The Kaohsiung Harbor Bureau is undergoing a organizational change process to change its status to that of a Special Authority. This organizational change will have a significant impact upon the professional jobs and rights of Bureau employees. The current Bureau administration is able to control neither the progress nor the practical results of this organizational change initiative. This research treats personal variables and organizational climate as independent variables, organizational commitment and job satisfaction as dependent variables, and opinions regarding organizational cha nge as the moderator variable. The study aims to investigate the effect of organizational climate during times of organizational change on staff commitment to the organization and on job satisfaction levels among staff. The population targeted by this research project were the employees currently working for the Kaohsiung Harbor Bureau. One fifth of them was included in the samples which was randomly selected. They were asked to fill out a questionnaire form. Questionnaire data was then analyzed using a variety of methods, including factor analysis, one-way ANOVA, regression, and staged multiple regression analysis. The researcher investigates the followings: (1) to identify significant differences between groups of individuals with differing personal variables existed in terms of organizational commitment and job satisfaction; (2) to assess the effect and predictive power of personal variables and organizational climate on dependent variables; and (3) to examine whether interaction between the variables of "attitude toward Special Authority organizational change " and "organizational climate" significantly impacted upon any of the dependent variables. Research results indicated the following: 1) Within personal variable categories, significant variations in the level of organizational commitment exist between employees of different staffing categories. 2) Within personal variable categories, significant variations in the level of job satisfaction exist between education levels and staffing categories. 3) Within personal variable categories, marital status and department to which an employee belonged showed significant positive impacts upon the level of job satisfaction. 4) Within organizational climate variables, degree of management empathy, interpersonal relationships, and respect for subordinate staff showed significant positive impacts upon organizational commitment and job satisfaction. 5) Within organizational climate variables, the degree of management empathy and attitude toward organizational change were positively related to job satisfaction levels. Respect for subordinate staff and attitude toward organizational change were inversely related to job satisfaction levels. The research suggests four courses of action based on the above-mentioned findings: (1) to demarcate a clear system of duties and authorities to motivate staff effectively; (2) to step up second-specialty training for staff to reduce employees' worries regarding organizational change; (3) to maintain a continuous effort to create a positive organizational climate; and (4) to respect initiatives by subordinate staff to create "win-win" conditions.

Abstract The reformation within an publicly-owned businesses enables the entity to enjoy greater flexibility and liberty, in terms of employment, finance, accounting, etc., so as to promptly adjust itself to the external environment and successfully accomplish the state-assigned missions. Hence, reformation has become a significant gist as well as a target to achieve in the organizational reconstruction promoted by the government. This study took the staff of Kaohsiung Harbour Bureau, which was right under a reformation by performing the strategic management via education and training, as the subject. It aimed to investigate the effect of these training programs. A framework was built, in which the ¡§Individual Background¡¨ was set as a control variable; ¡§Staff¡¦s Reformation Cognition¡¨ and ¡§Achievement Motivation¡¨ were as independent variables; ¡§Education and Training¡X-Staff¡¦s Participation in Reformation & Communication Management Programs¡¨ as an intervening variable, in order to discuss the impact on the dependent variable of ¡§Staff¡¦s Attitude¡¨ including ¡§Staff¡¦s Affirmative Attitude to Reformation Policies¡¨ and ¡§Organizational Commitment.¡¨ 620 employees in total were sampled out as the research subjects by means of Systematic Sampling, and among which, 488 were determined valid. This study employed the statistical software SPSS for Windows to analyze recovered data. The methods used in data analysis embraced Descriptive Statistics Analysis, Factor Analysis & Reliability Analysis, Independent Samples T-Test, Analysis of Variance, Pearson Correlation Analysis and Hierarchical Regression Analysis. The results obtained in this study are concluded as follows. 1. The staff with diverse ¡§Individual Backgrounds¡¨ show an obvious difference in the respects of ¡§Staff¡¦s Reformation Cognition¡¨, ¡§Staff¡¦s Affirmative Attitude to Reformation Policies¡¨, ¡§Organizational Commitment¡¨ and ¡§Achievement Motivation¡¨. But it is just partially tenable. 2. A majority of the staff don¡¦t give too much favour to the reformation policies, especially those involving with employees¡¦ interests. The staff show far much care for their own rights and interests than for the organization¡¦s. 3. ¡§Staff¡¦s Cognition of Organizational Competitiveness¡¨ has an obvious and positive influence on their ¡§Affirmative Attitude to the Reformation on Organizational Interests¡¨; ¡§Staff¡¦s Cognition of Employees¡¦ Interests¡¨ has an obvious and positive influence on their ¡§Affirmative Attitude to the Reformation on Organizational Interests¡¨ and ¡§Affirmative Attitude to the Reformation on Employees¡¦ Interests¡¨; ¡§Staff¡¦s Participation in Reformation & Communication Management Programs¡¨ has an obvious and positive influence on their ¡§Affirmative Attitude to the Reformation on Organizational Interests¡¨ and ¡§Affirmative Attitude to the Reformation on Employees¡¦ Interests¡¨; ¡§Achievement Motivation¡¨ has an obvious and positive influence on ¡§Organizational Commitment¡¨. 4. ¡§Staff¡¦s Participation in Reformation & Communication Management Programs¡¨ has an obvious and interfering influence on their ¡§Organizational Commitment¡¨ as well as ¡§Affirmative Attitude to the Reformation on Organizational Interests¡¨; has an obvious and interfering influence on their ¡§Cognition of Employees¡¦ Interests¡¨ or ¡§Achievement Motivation¡¨ and ¡§Affirmative Attitude to the Reformation on Employees¡¦ Interests¡¨; has an obvious and interfering influence on their ¡§Cognition of Employees¡¦ Interests¡¨ and ¡§Effort Commitment¡¨. In view of the results of this study, four suggestions are proposed: (1) To truly think highly of employees¡¦ rights and interests; (2) To value employees¡¦ working volition and enhance the efficiency of human resource in an organization; (3) To carry out variant managerial strategies and keep a open communication with employees; (4) To make a proper syllabus for reformation and communication programs, which should incorporate with the instruction of values, such as ¡§Identification with and Devotion to Organization.¡¨