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.

Giving a special treatment for employees in order to develop competences and engagement are still significant problem in human resources management in the organizations. To counter those problems, researchers and practices have been implementing some approaches, for example, well-established programs on selection, training, reward system, career development and performance appraisal, even more, to exert the employee assistance programs. This paper describes the relationship among the high commitment human resource management system, employee assistance programs, affective commitment, and employee engagement. I share 232 questionnaires as primary data in which respondents are on jobs¡¦ staff. Moreover, I use quantitative method in SEM, One-way ANOVA, etc., to analyze all the information. The main finding is that high commitment human resource management systems and employee assistant programs have a positive effect on job engagement through the mediate of affective commitment. The finding is highly supported the hypothesis I made, and also testify some researcher¡¦s suggests. Further from this research, I also offer some suggestions of management and practical to the issue.

知識不同於一般的商品，其具有無形、內隱與價值不易判斷等特質，組織很難以權威、命令、或單以金錢的方式來要求員工主動分享其專屬的知識，以提高組織內知識運用與創造的循環。人力資源制度涵蓋整體企業，各項措施與內部員工息息相關，而員工個人主觀的支持知覺和對上司的信任態度，對其知識分享(Knowledge sharing)的行為存在可能的影響。本研究以社會交換理論為基礎，透過階層線性模式(Hierarchical Linear Modeling)的統計方法，以Snell & Dean(1992)提出的五種高承諾人力資源措施構面為組織層次變項，同時參考Eisenberger(1986）與Robinson(1994)所提出的知覺組織支持(POS)與信任(Trust)為個體層次的預測變項和中介變項，驗證跨層次與單一層次的變項對組織員工知識分享行為的影響。 本研究將問卷分為主管問卷與基層問卷，透過書面郵寄與電子郵件的方式進行發放，對象為台灣國內27家金融機構的管理人員與一般員工，參與本研究的公司涵蓋銀行、證券、保險、投信、郵局與期貨公司。我們經由實證分析，得到了以下的研究發現： 一、 員工的知覺組織支持的認知程度愈高，其採取知識分享的意願與行為也會愈高。 二、 員工的知覺組織支持的認知程度愈高，其對直屬上司的信任也會跟著增加。 三、 員工對直屬上司的信任程度增加，其採取知識分享的意願與行為也會愈高。 四、 對直屬上司的信任在員工的知覺組織支持與知識分享之間存在中介效果。 五、 高承諾人力資源措施對知覺組織支持之間的跨層次影響有顯著，個別措施中嚴格甄選、績效評估、外部競爭與內部公平薪酬制度對員工的知覺組織支持之間存在正向關係。 六、 高承諾人力資源措施對信任之間的跨層次影響不顯著，個別措施的關係皆不顯著。 七、 高承諾人力資源措施對知識分享之間的跨層次影響不顯著，個別措施中僅嚴格甄選對員工的知識分享之間存在正向關係。 依據本研究結論，提供具體建議予相關單位及後續研究者參考。 / Knowledge has the characteristics of being intangible, tacit and difficult to evaluate. So an organization can’t force its employees to actively share their own knowledge to others by using the ways of authority, command or high payment only. High Commitment Human Resource Management (HCHRM) system includes many practices which closely influence the whole company and individuals in the organization context. And in individual level, the knowledge-sharing behavior of employees may be changed by the factors of perception organization support (POS) for company and the Trust for supervisors. In this study, we use Hierarchical Linear Modeling (HLM) to investigate the relationship among HCHRM practices, POS, Trust and Knowledge Sharing (KS) in both single level and cross level. The research hypotheses all base on the theory of Social Exchange. We collected 956 valid questionnaires from the employers and employees in 27 financial companies in Taiwan. According to the results of our analysis, we found that POS and Trust in individual level were significantly and positively associated with the employees’ behavior of knowledge sharing. And Trust also had intervening effect between POS and KS. In cross-level analysis, HCHRM practices can only affect the variable of POS. Finally, we conclude with a brief discussion of the interpretations and implications of the results in the context of single-level and cross-level. We also provide some practical and reasonable suggestions for company supervisors and further research.