The main purpose of this study is to understand work values, work pressure and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County, and to explore the correlation between these three. First of all, to collect information on the work values, work pressure and organizational commitment. Second, based on the literature review, to summarize the results of analysis for this study, and to construct the main and suitable dimensions for this study and the study will be the development of research tools as a reference and theoretical basis. Furthermore, to propose the research framework, research hypotheses and the pre-test questionnaire which the preparation of this study was developed research tools ¡§ A questionnaire on the study of the relationship among work values, work pressure, and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County.¡¨ The directors of general affairs totally have 237 people for the research object. The valid questionnaires are 230, and the response rate of valid questionnaires is 97.45%. After removing invalid questionnaires, the valid samples count 225 and the response rate of valid questionnaires is 95.34%. After collecting questionnaires, the researcher analyzes the data with descriptive statistics, t-test, one-way MANOVA, K.Pearson¡¦s product-moment correlation, canonical correlation, and stepwise multiple regression and discusses the results of the research. The study is conducted the following suggestions. A. For education authorities a. Promoting directors¡¦ work values is to strengthen the directors¡¦ commitment to the organization. (a) Conducting various continuing curriculum, the directors¡¦ work values will be enhanced. (b) Providing a perfect system, the directors will obtain the opportunity of self-growth. (c) Encouraging directors to engage healthy leisure activities, the directors will obtain the physical and mental health. b. Reducing work pressure is to strengthen the directors¡¦ commitment to the organization. (a) Expanding the organization of the leaders of general affairs is to reduce directors¡¦ workload. (b) Commissioning others to conduct major projects is to reduce directors¡¦ workload. (c) Conducting professional curriculum is to enhance directors¡¦ professional ability. B. For principals a. Constructing a common prospect is to promote directors¡¦ work values. b. Molding the good interpersonal relationship and a sense of organization security is to increase directors' organizational commitment. c. Setting the reasonable goals is to reduce directors¡¦ work pressure. C. For directors of general affairs a. Actively participated in continuing education and promoting the self-work values are to reduce work pressure. b. Increasing good interpersonal relationships and promoting self-work values are to reduce work pressure. c. Establishing a good partnership is to reduce work pressure. d. Appropriate and adequate physical recreation is to have a physical and mental healthy. D. For the future study, the researcher makes recommendations to research objects, research variables, and research methods.

To enhance the cost effectiveness of the distribution automation system (DAS), this thesis proposes the Artificial Neural Networks (ANNs) to derive the Line Switch Unit Commitment by minimizing the total cost of customer service outage and investment cost of line switches. A brief introduction of the smart grids and the DAS implemented by Taipower is described. The customer interruption cost is determined according to the customer type, loading, outage frequency and number of automated line switches in the feeder. The ANNs models were created for a radial feeder and an open tie feeder, and then implemented with the load growth in order to determine the year for the next line switch to be added. The neural network model for the line switch unit commitment is derived after performing the training using MATLAB/Neural Network Toolbox. A sensitivity analysis of the impacts of the loading and the outage frequency in the line switch unit commitment is studied in this thesis and a comparison between the radial feeder and the open tie feeder is also shown in the results. After the creation of the neural network model for the two types of feeder topology, we implement the model to determine the unit commitment of line switches for two Panamanian distribution feeders. The results of computer simulation show how many automatic line switches should be installed on the feeder for the first year and in which year the line switch should be added. It is found that the total cost function of customer outage and line switch investment can be minimized by considering the load growth of distribution feeders over the study period.

This case is based on a semiconductor equipment supplier which was a branch in Taiwan. The research is about analyzing how the influence of compensation system reform on employees¡¦ pay satisfaction & organizational commitment through by employees¡¦ pay-for-performance perceptions and justice perceptions on reformed compensation system. By doing that, we can understand the performance of the new system. The result of the research could be provided to the company for reference for next compensation system reformed. The result of the research is summarized as below: 1. Employees¡¦ pay-for-performance perceptions of reformed compensation system has positive impact on value commitment and commitment-to-stay. For justice perceptions has positive impact on value commitment. 2. Employees¡¦ justice perceptions of reformed compensation system has positive impact on pay satisfaction. 3. Employees¡¦ pay satisfaction of reformed compensation system has positive impact on value commitment and commitment-to-stay. 4. Pay-for-performance perceptions and justice perceptions of reformed compensation system will impact on value commitment and commitment-to-stay through pay satisfaction.

Since APRANET, the predecessor of global internet, came into being during the 1960s, the advancements of networking technologies over the decades have created online communities such as MUDs, BBS, and newsgroups that allow users in different locations to exchange messages and share information. Nowadays, there are even wiki websites that invite all users to edit any page or to create new pages, and Yahoo! Answers, a community-driven knowledge market website where users can submit their questions and answer questions asked by other users. With such a variety of digital communities, individuals choose their own favorites to interact with others. Especially in recent years, with personal blogs, online photo albums, and micro-blogging taking the lead, more personalized features such as the display picture and user name, deep profiling, avatar and even personal page, are integrated into online discussion forums for individual users to freely present themselves. On the other hand, there are Wikipedia and MIT OpenCourseWare, both web-base collaborative projects that invite the collaboration and contributions of users identifying with their founding goals. Based on these observations, this thesis takes personal and social perceive into account. The research adopted self-presentation and social identity as the factors that can affect community member¡¦s participation, commitment, and knowledge contribution in the online communities. As hypothesized, community member¡¦s participation can motivates their commitment and knowledge contribution to the community. Furthermore, community member's identification with the online communities fosters their participation and commitment while community member¡¦s self-presentation, reflecting the degree of their participation and commitment though, has no direct relation in making any knowledge contribution to online communities.

The financial tsunami, being the most influential factor on economic changes,have led companies to undergo radical structure reformation, and forcing well-established companies to conduct unpaid leave policy. If worse, policy-makers will even downsize the organizations, and even high-tech companies cannot avoid this fate. The aim of the research is using individual-level study to see how Taiwanese high-tech employees and managers¡¦ attitudes toward organizational change and what impact they would cause on the affective commitments and consequently search for methods which will let organizational changes be perceived as positive events to all members. In addition, the study will clarify the relationship between psychological capital, organization-based self-esteem, attitudes toward organizational change and affective commitment. Furthermore, discussing how demographic variables influence these four main variables would be another contribution from the study. With effective samples of 319 high-tech employees and manager samples have proven that the psychological capital has both direct and indirect relationships with the affective commitments, on the other hand, organization-based self-esteem factor has neither. Moreover, the data indicates that ducation, managerial rank, job content and seniority are statically significant toward the main four variables.

As the downward movement in the economy, many corporations still remains high expense on the debit. In order to lower the personnel expenses, technically, most corporations will directly lay off employees, or compress the working requisite, such as: unpaid leave, or deduction on the salary. After the downsize method has been conducted, there are some negative impacts on the employees (both to lay off and the remaining employee), this research will probe into the impact on the insecurity and commitment to the organization on remaining employees after the conduction of the downsizing method. According to the research result, it concluded the impacts from the downsizing method on increasing the insecurity at work, it will also affects remaining employees¡¦ trust to the company and further diminish the commitment to the organization. This research has examined the downsized corporations¡¦ remaining employees (to both general and managerial position employees) during July 2008 to February 2009 on the degree of insecurity and commitment to the organization. According to the examined result, this research has the following conclusion: 1.The downsizing method¡¦s actual impact on remaining employee¡¦s insecurity at work will be varied by the procedure, so the hypothesis is not approved. 2.The hypothesis on the remaining employees¡¦ insecurity at work has the negative impact on commitment to the organization, disapproved. 3.The hypothesis on downsizing by lay off and unpaid leave has the negative impact on commitment to the organization, approved; managerial and non-managerial position employee has the negative impact on the commitment to the organization, disapproved. 4.Insecurity from the downsizing method has a moderate effect on commitment to the organization; nevertheless, it can¡¦t approve the moderate impact on the insecurity at work from the downsizing method, so the result is insignificant.

Abstract A well designed salary system can influence employee¡¦s work motivation and will reflect on their work performance. It would not be difficult to understand, based on the theory of expectancy, a linkage between reward and performance will motivate employee to work harder, and from which to create good performance and in turn to receive better rewards. That is to say a business which adopts an incentive reward system to motivate employee will receive better performance from them in a consistent manner and the end result is to improve the performance of the organization. In the past, there have been many researches on influence of salary system on pay satisfaction and working attitude of employee, but few has studied differences in individual risk preference which can interfere with pay satisfaction and to explore differences in risk preference of employee, the effect of variable pay on pay satisfaction and working attitudes. Through empirical analyses, it was found that: 1. In an organization, an implementation of variable pay system will affect pay satisfaction. As salary links more closely with performance, employee¡¦s pay satisfaction increases. 2. The impact of variable pay on pay satisfaction is not influenced by individual risk preference. Due to differences in salary system to motivate employee, in the business this study concludes if employee is unaware of risk or incentive that is structured in the salary system, then there will be not interaction between difference in risk preference and variable pay system, and will also have no impact on salary satisfaction. 3. Pay satisfaction will have an effect on work attitude of employee. The higher the pay satisfaction, the stronger the organization commitment and job involvement by the employee. 4. Through pay satisfaction, variable pay will indirectly affect employee¡¦s work attitude. A reflection on organizational commitment and job involvement due to salary variable as a result of performance change in part must pass through the intermediate effect of pay satisfaction. Keywords: variable pay, risk preferences, pay satisfaction, organizational commitment, job involvement

A lot of scholars has researched on the ¡§Person-Organization fit¡¨ for the general concept discussion, but most of P-O fit focus on the goal, value, culture of organization if it can attract some different kinds of persons and affect the choice of selecting job. The study wants to further research on when the P-O fit candidate enters in the company, whether the organizational commitment will interference with self-monitoring and perceived organizational support or not. For High-Tech industry plays most important role of economics grows; therefore, the study is focus on the newcomer of High-Tech industry to research if the self-monitoring and perceived organizational support affects P-O fit on organizational commitment or not and hope it may help companies enhance the competition ability. There are two main purposes of this study; one is to understand the effect of P-O fit on organizational commitment, another is to understand the interference effect with self-monitoring and perceived organizational support on P-O fit and organization commitment. The study is using the 25 items of P-O fit questionnaire which simplified by Ke-Wei Wu(2008), choosing the newcomer of High-Tech industry to be test sample, the total number of issuing questionnaire are 160, the number of retrieve are 138(the retrieve rate is 86.25%), and the number of valid are 132. The study uses the correlation and regression analysis of SPSS to examine, finding out the result of¡G 1.Self-monitoring has negative interference effect with P-O fit on retention commitment; it means the level of self-monitoring will interference the level of P-O fit on retention commitment. 2.Perceived organizational support has no positive interference effect with P-O fit on organizational commitment; it means the level of P-O fit on organizational commitment will not interference with the perceived organizational support.

Taiwan local banks import MA(Management Associate) system from international banks to train their own apprentices for the future. They attract excellent talents by high payments and perfect training programs. However, this makes existed employees feel worthless. This study applies the equity theory¡] Folger & Greeberg, 1995¡^, conflict theory ¡]Pondy,1967¡^and organizational commitment (Porter, 1974) to make the research framework , hypotheses and questionnaire. It tests hypotheses through quatitative research. In order to improve the comprehensiveness, this study made some interviews from existed employees and MAs. The results of this thesis are: 1. The relationship of organizational conflicts between different positions: The results of quantitative testing and interviews both find MAs and existed employees do have conflicts, especially for existed employees. No matter what seniority is, existed employees do not feel comfortable with MA¡¦s higher salary, status and job grade. This is the main source of conflicts. 2. The relationship of organizational equity between different companies: The employees between different companys possess significance differences in the perception of the organizational equity. There are two reasons supporting this result. One is the different recruiting processes between different companies. The other one is the diversity of MA programs. 3. The relationship of organizational conflicts between different companies: Divide organizational conflicts into two dimensions from the factor analysis- goal conflict and interactive conflict. Then, the employees between different companys possess significance differences in the perception of the organizational conflict. There are two points of view on the result. One is the equal level of graduation and capability of existed employees. The other one is the unfair performance evaluation.

Recently years, the nursing environment changed and increased heavy work loading to the clinical instructor, and caused clinical instructors to have job stress. At this transformed process, clinical instructors are easy to have the situation of burnout, and affected their professional commitment. This study is aimed to use the view of social exchange theory to discuss the relationship among job stress, burnout, professional commitment and perceived organizational support. The hypotheories are as below: H1¡GClinical instructors¡¦ Job Stress negatively and significantly affected Professional Commitment. H2¡GClinical instructors¡¦ Job Stress positively and significantly affected Burnout. H3¡GClinical instructors¡¦ Burnout negatively and significantly affected Professional Commitment. H4¡GClinical instructors¡¦ Burnout as an mediator positively and significantly affected to the relationship between Job Stress and Professional Commitment. H5¡GClinical instructors¡¦ Perceived Organizational Support as the moderator positively and significantly affected to the relationship between Burnout and Professional Commitment. The samples were collected from the clinical instructors who worked at Technology universities, Technical colleges, Junior colleges which located in north, central and south of Taiwan. And used the methods of descriptive statistic, factor analysis, reliability examination, difference analysis, relative analysis, regression analysis, hierarchical regression analysis, the results as below: H1¡GClinical instructors¡¦ job stress negatively and significantly affected professional commitment. H2¡GClinical instructors¡¦ job stress positively and significantly affected burnout. H3¡GClinical instructors¡¦ burnout negatively and significantly affected partial professional commitment. H4¡GClinical instructors¡¦ burnout as partial mediator positively and significantly affected to the relationship between job stress and professional commitment. H5¡GClinical instructors¡¦ perceived organizational support as partial moderator positively and significantly affected to the relationship between burnout and professional commitment. The finding is indicated that suitable job stress could raise clinical instructor¡¦s professional commitment, especially on self-esteem; and heavy work loading increased clinical instructors¡¦ burnout, especially for high burnout situation, their affective and normative commitment will be lower; Besides, in our study, Clinical instructors¡¦ burnout as an partial mediator affected to the relationship between job stress and professional commitment, and their organizational support as a partial affected to the relationship between burnout and professional commitment.