The employee¡¦s perceptions of organizational politics will increase due to the ¡§uncertainty¡¨ of environment and ¡§scarcity¡¨ of resources. It will also affect employee¡¦s attitude and behavior. This study is based on the revision model of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We investigate the relationship between the perceptions of organizational politics, the organizational citizenship behavior, and the organizational cynicism. Finally we further confirm the mediating effects of organizational cynicism. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. We further use of the structural equation modeling (SEM) to measure the relationship amongst the constructs. The perceptions of organizational politics have been reduced to three factors: general political behavior, going along to get ahead and pay and promotion policies. The major results of this study are as fallowing: 1.The pay and promotion policies had negative effect on the organizational citizenship behavior. 2.The perceptions of organizational politics had positive effect on the organizational cynicism. 3.The organizational cynicism had negative effect on the organizational citizenship behavior. 4.The perceptions of organizational politics had an indirect negative effect, through the mediating effects of organizational cynicism, in the organizational citizenship behavior.

The purpose of this study aimed at investigating the relations among Perceived Organizational Support (POS), Leader-Member Exchange (LMX), Service-Oriented Organizational Citizenship Behavior (OCBs) and Service Climate in Taiwan¡¦s convenience stores. The samples of this research are from one of main four convenience stores in Taiwan. Questionnaires were sent to 720 people for survey and a total of 612 responses were received. After checking for completeness, 582 responses were valid date. The data was analyzed by factor analysis, reliability analysis, and measured by LISREL model to examine the relationship among the constructs. The major result of this study is as following: 1. Perceived organizational support and leader-member exchange has positive effect on service-oriented organizational citizenship behaviors. 2. Service climate has positive effect on service-oriented organizational citizenship behaviors. 3. Perceived organizational support and service climate moderate positively service-oriented organizational citizenship behaviors. 4. Leader-member exchange and service climate don¡¦t moderate positively on service-oriented organizational citizenship behaviors.

Since Taiwan has rescinded martial law, the Non-Profit Organizations (NPOs) are blustery, vigorous development, regardless of all has the obvious growth in quantity or in the social influence. However, based on Harris¡¦ investigation, the outside funding source for NPOs has been declining dramatically since 1984. In this case, if NPOs cannot manage and control well, they won¡¦t be able to accomplish their organizational goal. Therefore, how to maintain the good organization achievements in multitudinous NPOs? In management control system(MCS) field, it has not many research to discuss about what type of MCS which Non-Profit Organizations is. The target of this study is the members of the Non-Profit Organizations¡¦(NPO) employees in Taiwan. To fulfill the purpose, survey research is selected as the main method of this study. The study is focused on the relations between the management control system, organizational citizenship behavior and organization trust.The purpose is to provide the NPO managers with reference materials of use management control system to boosting organizational citizenship behavior. The conclusion is as follows: 1.Clan control is the major management control system in educational foundation. 2.The clan control and organizational citizenship behavior have extremely positive correlation; the clan control and organization trust have extremely positive correlation; the organization trust and organizational citizenship behavior have extremely positive correlation. 3.The locus of control is not a moderator role of organizational citizenship behavior.

According to the report, in the year 2008 there are more than 14,000 Employees' Welfare Committees, which proves Employees' Welfare Committee plays an important role between the employers and the employees in Taiwan . Therefore, in this study, we will try to compare two groups of people (participant and non-participant) to differentiate the differences in PSS (perceived supervisor support) , POS ( perceived organizational support) and OCBs ( organizational citizenship behavior ). Besides, we will also exanimate the composition of Employees' Welfare Committee to see if the people who have participated in Employees' Welfare Committee will trigger higher POS or PSS, and with a higher PSS or POS. Employees will be more motivated in their job performance and will work beyond the responsibilities given . This survey shows that the differences in PSS and POS between the two groups are not significant, however, the participated group in one dimension of OCBs ¢w Organizational Identification is significant. The further analysis shows that the number of members, the way of election, the welfares offered by the committee will have positive relationships with PSS and POS by assigning the HR to the committee. What¡¦s more, if the organizations can make good use of these components to let their employees perceive and understand how their organizations or supervisors put efforts on them when they participate in the Welfare Committee. Furthermore to influence employees to exhibit behavior which is not explicitly recognized by formal reward system but expected to be positively related to measures of organizational effects.

This investigation uses the model proposed by Ferris et al.¡]1989¡^, the sample consisted of 802 employees selected from a big organizations in Taiwan. The data were analyzed by applying statistical methods, including factor analysis, reliability, correlation and multiple linear regressions. The process of study was divided into two stages and carry on real example analysis and accordance with the analysis result to offer management suggestions. In the first stage, studying the relationships among the perceptions of organizational politics , employee¡¦s personal influences¡Morganizational influences¡Mjob/work environment influences in T company. In the second stage, studying the relationships among the perceptions of organizational politics and organizational citizenship within T Company. The results of this study in summary are: 1. Personal factor has effects on POPs with respect to all its three dimensions. 2. Organizational factor has effects on POPs with respect to all its three dimensions. 3. POPs has effects on Organizational Citizenship Behavior with respect to all its three dimensions.

As the growing living standard, the public have higher and higher expectation to the health-care service. On the other hand, under the pressure of cost and budget limitation, the hospitals would like to enhance the competitively have to promote their service quality. Research has indicated that the nursing personnel¡¦s working attitude and behavior has significant influence to the patient¡¦s impression. For this reason, it is necessary to clarify what is the factor that would affect nursing personnel¡¦s service behavior. This research used the method of questionnaire survey, and collected the data from 8 hospitals. In this study, transformational leadership is used as the independent variables, organizational commitment is used as the mediate variable, psychological empowerment is used as the moderate variable, and customer-oriented organizational citizenship behavior is used as the dependent variable. The purpose of this research is mainly to find out the relationship among transformational leadership ,organizational commitment, and customer-oriented organizational citizenship behavior. Furthermore, using the psychological empowerment as the interfered variable, the study would investigate the effect the psychological empowerment to transformational leadership, organizational commitment, and customer-oriented organizational citizenship behavior. The important discoveries are stated separately as follows: (1) Transformational leadership is positively significant to customer-oriented organizational citizenship behavior. (2) Organizational commitment has influences to customer-oriented organizational citizenship behavior. (3) Transformational leadership is positively significant to organizational commitment. (4) Organizational commitment is found to have a partial mediating effect between transformational leadership and customer-oriented organizational citizenship behavior. (5) Psychological empowerment is found to have a partial moderating effect between transformational leadership and customer-oriented organizational citizenship behavior. According to the results of research, some suggestions are provided: (1) Reinforce the transformational leadership to promote the nursing personnel¡¦s organizational commitment. (2) The supervisor should emphases on the vision of providing excellent service quality to encourage the nursing personnel¡¦s customer-oriented organizational citizenship behavior. (3) Empower the nursing personnel and educate them knowledge and skills that are needed to delivery better service. (4) Value the feedback system for service performance.

The associations between personality, impression management, and organization citizen behavior are discussed. The questionnaire used at current study is designed cross-sectional, containing Self-Monitoring Scale, Machiavellianism Scale, Self-Efficacy Scale, Impression Management Scale, and Organizational Citizenship Behavior Scale, administered to 247 supervisors and 247 employees. The validate response rate was 96.1%. Multivariate analytical results indicated that the differentiations between employees might affect their involvement with impression management; supplication and intimidate tactics may be the intervening variables between Machiavellianism and Organizational Citizenship Behavior; General & Specific Self-Efficacy would directly influence Organizational Citizenship Behavior, which indicates the supervisors¡¦ perception of employees will directly affected by General & Specific Self-Efficacy.

The Research of Organizational Citizenship Behavior for Contracted Employees and Formal Employees in the Legislative Yuan¡ÐThe Moderating Effect of Organizational Justice Abstract The organizational citizenship behavior (OCB) is altruistic behavior beyond formal norms performed by members of an organization. Empirically, it has been established that OCB serves to lubricate within-organizational interactions, enhance organizational performance, improve service quality as well as customer satisfaction, and helps to prevent members from leaving the organization. Given these facts, OCB is especially important to the service-oriented public sector. Up to this stage, however, we have seen relatively few local discussions on how OCB can be affected by employment status, and even less on the moderating variables that influence the relationship between OCB and employment status. The purpose of this research is to study differences in organizational citizenship behavior between contracted and formal employees in the Legislative Yuan. Furhtermore, the study tries to explore how organizational justice moderates the impact employment status has on organizational citizenship behavior. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less conscientious,but not significantly different in the ¡§en-teamed¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨ variables. (2) The moderating effect of organizational justice is obvious. There are significant differences between contracted and formal employees in their ¡§en-team¡¨, ¡§conscientiousness¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨. Contracted employees scored lower than formal employees in these variables. Key words : Organizational Citizenship Behavior, Employment Status, Organizational Justice, Distributive justice, Formal procedural justice, Interactional justice

As we progress towards the era of knowledge economy, organizations become more dependent on the knowledge-based resources possessed by their employees. In the past, organizations are only concerned with employees¡¦ commitment to the company and hoping they perform citizenship behaviors in favor of the company. Nowadays, it is more important to know that employees also develop an overall belief concerning the extent to which organizations values and cares about them, which is called perceived organizational support. Mutual trust and commitment is needed to fulfill the expectations from the organizations and employees. The purpose of this study is to examine whether employees¡¦ perceptions of organizational support positively affect their commitment to the organization ; whether organizational commitment positively affect the extent to which employees perform citizenship behaviors ; whether commitment mediates the relationship between perceived organizational support and organizational citizenship behavior. After a survey directed at engineers in high-tech industries, results are as the following: (1) perceived organizational support increases employees¡¦ commitment to the organization ; (2) organizational commitment increases employees¡¦ citizenship behaviors ; (3) organizational commitment mediates the relationship between perceived organizational support and organizational citizenship behavior.

Organizational citizenship behaviors are extra-role behaviors that are costless to the organizations / however they play important roles in filling the gaps that are not prescribed in job descriptions or contracts of the employees. Organizational citizenship behaviors are important for lubricated functioning of the organizations. Although there are quite a number of studies on organizational citizenship behaviors, previous research has not considered identity salience among their antecedents. The main purpose of this study was to investigate the relationship between identity salience and organizational citizenship behaviors. The second purpose of this study was to investigate the moderating effect of occupational commitment on the relationship between identity salience and organizational citizenship behaviors. A survey was conducted at the project groups of seven companies and 13 non-profit organizations, each of which has multinational work-force. The number of the participants was 242. After the outlier analyses, 204 cases were left for further study. Regression analyses were performed on the data to test the relations of the variables. In line with the expectations, saliences of gender, national, and occupation identities negatively predicted several dimensions of organizational citizenship behaviors. Contrary to the expectations, occupational commitment did not moderate the relation between identity salience and organizational citizenship behaviors.