Abstract Studies on the Relationship between Job Characteristics Model and Work Satisfaction the employee in a national university as a research objective In universities, employees are the heart of administrative actions and human resources, in particular, they are the front-runners in lifting competition. Therefore, the sensational degree of work satisfaction in employees will affect the degree that individuals participate in an organization. Based on the job characteristics model shown by Hackman and Oldham¡]1975¡^, when job characteristics is affected by certain psychological status, employees will be chain-reacted in the results of individuals and work. The study has based on the related research that domestic and international scholars perform in the relationship between job characteristics and work satisfaction. It is also based on the organizational promise, work pressure and human relationship as individual variables to study the connection between job characteristics and work satisfaction of a national university employee. The following results have been found: 1. University employees are directly and significantly affected or differences in organizational commitment, human relationship and work satisfaction due to differences of job characteristics. 2. Indirect and significant effects were found among organizational commitment, human relationship and work satisfaction, when job characteristics are studied in work satisfaction through these three variables. In summary, based on the findings of this study, ¡¨humans¡¨ are reminded to be the heart of organizational competition in the school¡¦s every management levels. Only the importance of the organizational human resources is attentioned and they are combined with organizational mission, the possibility to achieve expected effectiveness and goals in organizational overall competition can be made. Key words: Job characteristics, work satisfaction, organizational commitment, human relationship

In the global knowledge economy century, service sector has been representing the main stream of the industrial development in Taiwan, which also increasingly employs the majority of workers, multi-level marketing industry categorizes as network-building service industry. In the wake of international competition and the transformation of social structure in Taiwan, more and more people have been engaging into multi-level marketing industry. With the economic scale being forged, multi-level marketing industry is able to reduce marketing cost with its unique marketing channels. It can be predicted that multi-level marketing industry is crucial to the competitiveness of the global economy with highly potential for the years to come. Therefore, this research is based upon the multi-level marketing distributors of the ¡§B¡¨ company as samples trying to utilize the aspect of human resources management to explore the issues of transformational leadership of distributors, multi-level marketing¡¦s organizational cultures and organizational commitment. This research is instrumental in analyzing how these issues can achieve effective organizational performance management for multi-level marketing industry and the managers in this industry can use this research to succeed in business for future reference. The indications of the research results are as follows: 1.Age, awarded ranking of distributors and education are significant differences on multi-level marketing¡¦s organizational cultures partially. Besides, seniority, awarded ranking of distributors, entrepreneurial experiences and other multi-level marketing distributor experiences are significant differences on organizational commitment partially. 2.Transformational leadership has positive relation with multi-level marketing¡¦s organizational culture 3.Transformational leadership has positive relation with organizational commitment. 4.Multi-level marketing¡¦s organizational culture has positive relation with organizational commitment; the hypothesis above is supported partially. 5.Transformational leadership has significantly positive effect on organizational commitment; the hypothesis above is supported partially. 6.Multi-level marketing¡¦s organizational culture has significantly positive effect on organizational commitment; the hypothesis above is supported partially. 7.Multi-level marketing¡¦s organizational culture is the important factor to enhance the positive effect between transformational leadership and organization commitment, the hypothesis above is supported partially.

This research was targeted on the primary school teachers in Ping-tung County and aims to look into the relation of organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior. The objectives of this research include: 1. The investigation on teachers¡¦ awareness of primary school organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior¡F 2. The interpretation on the difference of awareness among teachers of different background in terms of primary school organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior¡F 3. The discussion on teachers¡¦ awareness of the relation between primary school organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior¡F 4. The analysis on teachers¡¦ ability to predict the organizational citizenship behavior from the aware primary school organizational culture and teachers¡¦ organizational commitment¡F 5. The suggestions concluded on the basis of research results. All these are proposed for the reference of school administration management. Based on the discussion on relevant literatures, the theory, framework, and research tools adopted in this research are thus developed. In this research, 680 primary school teachers in 56 primary school Ping-tung County are targeted to fill in the questionnaires and 611 effective questionnaires are acquired. The research tools consist of ¡§Primary School Organizational Culture Scale¡¨, ¡§Teachers¡¦ Organizational Commitment Scale¡¨, and ¡§Teachers¡¦ Organizational Citizenship Behavior Scale.¡¨ The effective samplings are analyzed by t-test, On-way Analysis of Variance, Pearson Product-moment Correlation, and Multiple Regression. The conclusions are listed as follows: 1.The whole performance of the primary school organizational culture is good. Among the sectional scores, ¡§the dimension of development culture¡¨ was the highest. 2.The whole performance of the primary school teachers¡¦ organizational commitment is good. Among the sectional scores, ¡§the dimension of retention commitment¡¨ was the highest. 3.The whole performance of the primary school teachers¡¦ organizational citizenship behavior t is good. Among the sectional scores, ¡§the dimension of non-benefit-orientated¡¨ was the highest. 4.The elder, the high-educated, the senior, the administrator and the teachers of primary school in the megalopolis have a higher sense of the school organizational culture. 5.The elder, the high-educated, the senior, and the administrator have a higher sense of the school organizational commitment. 6.The elder, the high-educated, the senior, and the administrator have a higher sense of the school organizational citizenship behavior. 7.The clearer the school organizational culture will be, the better organizational commitment will be. 8.The clearer the school organizational culture will be, the better organizational citizenship behavior will be. 9.The clearer the school organizational commitment will be, the better organizational citizenship behavior will be. 10.Teachers¡¦ backgrounds ,organizational culture and organizational commitment had predicative efficacy for Teacher's organizational citizenship behavior. ¡§Organizational commitment¡¨ can predict teachers¡¦ organizational citizenship behavior best.

As industries have been changed, enterprises are facing more fierce competitions. Human Resource Management has been gradually taken seriously. HR professionals can assist enterprises in building reasonable internal systems to promote employee performance and further overall organizational performance. This study aims at exploring the influence of Human Resource Management strategy on organizational commitment and job performance. The results from the analysis of influence are offered as references for enterprises in planning and implementing Human Resource Management strategies. 270 questionnaires were distributed and 241 ones were collected. The overall response rate is 89%. 20 invalid questionnaires were deleted. The response rate of valid questionnaires is 81%. The regression analysis was adopted. The research results are as follows: I.The influence of Human Resource Management strategies on organizational commitment is positive. II.The influence of Human Resource Management strategies on job performance is positive. III.The influence of organizational commitment on job performance is positive and Human Resource Management strategies have partial moderation effects on job performance.

This study examines the three-way interactive effects of organizational commitment¡B perceived environmental uncertainty and the perceived usefulness of the use of management accounting systems (MAS) information on the relationship of managerial performance. In addition, this research supplements the conclusion of Gul(1991), that is, the prospect of perceived environmental uncertainty can moderate the effect of the usefulness of MAS information leading to improved managerial performance was under the premise of managers with high organizational commitment. Our conclusion could also be regarded as the extension of the research of Mia and Chenhall (1994). The results indicate that aggregation characteristic of MAS information is the key characteristic of the interactive effects. The responses of 138 managers, drawn from manufacturing departments of Taiwanese public companies, to a questionnaire survey were analyzed by examining the regression equations for the three-way interaction model.

The main purpose of the study treats of the variable effects on general subordinates' consciousness arising between transformational leadership and organizational commitment, with subordinate's self efficacy and emotional intelligence as moderator variables. The statistic by issuing out questionnaire quantitated via network and getting back available 230 samples obviously unearths a positive interrelation. The higher subordinates' consciousness of transformational leadership results in the higher subordinates' consciousness of organizational commitment; however neither subordinate's self efficacy nor emotional intelligence has no interference in transformational leadership and organizational commitment as well.

¡@¡@The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer¡¦s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results: I. Engineer¡¦s pay satisfaction affects his work attitude. 1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment. 2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction. 3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention. II. Engineer¡¦s pay equity affects his work attitude. 1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment. 2. There is a significant positive relation at the external and internal distributive equity and job satisfaction. 3. There is a significant negative relation at the external and individual distributive equity and turnover intention.

A Study of the Relationships Among Employees' Personality Trails, Organizational Commitment and Job Involvement in Non-Profit Organizations. 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. How to maintain the good organization achievements in multitudinous NPOs? Makes good use of the management concept and the management technology should be indispensable. The social welfare organization belongs to the crowd service work, also is the manpower highly crowded occupation. If they do not have fully the manpower, the work is difficult to carry out, and then will affect the service quality which provides. Therefore, regarding the human resources integrity plan and the management is extremely important in the NPOs. The research motive is to discuss how will the social welfare organization organize suitable ¡§the employee¡¨ to place on the suitable seat in order to sufficiently display function, and how will the employees¡¦organization mission and the organizational commitment affect job involvement. The anticipation findings might take the superintendent in the future in the human resources policy the reference. The target of this study is the members of the Non-Profit Organizations¡¦(NPO) employees in Taiwan. The study is focused on the relations between the personality traits ,organizational commitment and job involvement of the institute. The purpose is to provide the NPO managers and employees with reference materials of boosting organizational commitment and job involvement. To fulfill the purpose, survey research is selected as the main method of this study after a serial related studying. On the other hand, through evaluating the content validity and analyzing the items and factors of the pre-test result, we can promote the Reliability and Validity of the questionnaire. The result shows that the Reliability and Validity of the study method is efficient. The statistical method includes the description analysis, factor analysis, reliability analysis,the different analysis, the correlation analysis, and stepwise regression analysis, the research result mainly include four followings: 1.Different individual attribute employees have the part differences on personality traits, job involvement, job satisfaction and organization commitment. 2.The personality traits and job involvement have extremely positive correlation; the job involvement and personality traits have extremely positive correlation; the job involvement and organizationcommitment have extremely positive correlation. 3.The factor of influence job involvement is personality traits; the fators of influence organization commitment is personality traits; the factor of job involvement is organization commitment. 4.Organization commitment have mediating effect between the Job involvement and personality traits.

The study mainly takes the viewpoints of civil staff members to investigate the perception of organizational change, and whether the perception has caused any impacts on organizational learning behavior, organizational commitment and knowledge sharing. Besides, the study investigates whether knowledge sharing varies with organizational learning behavior and organizational commitment. Therefore, the study also takes organizational learning behavior and organizational commitment as the mediating variables in the deeper analysis. Taking the staff members of Different Departments under the Executive Yuan as the targets, the study distributed 1,500 questionnaires to them, and collected 826 questionnaires in return. Having deducted 79 invalid questionnaires with incomplete answers, there were 747 valid questionnaires received, achieving a return rate of valid questionnaires at 49.8%. Through the use of SEM, the study proves the relationship of impacts among research variables. The proved results show that the perception of organizational change has significant positive impacts on organizational learning behavior. Between the perception of organizational change and knowledge sharing, organizational learning behavior causes mediating effects. And between organizational learning behavior and knowledge sharing, organizational commitment causes mediating effects. Since different staff members have varied individual characteristics, significant difference can be found in the perception of organizational change, organizational learning behavior and organizational commitment towards knowledge sharing.

The main purpose of this study is to understand work values, work pressure and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County, and to explore the correlation between these three. First of all, to collect information on the work values, work pressure and organizational commitment. Second, based on the literature review, to summarize the results of analysis for this study, and to construct the main and suitable dimensions for this study and the study will be the development of research tools as a reference and theoretical basis. Furthermore, to propose the research framework, research hypotheses and the pre-test questionnaire which the preparation of this study was developed research tools ¡§ A questionnaire on the study of the relationship among work values, work pressure, and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County.¡¨ The directors of general affairs totally have 237 people for the research object. The valid questionnaires are 230, and the response rate of valid questionnaires is 97.45%. After removing invalid questionnaires, the valid samples count 225 and the response rate of valid questionnaires is 95.34%. After collecting questionnaires, the researcher analyzes the data with descriptive statistics, t-test, one-way MANOVA, K.Pearson¡¦s product-moment correlation, canonical correlation, and stepwise multiple regression and discusses the results of the research. The study is conducted the following suggestions. A. For education authorities a. Promoting directors¡¦ work values is to strengthen the directors¡¦ commitment to the organization. (a) Conducting various continuing curriculum, the directors¡¦ work values will be enhanced. (b) Providing a perfect system, the directors will obtain the opportunity of self-growth. (c) Encouraging directors to engage healthy leisure activities, the directors will obtain the physical and mental health. b. Reducing work pressure is to strengthen the directors¡¦ commitment to the organization. (a) Expanding the organization of the leaders of general affairs is to reduce directors¡¦ workload. (b) Commissioning others to conduct major projects is to reduce directors¡¦ workload. (c) Conducting professional curriculum is to enhance directors¡¦ professional ability. B. For principals a. Constructing a common prospect is to promote directors¡¦ work values. b. Molding the good interpersonal relationship and a sense of organization security is to increase directors' organizational commitment. c. Setting the reasonable goals is to reduce directors¡¦ work pressure. C. For directors of general affairs a. Actively participated in continuing education and promoting the self-work values are to reduce work pressure. b. Increasing good interpersonal relationships and promoting self-work values are to reduce work pressure. c. Establishing a good partnership is to reduce work pressure. d. Appropriate and adequate physical recreation is to have a physical and mental healthy. D. For the future study, the researcher makes recommendations to research objects, research variables, and research methods.