Enterprise salary strategy should influent enterprise competition power, thinking the influence of salary strategy about job satisfaction, job efficient and productivity, turnover rate, long-term cost etc. The aim of this research is to use the method of System Dynamics and combine the balanced scorecard and strategy maps to analyze the data of case company and trace the influence between salary strategy and organize performance, further building salary decision model to connect and focus on effect to let the human resource management system toward sound to assist the enterprise make reasonable salary policy. This research is to use System Dynamics to study the interaction factors of the enterprise development which comprehend employee hiring and training, salary adjustment, motivation etc. According to each link causes the feedback to draw a causal loop map, the conclusion of this research.Using lead salary policy and competition salary policy can keep able personnel and motivation, on the contrary using lag salary policy will increase the cost and reduce productivity.The Balance Scorecard and Strategy Maps can help enterprises ¡§connection¡§and ¡§focusing¡¨ in setting the salary strategy to seek the bounder of the model, but can¡¦t unearth the side-effect of the system. The feedback map and salary decision model is really response influence of the policy, the same time finding inverse intuitive situation to search the key point for long-term goal.The result of simulate salary policy can assist decider to revise policy to reach the optimum. At last, presenting the contribution of this research.Applying and integrating human resource, salary strategy and performance management theory.By System Dynamics fulfilling causal loop map and decision model belong to the salary strategy of the case company.Seeking the suitable solution for case company salary policy.

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.

In recent years, under internationalization, liberalization and competition from China, Taiwan has the urgent need of high quality of human resource and subsequently it makes the ¡§human¡¨ management more complicated. Therefore, medium & small companies faces another new challenge and human resource management has become a big brand of knowledge for nowadays industry operation and management. How to use minimum investment to earn maximum employee loyalty is a big challenge for future human resource management. In the scope of the human resource management, compensation management is key section, like improper compensation management will cause another compensation dispute and the rise of dispute will force industry to pay more attention on the employee¡¦s legal labor rights. Furthermore, poor handle of dispute, consequently if seriously, will cause the dispute between labor and capital, even slightly, will have negative impact on company overall morale, and furthermore, affect company human resource performance. This resource will have medium & small companies as resource targets and focus on probing the relationship between compensation system, labor condition and human resource performance. Followings are the major research results: 1.Technical based compensation system will have effect on the assignment achievement performance. 2.It will have positive effect on the employee salary satisfactory and work performance if medium & small companies offer subsidy for further education, uniform, meal, weddings and funerals allowance and Mid-Autumn festival bonus. 3.There are obvious relationships among different compensation types, compensation basis and conditional performance. 4.Medium & small companies offer for subsidy of further education, transportation, training, other bonuses and annual bonus or not will have significant differences on employee¡¦ salary satisfactory and work achievement performance. 5.Selecting different work hours per week, calculation basis of overtime (holiday) work pay, total annual vacation days given, calculation basis of special rest days will have significant differences on compensation basis, salary satisfactory and work achievement performance. 6.Different employee characteristics will have remarkable differences on compensation basis, employee leave tendency, salary satisfactory and work achievement performance.

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.

Abstract This essay is a study on "the influence that the stock options of the salary incentive pay system have on the management level of Chinese mainland insurance industry". this study is divided into four parts : first , introduce the theory that influence the setting of the salary incentive pay system ; second, analyses the common-used incentive pay system in Chinese mainland at present and its developmental tendency ; third , introduce the basic information of Taiwan's insurance industry brought into mainland . We hope that the study on mainland's insurance industry will contribute to the Taiwan' study in the field of mainland' insurance market. Fourth, analyze how Taiwan's insurance industry establish salary incentive pay system that meet the market demands in their development in mainland . The stereotype of the industrialist, the collected data, the careful analysis and the case that was picked out, can be referred to by those who want to develop on the mainland market. From this study, we find that there are active effects of thestock options system from the salary incentive pay system, whichcannot be found in the mainland's intermediate insurance industry. The cause can be concluded into two species: individual factor, externalfactor. Each conclusion has three items. So there are totally sixitems. The conclusions suggest that, mainland's intermediate insurance companies' planning on the management's salary incentive pay system is faced with many influence factors now. Althongh there are some limitations of the annual salary, such as the management behaviors Short-termism, the frequently-liquid of the managements' talents, the shortage of management talents, still, the effects are more active than other incentive pay system forms such as manager acquisition, insurance plan and retire plan, golden parachutes and EVA, except stock rights and options. The key words : the salary incentive pay system; management; Chinese mainland insurance market; stock options; golden parachutes

With the rapid change of society, economy, education, and science & technology, and following the gradual crack of world, national boundaries, races and classes, modern women are stepping out their footsteps to open up the equal-rights reform for the two sexes, which reveals their different journey of life from the traditional women. Due to the social advancement, the trend of double salary for a family¡¦s income has prevailed, so it is very popular for women to enter the job field. Consequently, the situation starts the issue of equal rights between the opposite sexes. Looking into the contemporary job market, one can see that women are mistreated. For example, first, in the job field, they have to keep higher attempted motivation, more sufficient ability and stronger physical strength to compete with men. Then, they still have to play the major role of labor supplier for their families, that is, they have to deal with all the housework after they return home from work, which adds a ¡§second duty shift¡¨ to their responsibilities. Therefore, the double-folded responsibilities of both working hard in the office and taking well care of the family create a predicament to modern women who are like ¡§a candle burning at two ends.¡¨ As a result, modern women have to bear more responsibilities and heavier burdens than the traditional women do in the field of business affair and family matter. Since May 20, 1997, the government has stipulated, released, and implemented ¡§The Method for Government Employees to Retain the Job but Suspend the Salary¡¨. The method has been revised for four times until now. According to the statistics from the Ministry of Civil Service, there are 538 government employees who retain the jobs and suspend the salaries due to the reasons of ¡§nursing the babies,¡¨ ¡§waiting upon the parents,¡¨ and ¡§the severe injuries and sickness of the spouses and children.¡¨ Among them, male government officials are 86 persons (15.99%) while females are 452 (84.01%), that is, women¡¦s are 5.3 times as much as men¡¦s. Is the meaning in which the data show closely related to the situation that women are traditionally the main housework suppliers? In succession, what influence will it make for the future career development of the female government officials? I as a female government official feel very curios to this question and then become interested to it, so I set about my research into it. My research is centered on documental survey adopting the ¡§Analytical Approach of the Statistic Data on Government Employees to Retain the Job but Suspend the Salary¡¨ from the Ministry of Civil Service. My case objects of study are sampled from Chiayi County. They are nine Government employees who have retained the job but suspended the salary all because of the ¡§family cause.¡¨ My approach is to interview them with depth to see their experience and opinions, and following their thoughts, I probe into the problems and analyze the questions to study. My study discovers a fact that although the government employees work at a rather stable-income position, at the time of major events in the family, like ¡§nursing the babies,¡¨ ¡§waiting upon the parents,¡¨ and ¡§the severe injuries and sickness of the spouses and children,¡¨ they still hold the stereotype of the traditional concept of ¡§men dominate outside, women dominate inside¡¨ to deal with the problem, despite the condition that they already have the strong support from the government issued ¡§The Method for Government Employees to Retain the Job but Suspend the Salary,¡¨ since they are limited by gender discrimination and social recognition. Even though the trend of double salary for a family¡¦s income has prevailed, women still have to play the major role of labor supplier for their families, so female government employees are forced to retain the job and suspend the salary which may influence their promotion in the future career in the government. Therefore, the uneven relationship between the two sexes in family matters has greatly affected their future progress in private life and public service. ¡§The Method for Government Employees to Retain the Job but Suspend the Salary¡¨ surely serves as a buffer when the swing of choice between public affair and family matter comes. However, a complete set of rights and interests for the people who retain the job but suspend the salary is not established. For instance, they cannot participate in annual merit system to evaluate their efficiency of work, their seniority will be suspended, and their allowance for marriage, birth, and children¡¦s education will be cut short. Therefore, from the social welfare¡¦s point of view, I sincerely hope that our government should issue a perfect plan for women to balance their responsibilities for work and family.

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Syftet med studien var att undersöka om och hur löneform, möjlighet till avancemang samt företagets CSR-arbete påverkar potentiella arbetssökandes intentioner att söka en ledig tjänst. Studien genomfördes på studerande vid Högskolan i Gävle. 78 personer deltog i studien och genomfördes som enkätundersökning. Resultatet analyserades med multidimensionell skalning (MDS). Det analyserade resultatet visade på två dimensioner där samtliga tre faktorer tycks påverka attraktiviteten hos en arbetsgivare. Dock verkar möjlighet till avancemang och intern karriär vara den faktor som har störst inverkan på potentiella arbetssökandes intentioner att söka en ledig tjänst. Då alla tre faktorer kan ha påverkat attraktiviteten drog vi slutsatsen att alla tre faktorerna är viktiga när det kommer till att attrahera blivande medarbetare. / The purpose of the study was to examine if and how salary, career advancements and a company´s CSR activities influence potential jobseekers intentions when it comes to applying for a job. The study was conducted among students at the University of Gävle. 78 persons participated, and the study was conducted as a survey. Multidimensional scaling (MDS) was used to analyze the result. The result showed that all three factors may have had an influence over how attractive an employer was perceived by the potential jobseekers. However according to the result, career advancements seems to have had the greatest impact when it came to influence potential jobseekers intentions to apply for a job. Although all three factors may have proven to have influence on the attractiveness of the employer, therefor is our conclusion that all three factors are crucial when it comes to attracting future employees

Teacher compensation reforms have been on the rise in recent years, yet research has yet to fully demonstrate how teachers interpret these policies and how they may influence their instructional practices and professional decisions. This qualitative study of a performance pay program in an urban district in Texas drew on cognitive approaches to policy implementation and theories of sensemaking to examine and explicate these issues. Teachers’ experiences in two schools were examined through interviews, focus groups, and document analysis. The experiences of school principals and district policymakers acting as sensegivers to teachers about the program’s goals, purposes, and theory of action were also examined. District policymakers’ understandings of the program varied, and were informed by their positions in the system and their own interests in the program. These differences resulted in a complex program with an array of objectives for teachers to implement in schools and classrooms, as well as varying expectations for teachers’ work, which were not always understood by teachers. With few clear and consistent messages from policymakers, teachers and principals interpreted the program according to their own ideas about important outcomes, and then shaped it to fit their situations. Although accepting of the program, teachers and principals were not always able to focus on it in ways expected by policymakers given other demands on them, particularly those emanating from the accountability system. Some evidence of goal distortion in terms of teachers’ attention to student assignments and mobility was also found. These findings hold implications for cognitive theories of policy implementation, suggesting that teachers’ responses to policies are influenced by the amount of attention they are able to give them, as well as direct sensegiving about policy goals and expectations on the part of policymakers. The findings also suggest that performance pay programs can be expected to be adapted, co-opted, and selectively attended to in order to fit within the contexts in which they are implemented. Thus, policymakers should consider other demands in the policy environment that may compete with performance incentives, as well as the organizational contexts of schools in which they will be implemented. / text