Review of the literature, leader member exchange theory (LMX) has an impact on organizational citizenship behavior (OCB); however, previous studies maily focus on single level exchange relationship, from a practical point of view, this issue should be involved in multi-level exchange relationship, and leader¡¦s group prototypicality may become an important factor to influence organizational citizenship behavior. This research tries to discuss different levels LMX in organization, one is the relationship between direct leader and subordinate(LMX1), the other is between department leader and subordinate(LMX2). Since LMX not only has an effect on subordinates¡¦ OCB but also role performance which regarding OCB as an extra role behaviors, this study try to explore the relationship between LMX and subordinate¡¦s role performance, and used multi-level leader-leader exchange theory (LLX) and leader¡¦s group prototypicality as moderating effects. In order to avoid common method variance, this study collected questionnaires from different sources which including 70 supervisors and 210 subordinates. Due to the multi-level research framework, this research used SPSS and HLM as analysis tool. The results show that LMX1 has a positive effect on role performance as predicted. Moderating effects in the research are partially supported. The better exchange quality of LLX, the more significant of subordinates¡¦ organization citizenship behavior toward individuals (OCBI) will appear; moreover, the higher direct leader¡¦s group prototypicality is, the more significant subordinate¡¦s in role behavior will be. However, LMX2 has positive effect on role performance is not supported. This study accordingly has some managerial implications and recommendations for future research reference.

This is a study to answer ¡§who am I ?¡¨ in educational context. ¡§Who am I ? ¡¨ is the beginning of self identity. Identity uncover one¡¦s images of himself as a way of understanding his practice, explicitly seeking a link between image and practice. By concerning identity and education, this study focus on preservice teacher¡¦s identity. The purposes are investigating preservice teacher¡¦s identity and the factors influencing it. The participants are five elementary preservice teachers. This study employs the qualitative research as the methodology for this study. The qualitative research is base on the way of one-year interview to collect the information and use the interview document to record the feeling and experience by writing word to word. The main findings are summarized as follows: 1. Preservice teacher¡¦s identity is constructed by interaction between self and others in practical training. 2. Preservice teacher¡¦s identity includes multiple role performances. 3. Facing the identity confusion, preservice teacher presents passive resistance. 4. Preservice teacher¡¦s identity affects perfprmances in practical training and obtaining teacher identity. 5. Colleagues help a lot in practical training. This study show the model and the pictures (role performances) of preservice teacher¡¦s identity. the model provides a framework to realize preservice teacher¡¦s identity. Finally, some suggestions are proposed for student teachers, teacher preparation system and future studies.

The quality of questionnaire data hinges on participants’ willingness to provide careful responses. Some research participants, unfortunately, respond after only skimming the contents of a given study questionnaire. In more extreme cases, participants may respond without reading the questionnaire content at all. This symposium examines recent advances in careless responding research

A conceptual model examining positive affectivity as a moderator of the influence of burnout on extra-role performance and quitting intentions is developed and tested. Data obtained from employees in the hotel industry in Turkey were used to assess the model. As hypothesized, burnout influences extra-role performance deleteriously and exacerbates quitting intentions. The results of the Chow test also reveal that positive affectivity serves as a moderator in reducing the detrimental impact of burnout on extra-role performance and quitting intentions. The findings and their implications are discussed.

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PhD / People with a chronic illness, such as Parkinson’s disease, often live in the community for many years while the illness becomes progressively more debilitating. Little is known about how such people control the impact the disease has upon their various roles in life. This study employed naturalistic qualitative research methods to investigate how people with Parkinson’s disease and their partners continue to actively participate as members of their social community. Using in-depth semi-structured, focused interviews, participants with Parkinson’s disease and their partners were asked to name and describe roles that occupied their daily activity. They were asked about their most significant occupational roles, what they did in these roles, the knowledge or strategies they employed to deal with barriers to occupational role performance, and the personal meaning such roles held. Four basic themes evolved from the data: the impact of the disease on occupational role performance, or ‘doing’, secondary personal limitations to occupational role performance, secondary social limitations to occupational role performance and cumulative barriers to occupational role performance. Loss of control over choice and manner of engagement in occupational roles was a significant element of all four themes. Sense of self and sense of social fit were identified as major elements that informed participants’ perceptions of control. Participants described a range of diverse responses that they used to actively restore personal control of occupational performance in the face of degenerative illness. Learning new coping styles appeared to be underpinned by a personal set of rules or ‘blueprint’, despite professional input. This blueprint was actualised through a problem identification, problem solving and active engagement cycle that was termed a cycle of control. A conceptual model of a cycle of control was proposed as the final stage of the research. The model represented a way of describing how participants acted to restore a sense of personal control once a specific barrier to occupational role performance had been perceived. The findings of this study support the notion that people with chronic illness, such as Parkinson’s disease, are active and knowledgeable participants in health care, and have occupational histories and experiences that they harness when dealing with barriers to performance. Moreover, the findings demonstrate that people with chronic illness work in tandem with significant role partners to constantly maintain the valued partnership in meaningful occupational roles as the disease progresses. A greater understanding of how people with chronic illness and their partners strive to maintain a sense of personal control can enable occupational therapists to work effectively as ancillary partners in care. A greater understanding of the way in which role partners work together to maintain occupational integrity in their lives would be central to assessment and intervention for community programs for people with chronic illness.

A Study on the Employees' Adversity Quotient, Job Stress and Role Performance in High Technology Industry: Perceived Organizational Support as a Moderator. Abstract This study aims to explore the high-tech industry employees: (1) the relationship among adversity quotient, job stress, perceived organizational support and role performance. (2) the adversity quotient as a mediator between the job stress and role performance. (3) the moderating effect of perceived organizational support to job stress and role performacne. For the purposes of the study, the questionnaire survey was conducted for the employees in the south high tech industry. Total 111 supervisor questionnaires and 333 staff questionnaires were distributed to 44 high tech firms, where the role performance questionnaires were designed for pairs of supervisor and employees. And total 110 supervisor questionnaires and 330 staff questionnaires were returned and, after 2 supervisors¡¦ and 12 invalid staffs¡¦ questionnaires eliminated, a total of 108 supervisor and 318 staff valid sets of questionnairs have been collected in this study. The response rate of the valid questionnaires is 96.36%. The study adopts the following statistical analysis techniques: the confirmatory factor analysis (CFA), the reliability analysis, the descriptive statistics, the independent t-test, the one-way ANOVA, the structural equation modeling (SEM), the correlation analysis, and the hierarchical regression analysis. The primary findings are as follows: 1. Adversity quotient has significantly negative effect on job stress. 2. Adversity quotient has significantly positive effect on role performance. 3. Job stress has significantly negative effect on role performance. 4. Job stress has mediating effect on the relationship between adversity quotient and role performance. 5. Perceived organizational support does not have significantly moderate effect between job stress and role performance. This study concludes by discussing for the implications of major findings, which would be a reference to the academy and industries, and make suggestions for further studies. Keywords: Adversity Quotient , Job Stress , Percevied Orgnaizational Support, Role Performance, In-Role Behavior, OCB-Individual, OCB-Organization

This research follows the positive psychology to explore the synergies from playing multiple roles in Taiwanese banking employees¡¦ life to expand the scope of work-family field by developing a work-family facilitation scale through qualitative interviews and quantitative questionnaires. The antecedents and outcomes of work-family facilitation were also included to further examine needed resources from both work and family domains to support the better role performance in each domain. Two-stage survey study consisting separately 60 and 200 samples of each that was composed of three groups of samples (i.e. employees, their supervisors and spouses). Results revealed that, firstly, job autonomy as well as supportive supervisors help engender action- and development-based work-to-family facilitation; spouse practical support promote psychosocial-based family-to-work facilitation; Organisational citizenship behaviour were encouraged by development-based family-to-work facilitation. The insignificant results showed there may be other possible resources as well as consequences needed to be further uncovered, and the work-family facilitation scale is encouraged to be re-examined in the future. This study can not only measure the work-family facilitation but investigate the resources and outcomes relevant to the construct. Organisations may make good use of the mechanisms to re-allocate the current resources and practices to improve the effectiveness as well as convey the positive brand image to stakeholders.

In workplace, any kinds of teamwork and management in an organization, like cooperation, communication, and leadership, all of the activities need personal interaction, and the interaction is related to the work results. So, the purpose of this study is to find out the relationships between social skill and job performance, and explores how social skill affecting job performance, in addition, whether different degree of task interdependence could influence study results. This study is conducted through opinion survey by random sampling in manufacturing and service industry. With the valid 119 questionnaires replied by the staffs and the direct supervisors, the finding of this study can be summarized as follows: 1. Social skill impacts the in-role performance positively. 2. Social skill impacts each of the co-worker support and the supervisor support positively. 3. supervisor support has mediating effect between social skill and in-role performance positively. Keywords: Social Skill¡BIn-role Performance¡BSupervisor Support¡BCo-worker Support¡BTask Interdependence.