A Study of Relationships among Cognition of User Enterprises, Cognition of Dispatched Enterprises, Personality traits, Job satisfaction and Turnover Intentions of Taiwanese Dispatched workers Abstract Recently, the number of dispatched workers has been increasing rapidly in Taiwan. Yet little is known of behavior and job attitudes of these workers. Enterprises use dispatched workers due to flexibility concerns or urgent workforce demands. Finding a suitable and stable dispatched worker proves to be a challenge to enterprises. Now, enterprise social accountability is an important subject. Besides the great profit, enterprises should concern job satisfaction and cognition of enterprises to dispatched workers . This study focuses on Taiwanese dispatched workers and aims to examine the relationships among ¡§cognition of dispatched enterprises¡¨, ¡§cognition of user enterprises¡¨ , ¡§personality trait¡¨,¡¨ job satisfaction¡¨ and ¡§turnover intention¡¨. After interviewing 5 dispatched workers and surveying 152 dispatched workers with questionnaires, the findings are as follows: 1. Female dispatched workers reveal agreeableness better than male. 2. Dispatched workers who are 29 or younger have higher score in Neuroticism; dispatched workers who are older than 29 have higher score in agreeableness and conscientiousness. 3. Dispatched workers who have graduated from high school show significantly higher score in ¡§cognition of dispatched workers toward dispatched enterprises¡¨ than those in university . 4. The contract period of the dispatched workers within 3 months show significantly higher score than those above 2 years. 5. Voluntary dispatched workers have better ¡§cognition of dispatched enterprises¡¨, higher ¡§job satisfaction¡¨ and lower ¡§ turnover intentions¡¨. 6. Dispatched workers belong to local dispatched enterprises have higher score in Conscientiousness. 7. Dispatched workers¡¦ ¡§job satisfaction¡¨ has an intermediate effect or an interactive effect between ¡§cognition of dispatched enterprises¡¨ and ¡§turnover intentions¡¨. 8. Dispatched workers¡¦ ¡§job satisfaction¡¨ has an intermediate effect or an interactive effect between ¡§cognition of user enterprises¡¨ and ¡§turnover intentions¡¨. 9. Agreeableness is positively correlated to ¡§job satisfaction¡¨. 10. Dispatched workers¡¦ ¡§job satisfaction¡¨ has no intermediate effect or interactive effect between ¡§personality traits¡¨ and ¡§turnover intentions¡¨. Key words: dispatched worker, cognition, personality trait, job satisfaction, turnover intention

In the past studies showed that if employees in the organization perform their organizational citizenship behavior (OCB), the service quality and consumer satisfaction will promote. Additionally, OCB is helpful for team interaction and promoting team efficiency. It is because employees will cooperate, help each other or work hard to maintain or push others¡¦ welfare and benefit in their organization. However, there are few studies about how OCB is affected by different employment status in public section, and there is little discussion about moderating variables that affect OCB and employment status. In the organization, employees are the most important assets, but are the most difficult factor to control. This study is aimed at analyzing in the Control Yuan how employees with different employment status will affect their willingness to perform OCB. Besides, the study tries to find if ¡§working reason¡¨ and ¡§turnover intention¡¨ of contracted employees will affect the performance of their OCB. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less faithful than formal employees. Additionally, the contracted employees with turnover intention are less en-teamed than formal employees. There is not significantly different between ¡§devotion¡¨, ¡§loyalty¡¨ and ¡§activity¡¨. (2) In moderating variables about working reasons, no matter that contracted employees get the job willingly or unwillingly, there is no significant difference in their performance of OCB. (3) In moderating variables about turnover intention, the OCB of contracted employee is affected by turnover intertion in ¡§en-team¡¨ and ¡§position-fulfill¡¨. However, there is no significant difference in ¡§devotion¡¨, ¡¨loyalty¡¨ and ¡§activity¡¨ between formal employees and contracted employees.

This study aims at developing and verifying the construct of work values, pay satisfaction, organizational commitment and turnover intention in a Chinese context. Turnover has always been one of the tricky area for managers. In order to better manage of the turnover rate, this study focus on turnover intention and organizational commitment which are the best predictors to separation. Pay satisfaction and work values are employed as determinants to organizational commitment and turnover intention while organizational commitment is assumed as negatively related to turnover intention. The results indicate higher pay satisfaction contributes to higher organizational commitment and lower turnover intention. Also, people treasure work values more tend to have higher organizational commitment and lower turnover intention. Pay satisfaction in the construct serve as the mediator between work values and turnover intention. Besides, employees with senior high school degree treasure ¡§job independency¡¨, and ¡§job content¡¨ less than higher educated people. Management demonstrate higher pay satisfaction and likely due to more opportunity cost they show higher continuance commitment respectively.

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Since the late 20th century, the enterprises have been facing the increasing competition. Considering the hiring cost and in order to arrange the manpower flexibly, they all followed the policy of flexible dispatched manpower, and applied the mode of supplying the dispatched manpower to satisfy the demands of the organizations for the flexible workers. This has become one of the key elements for the enterprises to remain in competition during their adaptation to the change of the industrial environment and the fluctuation of the market demand. In the recent years, owing to the related labor policies such as the 84 working hours and the new labor retirement policy being taken effect, dispatched manpower has the tendency to grow rapidly in Taiwan. More and more industries release the non-core positions, and hire manpower through the dispatched enterprises. Nevertheless, how to find the dispatched workers who can meet the enterprise anticipation, with good work achievement and also being stable becomes a tough question for the enterprise. This study focused on probing into the influence of work valuess, job involvement and the turnover intention of the dispatched workers, the influence of job values on the turnover intention, and whether it will occur because of the medium effect of the job involvement. The subjects of this study were the dispatched workers of a dispatched enterprise in Taiwan, totally there were 725 questionnaires sent out, and in return were 227 effective questionnaires. This study aims to utilize the field result and provide a reference for dispatched enterprise or user enterprise in selecting the dispatched workers in the future. After the investigation and the statistical analysis, the results are as the followings: 1.The dispatched workers with junior college education have stronger inner values. 2.Younger workers or dispatched workers with shorter dispatched time have higher degree of emphasis on the payment reward. 3.The dispatched workers with university education have lower degree of emphasis on getting the higher position. 4.Married and volunteered dispatched workers have higher degree on job involvement. 5.Older and volunteered dispatched workers have lower degree on turnover intention. 6.Elevate the satisfaction of the inner values of the dispatched workers will lower the turnover intension of the dispatched workers. 7.Elevate the satisfaction of the inner values of the dispatched workers will lower the turnover intension of the dispatched workers. 8.The work values of the dispatched workers will influence the turnover intention through the work involvement of the dispatched workers.

Abstract This article brings together some themes in organizational behavior: (1) the application of ¡§Q-sorts¡¨ approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan. We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level. Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.

This research report is focused to study of what influences of the service industry with the Educational Cooperative Suport System on employee¡¦s organizational commitment and trend of turnover. 1. What are influences of those interfering variances of characteristics (including external control character and internal control character) as well as individual variance (e.g. gender and age) on employee¡¦s organizational commitment and trend of turnover? 2. What are influences of situational interaction on employee¡¦s organizational commitment and trend of turnover? This research report is investigated within the scope of schools with 511 Model Educational Cooperative (including National Taipei Institute of business Technology, Jin Wen Institute of Technology, Van Nung Institute of Technology and Fortune Institute of Technology) and their students. Based on the expediency sampling theory, 538 (equiv. To 59.8%) out of 900 copies of the Questionnaire sent to the above-mentioned four schools, were received. Deducted from those blank and/or incomplete ones, 226 copies are effective (42% to total replies and 25.1% to total issuance). It is found out that: 1.Main influence on those service industries with the Educational Cooperative Suport System: The more pay supporting and career plan, the more organizational commitment (including recognition and centripetal force). The more pay supporting and technical training, the less trend of turnover. 2.Influence of those interfering variances of characteristics and individual variance: Based on analysis of regression, it is verified that to those employees with low external control character, the more pay supporting and career plan, the more organizational commitment (including recognition and centripetal force). To those senior employees, the more pay supporting, the less trend of turnover. 3.Influences of situational interaction: 1.1 Recognition to the organization 1.1.1 With interaction of the ¡§Educational Cooperative Suport System¡¨ and ¡§external control character¡¨, it is appeared that negative impact on ¡§pay supporting¡¨ and ¡§external control character ¡¨ (b=¡Ð0.04, p<0.05). 1.1.2 With interaction of the ¡§Educational Cooperative Suport System¡¨ and ¡§internal control character¡¨, positive impact upon ¡§career plan¡¨ and ¡§internals control character¡¨ (b=0.03, p<0.1) were found out. 1.1.3 With interaction of the ¡§Educational Cooperative Suport System ¡¨ and ¡§internal control character¡¨, there was positive impact on ¡§pay supporting¡¨ and ¡§internal control character¡¨ (b=0.06, p<0.1). 1.2 Centripetal force to the organization: With interaction of the ¡§Educational Cooperative Suport System¡¨ and ¡§internal control character¡¨, it is appeared that negative impact upon ¡§technical training¡¨ and ¡§internal control character¡¨ (b=-0.04, p<0.1). 1.3 Trend of resignation: With interaction of the ¡§Educational Cooperative Suport System¡¨ and ¡§external control character¡¨, a negative impact on ¡§career plan¡¨ and ¡§internal control character¡¨ (b=-0.04, p<0.1) was found out.

Internal Marketing is a strategy to reduce employee turnover and related high costs. It is a strategy of applying marketing philosophy and principles to people who serve the external customer so that the best possible people can be employed and retained, and so that they will do the best possible work. Many studies offer insights into the relationship between job satisfaction, and employee turnover. This study tries to use these variables to predict turnover intension and in order to offer possible solution to the problem of excessive turnover. The results found that all of the internal marketing practices, include training, management support, internal communication, personnel management and involvement in external communication have positive impact on job satisfaction,but negative impact on employee turnover intension.

Organizational Characteristics and Staffing in Long-Term Care ABSTRACT With the world trend, the structure of society changes and the aging population rapidly increases. Recently, in Taiwan, the government and the professional have been concerning more about the long-term care issue. However, how to make sure the quality of long-term care is rather a serious and necessary agenda. The purpose of this dissertation focuses on the organizational characteristics and staffing in the long-term care. Basing on the Donabedian¡¦s quality management model, the framework of this study has therefore been constructed. The researcher decided to use questionnaire to analyze the nursing homes and nursing aides in Kaohsiung. Data was collected in July 2001. And the sample amount of nursing home in Kaohsiung is 35, completed by 34 / 35 (97.14%). In the other way, the nursing aides were completed by 209 / 252 (82.50%). The statistics methods are descriptive statistics analysis, correlation analysis, and multiple regression. The results of this dissertation show that the nursing homes in Kaohsiung are unique about their resource distribution. There are 175 nursing homes, while one-fifth of them locate in Kaohsiung. Moreover, most of these nursing homes are freestanding. These situation makes the nursing home in Kaohsiung differ from other districts. We also find that the average of size is 41.59 beds, the average of occupancy rate is 79.08%, the job satisfaction of nursing aides is quite high and has turnover rate 1.78%. Moreover, organizational characteristics have positive impact on turnover rate. Finally, we hope our study would provide a new thinking way for the further study and improve the quality of health care system.

¡@¡@The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer¡¦s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results: I. Engineer¡¦s pay satisfaction affects his work attitude. 1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment. 2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction. 3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention. II. Engineer¡¦s pay equity affects his work attitude. 1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment. 2. There is a significant positive relation at the external and internal distributive equity and job satisfaction. 3. There is a significant negative relation at the external and individual distributive equity and turnover intention.