The stress-strain relationship has been the mainstream of the occupational stress research. The stressor-strain relationship is the very definition of occupational stress; stress in the work environment cause individual strain (e.g., anxiety, depression, and burnout). According to recent research, people tend to appraise stress as potentially promoting their personal growth and achievement (i.e., challenge stress) should be distinguished the stress from people tend to appraise stress as potentially constraining their personal development and work-related accomplishment (i.e., hindrance stress). These two types of stress are differentially associated with affective and behavioral responses. Moreover, the scholars argued that the next step for work stress research should move to investigating variables that moderate the stress, strain, and work outcomes relationship. Literature reviews show that numerous researches argued that job control is an important environmental moderator that has received special attention in the occupational stress literature. However, the moderating effects are much more inconsistent. As scholars suggested self-efficacy is a theoretically important attribute of individuals in job strain that is believed to have a stress-buffer effect of job control on psychological well-being. In other words, self-efficacy may have the conjunctive moderating effect with control on the relationship between stress, strain, and outcomes. The present research aims to study the relationship between challenge-hindrance stress, burnout and affective commitment, and the role of environment- and individual-related resources (i.e., job control, self-efficacy as possible conjunctive moderating factors between stress and its effects on burnout and affective commitment). The participants of this study were 435 governmental employees of the Customs Office. The data were collected as a two-wave study with a six-month time lag in order to diminish the effects of common method variance. The results demonstrated as follows: 1. Challenge stress is positively associated with emotional exhaustion, and does not significantly associate with cynicism and affective commitment. Hindrance stress is negatively associated with affective commitment, and does not significantly associate with burnout. 2. Job control has the moderating effect on the relationship between challenge stress, cynicism, and affective commitment. 3. Job control and self-efficacy played as the conjunctive moderators on the relationship between challenge stress and burnout.

¡@What is literature?(Qu'est-ce que la littérature?) is a thesis on literature written by Jean-Paul Sartre, the French philosopher, in 1947. By proposing the concept of literary engagement, Sartre attempted to prove that it was natural for literature to engage in the society. Needless to say, such an idea triggered a series of controversy among which the key issue was what the relation between literature and reality was. Regarding this, the current article, starting from the intentionality of the phenomenology, will discuss Sartre¡¦s negativity and Emmanuel Levinas¡¦ shadow concepts in order. It attempts to describe the relation between literature and reality and to unfold such two concepts in parallel at the utmost. However, its purpose is not only to visualize a certain possible mode between literature and reality but to indicate that the difference between literary engagement controversy and others is that it seems to mark the overall symptoms prompted by defining literature with theories. Accordingly, perhaps it is closer to the problematics of literary engagement to find out, apart from repeatedly fixing literature, such a top in movement, to facilitate description, whether it is possible to shed light on the basic fact that literature always conceals itself to draw out reality based on the results that the confrontation between the above-mentioned two theories and literature always leads to, such as communication inability and their being driven away. We thus realize that it is not impossible for the models of Sartre¡¦s and Levinas¡¦ literary objects to converse with such a problematic.

Abstract The goal of this research is to know whether higher degree of customer involvement in the service value creation would help firms build stable and valued relationship with customers. To be more specific, this research studies whether firms can implement co-production as the strategy to develop bonds with customers and to strengthen the relationship with customers. In this thesis, a research is conducted by studying the customers¡¦ feedback of a law firm which specializes in resolving disputes regarding intellectual property rights. This research focus on studying the relationship in the business to business context as the customers of the law firm are mainly foreign associates and foreign and domestic companies in different business field. The author develops a framework and investigates the correlation between co-production and customer¡¦s loyalty and their future intention by using overall satisfaction, trust, and commitment as intermediate factors. The testing results show co-production is positively related to overall satisfaction, trust, and commitment and each of these intermediate factors has a positive relationship with customer loyalty and future intention. Also, future intention is positively related to loyalty. This study provides valuable insights for firms and managers by demonstrating that firms can create competitive advantage by retaining customer loyalty and influencing future intention of purchases through the implementation of co-production.

Drawn on a self-concept theory, this study hypothesized that self-leadership partly mediated between charismatic leadership and organizational commitment and self-leadership fully mediated between private self-consciousness and organizational commitment. The results indicated that charismatic leadership and private self-consciousness were positively related to self-leadership. The predictive validity of private self-consciousness for self-leadership was greater than the one of charismatic leadership. Moreover, the influence of charismatic leadership on identification or internalization was partly mediated by self-leadership. The influence of private self-consciousness on identification was fully mediated by self-leadership. However, the effect of private self-consciousness on internalization was not transmitted by self-leadership. The surprising result was explained and interpreted as evidence for the distinction between internalization and identification. Finally, further research was encouraged to identify and assess alternative subordinate processes in relation to the activation of individual and collective identity by charismatic leaders.

Dispatched employment has become one of the most popular ways of employment under globalization. The corporate can freely choose the most favorable business environment whereby they can by-pass collective bargaining with trade unions and legal restrictions. Dispatched workers and regularly employed workers in the same client company may experience different working conditions (including wages, working hours, overtime and vacation, etc.). Workers of the same dispatching agency who are dispatched to client companies may also experience different working conditions. Often, working conditions of dispatched workers are relatively poor. This study mainly explores dispatched workers¡¦ working conditions in different companies and how these conditions would affect their organizational commitment to client companies. Four hundred and twenty copies of a questionnaire were distributed to workers who are dispatched to companies located in Kaohsiung, Tainan and Pingtung. Out of these 134 copies were returned and counted as valid response. The findings revealed that (1) working conditions varied across gender and age; (2) dispatched workers tended to accept working conditions below the legal standards; (3) organizational commitment varied across education, job duties and depended on how workers felt about the conditions; (4) working conditions and organizational commitment were significantly related. This study therefore recommends that: Dispatching companies should 1.Employ dispatched workers as full-time workers, rather than merely-registered workers; 2.Provide more training opportunities to dispatched workers; 3.Fulfill their legal obligations to the workers. Client companies should 1.Create a gender-equal working environment; 2.Create sanitary and safe working conditions; 3.Take the responsibility of a joint employer. Authorities of labor affairs should 1.Inspect labor conditions more frequently and closely; 2.Establish a formal legal system to regulate dispatched employment; 3.Specify dispatching agencies and client companies as joint employers in relevant laws and regulations.

The researchers are currently engaged in wealth management professionals for over twenty years of practice areas, and for providing financial services wealth management asset allocation process, the experience of people in the pursuit of economic self-interest maximization process, often because the investors themselves for risk point of view and the cognitive, emotional or thought patterns, often become the reason he specifically interact with one of the key variables; contrary Holding institutions wealth management, wealth management because of their professionalism, motivation and company performance requirements of multiple variations, which will affect both the wealth management and customer interaction, or even affect the financial holding institution's operational performance. Operating financial holding companies are facing competition and changing regulatory requirements, this paper's major research-oriented background. In this study, thesis research purposes are as follows: 1 for the financial holding company status and wealth management and financial holding corporate social responsibility with the maxmun balance 2. Clarify the related adaptive to help wealth managers, except in self-motivation considerations for customers in the best interests of objective wealth planning, To achieve the true meaning of Wealth Management , the qualitative research papers in an open-ended questions, for wealth management executives, wealth management financial planning experts, wealth management customers, visit the open-ended questionnaire. Research findings of this paper are as follows: 1. ECFA circle of the era, Taiwan's wealth management expertise and practical experience in human resources. The main objective of the Bank seek power. This part of the commissioner on the future of Taiwan's financial planning and career development. 2. Financial holding company or the bank's private wealth management side representative is a major opportunity.bank or financial holding company for the wealth management side, the design should consider the KPI and bank profit center planning. Clarify the objectives and performance factors driving re-factor. 3 Faced with such public information so open and fast, many investors may continue to disrupt the signal wealth managers investment decisions, so individuals and companies how to operate the asset allocation, wealth management to provide objective Planning, this is the focus of future wealth management and financial holding companies, financial planning experts should be aware of the efforts. Follow-up study suggests the following 1 The traditional financial products and simple, systematic, wealth management has been unable to meet the increasingly diversified and international Internationalization of the wealth management market, how to more accurately identify the creation of wealth management clients - financial holding company or bank- Financial Commissioner and other common collection point and win the main factors, should this study follow-up recommendations. 2. Financial holding companies, the mainland's financial services future, how will Taiwan's current commissioner of the existing financial management practices by Experience and tacit knowledge for integrated knowledge management, and design combined with career planning, financial commissioner, then a total of The land bank to enter the mainland China and the integration of financial resources for financial arbitrage and planning. 3. Proposed noise signal for investment in confusion, how Wealth Management exclusive customer base for the message does not symmetry of the investment decisions of game theory into research. 4 .We recommended for the wealth management, financial holding companies, drivers of business performance and profit center design, long-term short-term. Re-assess the factors to be measured, has been in response to the current demand for wealth management clients plan features and long-established company sustainable long road to wealth management.

This study is mainly working on the influence of the staying employees¡¦ citizenship behaviors and working attitude under corporate merger, under the background of integration upstream parts and components by optoelectronic company. The subjects to study are organizational commitment, job insecurity and job satisfaction.. This study aimed to understand employees¡¦ mentality and coworker relations by interviewing 3 management members and 7 employees by adapting qualitative analysis Those who accept to stay in the merged company usually feel unsafety in their mind and show bad interaction with employees of the merger. The job insecurity will affect employees¡¦ organizational commitment, job involvement, and job satisfaction. The most important is that the support from the direct supervisor will strongly influence the job satisfaction and performance of subordinators. The better interaction, the stronger support from the direct supervisor which subordinators will feel.

The purpose of this study in the empirical analysis by individual personality of the volunteer soldiers, and "Air Force Volunteer Soldiers" as a case study, research and analysis intention to affect the expiry of the statutory length of civilian service to stay in the camp of the period by thisempirical results, and then provide the relevant departments of the national army to refer.This research adopts the investigation method of the questionnaire to collect the data. Mainly regard "Air Force Volunteer Soldiers" as the research object. Because of the fewer number of volunteer officers and soldiers trained by the Air Force Aviation Technology School, and is subject to investigation to the time when the actual questionnaires, so the recovery of the questionnaire is 200.According to the results and findings, of study, sum up the conclusion as follows 1. Air Force Volunteer Soldiers with a high degree of personality for emotional stability. 2. Air Force Volunteer Soldiers in a high degree of organizational commitment. 3. Significant difference in the personality of different background Air Force Volunteer Soldiers. 4. Significant difference in the personality of different background Air Force Volunteer Soldiers. 5. Different background of the Air Force Volunteer Soldiers in degree of organizational commitment are significantly different. 6. Air Force Volunteer Soldiers between personality traits and organizational commitment were significantly related. 7. Air Force Volunteer Soldiers personality predict the organizational commitment.

In rural destinations, community festivals and events displaying agricultural and livestock exhibits with a combination of entertainment activities are one of the heritage attractions that draw large numbers of visitors. They have not only provided an economic stimulus along with social and cultural benefits to these small communities, but also played a role in increasing the tourism appeal to nonlocal visitors. Considering the significance of a rural community festival to its hosting local residents and out-of-town visitors, attracting and keeping a flow of visitors has been of great importance for both the festival organizers and destination marketing organizations. In this respect, identification with and retention of loyal visitors who are psychologically committed to the festival are a practical means for ensuring a consistent number of visitors to that festival and its hosting community. The present study examined how festival visitors' develop loyalty to festivals and hosting communities through the affective and psychological processes within the Mehrabian-Russell (M-R) model. Specifically, this study explored how emotions engendered through tourism product consumption influence visitors' psychological attachment, evaluations of their festival and place experiences, and loyalty in a festival context. The study further examined if festival visitors' positive experiences could have an influence on their preference of festival communities. Through an onsite and follow-up mixed-mode survey, data were collected during Spring/Summer 2008 from visitors to three community festivals in Texas. Data analysis was performed using structural question modeling (SEM). The study findings provided empirical evidence in support of the M-R model within the festival contexts. The study results revealed that festival atmospherics had a positive indirect effect on festival loyalty via positive emotions, festival commitment, and festival satisfaction, which in turn positively influenced place loyalty. Additionally, the findings in this study provided empirical support for the applicability of product consumption emotions to visitors' emotions generated from tourism product consumption situation specific to the festival contexts. The findings of the study have theoretical and practical implications. For theory, these findings offer support for the M-R model within festival context. The model's focus on emotional response to environmental stimuli is an important addition to established cognitive-based models of loyalty development processes. For practice, the study offers some guidance for festival organizers and destination marketing managers for developing effective marketing strategies that focus on the festival atmospherics that ultimately retain and attract new festival goers.

The literature on escalation situations and audience costs suggests that democratic executives tend to increase commitment to a foreign policy in response to negative feedback. However, real-world cases from international politics suggest otherwise. Specifically, executives do not appear to respond uniformly to failing situations. While scholars have begun to unravel the audience cost mechanism, up until know, we know little about reasons for the variation in how executives use policy feedback to update commitment to a foreign policy. In this dissertation, I adopt an integrative approach and present a model of sequential decision-making that explains the conditions under which leaders escalate and de-escalate commitment in response to feedback. I attempt to break down the audience cost mechanism to explain why democratic executives do not respond uniformly to negative feedback. While the literature on the escalation of commitment suggests decision-makers tend to increase investment in the face of negative feedback, my theory suggests that under certain conditions, executives may find it politically advantageous to back down from a failing policy. My theory emphasizes the relationship between citizens, executives, and foreign policy effectiveness. Next, I suggest that the foreign policy tool of military intervention provides a suitable test case for a theory of sequential decision-making. I first test hypotheses derived from the theory regarding the preference formation process of democratic citizens during the course of such an episode. Understanding the response of citizens to feedback is an important first step to understanding the updating decisions of democratic executives. While previous work has relied on aggregate survey data, experimentation provides me with the ability to analyze how an individual citizen?s preference over commitment is impacted by policy feedback. The results of the experimental analyses suggest that citizens act as investors: they favor increasing commitment to military interventions when viewing negative feedback, up to a point. I then test the main hypotheses derived from the theory regarding executive decision-making on a dataset of major power military interventions from 1960-2000. Overall, the results support the hypotheses: public approval conditions the manner in which executives use feedback to update intervention commitments. In the conclusion, I summarize the study by highlighting key results, present the broad implications for the study of democratic foreign policy making, and discuss avenues for future research.