The banking industry has been gradually stepped out of the shadow of the financial crisis of year 2008. After the MOU (Memorandum of Understanding) and the ECFA (Economic Cooperation Framework Agreement) were executed, the banking industry of Taiwan will be facing competitions from not only domestic financial holding banks or foreign banks, but also banks from China. Thus, retaining talents has become the first priority to the banking industry. This research sets styles of leadership as the variable for the turnover intention in while further analyzing whether compensation satisfaction has intermediate effect to the aforesaid variable. 300 questionnaires were distributed and among which 224 effective questionnaires were collected for this research. After correlation analysis and regression analysis, the primary study results are: (1)Supervisors with transactional leadership style have positive and significant effect to satisfaction over compensation. (2)Supervisors with transitional leadership style have positive and significant effect to satisfaction over compensation. (3)Satisfaction over compensation has negative and significant effect to the tendency of resignation. (4)For the effect by the transactional leadership style to the tendency of resignation, satisfaction over compensation has complete mediation. (5)For the effect by the transitional leadership style to the tendency of resignation, satisfaction over compensation has intermediate effect.

The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to the incorporation of market prices of and volume of the medical service into management, creating a consequential stiff competition among medical institutes. Moreover, the increasing self-awareness of the public and widespread information through the Internet had put the medical institute staff under greater pressure, work anxiety, and fatigue. To some extent, the problem resulted in the resignations and permanent career changes of medical employees; these turnover tendencies resulted in a serious professional manpower shortage in the medical industry. Hence, the objective of this paper is to understand the impact of the job anxiety of medical institute staff on their satisfaction levels and turnover intention, and verify through the moderating effect of perceived organizational support whether job anxiety may affect the job satisfaction and turnover intention of the staff. This paper conducted a case study on the staff of a regional teaching hospital. Data were gathered through a questionnaire survey. A total of 851 questionnaires were distributed and 566 were recovered; valid questionnaires numbered 564. The empirical analysis revealed the following findings: 1.A significant difference was noted in the basic personal traits of the medical institute staff in the various research variables. 2.Job anxiety of the medical institute staff had a significant negative correlation with the job satisfaction. 3.Job anxiety of the medical institute staff had a significant positive correlation with the turnover intention. 4.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and job satisfaction. 5.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and turnover intention.

This study was an attempt to add to the existing research base, as well as fill in a gap in the literature with regard to speech language pathologists in public educational organizations in Texas. Variables explored in this study were recruitment, retention, career commitment, organizational commitment, job satisfaction, job overload, and turnover intent. The purpose of this study was to explore the relationship between recruitment, retention, career commitment, organizational commitment, job satisfaction, job overload, and the turnover intent of speech language pathologists in Texas. Additionally, this study sought to identify those factors that most influence the recruitment and retention of speech pathologists. A random sample of 500 speech pathologists was identified for participation in this study. Responses were elicited via Questionnaires, and consisted of eight sections: (a) demographic information and (b) seven previously validated and reliable instruments related to the variables identified in this study. All instruments were deemed appropriate for use in this study and were set to a six-point Likert scale. The data revealed that job responsibility, pay level, size of caseload, needing a job, and administrative support played a major role in the recruitment of speech language pathologists. On the other hand, job satisfaction, caseload, and job security were found to be the most influential in the retention of speech language pathologists. Furthermore, recruitment, retention, and job overload were found to have a significant positive relationship to turnover intent in speech pathologists, whereas career commitment, organizational commitment, and job satisfaction were found to have a significant negative relationship to turnover intent.

Arteries possess the ability to grow and remodel in response to sustained alterations in biomechanical loading, likely via mechanisms that are similarly involved in diverse arterial pathologies and responses to treatment. In particular, myriad experminental observations suggest that cell and matrix turnover within vasoaltered states enable arteries to adapt to sustained changes in mechanical stimuli. The goal herein is to show explicitly how altered smooth muscle contractility and matrix growth and remodeling work together to adapt the geometry, structure, stiffness, and function of a representative basilar artery. This work seeks to illustrate the importance of complementary vasoactivity and matrix remodeling for basilar arteries in response to sustained alterations in mechanical stimuli. Toward this end, an extended constrained mixture model of the arterial wall is employed whereby the mass fractions, material properties, and natural configurations of individual constituents can evolve separately and thereby dictate overall growth and remodeling. This approach accounts for fundamentally important behaviors. Simulations provide important intuition and insight regarding constitutive functional forms and model parameters.

The outsourcing business of the call center grew enormously in recent years, but there were only a few studies focused on the outsourcing employees, especially the turnover problems and related issues, which were deeply concerned by call center supervisors. This research aims to comprehend the turnover problems of the outsourcing employees; in addition, what policies the managers of the call centers adopt to solve the turnover problems. This is a one-case study. The qualitative research methodology follows the principles of the grounded theory. Eight supervisors of different call centers in the company were interviewed during April to November in 2003. The data collection and analysis is a long process of hard working. The research findings can be concluded as the following three aspects. The first is that the high turnover rates of outsourcing employees cause serious problems to various call centers. The unstable manpower quality and the lower department morale would generate inconsistent customer services. It turns out the operation costs increase as well as the outsourcing cost. Because of the strong impact to the operation in each call center, supervisors have adopted several approaches in order to solve the turnover problems in the last few years. The most significant improvement is from the following efforts, such as clarifying the basic salary and benefit for the outsourcing employees in the outsourcing contract, training the back-up personnel, and improving the management skills of the vendors. For the second aspect of the research findings, we conclude that the turnover problem is caused by the internal organizational factors and the external organizational factors. The internal factors contain the working environment associated with the climate, and the administration policy or style. The external factors include the personal concerns of outsourcing employees, and the vendor problems. Furthermore, there are two intervening conditions: employees¡¦ personality and working life quality. That would reinforce the influential factors to the turnover problem and action/interaction strategies. Finally, some of the empirical results of this research are consistent to the literatures about the call center operation. By improving recruit process, employee training and encouraging policy, it may lower the turnover rate that may result in a better quality of customer service, and then have the outsourcing cost down.

The Effects of Career Anchor, Personal Characteristics, Job Satisfaction, Turnover Intention of the Managing Staff in the Service Industry. Abstract According to not only the frequent communication between Mainland China and Taiwan, but also the advanced development of international enterprise, the structure of industries in Taiwan has been put into changes. The traditional industries are moving out due to the increasing cost, so that which business can stay in Taiwan ? That will be the service industry and the R&D department. The purpose of this study is to explore the correlation among Career Anchor, Personal Characteristics, Job Satisfaction, and Turnover Intention of the managing staff in the service industry. Based on 171 questionnaires collecting from more than 50 service companies in Taiwan, this research finds several important results. Findings¡G ¡]1¡^ Biographical Characteristics will have the significant influence in Career Anchor, Personal Characteristics, Job Satisfaction ,and Turnover Intention. ¡]2¡^ Job Satisfaction has the significant influence in Turnover Intention. ¡]3¡^ Different Career Anchor has found the positive relationships with Turnover Intention . ¡]4¡^ Different Career Anchor has found the positive relationships with Job Satisfaction ¡]5¡^ Employees with different Biographical Characteristics and Job Satisfaction have found the positive relationships with Turnover Intention . ¡]6¡^ Employees with different Biographical Characteristics, Job Satisfaction, and Personal Characteristics have found the positive relationships with Turnover Intention. ¡]7¡^ Employees with different Biographical Characteristics, Job Satisfaction, Career Anchor and Personal Characteristics have found the positive relationships with Turnover Intention. According to the results of this research, the suggestions to service industry: (1) Choose the right people in the right position based on their Career Anchor and Personal Characteristics. (2) Emphasize on the dimensions of employees¡¦ Job Satisfaction. (3) Stress the importance of the environment in service industry

Abstract This text, referred to the manpower survey data in 1991 & 2003 obtained from the Accounting & Statistics Department, is aimed at making a study of the trend on the switch of occupation before and after the rise of the Knowledge-based Economy Age. The employees, having experiences of switch, are chosen from the data of the Accounting & Statistic Department for ongoing intersecting analysis of before and after their switch. This research has found that the turnover of occupation/profession, within the time before development of the knowledge-based economy Age of 1991, has been prone to the mass-labor industries, such as traditional manufacture, construction and etc. Amid those labor mobility, industries which having failing net turnover rate of 2003, include the ones of ¡§Professional, Scientific and Technical services¡¨ and ¡§Cultural, Sporting and Recreational Services.¡¨ It shows that Taiwan is appropriate to a new market with reconstructed labor and reacts clearly in that the supply of employees were not quick enough to catch reshuffled employment market. Possessing the first and second place among those industries are that ¡§Technicians and related¡¨ and ¡§Machine Operators & Fabricator¡¨ that are failing on the net turnover rate, are well in parallel with two industries of ¡§Construction¡¨ & ¡§Real Estate and Rental and Leasing ¡§ that are keeping minus on the net turnover rate. Furthermore, it shows that the traditional mass-labor industries have entailed labor to flow outward massively. The labor released from swift labor restructure is the major reason what causing the massive number of unemployment in the labor market. In the past twelve years, the structure of occupation of Taiwan¡¦s employees is changed from mass-labor to mass-technique, and developed toward the service-industry steadily. The dominant phenomenon existing together in current labor market are that both unemployment and insufficiency of labor.

The data of this study was collected from 146 current government ethic officers and 50 other officers in other government branches, who were originally transferred from the Bureau of Ethics. The purpose of this study was to analyze the interrelationships between job cognition, job stress, job satisfaction, and work commitment in order to explain the patterning behavior of job turnover happening to the ethic officers in the Bureau of Ethic. In this thesis, we found that those who were transferred to other branches of the government have lower score in job cognition and work motivation than those who are retained in the Bureau. It was also found that job cognition was positively related to job satisfaction and work commitment. Ii is assumed that job turnover is a reflection of work commitment. And the result of data analysis also supports the relationship between them. The job turnover of the ethic officers is at least partially attributed to the direct impacts of job cognition and job stress, and the indirect impacts through job satisfaction. Therefore, the way to promote job cognition, to reduce job stress, and to increase job satisfaction and work commitment shall be able to motivate and retain ethicials¡¦commitment to their work and the Bureau. So is it the possible solution for a reduction in job turnover.

Taiwan was once world-known for its ¡¥Economic Miracle¡¦ while it was politically stabilized, socially peaceful and securely maintained. After the government lifted martial law in 1987, Taiwan initiated ¡¥Political Democratization¡¦ and direct presidential election. No matter how prosperous our economy is or how free our democracy is, a secured environment that is free from fear or intimidation takes priority over everything. As the guardians of the people, the police act as a bridge between the government and the people, and bear the responsibility of publicizing government decree. The National Police Agency, which is the subordinate to the Ministry of the Interior, is the supreme organization in charge of all police functions in Taiwan. The population of police force at present is around 70,000 and 60% of them are rank and file officers. This study has taken the rank-and-file police officers of Kaohsiung County Police Bureau as a case to analyze the relations among ¡¥Job Involvement¡¦, ¡¥Job Stress¡¦, ¡¥Job Satisfaction¡¦, and ¡¥Turnover Propensity¡¦. A questionnaire has been made with 41 questions in it to make a research according to the items of frequency analysis, intersection analysis, and correlation analysis. There are ten discoveries in the conclusion considered correspond with the correlation research made by overseas or domestic scholars, besides, they are similar to the police ecosystem of Taiwan on the whole. But there are still some variables, such as organization climate, organization acceptance, growing requirement and personality characteristic that affect a person¡¦s resignation. Although research has been made on different profession and group by domestic and overseas scholars, it can also be made on the police to approach whether there is ¡§sameness in difference¡¨ or ¡§difference in sameness¡¨.

I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction? The research exploits questionnaire to reach the target objects and adapts cronbach¡¦s £\ , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research. 1.The LMX is higher , the job satisfaction of member is higher. 2.The job characterstics of member is better , the work motivation is higher. 3.The work motivation is higher , the job satisfaction is higher. 4.The job satisfaction is higher , the turnover intention is lower. Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don¡¦t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.