During the expansion of service quality research in the early 1980s, Berry (1980,1983) and Grőnroos (1981, 1983) develop a business concept with the central aim of achieving a customer-focused workplace and, in turn, providing high quality service for end customers. So there are lots of researches focus on the relationship between internal marketing and customer orientation, and there is no exception of this research. Through this research, we want to realize besides organization policy, which we mean internal marketing, if personal values, which we mean employee work values, can help employees understand and be more customer-oriented? Besides, we find there are lots of discussions about the relationship of internal marketing and customer-orientation behavior, but there are few examine the relation. So we put employee job performance in our research to measure individual contribution. The data of this research is obtained from personal finance operators of seven banks. We use structural equation model (SEM) and Pearson correlation to find the relationships among internal marketing, work value, customer-orientation behavior and job performance. This research finds that internal marketing will positively influence customer-orientation behavior through work values, and internal marketing can directly and positively influence employee job performance. So, based on the results of this research, managers can focus some work values to be criteria recruiting employees. Or more constructively, managers can design some systems to help employee ¡§re-socialize¡¨ to chage or create their work values.

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.

Under the global competition, the corporation has noticed the importance of human resource. There has been discussed about the role of human resource department and the role of human resource professionals no matter in academy or in business. However, there is not so much discussion about the characteristics, belief and feeling which could influence the involvement of the human resource professionals. To promote the human resource management of the human resource professionals, the study aims to discuss the role, role stress, work values, and job involevement of human resource professionals. It is to understand the role of human resource professionals including its role intensity, role stress, work values and job involvement in Taiwan¡¦s corporation. Furthermore, it discusses if the role stress is negative to job involvement when the affinity for work values and the intensity of the role of the human resource professionals is different. The research methodology uses random sampling. The questionnaires sent out by 752 for the members of some of the associations of human resource management in Taiwan, and valid questionnaires are 275. The data analyzed by statistics methods of t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product-moment correlation, and multiple regression. The result confirms several important discoveries as follows: 1. The work experience between one and five years shows serious role conflict. 2. The administration expert is still the main character of human resource professionals in Taiwan. 3. The positioning of human resource professionals is clear, but the work is overloading. 4. The human resource professionals respects the inter value, but not pays attention t to the value of salary. 5. Administer is taking the higher role stress, but higher job involvemen, too. 6. The proper role stress can promote job involvement. 7. The role stess is negative consequence of job involvement. According to the result of the study, there are some suggestions for HR managers and HR professionals to promote the HR management of HR department and HR professionals.

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.

The main purpose of this study is to understand work values, work pressure and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County, and to explore the correlation between these three. First of all, to collect information on the work values, work pressure and organizational commitment. Second, based on the literature review, to summarize the results of analysis for this study, and to construct the main and suitable dimensions for this study and the study will be the development of research tools as a reference and theoretical basis. Furthermore, to propose the research framework, research hypotheses and the pre-test questionnaire which the preparation of this study was developed research tools ¡§ A questionnaire on the study of the relationship among work values, work pressure, and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County.¡¨ The directors of general affairs totally have 237 people for the research object. The valid questionnaires are 230, and the response rate of valid questionnaires is 97.45%. After removing invalid questionnaires, the valid samples count 225 and the response rate of valid questionnaires is 95.34%. After collecting questionnaires, the researcher analyzes the data with descriptive statistics, t-test, one-way MANOVA, K.Pearson¡¦s product-moment correlation, canonical correlation, and stepwise multiple regression and discusses the results of the research. The study is conducted the following suggestions. A. For education authorities a. Promoting directors¡¦ work values is to strengthen the directors¡¦ commitment to the organization. (a) Conducting various continuing curriculum, the directors¡¦ work values will be enhanced. (b) Providing a perfect system, the directors will obtain the opportunity of self-growth. (c) Encouraging directors to engage healthy leisure activities, the directors will obtain the physical and mental health. b. Reducing work pressure is to strengthen the directors¡¦ commitment to the organization. (a) Expanding the organization of the leaders of general affairs is to reduce directors¡¦ workload. (b) Commissioning others to conduct major projects is to reduce directors¡¦ workload. (c) Conducting professional curriculum is to enhance directors¡¦ professional ability. B. For principals a. Constructing a common prospect is to promote directors¡¦ work values. b. Molding the good interpersonal relationship and a sense of organization security is to increase directors' organizational commitment. c. Setting the reasonable goals is to reduce directors¡¦ work pressure. C. For directors of general affairs a. Actively participated in continuing education and promoting the self-work values are to reduce work pressure. b. Increasing good interpersonal relationships and promoting self-work values are to reduce work pressure. c. Establishing a good partnership is to reduce work pressure. d. Appropriate and adequate physical recreation is to have a physical and mental healthy. D. For the future study, the researcher makes recommendations to research objects, research variables, and research methods.

Based on last years events that have taken place, events on the school Lundbergs and the police values of work, has the meaning of having a set of values been questioned. This study aimed to investigate and answer the fundamental values based on the common value basis for the government employees within an organization and how it perceived by employees. The new institutional theory was the framework for this qualitative study conducted with semi-structured interviews. Respondents were employees within the organization. Ethnographic qualitative methodology was the basis for our methodology and we used a thematic model of theme interpretation, communication and knowledge in our analysis. The study shows that there is a lack of communication regarding values and work values within the organization. It’s up to the employees themselves as individuals to become aware of the values and keep their work tied to it. It also emerged in the study that employees had little knowledge of the common core values of the civil service as an employee in the organization should assume in their daily work. The reason for this may be that values are general and can be perceived as self-evident principles, and this is a natural part of their work. Moreover, the study showed that there was a difference between employees who have been employed for quite some time and relative newcomers. Those employees who have been employed for quite some time possessed more knowledge about the values and values work. / Utifrån det senaste årets uppmärksammade händelser på Lundsberg och med polisens värdegrundsarbete, har innebörden av att ha en värdegrund ifrågasatts. Denna studie syftade till att undersöka och besvara hur värdegrundsarbetet utifrån den gemensamma värdegrunden för de statsanställda inom en organisation uppfattas av medarbetarna. Nyinstitutionell teori utgjorde referensram för denna kvalitativa studie som genomförts med semi-strukturerade intervjuer. Respondenterna var medarbetare inom organisationen. Etnografisk kvalitativ metodik låg som grund för vår studie och vi utgick från en tematisk modell med tema tolkning, förmedling och kännedom i vår analys. I studien framkom att medarbetarna upplever en brist i förmedlingen gällande värdegrunden och arbetet omkring den. Det är mycket upp till medarbetarna själva som individer att ta del av värdegrunden och hålla deras arbete knytet till den. Det framkom även i studien att medarbetarna inte hade någon större kännedom om den gemensamma värdegrunden för de statsanställda som medarbetare inom organisationen ska utgå från i sitt dagliga arbete. Detta kan bero på att värdegrunden är generell och upplevas som självklara principer samt redan är en naturlig del av deras arbete. Vidare visade studien att det fanns en skillnad i kännedomen mellan medarbetare som har varit anställda ett längre tag och relativt nyanställda. De med längre anställningstid hade större kännedom om värdegrunden och värdegrundsarbetet inom organisationen.

Aim: The aim of this study is to investigate the relationship between work values, job involvement and organisational commitment among Taiwanese nurses in Taiwan. The objectives of this study are to: (1) describe the work values of Taiwanese nurses; (2) describe the job involvement of Taiwanese nurses; (3) describe the organisational commitment of Taiwanese nurses; (4) identify variables that affect work values, job involvement, and organisational commitment among Taiwanese nurses; and (5) identify the mediating effects of job involvement on work values and organisational commitment among Taiwanese nurses. Design: The study utilises a cross-sectional survey design. The sample consisted of RNs (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Methods: Data was collected using a survey instrument consisting of 86 questions, including sociodemographic data, work values, job involvement, and organisational commitment. The data was analysed using descriptive bivariate analysis, Pearson Product Moment Correlation (PPMC), General Linear Model (GLM) analysis with random effect, and structural equation modelling (SEM). Findings: Four sociodemographic variables, age, SES (i.e., education status, personal income, and position) were shown to be partially statistically significant to work values, job involvement and organisational commitment. Subsequent GLM analysis were shown work values were positively related to job involvement and organisational commitment, and job involvement is positively related to organisational commitment. Results of the proposed model using SEM revealed that job involvement could play an important role with mediation, and that establishing a higher level of job involvement may be more important than focusing only on organisational commitment. Conclusions: This study has implications for organisations attempting to enhance organisational commitment through increased job involvement. It is anticipated that by improving these various factors the outcome will be reduced turnover and absenteeism and more effective organisations. A more effective organisational environment will be more conducive to good nursing practice.

Leadership behavior has been a popular research topic for many years. Much of this research has focused upon the identification of leader behavior that is interactional or determined by the situation which influences leadership style. Current leadership theories raise the question of the relationships between leadership behavior and personal work values. The problem of this research is to investigate the relationship of leadership style with an individual's values for working. The purpose of this study is to examine the relationship between variables which characterize leadership styles and variables related to working values. The hypotheses hold that work values will correlate positively with leadership style. Data were collected through the administration of three research instruments to ninety-two managers of five business firms. The instruments were the participant cover letter providing demographic characteristics, Leader Behavior Analysis II identifying style of leadership, and Values for Working identifying personal work values. Coefficients of determination were calculated to identify possible relationships between leadership style and personal work values. No significant statistical correlation was found. The conclusion is that leadership style appears to be a function of something other than an individual's work values.

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