The problem with which this investigation is concerned is that of determining if peer appraisal of leadership style is related to productivity.

Leadership is an art. People believed that good leadership can help improve employee satisfactions in work. The purpose of the study is to discuss the relation of Executive Leadership style in the Household Registration Office in Kaohsiung County and their employee satisfaction and to make suggestions for improving the leadership skills and employee satisfactions according to the results of the study. The study applies questionnaire survey method and targets at the employees of the Household Registration office in Kaohsiung County. The content of the questionnaires for the research includes the measurement sheet of Executive Leadership style, the measurement sheet of employee satisfactions and the basic information of the interviewees. The total number of the surveys issued was 316 and 307 was answered and returned. The data was analyzed using descriptive statistics, T Test, ANOVA (Analysis of Variance) and Pearson¡¦s Correlation. The results of analysis are listed as below. 1. The ¡§Affectionate¡¨ Leadership Style is akin to the ¡§Regulatory¡¨ Leadership Style. 2. The employees have the highest satisfaction in colleague relationship and the lowest satisfaction in promotion and benefits. 3. The Executive Leadership Style and the Employee Job Level and Title have significant difference but other attributes have no significant difference. 4. The significant difference exists between the Employee satisfactions and the Employee Level, Title and Service Period, but was not shown among other attributes. 5. The two Executive Leadership Styles- ¡§Affectionate¡¨ and ¡§Regulatory¡¨ and each attribute of the Employee Satisfaction are significantly correlated. Finally, the author references to related literatures and proposes the solutions to improve the organization of the Household Registration Office, the leadership style and the employee satisfactions in order to increase the administrative efficiency in public sectors and competitive advantages of the nation.

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Many enterprises expect that recruit function can help them find the right employees and bring maximum benefit for the company. This study focused on sales staff personality traits relation between job performance. Secondly, understanding the manager leadership styles impact on their personality and job performance. This study survey S company sales staff who work more than one year and issued 459 questionnaires and received 269 valid samples, the effective sample rate of 58.61%. Using SPSS statistical software, process descriptive statistical analysis, reliability analysis, Pearson product-moment correlation analysis and regression analysis for data analysis, by the above analysis, this study obtained the following three main conclusions: 1. Sales staff open-minded and rigorous self-assessment of personality traits are positive on working performance. 2. If manager leadership styles are more significantly transactional or transformational, it will become positive effect to sales staff working performance. 3. The main five personality traits and objective indicators of sales staff doesn¡¦t have significant relationship between performance bonuses; manager leadership styles and objective indicators are also doesn¡¦t have significant relationship between performance bonuses.

With the rapid technological development, the environment faced by the enterprises undergoing rapid change, market-oriented enterprises should seize the opportunity to promote the technological change, process change, organizational structure changes and cultural change, to adapt to not inside and outside of the segment changes in the environment. The change means the transformation of the organization change, means that the break with tradition, a breakthrough for the organization. This study adopts the case study method of qualitative research, through depth interviews with change leaders, and the interview data collection and analysis of organizational culture, leadership style in organizational change, the impact on the effectiveness of organizational change, results in the following the study found that: the success of organizational change to a large extent depends on the company's transformation strategy, determination and leadership style of the leader, the process of implementing change in organizations within the distribution of benefits and the power of the concept of change and organizational structure. A good organizational culture is helpful to implement the organizational change. So the organizational culture have obviously influence to the active change attitude and the ordinary change attitude. and organizational change strategies to adapt to the success or failure of the changing external environment, will directly affect the business change. First, the change leader to obtain top management support, Second, grasp the core personnel, the establishment of organizational change team. Third, in the change process, create a new corporate culture. With the change objectives and strategies to develop a management system. Keywords: organizational change, organizational culture, leadership style, power

The purpose of this study is to investigate the relationships among leadership style, trust, achievement motivation and job involvement. The leadership style was measured by using revised LBDQ which was commonly seen in related research (Lee¡A2000¡FKao¡A2002); The measurement of trust was based on the research of Mayer, Davis & Schoorman (1995) with minor revisions made by Wu (2000); Achievement motivation was measured by using Wu and Lin¡¦s (1997) translated questions. Finally, the measurement of job involvement developed by Lodahl and Kejner (1965) was used. 110 survey questionnaires were issued to the staffs of Kiss Radio, with a total number of 95 valid respondents. The data was analyzed by using SPSS/12 (Statistical Package for the Social Science) for Windows XP. The statistical analyses contained 1).descriptive analysis, 2) reliability tests, 3) factor analysis, 4) Pearson Correlated analysis, and 5) regression analysis. The results of generally indicated the following: 1) There were significant relationships between structural leadership and job involvement. 2) The sympathy for work is significantly affected by the perfectionism and workaholicism. 3) Significant relationship between structure of leadership and achievement competition of effort was found. Conclusions, recommendations, as well as limitations of this study were also discussed based on the results.

Audit Quality is the most important factor to a public accounting firm. The financial crisis of lots of companies shows that the audit quality of public accounting firms has problems. The audit decision-making process in the Big 5 and other middle size accounting firms has been structured, but there are short of discussing to understand the behavior of auditor in public accounting firms. The existing literature suggests that fairness can provide a reasonable explanation for employees¡¦ satisfaction and job performance, but the answer of what can improve the perception of justice is not clear. The emphasis on this research is the effect of justice perception by leadership style and communication in the accounting firm. According to the questionnaire and regression analysis this research found when the degree of leadership style is high, the degree of the perception of justice will be higher. And the communication situation has positive effect on the perception of justice. Not all of the interaction effects on the perception of justice are positive and signature. The result of this research suggests that the leader in the public accounting firms can change their behavior and the information quality and quantity to improve the justice perception of employee.

Leadership always plays an important role in the growth and performance of an organization. Changes in organizational structure, vision and leadership are inevitable in any institution. Leadership style is a special characteristic that distinguishes a leader from another and this powerful force is what pushes an employee or employees to complete a task that produces maximum results; especially in the banking sector. Survey questionnaires were used in this study as a main method for data collection. The data was analyzed by using the Structural Equation Modeling (SEM) Method using Lisrel software. This research has been conducted to determine the impact of using transformational, relation-oriented and transactional leadership styles and their direct effect on job Satisfaction. A total of one hundred questionnaires were distributed among SEB and Swede bank´s employees and seventy-one fully answered questionnaires were used for statistical analysis. In other words, seventy-one percent of the questionnaires were returned. The results clearly show that leadership style (Relation-oriented, Transactional, and Transformational) have a significantly positive effect on both the employer and employee’s satisfaction with the job. The results indicate that the Transformational approach ads the most contribution toward job satisfaction compared to the Transactional and Relation-oriented styles of leadership.

Factors that influence a school leader's disciplinary determination for student discretionary decisions are many times difficult to measure. The purpose of this study was to investigate leadership style factors that may be linked to contributable factors for African American male disciplinary incidents. The following leadership factors were examined: (a)self -awareness, (b) collaborative dialogue, (c) drive to achieve, (d) internalization of campus disciplinary vision, (e) building relationships, and (f) proactive decision making. This study focused on identifying various leadership styles of administrators that impact the disciplinary rates of African American males at each campus studied. Data for this explanatory sequential mixed methods research study included a survey, a focus group, and one-on-one semi structured interviews. Participants were campus administrators having more than one year of experience as a campus administrator and were completing at least one full year at their current campus site. The analysis of quantitative data collected from the survey of campus administrators' leadership emotional intelligence provided insight into the research questions. The qualitative findings revealed that for campus administrators in the selected urban north Texas school, their leadership style does not significantly contribute to African American male's discretionary disciplinary incident rates. However qualitative data revealed discrepancies in administrators' perceptions and application of student discipline decisions. Research literature and this study support the school leader as the pivotal decision maker for discretionary outcomes for all students, particularly African American male students.

It is a trend that more and more Taiwan businessmen to invest in Mainland China for the reason of the low-pay labor force and open policy from the China government. The degree of perception of compensation system and the leadership style to the China employees working in the Taiwan enterprises in China has great influence to the enhancement of the retention rate and the morale of the well performed employees in a company, and the increment of the quality of the performance. This research is based on the 327 copies of the questionnaires collected from the Taiwan enterprises, focused on the variables of the perception of the ¡§Compensation System¡¨ and the ¡§Leadership Style¡¨, and did the statistical analysis to get the result from the enpirical study. The following are the summary of the research: 1.The employees with different generics will have significant difference in each dimension of the perception of the ¡§Compensation System¡¨ , ¡§Leadership Style¡¨ and the ¡§Organizational Commitment¡¨. 2.It has significantly affect to the ¡§Organizational Commitment¡¨ in different degree of each dimension of the perception of the ¡§Compensation System¡¨. 3.Different ¡§ Perception of Leadership Style¡¨ has the significantly affect to the degree of ¡§Organizational Commitment¡¨. 4.The variable of different background of the employee has the significantly affect in the ¡§Perception of Compensation System¡¨ and the ¡§Perception of Leadership Style¡¨ to the degree of ¡§Organizational Commitment¡¨. Based on the above result, the researcher has the following suggestions to ABC Company: 1.Pay close attention to the degree of the perception of the compensation system that the employees have, and design the complete compensation system. 2.Set up fair and reasonable promotion system that should be evaluated by dynamic performance evaluation . 3.Provide the reasonable reward to the employees through performance evaluation system in addition of reasonable compensation system, and build up the correct concept to the employees that the more effort the more gain. 4.Motive management to adjust leadership style based on different missions and work environment. 5.Set up retention plan and the career plan for the employees. 6.As to the high-educated employees, the design of their jobs should be more challenging, flexible and self-decisive. 7.Set up the education and training plan for the purpose of reinforcing the team cohesiveness and awareness. 8.The Taiwan staff should be positively to get involved in the daily life of the China colleagues, for the purpose of maintaining the healthy organizational atmosphere. In general, they need to enhance the degree of China employees¡¦ organizational commitment, in order to get the best management effectiveness and achieve the goal of the business management.