include 84 schools and 540 questionnaires were distributed. 451 questionnaires were returned. There were 414 valid questionnaires used in the statistic analysis and the usable rate is 91.8%. All data processing were analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation , Multiple regression. The conclusions are as follows： 1. Elementary school administrative teachers’ perception of principal’s distributed leadership is above average , in which the item “principals’ self-confidence and humility” was the highest, and “creating a timing of trust” was the lowest. 2. Elementary school administrative teachers’ perception of teachers’ emotional labor is above average, in which the item “sincere performances” was the highest, and “deep acting” was the lowest. 3. Elementary school administrative teachers’ perception of teachers’ organizational citizenship behavior is above average and then the “dedication to the work” was the highest, and “highly working standards” was the lowest. 4. There are significant differences in the elementary school teachers’ perception of principal’s distributed leadership in terms of sex, position, bachelor of science, scale of school, and age of school. 5. There are significant differences in the elementary school teachers’ perception of teachers’ emotional labor in terms of years of service, position and scale of school. 6. There are significant differences in the elementary school teachers’ perception of teachers’ organizational citizenship behavior in terms of age, years of service, position and the scale of school. 7. There is positive correlation among the principals’ distributed, administrations teacher’s emotional labor and organization citizenship behavior. 8. Administrations teacher’s emotional labor have a predictive effect on teachers’ organization citizenship behavior. Keywords: distributed leadership, teacher’s emotional labor, organization citizenship behavior