Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront.A high separation is a lost of company. Document research showed that employees who have higher performance evaluation have a lower turnover intension to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in evaluation (three branches: result evaluation, award evaluation, and improvement valuation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ turnover intension. Most of the specialists of organization behavior put personal values and personal character as one of the variables that affect turnover intension. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and lower the employees¡¦ turnover intension.The interaction between promotional, salary justice, and adjusting factors were most explicit, and had the lower effect on employees¡¦ turnover intension.

Presently, the competitions between enterprises and cooperation are very intense. Being able to ensure and exploit human resources is one of the main promises to success. However, the question of how to ensure human resources is also one of the hardest problems faced by cooperation. Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront. A high separation is a lost of the company. Document research showed that employees who have higher organizational commitment have a lower tendency to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in Guang-Dong Province. Using promotional justice, salary justice, and performance evaluation (three branches: result evaluation, award evaluation, and improvement evaluation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ organizational commitment. Most of the specialists of organizational behavior put personal values and personal character as one of the variables that affect organizational commitment. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and raised the employees¡¦ organizational commitment. The interactions between promotional justice, salary justice, and adjusting factors were most explicit, and had the greatest effect on employees¡¦ organizational commitment.

In recent years, the re-distribution of medical resources conducted by the government in general renders physicians to be anxious about the stability and fairness of their income. The worries are even aggravated by the policies such as ¡§secret in payment¡¨ or ¡§personalized payment¡¨ that are currently preceded by the hospitals. Since the as mentioned worries may affect physicians¡¦ attitudes toward their patients, factors affecting physicians¡¦ satisfaction in their income based on the stand point of ¡§salary justice¡¨ are thus important and will be the focus of the present research. Meanwhile, the influences of ¡§total budget system¡¨ on ¡§salary justice¡¨ and ¡§salary satisfaction¡¨ are also studied. The overall consequences to the physicians ¡§work attitude¡¨ are finally evaluated and analyzed in the present study. The research was conducted by distributing 319 questionnaires to the physicians belonging to eight hospitals in the middle area of Taiwan. Among these distributed questionnaires, 108 of them were retrieved. The retrieval rate is thus calculated as 33.9%. The results are presented as follows: 1.Gender, salary and position do not possess any influence on ¡§salary satisfaction¡¨ and ¡§working attitude¡¨. 2.A negative correlation is observed between ¡§age¡¨ and ¡§salary justice¡¨. This implies the elders demand higher base in their salary. 3.The more open in salary information and communications, the better in ¡§salary satisfaction¡¨. 4.The ¡§structure of income¡¨ should be consistent with one¡¦s recognition on the source of his or her salary. Together with a fair distribution in overall benefits would help in motivating positive work attitude. 5.More understanding in the method of benefit distribution as proposed in the ¡§total budget system¡¨ could lead to more negative attitude in working. 6.The ¡§total budget system¡¨ is still in the embryonic stage. No effects on ¡§salary justice¡¨ and ¡§salary satisfaction¡¨ have been observed yet. 7.A physician would possess a stronger commitment in job fair and team involvement when he/she feels satisfactory with the payment.

The inflation that Taiwan encountered in the 80ies made it difficult for many Taiwan companies to gain profit from their production or make a break-trough in production technology. In addition, due to the increase of labor cost and environmental cost, as well as new policies and issues regarding global trading and custom, many of them have reduced or cut their production lines when the production conditions have become worse and worse. In search of better utilization of existing production resource, facilities and lower labor cost, some of the Taiwan companies have moved their factories to Vietnam. And that brings up two issues that managers have to deal with, which is whether or not the local workforce can work efficiently and whether the turnover rate is too high. A high separation is a lost of company. Document research showed that employees who have higher performance evaluation have a lower turnover intension to resign. This research discussed the variables that affected organizational commitment. It surveyed Vietnamese and Taiwanese employees in Taiwanese-owned companies in Vietnam¡]Ho Chi Minh City¡^. Using promotional justice, salary justice, and management justice (three branches: result evaluation, award evaluation, and improvement valuation) as independent variables to regression analysis Taiwanese business¡¦s management justice and its effects on Chinese employees turnover intension. Most of the specialists of organization behavior put personal values and personal character as one of the variables that affect turnover intension. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and lower the employees¡¦ turnover intension.