Abstract This thesis aims to investigate the relationship among the organizational culture of junior high school, organizational citizenship behavior of the teachers and the effectiveness of the schools. This thesis builds the theory, the study structure, and the basis of designing the study instrument by the review of the literature and the survey. Subjects were sampled from thirty-six junior high schools in Kaohsiung county. Five hundred forty-two copies of formal questionnaires were delivered to the subject and there were four hundred seventy-five valid copies.The collected data were analyzed by using the statistical methods of reliability analysis,factor analysis,descriptive statistics,T-test,one-way ANOVA,pearson product-moment correlation,canonical correlation and multiple regression(step-wise- regression procedure). According to the result of the data analysis, the main findings are as follows: 1. The whole performance of the Kaohsiung county¡¦s junior high school organizational citizenship behavior is middle-high level.Among the sectional scores, ¡§the dimension of hierarchical culture ¡¨ was the highest. 2. The whole performance of the Kaohsiung county¡¦s junior high school teacher organizational citizenship behavior is good. Among the sectional scores, ¡§the dimension of non-benefit-orientated¡¨ was the highest. 3. The whole performance of Kaohsiung county¡¦s junior high school effectiveness is middle-high level. Among the sectional scores, ¡§the dimension of teaching of the teacher¡¨ was the highest. 4. The male, the elder and the administrator have a higher sense of the school organizational culture. 5. The male, the elder, the high-educated, the senior, the administrator sense more about the organizational citizenship behavior. 6. The male, the elder, the administrator sense more about the school effectiveness. 7. The teachers of the Kaohsiung county¡¦s junior high school in the urban areas sense more about the school organizational culture. 8. The teachers of the Kaohsiung county¡¦s junior high school in the urban areas and large schools sense more about the school effectiveness. 9. The better the school organizational culture will be, the more the teacher organizational citizenship behavior will be. 10. The clearer the school organizational culture will be, the better the school effectiveness will be. 11. The clearer the organizational citizenship behavior will be, the higher the school effectiveness will be. 12. The school organizational culture and the teacher organizational citizenship behavior can predict the school effectiveness, and ¡§the identifying oneself with the organization¡¨ is the primary predictable variable. Findings and conclusion in this research could be used as a reference for sahool,board of education and researchers to promote practice in operation and future research. Keywords: school organizational culture, organizational citizenship behavior, school effectiveness

Abstract According to the report of Robbins (1999), there were very close relationship between leadership and organization culture. Chien (2004) explored the factors of affecting the organization performances by the empirical study of Taiwan¡¦s companies. The results revealed that the model of incentive, leadership, organization culture and environments, job design and human resources strategy could affect the organization performances. Madu, Kuei and Lin (1995) studied the relationship between quality facet and organization performances by the empirical study of American and Taiwan¡¦s manufacturing companies, the results showed that quality facet had apparent relationship to the performances, and there were apparent differences between different operational variables. Many reports revealed that leadership, organization culture and total quality management could affect performances. Taiwan Sugar Corporation is a traditional sugar production national company at the early stages. Recently, it divided into eight business divisions, such as Sugar Business, Hypermarket Business, Marketing Business, Petroleum Business, Agriculture Business, Biotechnology Business, Leisure Business and Animal Business. The different leadership, organization culture and total quality management leads each Business Division show different performances during the organization transformation. From the view of organization, study the effects of leadership, organization culture and total quality management on performances can afford some suggestions to the chief executive officers. Through the empirical study, the results of comparing demography statistic variables in each variable facet such as leadership, organization culture, total quality management and organization performances are described as following¡G 1.Leadership facet: There are apparent differences in the mixing of transformation and transaction leadership facet among age, education level, position character and business division. 2.Organization culture facet: There are apparent differences in the bureaucratic culture facet among position character and business divisions. The differences also exist in the mixing of creative and support culture facet among work years and education level. 3.Total quality management facet: Biotechnology Business Division is superior to others in employee training and production process management facet and supplier quality management facet. It shows that Biotechnology Business Division faces more competitive environments than other business division, and sells more outside producing products. The leaders make the most on employee training, production process management and supplier quality management topics than other Business Division¡¦s leaders. 4.Organization performances facet: There are apparent differences in the customer satisfaction level facet among marriage and work years; the apparent differences also exist in the production performances among education level, job assortment and business divisions; the market share performances and gain rate performances also show the differences among business divisions. Finally, the results show that the leadership influences organization performances through the path of organization culture and total quality management. Organization culture influences organization performances through the path of total quality management. Total quality management influences organization performances directly. Total quality management is the most influential power on organization performances among the above four variables facets. Keyword: Leadership, Organizational Culture, Total Quality Management

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In rapidly changing environment, organizations always think hard how to arrange changes, and it makes the ¡§organizational change¡¨ becomes a hot topic. But if the changing methods can¡¦t match with the original organizational culture, organizational members¡¦ resistance makes the change initiative fails. The household registration is the sections that gets widespread approval in governmental administration renovation, although it belongs to the governmental organization that be concerned the hardest organization to change, it still produced remarkable changing achievements. This research uses household registrations as studying case and tries to use the dynamics concept of system thinking to show the structure which hide in the back of phenomenon. It means to discover how the example to initiate change along with its original culture and take organizational culture as the main shaft to analyze and discuss the change continuity. And it is using interviewing and reference analysis to understand the content of culture and using ¡§The cultural dynamics model¡¨ to understand the transformation process of inter-level in order to make the context of research more accurate. There are some conclusions in this research: (1) the structure of household registrations results in the core culture of authority, and it can¡¦t avoid using superior-authority and supervision to drive the change. But thinking of the conflict between change things and organizational culture and the flexibility of organizational function to promote suitable change initiative. (2) Organizational members¡¦ sense of honor, confidence, and sense of responsibility because of positive feedback make them change the attitude. The members become to join change activities spontaneously. Then the loading of superior lightens. (3) Although behavior and attitude may influence the core of culture, but the process of culture change is slow and difficult. After changing, the domain culture of household registrations is still authority. If the concept of authority is opposite to the change or the positive feedback diminished the result of change will be influenced. As a whole, superficial change drives the change in household registrations. But it¡¦s better to initiate deep change, vision setting, after change initiative, and the change may last a long time.

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.

IT application systems to be deployed and developd in an enterprise are involved of many factors and variables, even though IT systems are so important for the enterprises in today. Many companies opted to deal with the frighteningly complicated matter of ¡§machines and human¡¨ by creating a new position: CIO. This newfangled executive, companies hoped, would protect and prepare them for the coming technology revolution. But there still are debates on the responsibilities of CIO as the coming challenges between the continuous involvements of IT and fast changing of the global ecomics. The enterprise has to change its internal organization, culture and operational processes once it wants to implement the ERP system. That will bring in many business risks during its adapting to the dramatic changes. In addition to that, ERP also have a direct, and often paradoxical, impact on a company¡¦s organization and culture. On the one hand, they expect to create flatter, more flexible, and more democratic organizations. On the other hand, they also emphasize more consistent with hierarchical, command-and-control organizations with uniform cultures. Today, CIO are not only required to face and management the problems of integrations of many internal systems, but also are required to link the many various systems of various external business partners. With a back-to-basics focus, many CIO are concentrating on the top-3 concerns ¡V the business/IT alignment, value management, and leadership. This paper explore the insight of a CIO in an organizational society, who is in charge of the success of the implement of the ERP into a company, what challenges he encountered and faced, and how did he respond to those challenges. This study relies on qualitative data collection from one case, A-company, in the forms of documented data, archival data, observtion, and interviews. The data are analyzed and interpreted through four structural conherent perspectives by the contextualism, by the standpoint of a CIO: industry environment, organization sructure, organizational culture, and organizational politics. This study discovered that the CIO in this case is like a picture of one fat racehorse pulling the milk cart in a farm.

The SEIU and the AFL-CIO utilized similar rhetorical strategies in creating identification to further change within their organizations. Despite similar rhetorical strategies, the change efforts differ substantially in terms of success. This dissertation argues that the audience, culture and organizational structure influence the success of the change effort. The dissertation provides implications for rhetorical communication in labor unions.

Women's athletics regularly receives less media coverage than men's athletics, and female athletes are often portrayed in ways that de-emphasize their athletic abilities. Previous researchers have suggested that increasing the number of women who work in sports media might improve coverage for female athletes. Ten women sportswriters who work at daily newspapers were interviewed to explore how they perceived covering women's sports. Most of the sportswriters said that they did not feel any preference toward covering women's athletics. They said they were more interested in finding good stories to write than pursuing stories based on gender. The sportswriters also suggested that men's sports received more coverage because sports fans were more interested in men's sports. Most of the women said that their bosses do not expect women to cover womenâ s sports because of their gender, but that newspapers' use of the beat system encourages sportswriters of both sexes to cover the top men's professional sports and college football. The widespread use of beats to cover sports and the acknowledgement of what sports constitute the top beats suggests that the profession and the larger field of sports journalism can influence what sports sportswriters want to cover. Organizational culture, new institutionalism, and Bourdieu's field theory can help explain how the sportswriting profession and sports media practices influence sportswriters' decisions on what sports are desirable to cover.

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.

Western enterprises have problems that people in essential position get older and population of baby boom will retire, and enterprises in Taiwan have the gap of talents in next generation. ¡§The War of Talent¡¨ is the most servious war that enterprises will face in next decade, and Asian and Pacific companies particularly focus on successor issue. Systematic succession management originates from the Western, which is different from the Eastern enterprises. Therefore, the main purpose of this study is to explore the relationships among organizational cultures, succession planning cognition, organizational performance. Besides, the moderating effect of developmental human resource configuration on organization culture and succession planning cognition. This study adopted confirmatory factor analysis (CFA) and multiple regression analysis to anylyze data based on 181 returned questionnaires of HR managers in various industries The findings are as follows: 1. There were significant differences based on different organizational characteristics in organizational culture, succession planning cognition, and organizational performance. 2. The different organizational culture significantly affected succession planning cognition, and organizational performance, respectively. However, there is no siganificant correlation between succession planning cognition and organizational performance. 3. There was not mediating effect of succession planning cognition on organizational culture and organizational performance. 4. There was the moderating effect of developmental human resource configuration between organizational culture and succession planning cognition. The results could be the references to the relative enterprises to help them understand how to communicate succession planning program with organizational members and improve organizational performance.