Enterprises must have first-class core capabilities in order to survive from government¡¦s new enactments, new competitors and new products under the rapid changing environment globally, and through the empowerment, which is the major efficient instrument to maintain enterprises¡¦ competition ability, could improve organizational efficiency. Therefore, the purpose of this research is to understand if employee¡¦s cognition of empowerment influences their working attitude; the research objects are employees of hi-tech industry, and there are 313 valid questionnaires out of 486 issued questionnaires. First is to use constructive validity of factor analysis test scale and reliability of Cronbach alpha test scale to confirm reliability and validity, and apply regression analysis to discover as below: 1. Empowerment has significant influence on organizational commitment. That is, the higher the employees¡¦ cognition of empowerment is, the higher the organizational commitments are, especially for employees with higher education background, female employees and older employees. 2. Empowerment has significant influence on total working satisfaction. That is, the higher the employees¡¦ cognition of empowerment is, the higher their working satisfactions are, especially for employees with lower education background and non-business type employees. To sum up, empowerment could actually increase employees¡¦ organizational commitment and working satisfaction, therefore, managers shall undertake as following: 1. Respect individual difference to offer different empowerment mode. 2. Develop multi-organization to increase employees¡¦ knowledge. 3. Value employees¡¦ need and encourage their participation. 4. Establish learning organization and share information.

For recent years domestic economy is going down and down. From early 1990¡¦s growing competitiveness caused by the openings of many new banks in the limited financial market lowers the profitability of banks. Moreover, the amount of over-due loan is increasing because of poor loan quality, moving-out of traditional industries and increasing unemployment rate. Under the impact of dramatic change of circumstances, the stress which clerks now under is growing. Former days the position of clerks is thought to be stable and well paid. Nowadays clerks, however, are under the threat of being laid-off and various uncertainties and apt to tiredness of job. Present investigation is trying to find out stress source of clerks. The relation between stress source with burnout and working attitude is also investigated to find out ways of releasing pressure, decreasing burnout and building-up good working attitude. Present investigation was accomplished through questionnaires. Major findings are the following: 1.Among the job characteristics, burnout is decreased with increasing working autonomy and task identity; increasing the skill variety, task significance and working feedback can prevent from decreasing professional efficacy in the burnout category. 2.Regarding role stress, increasing confliction, ambiguity, over-load (quantitative) and over-load (qualitative) tend to increase emotion exhaustion in the burnout category; increasing ambiguity enhances decreasing professional efficacy in the burnout category. 3.Maintaining better relationship with supervisor, colleague, subordinate and organization can restrain emotion exhaustion and professional efficacy decrease in the burnout category. 4.Regarding personality, emotion exhaustion and professional efficacy decrease in the burnout category can be decreased by type-A personality. 5.From aspect of job characteristics, service attitude can be improved by increasing working autonomy, task identity, skill variety, task significance and working feedback; resigning intention can be restrained by increasing working autonomy. 6.Regarding role stress, increasing ambiguity makes service attitude more poor; resigning intention is enhanced by increasing confliction, over-load (quantitative) and over-load (qualitative). 7.Maintaining better relationship with supervisor, colleague, subordinate and organization can enhance better service attitude; resigning intention is restrained. 8.Increasing emotion exhaustion in the burnout category enhances resigning intention. 9.Service attitude becomes poorer by more professional efficacy decrease. 10.Regarding stress source job characteristics, role stress and personal relationship have outstandingly direct effect on emotion exhaustion and professional efficacy decrease in the burnout category; burnout has distinctively direct effect on service attitude and resigning intention in the working attitude category. 11.From aspect of service attitude, task identity and task significance in the job characteristics category have mediating effect on burnout; As to resigning intention, working autonomy in the job characteristics category has mediating effect on burnout. 12.Burnout has mediating effect between roll stress and working attitude; from aspect of service attitude, there is no mediating effect between roll stress and burnout; from aspect of resigning intention, roll stress has mediating effect between roll conflict and burnout. 13.Burnout has mediating effect between personal relationship and working attitude; from aspect of service attitude, personal relation has mediating effect between relation with supervisor and burnout; from aspect of resigning intention, personal relation has no mediating effect between relation with supervisor and burnout. 14.Burnout has mediating effect between personality and working attitude; from aspect of service attitude, there is no mediating effect between Type-A personality and burnout; from aspect of resigning intention, there is mediating effect between Type-A personality and burnout.

As the tendency of globalizes and regionalization of enterprise management develops, enterprises in the world have to face an extremely important subject of multiple human resource management. Whether the enterprise is classified as globalize, cross-nation or regionalization, it should face and plan the strategy of its human resource management more appropriately, which is the core part and the foundation of an enterprise. The range and object of this research is based on Taiwan High Speed Rail Corporation and its employees. The company, THSRC, is one of the largest BOT projects in the world. Employees of THSRC with their profession in construction management, operation management at railway area, were recruited from many different countries. The research of investigating the manage method and organization climate of THSRC, can surely provide a great reference to some regional enterprises during the process of transit to globalized enterprises. The purpose of this research is trying to examine the relationships among the perceptions of human resource management practice, organizational climate, role adjustment, and working attitude. Also, this research intends to investigate the affection of differenct personalities to human resource management practice, organizational climate, role adjustment, and working attitude. The questionnaire survey of this research was implemented on April 2008. 300 questionnaires were sent out, and 272 were replied, in which 256 are valid. Through a statistical analysis, we conclude the research result as follows: 1.The human resource management practice has a positive affection on working attitude. 2.The human resource management practice has a negative affection on role adjustment. 3.The organizational climate has a negative affection on role adjustment. 4.The role adjustment has a negative affection on working attitude.

To compete globally, the financial service industry in Taiwan continuously expands markets and integrates sources and is one of the industries popular in mergers and acquisitions lately. Counting on people to deliver service is one of the traits in the field, therefore, it¡¦s worthy of attentions and discovery about the relations of the acculturation/the employees¡¦ working attitude/the perceived organizational performance between the acquiring and the acquired firms when combined. The study targets on the two cases of M&As in the financial service industry happened in the past two years in Taiwan and it is conducted by the questionnaire survey. Throughout interviewing total 364 of the staffs and agents in Kaohsiung of two pairs of the acquiring and the acquired companies which were combined, the datum of the research is made by reliability analysis, descriptive analysis, Pearson correlation analysis, independent sample t-test, ANOVA, and multiple regression analysis to analyze the dimensions of the organizational culture and the employees¡¦ working attitudes and the perceived organizational performance of the acquiring and the acquired firms. The major findings are as follows: 1. The Organizational culture and the employees¡¦ working attitude both are statistically significant correlated to the perceived organizational performance, especially the latter affects the perceived organizational performance more than the former does. 2. Among the sub-dimensions, the organizational commitment in the employees¡¦ working attitude explains most the variation of the perceived organizational performance and then the recognition. Also, the service quality in the organizational culture explains most the one. It means that the organizational commitment and the recognition of employees¡¦ as well as the service quality are with significant influences on the perceived organizational performance. 3. The Organizational culture is statistically significant correlated to the employees¡¦ working attitude, and among its sub-dimensions the service quality explains most the variation of the employees¡¦ working attitude and then the teamwork. In other words, the service quality affects the working attitude of employees¡¦ significantly. 4. The working attitude of the employees¡¦ of the acquiring firm A is significantly different from the one of the acquired firm B, however, the odds in the identity degrees of the organizational culture and the perceived organizational performance between A and B are no significant. 5. The variations in the identity degrees either of the organizational culture, the working attitude of employees¡¦, or the perceived organizational performance between the acquiring firm C and the acquired one D are significant. The research gives the evidence that the working attitude of employees¡¦ affects the perceived organizational performance most. It represents that the acquiring firms should pay more attentions to the soft integration such as human resources and culture when combined to know better the expectation and to reduce the uncertainty of employees¡¦ of both the acquiring and the acquired, to enhance the strength and value identified by both sides in order to reinforce the confidence as well as the identity of the employees¡¦ if it wants the merger to reach the expected accomplishment.

本研究旨在藉由國中教師之激勵方式重要性與實現可能性認知兼論其對服務士氣的影響之實證研究，以期瞭解教師與行政間之激勵與保健因素措施最佳認知內涵取向。 　　本研究採取量化研究，以文獻分析法及問卷調查方法為主，受試為桃園縣54所國民中學中，經分層隨機取樣，依比率抽取學校樣本22所，其次再以簡單隨機取樣抽取教師樣本，總共調查問卷對象計1200人。每位受試均以編製之「國民中學教師教學工作調查表」內含「教師理想的工作」、「工作士氣問卷」測試。正式施測，有效樣本1075份，分別以描述性分析、t考驗、單因子變異數、二因子變異數等統計方法進行研究分析。 　　研究結果顯示： 　　一、由國中教師之激勵方式重要性認知分析：國中教師在「學校規模」、「性別」、「年齡」、「職務」、「任教科別」、「年資」上有顯著差異。亦即：學校班級在61班以下、女性、年紀愈輕者、專任、不同領域課程、服務5年以下之教師，都認為工作激勵重要。 　　二、由國中教師「激勵保健」因素重要性認知得知：以「教學環境讓人覺得愉快」、「學校能尊重教師專業權威」、「教學擁有專業自主」、「能讓教師獲致自我成長的機會」、「工作職位能有適切之保障」、「同事間擁有良好的關係」等，為教師激勵方式重要性認知指標。 　　三、由國中教師之激勵方式實現可能性認知發現：國中教師在「職務」、「任教科別」方面對激勵方式實現可能性認知感受有顯著差異。顯示：兼任行政及專任、健康教育與體育、社會科之教師認為理想工作較有可能實現；而私校、偏遠地區之教師則認為理想工作較不可能實現。 　　四、由國中教師「激勵保健」因素實現可能性認知顯示：以「教師具有崇高的責任與使命感」、「教師有機會充分發揮自己的能力」、「工作職位能有適切之保障」、「同事間擁有良好的關係」、「教學擁有專業自主」、「能讓教師獲致自我成長的機會」等，為教師之激勵方式實現可能性認知指標。 　　五、在整體工作士氣的分析得知：桃園縣國中教師在「學校性質」、「年齡」、「職務」、「學歷」、「年資」上有顯著相關。意指：公立國中、年紀愈大、專任、研究所四十學分結業者、年資11-15年及20年以上之教師整體士氣表現較佳。 　　本研究之成果可為行政運作上提出有效激勵方式，以激勵教師潛能，滿足教師個別需求，提昇服務士氣之參考。 / The purpose of this empirical research is to find out the best way to inspire teachers and administrators through finding out the importance of teachers' inspiration ways, realizing the possibility of cognition, and knowing the influence of working atmosphere. 　　This is a quantitative research using data-analysis and questionnaire. The subjects are 1200 teachers randomly picked out from 22 junior high schools in Tao-Yuan County. Each subject has taken the “junior high school teachers' teaching investigation list” which includes “teachers' ideal work” and “teachers' working attitude questionnaire”. After the test taking, there are 1075 valid samples. Descriptive analysis, T-test, one-way ANOVA, and two-way ANOVA are used to analyze the data in this research. 　　The outcome are as followed: 　　1.The cognitive analysis of the importance of junior high school teachers' inspiration ways shows that there are significant differences on variables including “the scale of the school”, “gender”, “age”, “position”, “the course they teach”, “the years being teachers”. This means that teachers in a school scale under 61 classes, young female teachers, teachers teaching in different course fields, and being a teacher under five years all agree the importance of providing inspiration during working. 　　2.Analyzing from the middle school teacher' understanding of the significance of the cause,” motivation-hygiene“：using “Teaching environment will make teacher feel pleased” ,”The school will esteem the teachers' professional authority”, ”Teaching will be acted on its own and be professional”, ”Offering teachers the opportunities of self-development”,”Teaching positions should be guarauteed properly”and “Keeping good relationship among the colleagues”,as the norm of teachers' understanding. 　　3.The cognitive feelings about realizing junior high school teachers' inspiration ways have significant differences on “position” and “the course they teach”. This shows that teachers who teach health, physical, and social science, and teachers who also do administration jobs and full-time teachers think that it's more possible to bring their ideal jobs out to lives. Besides, teachers in private schools, and teachers who teach in remote areas think that bringing out ideal jobs is not an easy thing. 　　4.The analysis through the factor of middle school teachers ” motivation-hygiene“ to achieve the possible understanding：using “Teachers posses the esteemed responsibilities and missions”,”Teachers coudle elaborate their abilities and talents sufficiently ”,” Keeping good relationship among the colleagues”, ”Teaching will be acted on its own and be professional”,and ”Offering teachers the opportunities of self-development”,as the cxiterion of teachers' accomplishing the possible understanding. 　　5.Analyzing from the whole working atmosphere shows that junior high school teachers in Tao-Yuan County have significant differences on variables such as “the school type”, “age”, “position”, “record of formal schooling”, and “years of being a teacher”. This means that teachers in public junior high schools, older teachers, full-time teachers, teachers with master degrees, being teachers more than 20 years and from 11-15 year have better working performance. 　　The outcome of this research can provide effective inspiration ways on administation operating to encourage teachers' latent energy, to satisfy teachers' individual needs, and to promote their working atmosphere.

My thesis is based on the possibilities of career growth in the field of banking. I will study the development of careers in two different but comparable financial institutions. The theoretical part of my thesis will focus on four types of career structures: full-time, part-time, full-time with management track, and irregular. In the following part of my thesis, I will show how these four types search for employment, develop their careers, and negotiate payment and benefits. In this thesis, I will compare the working conditions of two banks. Based on personal interviews, surveys, and observation, I have ascertained and graded the each bank for self-realization, work-study opportunities, business culture, and job satisfaction, relations between management and employees and company communications. I also studied the average length of an assignment, which is a good general indicator.