Talented people are the key factor for enterprises to maintain their competitive advantage. Since 1980s, due to the changes of internal and external environments, reorganization and simplification have become the patterns of organizations, which indicating promotion possibility in an organization has been relatively reduced. These generate the feeling of development limitation within employees and result in the phenomenon of career plateau. However, high performance work system is regarded as a set of management system in human resources field , and it includes most types of best management practices. Therefore, this study attempts to explore antecedents and consequences of variable of the career plateau, including a negative correlation between high performance work system and career plateau as well as the impact of the career plateau on role performance and turnover intention, and whether the perceived supervisor support will be an interference effect. In this study, pairing questionnaires are offered to executives and organizational members 47 effective matching samples are received. Hierarchical linear model is used in this study to verify the hypothesis. The results show: 1. Career plateau is negatively associated with role performance; 2. Career plateau is positively associated with the turnover intention; 3. The effect of perceived supervisor support can interfere with both career plateau and turnover intention. The findings of this study indicate: 1. Organizations should establish career planning and development for employees in order to reduce the adverse effects of career plateau; 2. Organizations should find a method to increase employees¡¦ perceived of supervisor support in order to reduce the negative effects of career plateau; 3. High performance work system is a systematic system. It should be assessed in depth regarding the way of solving the career plateau. Finally, suggestions for future research and the limitation of this study are also discussed. Keywords: career plateau, high performance work system, role performance, turnover intention, perceived supervisor support

Abstract Research on HRM of banking industry since the law of Financial Holding Company has been put into practice are few. The purpose of this study is to explore the correlation among Industrial Relations Climate, Job Satisfaction, Organizational Commitment and Turnover Intention in the banking industry. Based on 507 questionnaires from 51 bank branches in Taiwan, this study finds several important results. Findings¡G ¡]1¡^Positive relationships are found between Industrial Relations Climate and Job Satisfaction, Organizational Identification; and negative relationships are found between Industrial Relations Climate and Instrumental Commitment, Turnover Intention. ¡]2¡^Job Satisfaction is found positively related to Organizational Identification; and negative relationships are found between Job Satisfaction and Instrumental Commitment, Turnover Intention; but the result is only partial. ¡]3¡^Employees in Financial Holding Company are higher Industrial Relations Climate, Salary Satisfaction, Promotion Satisfaction, Organizational Identification and lower Turnover Intention than Employees not in Financial Holding Company. ¡]4¡^Employees in merging company are lowerer Industrial Relations Climate, Job Satisfaction, Organizational Identification and higher Turnover Intention than Employees in non-merger company. ¡]5¡^Employees in merged company are lower organizational identification and higher turnover intention than employees in non-merger company.

A Study on the relationships between financial advisors¡¦ perceived quota difficulty, customer orientation, job satisfaction and turnover intention- Using Kaohsiung area wealth management banking sector as an example Abstract: In retrospect over the changes of past few decades, service industry has gradually become the largest industry in Taiwan and wealth management banking services has become the most desired financial services over the past few years. Despite that wealth management service has already been in existence in the western world for a long period of time, it is still in its infant stage for the domestic banking sector. In the face of fierce competition, gaining highest profit with lowest risk has been the objective of every bank in Taiwan. How to strengthen the service quality, enhance productivity and retain qualified financial advisor has been financial players¡¦ utmost goal. Thus, this study aims to study the relationships between financial advisors¡¦ perceived quota difficulty, customer orientation, job satisfaction and turnover intention. This research utilizes questionnaire study method and using SPSS for Windows as the tool to conduct statistical analysis, including reliability test, descriptive analysis, ANOVA test, correlation and regression analysis. The research findings are as follow: 1. There has been partial significant difference for individual variables¡¦ with respect to their perceived quota difficulty, customer orientation, job satisfaction and turnover intention 2. There are significant negative correlations between financial advisors¡¦ perceived quota difficulty and customer orientation as well as job satisfaction. 3. There are significant positive correlations between financial advisors¡¦ perceived quota difficulty and turnover intention. 4. There are significant positive correlations between financial advisors¡¦ customer orientation and job satisfaction. 5. There are significant negative correlations between financial advisors¡¦ customer orientation and turnover intention. 6. There was no significant evidence of mediation for customer orientation with respect to perceived quota difficulty and job satisfaction. Given the research results, the financial institutions should seriously look into setting up a reasonable sales quota while simultaneously stress the importance of customer oriented service. The human resources department should establish a comprehensive and thorough benefit policy and training program to enhance employee job satisfaction and reduce turnover intention. On balance, customers and employees are the two most valuable assets for a firm. Only happy employees and excellent service quality can create utmost value and profit for a firm. Key words: wealth management, salespeople (financial advisor), perceived quota difficulty, customer orientation, job satisfaction, turnover intention.

In recent years there has been growing interest in the concept of Person-Environment¡]P-E¡^Fit. Under the umbrella term of P-E fit, researchers have distinguished between specific types of fit¡GPerson-Organization¡]P-O¡^Fit and Person-Job¡]P-J¡^Fit . This study examines the employees¡¦ actual P-O fit and perceived P-J fit, and both types of fit as predictors of work passion, job satisfaction and turnover intention. The Q-sort approaches and the Organizational Culture Profile¡]OCP¡^adapted from Cable and Judge¡]1996¡^were used as the instrument for assessing Person-Organization fit. Furthermore, this paper examines the potential interaction between the P-O fit and the P-J fit. If such an interaction is significant , both types of fit can be a moderator for each other. Survey data collected from 277 employees of Taiwan Power Company are analyzed. The results show that: ¡]1¡^the person-organization fit calculated by correlating OCP1¡]characteristics of firms¡^ and OCP2¡]individual preferences for the characteristics of firms¡^ ranged from ¡V1 to 1¡]the¡©correlation coefficient¡ªis between -1 and 1 as expected¡^. ¡]2¡^Both P-O fit and P-J fit have positive impact on work passion and job satisfaction, respectively.¡]3¡^Both P-O fit and P-J fit have negative impact on turnover intention.¡]4¡^No significant interaction was found between the two types of fit and they are weakly related¡]r=.043¡^

Abstract The 21st century globalization and liberalization pose distinctive human resource management challenges to businesses especially those operating across national boundaries as multinational or global enterprises (Huselid, 1995). According to Huselid (1995), strategic human resource management primary should be emphasized to ensure that managers and employees are adjusting and accepting their organizational human resource practices in their daily work, thus, the human resource management practices appear to be more essential. The study attempted to gain a better understanding of the human resource management practices in hairdressing salon service industry in Taiwan by analyzing the relationships between employee¡¦s technical skill and organizational commitment on work performance. The data was collected by the researcher using mailing and delivering questionnaires. The sample size included 500 hair stylists from north, central, and south of Taiwan. There were 307 questionnaires and the return rate was 61.4%. The data was analyzed by descriptive statistics, Pearson correction analysis, and Structure equation modeling. The results of this study were as follows: 1. The perception of hair stylists on the human resource management practices showed high in employment security, then in decrease status distinction, training, contingent and compensation. 2. The organizational commitment and technical ability showed positive corrections on human resource system. In addition, the influence on the organizational commitment is greater than on the technical ability. 3. There was a negative relationship between organizational commitment and turnover intention. 4. There was a positive relationship between technical skill and work performance. 5. The work performance could be improved by using the intermediary result of technical ability from the human resource management practices. 6. There was a negative relationship between turnover intention and human resource management practices.

The Relationship among Work-Family Conflict, Job Burnout, and Turnover Intention of Female Professionals in High-Tech Companies Abstract Last ten and more years , high-tech industries grow prosperous in Taiwan. There are lots of professionals entering to the high-tech industries. Though the environment of high-tech industry is better than traditional industry-- the better payment and the better future vision, it is also the place which makes the job pressure, stress, and burnout. The job burnout, coming from the long-term stress, brings to individual the embarrassment in his life, family, and career development. The stress management in professional job becomes the future issue to those managers in high-tech industry. Today, the structure of global human resource has changed, large of educated women join the labor market, they are playing multiple roles. In the limitation of time and energy, it¡¦s easy to make the inter-role conflict during she hopes to play each role perfectly. Evidence is increasing that work-family conflict negatively influences individual¡¦s physical and psychological aspects. Under the high-tech industry speedy innovation and intense competition, employee¡¦s work-family conflict and the work stress are more catching the attention. Though female professionals are the developing resource in the labor market, they are also the crowd tending to work-family conflict. If the female professionals are always in the condition of stress and no proper way to diminish it, eventually, they will be burnout and withdraw from the working place. It will be big loss not only to individuals but also to the companies. This study examined the relationship among burnout, perceived Job stress, and turnover intention using 165 female professionals from the companies in Science-Based Industrial Park, Hsinchu, in particular, whether job burnout played a mediating role and social support played a moderating role in the stress-burnout process . The results indicated that : 1. Among the three components of work-family conflict, work interfering family was in high degree. And among the stressors, family involvement, and kids pressure were in high degree. 2. Among the three components of burnout, the exhaustion phenomenon was in high degree. 3. Work-family conflict was positively significant to job burnout. 4. A significant positive correlation was identified between job burnout and turnover intention. The exhaustion and cynicism components of burnout were positively significant predictors of turnover intention. 5. Job burnout was found to have significant mediating effect between work-family conflict and turnover intention. 6. Boss support, one of the social support components, was negatively associated with job burnout and turnover intention. In the moderating effect, most social support in higher-grades groups influenced work-family conflict and job burnout, and job burnout and turnover intention more significantly than lower-grades groups. Key words: work-family conflict, job burnout, turnover intention, social support, high-tech company, female professional.

The thesis is to examine the relationship of the employees¡¦ salary satisfaction, job involvement and turnover intention in the internet industry to know whether the degree of salary satisfaction and job involvement will affect the turnover intention of employees or not. It also examines whether the employees have different salary satisfaction for the future and how this will affect their turnover intention. The result provide the managers of the industry to draw up appropriate salary management strategy to lift the salary satisfaction and job involvement, lower the turnover intention effectively and make the companies more competitive. Considering of the time, manpower and resources, the thesis take ten Internet companies as the samples. Effective questionnaires sent back are 108 and the effective rate is 12.9¢M. By using the statistic methods, the findings of this research indicate that: 1. The sex of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the current¡¨. 2. The sex of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 3. The sex of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 4. The sex of the employees in the Internet industry has significant difference on ¡§turnover intention¡¨ 5. Female employees of the Internet industry have obviously higher ¡§turnover intention¡¨ than male employees. 6. The age of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 7. The marriage status of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 8. The current service length of the employees in the Internet industry has significant difference on ¡§turnover intention¡¨. 9. For the employees of the Internet industry, to appear significant negative correlations between ¡§current service length¡¨ and ¡§turnover intention¡¨. 10. The working service length of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the current¡¨. 11. The working service length of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 12. The working service length of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 13. For the employees of the Internet industry, to appear significant positive correlations between ¡§working service length¡¨ and ¡§salary satisfaction for the current¡¨. 14. For the employees of the Internet industry, to appear significant positive correlations between ¡§working service length¡¨ and ¡§salary satisfaction for the future¡¨. 15. The department of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 16. The department of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 17. The department of the employees in the Internet industry has significant difference on ¡§turnover intention¡¨. 18. The grade of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 19. The monthly salary of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the current¡¨. 20. The monthly salary of the employees in the Internet industry has significant difference on ¡§salary satisfaction for the future¡¨. 21. The monthly salary of the employees in the Internet industry has significant difference on ¡§job involvement¡¨. 22. For the employees of the Internet industry, to appear significant positive correlations between ¡§monthly salary¡¨ and ¡§salary satisfaction for the current¡¨. 23. For the employees of the Internet industry, to appear significant positive correlations between ¡§monthly salary¡¨ and ¡§salary satisfaction for the future¡¨. 24. For the employees of the Internet industry, to appear significant positive correlations between ¡§monthly salary¡¨ and ¡§job involvement¡¨. 25. For the employees of the Internet industry, to appear significant negative correlations between ¡§salary satisfaction¡¨ and ¡§turnover intention¡¨. 26. For employee of in the Internet industry, to appear significant positive correlations between ¡§salary satisfaction ¡§ and ¡§job involvement ¡§. 27. For employee of the Internet industry, to appear high positive correlations between ¡§salary satisfaction for the current ¡§ and ¡§salary satisfaction for the future¡§. 28. For employee of the Internet industry, to appear significant negative correlations between ¡§salary satisfaction for the current¡¨ and ¡§turnover intention ¡§. 29. For employee of the Internet industry, to appear significant negative correlations between ¡§salary satisfaction for the future¡¨ and ¡§ turnover intention ¡§. 30. For employee of the Internet industry, to appear significant positive correlations between ¡§salary satisfaction for the current¡¨ and ¡§ job involvement ¡¨ 31. For employee of the Internet industry, to appear significant positive correlations between ¡§salary satisfaction for the future¡¨ and ¡§ job involvement ¡¨. 32. The ¡§working service length¡¨ has significant positive forecast ability on job involvement. 33. The ¡§sex¡¨ has significant negative forecast ability on job involvement. 34. ¡§The salary satisfaction for the future¡¨ has significant positive forecast ability on job involvement. 35. The ¡§sales department¡¨ has significant positive forecast ability on job involvement. 36. The ¡§marital status¡¨ has significant positive forecast ability on job involvement. 37. The ¡§sex¡¨ has significant negative forecast ability on turnover intention. 38. The ¡§planning department¡¨ has significant positive forecast ability on turnover intention. 39. The ¡§current salary satisfaction¡¨ has significant positive forecast ability on turnover intention. 40. The ¡§marketing department¡¨ has significant positive forecast ability on turnover intention. According to the above result, I can discover the turnover intention of the employees of the Internet industry is getting higher. The employees are confident of their turnover ability, which will induce company loss. Thus I suggest that Internet companies shall combine the fiction with the substantiation to form a new type of enterprise. Furthermore, the result that the female employees have higher turnover intention but higher job involvement is worthy for proprietor of the Internet industry to pay attention to. Because the characteristics of female employees are helpful to the busy Internet working environment, the proprietor or professional managers shall consider to adjust or change the working environment, job content or management system to let female employees fully contribute their talent, lower their turnover intention and benefit the company.

SUMMARY The purpose of this study is to discuss the clinical nurse's work value, job satisfaction, organizational commitment and turnover intention at Tainan regional hospitals; compare the difference of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention by the variation of personal character and the variation of organization; and research for the interaction of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention. The total 301 clinical nurses from three different hospitals are surveyed by the self-made questionnaire of clinical nurse's work value and turnover intention. The total 263 useful questionnaires are collected and analyzed by the statistical techniques including mean, proportion, correlation analysis, one-way ANOVA and regression analysis etc. The finding from this study provides the following information: 1.In the category of work value, the safe working environment and job pay have the highest score and the self-learning has the lowest score. In the category of job satisfaction, the management satisfaction is the best and the pay satisfaction is the worst. The recognition and devotion commitments are more important than the retention commitment in the category of organizational commitment. The average score for turnover intention is 15.26 (full marks is 25). 2.The substantial discrepancy in clinical nurse's work value, job satisfaction, organizational commitment and turnover intention exists in the result of the variation of organization. 3.The variation of personal character leads to the significant discrepancy in work value, job satisfaction, organizational commitment and turnover intention. 4.The job satisfaction results from the work value at government contracted-hospital. The organizational commitment results from the job satisfaction at all three hospitals. The turnover intention is under the influence of organizational commitment at city hospital, under the influence of job satisfaction and organizational commitment at Christian hospital and under the influence of work value and organizational commitment at government contracted-hospital. The conclusion from this study provides the hospital management with the concept how to limit the turnover intention in order to maintain the top competitive ability in medical business and provide the best service quality for the clients.

For managing an enterprise, the exterior must face the fast changes of markets, technologies, and customers and the interior must communicate and coordinate among superiors, colleagues, and subordinates. Under the allocation of limited resources, members in organization usually utilize their own power to acquire the extra-benefits for protecting their own or group¡¦s benefits. The frequency and strength of political behavior occurred in the organization depend on the factors such as organizational framework and environment to be varied. Among these factors, the employee mindset is a major problem ¡]Tushman¡A1977¡^. The study uses Perceptions of Organizational Politics Model developed by Ferris et al.¡]1989¡^as research frame to discuss the effects of perception of organizational politics on job satisfaction, job pressure, Job involvement, and turnover tendency of organizational employees: do Perceptions of Organizational Politics vary in different industries and if there is a difference in the degree of Perception of Organizational Politics of employee¡¦s behavior in different industries. In the study, Perceptions of Organizational Politics Scale (POPS) totals 26 items which adopt 15 items from POPS of Kacmar & Carlson (1992) plus 11 items out of 31 items of Kacmar & Ferris (1992). After factor analysis, the POPS is divided into four perspectives: ¡§superior behavior¡¨, ¡§go along to get ahead¡¨, ¡§promotion and difference between policy practice and execution ¡¨ and ¡§coworker and clique behavior¡¨. The objectives of the study are ¡§public and private hospital¡¨, ¡§private high technology industry¡¨, ¡§private traditional manufacturing industry¡¨, ¡§public service industry¡¨, ¡§government agency¡¨ and ¡§public and private school¡¨. A total of 1141 questionnaires were mailed to the firms of industries described above, among the returned, 935 questionnaires were effective. The data were analyzed by Correlation Analysis, Reliability Analysis, Factor analysis, ANOVA , and Regression Analysis. The results show as the followings: 1. ¡§Sex¡¨, ¡§Age¡¨, ¡§education level¡¨ and ¡§tenure¡¨ of individual variables have no significant difference in Perceptions of Organizational Politics. 2. The results of the whole sample analysis confirm that Perceptions of Organizational Politics in the elementary employees are higher than that in the superiors. 3. In the study of cross-organizational comparison, It is found that in different industries Perceptions of Organizational Politics indeed cause negative effects on job satisfaction and job involvement, which make employees produce job pressure and increase the intention to leave. 4. The degree of Perceptions of Organizational Politics in employees varies in different industries, among surveyed industries, the Perceptions of Organizational Politics in ¡§public and private hospital¡¨ are highest. 5. ¡§Superior behavior¡¨ is the most important reason to cause employees¡¦ job unsatisfaction, job pressure and turnover tendency in different industries. 6. The study shows that ¡§coworker and clique behavior¡¨ has no significant effect on employee¡¦s job satisfaction, job involvement and turn over tendency, however, it is the main source of employee¡¦s job pressure in ¡§private high technology industry ¡¨and ¡§government agency¡¨. 7. ¡§Salary, Promotion and difference between policy practice and execution ¡¨ is the major reason for employees in ¡§private traditional manufacturing industry¡¨ to decease the intention of job involvement. It means that employees in ¡§private traditional manufacturing industry¡¨ than that in other industries care salary, promotion and difference between policy practice and execution. 8. Employees in ¡§public service industry¡¨ and ¡§public and private school¡¨ have higher level of job satisfaction than other surveyed industries. 9. Employees in ¡§public and private hospital¡¨, ¡§private traditional manufacturing industry¡¨ and ¡§private high technology industry¡¨ have higher job pressure than other surveyed industries. 10. Employees in ¡§private high technology industry¡¨, ¡§public and private school¡¨ and ¡§public service industry¡¨ have higher intention of job involvement than other surveyed industries. 11. Employees in ¡§private traditional manufacturing industry¡¨ and ¡§public and private hospital¡¨ have higher turnover tendency than other industries. The results of the study confirm that Perceptions of Organizational Politics indeed cause negative effects on employee¡¦s job satisfaction and job involvement, bring employees job pressure, result in decrease of job morale, and further increase the intention to leave. At this time, it depends on managers how to develop their own creativity and carry out strategic integration to gather the organizational members together. So a high performance team can be built to increase the competitive ability of the enterprise.

Members¡¦ political behaviors in organizations often influence the decision of Human Resources on members¡¦ salary or promotion. After perceiving organizational politics that might alter their expected job reward and performances, in the short run, employees might react negatively and lead to behaviors such as reduction of job involvement, dissatisfaction, job anxiety, as well as absentness. In the long run, there will be increasing turnover. The purpose of this study is to understand the relationship among Perception of Organizational Politics (POPs), Turnover Intention and Job Satisfaction. Through empirical survey data analysis, the findings are as follows: 1.There is no relationship between gender and turnover intention. 2.Members¡¦ age is negatively correlated with their turnover intention. 3.The turnover intentions of college & university graduates are lower than those with less education. 4.Members who are single have a higher turnover intention, compared with those of married members. 5.Members with longer tenure have a lower turnover intention. 6.Managers¡¦ turnover intention is lower than those with non-manager positions. 7.Members with higher POPs also tends to have higher turnover intentions. 8.Members with higher POPs have lower job satisfaction. 9.Job Satisfaction serves as an intervening variable, partially mediates the relationship between members¡¦ POPs and their turnover intentions.