Abstract Job market is one of the supply and demand system. The enterprise and the talented people wanted to find their own best choice. The adaptability of individual and organizational is an index of Job seekers¡¦ Cognition and Judgement. The more subjective judgments of job seekers close to the actual situation, the more accurate judgments of job seekers. Therefore this research is to discover the idea of practical workers that can be a reference for the recruitment and retention of an enterprise. This may discuss from two aspects. 1.Job values The job values is one of the key factors that job seekers select their job. I will try to classified as two types of the seven job values orientation here, and discuss them separately. 2.The attraction of organization characteristics What are the most important features that an enterprise can attract the talented people ? What are the most important features that an enterprise can retain employees ? I will conduct the research from the organization characteristics and the enterprise social achievements This research will find out the job values of incumbent, and then discover the relationship between Job values and organization characteristics. So we can understand what kind of incumbent will think what kind of organization characteristics are attractive. The samples of this research are Taiwanese incumbent. A total of 250 questionnaires, the return of 211 valid questionnaires, the effective return rate is 84%. This research says that the incumbent think ¡§The dignity orientation¡¨, ¡§The organization safe and the economical orientation¡¨ and ¡§Stable and avoid the anxious orientation¡¨ are more important job values than others. In the organization characteristics aspect, ¡§Based Pay on performance¡¨, ¡§Decentralized ¡¨, ¡§Treatment of women and minorities¡¨, ¡§Employee relations¡¨, ¡§Community relations¡¨ are attractive. Finally, this research suggested that the supervisor can use job values tool to find out the employees and job seekers¡¦ job values and what they are concerned. The result can be a reference for external recruitment or internal retention, and even management strategy. Key words: Job values, attraction of organization characteristics

In an era of information and scientific technology, the marketing value and competitive advantage of a company is determined by its staff. An eligible employee is able to provide the organization with an outstanding performance and productivity while an ineligible one can waste the administration costs of recruiting and job training. Therefore, it is crucial for a company to investigate the key factors of how its novices¡¦ job values interact with its culture and of how the novices¡¦ EQ (emotion quotient) influence their job performance. The investigation assists the company not only in improving the efficiency of the recruiting but also in redesigning the work environment and managerial system, so as to achieve the goals of attracting capable talents and raising competition. The main purpose of this thesis is to discuss the influence of the job values and EQ of the staff in property insurance on their job performance. Our study will target the staff members in Taiwan by questionnaires through ways of convenient sampling. According to our study, the job values of the insurance staff do not influence their job performances directly. Nevertheless, First, the insurance staff need to have many kinds of professional knowledge and broad visions. Second, their workplaces and job properties are flexible and variable. Third, the insurance staff have to know a little basic law knowledge, and they have to negotiate or communicate with people to achieve compromises. Fourth, it¡¦s common for the insurance staff to contact any kind of people. Fifth, the insurance staff have special feelings and conceptions for their job values, which differentiate them from those whose workplaces and job properties are fixed and standardized. Emotional Quotient and job performances are proved to have positive and influential relationships. Our evidence verifies that outstanding insurance staff are aware of their emotions and they develop good interpersonal relationships by hiding and adjusting their emotions. Besides, the outstanding insurance staff develop their social skills well by extending their interpersonal relationships with their colleagues and society. In the end, they achieve the goals set by their companies.

The thesis deals with value preferences of students regarding their future employment. It focuses on job values, achievement motivation and motivation to work, as well as self -- esteem and financial crisis and its impacts on the Czech Republic. The thesis also includes the results of an empirical research, which I made among students of University of Economics in Prague. The research is focused on job values of students and their personality characteristics (achievement motivation and self -- esteem) that influence the formation of job values. The research also reflects the students' opinions on financial crises and its impact on their future job and career.

Much has been done to promote the use of management techniques designed to develop human resources within the business enterprise. Unfortunately, most of these procedures are applied after the individual has become an employee of the firm. Similar management techniques are needed for the proper recruitment and placement of each new employee. A major source of employee dissatisfaction and turnover lies in the incapacity of some jobs to satisfy the aspirations and job values of certain types of employees. Therefore, one key to employment stability for the college graduate is the relative compatibility between his job values and the capacity of the job to provide fulfillment for those aspirations. Much needs to be done in the areas of predicting the job values of a college senior and matching the individual graduate with that job which is most apt to provide a productive and meaningful career. The purpose of this study is to investigate the relationships between grade point averages, job values, and career decisions as perceived by the Ma3 1973, graduating seniors of the College of Business Administration at North Texas State University, their professors, and their employment recruiters. The students provided background data such as grade point average, SAT scores, and marital status in addition to Likert-type rankings of family experiences and job values. The professors also provided rankings of their job values. Those employers who had interviewed seniors through the Business Employment Services office during the spring semester of 1973 ranked the same job values and selected student characteristics in accordance with the emphasis placed upon them during recruitment. Significant relationships were identified through the calculation of product-moment correlation coefficients. Comparisons were made utilizing t-tests of significance.