Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront.A high separation is a lost of company. Document research showed that employees who have higher performance evaluation have a lower turnover intension to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in evaluation (three branches: result evaluation, award evaluation, and improvement valuation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ turnover intension. Most of the specialists of organization behavior put personal values and personal character as one of the variables that affect turnover intension. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and lower the employees¡¦ turnover intension.The interaction between promotional, salary justice, and adjusting factors were most explicit, and had the lower effect on employees¡¦ turnover intension.

Presently, the competitions between enterprises and cooperation are very intense. Being able to ensure and exploit human resources is one of the main promises to success. However, the question of how to ensure human resources is also one of the hardest problems faced by cooperation. Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront. A high separation is a lost of the company. Document research showed that employees who have higher organizational commitment have a lower tendency to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in Guang-Dong Province. Using promotional justice, salary justice, and performance evaluation (three branches: result evaluation, award evaluation, and improvement evaluation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ organizational commitment. Most of the specialists of organizational behavior put personal values and personal character as one of the variables that affect organizational commitment. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and raised the employees¡¦ organizational commitment. The interactions between promotional justice, salary justice, and adjusting factors were most explicit, and had the greatest effect on employees¡¦ organizational commitment.

The inflation that Taiwan encountered in the 80ies made it difficult for many Taiwan companies to gain profit from their production or make a break-trough in production technology. In addition, due to the increase of labor cost and environmental cost, as well as new policies and issues regarding global trading and custom, many of them have reduced or cut their production lines when the production conditions have become worse and worse. In search of better utilization of existing production resource, facilities and lower labor cost, some of the Taiwan companies have moved their factories to Vietnam. And that brings up two issues that managers have to deal with, which is whether or not the local workforce can work efficiently and whether the turnover rate is too high. A high separation is a lost of company. Document research showed that employees who have higher performance evaluation have a lower turnover intension to resign. This research discussed the variables that affected organizational commitment. It surveyed Vietnamese and Taiwanese employees in Taiwanese-owned companies in Vietnam¡]Ho Chi Minh City¡^. Using promotional justice, salary justice, and management justice (three branches: result evaluation, award evaluation, and improvement valuation) as independent variables to regression analysis Taiwanese business¡¦s management justice and its effects on Chinese employees turnover intension. Most of the specialists of organization behavior put personal values and personal character as one of the variables that affect turnover intension. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and lower the employees¡¦ turnover intension.

p. 1-86 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-04-24T19:47:01Z No. of bitstreams: 1 77777777.pdf: 486271 bytes, checksum: 893ffb12f9d627f6970fb8bc55673bdb (MD5) / Approved for entry into archive by Maria Creuza Silva(mariakreuza@yahoo.com.br) on 2013-05-04T17:32:15Z (GMT) No. of bitstreams: 1 77777777.pdf: 486271 bytes, checksum: 893ffb12f9d627f6970fb8bc55673bdb (MD5) / Made available in DSpace on 2013-05-04T17:32:15Z (GMT). No. of bitstreams: 1 77777777.pdf: 486271 bytes, checksum: 893ffb12f9d627f6970fb8bc55673bdb (MD5) Previous issue date: 2009 / Como parte de uma política de institucionalização da avaliação, o Ministério da Saúde desenvolveu a proposta de “Avaliação para a Melhoria da Qualidade da Estratégia Saúde da Família - AMQ”, que se apresenta como uma metodologia de gestão interna dos serviços. A proposta caracteriza-se, como um processo participativo, que inclui os diversos atores envolvidos com a intervenção e com direcionamento para a utilização dos resultados. Este estudo analisa a proposta AMQ, buscando identificar elementos que possam favorecer a utilização dos resultados. Neste sentido, analisou-se a evolução histórica das práticas avaliativas e identificou-se na proposta de avaliadores de quarta geração e na discussão sobre meta-avaliação significativa atenção com a finalidade e utilidade da avaliação, numa perspectiva de aumento do valor de uso no âmbito dos processos de tomada de decisões. A avaliação com foco na utilização foi identificada como uma das principais abordagens que valorizam estes aspectos. Desta forma, realizou-se uma aproximação entre a avaliação com foco na utilização e a proposta AMQ, procurando reconhecer nesta última o nível de valorização existente da abordagem avaliativa com foco na utilização e o uso potencial dos seus elementos orientadores. / Salvador