Competitive environment in education, junior high school students with substantially reduced. If the junior high schools to be sustainable, the school must rely on cooperative efforts of all teachers and asked them to contribute their expertise to maintain the competitiveness of the school. This study focuses primarily on public junior high schools in Kaohsiung City, investigating the relationship among principal's transformational leadership behavior, teachers¡¦ job satisfactions and organizational commitment in kaohsiung Junior High schools. The rational and research structures of this study are literature review. Then it serves as the basis for designing research instruments. Survey method is used to examine 390 teachers in 39 junior high school teachers of Kaohsiung City, with 333 valid questionnaires returned. The following results are reached: 1. The more the principals focus on their transformational leadership, the better job satisfaction their teachers have. 2. The more the principals focus on their transformational leadership, the better organizational commitment their teachers have. 3. Higher degrees of the principal's transformational leadership and teachers¡¦s job satisfaction, in climate of organization boost organizational commitment from the teachers.

For the adaptation of rapid environment variation and human affairs cost reduction, the tendency toward introducing flexible workaround and the atypical employee for the government departments already becomes quite obviously, but in the enforcement process should try to avoid causing the policy value conflicts, the opposition between workers and capitalists, and social conflicts. Therefore, it needs to have the complete promoting policy and suitable methods to the transformation of the flexible rules of choosing talent on order to strive for society approval. The research object focuses on the official staff and the atypical employee who deal with environment cleaning affairs in New Taipei City, Taichung City, and Kaohsiung City. For the purpose of understanding the thoughts of the official staff and the atypical employee, the discussion for the individual attribute, transformation leadership behavior, affective organizational commitment and organizational citizenship behavior is regarding as the reference of flexible human resource usage of government departments. The following are the discoveries in this research results. 1.The ¡§affective organizational commitment¡¨ for the official staff and atypical employee has obviously influences on ¡§altruism behavior¡¨ and the influences on the atypical employee are greater than the official staff. 2.The ¡§inspirational motivation and intellectual stimulation¡¨ for the official staff and atypical employee have obviously influences on ¡§altruism behavior¡¨ and the influences on the atypical employee are greater than the official staff. 3.The ¡§affective organizational commitment¡¨ has remarkable influence on the ¡§seriousness and responsibility¡¨ of the atypical employee, but not for the official staff. These results show that the employment identity plays an important role exactly in the employment relations. Different employment identity will affect employee not only how they treat the relationship between themselves and employers but also the responses on their behaviors. This research focuses on the discussion on the research results, and also brings up some advices for government departments on physical future researches of flexible human resource usage.

Abstract In this increasingly complex and competitive environment, Enterprise in order to match sustainable development and grow, more emphasis on "human is a great asset to the organization" concept, but there just is not enough, but also have to maximize its utility, for achieving organizational goals, how to understand and meet the needs of employees, to maintain good labor relations to enhance employee productivity, is a very important issue in today's business, and many positions in front-line operational staff in the company in terms of more like a corporate image, take the organization's sales performance and goals, So, how to encourage sales effectively, achieve organizational goals and performance is very important. So, Achievement of organizational goals, operations staff motivation, job satisfaction, individual performance and organizational commitment, organizational citizenship behavior is very closely. This study used survey method asked coupons for A securities company in Taiwan, issued 341 questionnaires, retrieved 294 questionnaires. The results showed as below: 1. Income and significant differences between the incentives to work. 2. Regional and significant differences between the incentives to work. 3. Regional and significant differences between job satisfaction. 4. Motivation and significant relationship between job performance. 5. Between job satisfaction and job performance has a significant relationship. 6. Organizational commitment in between job satisfaction and job performance has a significant effect of interference. 7. Organizational citizenship behavior in between job satisfaction and job performance has a significant effect of interference. The study, based on the above findings, further discussion and practice of the recommendations for reference.

This investigation is followed Ferris et al. (2002) proposed revised modeling of organizational politics perceptions, and based on structural equation modeling to study the relationship between perceptions of organizational politics and job performance, and the relationship between organizational commitment and job satisfaction. Further research whether the perception of organizational politics influence job performance by the mediating effects of organizational commitment and job satisfaction. A survey research is conducted using the analysis data of Professor, Mr. Chin-Ming Ho research group of perceptions of organizational politics in 2008. After evidence-based results, the findings are as follows: 1. Perceptions of organizational politics has no significant effect three dimensions, "general political behavior", "going along and getting ahead", "the difference between politics and practices", of job performance . 2. Perceptions of organizational politics has no significant effect on "general political behavior" of organizational commitment, but has negative effect on "going along and getting ahead" and "the difference between politics and practices". 3. Perceptions of organizational politics has significant negative effect on job satisfaction. 4. Organizational commitment has positive impact on job performance. 5. Job satisfaction has positive impact on job performance. 6. Organizational commitment and job satisfaction are the intervening variables for perceptions of organizational politics and job performance.

The purpose of this study is to, based on the structure questionnaire, explore the relationships between the role, role stress, social support, organizational commitment and intention to leave of clinical nursing faculty. The study population was composed of the full-time clinical nursing faculty obtained from two universities of technology, three colleges of technology, and two institutes of technology located in the middle and southern part of Taiwan. 173 completed and qualified questionnaires were received. This yielded a response rate of 70.6%. The measuring instruments deployed in this study were the scale of role clinical nursing faculty, the scale of role stress, the scale of social support, the scale of organizational commitment. The Cronbach's Alpha reliabilities, according to orders, are .923, .862, .882, .767. The analytical implement in this study consisted of factor analysis, reliability analysis, descriptive statistics, independent t test, one way ANOVA, Pearson product-moment correlation coefficient, multiple regression, and logistic regression analysis. The results indicated: the role stress and organizational commitment of clinical nursing faculty were significantly influenced by partial demographic variables. The more important the role of researcher or patient care provider was considered, the less role stress clinical nursing faculty would perceive. Role stress demonstrated negative influences to organizational commitment in the direction predicted explaining 24.4% of the variances. Social support was able to reduce role stress, enforce organizational commitment, and mitigate the negative effects to organizational commitment entailed by role stress. Among all kinds of social support, school support boasted the most powerful buffer effect. The critical factor of intention to leave was the affection commitment, which was found to be 91% correctly classified. According to this research, in terms of clinical nursing faculty, we suggest: 1. Improve the professional and research ability of clinical nursing faculty. 2. Improve the clinical nursing faculty's ability to take care of patients. In terms of schools: 1. Make plans to initiate curriculums aiming to improve the teaching ability of clinical nursing faculty. 2. Bring in knowledge management as a link between clinical teaching and in-class teaching. 3. Invent strategies to cultivate the human resources of clinical nursing faculty. 4. Construct full-fledged systems for advanced study. 5. School should enhance the supports toward clinical nursing faculty. 6. Construct supportive network among clinical nursing faculty. In terms of the clinical practice unit: 1. Arrange clinical nurses to assist clinical teachings. 2. Assist clinical nursing faculty to get familiar with the environment.

Abstract Research on HRM of banking industry since the law of Financial Holding Company has been put into practice are few. The purpose of this study is to explore the correlation among Industrial Relations Climate, Job Satisfaction, Organizational Commitment and Turnover Intention in the banking industry. Based on 507 questionnaires from 51 bank branches in Taiwan, this study finds several important results. Findings¡G ¡]1¡^Positive relationships are found between Industrial Relations Climate and Job Satisfaction, Organizational Identification; and negative relationships are found between Industrial Relations Climate and Instrumental Commitment, Turnover Intention. ¡]2¡^Job Satisfaction is found positively related to Organizational Identification; and negative relationships are found between Job Satisfaction and Instrumental Commitment, Turnover Intention; but the result is only partial. ¡]3¡^Employees in Financial Holding Company are higher Industrial Relations Climate, Salary Satisfaction, Promotion Satisfaction, Organizational Identification and lower Turnover Intention than Employees not in Financial Holding Company. ¡]4¡^Employees in merging company are lowerer Industrial Relations Climate, Job Satisfaction, Organizational Identification and higher Turnover Intention than Employees in non-merger company. ¡]5¡^Employees in merged company are lower organizational identification and higher turnover intention than employees in non-merger company.

It is a trend that more and more Taiwan businessmen to invest in Mainland China for the reason of the low-pay labor force and open policy from the China government. The degree of perception of compensation system and the leadership style to the China employees working in the Taiwan enterprises in China has great influence to the enhancement of the retention rate and the morale of the well performed employees in a company, and the increment of the quality of the performance. This research is based on the 327 copies of the questionnaires collected from the Taiwan enterprises, focused on the variables of the perception of the ¡§Compensation System¡¨ and the ¡§Leadership Style¡¨, and did the statistical analysis to get the result from the enpirical study. The following are the summary of the research: 1.The employees with different generics will have significant difference in each dimension of the perception of the ¡§Compensation System¡¨ , ¡§Leadership Style¡¨ and the ¡§Organizational Commitment¡¨. 2.It has significantly affect to the ¡§Organizational Commitment¡¨ in different degree of each dimension of the perception of the ¡§Compensation System¡¨. 3.Different ¡§ Perception of Leadership Style¡¨ has the significantly affect to the degree of ¡§Organizational Commitment¡¨. 4.The variable of different background of the employee has the significantly affect in the ¡§Perception of Compensation System¡¨ and the ¡§Perception of Leadership Style¡¨ to the degree of ¡§Organizational Commitment¡¨. Based on the above result, the researcher has the following suggestions to ABC Company: 1.Pay close attention to the degree of the perception of the compensation system that the employees have, and design the complete compensation system. 2.Set up fair and reasonable promotion system that should be evaluated by dynamic performance evaluation . 3.Provide the reasonable reward to the employees through performance evaluation system in addition of reasonable compensation system, and build up the correct concept to the employees that the more effort the more gain. 4.Motive management to adjust leadership style based on different missions and work environment. 5.Set up retention plan and the career plan for the employees. 6.As to the high-educated employees, the design of their jobs should be more challenging, flexible and self-decisive. 7.Set up the education and training plan for the purpose of reinforcing the team cohesiveness and awareness. 8.The Taiwan staff should be positively to get involved in the daily life of the China colleagues, for the purpose of maintaining the healthy organizational atmosphere. In general, they need to enhance the degree of China employees¡¦ organizational commitment, in order to get the best management effectiveness and achieve the goal of the business management.

There is a trend that the phenomenon of inequality is behaved in the market of medical treatment after the exercise of public health insurance. The large-scale hospitals incrementally enlarge to squeeze the survival condition of small and medium hospitals under the situation that supreme will survive to enhance competitive advantage. The competition is fierce between local hospitals to be based on the inequality of survival condition and unreasonable payment system of public health insurance. The research of Tong-Liang Chiang and Ming-San Huang (2000) indicates following phenomenon: the 77% of manager of local hospitals think that the competition is obviously increased between local hospitals after the exercise of public health insurance. The job insecurity of employees is generated by the expecting psychological condition that is derived from change in the organization under the impact of current environment and pressure of survival. What is the response of work influenced by job insecurity? What is the management lesson of hospital brought in the competition of hospitals? I hope to find the real response of employees under situation that feeling of job insecurity is derived by the expecting psychological condition of change in the organization. What is the relationship by the addition of individual personality? There are main findings in the research through the analysis of evidence: 1. Job insecurity is evident positive relevant to variation on work scenario, variation on structure of human resource, variation on management pattern of organization and variation on opportunity of employment that is belongs to the expecting factor of change in the organization. The higher score of variation on work scenario, variation on structure of human resource, variation on management pattern of organization and variation on opportunity of employment, the much easier generation of job insecurity. 2. For the job insecurity, the deviation of explanation on job insecurity is evidently related with the model of expecting factor of change in the organization. And the variation on work scenario and variation on opportunity of employment are evidently influenced by job security. 3. Job insecurity is partial evidently related with the immediate effect that is derived between the expecting change in organization and organizational commitment, leave attitude, work satisfaction, service attitude. 4. The employees that have personality of self-control are evidently interfered by the job insecurity that is derived from variation on work scenario, variation on opportunity of employment, variation on management pattern of organization and variation on work character. The employees that have personality of extraversion are evidently interfered by the job insecurity that is derived from variation on structure of human resource and variation on work character.

The public hospitals in Taiwan are facing the change of public responsibilities that they used to have and on the other hand encountering the fierce competition caused by National Health Insurance. As a consequence of this, public hospitals need to adjust their managerial model, like mergers for example, in order to coordinate their core competence and lower their cost in administration. However, the changes of organizations will cause the job insecurity of employees and further to affect their working attitudes. In hospitals, nursing staff forms the biggest proportion of employees. In this study, we examined the merger of Kaohsiung Municipal United Hospital in 2003. We investigated the job insecurity and working attitudes of nursing staff by questionnaires in the end of 2002 (before the merger) and in the end of 2003 (one year later of the merger) separately. By analyzing those questionnaires we explored the influences of job insecurity on working attitudes, and we also compared the differences of nursing staff¡¦s working attitudes in two hospitals. The findings are: 1. The more job insecurity that nurses got, the worse their job satisfaction will be. 2. The job insecurity and working attitudes of nursing staff will be different based on their different personal characteristics, including the hospital they belonged to, the ages, marriage status, education, levels of position, and their contract types. 3. The influences of job insecurity on job satisfaction, organizational commitment, and intention to quit will be different based on different hospitals. 4. The influences of job insecurity on job satisfaction will be different before and after merger.

The objectives of this research are, first to comprehend how the training system influences the job abilities improvement, organizational commitment and job involvement after training, secondly to comprehend how the perception of training influences the job abilities improvement, organizational commitment and job involvement after training. In this study, a questionnaire is conducted on 140 employees who were trained in one year. The data is used to analyze the influence of training system and the influence of perception of training over the job abilities improvement, organizational commitment and job involvement by regression analysis. The findings of this study include the following five aspects. First, employees who have decision-making power will contribute to the job abilities improvement. Companies evaluate the effects of training will contribute to the job abilities improvement. Second, the period of training has positive effect on organizational commitment. Companies evaluate the effects of training will also contribute to organizational commitment. Third, the training systems do not affect the employee¡¦s job involvement. Fourth, the perception of training is employee benefit that has positive effect on job abilities improvement and organizational commitment. Fifth, the perception of training is the investment of human capital that has positive effect on job involvement.