When Chunghwa Telecom became privatized in August 2005, the performance evaluation system, which was in place for over 40 years, was overhauled. The new system, for the first time, was gravitated toward staff marketing. The staff¡¦s personal marketing performance was the basis for annual performance evaluation. The implementation of this system would dramatically change the staff workplace behavior, and directly influences the staff job pressure and job satisfaction. These issues are worthy of in-depth study. The study was undertaken by means of a questionnaire survey. Stratified random sampling technique was applied to draw a sample of the technical staff (the subject of the study) in the South Region Branch of Chunghwa Telecom. The influence on job pressure and job satisfaction resulting from changes in the performance evaluation system was evaluated. Data collected were analyzed by SPSS 10.0 for Windows. Reliability analysis, paired-t test, analysis of variance and regression analysis were performed. Major findings are outlined below: 1. The overall job pressure before implementing the new performance system was low. 2. Change in the performance system showed significant influence on job pressure; job pressure was increased. 3. Increase in ¡§work load¡¨ was the main contributor of overall increase in job pressure. The general perception that ¡§the personal marketing target set by the company was too high¡¨, was the main source of pressure. 4. Change in the performance system showed significant influence on job satisfaction; overall job satisfaction decreased. 5. Change in the performance system showed no influence on internal satisfaction. Staff is mostly dissatisfied with lack of job stability and security. 6. Job pressure showed significant influence on job satisfaction in the new system. 7. ¡§Job condition¡¨ was the most significant factor influencing job satisfaction. 8. The job pressure of medium to high level supervisory staff was smaller than non-supervisory staff, job satisfaction was higher than non-supervisory staff. This report is the first study ever conducted on the job pressure and job satisfaction of technical employee of Chunghwa Telecom after its privatization. The results of this study are useful as a reference to managers in drafting and reviewing policies. It is suggested that the staff work load should be redesigned to eliminate factors that cause job pressure. Work conditions should be improved and group agreements signed to promote job security, increase job satisfaction, enhance job efficiency, and, motivate staff performance. Keywords: Performance System, Technical Employees, Staff Marketing, Job Pressure, Job Satisfaction

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Employee participation in decision making¡]PDM¡^is ¡§ a conscious and intended effort by individuals at a higher level in an organization to provide visible extra-role or role-expanding opportunities for individuals or groups at a lower level in the organization to have greater voice in one or more areas of organizational performance¡¨. Thus¡Ait is important especially for vertical hierarchical organizations. Many employee participation programs are applied such as quality circle¡B suggestion system¡Bemployee ownership program¡Bemployee who is a representative on the board of directors . Many researchers supported some contributions through PDM programs on organization performances such as cost reduction and quality improvement. PDM also provides job satisfaction and job performance on individual in some reports . But some researchers studied from meta- analysis concluded that¡¨ PDM can have statistically significant effects¡Abut the average size of this effects is too small to be valuable¡¨. Some researches viewed PDM as a medium only for information change and knowledge expansion. PDM is necessary and sufficient although it could not affect satisfaction or performance directly. The data is collected from China Steel Company that has 8750 employees. This company is transformed from government ownership therefore there are many PDM activities. We used questionnaires to ask employee and study the relations between PDM and job performance¡Bjob satisfaction. This study we found there is small effects on individual performance and satisfaction. We also found information participation¡]change¡Binteraction¡^can affect PDM activities each other and can explain internal satisfaction of individual. From this study we could find internal satisfaction affects contextual performance that is the base of good task performance We conclude it is most important to perform PDM activities and encourage employee to join. This is one of key factors for competition in the industry.

In order to survive in the competitive environment and keep substantial development for business, more and more organizations pay attentions to the concept that human beings are the important capital in the organizations. In this case, trying to understand and improve employees¡¦ satisfaction and need, and keeping a good relationship with employees to improve employees¡¦ productivity are the very important issues today for many organizations. Salespersons, who act as the organization impression, and responsible for sales performance and business target, do play a very important role in an organization. Accordingly, how to motivate salesperson to achieve organizational business target is undoubtedly important today. Besides improving salespersons¡¦ professional competence, the leadership style of line managers is thought to significantly influence the salespersons¡¦ performance. The leadership style of line managers, is the independent variable, job performance as dependent variable, and job satisfaction and organizational commitment are moderators in this study. Accordingly, we are going to discuss the relationship between leadership style of line managers and salespersons¡¦ performance. Moreover, the mediating effect of job satisfaction and organizational commitment between leadership style of line managers and employees¡¦ performance will be analysed in this study. The result is stated as below: 1. The relationship between leadership style and salespersons¡¦ job performance: First, the result indicates that the transformational leadership of line managers is positively related to the salespersons¡¦ job performance, which implies the higher level of transformational leadership the line managers have, the higher level of job performance the salesperson can reach. Second, the result indicates that the contingent reward leadership of line managers is positively related to salespersons¡¦ job performance, which implies that the higher level of contingent reward leadership the line managers have, the higher level of job performance the salesperson can reach. 2. The mediating effect of salespersons¡¦ job satisfaction between the leadership style of line managers and salespersons¡¦ job performance. First, the salespersons¡¦ job satisfaction mediates the relationship between line managers¡¦ transformational leadership and salespersons¡¦ job performance. Second, the salespersons¡¦ job satisfaction mediates the relationship between line managers¡¦ contingent reward leadership and salespersons¡¦ job performance. 3. The mediating effect of organizational commitment between the leadership style of line managers and salespersons¡¦ job performance. First, the salespersons¡¦ organizational commitment mediates the relationship between line managers¡¦ transformational leadership and salespersons¡¦ job performance. Second, the salespersons¡¦ organizational commitment mediates the relationship between line managers¡¦ contingent reward leadership and salespersons¡¦ job performance.

The market of performing art is expanding rapidly; the need for volunteer workers is increasing as well. In this research, we want to explore the relationship among volunteer workers¡¦ motivations, job characteristics, job satisfaction and their intentions to leave. Two hundred and twenty questionnaires were sent to the voluntary members of twenty-four performing art organizations. The total valid questionnaires received are 142, with responding rate equal to 70%. The most important findings are as follows. (1) We found that external egolism is the strongest motivation for volunteer workers; altruism is the weakest one. (2) Although the jobs performed by the volunteers are somewhat important, the skill variety is limited. (3) With respect to the overall job satisfaction, volunteer workers are generally satisfied with their jobs; specifically, respondents are particularly satisfied with their social relationship. (4) With respect to intention to leave, most volunteer workers are willing to stay in their organizations, though the intention to leave varies with demographic attributes. (5) In additions, respondents scored high in altruism, overall job satisfaction, and growth satisfactions are less likely to depart, while perceived social obligations is negative related to intention to leave. (6) Self-interest motives are positive related to job satisfaction. (7) Job characteristic has a positive effect on job satisfaction.

As the economics prospers and large scale of enterprise, the concerned government authorities, enterprise and the public investors need quality accounting information to make decisions. CPA firms play a vital role in the providing of most accounting information. And the auditor of CPA firms is a key factor to affect the quality of auditing. Some studies have found that high job satisfaction will strengthen organizational commitment and lower the intention to quit. And the auditors will have better job performance. Therefore, it is important for the CPA firms to promote the auditors¡¦ job satisfaction. In this study, leadership style is used as independent variable, perception of job characteristics as an intermediary variable, and job satisfaction as a dependent variable. Besides, this study uses one way anova, regression analysis and lisrel to testify the hypothesizes based on data collected from 122 auditors from five big CPA firms. The result are as follows¡G 1.Overall, some supportive results of this study illustrate the significant difference in perception of job characteristics and job satisfaction among diverse personal characteristics. 2.Leadership styles have made significant difference in perception of job characteristic and job satisfaction. Of the four leadership styles, auditors under high-consideration and high-initiating perceive greater extent of perception of job characteristics and job satisfaction than those who under ant other leadership styles. 3.The perception of job characteristics has direct positive impact on auditors¡¦ job satisfaction. Especially the intrinsic satisfaction is influenced deeply by the perception of job autonomy and variety. 4.Leadership styles through the intermediary perception of job characteristics have indirect positive impacts on auditors¡¦ job satisfaction. According to the result above, this study suggests that the supervisor of accounting firms should put equal emphasis on consideration and initiating behaviors to enhance the auditors¡¦ perception of job characteristics. Therefore, the auditors will have more job satisfaction and better job performance.

Abstract Finance is the mother of a country. Public finance has a great influence on the whole country. Governmental finances are mainly from taxes. The Department of Finance, Taiwan Middle Area, the Bureau of National Tax was founded in September, 1992. Its controls area covers 6 counties and cities- Miao-li, Taichung county, Nan-tou, Chang-hua, Yun-lin, and Taichung city. Besides headquarters, there are 6 counties/cities branches and 13 tax bureaus. A total of 1,159 officials work here as tax collector. Because of too much work, officials are under great pressure. Their pressure includes: conflicts between taxing/ serving (role-playing) and conflicts of an official¡¦s job expectation/ family expectation/ personal career plan. Because of the above reasons, the rate of quitting job becomes higher each year. Therefore, this research was made on officials of the Department of Finance, Taiwan Middle Area, the Bureau of National Tax. Besides researching, we also compare the influence and the relationship with conflicts of role-playing/ job pressure/ quitting job. And from those data, we want to know that whether the conflict of role-playing is influenced by job pressure and quitting job or not. Concern with this survey, we sent 200 questionnaires and received 162 ones back. After analyzing by the statistical correlation, variance, regression, and level regression, we got the following results: 1. Conflicts of role-playing, job pressure and the trend of quitting job seem to correlate. Job pressure and the trend of quitting job have a close correlation. 2. About the conflict of role-playing (5 aspects): concern with the conflicts of job expectation/ family expectation and the conflict of personal expectation, women are higher than men. 3. About job pressure (3 aspects): Age and tiredness have no remarkable difference. About low self-esteem, tiredness, and depression, women are higher than men. 4. The trend of quitting job: women are higher than men. The position of non-supervisors is higher than the position of supervisors. 5. The conflicts of job expectation/ personal expectation and the conflicts of personal expectation vs. low self-esteem have positive influence. The conflicts of job expectation/ family expectation and the conflicts of personal expectation vs. tiredness have positive influence. The conflicts of job expectation/ family expectation, the conflicts of job expectation/ personal expectation, and the conflict of personal expectation vs. depression have positive influence. By contrast, the conflicts of family expectation/ personal expectation vs. depression have negative influence. 6. The conflicts of job expectation/ family expectation, the conflicts of job expectation/ personal expectation, and the conflict of personal expectation vs. the trend of quitting job have positive influence. 7. Tiredness, and depression of job pressure vs. the trend of quitting job have positive influence. 8. Because of tiredness, the conflicts of job expectation/ family expectation, the conflicts of job expectation/ personal expectation, and the conflict of personal expectation vs. the trend of quitting job have influence.

The purpose of this investigation is to develop localized and suitable inventory for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises and using the model proposed by Ferris et al.,¡]1989¡^study the relationships among the OP, job satisfaction, job stress & organizational commitment¡]employee¡¦s job attitudes¡^. The sample consisted of 227 employee selected from some traditional industry in Taiwan. The data were analyzed by applying statistical methods, including factor analysis, reliability, one-way ANOVA, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: The present study examined the dimensionality, reliability and validity of the Perceptions of Organizational Politics Scale¡]POPS¡^¡]Kacmar,1997¡^.Perceptions of organizational politics were found have a negative relationship with job satisfaction , job stress & organizational commitment. Understand, tenure , control and locus of control as a moderator of the relationships between perceptions of organizational politics & employee¡¦s job attitudes was examined. Results indicated that understand, tenure moderated the relationship between politics and job satisfaction; Locus of control moderated the relationship between politics and organizational commitment.

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