In the organization environment, supervisor is the most closely person in subordinates' working interpersonal network. Supervisors and subordinates have different responsibility in the organization. In order to make subordinates complete task successfully, supervisors usually have the important mission to motivate subordinates behaviors. From the past research results shows that subordinates perceived supervisor support will affect job satisfaction, job involvement, job performance,etc. Therefore how to make subordinates feel supervisors' care, trust and support, which usually is an important key to open subordinates' inner mind. It's also that this research want to discuss subject. This research use the critical incident method to interview different seniority subordinates to understand supervisor¡¦s support / non support behavior , subordinates' emotions, follow-up reaction, and what opinion about supervisor .It also intersect analyse the correlation between behavior, reaction and opinion. Summarized the results of this research, the following conclusions as below, 1. When subordinates perceived supervisor support, whatever emotion, reaction and opinion about supervisor are all positive, active and affirmative. On the contrary , when subordinates perceived supervisor not support, it will increase turnover intention. 2.When subordinates perceived supervisor not support, their emotion and behavior are not consistent. Subordinates easily have emotional labor. 3.Junior subordinates have more positive reaction than senior subordinates to face supervisor not support behavior even they have negative emotions Finally, the discussion of the research results, this study understand what supervisor support behaviors that subordinates concerned. That also can motivate subordinates¡¦ behavior in their work or organization environment. On the other hand, we can also know supervisor not support behaviors will bring negative effect. This study can give supervisor behavior reference to manage their staff in the organization and contribute to enhance the relationship between supervisors and subordinates and organizational development.

The main purpose of this research is to investigate the supervision behaviors , role stress and task performance with different personality traits of workers in hospitals. The effects on subordinate¡¦s task performance from different supervision behaviors are explored. In this study , there are 210 effective questionnaires from four hospitals. The main findings of the empirical study are as follow: 1. The higher role stress of the subordinate suffer , the lower task performance they show; the two variables show negative correlation. 2. The higher perceptions employees have toward the supervision behaviors, the higher task performance they show; the two variables show positive correlation. 3. The higher perceptions employees have toward the supervision behaviors, the lower role stress they suffer; the two variables show negative correlation. 4. The study proved that role stress is the medium factor between supervision behaviors and task performance. Key word: supervision behaviors, role stress, role conflict, role ambiguity, role overload, task performance.

Work-life issues have been concerned by employees and employers from decades ago. The family structure has been transformed for the work style and most practices have been changed with human resource policy. However, the organizational climate of work and life is not clear and few of organizations implement comprehensive evaluation for the work-life culture. This research proceeds the cross-level analysis by using the hierarchical linear model which provides more precise outcomes. Besides, supervisor support has been recognized one of social supportive and informal organizational supportive resources, included by the work-life culture. Because of the unclear conception of informal organizational support, this research talks about the relationship of supportive supervisor behavior and organizational work-life policy. Furthermore, supervisor support comes up with employees¡¦ subjective well-being. Many scholars recognize employees who have supervisor support experience can reduce work-family conflict and turnover rate. Reasonably, job search behavior is the priority of voluntary quitting and job choosing, which helps to understand the process of employees¡¦ mind changing. To sum up, this research emphasizes on the influence among supportive supervisor behavior to work-life integration policy, subjective well-being and job search behavior. There are three dimensions for individuals, departments and organizations, combing employees¡¦ subjective well-being and objective job research behavior, excluding individual segmentation preference and segmentation support of workplace so as to strengthen the casual relationship and impersonal evaluation.

Abstract Results of analyses conducted on data collected from 313 employees of one University. The results of this research indicate as follows: Dimensionality of Organizational Politics Perceptions The responses to the 32-items Perceptions of Organizational Politics Scale (POPS) were subjected to principal components analysis with Varimax rotation. A four-factor solution was found to be most interpretable, with loadings of .50 and above used as an item retention criterion, resulting in a total of 16 items being retained across the four tactical importances. It is comprised four subscales: (1) Supervisor Behavior, (2) General Politics Behavior, (3) Organization Policies and Practices, and (4) Coworker & Clique Behavior. Relationships between Demographic Variables and Perceptions of Organizational Politics 1. Female¡¦s ¡§Supervisor Behavior¡¨ consciousness is stronger than male, and male¡¦s ¡§Coworker & Clique Behavior¡¨ consciousness is greater than female. 2. Subordinate¡¦s ¡§Organization Policies and Practices¡¨ consciousness is stronger than executives or above. 3. Regular staff members¡¦ ¡§Coworker & Clique Behavior¡¨ consciousness is much than non-regular staff members. 4. The University public servants¡¦ ¡§Supervisor Behavior¡¨ consciousness is much stronger than instructors. 5. Bachelor¡¦s level of education¡¦s ¡§Organization Policies and Practices¡¨ consciousness is greater than Mater¡¦s level of education or above. Relationships between Perceptions of Organizational Politics and Organizational Commitment 1. Organizational Politics was negatively related absolutely to¡¨ Retention Commitment¡¨. 2. Organizational Politics was negatively related partly to ¡§Value Commitment¡¨. 3. Organizational Politics was negatively related t partly to ¡§Effort Commitment¡¨. Control some Demographic Variables, reported special relationships 1. Reported positively correlations between ¡§Supervisor Behavior¡¨ and ¡§Value Commitment¡¨ with executives or above. 2. Reported positively correlations between¡¨ General Politics Behavior¡¨ and ¡¨ Effort Commitment¡¨ with female employees, subordinates and non-regular staff figures. Key word: Perceptions of Organizational Politics, Supervisor Behavior, General Politics Behavior, Organization Policies and Practices, Coworker & Clique Behavior, Organizational Commitment, Retention Commitment, Value Commitment, Effort Commitment.

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