This research is aimed to look into the relevance between job stress and job performance of Kaohsiung City Government employees, and to observe whether social support will have an effect on this. This research will serve as a reference for people in charge of making policies. Documents will serve as the basis for research, as well as some statistical methods such as conducting the poll through questionnaires, factor analysis, descriptive statistic, T test, ANOVA, correlation analysis, regression analysis and other relevant analyses. There are several discoveries based on these analyses and studies: 1. The job stress of the employees of Kaohsiung City Government comes from the nature of work and structural specialty. 2. The highest level within the various levels of the job performance of Kaohsiung City Government employees is the mission efficiency, which shows the same result as the opinion poll does. 3. Gender serves as an obvious difference when it comes to job stress, which shows that female feels more about that than male. 4. Schooling record also serves as an obvious difference when it comes to job stress. In the part of structural specialty, employees owning master or higher degree usually have a bigger job stress than those owning senior or vocational high school diploma or below. 5. Social support and job stress have statistically negative influence, which means that more social support will reduce the causes of job stress. This view is also concurred by many scholars. 6. Job stress and job performance have statistically negative influence. This is also concurred by many scholars such as Schuler. 7. Social support does not have an influential effect between job stress and job performance, which means that social support does not have the effect of stress buffer as some scholars III such as Fenlason & Beehr claim. 8. The condition of marriage has an influential effect between job stress and job performance. Those who are married tend to have the phenomenon that the more job stress they have, the less job performance they achieve. It is the first time that this report is aimed to study the job stress of Kaohsiung City Government employees, and it affirms that social support, especially the support from the senior officer, will have the effect of decreasing job stress. The result of this research may serve as a policy reference for Kaohsiung City Government to raise the job performance of its employees.

In recent years, more and more companies and enterprises started using dispatched worker. This new trend of ¡§hiring, not employing¡¨ brought profound impact and challenges to the existing structure of labor-employer relations, as well as human resource management. Even in the government department. The main purpose of this study was to investigate the relationships between job satisfaction and job performance for government dispatched workers, taking Department of Transmission Line and Substation Projects¡]DTSP¡^ as an example. There were 145 effectual samples in this study. Questionnaire survey was the main research method of this study. The research instrument included job satisfaction scale and job performance scale. The data were analyzed through Frequency Distribution, T-test, one-way ANOVA and Person Correlation Analysis. After this study analysis, the conclusion is made as follows: 1. The degree of DTSP dispatched workers¡¦ job satisfaction (average score is 3.42, standard deviation (SD) is 0.52) is not so high as expected. The degree of DTSP dispatched workers¡¦ job performance (average score is 3.71, standard deviation (SD) is 0.53) is belonged to normal level. 2. The dispatched workers¡¦ job satisfaction and job performance are related significantly and positively. 3. For dispatched workers¡¦ personal background, there are two variables which have influence to the job satisfaction, belonged department and belonged region . 4. For dispatched workers¡¦ personal background, there are two variables which have influence to the job perfomance, belonged department and belonged region

When Financial Holding Company Act announced on 2001.7.9, it changed the finance industry in Taiwan. As an enterprise begins to grow rapidly, leaders play very important roles on how to lead a successful enterprise. In this study, transformational leadership is used as independent variable, employee¡¦s job satisfaction and employee¡¦s job performance as a dependent variable. In this research, the staff of ING Life Insurance Company Ltd. is the object. The purpose of this research is to find out the effect of transformations leadership to job satisfaction and job performance. Questionnaire survey is the way to collect data for this research. The compilation of questionnaire is according to the scale which is compiled by formerly researchers of the related field, and to repeat to verify concept construction in factor analysis. There are 169 pieces questionnaire being gathered. The main methods of analysis are to take hypothetic-verification by descriptive statistics, One-Way ANOVA, and correlation analysis. The results are as follows: 1. Overall, some supportive results of this study illustrate the significant difference in perception of transformational leadership, job satisfaction and job performance. 2. Transformational leadership, have made significant difference in perception of job satisfaction. Especially the leader¡¦s ¡§charismatic leadership and individualized considerations¡¨ are influenced deeply by the perception of job satisfaction 3. Transformational leadership, have made significant difference in perception of job satisfaction. Especially the leader¡¦s ¡§creating a new vision and intellectual stimulation¡¨ are influenced deeply by the perception of job performance. Finally, the concrete suggestions have been mode by conclusions of this research to leaders of ING Life Insurance Company Ltd. and direction for future research in reference.

A Study on Volunteers¡¦ Job Satisfaction from Job Characteristics and Role Playing of Museum Docent ¡GA Case study of Kaohsiung Museum of Fine Arts. The functions of museum become into four fields, the research, book reservation, exhibition and education, from initial preservation and display. Recently, the museum emphasizes the humanities spirit and leisure life so that it focuses the functions on entertainment, leisure and consumption besides artistic education. How to let people feel the museum is an inseparable part in the life when they close to museums. People feel the interpretation of exhibition and discover the possibilities of knowledge from the visiting process and participation experience. The museum is a place where provides people to study and entertain. Docent volunteers in the first line of education promotion integrate essence from each department to interact with people and provide them the new esthetic experience. However, it¡¦s not easy to train a professional docent volunteer who does not only has the specialized knowledge , but also has scientist's research spirit, archaeologist's careful valuation, historian's value critique, writer's esthetic language and educationist's experience transformation. Therefore, how to let the docent volunteers working constantly not to back out of the team that tests the managing interaction pattern of staffs in museums. The docent volunteer is a special role between the staff in the museum and audiences. If they do their best in the wok, they will obtain more identification with value from audiences. The researcher takes the case study of Kaohsiung Museum of Fine Arts to discuss the effect upon job satisfaction of volunteers from the job characteristics and role playing of museum. The job characteristics and role playing of docent volunteers that is influential for job satisfaction and that was discovered by depth interview, field study, work participation and analysis. The research provides the ideas about planning the recruitment and execution project for administrators working in the museums and emerging museums.

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Abstract Government institutions are the largest service industry. Job involvement and job stress of employees have a lot to do with the efficiency of government administration. The study subject is based on soldiers, official employees, as well as educational employees. The purposes of this study are: 1) to demonstrate the concept of perceptions of organizational politics, job involvement, and job stress by means of literature review, 2) to address the effect of perceptions of organizational politics on job involvement and job stress through the evidence-based analysis, 3) to analyze which type of perceptions of organizational politics will increase job involvement or reduce job stress, 4) to provide the recommendations about how to improve job involvement as well as reduce job stress based upon the study results. The target sample contained one military institution, two administrative institutions, one public corporation, and two public schools through sampling. Data for this study were drawn from questionnaire surveys. Based upon the evidence-based analysis, it was found: 1) there was a slightly significant difference in the demography variable of after-grouped dimension of perceptions of organizational politics, 2) job involvement of employees was associated with the types of perceptions of organizational politics; among them, the ¡§optimism-and-communication-oriented¡¨ group had the highest job involvement, 3) job stress of employees was connected with the types of perceptions of organizational politics; among them, the ¡§dictatorship-and-authority-oriented¡¨ group endured the most job stress, 4) ¡§the distance between policies and practices¡¨ played a critical role in the effect of before-grouped dimension of perceptions of organizational politics on job involvement; there was no significant effect in the after-grouped dimension of perceptions of organizational politics, and 5) the effect of before- or after-grouped dimension of perceptions of organizational politics on job stress was dependent on the types. Based upon the results, it was recommended to government institutions: 1) to focus on partnership, and to create a interaction-centered environment, 2) to build up a fair, open, and reasonable mechanism of promotion and evaluation so as to boost morale, 3) to strengthen delegation, and communication channel, and 4) to focus on consultation and assistance for employees. In terms of long-term strategy, managers tend to mold the ¡§optimism-and-communication-oriented¡¨ group, as well as to avoid the bad effect the ¡§superficiality-and-speculation-oriented¡¨ group had on job involvement, and the higher job stress the ¡§dictatorship-and-authority-oriented¡¨ group brought to the employees.

In the past, jobs in the financial industry were many people¡¦s top priority because they thought being financial specialists could make more money, have less workload, and enjoy relatively stable career path. However, this industry is recently facing big changes such as the subprime loan storm, merges and acquisitions of financial organizations, bankruptcies, hollowing out company's assets, etc. The impact on the macroeconomic environment and change of the financial system make financial specialists facing big challenges. The purpose of this research is to figure out the relativity of financial specialists¡¦ work values, job characteristics and job satisfaction. This research is sampling from financial service industry and 450 effective samples were collected. Among this research, factor analysis, reliability analysis, one-way ANOVA, analysis of variance, correlation, regression, and hierarchical regression analysis, etc were used. The finding shows that job characteristics have no interference on the link between work values and job satisfaction.

The purpose of this study is to understand the following relationship: 1. The relationship between job stress and job performance. 2. Is consultant a moderator between job stress and job performance? 3. Is the personal demographic information as an obvious difference between job stress and job performance? The questionnaire survey was adopted for the study. Moreover, there are some statistic methods, such as conducting the poll through questionnaires, factor analysis, descriptive statistic, T test, ANOVA, correlation analysis, regression analysis and other relevant analysis, used in this research, After statistical analysis, the conclusions from this study are as following: 1. Job stress and job performance have statistically negative relationship. 2. There is no answer about if the consultant as a moderator between job stress and job performance. No one has the experience of seeking the consultant in the retrieve questionnaire materials. Therefore, it is unable to learn if the consultant as a moderator between job stress and job performance. 3. Marriage has an influential effect in the relationship between job stress and job performance. Other personal demographic information, such as gender, age, schooling record, seniority and current position within company, do not have significant difference in the relationship between job stress and job performance. One of the purpose of this thesis is to understand if the consultant as a moderator between job stress and job performance. Unfortunately, there is no information to prove it. Suggest backward researcher when questionnaire design can apply ink to paper or depth interview more.

Proefschrift--Groningen. / Summary in English. Includes bibliographical references.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1982.