Abstract In recent years, the Ministry of Education's policy on higher education is no longer the way to indulge control operation, the opposite order to improve the quality of higher education. The Ministry of Education used the double-dealing, first of all, the university evaluation system begin and regulate the so-called "university exit mechanism." In addition the education and implementation of large grants of accreditation providing subsidies to the better universities, and thus evaluation of poor schools can¡¦t get grants, so the formation of most of the subsidies to the school an excellent university, and therefore caused the situation to strong become more stronger, the weak become more weaker. Therefore, if colleges and universities can¡¦t achieve the minimum number of students remain in operation, and it will eventually be forced out of the education market, and then it will be accompanied by referred students, teachers, severance and other social issues. This study used the purposive sampling with snowball sampling, and questionnaires the domestic 14 private university teachers, a total of 224 valid questionnaires recovered, and then to use the SPSS 18.0 in statistical analysis and examination the collected date. The results showed: 1. Teachers with high degree of Internal Marketing consciousness will increase their organizational commitment in the university. 2. Teachers with high degree of environmental uncertainty Perceptions will reduce their organizational commitment in the university and it will affect the teaching quality. 3. Teachers with high degree of organizational commitment and the internal marketing consciousness will increase the teaching quality. 4. Teachers with organization commitment have positive mediation effect between the internal marketing consciousness and teaching quality 5. In the situation of internal marketing consciousness, the environmental uncertainty perception does not have any effect the organizational commitment and the teaching quality.

Competitive environment in education, junior high school students with substantially reduced. If the junior high schools to be sustainable, the school must rely on cooperative efforts of all teachers and asked them to contribute their expertise to maintain the competitiveness of the school. This study focuses primarily on public junior high schools in Kaohsiung City, investigating the relationship among principal's transformational leadership behavior, teachers¡¦ job satisfactions and organizational commitment in kaohsiung Junior High schools. The rational and research structures of this study are literature review. Then it serves as the basis for designing research instruments. Survey method is used to examine 390 teachers in 39 junior high school teachers of Kaohsiung City, with 333 valid questionnaires returned. The following results are reached: 1. The more the principals focus on their transformational leadership, the better job satisfaction their teachers have. 2. The more the principals focus on their transformational leadership, the better organizational commitment their teachers have. 3. Higher degrees of the principal's transformational leadership and teachers¡¦s job satisfaction, in climate of organization boost organizational commitment from the teachers.

For the adaptation of rapid environment variation and human affairs cost reduction, the tendency toward introducing flexible workaround and the atypical employee for the government departments already becomes quite obviously, but in the enforcement process should try to avoid causing the policy value conflicts, the opposition between workers and capitalists, and social conflicts. Therefore, it needs to have the complete promoting policy and suitable methods to the transformation of the flexible rules of choosing talent on order to strive for society approval. The research object focuses on the official staff and the atypical employee who deal with environment cleaning affairs in New Taipei City, Taichung City, and Kaohsiung City. For the purpose of understanding the thoughts of the official staff and the atypical employee, the discussion for the individual attribute, transformation leadership behavior, affective organizational commitment and organizational citizenship behavior is regarding as the reference of flexible human resource usage of government departments. The following are the discoveries in this research results. 1.The ¡§affective organizational commitment¡¨ for the official staff and atypical employee has obviously influences on ¡§altruism behavior¡¨ and the influences on the atypical employee are greater than the official staff. 2.The ¡§inspirational motivation and intellectual stimulation¡¨ for the official staff and atypical employee have obviously influences on ¡§altruism behavior¡¨ and the influences on the atypical employee are greater than the official staff. 3.The ¡§affective organizational commitment¡¨ has remarkable influence on the ¡§seriousness and responsibility¡¨ of the atypical employee, but not for the official staff. These results show that the employment identity plays an important role exactly in the employment relations. Different employment identity will affect employee not only how they treat the relationship between themselves and employers but also the responses on their behaviors. This research focuses on the discussion on the research results, and also brings up some advices for government departments on physical future researches of flexible human resource usage.

The purpose of this study is to, based on the structure questionnaire, explore the relationships between the role, role stress, social support, organizational commitment and intention to leave of clinical nursing faculty. The study population was composed of the full-time clinical nursing faculty obtained from two universities of technology, three colleges of technology, and two institutes of technology located in the middle and southern part of Taiwan. 173 completed and qualified questionnaires were received. This yielded a response rate of 70.6%. The measuring instruments deployed in this study were the scale of role clinical nursing faculty, the scale of role stress, the scale of social support, the scale of organizational commitment. The Cronbach's Alpha reliabilities, according to orders, are .923, .862, .882, .767. The analytical implement in this study consisted of factor analysis, reliability analysis, descriptive statistics, independent t test, one way ANOVA, Pearson product-moment correlation coefficient, multiple regression, and logistic regression analysis. The results indicated: the role stress and organizational commitment of clinical nursing faculty were significantly influenced by partial demographic variables. The more important the role of researcher or patient care provider was considered, the less role stress clinical nursing faculty would perceive. Role stress demonstrated negative influences to organizational commitment in the direction predicted explaining 24.4% of the variances. Social support was able to reduce role stress, enforce organizational commitment, and mitigate the negative effects to organizational commitment entailed by role stress. Among all kinds of social support, school support boasted the most powerful buffer effect. The critical factor of intention to leave was the affection commitment, which was found to be 91% correctly classified. According to this research, in terms of clinical nursing faculty, we suggest: 1. Improve the professional and research ability of clinical nursing faculty. 2. Improve the clinical nursing faculty's ability to take care of patients. In terms of schools: 1. Make plans to initiate curriculums aiming to improve the teaching ability of clinical nursing faculty. 2. Bring in knowledge management as a link between clinical teaching and in-class teaching. 3. Invent strategies to cultivate the human resources of clinical nursing faculty. 4. Construct full-fledged systems for advanced study. 5. School should enhance the supports toward clinical nursing faculty. 6. Construct supportive network among clinical nursing faculty. In terms of the clinical practice unit: 1. Arrange clinical nurses to assist clinical teachings. 2. Assist clinical nursing faculty to get familiar with the environment.

Abstract Research on HRM of banking industry since the law of Financial Holding Company has been put into practice are few. The purpose of this study is to explore the correlation among Industrial Relations Climate, Job Satisfaction, Organizational Commitment and Turnover Intention in the banking industry. Based on 507 questionnaires from 51 bank branches in Taiwan, this study finds several important results. Findings¡G ¡]1¡^Positive relationships are found between Industrial Relations Climate and Job Satisfaction, Organizational Identification; and negative relationships are found between Industrial Relations Climate and Instrumental Commitment, Turnover Intention. ¡]2¡^Job Satisfaction is found positively related to Organizational Identification; and negative relationships are found between Job Satisfaction and Instrumental Commitment, Turnover Intention; but the result is only partial. ¡]3¡^Employees in Financial Holding Company are higher Industrial Relations Climate, Salary Satisfaction, Promotion Satisfaction, Organizational Identification and lower Turnover Intention than Employees not in Financial Holding Company. ¡]4¡^Employees in merging company are lowerer Industrial Relations Climate, Job Satisfaction, Organizational Identification and higher Turnover Intention than Employees in non-merger company. ¡]5¡^Employees in merged company are lower organizational identification and higher turnover intention than employees in non-merger company.

It is a trend that more and more Taiwan businessmen to invest in Mainland China for the reason of the low-pay labor force and open policy from the China government. The degree of perception of compensation system and the leadership style to the China employees working in the Taiwan enterprises in China has great influence to the enhancement of the retention rate and the morale of the well performed employees in a company, and the increment of the quality of the performance. This research is based on the 327 copies of the questionnaires collected from the Taiwan enterprises, focused on the variables of the perception of the ¡§Compensation System¡¨ and the ¡§Leadership Style¡¨, and did the statistical analysis to get the result from the enpirical study. The following are the summary of the research: 1.The employees with different generics will have significant difference in each dimension of the perception of the ¡§Compensation System¡¨ , ¡§Leadership Style¡¨ and the ¡§Organizational Commitment¡¨. 2.It has significantly affect to the ¡§Organizational Commitment¡¨ in different degree of each dimension of the perception of the ¡§Compensation System¡¨. 3.Different ¡§ Perception of Leadership Style¡¨ has the significantly affect to the degree of ¡§Organizational Commitment¡¨. 4.The variable of different background of the employee has the significantly affect in the ¡§Perception of Compensation System¡¨ and the ¡§Perception of Leadership Style¡¨ to the degree of ¡§Organizational Commitment¡¨. Based on the above result, the researcher has the following suggestions to ABC Company: 1.Pay close attention to the degree of the perception of the compensation system that the employees have, and design the complete compensation system. 2.Set up fair and reasonable promotion system that should be evaluated by dynamic performance evaluation . 3.Provide the reasonable reward to the employees through performance evaluation system in addition of reasonable compensation system, and build up the correct concept to the employees that the more effort the more gain. 4.Motive management to adjust leadership style based on different missions and work environment. 5.Set up retention plan and the career plan for the employees. 6.As to the high-educated employees, the design of their jobs should be more challenging, flexible and self-decisive. 7.Set up the education and training plan for the purpose of reinforcing the team cohesiveness and awareness. 8.The Taiwan staff should be positively to get involved in the daily life of the China colleagues, for the purpose of maintaining the healthy organizational atmosphere. In general, they need to enhance the degree of China employees¡¦ organizational commitment, in order to get the best management effectiveness and achieve the goal of the business management.

There is a trend that the phenomenon of inequality is behaved in the market of medical treatment after the exercise of public health insurance. The large-scale hospitals incrementally enlarge to squeeze the survival condition of small and medium hospitals under the situation that supreme will survive to enhance competitive advantage. The competition is fierce between local hospitals to be based on the inequality of survival condition and unreasonable payment system of public health insurance. The research of Tong-Liang Chiang and Ming-San Huang (2000) indicates following phenomenon: the 77% of manager of local hospitals think that the competition is obviously increased between local hospitals after the exercise of public health insurance. The job insecurity of employees is generated by the expecting psychological condition that is derived from change in the organization under the impact of current environment and pressure of survival. What is the response of work influenced by job insecurity? What is the management lesson of hospital brought in the competition of hospitals? I hope to find the real response of employees under situation that feeling of job insecurity is derived by the expecting psychological condition of change in the organization. What is the relationship by the addition of individual personality? There are main findings in the research through the analysis of evidence: 1. Job insecurity is evident positive relevant to variation on work scenario, variation on structure of human resource, variation on management pattern of organization and variation on opportunity of employment that is belongs to the expecting factor of change in the organization. The higher score of variation on work scenario, variation on structure of human resource, variation on management pattern of organization and variation on opportunity of employment, the much easier generation of job insecurity. 2. For the job insecurity, the deviation of explanation on job insecurity is evidently related with the model of expecting factor of change in the organization. And the variation on work scenario and variation on opportunity of employment are evidently influenced by job security. 3. Job insecurity is partial evidently related with the immediate effect that is derived between the expecting change in organization and organizational commitment, leave attitude, work satisfaction, service attitude. 4. The employees that have personality of self-control are evidently interfered by the job insecurity that is derived from variation on work scenario, variation on opportunity of employment, variation on management pattern of organization and variation on work character. The employees that have personality of extraversion are evidently interfered by the job insecurity that is derived from variation on structure of human resource and variation on work character.

The objectives of this research are, first to comprehend how the training system influences the job abilities improvement, organizational commitment and job involvement after training, secondly to comprehend how the perception of training influences the job abilities improvement, organizational commitment and job involvement after training. In this study, a questionnaire is conducted on 140 employees who were trained in one year. The data is used to analyze the influence of training system and the influence of perception of training over the job abilities improvement, organizational commitment and job involvement by regression analysis. The findings of this study include the following five aspects. First, employees who have decision-making power will contribute to the job abilities improvement. Companies evaluate the effects of training will contribute to the job abilities improvement. Second, the period of training has positive effect on organizational commitment. Companies evaluate the effects of training will also contribute to organizational commitment. Third, the training systems do not affect the employee¡¦s job involvement. Fourth, the perception of training is employee benefit that has positive effect on job abilities improvement and organizational commitment. Fifth, the perception of training is the investment of human capital that has positive effect on job involvement.

The purpose of the present study was to integrate findings from commitment (organizational and professional commitment), its antecedents (especially in terms of personal characteristics), and pay satisfaction literature into a more comprehensive model that would further enhance the understanding of the full concept of commitment, which has been regarded as an important variable in appreciating the work behaviour of employees in organizations. The present study contributed to the literature on commitment in five important ways: (1) Consideration of multiple commitments was included in this study; organizational and professional commitment were examined in a multidimensional way; (2) Since different organizational and professional commitment varied across occupations (Wallace, 1993), it was worthwhile to explore the commitment orientation of R&D engineers in the electronics industry of Taiwan; (3) Direct effects of personal characteristics on two forms of commitment were measured; (4) Moderating effects of pay satisfaction on the relationship between personal characteristics and commitment were observed; (5) Whether there was a complementary or incompatible association between organizational commitment and professional commitment was examined. Several significant and interesting findings of this study are presented as follows. (1)Given that a higher education level has been considered to predispose individuals to lower organizational commitment, but stronger professional commitment, this idea was tested, and as hypothesized, R&D engineers with higher levels of education did report lower commitment to stay in the same organization but stronger value commitment to their profession, as well as stronger commitment to stay in the same profession. However, higher education levels did not cause lower value commitment to the organization. Indeed, it was found in this study that pay satisfaction moderated respectively, the relationship among different education levels, the commitment to stay in the same organization, the value commitment to the profession, and the commitment to stay in the same profession. (2)It was supported that a higher position demonstrated stronger commitment to stay in the same organization. Pay satisfaction moderated the relationship between different position level and commitment to stay in the same organization, as well as commitment to stay in the same profession. (3)As hypothesized, increased age correlated with stronger organizational commitment. It was also confirmed that pay satisfaction moderated the relationship between age and organization commitment. However, there was no significant relationship between increased age and professional commitment. Nor did pay satisfaction influence the relationship between age and professional commitment. (4)The hypothesis that increased organization tenure led to increased organizational commitment but decreased professional commitment was rejected. However, the hypothesis that pay satisfaction moderated the relationship between organizational tenure and organizational commitment was supported. (5)The hypothesis that women tended to demonstrate lower organizational and professional commitment was partially supported. Women reported lower value commitment to the organization, lower value commitment to the profession and lower commitment stay in the same profession, than their male counterparts. However, the relationship between gender and commitment to stay in the same organization was not supported, but pay satisfaction was found to moderate the relationship between gender and commitment to stay in the same organization. (6)This study confirmed that married engineers had stronger commitment to stay in the same organization and that pay satisfaction moderated the relationship between marital status and organizational and professional commitment, except for the value commitment to the profession. (7)In spite of the value commitment to the organization, however, it was found that the more dependents, the higher organizational commitment and the less professional commitment was demonstrated. That pay satisfaction moderated the relationship between number of dependents and organizational commitment was approved in this study. (8)The hypothesis that the more income an individual received, the higher organizational and professional commitment s/he demonstrated, was supported. However, a negative relationship was found between income and commitment to stay in the same organization. As anticipated, pay satisfaction moderated the relationship between salary level and organizational commitment. (9)A positive relationship between organizational and professional commitment was found in this study.

Abstract This study examined the Perceptions of Politics Model ¡]Ferris, Russ and Fandt, 1989¡^to investigate whether understanding and perceived control might alleviate the negative influence of perceptions of organizational politics. The Model was tested on data collected from 482 employees of a food organization indicated that employees¡¦ Perception of organizational politics related negatively to job involvement, job satisfaction and organizational commitment, also related positively to job stress. By using multiple regression analysis on the data revealed that perceptions of organizational politics are to address negative impact of job involvement, job satisfaction and organizational commitment, in addition, perceptions of organizational politics are more strongly impacted to job stress. Understanding and Perceived Control as moderators of the relationships between perceptions of organizational politics and several outcome variables were examined. Results of hierarchical moderated regression analysis indicated that understanding and Perceived Control were significant predictors. Understanding moderated the outcome relationship between politics and organizational commitment, meanwhile, Perceived Control only moderated the outcome relationship between politics and job involvement.