For the power market participators, there are competition and more trade opportunities in the power industry under the deregulation. In the electricity market, the bidding model is adopted instead of the cost model. GenCos try to maximize the profit under bidding model according to the power demand. Electricity becomes commodity and its price varies with power demand, bidding strategy and the grid. GenCos perform the unit commitment in a price volatile environment to reach the maximal profit. In a deregulation environment, Independent System Operator (ISO) is very often responsible for the electricity auction and secured power scheduling. The ISO operation may involve all kinds of risks. These risks include price volatility risk, bidding risk, congestion risk, and so on. For some markets, it is very important how GenCos determine the optimal unit commitment schedule considering risk management. A good risk analysis will help GenCo maximize profit and purse sustainable development. In this study, price forecasting is developed to provide information for power producers to develop bidding strategies to maximize profit. Profit-Based Unit Commitment (PBUC) model was also derived. An Enhanced Immune Algorithm (EIA) is developed to solve the PBUC problem. Finally, the Value-at-Risk (VAR) of GenCos is found with a present confident level. Simulation results provide a risk management rule to find an optimal risk control strategy to maximize profit and raise its compatibility against other players.

This study utilized the meta-theoretical framework developed by McCrae and Costa in 1996 that explains individual differences in human nature and the theory regarding the role of individual differences in task performance and organizational citizenship behaviors (OCB) proposed by Motowidlo, Borman, and Schmit in 1997, to examine the interrelationships among the Big Five personality traits (conscientiousness, agreeableness, extraversion, emotional stability, and openness to experience), three components of organizational commitment (affective, normative, continuance), and OCB. Two samples were included; Sample 1 (N = 133) consisted of employed undergraduate students and their coworkers and Sample 2 (N = 241) consisted of older, more stably employed adults. Participants in both samples completed measures of personality, organizational commitment, and OCB. Further, in Sample 1, coworker participants provided a rating of the primary participants' OCB. Four sets of analyses were conducted to examine: 1) personality-OCB relationships, 2) organizational commitment-OCB relationships, 3) personality-organizational commitment relationships, and 4) organizational commitment as a mediator of personality-OCB relationships. Results of the first set indicated that conscientiousness, agreeableness, extraversion, and emotional stability were positively related to OCB in at least one analysis. Results of the second set indicated that affective and normative commitment were positively related to OCB in both samples. While not consistent across samples, results of the third set indicated that conscientiousness, agreeableness, and extraversion were positively related to both affective and normative commitment; openness to experience was negatively related to normative commitment; conscientiousness was positively related to continuance commitment; and emotional stability and openness to experience were negatively related to continuance commitment in at least one analysis. Results of the fourth set indicated that, in Sample 1, affective and normative commitment partially mediated the conscientiousness-OCB relationship. Further, in Sample 2, affective and normative commitment partially mediated relationships between each of agreeableness and extraversion and OCB. Overall, these findings offer support for McCrae and Costa's meta-theoretical framework and Motowidlo, Borman, and Schmit's theory.

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Based on the model of Perceptions of Organizational Politics by Ferris, Russ and Fandtand (1989), this study tries to understand, through ¡§party identification¡¨ as a moderator variable, whether party identification in practical politics has a managerial insight in organizational politics. Accordingly, the purpose of this study is to examine the relationship between perceptions of organizational politics and organizational commitment, as well as whether party identification has a moderating effect. Data for this study is drawn from the secondary data, 1632 sample size collected by Dr. Chin-ming Ho and his research team throughout 2002. It is found using the multivariate analysis 1) perceptions of organizational politics are negatively associated with organizational commitment, 2) perceptions of organizational politics are negatively associated with normative commitment, 3) perceptions of organizational politics are negatively associated with affective commitment, 4) perceptions of organizational politics are partially positively associated with continuance commitment 5) perceptions of organizational politics have a significant effect on organizational commitment in every dimension, 6) party identification has no significant differences in perceptions of organizational politics and organizational commitment, 7) party identification has a moderating effect on perceptions of organizational politics and organizational commitment; namely, the difference of party identification has a significant effect on perceptions of organizational politics and organizational commitment.

In the year of 2003, the SARS epidemic was spreading in our country, lasting for almost 4 months. Until July 5,2003, there were 346 confirmed victims. Among them,37 died directly of SARS, which is shown in their death certificates. Numbers of medical workers infected were 68,19.7%. During the SARS epidemic.6 hospitals were reported transmissions inside their wards and were closed. In the duration, Taiwan was once the most significant spread region of the disease in the world. General public, patients and their family members, and health-care workers were all unprecedented threatened. During the epidemic, health-care workers faced unfamiliar, insecure, critical menace strong contagious and of high mortality circumstances. What did this affect first line health-care workers? This research was done in three dimensions , work value, Organizational Commitment and Post Traumatic Stress Disorder, sampling every grade of health-care workers in teaching hospitals and above national wide between Dec. 20, 2003 and Jan. 20, 2004. The design of questionnaire was based on level of hospitals, divided into medical centers, regional hospitals and local teaching hospitals. 282 of the questionnaires were returned and valid, including 42 doctors, 130 nurses, and 110 hospital staffs, representing a response rate of 31.33%. One way ANOVA and Independent T test were conducted in the research to analyze characteristics of workers and differences between hospital organizations. Correlation analysis and regression analysis were used to find their relationships. The research has shown that while facing SARS epidemic, health-care workers : 1.with the change of work values, nurses scored highest ,then others, and doctors lowest; with positional type social status, activity preference and job involvement, high and middle level administrator got better grade than professional and basic level worker; with attitude toward earning, basic level worker acquired highest scores and high level administrator lowest; with activity preference¤Îpride in work, regional hospital obtained the highest score while the medical center got the lowest. 2.with the transition of Organizational Commitment, in terms of position, high level administrator is highest, while basic level worker is lowest; in respect of referee, regional hospital graded highest while medical center lowest; in view of marital status, people who are unmarried are better than those who are married. 3.with the,PTSD, considering referee of hospital, medical centers are highest; in terms of ownership,private hospital is highest and religional hospital is lowest. 4.workers who considered that the hospitals took proper protections have better Organizational Commitment and their PTSD are lower.

Enterprises must have first-class core capabilities in order to survive from government¡¦s new enactments, new competitors and new products under the rapid changing environment globally, and through the empowerment, which is the major efficient instrument to maintain enterprises¡¦ competition ability, could improve organizational efficiency. Therefore, the purpose of this research is to understand if employee¡¦s cognition of empowerment influences their working attitude; the research objects are employees of hi-tech industry, and there are 313 valid questionnaires out of 486 issued questionnaires. First is to use constructive validity of factor analysis test scale and reliability of Cronbach alpha test scale to confirm reliability and validity, and apply regression analysis to discover as below: 1. Empowerment has significant influence on organizational commitment. That is, the higher the employees¡¦ cognition of empowerment is, the higher the organizational commitments are, especially for employees with higher education background, female employees and older employees. 2. Empowerment has significant influence on total working satisfaction. That is, the higher the employees¡¦ cognition of empowerment is, the higher their working satisfactions are, especially for employees with lower education background and non-business type employees. To sum up, empowerment could actually increase employees¡¦ organizational commitment and working satisfaction, therefore, managers shall undertake as following: 1. Respect individual difference to offer different empowerment mode. 2. Develop multi-organization to increase employees¡¦ knowledge. 3. Value employees¡¦ need and encourage their participation. 4. Establish learning organization and share information.

Over the course of the past few years, the rise of mainland China¡¦s harbors as well as the emerging harbors in other Asian countries have fueled competition in the international shipping industry and, has led to a dramatic increase in the total port capacity causing the transportation supply to exceed the demand. Such competition may destabilize a supplier¡¦s ability to maintain financial security and competitiveness. Therefore suppliers have devoted much energy and attention towards strategizing and marketing the shipping industry¡¦s future. For example, previous operations and management of the harbor was based primarily on traditional resource and product-oriented marketing. But contrary to popular methods, other successful international harbor operators have directed their operation towards the needs of container shipping companies. Therefore this study compiles the related literature and research and investigates the influences the association between the harbor operators and container shipping companies, and conducts research analysis via questionnaire survey. Through the model of functions of components influencing the quality of the relationship, this study investigated how harbor operators established solid relationship, trust, and commitment via direct and indirect customer channels and customer satisfaction when offering their services. This study also formulated strategies to better improve the loyalty of container shipping companies so that the harbor need not be replaced. This study used both factor analysis and regression analysis to verify the outcome of the function strategies of association on the relationship quality. The findings are as follows: 1.Both direct and indirect functions of relationship of association had significant influence on the aspects of the relationship quality. 2.The aspects of the relationship quality had direct relation as to whether a harbor operator could be easily replaced. 3.Based on the previously mentioned results, researchers tried to formulate, strategies for the harbor operator to improve on its relationship with container shipping companies giving them a competitive edge.

China Steel Corporation (CSC) has always kept the excellent organization performance and had very low turnover rate since it was established in 1973. In order to keep the competition, CSC performs the organization change from 2002 and plans to reduce 15% employees in 2006. The goals of this study are as follows: 1. To realize the degrees of CSC employees¡¦ job satisfaction and organizational commitment. 2. To analyze the relationship of CSC employees¡¦ cognition and attitude toward the organizational change. 3. To research on the relationship of CSC employees¡¦ job satisfaction and organizational commitment toward the attitude of change. 4. To analyze the relationship of CSC employees¡¦ personal background and the attitude of change. After this study analysis, the conclusion is made as follows: 1. The degree of CSC employees¡¦ job satisfaction (average score is 3.49, standard deviation (SD)is 0.55) is not so high as expected. The degree of CSC employees¡¦ organizational commitment (average score is 3.78, SD is 0.51) is higher than the degree of job satisfaction. The employees¡¦ job satisfaction and organizational commitment are related significantly and positively. 2. In general, it does not show that whether the CSC employees strongly support the organizational change or not. The average scores of cognition and attitude toward to the organizational change are 3.07(SD 0.54), 3.02(SD 0.68) respectively. The cognition and attitude toward the organizational change are related significantly and positively. 3. The employees¡¦ job satisfaction and organizational commitment are related significantly and positively to the attitude. But, regression analysis shows that the employees¡¦ job satisfaction and organizational commitment do not have influence to the attitude. 4. For the employees¡¦ personal background, there are three variables, education degree, job position and age which have influence to the attitude. The education degree and job position have positive influence. Only the age is negative influence.

The capital, material resources, equipments, organizational employees, and technological resources are the key points for a business to maintain competitive. Amongst these, ¡§human resources¡¨ are the main body for allocating the resources; and within the human resource system, environmental factors such as the organizational climate and sense of inspiration are the most significant causes of the employees¡¦ behaviors. Moreover, apart from the market competitiveness and beneficial abilities, the unity amongst the employees and their working attitudes are also main factors depending on which the business would succeed or not. Whether the employees are willing to work hard and grow with the company would be depending on how the company treats its employees. The personal needs and preferred risk differ from person to person; some work for money, whilst some work for work; thus, for some people, an inspirational measure might be very important, for it would inspire them to work hard, whilst for others, the measure might be of no inspirational effect at all. As for the organization, to effectively meet this goal, the business executives would need to understand associated topics of inspiration, and design effective and strategic inspirational combinations focusing on the needs and expectations of the employees, so as to attract and keep excellent human talents, inspire the potentials of the employees, and consequently elevate the organizational promises and the work achievements. The developing staffs, business sales persons and the administrative staffs of listed companies in Taiwan were used as the study population in the present research, with the risk preference as the independent variable, the organizational promise as the dependent variable, and the awareness of the organizational climate as the moderator variable; the associations and influences between the variables were studied. Moreover, the inspirational factor was further included as the confounding variable for studying its confounding effects on the other variables. A total of 1,322 surveys were sent out, and 269 of which were completed and returned. Through differential analysis, correlational analysis, and multiple regression analysis, the empirical findings of the present study are as the following: 1.Risk preference, awareness of the organizational climate, inspirational factor, and organizational promises differed depending on the different individual attributes. 2.Risk preferences and organizational climate were correlated with the promises the employees made for the organization. 3.the employees¡¦ awareness of the organizational climate had influences on risk preference and the promises for the organization 4.The relationship between risk preferences and the awareness of the organizational climate and the relationship between organizational climate and organizational promise are confounded by the inspirational factor.

As step of the internationalization being becoming riper, enterprise trend towards competition, how recruit, employ with retaining the office outstanding talent become manpower tactics most important enterprise at present time. Are the staffs willing to contribute to their mind, it is for enterprise could maintain by competitiveness important factor. Enterprises excite working wills of staff with the incentive system, is the key to improving staff's loyalty and commitment to enterprises. Will bring up different staff under each kind of corporate culture, can also say different staff to gather together when working can get up and send out one belong to their unique corporate culture, ape sedulously, complement each other between the two. How should enable enterprise to reach and manage continuously forever, become the outstanding one among the same trade? With today when people first of 21st century, the corporate culture can't be indiscreet and negligent. Another, should make outstanding talents like to be paying one's own intelligence constantly for an enterprise, as for market with keen competition of now, the incentive system organized is even more push hands in pair of invisible stealth. The good incentive system not only can make the staff obtain satisfication at work, can lead, excite out more intelligence intention even more, create profit-making value for enterprise. As studying the purpose of this research, with the corporation culture to organizational motivation and organization commitments¡¦ influence. Amounts to 12 enterprises in Taiwan and Jiangsu, go through 9 months and carry on questionnaire investigation to the staff with the random sampling pattern. A total of 500 survey forms were sent out, and 362 of which were completed and returned. Through differential analysis, correlational analysis, and multiple regression analysis, the empirical findings of the present study are as the following: 1. In Taiwan, the corporate culture is having influence on the organizational motivation; In Jiangsu, the corporate culture is having some influence on the organization motivation. 2. In Taiwan and Jiangsu, the corporate culture will influence the staff to the organizational commitment willing. 3. In Taiwan and Jiangsu, organizational motivation system to influence the staff to the organizational commitment. 4. In Taiwan and Jiangsu, corporate culture, organizational motivation and organizational commitment that will have with difference of staff's personal attribute. ¡@¡@ 5. Corporate culture and organizational commitment have small influences on organizational motivation.