Recently, in Taiwan, upon enforcement of national health insurance, the medical care system has suffered the tightened growth of expenses and uncertain fluctuation of point value under the global budget payment system, and the stable growth of the local medical care environment was forced to be transformed to negative growth. In order to maintain competitive strength, hospitals focused their operations on organizational reform. The reform may cause employees to feel the uncertainty of hospitals¡¦ future development and also feel terrified and unsafe, and thereby is likely to decrease employees¡¦ morale and organizational commitment, and even severely affect their performance and work satisfaction. The study is intended to explore the change of employees¡¦ organizational commitment, morale and work satisfaction prior to and after salary adjustment. Full-time employees of a district teaching hospital, including doctors, nursing staff, medical technicians and executive staff were surveyed. The survey of first questionnaire of a total of 400 copies was conducted in June 2005. The effective recalled questionnaire totaled 302 copies, with a recall rate 75.5%. The second questionnaire was released in February 2006 to 400 employees, of which the effective recalled questionnaire totaled 254 copies, with recall rate 63.5%. Reliability analysis, descriptive statistics, t-test, One-Way ANOVA and general lineal model were conducted using software SPSS. The results show that: 1.No significant differences were observed in the organizational commitment, moral and work satisfaction prior to and after salary adjustment. 2.Significant difference takes place in the organizational commitment, moral and work satisfaction with respect to the various personal characteristics of employees. 3.The organizational commitment was affected by gender, age, religion and position, regardless of the salary adjustment. The moral was affected by age, educational degree, religion and position, regardless of the salary adjustment. The work satisfaction was affected by age, religion and position, regardless of the salary adjustment.

There were 866 valid questionnaires from 970 released ones to primary school teachers in 84 Municipal Primary Schools in Kaohsiung, and the results are given below. 1. Part of the aspect of the principals¡¦ leadership behavior, teachers¡¦ job involvement and organization commitment would show significant difference because of different demographic variables. 2. There shows a significant positive correlation between the consideration behavior of the principals¡¦ leadership behavior and the teachers¡¦ job enjoyment, concentration and preparation aspects in their job involvement. 3. There shows a significant positive correlation between the initiation of structure of the principals¡¦ leadership behavior and the teachers¡¦ job enjoyment, concentration and preparation aspects in their jobs. 4. The consideration behavior of the principals¡¦ leadership behavior has significant and positive correlation with the affective commitment and normative commitment of teachers¡¦ organization commitment. 5. The initiation of structure of the principals¡¦ leadership behavior has significant positive correlation with the affective commitment, continuous commitment and normative commitment of teachers¡¦ organization commitment. 6. The consideration behavior of the principals¡¦ leadership behavior has significant negative correlation with the enjoyment of the teachers¡¦ job involvement. 7. The correlation among the initiation of structure of the principals¡¦ leadership behavior and the teachers¡¦ job enjoyment, concentration and preparation aspects in their job involvement are strong and positive. 8. The correlation among the consideration behavior of the principals¡¦ leadership behavior and the affective commitment and normative commitment of teachers¡¦ organization commitment is strong and positive. 9. The correlation among the initiation of structure of the principals¡¦ leadership behavior and the affective commitment and normative commitment of teachers¡¦ organization commitment is strong and positive.

The research investigates the detailed relationship among transformational leadership, job satisfaction(intrinsic satisfaction and extrinsic satisfaction)and organizational commitment(affective commitment¡Bcontinuance commitment and normative commitment)in the banking industry. Further attempts are also made to explain the above correlations in terms to enhance the performance of banking industry. The sample is collected from eight banks, including local banks and foreign investing banks. The total issue amount is 500 with the effective questionnaire amount of 256. The effective rate is 51.2 %. The results present the positive relationship among transformational leadership, job satisfaction and organizational commitment. The study not only confirms the positive relationship, but also proves the intervening role of job satisfaction. This paper provides suggestions for banking managers who are seeking to develop effective working relationship with the subordinates. Besides, it also explores the application on transformational leadership on the banking industry.

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The Study of Relationship among Transformational Leadership, Organization- al Commitment and Organizational Citizenship Behavior : The Evidence from Southern District Branch Chunghwa Telecommunication, Corporation. . Abstract In the public sector, its expending organization of human resource is restricted by expenditure examination; therefore it cannot be as flexible as the private sector. In the stimulating aspect, the system of the public sector is more rigid than the private sector; therefore, for this phenomenon, how to lead employees of the public sector efficiently to create achievement is one of the factors that the public sector must consider for success Chunghwa Telephone is the leader of telecommunication in the public sector. The mission of telecommunication in gross output value of Taiwan high-tech manufacture is very significant. Telecommunication is the leader of the top ten businesses, and thus we can realize the importance of telecommunication. The human resource management of telecommunication is extremely different from the traditional manufacture. Chunghwa Telephone, the leader of telecommunication, leads employees towards achievement and stimulates them having commitment for the organization. Therefore, this research is relatively for the employees who proceed to change leading, commitment of organization and behavior of organizing citizen in the south branch of Chunghwa Telephone. The result of this research indicate that: 1. Employees of different attribute (sex, age, marriage, family of children, education, seniority, position, people dealt with from work) have part discrepancies on transformational leadership, organizational commitment and organizational citizenship behavior. To get the result from t and One-way ANOVA examine. 2. Transformational leadership, organizational commitment and organizational citizenship behavior have positive relation. 3. Transformational leadership has positive relation with organizational commitment. 4. Transformational leadership has positive relation with organizational citizenship behavior. 5. Organizational commitment has positive relation with organizational citizenship behavior.. 6. The organizational commitment is the important key to enhance the positive relation between transformational leadership and organizational citizenship behavior. According to the above results of the research, the command for the public telecommunication is that the leader should improve his way of changing management, have more commitments of organization to workers, and then make workers show up the behavior of organizing citizen to approach to the achievement of public telecommunication. A command of later researchers is to increase changes of research, have comparison between the private telecommunication and public department, amending measurement and proceed certain researches. Key words: Transformational leadership, Organizational commitment, Organizational citizenship behavior.

The product value of electronic industry in Taiwan ,processes the significant position .It is extremely different traditional manufacture industry ,and service distinguish with electronic human Resource (HR) work. How can the leader manage the employee and the business thus the future strive toward to complete the mission under this complex attribute. It is necessary for him to inspire employees carry out organizational commitment and organization citizenship behavior . Hence researcher proceeds the research of the relationship among the transformational leadership , organizational commitment and organizational citizenship behavior in electronic industry in Taiwan . The result of this research indicate that: 1. Employees of different attribute (sexuality ,age,marriage ,children ,tenure ,and positions) have no discrimination on transformational leadership .It expresses a lot of diversification in education. Inspiration vision where are top level transformed .It the mean while the education above college is higher in organizational citizenship than senior ¡Vhigh-school educated. 2. Transformational leadership offers a positive relation with organizational commitment. 3. Transformational leadership showers positive relation with organizational citizenship behavior . 4. Organizational commitment presents positive relation with organizational citizenship behavior. 5. Transformational leadership and organizational commitment presents positive relation with organizational citizenship behavior. 6. The organizational commitment is the important factor to enhance the positive relation between transformational leadership and organizational citizenship behavior. Considering the results mentional above , some suggestions are made for electronic industry and further research in this field.

Unit commitment is one of the most important subjects with respect to the economical operation of power systems, which attempts to minimize the total thermal generating cost while satisfying all the necessary restrictive conditions. ¡@¡@This thesis proposes a short-term thermal generating unit commitment by genetic algorithm and back propagation network. Genetic algorithm is based on the optimization theory developed from natural evolution principles, and in the optimization process, seeks a set of solutions simultaneously rather than any single one by adopting stochastic movement rule from one solution to another, which prevents restriction to fractional minimal values. Neural networks method outperforms in speed and stability. This thesis uses back propagation network method to complete neural networks and sets the optimal unit combination derived from genetic algorithm as the target output. ¡@¡@Under fixed electrical systems, instant responsiveness can be calculated by neural networks. When the systematical architecture changes, genetic algorithm can be applied to re-evaluation of the optimal unit commitment, hoping to improve the pitfalls of traditional methods. ¡@¡@This thesis takes the power system of six units for example to conduct performance assessment. The results show that genetic algorithm provides solutions closer to the overall optimal solution than traditional methods in optimizing unit commitment. On the other hand, neural networks method can not only approximate the solution obtained by genetic algorithm but also process faster than any other methods.

The drawbacks of nursing are long hours, hard work and working nights. But definite working territory and rather steady working times were noted in Community Nurse. Deluga(1994) pointed out in the Basis of Faith, the staff believed that if they work hard, the organization or manager can feedback it. So the organizational citizenship behavior is increasing. So how to increasing organizational citizenship behavior is rather important at present. The study uses the characteristics of medical organization, nurses as independent variable, organizational commitment, job satisfaction as intermediate variable, organizational citizenship behavior as dependent variable. We use questionnaire, data analysis to study 1357 nurses. The statistics are as follows: reliability analysis, validity analysis, factor analysis, descriptive statistics analysis, correlation analysis, and regression analysis to probe the relation of all the variables. The results showed that: 1.Organizational commitment has a positive impact on job satisfaction. 2.The higher the feeling of commitment of the staff, the trustworthier they are. 3.To stand fast of the responsibility in director evaluation is higher than the staff self-evaluation, but there is no correlation. 4.Organizational commitment and job satisfaction is higher in staffs that are older than 40 years old and the past service more than 10 years. It is also negative impact with benefit others of the director evaluation. 5.The higher organizational commitment, the higher job satisfaction and competency satisfaction of the director in senior high school staff. 6.There is no difference of standing fast of the responsibility, organization commonwealth behavior between director evaluation and staff self-evaluation in those who on night duty and nil. 7.As regards marriage, organizational citizenship behavior is higher in married than unmarried in staff self-evaluation. 8.Moral commitment and persistent commitment is lower in unmarried than married. Those staff who married without children is trust worthier of their director. They also show better behavior when they have been given other benefits. 9.Organization commonwealth behavior of staff self-evaluation has a positive impact on director evaluation but there is no significance. It is also positive impact with director's faith. 10.Organizational citizenship behavior of director evaluation has positive impact and more predictor with director's faith. From our study, we demonstrated organizational citizenship behavior; Self-recognition and evaluation of directors in nursing are consistency. So we suggest that nursing will reach the coherence by nursing professional innovation system, formal hereditary responsibility system and other effective communication. We also proposed that through participation to empower, to fulfill democratic leadership. It may be referable to the nursing management.

Abstract Results of analyses conducted on data collected from 313 employees of one University. The results of this research indicate as follows: Dimensionality of Organizational Politics Perceptions The responses to the 32-items Perceptions of Organizational Politics Scale (POPS) were subjected to principal components analysis with Varimax rotation. A four-factor solution was found to be most interpretable, with loadings of .50 and above used as an item retention criterion, resulting in a total of 16 items being retained across the four tactical importances. It is comprised four subscales: (1) Supervisor Behavior, (2) General Politics Behavior, (3) Organization Policies and Practices, and (4) Coworker & Clique Behavior. Relationships between Demographic Variables and Perceptions of Organizational Politics 1. Female¡¦s ¡§Supervisor Behavior¡¨ consciousness is stronger than male, and male¡¦s ¡§Coworker & Clique Behavior¡¨ consciousness is greater than female. 2. Subordinate¡¦s ¡§Organization Policies and Practices¡¨ consciousness is stronger than executives or above. 3. Regular staff members¡¦ ¡§Coworker & Clique Behavior¡¨ consciousness is much than non-regular staff members. 4. The University public servants¡¦ ¡§Supervisor Behavior¡¨ consciousness is much stronger than instructors. 5. Bachelor¡¦s level of education¡¦s ¡§Organization Policies and Practices¡¨ consciousness is greater than Mater¡¦s level of education or above. Relationships between Perceptions of Organizational Politics and Organizational Commitment 1. Organizational Politics was negatively related absolutely to¡¨ Retention Commitment¡¨. 2. Organizational Politics was negatively related partly to ¡§Value Commitment¡¨. 3. Organizational Politics was negatively related t partly to ¡§Effort Commitment¡¨. Control some Demographic Variables, reported special relationships 1. Reported positively correlations between ¡§Supervisor Behavior¡¨ and ¡§Value Commitment¡¨ with executives or above. 2. Reported positively correlations between¡¨ General Politics Behavior¡¨ and ¡¨ Effort Commitment¡¨ with female employees, subordinates and non-regular staff figures. Key word: Perceptions of Organizational Politics, Supervisor Behavior, General Politics Behavior, Organization Policies and Practices, Coworker & Clique Behavior, Organizational Commitment, Retention Commitment, Value Commitment, Effort Commitment.