With the intention to investigate the role of HR practices and the Perceived Organization Support (POS) in the process of key employee retention, this study developed a model that was empirically explored through the case studies of Secoroc and ABBCR in order to have such process examined in the managerial context of Swedish organizations. Results indicate that in these companies the employees' perceptions of support from the selected HR practices contribute to the development of POS and job satisfaction. The practices of growth opportunity and challenging work were indicated to be more significant for the retention of key employees in these companies. Interestingly, pay and the relationship between R&D managers and employees indicated to be of also crucial relevance in the process of retaining key employees. Furthermore, there are indications that the Swedish management style signalled to be a facilitator element for the efficiency of such practices in generating job satisfaction for retaining employees. However, the surfaced data from this study indicated that employees of these companies are affectively committed to their managers and to their work rather than to the organization as a whole.

This research examines the role played by an employee¡¦s supervisor and organization in the relationship between the support perceived by an employee and his or her affective commitment, task performance, and contextual performance to the organization. Our analyses, based on data taken from a sample of 222 steel manufacturing firm employees in Taiwan, reveal that there is a significant relationship between perceived organizational support and affective commitment, whereas nonsignificant relationship are found between perceived organizational support and task performance, also between perceived organizational support and contextual performance. Our results also highlight the moderate effect of perceived supervisor support in the relationship between perceived organizational support and employee¡¦s task performance, and contextual performance.

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.

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.

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.

In the times of globalization, informationization, rapid changing knowledge economy, corporate are facing intensive challenges. Management team knows that they should not only focus on competitive landscape but also enhance human capital in order to strengthen competitiveness and rejuvenate the organization. Accordingly, employees are motivated by every kind of intentions. They regard the degree of support of their work in the organization, the more they satisfy, the more they feel interested with the job, which might commit themselves to meet the organization¡¦s goal and be proud to be one of the whole team. This research is to test if employee perceived organizational support has an mediating effect to high performance work systems and employee¡¦s job change intention. This study collects data along with a 2- phase questionnaire, which were filled out by first-line servicing employee, with a total of 260 valid samples. In phase I analyzed high performance work system measurement result, phase II started 2 weeks after phase I questionnaire in order to prevent common method variance, which collected perceived organizational support and employee¡¦s job change intention. In this study, the result shows that high performance work systems have a significant impact on employee perceived organizational support, and have the negative impact on employee¡¦s job change intention. Moreover, employee perceived organizational support has a negative impact on employee¡¦s job change intention while it has the mediating effect between high performance work systems and job change intention. Keywords¡GHigh Performance Work Systems, Employee Perceived Organizational Support, Employee's Job change intention

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.

Abstract Due to the change of the employment, emphasizing on employees¡¦ commitment to the organization is no more the critical determinant of whether the employees will devote themselves to the organization. From 1980s, there were scholars who started to argue that employees will form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being, and called this concept perceived organizational support (POS). In contrast to organizational commitment, perceived organizational support emphasizes on employers¡¦ commitment to the employees and has been proved to have strong relations to many of employees¡¦ work attitudes and behaviors. In this study, the writer uses two different kinds of scorings as the indicators to evaluate the extent of employees¡¦ POS. The findings are as followed: 1. POS is positively related to employees¡¦ affective commitment, continuance commitment, job satisfaction and performance, but negatively related to the intention to quit. 2. No matter using which kind of scorings, within all work attitudes and behaviors we are interested, POS is most related to affective commitment and then job satisfaction. 3. POS has the strongest influence on affective commitment and job satisfaction, and the weakest one on work performance. 4. Comparing to other POS factors, leadership and self-achievement have the most global influences on employees¡¦ work attitudes and behaviors. 5. In whole, employees¡¦ evaluations of organizational practices of which they really experience are more related to their work attitudes and behaviors than the discrepancy between what they expect and the actual situations. 6. When combining with individual¡¦s expectation, the influence of some POS factors will become salience, although it may not have such strong influence when concerning the evaluations of organizational practices along. 7. Different ways of discrepancy between individual¡¦s expectations and the actual situations will cause different influences on employees¡¦ work attitudes and behaviors indeed.

Employee assistance program (EAP) is a counseling benefit that claims to address any personal concerns and improve workplace productivity. Starting with alcoholism and substance abuse issues, past studies always put their emphasis on the effectiveness of healing or the financial returns, not considering the impact on employee behavior. We tried to take a different point of view on EAP, examined the linkage between EAP and organizational commitment, using benefit satisfaction and perceived organizational support as intermediate variables, to see if EAP has more effects than curing. Using survey data from 103 employees, a series of path analyses supported a mediated model in which EAP usage and EAP knowledge both exert indirect effects on affective, continuance and normative commitment, while all of these effects are totally mediated by perceived organizational support and some are partially mediated by benefit system satisfaction. Our findings suggest that EAP is a good benefit that not only deals with personal problems but also helps remaining talented employee. The differences between EAP usage and EAP knowledge benefit shows that maybe what employees really care is the feeling that their company cares about them, not financial gains from benefits.

During the process of the financial reform, financial institutions improved their management physique positively and redured their exceed lending effectively. Besides crediting control, financial institutions still have to rely on the professional debt collector to have the debt resolutions, and processing the collection procedure to maintain the management achievements and risk control. The present study aimed on the point of view of Human Capital, and investigated the relationshiop among Developmental Human Resource Configuration, Professional Commitment and Perceived Orangizational Support of the bank debt collector. In addition, the relationship between the Professional Commitment and Perceived Organizational Support will depend on the individual Emotional Intelligence. Therefore, this study also investigated bank debt collector¡¦s Emotional Intelligence as the moderator to the relationship between Professional Commitment and Percived Organizational Support. Based on the data from 94 supervisors and 454 employees in bank debt collection center, and adopted Hierarchical Linear Models to process the cross level analysis and found the results that Developmental Huaman Resource Configuation could raise debt collectors¡¦ Normative Professional Commitment to affect their Perceived Organizational Support, and their Emontonal Intelligence could moderate the relationship between their Porfessioanl Commitment and Perceived Oganizational Support. The results could be the references to the relative institutions to help them understand the development of the bank debt collectors to archive working performance. The findings are as follows: 1.Devlopemental Huaman Resource Configuation positively and significantly affected Normative Professional Commitment. 2.Bank debt collectors¡¦Professional Commitment positively and significantly affected Perceived Organizational Support. 3.Bank debt collectors¡¦Normative Professional Commitment as an indirect mediator positively and significantly affected to the relationship between Developmental Human Resource Configuation and Perceived Organizational Support. 4.Bank debt collectors¡¦ Emotional Intelligence as the moderator positively and significantly affected to the relationship between Affective and Continuance Professional Commitment and Perceived Organizational Support.