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.

In the past few years, the people require the government became more representative, reactive and responsible due to the change of society, the development of technology and the increase of the people¡¦s requirements. Therefore, the establishment of the efficient civil service system is the need for the current situation. The government has to maintain the civil service system, which is based on justice, rightfulness and merits system, before it becomes a democracy, which should represent the will of the people and owns by the people, from an authoritarian government. Most researches show that the employees¡¦ cognition of the performance appraisal¡¦s justice will affect their individual results and organizational results, and the cognition includes job satisfaction, job involvement, a commitment to organization, trust in the management and etc¡K Therefore, three different attributes of civil servants, who are respectively from the authority of Kaohsiung City Government, including police station, municipal hospital and tax authority, are subjects for the research. Individual attributes and the performance appraisal¡¦s justice (including procedural justice and distributive justice) are the self-variable item, and the working attitude (including job satisfaction, organizational commitment and job involvement) is the variable item. To take the discussion of the correlation and the influence between the self-variable item of individual attributes, the performance appraisal¡¦s justice and the working attitude as the reference to improve the performance appraisal¡¦s system and the development of the civil service¡¦s manpower, and then increase the service achievements of civil servants. There are 740 questionnaires in total of the research, and effective questionnaires are 631 copies. After Independent test, One-way ANOVA, Person Correlation Analysis, Regression Analysis, Hierarchical Multiple Regression, Canonical Correlation Analysis, and etc¡K the important discoveries are as follows: 1.The correlation and the influence between the procedural justice, distributive justice and the working attitude of performance appraisal are very obviously. The explanation of distributive justice for job satisfaction, organizational commitment and job involvement is greater than the procedural justice. That proves distributive justice is very important for the explanation of the working attitude. 2.In the aspect of civil servant¡¦s attribute, age, length of service and different authority will cause obviously difference to the procedural justice, distributive justice, job satisfaction, organizational commitment and job involvement of performance appraisal. 3.Thus it can be known by a typical correlation analysis, the degree of correlation between two variable items (performance appraisal¡¦s justice and the working attitude) and five principles variable items (including procedural structure, objective principle, opinion expression, actual achievements and self-evaluation) will mainly affect five anticipating variable items (including internal satisfaction, external satisfaction, endeavored to commit, valuable commitment and commitment of remaining in position). And the influence of results will mainly affect two anticipating variable items, including endeavored to commit and job involvement. According to the conclusion of actual demonstration, the following suggestion is provided for the process, result, working attitude and the management of the performance appraisal: Establish a different appraising standard and item in accordance with the character of position. The appraising standard and item should be made by both the management and the subordinates. The management and the subordinates should keep good interaction. The point of view of the basic level personnel should be taken seriously. The appraiser should be training. Strengthen the propagation of the function of the civil servants¡¦ protection system. Promote the status and representative of appraising committee. Strengthen the function of performance appraisal to the development of employees properly. Exercise the result of appraisal efficiently. Establish various and encouraging recompense or reward system. Increase the external satisfaction of the civil servants. The organization should pay attention to the knowledge management and the sharing system.

The thesis mainly studies, the relevant influential variables of the internal auditors¡¦ concentration on jobs and their efforts for the work, in consideration of the internal auditors¡¦ individual factors, which affect WV and JC; furthermore with an empirical survey and statistical analysis by SPSS program on the working attitude¡¦s influence on the JI and ITQ. The critical findings of the thesis are as follows: (1) Individual characteristics¡Ðsex, age, marrage, years of employment, reason of being an auditor, position, have obvious differentiations respectively on the partial dimensions of the internal auditors¡¦ WV. (2) Individual characteristics¡Ðage, marrage, education, years of being an auditor, reasons for being an auditor, position, certification of accounting/auditing, span of incremental salary, have obvious differentiations respectively on the partial dimensions of the internal auditors¡¦ JC. (3) Individual characteristics¡Ðage, years of employment, reasons for being an auditor, position, span of incremental salary, have obvious differentiations on the internal auditors¡¦ JI. (4) Individual characteristics¡Ðage, sex, years of employment, years of being an auditor, organization¡¦s capital amount, have obvious differentiations on the internal auditors¡¦ ITQ. (5) The whole WV have obviously positive correlation on internal auditor¡¦s JI. In details, the two dimensions of inner value and social status value have obviously positive effect with internal auditor¡¦s JI. (6) The whole JC have obviously positive correlation on internal auditor¡¦s JI. In details, except for task identity, the other four JCs have obviously positive effect with internal auditor¡¦s JI. (7) In order to decrease ITQ of the internal auditors, organization ought to upgrade the JI of internal auditor, especially put much emphasis on the compensation of the internal auditors; and directly expand the task variety and task proactiveness would also obviously decrease the internal auditor¡¦s ITQ. (8) In order to upgrade the internal auditors¡¦ JI or decrease their ITQ, the interaction of the different JC and individual WV would indicate the outcome of facilitation or suppression to main effects with interference.

ABSTRACT Most of the organizational politics derive either from achieving the organizational goal by organizational members, or from the purpose of maximizing self-interests. Therefore, Perceptions of Organizational Politics (POPs) might influence the perception of need satisfaction or outcome and affect job involvement and job performance. The purpose of the study is to understand the relationship among POPs, job involvement and job performance. Through empirical survey, there are several outcomes as follows: 1. Females have more political perceptions of organizational policy and practice than males do. 2. Members under 35 years old have more perceptions of supervisors¡¦ political behavior and have more perceptions of coworkers¡¦ and cliques¡¦ political behavior than members over 35 years old do. 3. Single members¡¦ POPs is higher than married members¡¦. 4. Non-managers¡¦ POPs and perceptions of coworkers¡¦ and cliques¡¦ political behavior are higher than managers. 5. The higher the managers¡¦ level, the higher the job involvement. 6. The dimensions of POPs are negatively relative to job involvement. 7. By controlling sex, marriage, age, education, service seniority, and position to examine the relationship between POPs and job performance. 7.1 Females, single, under 35 years old, college and above, seniority and managers have higher perceptions of supervisors¡¦ political behavior and lower job performance, task performance, and contextual performance. 7.2 Females, college and above, seniority, and managers have higher political perceptions of organizational policy and practice, and higher job performance. 7.3 Males, under 35 years old, college and above, less years spent on the job, non-managers have higher political perceptions of organizational policy and practice and higher task performance. 7.4 Females, seniority, and managers have higher political perceptions of organizational policy and practice and higher contextual performance. 8. As an interference variable, job involvement doesn¡¦t significantly interfere the relationship between POPs and job performance.

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.

In recent years, the re-distribution of medical resources conducted by the government in general renders physicians to be anxious about the stability and fairness of their income. The worries are even aggravated by the policies such as ¡§secret in payment¡¨ or ¡§personalized payment¡¨ that are currently preceded by the hospitals. Since the as mentioned worries may affect physicians¡¦ attitudes toward their patients, factors affecting physicians¡¦ satisfaction in their income based on the stand point of ¡§salary justice¡¨ are thus important and will be the focus of the present research. Meanwhile, the influences of ¡§total budget system¡¨ on ¡§salary justice¡¨ and ¡§salary satisfaction¡¨ are also studied. The overall consequences to the physicians ¡§work attitude¡¨ are finally evaluated and analyzed in the present study. The research was conducted by distributing 319 questionnaires to the physicians belonging to eight hospitals in the middle area of Taiwan. Among these distributed questionnaires, 108 of them were retrieved. The retrieval rate is thus calculated as 33.9%. The results are presented as follows: 1.Gender, salary and position do not possess any influence on ¡§salary satisfaction¡¨ and ¡§working attitude¡¨. 2.A negative correlation is observed between ¡§age¡¨ and ¡§salary justice¡¨. This implies the elders demand higher base in their salary. 3.The more open in salary information and communications, the better in ¡§salary satisfaction¡¨. 4.The ¡§structure of income¡¨ should be consistent with one¡¦s recognition on the source of his or her salary. Together with a fair distribution in overall benefits would help in motivating positive work attitude. 5.More understanding in the method of benefit distribution as proposed in the ¡§total budget system¡¨ could lead to more negative attitude in working. 6.The ¡§total budget system¡¨ is still in the embryonic stage. No effects on ¡§salary justice¡¨ and ¡§salary satisfaction¡¨ have been observed yet. 7.A physician would possess a stronger commitment in job fair and team involvement when he/she feels satisfactory with the payment.

Organization members¡¦ working attitude and reaction will regarding on organization's management way, system¡¦s policy, organization's goal and values, and member's interaction behavior. The business competition degree of retail market and the higher perception of consumer ¡¥s right, make the enterprises run the market not only on simply supply and selling way. The enterprises recognize that not only creat a comfortable shopping environment and provide diversely merchandise, but also have to enhance service provide to building up customer¡¦s loyalty. The first-line service employee will influence the satisfication of customer. The purpose of the research is to explore the relationship among organizational climate, organizational commitment, service-oriented organizational citizenship behavior and job involvement. The research focus on retail employee.The research use SEM method and the results indicate that¡G 1.Among organizational climate, organizational commitment, service-oriented organizational citizenship behavior, and job involvement have the high positive correlation. 2.It is positive and significant effect between the organizational commitment and service-oriented organizational citizenship behavior. 3.The service-oriented organizational citizenship behavior insignificantly influences on job involvement. 4. Organizational commitment have a significant mediation effect on the influences between organizational climate and job involvement . As result it is suggested that the manager should build up the circumstances of attach importance of service quality climate, encourage employee participate in discussion, therefore, to improve the service-oriented organizational citizenship behavior and job involvement.

This study is to investigate the relationship among profit sharing, sharing fairness, job involvement and working performance by the empirical research. The goal of this study is to suggest the company how to design more incentive system from the profit sharing and sharing fairness when the profit sharing will become the operation expense in Taiwan. 500 questionnaires were sent to the company which is based on the north of Hsin-Chu County. The valid questionnaires are 174 copies in total after the return. Upon the empirical analysis, the important findings are as the following: 1.Profit sharing system and sharing fairness are positive correlated. The more the employees are satisfied with the profit sharing system and feel the importance of the profit sharing system, the higher their awareness is on the fairness of the profit distribution and execution procedure. 2.Profit sharing system is not significant to job involvement and working performance. When the time goes by, the incentive effect from the profit sharing system will decrease. Therefore, the effect of profit sharing system is not significt to job involvement and working performance. 3.Sharing fairness is not significant to job involvement, but significant to the goal achievement of working performance and collaboration¡¦s satisfaction. If the employee doesn¡¦t understand the profit sharing system, it easily causes the unfair feeling and it might impact on the job involvement. But if the company can emphasize the fairness of the execution procedure, it can increase the possibility of the goal achievement and enhance the collaboration¡¦s satisfaction. 4.Profit sharing system can¡¦t affect the working performance and job involvement by the intermediate effect of sharing fairness. Since the profit sharing system has been implemented for a while and became part of salary, it can¡¦t draw more attraction as the beginning. In addition, if the employee starts to suspect the fairness of the profit sharing, it will result in the less influence on job involvement and working performance.

The purpose of this study is to examine the effects of corporate reputation on work attitudes and behaviors. We used the benchmark company surveyed result of CommonWealth Magazine and developed a qestionnaire to survey those benchmark companies¡¦ employees. Finally, we obtained an effective sample of 50 companies with 1222 employees. And the response rate was 83% for companies and 68% for employees. The result of this study showed that external corporate reputation has positively influential effect on employee corporate reputation, employee corporate reputation has positively influential effect on work attitudes and behaviors, external corporate reputation has partially positively influential effect on work attitudes and behaviors, and employee corporate reputation will partially mediate the positively influential effect of external corporate reputation on work attitudes and behaviors. Based on above findings, the practical implications, research limitation and suggestions for future study are addressed.

本研究探討「工作意義」與「工作投入」之關聯性，並討論工作人員對於工作意義與工作投入是否受個人特質因素所影響。本研究問卷設計採用 Lee (1996) 修正的 Rokeach 價值項目為基礎，用來定義工作意義，個人特質部份以工作人員之性別、年齡、婚姻狀況、職位類別、業務類別、教育程度、工作與所學相關、工作年資，共計8項變項來驗證其工作意義是否會影響工作投入。 研究對象以新北市區公所之工作人員進行實證調查，調查所得資料採用SPSS統計套裝軟體對263份有效問卷統計分析，研究發現： 一、 個人特質中的「性別」、「年齡」、「婚姻狀況」、「業務類別」、「教育程度」、「工作年資」對工作意義有顯著差異。 二、 個人特質中的「年齡」、「婚姻狀況」、「教育程度」、「工作與所學相關」、「工作年資」對工作投入有顯著差異。 三、 「工作意義」與「工作投入」存在顯著正相關，顯示人們對工作的投入程度受到工作能幫助達成個人價值觀的程度所影響。 希望根據上述研究發現，使區公所工作人員瞭解對現任工作之工作意義為何，並清楚自己所重視之工作價值項目與目前工作投入之情況，進而可以依據所重視之工作價值，來找尋適合的工作內容與環境。同時，提供政府部門瞭解目前工作人員之工作意義與工作投入情況與其工作上之需求，於人力資源管理上作改善，增加工作人員工作投入程度，提升行政效能，亦可做為遴選新聘人員時之參考。 / This study investigates the relationship between " work meaning" and "job involvement", analyzing how employees’ personal characters influence their " work meaning" and "job involvement". The questionnaire takes Rokeach value items modified by Lee(1996) as the basement to define work meanings. Personal characters include gender, age, marital status, position, the category of occupation, level of education, the association between studying background and work, and seniority, totally eight variables are tested in the survey to know whether work meaning influences job involvement. Research objects are servants of district office, new taipei city government. Statistical software “SPSS” is used to analyze the survey data and the 263 valid questionnaires, the study found: 1. Personal characters include gender, age, marital status, the category of occupation, level of education, seniority are more likely to effect one’s work meaning. 2. Personal characters include age, marital status, level of education, the association between studying background and work ,and seniority are more likely to effect one’s job involvement. 3.Work meaning is positively and significantly correlated with job involvement. It shows that the more work can achieve one’s personal values the more he or she would like to involve. We hope the above findings can help the servants of district office to realize the work meaning of the present job, and pay attention to the value they place importance on. It can finally help them to meet suitable occupation and work conditions. At the same time, it provides government departments with what the employees’ real need, improves human resource management, and increases job involvement of civil servants. When the governments recruit, the study can also be used as a reference to find the satisfying employees.