First of all, the study is aimed at individual career plans being affected by various factors. Among which, we would like to research the relations and interactions between environment factors, such as organization conditions, and individual career development. Owing to keen market competition, a large number of businesses have to dispatch some employees abroad to achieve global stronghold strategy and economic arrangement. Also in Taiwan within ten years, there are more and more business employees being sent to Mainland China on a mission. They are in the main charge of operating the overseas subsidiary; therefore, they need to get used to the local customs and lifestyle as soon as possible. In the meantime, the support of the organization plays quite an important role. According to employee relations, organization and individual factors combining different cultural backgrounds, cross-cultural adaptation and self-anticipation, we design a questionnaire classified by ages and positions and even exercise actual case studies to come to the conclusion of the study. We find that the more the employees recognize their company¡¦s development and arrangement, the more successful and smoother interaction between them and their organization would exist. As well, the high-level employees could better realize what parts they must play and do their utmost to accomplish any challenge even though they might be not well-prepared in advance. To sum up, those international staff not only take such opportunity as a kind of ability training and international outlook extension, but also believe that the favorable conditions offered by the parent company will greatly lower their insecurity on the career development and promote the positive employee relations.

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With the steady declining birth rate in Taiwan, and with the increasing proportion of college students in the population, the main sources of staff of convenience stores are reduced by a wide margin. In addition, constant increase in the number of convenience stores in Taiwan. All these factors cause high flowing rate of staff in the convenience stores and manpower shortage in the convenience stores. Even though every convenience store has been put into sizable resources and diligent workers are recruited, the results are not obvious in a short term. So has the traditional hiring type been already unable to accord with the human resource demand in convenience store? Does employee dispatching become operator's new manpower source and option of convenience stores? The employee dispatching has been prevailing in other countries for many years, and the advantages and drawbacks of employee dispatching have been widely studied, both domestically and internationally, via enterprises that use employee dispatching. But could these advantages and drawbacks also appear in every industry when the employee dispatching is used? Could convenience stores use employee dispatching to solve the problems in human resource? This study gets the present human recruit predicament, and understand every leaguer¡¦s cognition of topic to employee dispatching. We use in-depth interview, interviewing the shop managers with outstanding performance, to study that if dispatching industry are suitable for the industry of convenience stores, to provide the reference basis for the dispatching industry proprietors when they consider entering the industry of convenience stores, and also to offer useful relevant information to future studies. Originally discover: 1. It is ubiquitous that the manpower recruited problem of convenience stores, even if the national remarkable shop managers are long and no exception. 2. It belongs to more general impressions to the cognition that employee dispatching to the leaguers of convenience stores, but for dispatched worker's doubt to be higher than (the employee dispatching) its advantage (that) far. 3. Leaguers will have the cognitive much genera of advantage to expect to employee dispatching, but can not cut the true basis. 4. Leaguers have cognitive of employee dispatching shortcoming is it reverse side influence that dispatched worker might bring and to injury that retail operation. 5. Leaguers are that full of more doubt to employee dispatching, but they still have full expect to that it might solve to manpower problem in the retail operation. 6. Employee dispatching is present unsuitably in the convenience store industry.

Work performance researches in the past ten years have been numerously conducted in Taiwan. Most of researchers use International benchmarking performance measurement with or without modifications. . Only few develop their own measurement based on the needs of Taiwan business organizations. My project focuses on the rebuild of performance evaluation program in the light of the employees in Taiwan enterprises considering the national conditions, culture, credibility and efficiency. This paper has studied the theories of Campbell(1990) and Borman & Motowidlo(1993) and developed a job performance evaluation form suitable for employees in Taiwan. A total number of 3000 copies of survey questionnaires were sent out. Out of this, 2779 were returned, representing a remarkable return rate of 92.63%. My performance evaluation matrix presents as below: 1. Task performance: Task performance involves official responsibility or the proficient of "technical core" of the activities in formal jobs and duties. Including 9 items. 2. Contextual performance: Contextual performance involves activities maintaining the environment that needs to exist to allow the technical core to operate. Contextual performance are activities such as: " Helping and cooperating with others. Following organizational rules and procedures even when personally inconvenient. Endorsing, supporting and defending organizational objectives." Including 9 items. 3. Job Positive: Job Positive involves measurement of positive personality, attitude and psychological environment of jobs and duties. Job Positive are activities such as: "Volunteering to carry out task activities that are not formally part of the job. Looking for a challenging assignment. Tackling a difficult work assignment enthusiastically and Voluntarily doing more than the job requires to help others or contribute to unit effectiveness." Including 4 items. Key words: Job Performance, Taiwan, Employee.

Leadership is an art. People believed that good leadership can help improve employee satisfactions in work. The purpose of the study is to discuss the relation of Executive Leadership style in the Household Registration Office in Kaohsiung County and their employee satisfaction and to make suggestions for improving the leadership skills and employee satisfactions according to the results of the study. The study applies questionnaire survey method and targets at the employees of the Household Registration office in Kaohsiung County. The content of the questionnaires for the research includes the measurement sheet of Executive Leadership style, the measurement sheet of employee satisfactions and the basic information of the interviewees. The total number of the surveys issued was 316 and 307 was answered and returned. The data was analyzed using descriptive statistics, T Test, ANOVA (Analysis of Variance) and Pearson¡¦s Correlation. The results of analysis are listed as below. 1. The ¡§Affectionate¡¨ Leadership Style is akin to the ¡§Regulatory¡¨ Leadership Style. 2. The employees have the highest satisfaction in colleague relationship and the lowest satisfaction in promotion and benefits. 3. The Executive Leadership Style and the Employee Job Level and Title have significant difference but other attributes have no significant difference. 4. The significant difference exists between the Employee satisfactions and the Employee Level, Title and Service Period, but was not shown among other attributes. 5. The two Executive Leadership Styles- ¡§Affectionate¡¨ and ¡§Regulatory¡¨ and each attribute of the Employee Satisfaction are significantly correlated. Finally, the author references to related literatures and proposes the solutions to improve the organization of the Household Registration Office, the leadership style and the employee satisfactions in order to increase the administrative efficiency in public sectors and competitive advantages of the nation.

Many studies offer insights into the relation between job satisfaction and morale, and both are important impacts the performances to the company. This study tries to use some variables to predict the job satisfaction has influence to employee and the factors really influence the relation between the job satisfaction and morale. The results found that the relation between employee job satisfaction and morale are important to the employee. Especially the morale itself is more predictor to the employee¡¦s performance better than the job satisfaction itself. And this find out is different to the West. It can be seen as the culture difference from the Eastern to the Western. And it remind the managers to value more about the morale.

Thesis (M.S.)--Northern Michigan University, 2009. / Bibliography: leaves 51-55.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2001. / Includes bibliographical references.

Thesis (M.L.H.R.)--Ohio State University, 2009. / Title from first page of PDF file. Includes vita. Includes bibliographical references (p. 27-29).

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2004. / Includes bibliographical references.