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The purpose of the current study was to examine the mediating role of anger proneness in explaining the relationship between masculine gender role stress (MGRS) and aggression. Additionally, the moderating effect of anger proneness was also examined. Both physical and verbal forms of aggression were examined in the current model. Participants were 163 male undergraduate students. The criteria proposed by Baron and Kenny (1986) and Holmbeck (1997, 2002) were followed to test for mediational and moderational effects. Hierarchical regression analyses were conducted. Results indicate that anger proneness does mediate the relationship between MGRS and aggression, particularly physical aggression. Tests for moderated effects were not supported. The clinical and theoretical implications of these findings are discussed. / Master of Science

本研究旨在探討臺北市公立國民小學教師兼任行政職務角色壓力與工作滿意度的現況與關係，以及不同背景變項的教師對二者的知覺差異，並根據研究結果提出降低其角色壓力，增加工作滿意度之建議。研究採用文獻分析與問卷調查法，以臺北市松山區公立國民小學教師兼任行政職務人員為研究對象，研究者自編的「臺北市公立國民小學教師之角色壓力與工作滿意度相關性研究問卷」為研究工具，對教師兼任行政職務計發出100份問卷，回收89份，有效問卷81份，回收率81％；另對一般教師隨機發出120份問卷，回收118份，有效問卷113份，回收率94.17％，以進行比較。資料分析採用描述性統計、獨立樣本t考驗、單因子變異數分析、皮爾遜積差相關、最小顯著差異法等統計方法。 本研究獲得以下結論： 一、臺北市松山區公立國民小學教師兼任行政職務的整體角色壓力為中等程度，以「角色量的過度負荷」最高，「角色模糊」最低。 二、不同背景變項「性別」、「年資」、「學校規模」下，整體角色壓力具有顯著差異。 三、臺北市松山區公立國民小學教師兼任行政職務的工作滿意度為中等程度以上，以「人際關係」滿意度最高，「薪資待遇」最低。 四、不同背景變項僅「學校規模」下，在整體工作滿意度具有顯著差異。 五、角色壓力與工作滿意度之間呈現顯著負相關。 六、臺北市松山區公立國民小學教師兼任行政職務與一般教師的角色壓力具有顯著差異，在工作滿意度則未具顯著差異。 / This study aimed to explore the current status of the satisfaction of public elementary school teachers in Taipei concurrently holding an administration job with their jobs and the relationships. Also the differences in perception of satisfaction among teachers of different backgrounds were discussed. According to the results of this study, some suggestions were proposed to reduce their stress and increase their satisfaction with their jobs. The methods adopted by this study included document analysis and questionnaire survey. The research subjects were the public elementary school teachers in Songshan District, Taipei City concurrently holding an administration job. And the research tool was the “Role Stress and Job Satisfaction Questionnaire for Public Elementary School Teachers in Taipei” developed by the researcher. 100 questionnaires were sent to teachers concurrently holding an administration job and 89 were retrieved, among which, 81 were valid. The response rate was 81%. In addition, 120 questionnaires were randomly sent to general teachers and 118 were retrieved, among which 113 were valid. The response rate was 94.17%. They were used for comparison. For data analyses, the statistical methods adopted included descriptive statistics, independent sample t test, ANOVA, Pearson product-moment correlation, least significant difference test, etc. The conclusions of this study are: 1. The overall role stress perceived by the public elementary school teachers in Songshan District, Taipei City concurrently holding an administration job was moderate. The highest stress they perceived was the stress from “overload from their roles” while the lowest was the stress from “roles being vague”. 2. The overall role stresss perceived by the teachers of different “gender”, “seniority”, and “school scale” were significantly different. 3. The satisfaction of the public elementary school teachers in Songshan District, Taipei with their jobs was above moderate. The highest satisfaction was that with “interpersonal relations” while the lowest was that with “salary”. 4. In the aspect of background variables, the overall job satisfactions were significantly different only among the teachers of different “school scale”. 5. Role stress and job satisfaction were negatively related. 6. The stress perceived by the public elementary school teachers in Songshan District, Taipei was different from that perceived by general teachers. However, their job satisfactions were not significantly different.

The system of General Health Insurance was carried out since 1995 promoting the convenience for people seeking the medical care and helping a lot of medical disadvantaged minority. Moreover, this system also makes the medical resource differential obviously in the area of off-shore and main islands of Taiwan. The medical resource in main island of Taiwan is centralized and syndicated which reveals the helpless plight of poor medical resources and isolated geography in the remote area of off-shore islands conspicuously. This study researches into the mutual moderating effects of the doctors' perception of the work environment, job satisfaction, role stress, and intent to stay for the doctors in the off-shore islands of Penghu. This study retrieves 102 effective questionnaires by a census-taking. The collected data is carried on SPSS15.0 statistical analysis and test by utilizing t-test and ANOVA analysis to calculate the differences of the demographic statistics parameters, perception of the work environment, job satisfaction, role stress, and intent to stay in isolated island area. Moreover, the mutually influenced degree of constructs is scrutinized by multi-regression and path analyses. This research finds that: 1. Sufficient medical and human resources, good medical cooperation, and high working aspiration can improve the doctors' job satisfaction in the off-shore islands of Penghu. 2. Ample medical and human resources and good medical cooperation can reduce the role stress of doctors. 3. Application of the factors in stimulation and sound health care will lead negative and positive influences on doctors. 4. Good medical cooperation encourages the doctors to concentrate their attention on medical work and seldom interference in the doctor's medical work or values can further their intent to stay in the off-shore islands of Penghu.

Title: Research on middle-age worker¡¦s stressors and withdrawal behaviors Student: Tzu Hui Liao Advisor: Jin Feng Uen By the trend of decreasing baby-bust and early-retirement, the labor force structure has changed. Middle age and older workers will become increasingly prevalent in the work place. The impact of an aging workforce raises the height-light issues facing employees today. During the global economic crisis in 2008, there are many business enterprises chose to lay off employees massively or offer unpaid leaves. And the middle age and older workers are the main target. Thus, this worker issue has become more and more important. Attention is mainly given to the human resource policies which may impact middle age workers such as performance management, selection and training etc. Less research has focused on attitudes toward the elderly held by middle-aged adults themselves. The presence of ageism in our society is of mounting concern with regard to the changing demographic shape of the workforce. Governments and organizations have become interested in the middle-age worker on performance, training, in recent years. Middle-age worker has numerous life and working experiences, so their mental and physical attitudes may vary form the ones held by the freshmen in labor market. Therefore, this research aims to explore on middle-age workers and withdrawal behaviors in depth in order to development the best human resource practices.

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 Role stress in the related researches on pressure is a variety which has been mentioned from work. Job satisfaction is not only a variety which usually discussed by researchers, but also an important factor for the human resource management often approached by the organization. However, many researches point out that role stress from work may reduce an employee's job satisfaction. Simultaneously, if customer service representatives (CSR) have role stress and reduce their job satisfaction, such a situation may influence the service quality and reputation of the enterprise. Recently, in order to enhance the service quality and customer satisfaction, many call centers in the telecommunication and financial enterprises are using computer and telephony integration system (CTI). Therefore, the thesis would like to research the influence of CSR role stress and job satisfaction with using CTI to analyze and discuss the case of TransAsia Telecommunications Inc.,. The thesis mainly uses the structural questionnaires to understand how CSR in TransAsia call center use CTI and think about role stress and job satisfaction. But the thesis speculates all the CSR, including the new members who work in TransAsia after using CTI, may have worked with CTI. Because the new members can't compare the present situation with the past for using CTI, the thesis decides to divide all the CSR into two groups---one is "Seniors", the other is "Juniors". The conclusions are as followed: (1)The more useful and easier CTI is used, the less role conflict and ambiguity Seniors have, and the greater internal and external satisfaction Seniors get. (2)The more useful CTI is, the less role conflict Juniors have, and the greater internal satisfaction Juniors get. Moreover, the less role conflict and ambiguity Juniors have, the greater internal and external satisfaction Juniors get. To sum up, the research hypotheses to Seniors are fully supported, but these to Juniors aren't fully supported. I infer the main reason why the research hypotheses to Juniors are not be fully supported is that the timing for surveying the use of CTI is too early, and Juniors who work in the call center just for one year. So they can't compare the present advantages of CTI with the past. However, there are many factors may influence an employee's job satisfaction, those are also the reasons why CTI can't completely explain job satisfaction of CSR.

Abstract Coming with evolution of social structure, the industrial structure has been changed continually. From earliest agriculture and industrial society. Taiwan has gradually moved into modern society¡Vservice society. Within service society, department store is the most typical business. For the clerks of department store the most significant job is providing face-to-face service to customers. The working hours for the clerks are mainly concentrate on vacation and nighttime combined with long period standing. Hence the influential of physical and psychological stress will cause job burnout. Precisely, clerks are not directly employed by the department store, even they affect the sales and quality of department store nevertheless the department store could not implement the same motivation on clerks as they were hired by boutique. Managerial methods and strategies have become the critical topic for human resource mangers. This study focus on the source of job burnout, the clerk is the main component, job burnout is the media variance, using those factors to discuss the mediating effect among leadership, role stress, social support, turnover intention, sales performance and sales attitude to the job burnout. The consequence indicated that: 1.The clerks gained highest degree in the leadership of goal achievement. 2.With role stress, the role overloads that affect clerks is more seriously. 3.With social support, the colleagues supporting provide the highest support. 4.With job burnout, the exhaustion that affects clerks is more thoughtfully. 5.A negative correlation was identified between leadership and job burnout. Along the leadership, it emphasizes the goal and depersonalization has negative interaction but the interactive to the diminished personal accomplishment among leadership result positive effect. 6.The positive correlation was identified between role stress and job burnout of clerks. Once the role overloads of the role stress occur, the positive effect of exhaustion may take place and the negative effect may diminish personal accomplishment. Further the role ambiguity and role conflict of role stress may show the positive correlation. 7.A notable correlation was identified between social support and job burnout. The workman support of social support may have negative correlation on job burnout. Moreover, a negative correlation was identified between family supports of depersonalization and diminishes personal accomplishment. 8.A predictable correlation was identified between job burnout and turnover intention. The job burnout and turnover has positive correlation. 9.A diligent positive correlation was identified between job burnout and turnover intention. The exhaustion of job burnout and turnover intention has positive effect. 10.A significant correlation was identified between exhaustion of job burnout and diminishes personal accomplishment. Exhaustion of job burnout to the sales performance has positive effect, in addition diminish personal accomplishment of job burnout has positive effect to the sales performance. 11.A notable negative correlation was associated with job burnout and service attitude. Depersonalization of job burnout and diminished personal accomplishment creates negative effect. 12.In mediating effect, the leadership will affect the turnover intention by job burnout; the role stress will cause turnover intention and service attitude by job burnout. 13.The interaction among leadership, role stress and social support will influence job burnout precisely. KEY WORDS: Leadership, Role Stress, Social Support, Department Store, and Clerk of Boutique, Job Burnout

Abstract Human resources have always been recognized as an important factor in determining the core competitiveness of a business. Business groups with a large organization have the relative advantage of flexibility in human resources utilization. As a result, personnel transfer among member companies within a group has become a normal behavior. In this research, we try to identify the key factors influencing the adaptive performance of employees after such inter-company job transfer, focusing on the pressures faced by the transferees and their career potential; i.e., whether the achievement motivation and role stress of transferees will influence their adaptive performance to the job after the inter-company job transfer, Also, understanding that the Perceived organization supporting by transferees may vary when different human resources approaches are adopted, we will also probe whether the Perceived organization supporting is a moderating factor on the adaptive performance of transferees. The targets of this research are employees of business groups in Taiwan who have experienced inter-company job transfer. A total of 406 questionnaires were distributed and 174 valid questionnaires were collected (The adaptive performance of the employee was assessed by their direct supervisors). Diversified statistical analysis has been conducted, including gap, correlation, regression and multiple regression analysis. The following specific results have been achieved: 1. The employment status of the employee after the transfer, as well as the terms and conditions for the transfer, both lead to different results in various aspects of the research: i. Employees transferred to work at the head office have obtained higher scores in various aspects relating to adaptive performance. ii. Employees offered less favorable conditions for the transfer normally have a higher score in the perception of role ambiguity. iii. Employees offered more favorable conditions for transfer normally have a higher score in terms of the Perceived organization supporting. 2. Achievement motivation shows a negative influence rather than a positive influence on the adaptive performance of the transferees. 3. role stress has no impact on the adaptability of the transferees. 4. Perceived organization supporting shows no significant moderating effect in this research.

The main purpose of this study is to examine the effects of job design and sales managers’ behavior on intrinsic motivation and customer orientation of salespeople. Furthermore, we aim to examine if any of the factors included in our model have an effect on performance of Company X’s salespeople. Thus, our research questions are:  What impacts do job design and sales managers’ behaviors have on intrinsic motivation and customer orientation of salespeople? What kind of differences exist between high- and low performance sales teams considering these factors? Our study has been carried out on commission for Company X where we studied their Customer Service salespeople, which are working in a business to consumer context in the Swedish electricity market. The study makes theoretical contributions to motivation research in the field of Selling and Sales management by developing and testing a conceptual model with a unique combination of motivating variables. Our model was inspired by Hackman and Oldham’s (1980) Job Characteristics Model, but we extended this model and added organizational variables that had not been examined in relation to this model by prior research. Thus, no previous research has, to our knowledge, tested the effects of our chosen variables of job design and sales managers behavior on intrinsic motivation and customer orientation. To deepen our study and our understanding of what effect our variables of job design and sales managers behavior have on performance, we received secondary data from Company X. This additional data analysis enabled us to compare whether there were differences across our key variables between sales teams with high performance and low performance. We adopted a quantitative strategy and data collection method. Thus, we distributed questionnaires to our target population – salespeople working in Company X Customer Service. Both primary and secondary data were entered and processed by the statistical analysis program SPSS. On our primary data we performed Cronbach's alpha tests, cross-tabulations, bivariate regression analysis and multiple regression analysis to test hypothesized effects. Our secondary data in combination with our primary data were analyzed by a two-sample t-test to identify differences between high-, and low performance teams. Our hypotheses were partially supported and findings showed that the critical psychological states: experienced meaningfulness and experienced responsibility had positive effects on intrinsic motivation. Experienced responsibility in combination with role ambiguity had positive effects on customer orientation. Similarly, intrinsic motivation was found to affect customer orientation. The other variables of job design and sales managers’ behavior were not found to have significant effects on intrinsic motivation and customer orientation. Variables affecting performance were coaching; positive behavioral feedback and role ambiguity, and they differed significantly between high-, and low performance teams. Our study provides practical recommendations for Company X and other companies in the electricity market. Our findings can be used to improve marketing strategies and motivation of salespeople in other business to consumer contexts.