Impartial Cognizance of Employee to the Organizational Performance Appraisal & the Influence to Employees Working Attitude--The object is the medical Center in Taichung. Abstract Till today, the history of performance appraisal has developed over 70 years, and also many experts and scholars put forward appraisal theories and standards, but no any enterprise will say that their own appraisal institution is perfect, because both the subjective factor, e.g.: employee themselves, organization, and society, etc., and external situation can influence performance appraisal. Due to the difference of educational background and the specific characteristics in the hospitals, this let the work of performance appraisal to be more complicated; the scholar shows that over 61% employee are discontented with the appraisal results. To the organization, the justice of appraisal is an index very important to judge the effect of performance appraisal. Moreover, we can find from more researches, employee¡¦s cognizance to the justice of performance appraisal will influence personal results and the results of organization, includes satisfaction of work, participation of work, promise to organization, and the confidence in the directors, etc. Therefore, the object in this research is the medical center in Taichung. We investigate the justice cognizance of performance appraisal institution, and the influence possible to working attitude. We use people¡¦s personal property to be control variable, the justice of performance appraisal institution (includes justice of procedure and distribution) to be independent variable, working attitude (includes job satisfaction, organization commitment, and job involvement) to be according-variable, and explore the relationship and influence of personal property variable, justice of performance appraisal, and working attitude with the items mentioned above. We hope to give the performance appraisal standard to the case hospital to evaluation, start the development of manpower, and the reference of raising employee results. This research total gives 2065 questionnaires, and effective questionnaire is 1452. Through Pearson Correlation Analysis, Hierarchical Regression Analysis, Canonical Correlation Analysis, Independent-Samples T test and Reliability Analysis, we have the finding important as follows: The correlation and the influence between the procedural justice, distributive justice and the working attitude are showed the positive obviously; further more, to explore the relationship degree between the justice of performance appraisal and working attitude with typical correlations analysis. The principle variable (construction of procedure, objective principle, expression of opinion, actual results, self-estimation, and policy opinion) influences mainly the internal and external satisfaction, effort promise, value promise, job promise, etc. 5 forecast variable; besides, objective principle influences the forecast variable of value promise and job promise. Among procedure justice of performance appraisal, distributive justice, and working attitude, it shows positive correlation and influence noticeable. Moreover, to explanation comparison between independent variable and dependent variable: explanation of procedure justice to organization commitment (value promise and job promise) is powerful than distributive justice, to the others; the explanation of distributive justice to job satisfaction and job involvement is powerful. Therefore, we can find distributive justice has its importance in the explanation to job satisfaction and job involvement. Procedure justice can forecast organization commitment. To the personal properties of employee, except sex, age, service years, marriage, education degree, and position, the difference is obvious to procedure justice, distributive justice, job satisfaction, organization commitment, job involvement, etc. of performance appraisal. In accordance with research conclusion of example with the reference of the case hospital¡¦s organization construction, we would like to give the suggestion in the process of performance appraisal, results, working attitude, and administrator as follows: Consider mark standard of public appraisal, distribution of reward, and conclude clearly the system of promotion of employee. Develop performance appraisal index according to character of position, build the two ¡V way communication performance appraisal system, reduce dispersion of organization space to enhance the technician¡¦s information interaction, the judge should be trained, and establish different performance appraisal index according to the character of position. Key words: Performance appraisal, Procedural justice, Distributive justice, Job satisfaction, Organization commitment, and Job involvement.

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

In the past few years, the people require the government became more representative, reactive and responsible due to the change of society, the development of technology and the increase of the people¡¦s requirements. Therefore, the establishment of the efficient civil service system is the need for the current situation. The government has to maintain the civil service system, which is based on justice, rightfulness and merits system, before it becomes a democracy, which should represent the will of the people and owns by the people, from an authoritarian government. Most researches show that the employees¡¦ cognition of the performance appraisal¡¦s justice will affect their individual results and organizational results, and the cognition includes job satisfaction, job involvement, a commitment to organization, trust in the management and etc¡K Therefore, three different attributes of civil servants, who are respectively from the authority of Kaohsiung City Government, including police station, municipal hospital and tax authority, are subjects for the research. Individual attributes and the performance appraisal¡¦s justice (including procedural justice and distributive justice) are the self-variable item, and the working attitude (including job satisfaction, organizational commitment and job involvement) is the variable item. To take the discussion of the correlation and the influence between the self-variable item of individual attributes, the performance appraisal¡¦s justice and the working attitude as the reference to improve the performance appraisal¡¦s system and the development of the civil service¡¦s manpower, and then increase the service achievements of civil servants. There are 740 questionnaires in total of the research, and effective questionnaires are 631 copies. After Independent test, One-way ANOVA, Person Correlation Analysis, Regression Analysis, Hierarchical Multiple Regression, Canonical Correlation Analysis, and etc¡K the important discoveries are as follows: 1.The correlation and the influence between the procedural justice, distributive justice and the working attitude of performance appraisal are very obviously. The explanation of distributive justice for job satisfaction, organizational commitment and job involvement is greater than the procedural justice. That proves distributive justice is very important for the explanation of the working attitude. 2.In the aspect of civil servant¡¦s attribute, age, length of service and different authority will cause obviously difference to the procedural justice, distributive justice, job satisfaction, organizational commitment and job involvement of performance appraisal. 3.Thus it can be known by a typical correlation analysis, the degree of correlation between two variable items (performance appraisal¡¦s justice and the working attitude) and five principles variable items (including procedural structure, objective principle, opinion expression, actual achievements and self-evaluation) will mainly affect five anticipating variable items (including internal satisfaction, external satisfaction, endeavored to commit, valuable commitment and commitment of remaining in position). And the influence of results will mainly affect two anticipating variable items, including endeavored to commit and job involvement. According to the conclusion of actual demonstration, the following suggestion is provided for the process, result, working attitude and the management of the performance appraisal: Establish a different appraising standard and item in accordance with the character of position. The appraising standard and item should be made by both the management and the subordinates. The management and the subordinates should keep good interaction. The point of view of the basic level personnel should be taken seriously. The appraiser should be training. Strengthen the propagation of the function of the civil servants¡¦ protection system. Promote the status and representative of appraising committee. Strengthen the function of performance appraisal to the development of employees properly. Exercise the result of appraisal efficiently. Establish various and encouraging recompense or reward system. Increase the external satisfaction of the civil servants. The organization should pay attention to the knowledge management and the sharing system.

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This study based its background on economic downturn and the following waves of organization downsizing, dating from August, 2008 to July, 2009. The research result presented the interplay between these organization care factors, by grouping eight layoff practices into two factors, with affective commitment and organization justice climate. Data were collected from 25 companies in Taiwan with labor-reduction experience during research timeframe and 332 employees in total. The finding indicated only those layoff practices, with direct impact on layoff survivors, are linked, though negatively, to affective commitment of remaining workers. Further, we found that procedural justice organization climate and interactional justice organization climate positively influence affective commitment; distributive justice organization climate does not.

<p>The increase in international trade creates a growing number of disputes between parties from different countries. International arbitration is the most preferred mechanism to solve disputes in international trade. If the failing party does not voluntarily comply with the award, the successful party must apply for recognition and enforcement of the award in order to obtain the remedies. Since China is one of the major business markets in the world, several of the companies committed to arbitral procedures are likely to have assets in China. This means that, if a party fails to honour an award, an enforcement procedure may begin within a Chinese court. The enforcement procedures in China are said to be insufficient and not to comply with international standards. International conventions and treaties provide for a high level of security in the recognition and enforcement procedure of the arbitral award. The most used and important instrument for recognition and enforcement is the United Nations Convention on the Recognition and Enforcement of Foreign Arbitral Awards of 1958, to which China as well as Sweden are Contracting States. According to the Convention, an international arbitral award may only be refused under certain grounds laid down in the Convention. An analysis of the legal situation in China confirms that there are problems associated with the enforcement of arbitral awards. These problems are not, however, connected with the concept of international arbitral awards, but rather with the entire judicial system in China. Even though an enforcing party can do little to overcome these problems, certain measures can be taken in order to ease the enforcement procedure.</p>

<p>Article 5.1 in the Brussels I-Regulation regulates special rules on jurisdiction for contractual disputes. The aims of this thesis are to determine the location as provided under Article 5.1 b), as the place of performance for the obligation in question. The focus of this thesis is the problems that occur when services, according to the contract, are to be performed in several Member States.</p>

<p>Förordningen om inrättande av ett europeiskt småmålsförfarande (EG) nr. 861/2007 trädde ikraft den 1 augusti år 2007. Förordningen tillämpas fullt ut från och med 1 januari år 2009. Förordningen tillämpas i samtliga medlemsstater utom i Danmark. Förfarandet som inrättas genom förordningen utgör endast ett alternativ till befintliga rättegångsförfaranden. För Sveriges del innebär detta att förordningen ska vara ett alternativ till bestämmelserna i rättegångsbalken. I verkställighetsdelen ska förordningen vara ett alternativ till Bryssel I-förordningen.</p><p>Förordningens syfte är att förenkla, påskynda samt kostnadseffektivisera handläggningen av småmål. Förordningen gör det även enklare för parterna att få erkännande och verkställighet av ett avgörande i det europeiska småmålsförfarandet i en annan medlemsstat. Förordningen är tillämplig inom privaträttens område, tvisten ska ha en gränsöverskridande karaktär, fordran får inte överstiga 2 000 euro samt domstolen måste vara behörig.</p><p>Det finns både för- och nackdelar med förordningen utifrån ett svenskt perspektiv. En nackdel kan vara den ökade målströmningen till de allmänna domstolarna, vilket kan vara resurskrävande. Även antalet exekvaturmål i Svea hovrätt kommer förmodligen att öka. Den största fördelen med förordningen är att den har avskaffat exekvaturförfaranden i form av nationella verkställighetsförklaringar. Sådana verkställighetsförklaringar finns dock i Bryssel I-förordningen men på ett mer förenklat sätt.</p><p> </p> / <p>On the first of August 2007, the regulation of a European small claim procedure (EU) No. 861/2007 entered into force. The regulation is however fully administered from the first of January 2009, and shall be used in all member states, besides Denmark. The small claim procedure composes only an alternative procedure to the member states existing small claim provisions. In Sweden the regulation composes an alternative to the provisions in the Act (1942:740) of procedure.</p><p>The aims of the regulation are to simplify, precipitate and to make the handling of small claims inexpensive. It also aims to make it easier for the parties to get recognition and enforcement of judgments in the European Union. The regulation is to be used in civil law and has to be a cross-border contention. The claim cannot exceed the limit of 2 000 euro and it has to be a tribunal that carries jurisdiction.</p><p>From a Swedish point of view, the regulation carries both advantages as well as disadvantages, a disadvantage would be the increased civil action to the common courts and it will be resource-demanding. The quantity of exequatur contention in Swedish court of appeal will most believably also increase. The main advantage of the regulation is the abolishment of the exequatur when the Brussels I, on the other hand, only set out to simplify it.</p>

<p>We present a concept for using procedural techniques to represent media. Procedural methods allow us to represent digital media (2D images, 3D environments etc.) with very little information and to render it photo realistically. Since not all kind of content can be created procedurally, traditional media representations (bitmaps, polygons etc.) must be used as well. We have adopted an object-based media representation where an object can be represented either with a procedure or with its traditional representation. Since the objects are created on the client the procedures can be adapted to its properties such as screen resolution and rendering performance. To keep the application as small and flexible as possible, each procedure is implemented as a library which is only loaded when needed. The media representation iswritten in XML to make it human readable and easy editable. The application is document driven where the content of the XML document determines which libraries to be loaded. The media objects resulting from the procedures is composited into the media representation preferred by the renderer together with the non-procedural objects. The parameters in the XML document are relative to parameters determined by the system properties (resolution, performance etc.) and hence adapt the procedures to the client. By mapping objects to individual libraries, the architecture is easy to make multi threaded and/or distributed.</p>

Background: Most procedures in healthcare were described to cause the child pain. Anxiety was also strongly linked to pain and painful experience can generate future consequences for the child in contact with health services. Administering medication to children was considered difficult to adapt while non-pharmacological treatment is considered to be both time- and cost efficient. Purpose: To describe nurses' use of non-pharmacological treatment of procedural pain in children and to examine the included articles research group.Method: This descriptive literature studies results was based on 15 articles sought in the databases Cinahl, PsycINFO and PubMed. Eight of the included articles were qualitative studies, four were quantitative studies and three were studies with mixed approach. Main Results: Non-pharmacological treatment of procedural pain in children was considered effective when it was formed based on each unique child and occasion. The nurses described distraction as a useful method that can be performed in several ways, ranging from the child's needs. The importance of a good relationship, a working cooperation and that the nurse had the ability to get the child's confidence was described as key elements in non-pharmacology. The research group characteristics were examined and in all articles the participants profession consists in the majority of nurses. Conclusion: Non-pharmacological treatment of procedural pain should be adjusted based on the unique child and the situation. Distraction was considered by the majority of nurses to be a positive and useful non-pharmacological treatment of procedural pain in children and can be performed by both nurses and parents to reduce the child's pain and future fears. / Bakgrund: Ett flertal procedurer inom vården beskrevs kunna orsaka barnet smärta. Oro var vidare starkt kopplat till smärta och en tidigare smärtsam upplevelse kan komma att generera framtida konsekvenser för barnet i kontakt med sjukvården. Administreringen utav läkemedel till barn ansågs vara svårt att anpassa samtidigt som icke-farmakologisk behandling anses vara både tids- och kostnadseffektiv. Syfte: Att beskriva sjuksköterskors användning av icke-farmakologisk behandling vid procedursmärta hos barn, samt att granska de inkluderade artiklarnas undersökningsgrupp. Metod: Denna beskrivande litteraturstudies resultat grundades på 15 artiklar eftersökta i databaserna Cinahl, PsycINFO och PubMed. Åtta av studiens inkluderade artiklar hade kvalitativ ansats, fyra hade kvantitativ ansats och tre var studier med mixad ansats. Huvudresultat: Icke-farmakologisk behandling vid procedursmärta hos barn ansågs effektivt när den formades utifrån varje unikt barn och tillfälle. Sjuksköterskorna beskrev distraktion som en användbar metod som kan utföras på flertalet sätt, allt utifrån barnets behov. Vikten av en fungerande relation, ett fungerande samarbete och att sjuksköterskan hade förmåga att få barnets förtroende beskrevs vidare som centrala delar inom icke-farmakologin. Artiklarnas beskrivning av undersökningsgrupp granskades och deltagarnas yrkeskategori utgjordes i majoritet av sjuksköterskor i samtliga fall. Slutsats: Icke-farmakologisk behandling vid procedursmärta bör anpassas utifrån det unika barnet och situationen. Distraktion ansågs av majoriteten sjuksköterskor vara en positiv och användbar icke-farmakologisk behandling vid procedursmärta hos barn och kan utföras av både sjuksköterskor och föräldrar för att minska barnets smärta och framtida rädslor.