Abstract Ever since the telecommunication is opened and liberalized, it to be privately owned is inevitable, however if the government promotes the policy of privately owning by the people, what concerns the employees of the public enterprises most will be the loss of guarantee of work rights, and they will fear that their labor conditions and welfares be influenced, and thus adapt the behaviors of being uncooperative and resistant, and simultaneously tend to move away from the centripetal force of the company. This research is proceeded by means of questionnaires on the basis of the relative factors and its relations of the recognition on ethics atmosphere, organizational promises and organizational civil behaviors of the employees of Chunghwa Telecom, since the Hsinying Operation Office and Chiali Operation Office of Chunghwa Telecom were merged on June 1, 2000. The research targets were those three of the one staying in the Hsinying Operation Office, the one being transferred from Chiali to Hsinying Operation Office, and the one staying in the Chiali Service Center. Study was made on the influences of relative factors between the ethics atmosphere, organizational promises and organizational civil behaviors after the organization is merged. A total of 260 questionnaires were distributed, after 193 copies were returned and turned to be effective and been analyzed with supportive evidences, the data was processed with analysis of validity, t examination, analysis of coefficient of variation on sole factors, Pierson¡¦s relative analysis and rotating analysis. Studies were made on the differences and its relative influences of individual variations and categories of employees to the ethics atmosphere, organizational promises and organizational civil behaviors after the organizations of Chinese Telecom were merged. After the results of the research are synthesized, it is found that: (1)There is a remarkable diversity among different categories of employees on ethics atmosphere, organizational promises and organizational civil behaviors. (2)Among different categories of employees, the performance on organizational civil behavior of the employee being transferred from Chiali to Hsinyin outranks the other two on ethics atmosphere and organizational promises. (3)Males care more about the ethics atmosphere than females, yet there is no remarkable diversity on organizational promises and organizational civil behaviors between two sexes. (4)After the amalgamation, of these three categories of employees, the employee of Hsinying Operation Office agreed least with the care toward the ethics atmosphere, therefore, the humane care of the organization should be reinforced to raise the satisfaction degree on ethics atmosphere and the identification degree on organizational promises of the organization, in order to promote the raise on organizational civil behaviors of the companies. (5)Other than that sex and seniority having remarkable negative influences on being persistence to one¡¦s duty in individual variation, whereas marriage has remarkable positive influences on being persistence to one¡¦s duty, categories of employees has remarkable negative influences on human relations to others, whereas there is no remarkable influence on the three structures of organizational civil behaviors for the rest individual variations. (6)They all have remarkable positive influences on the trend of regulations of ethics atmosphere towards the three structures of organizational civil behaviors, there are remarkable positive influences on individual profit towards human relations to others. For organizational promises, emotional promises has remarkable influences on organizational profits and human relations to others, whereas they all have remarkable positive influences for continuous promises to being persistence to one¡¦s duty and moral promises to being persistence to one¡¦s duty and human relations to others. According to the results of the above research, the following suggestions are made: create new business aggressively to guarantee the work rights of the employees, and promote the will to accept the revolution of being privately owned by the people of the employees; enhance the cultivation of the personnel to decrease the resistance on the revolution of being privately owned by the people of the employees; institute anew each system appropriately; reinforce the functions of communication and coordination among the units, delegate the authorities of positions specifically to raise the operational efficiency of the organization: improve the ethics atmosphere and organizational promises to raise the centripetal force and will to work of the employees. Key words: Ethics Atmosphere, Organizational Promises, Organizational Civil Behavior, Chunghwa Telecom.

Very little empirical data exists on the topic of civility in schools, although much theory and philosophy are proffered in the literature. Literature on moral education and character education also informs the study of civility. Many of the philosophical theories mention education as a way of increasing civility in society. Some schools have attempted to implement various civility interventions and research supports the use of similar interventions to teach social skills; however, none have systematically collected data for these interventions to evaluate their effectiveness for teaching civility. The present research systematically gathered data on perceptions of civility and incivility in schools by surveying the alumni of a school of education using a web-based questionnaire. Results revealed that participants perceived that students' civil behaviors occurred more frequently than uncivil behaviors. However, participants also indicated a need to increase civility and decrease incivility in schools. They gave suggestions to accomplish this goal including direct instruction, school professionals modeling civil behavior, incorporating the ideology of positive behavior support, and setting rules and expectations.