Abstract As various forces rendering the business environment more dynamic, for survive and prosper, organizations nowadays must rapidly correspond to changes. In order to lower labor cost and develop competition advantage, enterprises always apply human resource flexibility strategy to achieve purposes. However, the practices of human resource flexibility strategy change the job related characteristic, and cause the effect on the psychological contract of employee. And then, it will be the factor for the attitude and behavior of employee in the enterprise. The current human resource arrangement should be adjusted in order to respond to the changes in the market in a timely manner. It is available to implement task flexibility, numerical flexibility, working-time flexibility, and wage flexibility to meet the practical work demands. Our object was domestic bank enterprises, we adopted questionnaire to discuss ¡§the perception of the practices of human resource flexibility strategy¡¨ and ¡§the condition of the psychological contract¡¨ by employees. And then, we explore the relationship between ¡§the perception of the practices of human resource flexibility strategy¡¨ and ¡§organizational commitment¡¨ of employee by the intermediary variable ¡§the violation of psychological contract¡¨. Our results of the research are as the following: There are some practices of human resource flexibility strategy in the bank enterprises, and the employees really have experienced the violation of psychological contract. Finally, through the relation of social exchange, the consequences of Psychological contract will response on Organizational commitment.

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.

Abstract For many years now, the base to Taiwan¡¦s economic development has been from the medium and little-sized business enterprises, but with the restrictions of domestic economic development, the rising costs of labor, and the intense competition of the international environment, many proprietors believe that for these enterprises to weather through another winter is in itself a difficult task, how would they have the time for discussions of the improvement and development of human resources? Previous academic research and models were all designed for large business enterprises, but are these models fit for those medium and small-sized enterprises? At present, local studies are short of this type case study information and research, therefore, this paper targets medium and small-business enterprises that have been through job evaluation for research in hopes to find a successful human resource management and development model for medium and small-sized business enterprises from successful relevant case studies. Ethan M. Rasiel(1999) said, ¡§No matter what you do, you will always have the chance that there will always be some other person in some other place that has done similar things as you have: learn from other people¡¦s success and lessons, cherish your precious time, don¡¦t try to reinvent tires. The main purpose of this research is to discuss the effect that compensation system design has on cognitive compensation equity and the effect cognitive compensation equity has on employee attitude. The survey method is used for research, with retrieval of 223 effective surveys. Results after analysis of the data are stated below: 1. The effect compensation system design has on cognitive compensation equity is more notable with two factors: ¡¥compensation adjustment plan¡¦ and ¡¥the degree of compensation understanding¡¦. The ¡¥performance standard factor¡¦ has almost no effect on distributional equity; this is an issue that is worth looking into. 2. The effect cognitive compensation equity has on employee attitude, among which ¡¥distribution equity¡¦ has notable effects with compensation satisfaction. Moreover, procedural equity has notable effect on moral commitment, emotional commitment and work commitment; what more to be noticed is that only external equity and compensation openness has notable effect on prolonged commitment. This explains why medium and small-sized business enterprises cannot retain employees. So is this the fate of medium and small-sized business enterprises or is it the ignorance towards compensation design? 3. This research sampled middle and small-sized companies with an employee count of 200 or less. Although there is not a great number of case studies companies, but the results are still impressive, especially the distinct improvement of employee attitude. From this research, it is shown that the cadre members of middle and small-sized business enterprises are younger, have higher academic background, have abundant source of information, like open communication and interaction, have their own opinions on how to set the human resource management system, and expect themselves to become professional managers.

Do salespeople who follow the Golden Rule or let their faith influence their behavior serve their customers better or like their jobs and employers more than other salespeople? The Golden Rule is a quote from Christ found in Matthew 7:12 NIV and is considered a universal ethical principle taught by all major religions. It is also a behavioral standard for many in business. A review of the sales, marketing, and organizational literatures, however, failed to uncover studies which assess the relationships of following the Golden Rule or a person’s faith or spirituality with key business outcomes. Salespeople impact the performance and perception of their firms, yet are regarded as highly unethical by the public. Therefore, an investigation of how these variables influence their behavior seems justified. A Golden Rule Disposition (GRD) is conceptualized as a higher-order personality disposition which influences the traits of agape love, forgiveness, gratitude, humility, and selflessness. Personal faith is defined as a higher order personality trait blending a desire for a personal relationship with God (the Divine or Supreme Being) with core personality influences on the behaviors of an individual. A comprehensive model was developed and tested using structural equation modeling to investigate a GRD’s relationships with job satisfaction, organizational commitment, propensity to leave, life satisfaction, and customer orientation. Personal faith’s influence on these relationships was tested using moderated multiple regression. Completed questionnaires were collected from 142 members of an automobile dealer’s sales force to provide the data for this study. A GRD influenced all proposed lower order traits except for selflessness and humility. A GRD had a positive effect on all dependent variables except propensity to leave and life satisfaction. Faith was not a moderator of any relationships, but was found to be positively related to forgiveness and gratitude. A surprising result was the lack of a relationship between job satisfaction and life satisfaction. These findings should be important to organizations that practice the marketing concept. The combined effect of following the Golden Rule and personal faith leads to more satisfied customers and a more stable workforce to meet organizational goals.

Nowadays, more and more organizations put efforts on recruitment process in order to find the right employees. With the new technology development, the various recruitment sources yield. The differential effectiveness of the various sources through which outside applicants hear of employment opportunities at a particular organization needs further research to identify which sources yield stable, reliable, and high-performing employees (Taylor, 1988). In this study, we also adapt the concept of cognitive dissonance which has been never used in organizational issues to see its availability on organizational issues. In order to know how realistic job previews (RJPs) can be functioned effectively and when and in what forms the realistic job previews messages are processed most effectively by new comers during recruitment process, we need to extend the realistic job previews prior research and try to understand the factors that influence an realistic job preview message as well as how realistic job previews operate to influence socialization outcomes. Besides, how effective the new comers acquire the realistic job preview messages (information) is also an important issue that will be emphasized in this study. This study contributed to understand the current situation of realistic job previews which recruiters provide during recruitment procedure and the relationship between RJPs, cognitive dissonance and socialization outcomes. In this study, the sample was distributed to the new employees whose tenure was less than one year. The total distributed samples were 280 and returned samples were 237. We excluded 20 invalid responses and final samples were 217. One Way ANOVA and Linear Regression were used to analyse the relationship between variables in this study. The result can be summarized as follows: 1. As the result reported, most of applicants (66.8%) apply job through Internet. The result indicates that most of applicants today prefer web-based interface as they try to seek recruitment related information. Most applicants (85.7%) experience laboratory setting (e.g. interview) during recruitment process. Over half of new comers (56.2%) get realistic job information after they started the job. The result suggests that over half of applicants get whole realistic job preview after they accept the job offer. 2. As our result reported, greater use of medium, settings, and recruiters while realistic job previews are presented during recruitment process significantly influence new comers¡¦ cognitive dissonance, especially for wisdom of making employment decision and concern over selection procedure. The result indicates that the medium of written, will lead the strongest influence to new comers¡¦ cognitive dissonance during recruitment process. The position of recruiters who provide job information during recruitment process is reported to significantly influence wisdom of making employment decision and concern over selection procedure. The result of comparison between groups suggests that if line employees who are responsible to provide job information, the new comers will perceive a stronger influence on the degrees of cognitive dissonance comparing with the recruiters who are in other positions. 3. Great use of timing of realistic job previews presented during recruitment process is partially associated with new comers¡¦ socialization outcomes. 4. Realistic job preview information presented during recruitment process is negatively associated with new comers¡¦ cognitive dissonance, positively associated with organizational commitment and negatively associated with turnover intention after they get into an organization. 5. Cognitive dissonance except emotional, is negatively associated with organizational commitment and positively associated with turnover intention. 6. The mediating effect of cognitive dissonance between realistic job previews and socialization outcomes is noteworthy.

Employee assistance program (EAP) is a counseling benefit that claims to address any personal concerns and improve workplace productivity. Starting with alcoholism and substance abuse issues, past studies always put their emphasis on the effectiveness of healing or the financial returns, not considering the impact on employee behavior. We tried to take a different point of view on EAP, examined the linkage between EAP and organizational commitment, using benefit satisfaction and perceived organizational support as intermediate variables, to see if EAP has more effects than curing. Using survey data from 103 employees, a series of path analyses supported a mediated model in which EAP usage and EAP knowledge both exert indirect effects on affective, continuance and normative commitment, while all of these effects are totally mediated by perceived organizational support and some are partially mediated by benefit system satisfaction. Our findings suggest that EAP is a good benefit that not only deals with personal problems but also helps remaining talented employee. The differences between EAP usage and EAP knowledge benefit shows that maybe what employees really care is the feeling that their company cares about them, not financial gains from benefits.

The present research is aimed at understanding the current situation of the fringe benefits demand and satisfaction of the R&D engineers. It investigates the effects of the fringe benefits satisfaction in regard to two aspects: the commitments of the organizations and the intention to quit of the employees. The population of our survey is confined to the R&D engineers of High-tech Industry. Of totally 255 distributed questionnaires, there are 176 effective. The results of our study are concluded as follows: 1.Among 38 kinds of fringe benefits surveyed, 7 of them, namely, group-term insurance, festivities gifts or coupons, birthday gifts or coupons, wedding and funeral money, regular medical check, domestic and foreign trips and interest clubs, have the highest occurrence; over 90% of the companies offer them. Besides, more than 50% of the companies offer 21 kinds of fringe benefits. Hence it shows that the companies from the high-tech industry stress on employees¡¦ benefit. 2.As regard to the fringe benefits which R&D engineers value, they are for the most part also the one which R&D engineers satisfy, e.g. regular medical check, group-term insurance, emergency financial assistance, free parking lots, additional vacations beside those specified by the Labor Standards Law, flexible working hours, etc. So it is obvious that high-tech industry companies do take the expectations of the R&D engineers into consideration when they plan their fringe benefits offer. 3.Individual attributes and company variables have the different influences on employee benefit demand and benefit satisfaction. 4.Employee benefit satisfaction is positively related to organizational commitment; Employee benefit satisfaction is negatively related to intention to quit.

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 research relies on the organization politics perceptions revision model proposed by Ferris et al. (2002). It discussed the relationships of the organization politics perceptions, organizational commitment, job satisfaction, job anxiety. It also finds out the effects of personality (moderating variable) between perceptions of organizational politics and response variables. This research takes 40 institutions of Taiwan as objects, and received 1,940 questionnaires, including 1,890 effective questionnaires. Then we analyze the data by using the following methods: item analysis, factor analysis, reliability analysis, correlation analysis, multiple linear regression and hierarchical regression analyzes. The conclusions are as below: Firstly, the organization politics perceptions and organizational commitment are fractional positive related; the organization politics perceptions and job satisfaction present negative remarkable related; the organization politics perceptions and job anxiety present postive remarkable related. Secondly, personality affects the organization politics perceptions and organizational commitment or job satisfaction, but does not affect the organization politics perceptions and job anxiety.

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.