Many economists in 21th century agree that the ¡§Research ¡® Development¡¨ is an essential factor to the ling-term competitiveness and the living quality of the civilians of a country. Michael E. Porter indicates in his book, ¡§The Edge Of Nation Competitiveness¡¨, in the competitive world, the creating and exerting the new knowledge are more important than using the traditional economic edges- natural sources and capital. R ¡® D is an accumulation and innovation of knowledge, and a foundation of the technology progress and economic growth. Therefore, the enterprises worldwide emphasize more on the management of the researchers. In this area, the ¡§work redesign¡¨ gets much spotlight. The enrichment of work was designed to cope with the characteristic of research, uncertainty and complexity, and to help employees performing completely. It also helps researchers to require more self-esteem. However, as the technology developed, the work contents are different than used to be. Does the Job Characteristic Model (JCM) of the Hakman and Oldman still fit the work variety? This is an issue that a manager should pay much attention while doing work redesign. By doing documents study, this research points out that the work redesign influences the job performance and is various with the work content. There are many factors affecting the work design and work performance, such as individual character, personal trait, work satisfaction, contextual satisfaction and growth need strength. This research is focusing on the relationship between job characteristic and work performance by evaluating the individual requirement (growth need strength and contextual satisfaction). Through real case investigation, there are some results in this research. 1.The task significance is unrelated to the contextual performance; however, besides that, each factor in this research is related to another one. The higher task identity and autonomy are, the higher task performance will be. The feedback from the job itself has the significant influence on contextual performance. 2.The individual character has different influence on each factor in this research. The researcher, who receives higher education has higher contextual satisfaction and higher job performance. Besides the education, the other factors, for example, the gender, marriage and age have little influence on the contextual satisfaction and job performance. 3.The contextual satisfaction and growth need strength have the moderating effects on the relationship between job characteristic and has job performance. On the contrary, the context satisfaction has no the moderating effects on the task identity and job performance of the job characteristic. The growth need strength has the moderating effects on the relationship between production responsibility and job performance, so as on the method control and task performance. But for public organization, it has the moderating effects on the relationship between task significance and job performance as well as on the production responsibility and task performance. In the high-tech company, the moderating effects between growth need strength and task variety as well as the moderating effects between growth need strength and task identity have the influence on task performance and contextual performance. 4.Whether Hackman and Oldman job characteristic model or Jackson et al. job characteristic model has little difference in analyzing the job performance, in public organization. However, analyzing the job performance of researchers in high-tech company, using Jackson et al. job characteristic model has better result

How to increase the extent of sales competency and growth need strength of salespeople would affect individual or organizational performance strongly. This study intends correlating compensation structure with salespeople¡¦s job performance. In this study compensation structure is independent variables, job performance is dependent variables, the distributive equity is a mediator. Besides, we defined the working experience and sales competency as a moderator between the compensation structure and distributive equity, and growth need strength is defined as moderator between the distributive equity and job performance. The subjects of this study are 548 salespeople of a department store in Kaohsiung. This research used the questionnaires. The data were analyzed by reliability analysis, factor analysis, one-way ANOVA and hierarchical regression analysis to discuss the relationships between compensation structure, distributive equity and job performance for salespeople. Besides, the mediating effect of distributive equity and the moderating effect of work experience, sales competency and growth need strength are also discussed. The findings of the study are as follows. (1) Job-based pay correlates positively with the internal equity perception; skill-based pay and performance-based pay correlates positively with the external equity perception. (2) The internal equity perception correlates positively and significantly with working efficiency and attitude, individual equity perception also has significantly positive correlation with job involvement and performance. (3) Mediating effect of distributive equity perception is not significant. (4) Working experience cannot generate moderating effect between compensation structure and distributive equity. (5) Correlation of job-based, skill-based and performance-based pay determined by sales competence and compensation structure creates intervention on perception of both external and internal equity. (6) Growth need strength and perception of external and internal equity under distribution equity also cause intervention on involvement in and performance of work. According to the results, we offer the following suggestions: (1) For retail counters, compensation structure and employees¡¦ distribution equity perception should be highly regarded. Furthermore, strategies of recruitment should be enhanced, and a comprehensive system of on-job training shall be established in order to improve employees¡¦ performance. (2) For salespeople at the retail counters, they should strengthen their competitiveness, understand the meaning of working as a salespeople, develop a correct attitude towards serving customers, and stick to the customer-oriented concept.

The purpose of this study was to identify whether three achievement motivation variables (LGO, GNS, and AO) were positively related to work-family balance, and to investigate plausible interactions between these variables and work-family stressors on balance perceptions. Relationships of these variables to work-family conflict and facilitation outcomes were also analyzed in order to identify differential relationships. Data were collected from 428 individuals through a web-based survey. Results indicated that all three achievement motivation variables were clearly related favorably to work-family balance and facilitation, while only AO was negatively related to conflict. The relationships between schedule flexibility and all work-family outcomes were moderated by both LGO and GNS. The majority of proposed interactive effects between achievement motivation variables and work-family stressors on balance were not significant. However, several interactions were significant when conflict or facilitation served as the criterion measure. Overall, the results provide support for LGO, GNS, and AO as both direct and indirect contributors to work-family balance.

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¡@¡@After the year of 2000, the unemployment rate is growing up every year. Until March of 2001, the rate of unemployment had already climbed to 7.5% and the main reason for this situation was establishment closed or business shrunk. Because of facing hard competitive environment, many enterprises progressed the downsizing to solve the problem of bankruptcy or in order to restructure business. Even though downsizing always be viewed as an effective method to lower operation cost and increase organizational performance; however, some past researches showed that after downsizing many company not only did not achieve expected objectives but also give all workers a very big shock. This happened all the time especially when survivors felt unfair or uncomfortable to the process of downsizing, and usually accompanied with morale¡¦s decline and distrust managers. Finally workers maybe show unsteady performance spontaneously and affect company¡¦s competitiveness. For some successful downsizing enterprises, they considered downsizing as a strategic plan, and at the same time devote themselves to rebuild business culture or progress other human resource system to ease survivor pressure while executing downsizing In this research, we investigate employees who experienced downsizing before, and hope to understand how downsizing influence their work attitudes and behaviors. Besides, it wants to be approved if business could develop other human resource activities to lower downside actions of survivors. After analyzing the data, the results are stated as below: I. Difference of survivor attitudes and behaviors due to employee identification of downsizing plan. 1.There are obviously differences on job involvement due to different level of employee identification of downsizing reason. 2.Comprising with direct layoffs, when using the way of retire to progress downsizing, survivor organizational identification will get higher records. II. Relationships between downsizing and survivor attitudes and behaviors. 1.When employees felt that their company practiced downsizing for the reason of merge or acquisition, they would have positive organizational identification and job involvement but have negative relation with turnover. 2.When employees felt good and comfortable in downsizing process, they would have positive organizational identification but have negative relation with turnover. 3.When employees felt the way of downsizing was direct layoffs, they would get negative influence and make them to have higher turnover. Instead, when employees felt the way of downsizing was gentle retirement, they would have better feeling to company and higher organizational identification. III. All situational items have the moderating effects on the relationship between downsizing plan and survivor attitudes and behaviors. 1.Most growth need strength have the moderating effects on the relationship between downsizing plan and survivor attitudes and behaviors. When employee felt that the reason of downsizing was imitate other organization behaviors, then the workers who were high GNS would have lower organizational identification than low GNS. However, if survivor cognized that company was fair in downsizing process and let employees participate in the plan, then the workers who were high GNS would have higher organizational identification than low GNS. 2.Employees¡¦ cognitions to the change of human resource system would have moderating effects on the relationship between organizational process and survivor attitudes and behaviors. IV. The influence on organizational performance by survivor attitudes and behavior The results showed that this part could not get exactly demonstration from analysis records.

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.

薪資是影響求職者職缺選擇的重要因素之一，但是根據期望理論的觀點，職缺屬性彼此會產生互補效果，這對於資源有限的企業而言，意味著凸顯其他非金錢性之職缺屬性，應該能夠削弱低薪對於求職者職缺選擇的負面影響；此外，根據期望理論的論述，求職者個人特性亦會影響他 (她) 對職缺屬性的解讀，而影響求職者的職缺選擇。本研究以Barber、Daly、Giannantonio與Phillips (1994) 根據ERG理論為基礎所做的屬性分類，試圖探討關係類和成長類職缺屬性能否補償低薪對於求職者職缺選擇的影響，以提升求職者選取低薪職缺的可能性，同時亦探討求職者親和需求與成長需求於此間扮演的調節角色。 / 本研究以2 (關係類職缺屬性差距) ×2 (成長類職缺屬性差距) 受試者間實驗設計，依變項為低薪職缺「工作選擇決策」與「職缺接受意圖」，同時亦請受試自陳個人之親和需求與成長需求，共邀請151名某國立大學的應屆畢業生參與研究，並以階層迴歸分析與羅吉斯迴歸分析進行假設驗證，且輔以質化訪談佐證實證結果。研究結果發現，關係類職缺屬性差距或成長類職缺屬性差距，對於薪資水準皆產生顯著補償效果，亦即低薪職缺之關係類或成長類職缺屬性，愈優於高薪職缺的情況下，求職者愈會接受低薪職缺；此外，求職者之成長需求，也會調節成長類屬性與低薪職缺接受意圖和工作選擇決策間之關係；有別於期望理論的預測，本研究發現職缺屬性間並非為加成效果(Additive effect)，僅一類職缺屬性差距大時，即可補償薪資帶來的負面影響，而兩個職缺屬性皆差距大時，補償效果並未更強。最後，根據實證結果與訪談資料，本研究提出未來研究與管理建議。 / Pay-level has long been recognized as one of the most important job attributes that influence applicants' job acceptance intentions and choices. According to the expectancy theory, job attributes would compensate each other; in addition, applicants' individual differences would influence how they value job attributes. In terms of ERG theory's job attribute classification (Barber, Daly, Giannantonio & Phillips, 1994), the present study attempts to examine whether low-pay jobs with better relatedness and growth job attributes would foster applicants to choose them; as well as to investigate the moderating effects of the corresponding individual differences, need for affiliation and growth need strength, on the compensatory effects. / A 2×2 between-subject experimental design using low-pay job acceptance intentions and job choices as the dependent variables, were conducted with 151 undergraduate students who were pursuing jobs at the time of the data collection. Results of hierarchical regression, logistic regression and qualitative interviews showed that applicants were more willing to accept low-pay jobs than high-pay ones when low-pay jobs had better relatedness or growth job attributes; besides, applicants' growth need strength moderated the relationship between growth job attributes and the dependent variables. However, inconsistent with the expectance theory, addition analysis showed that job attributes did not affect applicants’ acceptance intentions and choices additively. That is, one better job attribute could have compensated low-pay's negative effect as effectively as two better job attribute had. Finally, based on the empirical results and qualitative data, suggestions for future research and managerial implications are discussed.

A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement. / Psychology / M.A.