Enterprises estimate employees¡¦ job performance, should not only pay attention to in-role performance but also take notice of extra-role performance, and that is organizational citizenship behavior. Because employees have their own right in organizational citizenship behavior, they are easy to express. It is extremely important to explore the reason why employees present organizational citizenship behavior, how the employees show their willing to perform, and that is conducive to the performance of organization. This has become one of the most important issues for organization. If enterprises can understand the employees¡¦ motivation and guide them, then the enterprises can get their expectation and respect as well as improving the performance of organization from the employees. In this study, organizational climate is used as the independent variables, organizational commitment is used as the intervening variable, and organizational citizenship behavior is the dependent variable. The purpose of this research is mainly to find out the relationship and the difference among organizational climate, organizational commitment, and organizational citizenship behavior. Furthermore, using the individual variable as the interfered variable to investigate the effect of interference to organizational climate, organizational commitment, and organizational citizenship behavior. This research used the method of questionnaire survey as the C case factory. After analyzing the data with quantitative analysis, together with various kinds of statistic methods, the following important discoveries are stated separately as follows: 1. The different individual variables to organizational climate, organizational commitment, and organizational citizenship behavior come out a partly remarkable discrepancy. 2. A significant positive correlation was identified among organizational climate, organizational commitment, and organizational citizenship behavior. 3. Organizational climate and organizational commitment were positively significant to organizational citizenship behavior. 4. Organizational commitment was found to have a significant mediating effect between organizational climate and organizational citizenship behavior. 5. Individual variables were found to have a significant moderating effect among organizational climate, organizational commitment, and organizational citizenship behavior. According to the results of research, organization that were enable to promote organizational climate and increasing employees¡¦ organizational commitment, the workers displayed organizational citizenship behavior to advance the performance of organization, in order to maintain enterprise¡¦s continuous competitive advantages.

Abstract The purpose of this study was to examine the relationships among, change's perception, work stress, personality characteristics and organizational commitment in organizational change, and used employees from Postal bureau as examples. Making a survey of collecting 171 effective samples, the major conclusions we observed are as follows¡G 1. It appears negative influence for employees¡¦work stress to organizational commitment in organizational change. 2. It appears positive influence for employees¡¦change's perception to organizational commitment in organizational change. 3. It appears influence for employees¡¦personality characteristics to work stress in organizational change. 4. The degrees of organizational commitment of different disparity age of employees had significant difference in organizational change. 5. The degrees of work stress of level of education of employees had significant difference in organizational change. 6. Different period of service were correlated significantly with employees¡¦ change's perception, work stress and organizational commitment in organizational change.

Abstract The investigation is to develop localized and suitable inventory¡@for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises at first. The purpose of this study is to discuss the relationship among perceptions of organizational politics¡]OP¡^,organizational commitment and job performance by Taiwan domestic company.¡@There are provide 1150 questionnaires, which are retrieved 1003 ones, 954 are available. Questionnaires retrieved rate are 87.22%. Available retrieved rate are 83.00%.The data were analyzed by applying statistical methods, including factor¡@analysis, reliability, t-test, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: First, the perceptions of organizational politics is comprised three subscales: (1).Supervisor and Coworker Behavior, (2). Go Along to Get Ahead, (3). Organization Policies and Practices disaccord. Then, the more to Supervisor and Coworker Behavior, Organization Policies and Practices disaccord but the less normative commitment. The more to Supervisor and Coworker Behavior, Go Along to Get Ahead, Organization Policies and Practices disaccord but the less affective commitment. The more to Organization Policies and Practices disaccord lead to decrease task and contextual performance.

ABSTRACT Nowadays, in highly competitive circumstance, the highly qualified employee has become one of the key points for company to success and also the precious asset to keep company superior. In the service-guided industries, most service occurs between employees and customers by face-to-face. Therefore, the more agreement the employees show to their company and job, the higher quality the service will be paid to customers. The satisfaction and positive evaluation from customers usually are decided by the received service affected by the employees¡¦ conscience and enthusiasm. In order to make all employees prepare good service fervency, it¡¦s quite important for the company to develop an Internal marketing conception and employees with high loyalty of Organizational commitment. This research is mainly by quantifiable amount of questionnaires to analyze relationship between Internal marketing and Organizational commitment, then through the associate literatures and actual experience to probe the influence on Service quality. With regarding to the character in military unit, we used Length of service and Duty as a control variable, and analyzed by statistics to obtain the conclusion and meaning of management with three conceptions as below: 1.The loyal level of Organization commitment of employees mainly depends on ¡§working condition¡¨ and ¡§employees¡¦ Cognition¡¨. 2.The Service quality received by the fleet may be affected by the Internal marketing status and Organizational commitment of employees. 3.The better of the Internal marketing made by organization, the higher Organizational commitment will be, and also the higher service quality the fleet will acquire. Key Words: 1. Internal marketing, 2. Organization commitment, 3. Service quality

Employees¡¦ perception of organizational political level will influence employees¡¦ decision whether to get involved with organizational politics or to isolate from organizational behaviors, it will reflect significantly on the working attitude directly and will influence the organizational commitment level and performance of employees indirectly, further more, it will decrease the organizational productivities. This research was conducted to focus on that whether employees¡¦ organizational political perception will influence their organizational commitments and performances, also to discuss the connection between each other. The research method this study used was group segmentations. After empirical analysis, we found out: 1. In the organizational political perception, ¡§boss¡¦s and colleague¡¦s behaviors¡¨ dimension has a significant negative correlation with affective commitment and normative commitment; ¡§the differences between policies and realities¡¨ dimension presents the same result as well. ¡§Boss¡¦s and colleague¡¦s behaviors¡¨ dimension has a significant positive correlation with continuance commitment. 2. There is only ¡§the differences between policies and realities¡¨ dimension reaching a significant positive correlation with task performance and contextual performance in organizational political perception. 3. By using K-mean ¡§Cluster analysis¡¨, we got four different types of group representing four different categories of ¡§organizational political perception¡¨. We named them by their characters, the names and characters are described as follow: 3-1 Slow: employees in the type do not react fast enough regarding political behaviors and working environment atmosphere due to the employees¡¦ insensitivity. 3-2 The perception of Complies in public but opposes in private: employees can sense that organization does not behave the same way in terms of policies and operations; they do nothing with this scenario. 3-3 The perception of keen actions: The members of perceptional organization are more sensitive with the interpersonal relationship, and they response the working environment with positive and active attitudes. 3-4 The perception of silence and waiting: Employees can sense that organization behaves in the same way in terms of policies and operations; they have a concept that ¡§Silence is gold¡¨. 4. In ¡§slow¡¨ type, the perception dimension of ¡§keeping silence and waiting for benefit¡¨ has a negative correlation with ¡§task performance¡¨; the perception dimension of ¡§the differences between policies and realities¡¨ has a negative correlation with ¡§affective commitment¡¨ and ¡§task performance¡¨. 5. In ¡§The perception of complies in public but opposes in private¡¨ type, the perception dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a positive correlation with ¡§continuance commitment¡¨, but has a negative correlation with ¡§contextual performance¡¨; the perception dimension of ¡§keeping silence and waiting for benefit¡¨ has a positive correlation with ¡§contextual performance¡¨. 6. In ¡§The percept of keen and action¡¨ type, the percept dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a negative correlation with ¡§affective commitment¡¨, but has a positive correlation with ¡§continuance commitment¡¨ and ¡§contextual performance¡¨. 7. In ¡§The perception of silence and waiting¡¨, the perception dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a negative correlation with ¡§normative commitment¡¨; the perception dimension of ¡§keeping silence and waiting for benefits¡¨ has a positive correlation with ¡§contextual performance¡¨; the perception dimension of ¡§the differences between policies and realities¡¨ has a negative correlation with ¡§affective commitment¡¨ and ¡§contextual performance¡¨.

Traditional business process has provoked by advanced information technology and toward a collaborative and cooperative long-term orientation partnership rather than a short-term transactional relationship. Since opened market and loosened regulations on oil products and oil business in Taiwan, gas station industries have competed fiercely that results in a changed relationship with oil suppliers. This article aims to apply the KMV model conceptualized by Morgan & Hunt in 1994 to examine the cooperative partnership between oil suppliers and gas stations owners in Taiwan. 96 effective respondents of 269 samples from five regions, including Tainan county/ city, Kaohsiung county/ city and Pingtung county. The findings demonstrate the importance of relationship benefits, trust, relationship commitment, communication and opportunistic behavior between exchanging partners, whereas acquiescence, propensity to leave, cooperation and uncertainty affected by relationship commitment and trust. And trust is a mediating variable to relationship commitment and cooperation. Some managerial suggestions are given.

The research is to inquire into the circumstances and correlation among role perception and organizational commitment to the elementary school nurses in Kaohsiung county.For acquiring objective factual data, the researcher also studied whether there was an evident discrepancy of elementary school nurses¡¦ role perception and organizational commitment in different situations. The study chose the school nurses of the elementary school in Kaohsiung county as the subjects.The tool was self-edited¡¥The Questionnaire of The School Nurses¡¦Role Perception and Organizational Commitment of The Elementary School¡¨;the researcher interviewed also part of the subject to deeply explore the reality of the circumstances.The data were analyzed by the method of descriptive,t-test,one-way ANOVA,Pearson¡¦s product-moment correlation and Stepwise multiple regressions. According to the outcome of data analysis,the research provides some suggestions for improvement: 1.The scores are above middle on elementary school nurses¡¦role percept,the best value of work on¡§health service¡¨. 2.The scores are above middle on elementary school nurses organizational commitment,the best value of work on¡§hard-working¡¨. 3.The nurses whose school nurse working years are from 6 to 15 years,working in the small scale school and medium scale school,the higher role perception they have. 4.The nurses whose married, working in the small scale school and medium scale school,the higher organization commitment they have. 5.The higher role perception elementary school nurses have, the higher organization commitment they have. 6.There were significant differences existed among variables of school nurse working years and school size on role perception . 7.There were significant differences existed among variables of marital status and school size on organization commitment. 8.The school nurse working years,marital ststus and school size are significantly predictive to organization commitment. 9.Role perception can efficiently predict organization commitment,and¡§health counselor¡¨is the most powerful predictor among all variables for organization commitment. According to the results above,the research has provided some suggestions to the administrative organizations of education,schools,school nurses, and future research.

Abstract The study is aim to analyze the relationships among organizational commitment, organizational citizenship behavior, and performance via ETTV case study. Further to this study, we would like to see what role of organizational citizenship behavior as a mediator would be. The empirical study adopts method of questionnaire that 100% return rate was hit while 260 question books were counted. The data were statistically analyzed with SPSS 13.0 Windows version, which include descriptive analysis, factor analysis, reliability test, Parsons Correlation analysis, and multiple regression analysis. The study concludes as following points through empirical analysis: First, trait of media industry: hard work has much more influence than mental adhesion to organization. Stronger adhesion to organization does not amount to job promotion. However, hard work improves job skills so that one could have better performance. Second, time critical in media industry: the media industry is highly time critical. Ahead of others means outstanding performance. Third, helpful to colleagues and scrupulous in job requirement show no significance to their performance. Fourth, limit of job requirements: in an environment that only emphasizes experienced skills and job functions, adhesion to organization is not only out of management¡¦s attention but also performance review. Fifth, the empirical study shows that organizational commitment along with mediator of organizational citizenship behavior reveal positive relation to performance. Key Words: Organizational commitment, Organizational citizenship behavior, Performance.

A causal theory of spiritual leadership taps into the fundamental needs of both leader (vision, hope/ faith, altruistic love) and follower for spiritual survival (calling/meaning, membership). The definition of spiritual leadership is to comprise the values, attitudes, and behaviors that are necessary to intrinsically motivate one¡¦s self and others so that they have a sense of spiritual survival through calling and membership, and to improve employees¡¦ organization commitment and productivity. In addition, change commitment which is one of the positive attitudes toward organizational change, could promote the success of organizational change. The relationship between spiritual leadership and change commitment will be discussed. Furthermore, employees¡¦ emotional experiences might influence the work attitudes and behaviors. Regulatory focus theory which includes promotion focus and prevention focus, will focus on the one¡¦ emotional content, magnitude and the further effect. It¡¦s helpful to describe the relationship between emotional experiences and work attitudes and behaviors. As a result, the mediating mechanism of regulatory focus between spiritual leadership and commitment will be discussed. Use LISREL to analyze the survey data from 369 employees. Following are the results: 1. There is a positive relationship among spiritual leadership, calling/ meaning and membership, and change commitment. And calling/ meaning and membership are the mediators in the relationship between spiritual leadership and change commitment. 2. There is a positive relationship among spiritual leadership, promotion focus and change commitment. And promotion focus is the mediator in the relationship between spiritual leadership and change commitment. Although spiritual leadership positively affects prevention focus, however, prevention focus will not influence change commitment. 3. The differences of respondents¡¦ profiles will make effects on spiritual leadership, calling/meaning, membership, regulatory focus and change commitment.

In this thesis, the Hybrid Genetic Algorithm-Ant Colony Optimization (GACO) approach is presented to solve the unit commitment problem (UC), and comparison with the results obtained using literature methods. Then this thesis applied the ability of the Genetic Algorithm (GA) operated after Ant Colony Optimization (ACO) can promote the ACO efficiency. The objective of GA is to improve the searching quality of ants by optimizing themselves to generate a better result, because the ants produced randomly by pheromone process are not necessary better. This method can not only enhance the neighborhood search, but can also search the optimum solution quickly to advance convergence. The other objective of this thesis is to investigate an influence of emission constraints on generation scheduling. The motivation for this objective comes from the efforts to reduce negative trends in a climate change. In this market structure, the independent power producers have to deal with several complex issues arising from uncertainties in spot market prices, and technical constraints which need to be considered while scheduling generation and trading for the next day. In addition to finding dispatch and unit commitment decisions while maximizing its profit, their scheduling models should include trading decisions like spot-market buy and sell. The model proposed in this thesis build on the combined carbon finance and spot market formulation, and help generators in deciding on when these commitments could be beneficial.