A good education system is one of the policies of the state evolution and will deeply effect the national competitive ability. Among them, the medicine education carries to undertake the responsibility of nurturing the professional manpower of medical treatment. The doctor's education promotes the citizen¡¦s health maintenance and quality of life. Since the national health insurance carried out and parts of personnel of health care bring into the Labor Standards Law on March 1995, management environment of hospital gradually deteriorates. In order to respond the management dilemma of this upheaval, in addition to strengthenning the grasp of the personnel cost, must still support certain service quality of health care. Nowadays the organization of the hospital is an organization that belongs to the highly professional degree in the health care industry of Taiwan. Each section is very independent, and the doctor has the predominant leading role. Not only the decision maker of the hospital, but also the most important role of facing the patient. Under the limited resource, if the hospital wants to continuously grow, it is most important to establish a sturdy system to inspire the doctors to devote themselves in the hospital affairs, which will raise work results, health care qualities, and outlast in the increasingly vigorous market of the health care. This study ( interview ) taken by the resident doctors and interns of the Kaohsiung Medical University ¡®Hsiao-Kang Hospital, consist of structural questionnaires. 290 questionnaires were released and 157 were returned, and analyzed by statistical methods: t-test analysis of independence, analysis of variance, Pearson¡¦s production-moment correlation, and multiple regression etc. The results confirm several important discoveries as following: 1. In the analysis of variances of different factors, we find: (1) Intern¡¦s sensation of the expert knowledge and skill are higher than resident doctor. (2) In different rank, the male doctor¡¦s job outer-satisfaction is far precious sight more than female doctor. 2. To analysis the relationship of the perception of rotation trainning, job satisfaction and organization commitment, we find the following phenomenon: (1) The higher perception in the doctor¡¦s perception of rotation trainning, the more job satisfaction they will have. (2) The higher job satisfaction they have, the higher organizational commitment they will have to the hospital. (3) The job satisfaction has mediating effect between the doctor¡¦s perception of rotation trainning and organizational commitment. 3. The higher perception of rotation trainning, the more job satisfaction work doctor will have. The hospital clinic trainning section should pay more attention and set up a program emphasizing a set of healthy doctor's rotation system. Planning doctor's rotation in advance, and evaluate job satisfaction, will get a positive impact to doctor¡¦s job satisfaction. 4. To emphasis the doctor's job rotation and aggressively arrange the doctor's clinical trainning, normalize and be fair to the promotion system, and fairly carry on the doctor's rotation, the doctor will believe deeply to be alongside of the hospital goal and value. Then they will put forth more efforts for the favor of the hospital.

The condition of the high-tech industry changes rapidly and the competition of the globe becomes sharp, we truly believe that the R&D professionals¡¦ innovation and technology will be the key factor of the business¡¦ expansion. To understand the R&D professionals¡¦ characteristic and requirement and to provide enough attraction to attract and retain them is the important topic in HRM. This study focuses on the relationship with motivation, job satisfaction, family support, intention to stay and professional commitment. The survey adopted questionnaire as investigating method, and a total of 480 questionnaires are delivered to the high-tech R&D professionals. 304 of them are valid, so the response rate is 63.3%. The survey responses were analyzed by the Spss statistical software. The findings are summarized as follows: 1.The motivation factor that the R&D professionals respect most is enjoyment, and they care less about the compensation. Generally speaking they are satisfied with their job, intrinsic satisfaction especially. In the all factors of the motivation, challenge, enjoyment, and outward positive correlated with job satisfaction. All of them can improve the job satisfaction, but compensation negative with the job satisfaction. 2.A significant positive correlation was identified between job satisfaction and intention to stay. 3.A significant positive correlation was identified between job satisfaction and professional commitment. 4.Job satisfaction was found to have full mediating effect between motivation factor and intention to stay. 5.Job satisfaction was found to have partial mediating effect between motivation factor and professional commitment. 6.Family support was found to have significant moderating effect between job satisfaction and intention to stay. In the moderating effect, family support in higher-grades groups influenced intention to stay more significantly than lower-grades groups. 7.Family support was found to have no moderating effect between job satisfaction and professional commitment.

In recent years, in order to adjust to the global trend, the financial policy and development in Taiwan change rapidly. With constant transformation and mergers, the banking industry attempted to upgrade the advantages of competition. The employees have to face diverse financial products and the compression and alternation of the personnel. The enterprises value the employees¡¦ satisfaction of psychological contract and the employees hold the attitude of professional commitment. Thus, the employees can explore better direction of prospect and the enterprises can also manage appropriate arrangement of work force. In addition, financial professional capacity is the capital and core value of banking industry. In this environment with severe competition and with the concern of personal development, the employees would contribute differently in terms of their specialty. In order to keep the excellent employees, the enterprises remain mutually beneficial relationship with the employees with mutual respect and commitment. The employees also value the professional cultivation which will be beneficial for the maintenance of the talents and developmental management of the organization. This research regarded the employees of local banking industry as the targets and distributed 510 questionnaires and there were 398 returned. As to the analysis of data, the researcher used reliability analysis, factor analysis, t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product-moment correlation analysis and multiple regression analysis. Based upon the empirical survey, the researcher obtained the following significant findings: 1.Seniority of current position revealed difference with regard to salary of psychological contract. 2.Gender and educational degree revealed larger gap upon professional identification. 3.Gender, age, marital status, educational degree, type of company, service seniority in the company revealed prominent difference with regard to development of prospect. 4.In Psychological contract, appropriateness at work, degree of learning satisfaction and inclination of staying revealed prominent negative correlation. Professional identification revealed prominent positive correlation with pursuing secure life, challenging life, professional life and promotional life. Inclination of staying revealed prominent positive correlation with pursuing secure life, challenging life and promotional life.

An Integrated Chaos Search Genetic Algorithm (CGA) /Fuzzy System (FS), Tabu Search (TS) and Neural Fuzzy Network (NFN) method for load forecasting is presented in this paper. A Fuzzy Hyper-Rectangular Composite Neural Networks (FHRCNNs) was used for the initial load forecasting. Then we used CGAFS and TS to find the optimal solution of the parameters of the FHRCNNs, instead of Back-Propagation (BP). First the CGAFS generates a set of feasible solution parameters and then puts the solution into the TS. The CGAFS has good global optimal search capabilities, but poor local optimal search capabilities. The TS method on the other hand has good local optimal search capabilities. We combined both methods to try and obtain both advantages, and in doing so eliminate the drawback of the traditional ANN training by BP. This thesis presents a hybrid Chaos Search Immune Algorithm (IA)/Genetic Algorithm (GA) and Fuzzy System (FS) method (CIGAFS) for solving short-term thermal generating unit commitment problems (UC). The UC problem involves determining the start-up and shutdown schedules for generating units to meet the forecasted demand at the minimum cost. The commitment schedule must satisfy other constraints such as the generating limits per unit, reserve and individual units. We combined IA and GA, then added chaos search and fuzzy system approach in it. Then we used the hybrid system to solve UC. Numerical simulations were carried out using four cases; ten, twenty and thirty thermal units power systems over a 24-hour period.

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.

The use of team has expanded dramatically in response to competitive challenges. In addition, academics have increasingly selected teams and team effectiveness as important areas for research in response to the increased use of teams in organizations (Cohen & Bailey, 1997). The influence of group was has manifested itself in many ways (Gusso & Dickson, 1996). Meanwhile, Moreover, a recent finding suggests that while cultural factors are important in the economic growth in the Far East (Hall & Xu, 1990), especially in organizations. Hofstede (1980) pointed out the difference of values between Chinese and American is obvious. Thus, most theories chiefly have been limited to the United States, where the vast majority of such studies were conducted (Erez & Earley, 1993). However, the process of globalization has created opportunities for transferring managerial techniques across cultures, and such attempts have not always been successful (Adler, 1986; England, 1983; Hofstede, 1980; Jaeger, 1983). Failures in transferring methods of human resource management across cultures suggest that culture acts as a moderator in the relationship between managerial techniques and employee behavior (Erez & Earley, 1993). The purpose of the present study is to investigate the effects of team members¡¦ identification in top management team that expose Chinese culture of ¡§quanxi¡¨ on team performance. The work took an innovative perspective to investigate the invisibly managerial role in Chinese team. In order to develop the initial exploratory surveys, the work will integrate Chinese cultural influence within current work on teamwork of role identity theory, social identity theory, leadership and commitment in whole discussion. On the basis of the study findings are congruent with role identity theory, and Chinese culture of ¡§quanxi¡¨ affects on team members¡¦ identity and commitment in Taiwanese top management team remarkably. In addition, perceived the leader¡¦s expertise and interpersonal competency shows positive attitudes toward team members in terms of contribution to their commitment on team. The significant results propose the informal team exists in team leader¡¦s recognition that is hided in formal team in organizational structure. At the same time, formal team members possess commitment on informal team unconscious. That is, the six propositions are built in such a way. Proposition 1: The past existence of social ¡§quanxi¡¨ in Chinese culture among team members influences their role identities and behaviors respond to other members in Taiwanese top management team. Proposition 2: The past existence of social ¡§quanxi¡¨ in Chinese culture contributes to the positive strength of team member¡¦s commitment on team in Taiwanese top management team. Proposition 3: The past existence of social ¡§quanxi¡¨ in Chinese culture may inspire team member¡¦s commitment on other members¡¦ expectations in Taiwanese top management team. Proposition 4: Team members perceived leader¡¦s behavior and leadership may affect the relationship between team member¡¦s identity and team member¡¦s team commitment in Taiwanese top management team. Proposition 5: The existence of informal team is hided in the formal team in organizational structure in Taiwanese top management team. Proposition 6: The members in formal team commit on informal team unconsciously in Taiwanese top management team.

Past studies of cohesiveness-performance effects thriving from 1950¡¦s were mainly experimental studies and the results of whether group cohesiveness contributed to performance were always disputable. Researchers believed that the construct of cohesiveness was multidimensional; and the components of cohesiveness were therefore scrutinized to see its influence upon performance. Results varied from only task commitment contributed to performance (Mullen & Copper, 1994) to all three components bear significant influence to performance (Beal et al., 2003). Not only was the cohesiveness-performance relation discussed, but were cohesiveness components to performance criteria and work patterns as a moderator to cohesiveness-performance relation examined in Taiwanese work groups. Consequently, the purposes of this study are to (a) have empirical study for cohesiveness-performance effect in real groups, (b) reexamine the influences of the three components of cohesiveness to cohesiveness-performance effect in work groups, (c) know which cohesiveness component brings about each kind of members performance, and (d) figure out how each type of workflows relates to cohesiveness- performance effect. This study represented work groups¡¦ cohesiveness- performance relation. Furthermore, cohesion components to performance criteria were reexamined for better understanding of which component can substantially benefit to which kind of performance. As a result, interpersonal attraction led to group members¡¦ behaviors performance, and task commitment brought about group efficiency. Last, this study helped to realize the fact that work groups were cohesive disregarding how much interdependence the job required.

In recent years, the working environment and structure have changed as a result of environmental changes and societal improvement. The job market in the past that contained mainly male no longer exists. More and more women join the working space to compete with men. Because there are more opportunities for women to participate in jobs, there are relatively more opportunities for men to participate in family chores. Therefore, both men and women must face problems in work-family conflict. The research done by Frone, Russell & Copper (1992) showed that work-family conflict not only causes negative psychological and physical effects on individuals, but also affects work negatively. Accordingly, in order for a company to retain excellent staff and keep their competitivity, it needs to consider how to help the staff decrease work-family conflict. Among the questions to consider is whether the work-family policy helps the staff decrease work-family conflict and improve their organizational commitment. This study is to investigate whether the implementation of work-family policy helps the staff decrease work-family conflict and improve their organizational commitment. It also studies whether the staff¡¦s work-family conflict and organizational commitment are negatively correlated; whether providing work-family policy affects the staff¡¦s organizational commitment due to the mediating effect of work-family conflict. This research surveyed 3 major sectors including the top 50 companies from the top one thousand manufacturers, top five-hundred service companies and top one hundred finance companies, according to the investigation of the 2005 CommonWealth Magazine. Totally 1600 copies of the questionnaire were released; 296 valid copies were returned with a valid sample return rate of 18.5%. Through statistical analyses such as t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product moment correlation and multiple regression, the results of the investigation demonstrate the following important findings: 1.There exist some significantly different cognitions amongst different people and industries on work-family policy, work-family conflict and organizational commitment. 2.Work-family policy and work-family conflict are partially negatively correlated. 3.Work-family conflict and organizational commitment are partially negatively correlated. 4.Work-family policy and organizational commitment are partially positively correlated. 5.Work-family conflict was found to have partially mediating effects between work-family policy and organizational commitment.

With the transformation of industrial structure and the structure of labor force, service industry has become increasingly important in global economy. Service quality is a critical competitive edge for service organizations. Front-line employees play a key role in directly facing and delivering services to the customers, often with intentional management of emotions. When emotions are turned from private behaviors to commodity, the organizations have to find out the way to utilize and manage employees¡¦ emotions in order to achieve desirable performance. The current research aims to examine the relationship among emotional labor, locus of control, job satisfaction, and organizational commitment of the employees in hospitality organizations, and designates job satisfaction as the mediating factor between emotional labor and organizational commitment. Self-administered questionnaires were distributed to employees selected from hotels across the island. 334 questionnaires are collected and analyzed using descriptive statistics, reliability analysis, factor analysis, t-test, one-way ANOVA, correlations and multiple regressions. Important findings include: 1. Employees with internal locus of control have higher organizational commitment and job satisfaction. 2. The more contact and interactions between the employees and customers, the higher emotional labor the employees perceive. 3. There¡¦s a partial mediating effect for job satisfaction on the relationship between emotional labor and organizational commitment.

Relationship marking, which focuses on ways to build, develop, and maintain successful relational exchanges, is an important way to sustain loyal customer. Previous studies that note the types of bonds that enhance commitment suggest that customer commitment can be built through the application of financial, social, and structural bonds. Although empirical research that focuses on the application of relational bonds in a virtual environment is relatively sparse. The purpose of this study is to explore that different bonds(financial bonds, social bonds, and structural bonds) can enhance what kinds of consumer commitment(continuance commitment, affective commitment, and normative commitment). This study also attempt to explain the relationships between types of bonds and consumer commitment in different degree of customization and consumer relationship proneness. This study takes the consumer who in hair beauty and gas station for example. A total of 291 questionnaires were recovered, and after deducting the 71 invalid responses, the effective questionnaire sample contains 220 copies. The data gleaned from the questionnaire was subjected to descriptive statistical analysis, SEM, 1-Way MANCOVA and regression analysis in order to prove the hypothesis proposed in the theoretical structure of this research.The findings of this study are fivefold. 1.Almost all respondents confused social bonds with structural bonds. In this study, we combine social bonds with structural bonds, and named it core bonds. 2.The results suggest that financial bonds have positive impacts on normative commitment and continuance commitment. 3.The results suggest that core bonds have positive impacts on normative commitment, continuance commitment and affective commitment. 4.The different degree of customization influences relationship between bonds and commitment. 5.The people who has high relationship proneness will have high commitment.