Abstract It is extremely common that business utility in Taiwan are now stretching their business development to Mainland China for investment. Meanwhile, with stronger and stronger organization size in Mainland China of Taiwan utility, it is also a trend to develop or recruit local employees to perform supervisors¡¦ roles. Consequently, though being in the same blood of nature, there should be some differences between Taiwan citizen and China citizen no matter in culture aspect or in value aspect. As a supervisor/manager to the company, is there any difference in management competency and department performance? Hence, this research was designed to examine the relationship among management competency, characteristics of individuals, department performance, on the basis of organizational commitment and job involvement. The results of the research indicate that: 1. The interaction effect between supervisors with different nationalities and the recognition of department performance is significant. 2. The interaction effect between supervisors with different nationalities and the recognition of management competency is significant. 3. The interaction effect between supervisors with different business divisions and the recognition of management competency is significant. 4. The interaction effect between management competency and department performance is significant. 5. The interaction effect between management competency and job involvement is significant. 6. The interaction effect between management competency and organizational commitment is significant. 7. The interaction effect between job involvement and department performance is significant. 8. With organizational commitment and job involvement as middle-acted variables, the interaction effect between management competency and department performance is significant.

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A Study of the Relationships Among Employees' Personality Trails, Organizational Commitment and Job Involvement in Non-Profit Organizations. Since Taiwan has rescinded martial law, the Non-Profit Organizations (NPOs) are blustery, vigorous development, regardless of all has the obvious growth in quantity or in the social influence. How to maintain the good organization achievements in multitudinous NPOs? Makes good use of the management concept and the management technology should be indispensable. The social welfare organization belongs to the crowd service work, also is the manpower highly crowded occupation. If they do not have fully the manpower, the work is difficult to carry out, and then will affect the service quality which provides. Therefore, regarding the human resources integrity plan and the management is extremely important in the NPOs. The research motive is to discuss how will the social welfare organization organize suitable ¡§the employee¡¨ to place on the suitable seat in order to sufficiently display function, and how will the employees¡¦organization mission and the organizational commitment affect job involvement. The anticipation findings might take the superintendent in the future in the human resources policy the reference. The target of this study is the members of the Non-Profit Organizations¡¦(NPO) employees in Taiwan. The study is focused on the relations between the personality traits ,organizational commitment and job involvement of the institute. The purpose is to provide the NPO managers and employees with reference materials of boosting organizational commitment and job involvement. To fulfill the purpose, survey research is selected as the main method of this study after a serial related studying. On the other hand, through evaluating the content validity and analyzing the items and factors of the pre-test result, we can promote the Reliability and Validity of the questionnaire. The result shows that the Reliability and Validity of the study method is efficient. The statistical method includes the description analysis, factor analysis, reliability analysis,the different analysis, the correlation analysis, and stepwise regression analysis, the research result mainly include four followings: 1.Different individual attribute employees have the part differences on personality traits, job involvement, job satisfaction and organization commitment. 2.The personality traits and job involvement have extremely positive correlation; the job involvement and personality traits have extremely positive correlation; the job involvement and organizationcommitment have extremely positive correlation. 3.The factor of influence job involvement is personality traits; the fators of influence organization commitment is personality traits; the factor of job involvement is organization commitment. 4.Organization commitment have mediating effect between the Job involvement and personality traits.

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To survive in this globalized economic era, enterprises must carry on the effective revolution constantly to maintain its competency. Generally, there will have tremendous changes among manpower, institutional framework and personnel career management, while the organizational revolution takes place. To the members of the organization, the organizational revolution means they have to face the uncertainty of future. The moral condition of the members would definitely be affected by the reaction of those tremendous changes. Also, the members will face the increasing of workload and pressure, downcast efficiency, and their loyalty collapse. In other words, member's perceptions and attitude to the organizational revolution are usually the key point whether the organizational revolution will be success or not. It¡¦s also a topic that is worth studying in organizational revolution course. Recently, ROC army implemented some programs of organizational revolution, trying to establish a modern troop-small quantity, high quality and strong competency. However, the success of organizational revolution was never easy to obtain. The previous principal of National Defense University, Gen. Shuai Hua-min, has pointed out the program of organizational revolution was lack of theory, instruction and system. Those negative affections will finally appear in the near future. The purpose of this research is trying to investigate the main factor of uncertainty sense while the members facing the coming of organizational revolution. Also, this research is trying to examine whether the anxious, working pressure and well-being will affect on the job involvement, and its meaning of management. The questionnaire survey was implemented for this research. 1000 questionnaires were sent out, and 730 are valid. Through statistical analysis (factor, relation, regression) and SEM (Structural Equation Modeling) analysis, we conclude the research result as follows: The uncertainty of organizational revolution has a positive affection on working pressure and anxious, but it has no obvious affection on job involvement. The working pressure has a positive affection on anxious, but it has no obvious affection on well-being. The anxious has a negative affection on job involvement and well-being. The well-being has a positive affection on job involvement.

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Abstract A well designed salary system can influence employee¡¦s work motivation and will reflect on their work performance. It would not be difficult to understand, based on the theory of expectancy, a linkage between reward and performance will motivate employee to work harder, and from which to create good performance and in turn to receive better rewards. That is to say a business which adopts an incentive reward system to motivate employee will receive better performance from them in a consistent manner and the end result is to improve the performance of the organization. In the past, there have been many researches on influence of salary system on pay satisfaction and working attitude of employee, but few has studied differences in individual risk preference which can interfere with pay satisfaction and to explore differences in risk preference of employee, the effect of variable pay on pay satisfaction and working attitudes. Through empirical analyses, it was found that: 1. In an organization, an implementation of variable pay system will affect pay satisfaction. As salary links more closely with performance, employee¡¦s pay satisfaction increases. 2. The impact of variable pay on pay satisfaction is not influenced by individual risk preference. Due to differences in salary system to motivate employee, in the business this study concludes if employee is unaware of risk or incentive that is structured in the salary system, then there will be not interaction between difference in risk preference and variable pay system, and will also have no impact on salary satisfaction. 3. Pay satisfaction will have an effect on work attitude of employee. The higher the pay satisfaction, the stronger the organization commitment and job involvement by the employee. 4. Through pay satisfaction, variable pay will indirectly affect employee¡¦s work attitude. A reflection on organizational commitment and job involvement due to salary variable as a result of performance change in part must pass through the intermediate effect of pay satisfaction. Keywords: variable pay, risk preferences, pay satisfaction, organizational commitment, job involvement

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Känslan av att man alltid ska vara produktiv är medfödd hos oss människor. Att få de anställda att vara motiverade och därmed prestera bra på arbetet är något som blivit en utmaning för arbetsgivarna, eftersom många arbetstagare numera söker arbetstillfredsställelse på andra sätt än bara genom det faktum att man får lön för mödan. För att undersöka huruvida arbetsmotivationen skiljer sig beroende på kön, tjänst och arbetslivserfarenhet genomfördes en enkätundersökning på ett medelstort svenskt företag. Enkäten innehöll fem frågeområden som tillsammans mäter arbetsmotivation. Deltagare var 64 anställda, varav 48 män och 16 kvinnor. Resultaten visade att män värderade engagemang högre än kvinnor gällande arbetsmotivation. I övrigt visade resultaten inga signifikanta skillnader i arbetsmotivation mellan grupperna vilket kan tolkas som att de anställda på det aktuella företaget utgjorde en homogen grupp med likvärdig arbetsmotivation.

Aim: The aim of this study is to investigate the relationship between work values, job involvement and organisational commitment among Taiwanese nurses in Taiwan. The objectives of this study are to: (1) describe the work values of Taiwanese nurses; (2) describe the job involvement of Taiwanese nurses; (3) describe the organisational commitment of Taiwanese nurses; (4) identify variables that affect work values, job involvement, and organisational commitment among Taiwanese nurses; and (5) identify the mediating effects of job involvement on work values and organisational commitment among Taiwanese nurses. Design: The study utilises a cross-sectional survey design. The sample consisted of RNs (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Methods: Data was collected using a survey instrument consisting of 86 questions, including sociodemographic data, work values, job involvement, and organisational commitment. The data was analysed using descriptive bivariate analysis, Pearson Product Moment Correlation (PPMC), General Linear Model (GLM) analysis with random effect, and structural equation modelling (SEM). Findings: Four sociodemographic variables, age, SES (i.e., education status, personal income, and position) were shown to be partially statistically significant to work values, job involvement and organisational commitment. Subsequent GLM analysis were shown work values were positively related to job involvement and organisational commitment, and job involvement is positively related to organisational commitment. Results of the proposed model using SEM revealed that job involvement could play an important role with mediation, and that establishing a higher level of job involvement may be more important than focusing only on organisational commitment. Conclusions: This study has implications for organisations attempting to enhance organisational commitment through increased job involvement. It is anticipated that by improving these various factors the outcome will be reduced turnover and absenteeism and more effective organisations. A more effective organisational environment will be more conducive to good nursing practice.