This paper is the compared analysis of on the young and old generations. It is focused on the achievement motivations and job characteristics of which influenced on job involvement. As the times changed, people were born on different backgrounds that cause a discrepancy in values and specialities of each generation. This paper is hypothesized the worker¡¦s hard-working level is different when with different achievement motivation and different job characteristics. The sample consisted of the workers in business or government organizations. All data collected and tested by the statistical methods with factor analysis, independent-sample t test, analysis of variance, regression analysis, and hierarchical regression. Conclusions and suggestion are based with the analysis results. Firstly, some significant differences had been found among different personal variables analysis. Secondly, the independent variable and dependent variable were found a significant difference that they to be interrelated. Finally, the interference effects of achievement motivation and job characteristics on job promise among the young and the old generations. Parts of all hypotheses were found, but there are only partially effects upon interference analysis. This paper aimed at workers of the young and the old generations compared analysis for an integrated conclusion of which offers the best practice reference.

In this study, procedural justice, distributive justice and performance appraisal values to explore and understand the workplace in organizational justice (procedural justice, distributive justice) and the degree of emphasis on the staff performance appraisal values to job involvement and supervisory trust¡¦s influence, in addition, recognized individuals in their work performance evaluation of values, procedural justice, distributive justice, supervisory trust and job involvement are also included in the scope of regulation. The design of this questionnaire is divided into two parts, first part was in charge of the staff performance appraisal to the implementation of the program is consistent with principles of procedural fairness, the respective high and low procedural justice two kinds of situations. The second part of the assessment results for the charge of the staff can feel a fair, competent staff there to the list of recommended salary increases for the results of the judgments of the respective high and low equity allocation of a fair distribution of two kinds of situations. By these two factors, staggered to form four kinds of different situations, but the questionnaire asked the same item. The 242 valid questionnaires were collected, results are as follows: 1. High attention to performance appraisal values of person who cares about the fairness of the process and the fairness of reward distribution, shown more positive behavior and attitude that is a geometric results and paid, so the relative level of pay and the investment will more. 2. Whether it is good for promotion or pay less attention to whether or not the person is on the results than those who do not care if the charge given to the fairness of the competition, will have the role of subordinates have incentives, in turn will increase its performance. 3. Competent to conduct any type of operation regardless of behavior would have on our high importance for the performance assessment process, people will have a better work attitude and output, and will not be competent to act and change the emphasis on performance assessment for high allocation of resources of people, but no obvious effect. 4. In the high attention to procedural justice, distributive justice values in the trust's impact on the charge of little, and in the low distributive justice in the gap produced significant effects.

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This study is mainly working on the influence of the staying employees¡¦ citizenship behaviors and working attitude under corporate merger, under the background of integration upstream parts and components by optoelectronic company. The subjects to study are organizational commitment, job insecurity and job satisfaction.. This study aimed to understand employees¡¦ mentality and coworker relations by interviewing 3 management members and 7 employees by adapting qualitative analysis Those who accept to stay in the merged company usually feel unsafety in their mind and show bad interaction with employees of the merger. The job insecurity will affect employees¡¦ organizational commitment, job involvement, and job satisfaction. The most important is that the support from the direct supervisor will strongly influence the job satisfaction and performance of subordinators. The better interaction, the stronger support from the direct supervisor which subordinators will feel.

In our country, military is becoming the frame of ¡§Consistent Authority and Responsibility¡¨ and ¡§Professional Department¡¨ due to the military downsizing trend and, besides, the situations between Taiwan and Mainland China--- As a result, we reduce the army personnel number down to 380 thousand members. The sample consisted of 368 officers & sergeant selected from the military. The data were analyzed by applying statistical methods, including factor analysis, reliability, one-way ANOVA, correlation and regression. Training transfer moderated the relationship between downsizing and job involvement, and got the important discoveries are stated separately as follows: 1. From our questioned officers & sergeant, they are not identified with the organization downsizing. National Defensive Department should take this seriously to figure ways out to lift army morale. 2. The different individual variables to downsizing consciousness, job involvement, job satisfaction and training transfer comes out a partly remarkable discrepancy. 3. Downsizing consciousness, job involvement, job satisfaction and training transfer reveals outstanding positive relation. 4. The interaction of efficiency changed consciousness and training transfer interference effect to the identification of job significance.

Although we are in 21st century, we still face the threat of fire. Some serious fires happen all over the world frequently. For the location of Taiwan, there are many natural disasters like earthquakes, typhoons, landslides and mudflows on Taiwan recently. The fireman plays an important role to protect the human being and their properties at the disaster scence, so the job involvement and organizational citizenship behavior of fireman make a decisive influence on the performance of rescue activities. The station officer is the soul of the fire brigade, his leadership style influence the performance of firemen deeply. In the study, I make the subject how the leadership styles influence follower`s job involvement and organizational citizenship behavior, the group cohesion and personality as the moderating variances. The fire brigade of Kaohsiung as the survey object, through the questionnaire and statistic analysis, I try to treat how the leadership style influence the follower`s job involvement and organizational citizenship behavior, and give some suggestions to the fire department, in the study indicate that: 1. A significant positive correlation was identified among leadership styles and job involvement; the inspirational motivation has positive influence on follower`s job involvement. 2. A significant positive correlation was identified among leadership styles, altruism, courtesy, civic virtue and conscientiousness; the idealized influence was positive influence on altruism, the intellectual stimulation was positive influence on courtesy, civic virtue and conscientiousness. 3. The internal-external personality was found to have no significant moderating effect among leadership styles, job involvement and organizational citizenship behavior. 4. The group cohesion was found to have a significant moderating effect among relationship of inspirational motivation and job involvement, 5. The group cohesion was found to have a significant moderating effect among relationships of individual consideration and organizational citizenship behavior.

The purpose of this study is focused on the relationship among the education marketing; the Principals¡¦ leadership styles and the Teachers¡¦ job involvement in the elementary Schools. The questionnaire survey and semi-structured interviews were adopted in the study. The samples were come from 88 public elementary schools in Kaohsiung of the questionnaire survey. First of all, the 88 schools were categorized based on the level of their education marketing. Then, the top10 and the bottom 10 schools were selected for analysis in this study. 589 questionnaire surveys were sent to the above top 10 and the bottom 10 schools, and the 520 questionnaire surveys were received from them. The 489 of 520 surveys were valid data. The retrieve rate was 88.29% and the survey¡¦s valid rate was 83.02%. The investigated tools of this study are ¡§Questionnaire regarding the study of relationships amongst Education marketing, The Principals¡¦ Leadership Styles and The Teachers¡¦ Job Involvement in the Elementary Schools¡¨, which consisted four parts: ¡§basic information¡§, ¡§the attitude on education marketing ¡§, ¡§the teachers¡¦ job involvement¡§, and ¡§the principal¡¦s leadership ¡§, This study attempted to file the data yielded from the questionnaire with SPSS 10.0/PC, with mean, standard deviation, Person¡¦s Production-Moment Correlation ,t-testing, 1-Way ANOVA, analysis of variance, and stepwise multiple regressions are used as well. This study was used Semi-structured interviews for further investigation from the above top and bottom 10 schools. In addition, there were four types based on ¡§ schools¡¦ focusing level on eduaction marketing¡¨ and ¡§ principals¡¦ leadership style ¡§ in the above top and bottom 10 schools. Therefore, 8 teachers were selected from different types were interviewed for this study. The following results were derived: 1. Generally speaking, the attitude on education marketing, the principal¡¦s Leadership Styles and teachers¡¦ job involvement of elementary school teachers are good. 2. Based on the investigation of the attitude on education marketing , the principal¡¦s Leadership Styles and teachers¡¦ job involvement of elementary school teachers, the teachers of the bottom 10 schools were calculated higher score than that of the top 10 schools. 3. The teachers with senior age, personnel with master degrees or above, the teacher of seniority, department heads, or senior administrators showed better performance in the attitude of education marketing. 4. The teachers of seniority, department heads, senior administrators, and the bottom 10 schools showed better performance in the teachers¡¦ job involvement. 5. The teachers¡¦ job involvement could become higher if there were the lower education marketing, the better teachers¡¦ attitude on education marketing and the higher principal¡¦s transformational leadership. 6. The prediction of the principal¡¦s Leadership is the majority part of the prediction of the elementary school teachers¡¦ whole job involvement, Eventually, this study was concluded the valuable analyzed results and also provide the references for the elementary school principals, administrators in education, teachers of elementary school and the future investigation.

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 The purposes of this study are to investigate the relationship among teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors, teachers¡¦ organizational commitment, and teachers¡¦ job of involvement of elementary school teachers in Kaohsiung County. The major purposes are as follows¡G 1.To understand the situation of teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors, teachers¡¦ organizational commitment, and teachers¡¦ job involvement¡F 2.To understand their differences on different backgrounds of elementary school teachers¡F 3.To investigate the differences of teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors in teachers¡¦ organizational commitment and teachers¡¦ job involvement¡F 4.To understand the prediction effect of teachers¡¦ organizational commitment and teachers¡¦ job involvement from teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors. In order to achieve its purposes, this study has methodologically adopted document analysis, questionnaire survey. The subjects are public elementary school teachers in Kaohsiung County. The tool of this study, ¡§Elmentary School Principals¡¦ Tansformational Leadership Behaviors and Teachers¡¦ Organizational Commitment and Teachers¡¦ Job Involvement Survey Questionnaire¡¨ was designed and then 613 samples were surveyed. The data were analyzed and presented by t-test, one-way ANOVA, Pearson¡¦ s product-moment correlation, and stepwise multiple regressions. The conclusions of this study are as follows¡G 1.The teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors have high positive response in elementary schools. 2.The dimension of identification with school has high good response in teachers¡¦ organizational commitment. 3.The dimension of concentration on work has high good response in teachers¡¦ job involvement. 4.First, different personal variables have differences in teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors. Next,different personal variables have differences in teachers¡¦ organizational commitment. Finally, different personal variables have differences in teachers¡¦ job involvement. 5.First, teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors have great positive correlation with teachers¡¦ organizational commitment. Next, teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors have great positive correlation with teachers¡¦ job involvement.Last, teachers¡¦ organizational commitment have great positive correlation with teachers¡¦ job involvement. 6.Different teachers¡¦ organizational commitment and teachers¡¦ job involvement have differences in different teachers¡¦ perceptions ofprincipals¡¦ transformational leadership behaviors. And the high level ofteachers¡¦ perceptions of principals¡¦ transformational leadership behaviors is higher in teachers¡¦ organizational commitment and teachers¡¦ job involvement than the middle level and the low level. 7.Teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors are powerful in predicting teachers¡¦ organizational commitment in elementary schools. 8.Teachers¡¦ perceptions of principals¡¦ transformational leadership behaviors are powerful in predicting teachers¡¦ job involvement in elementary schools.

ABSTRACT Title¡GCross-Cultural comparison of work value and culture value between Australian and Chinese from China Pages: 82 total Author: Mr. Liao Cheng Hui Advisor: Professor Zhiao Bi Xiao In order to increasing the competitive advantage after joining WTO of both Taiwan and China¡Ahuman resources have been paid higher attention. The competition between companies will depend on which will have superior talents. Facing the globalize environment, we should understand the differences of work values and culture values between target countries. We took the questionnaires from Australian and Chinese working in Australia, also comparing with Chinese working in China in order to fit the cross-cultural research. Based on descriptive statistics analysis, factor analysis, reliability, path analysis and stepwise regression, our finding as as following¡G (6) Among personal characteristics, gender, age, job position, working years and level of education are significant to the variation of work value. (7) Among personal characteristics, gender, age, job position, working years and level of education are significant to the variation of culture value. (8) Among personal characteristics, age, job position, working years and level of education are significant to the variation of job involvement. (9) Nationality is significant to the variation of work value, culture value and job involvement. Comparing to Australian, Chinese (no matter working in Australia or in China) is with more constructive attitude in work value and job involvement. (10) Comparing to the country culture, there are deeper effects from enterprise culture to the employees in work value and job involvement.