The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to the incorporation of market prices of and volume of the medical service into management, creating a consequential stiff competition among medical institutes. Moreover, the increasing self-awareness of the public and widespread information through the Internet had put the medical institute staff under greater pressure, work anxiety, and fatigue. To some extent, the problem resulted in the resignations and permanent career changes of medical employees; these turnover tendencies resulted in a serious professional manpower shortage in the medical industry. Hence, the objective of this paper is to understand the impact of the job anxiety of medical institute staff on their satisfaction levels and turnover intention, and verify through the moderating effect of perceived organizational support whether job anxiety may affect the job satisfaction and turnover intention of the staff. This paper conducted a case study on the staff of a regional teaching hospital. Data were gathered through a questionnaire survey. A total of 851 questionnaires were distributed and 566 were recovered; valid questionnaires numbered 564. The empirical analysis revealed the following findings: 1.A significant difference was noted in the basic personal traits of the medical institute staff in the various research variables. 2.Job anxiety of the medical institute staff had a significant negative correlation with the job satisfaction. 3.Job anxiety of the medical institute staff had a significant positive correlation with the turnover intention. 4.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and job satisfaction. 5.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and turnover intention.

本研究之目的在於瞭解我國專門圖書館館員工作焦慮之產生來源及因素、瞭解我國專門圖書館館員工作焦慮之影響層面、目前我國專門圖書館館員如何降低工作焦慮之方式，以及瞭解館員個人背景資料在工作焦慮上之差異，並對於我國不同類型之專門圖書館館員產生工作焦慮之來源及影響層面的差異有具體瞭解，以提供專門圖書館館員作為降低工作焦慮及專門圖書館在規劃館員工作職掌及分配職務性質之基礎，並作為專門圖書館施行館員繼續教育之參考。 本研究採取的研究方法主要為問卷調查法，首先蒐集國內外相關文獻，進行整理及分析，並探討專門圖書館館員工作焦慮之構面，以擬訂調查問卷。在問卷量表的設計上主要是依據國內外有關使用者及諮商工作之焦慮量表為基礎，再進一步發展設計本研究之焦慮量表，量表內容共分為五點，依序為「不會」、「幾乎不會」、「有時會」、「常常會」、「幾乎都會」等，以區分館員在焦慮感受之不同程度。本研究為分析各類型專門圖書館之間館員工作焦慮的差異，因專門圖書館各類型圖書館中，有許多皆屬相同之母機構，使得同一類型的館員工作焦慮較為相似，故採取配額抽樣法(quota sampling)，針對專門圖書館之九大類型進行抽樣調查，而不以普查方式進行調查。為求每一館別抽中之機率相等，故以圖書館館別為母群，依九大類型分別在母群中所佔比例採隨機抽樣方式，採母群的三分之一比例為樣本數，此外並從各類型中隨機挑選一館之館員進行問卷前測，依據前測之意見修正問卷，再全面發放。 經由調查研究顯示，在產生工作焦慮的來源及因素上：以個人、組織、資訊科技、圖書館工作與服務四大構面加以綜合分析，可得知產生工作焦慮的主要來源依序為「語文能力」、「工作時效性」、「組織的人事精簡」、「與蒐藏主題不可的專業學科背景」、「圖書館的對外政策不一」及「與單位主管的關係」並列、「工作職務」、「使用者的各項情緒反應（抱怨或焦慮）」、「個性」、「工作考核的結果」、「與母機構的互動不良」和「單位主管的更動」並列、「新的應用軟體」等。在工作焦慮對館員的影響層面及因素上：影響最高者為「工作倦怠感」，其次為「身體健康」、「工作滿意度」、「工作氣氛」、「同事之間的人際關係」、「家庭生活」與「工作績效之考核」並列、「團隊工作」、「服務讀者之品質」、「工作職務之分配」、「在職訓練之意願」和「工作輪調（職務調動）之實施」並列；而以「工作升遷之機會」影響最低。在有效降低工作焦慮之方法上：對館員最有效的方法為「參加休閒活動」，其次為「培養其他興趣」、「增加同事之間的交流」、「與親朋好友討論」、「參加在職進修」、「參加電腦訓練課程」、「請求資訊中心及人員的協助」、「和上司溝通」、「參加宗教活動」、「與其他圖書館合作」、「職務調動」、「排班（彈性上班）」、「找心理諮商人員」，而效果最低者為「找醫生協助」。 研究結果亦發現不同受訪者與各焦慮量表有部份差異，在不同受訪者與工作焦慮來源及因素之綜合分析方面：個人層面在性別、婚姻及家庭狀況、學科背景、目前所擔任的主要工作職務等自變項與部份依變項有所差異；組織層面在有無宗教信仰、學科背景、圖書館的工作年資、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職等自變項與部份依變項有所差異；資訊科技層面在性別、年齡、學科背景、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職等自變項與部份依變項有所差異；圖書館工作與服務層面在性別、年齡、教育程度、圖書館的工作年資、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職、目前擔任的工作職務年資等自變項與部份依變項有所差異。在不同受訪者與工作焦慮可能影響層面之綜合分析方面：在年齡、教育程度、學科背景、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職等自變項與部份依變項有所差異。 而九大類型專門圖書館與各焦慮量表之綜合分析方面，只在第三部份有效降低工作焦慮的方法之認知，宗教團體的館員都遠比研究機構及民眾團體的館員普遍認為「參加宗教活動」可有效降低工作焦慮，在前二部份並無差異，由此可知專門圖書館各類型之館員，基本上仍有其同質性，並不因歸屬之類型而有所差異。 依據研究結果提出四方面之建議，在研究工具方面：應建立完整與正確的專門圖書館名錄。在館員方面：1.釐清工作焦慮的來源；2.選擇有效降低工作焦慮之方法；3.正視個人的情緒管理；4.慎選個人述任的工作職務；5.安排適當的工作進度；6.應訓練自己正向思考；7.生活規律及營養均衡；8.轉移焦慮感及尋求協助。在圖書館方面：1.重視館員工作品質之需求；2.適度調整館員工作職務之分配；3.建立組織內部良好之溝通管道；4.母機構及單住主管應重視在職進修；5.建立職務代理制度並鼓勵員工休假。在圖書館學會方面：1.各類型專門圖書館之定義及定位；2.舉辦專門圖書館之單位主管與館員情緒管理相關之講座。

This study is based on the fundamentals of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We use the SPSS 15.0 and the structural equation modeling (SEM) to verify the relationship between the POP and the turnover intention. And we further confirm the mediating effects of job anxiety and organizational cynicism. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. We further use of the SEM to measure the relationship amongst the constructs. The results of this study are as following. Perception of organizational politics has a significant effect on turnover intention. Perceptionsof organizational politics has three measured dimentions. Both measured dimentions of gerenal political behavior and organization policies and practices present positive effect on turnover intention. Measured dimention of go alone to get ahead presents negative effect on turnover intention. Perception of organizational politics and job anxiety present positive remarkable related. Perception of organizational politics and organizational cynicism present positive remarkable related. Job anxiety has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention. Organizational cynicism has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention.

This research relies on the organization politics perceptions revision model proposed by Ferris et al. (2002). It discussed the relationships of the organization politics perceptions, organizational commitment, job satisfaction, job anxiety. It also finds out the effects of personality (moderating variable) between perceptions of organizational politics and response variables. This research takes 40 institutions of Taiwan as objects, and received 1,940 questionnaires, including 1,890 effective questionnaires. Then we analyze the data by using the following methods: item analysis, factor analysis, reliability analysis, correlation analysis, multiple linear regression and hierarchical regression analyzes. The conclusions are as below: Firstly, the organization politics perceptions and organizational commitment are fractional positive related; the organization politics perceptions and job satisfaction present negative remarkable related; the organization politics perceptions and job anxiety present postive remarkable related. Secondly, personality affects the organization politics perceptions and organizational commitment or job satisfaction, but does not affect the organization politics perceptions and job anxiety.

This study tested the existence of significant differences in levels of perceived job stressors between non-managerial individuals in boundary-spanning and nonboundary- spanning occupations. Correlations between selected demographic characteristics and levels of perceived job stressors were also determined.

There is a lack of anxiety relief methods used in the hospitality workplace. This study examines the effectiveness of two forms of anxiety relief through four different methods. The data collection took place in classroom environments at the University of North Texas and the University of New Orleans, both of which are located in southern USA. The independent variables are the recovery method, the mediator variables are restorativeness and emotional improvement, and the dependent variables are negative job affects, positive job affects, turnover intention, and job commitment. Professors were asked for some time during their lecture to conduct the experiment in a classroom environment during the students' class time. Eight classes were visited, with each class being exposed to a designated anxiety relief method. The anxiety relief methods consisted of using a virtual reality headset with sound, virtual reality headset without sound, nature pictures with sound, and nature pictures without sound. Results of 206 usable surveys indicated virtual reality recovery method evoked higher levels of restorativeness than picture recovery method. Restorativeness partially mediated the effects of positive job affects and job commitment. lastly, emotional improvement partially mediated the effects of negative job affects, positive job affects, and turnover intention.