Taiwan was once world-known for its ¡¥Economic Miracle¡¦ while it was politically stabilized, socially peaceful and securely maintained. After the government lifted martial law in 1987, Taiwan initiated ¡¥Political Democratization¡¦ and direct presidential election. No matter how prosperous our economy is or how free our democracy is, a secured environment that is free from fear or intimidation takes priority over everything. As the guardians of the people, the police act as a bridge between the government and the people, and bear the responsibility of publicizing government decree. The National Police Agency, which is the subordinate to the Ministry of the Interior, is the supreme organization in charge of all police functions in Taiwan. The population of police force at present is around 70,000 and 60% of them are rank and file officers. This study has taken the rank-and-file police officers of Kaohsiung County Police Bureau as a case to analyze the relations among ¡¥Job Involvement¡¦, ¡¥Job Stress¡¦, ¡¥Job Satisfaction¡¦, and ¡¥Turnover Propensity¡¦. A questionnaire has been made with 41 questions in it to make a research according to the items of frequency analysis, intersection analysis, and correlation analysis. There are ten discoveries in the conclusion considered correspond with the correlation research made by overseas or domestic scholars, besides, they are similar to the police ecosystem of Taiwan on the whole. But there are still some variables, such as organization climate, organization acceptance, growing requirement and personality characteristic that affect a person¡¦s resignation. Although research has been made on different profession and group by domestic and overseas scholars, it can also be made on the police to approach whether there is ¡§sameness in difference¡¨ or ¡§difference in sameness¡¨.

I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction? The research exploits questionnaire to reach the target objects and adapts cronbach¡¦s £\ , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research. 1.The LMX is higher , the job satisfaction of member is higher. 2.The job characterstics of member is better , the work motivation is higher. 3.The work motivation is higher , the job satisfaction is higher. 4.The job satisfaction is higher , the turnover intention is lower. Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don¡¦t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.

Research of the relation among the job involvement, job satisfaction, reward and job performance for consuming finance staff - Banks in Kaohsiung area to be the examples Abstract Finance service industry is a key pivot in modern economic system. The high service quality in finance is apparently consequent upon the strong competition in financing market day by day. During these recent years, banks struggle to occupy more marketing share in consuming loan. Based on the principles of pursuing high profit and dispersing risks, how to reinforce the quality of manpower, improve job performance and service quality are the most important targets for finance service industry. Therefore, using individual variable, job involvement, job satisfaction as independent variables, reward as interfered variable, and job performance as dependent variable to probe into the relation among the job involvement, job satisfaction, reward and job performance. Furthermore, using reward as interfered variable to investigate the effect of interference to job involvement, job satisfaction on job performance. This reseach was using the method of questionnaire survey together with various kind of statistic analysis and got the important discoveries are stated separately as follows: 1. The different individual variables to job involvement, job satisfaction, reward and job performance comes out a partly remarkable discrepancy. 2. Job involvement, job satisfaction, reward and job performance reveals outstanding positive relation. 3. The effect of interference among inspiration and safety, the equity of reward and internal satisfaction, external satisfaction, general satisfaction to customer satisfaction, job efficiency of job performance concludes as follows¡G (1) The interaction of internal satisfaction, inspiration and safety revelas interference effect to the customers statisfaction. (2) The interaction of external satisfaction, inspiration and safety revelas interference effect to the customers statisfaction. (3) The interaction of internal satisfaction and equity revelas interference effect to the customers statisfaction. (4) The interaction of general satisfaction and equity revelas interference effect to the customers statisfaction. (5) The interaction of internal satisfaction and equity revelas interference effect to the job efficiency . (6) The interaction of external satisfaction and equity revelas interference effect to the job efficiency . According to the results of research, finance organization enable to promote job performance and competition by offering high reward for their staff, increasing job satisfaction of employee, and establishing perfect reward system. Key words : consuming finance, job involvement, job satisfaction, reward, job performance.

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There is growing concern over the large number of Indian teachers in South Africa resigning from the profession to seek alternate employment or to emigrate. Despite this concern, very little empirical research has been undertaken to investigate the probable sources of stress and dissatisfaction among Indian teachers in this country. The present study was planned to investigate the incidence and association between emotional distress, work-related stress and job satisfaction among South African Indian teachers. The research design involved the analysis of data on Psychological Stress, Event Stress and Satisfaction with Teaching, which was obtained from a sample of 75 Indian teachers drawn from schools in the Durban area. Informed consent was obtained from the subjects prior to participation in the research. The 30-item General Health Questionnaire (GHQ), a Teacher Stress Questionnaire consisting of a 25-item Event Stress Inventory and a 25-item Satisfaction With Teaching Questionnaire, were administered. The following were the major findings: 1. The degree of emotional distress experienced by Indian teachers was significantly high. 2. Although the overall levels of work-related stress were high they were not significantly related to the number of years of teaching experience or to the mental health of the teachers. 3. There was a positive association between psychological distress and job dissatisfaction. The older teachers experienced greater psychological stress and job dissatisfaction. 4. Secondary school teachers were found to be experiencing more severe degrees of psychological distress, much higher levels of work-related stress and lower levels of job satisfaction than primary school teachers. The findings highlight the need for further research and have implications for therapeutic intervention. / Thesis (M.Med.)- University of Natal, Durban, 1990.

This study examined job satisfaction among social workers in a correctional environment. A model was derived that defines job satisfaction as an attitude based on environmental and personal factors. The purpose of this research project was to examine what factors based on the model, lead to job satisfaction within the Ministry of Public Safety and Security using the Job Satisfaction Survey (Spector, 1997). Questionnaires and surveys were sent to all social work and psychology staff employed in a correctional institution across Ontario. Results support the model that both environmental and personal factors influence the perception and assessment of job satisfaction. Overall the majority of social workers working within the Ministry reported being satisfied (M = 115.0, SD = 27.3); however, psychology staff reported greater job satisfaction (M = 137.9, SD = 21.3). For social workers, supervision, co-workers and the work itself were the factors that related to job satisfaction. Working conditions, communication, contingent rewards and opportunities for promotions were related to dissatisfaction. The proposed model offers suggestions to human service organizations that wish to improve recruiting and retention of social workers.

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Compensation is a discretionary concept whose determinants may not necessarily be the same in all organisations. This study reports on the extent to which a limited number of determinants of compensation, as identified in this study, namely job performance, external equity, job families, organisational tenure and employee skill, predict employee compensation in an organisation. A convenience sample was drawn from the target population in the Gauteng area. Three small and medium-sized organisations were included in the sample, which consisted of a state-owned organisation in the aviation sector, a parastatal company in the finance development sector, and a private company in the banking sector. A categorical multiple regression analysis was conducted. The findings of this study reflect a greater consistency in four of the six variables as strong predictors of employee compensation, namely employee skill, employee performance, job family and job grade. These factors are strongly related to employee compensation and are regarded as strong predictors of it. The other predictors, namely external equity and tenure, can be considered to be of marginal significance as predictors of employee compensation. However, the results also indicate that these predictors may be more significant in state-owned and parastatal companies, in comparison to private companies. In addition, the determinants of employee compensation may also depend on the type and size of the organisation.

No description available.

No description available.