Abstract A Study for the Influence of Compensation System, Organization Climate to Employee Performance ¡Ð Taking Traditional Textile Companies as Examples Recently textile companies in Taiwan have been, more or less, through business transformation with e-knowledge management of resources integration, supply chain collaboration and globalization, in order to enhance their own competition threshold for the ubiquity of marketing battles. In such delicate tasks, issue of human resources exhibits a pivot role to reach the designated goals. Compensation system is then considered as the most direct aspect to relate the issue. In this study, a factorial design is conducted to find a better compensation system to enhance employee performance for traditional textile companies. To probe intrinsic influence among variables, aspects of compensation system¡]CS¡^, organization climate¡]OC¡^and employee performance¡]EP¡^are examined. 407 questionnaires were collected, and provided to verify existence of related assumptions in this study. Results can be concluded as followings¡GA ¡V It is mutually significant for CS to all the constituted phases of EP, and to those of OC¡FB ¡V It is mutually significant for the constituted phases¡]employee orientation, human communication and responsibility trend¡^of OC to the constituted phase¡]task performance¡^of EP. It is mutually significant for the constituted phases¡]employee orientation and human communication¡^of OC to the constituted phase¡]contextual performance¡^of EP¡FC ¡V It is significant for duty compensation and performance compensation of CS to employee orientation of OC. It is significant for duty compensation of CS to human communication of OC. It is significant for performance compensation of CS to responsibility trend of OC¡FD ¡V It is significant for employee orientation and human communication of OC to task performance and contextual performance of EP. It is significant for procedure regulation of OC to contextual performance of EP¡FE ¡V It is significant for duty compensation of CS to task performance and contextual performance of EP¡FF ¡VOC acts as a factor of intermediate effect between CS and EP. According to this study, traditional textile companies shall pay more attention to junior employees/rookies, design of CS, influence of CS to EP, influence of intermediate effect from OC to CS and EP. Key words¡Gcompensation system, organization climate, employee performance.

This dissertation draws from the fields of history, sociology, psychology, moral philosophy, and organizational theory to establish a theoretical connection between a social/organizational influence (Ethical Work Climate) and an individual cognitive element of moral behavior (moral awareness). The research was designed to help fill a gap in the existing literature by providing empirical evidence of the connection between organizational influences and individual ethical choices, which has heretofore largely been merely assumed. Additional aspects of moral behavior beyond moral judgment, as suggested by the Four Component Model (Rest, 1994) were investigated. Extensively relying on the work of Victor and Cullen (1987, 1988), Rest (1979, 1986, 1994), and Blum (1991, 1994), seven hypotheses were formulated and tested to determine the nature of the direct relationship between the organizational level Ethical Work Climate and individual level moral awareness, and that relationship as moderated by four demographic and individual variables. Seven of the climate types identified by Cullen, Victor, and Bronson (1993) were replicated in the present study. All three of the hypotheses pertaining to the direct relationship between Ethical Work Climate and moral awareness were supported, as were three of the four hypotheses related to the moderating variables. These results provide evidence that Ethical Work Climate is a primary predictor of individual moral awareness, and that social influence often overrides the effects of individual differences is a work group setting. Implications for future research are provided. / Ph. D.

Reklambranschen är en bransch som lägger mycket fokus och stort värde på skapandet av originalitet och nytänkande för att frambringa effektiva lösningar. Reklam handlar om att påverka en individ och skapa reaktioner, vilket kan leda till att personen köper den marknadsförda produkten eller tjänsten. En reklambyrås vardag är att arbeta med flera olika uppdrag i varierade storlekar och projektledaren kan leda runt tjugo projekt samtidigt. Projektgruppen har en ständigt tuff utmaning att överträffa sig själva och kundens önskemål för att slå igenom marknaden samt nå ut till konsumenten. Projektledaren har en viktig roll i denna process genom att både leda sina medarbetare och att motivera dem till att vara kreativa. Denna studie har som syfte att studera samt ge exempel på hur projektledare på en reklambyrå motiverar kreativiteten hos projektdeltagarna. För att besvara forskningsfrågan har semistrukturerade intervjuer gjorts där respondenterna fick möjlighet att fördjupa sig i varje fråga. Totalt fyra intervjuer genomfördes på fyra olika projektledare, varav två arbetade på samma byrå. I studien ges en djupare förståelse för kreativitet, motivation, organisationsklimat och ledarskap, och är de fyra teoriavsnitt som studien är uppbyggd kring och som presenteras i teorikapitlet. Analysen använder sedan samma indelning vid genomgången av empirin. Undersökningen visade bland annat att projektledare på en reklambyrå upplever en ständig, men samtidigt stimulerande utmaning, då projektgruppen ska vara kreativ inom vissa ramar, önskemål och förväntningar. Med den press som byråerna har att alltid prestera och leverera nya idéer är det viktigt att organisationsklimatet och projektledaren främjar samt motiverar kreativiteten bland de anställda. Studien fann inget gemensamt arbetssätt eller ledarskap för att stötta kreativa idéer och att motivera för kreativitet. Varje projektledare anpassar sitt ledarskap utifrån hur mycket motivation som behövs. Studien visar tydligt att samtliga är helt överens om vikten av kreativt arbete i projekten, men att mångfalden av hur den hanteras är slående. Exempel på hur olika projektledarna motiverar sina projektdeltagare är att ledarna inspirerar dem genom att sprida positiv energi, skapa en vi-känsla och att själva delta i det kreativa arbetet. Trots att det finns olika teorier om hur en ledare bör agera för att hantera kreativa människor använder projektledarna i denna studie ingen särskild metod, utan ser varje individ som unik. De anser att alla har olika behov, motiv och personligheter, samt att de också behöver motivera efter situation och projekt. / The focus in the advertising business is on creating original solutions. Advertising is all about affecting an individual and to make reactions, which could lead to a person buying the promoted product or service. The everyday life of an advertising agency is to work with multiple quests in different sizes and the project manager can manage up to twenty projects at a time. The project group has a constant challenge to excel not only themselves but also the wishes of the client to break through the market and reach out to the consumer. The project manager has therefore an important role in this process to both manage their coworkers and motivate for creativity. The purpose of this study is to find examples of how a project manager at an advertising agency motivates their coworkers to be creative. Semi structured interviews have been used to answer this research’s question, where the respondents had the opportunity to develop their answers. A total of four interviews were made with four different project managers, where two of them work at the same agency. The theoretical foundation of the study is based on four different areas; creativity, motivation, organizations climate and leadership. The same areas are used in the analysis when handling the empirical results. The study revealed that project managers at an advertising agency experience a persistent, but at the same time stimulating challenge. The team needs to be very creative, and at the same time adhere to certain boundaries, requests and expectations. With the pressure that the teams face to perform and deliver original ideas, it is important for the project managers to motivate their coworkers to be creative and to create an organizational climate that stimulates creativity. The study didn’t find a common view among the project managers’ on leadership or on how to stimulate the creativity of their colleagues. Each project manager had their own way of managing their coworkers’ creativity and they adapt their leadership to the level of motivation that the group needs. The study clearly shows that the project managers agree upon the importance of creativity in their projects. Nevertheless the diversity of how this is handled is striking. To inspire with positive energy, to create a “we-feeling” in the group and to participate in the creative process are some examples of how the project managers motivate their coworkers. Even though there are different theories on how a manager should handle creative people, the project managers’ in this study see every individual as unique instead of using a particular method. They consider that everybody has different needs, motives, personalities and that they need to adapt the level of motivation to every situation and project.

As middle management is pillar of enterprise, so to develop middle management¡¦s professional competence is the key factor for enterprise¡¦s growth and competitiveness. To strengthen middle manager¡¦s management skills that can improve business performance and could be the key process for nurture of future successor. In an organization, middle management plays the key role to integrate and adjust organizational competence, therefore the ability to build network relationship among members and cooperate with other people to enhance social capital, develop human capital and cumulate personal physical capital is the most important objectives. The purpose of this study is to investigate the relation of social capital, job performance and career success. In this study, social capital is defined as independent variables, job performance and career success are defined as dependent variable. Furthermore, using the organization climate and shared normative frameworks as the interfered variable to investigat the effect of interference to social capital, job performance and career success. This study adopted questionnaire survey and target on middle management in various industry. The data were analyzed by reliability analysis, factor analysis, one-way ANOVA and hierarchical regression analysis to discuss the relationships between social capital, job performance and career success and the moderating effect of interference for organization climate, shared normative frameworks. The findings of the study are as follows. (1) Micro level and meso level of social capital correlates positively with career success. (2) Micro level and meso level of social capital correlates positively with job performance. (3) Organization climate and shared normative frameworks causes partially intervention on relation of micro level and meso level of social capital and career success. (4) Organiztion climate and shared normative frameworks causes intervention on relation of micro level social capital and job performance is partial significant. (5) Organiztion climate and shared normative frameworks causes intervention on relation of meso level social capital and job performance is not significant. According to the results, we offer the following suggestions: (1) For enterprise: To enhance information and resource flow, promote high quality leadership and communication, reinforce recruiting, talent selection strategy and organization climate; (2) For employee: To reinforce social capital to improve job performance, cultivate learning, responsible attitude.

本研究旨在探討竹苗區國民中學教師知覺校長願景領導、學校組織氣氛與學校效能之關係。為達研究目的，首先蒐集相關文獻資料加以探討分析，瞭解校長願景領導、學校組織氣氛與學校效能之內涵，以建立本研究架構之理論基礎，及問卷編製的依據。在實證研究上採調查研究法，以竹苗區公立國民中學教師為樣本對象，採「分層隨機抽樣」方式，進行研究資料的蒐集，共發出600份問卷，有效問卷582份，回收可用率達97.0%。問卷回收後，分別以描述性統計、t考驗、單因子變異數分析、皮爾遜積差相關及逐步多元迴歸等進行統計分析。 綜合文獻探討及調查研究結果，本研究獲致研究結論如下： 一、竹苗區國中教師知覺校長願景領導屬於中高程度，其中以「願景的發展與宣導」層面最佳。 二、竹苗區國中教師知覺學校組織氣氛屬於中高程度，其中以「教師承諾行為」層面最佳。 三、竹苗區國中教師知覺學校效能屬中高程度，其中以「有效的教學品質」層面最佳。 四、在「校長願景領導」方面，不同「學校位置」背景變項之國中教師，知覺校長願景領導有顯著差異。 五、在「學校組織氣氛」方面，不同「性別」、「現任職務」、任職學校「校長性別」及「學校位置」背景變項之教師，知覺學校組織氣氛有顯著差異。 六、在「學校效能」方面，不同「學校規模」及「學校位置」背景變項之教師，知覺學校效能有顯著差異。 七、竹苗區國中校長願景領導與學校組織氣氛具有顯著相關。 八、竹苗區國中校長願景領導與學校效能具有顯著相關。 九、竹苗區國中學校組織氣氛與學校效能具有顯著相關。 十、竹苗區國中校長願景領導與學校組織氣氛對學校效能具有顯著預測作用。 根據以上研究結果，提出具體建議，提供教育行政機關、學校行政及教師未來相關研究之參考。 / The overall objective of this study is to estimate the associations among the principal’s visionary leadership, school organization climate, and school effectiveness in Hsinchu and Miaoli junior high schools. To achieve the research purposes, a literature review was conducted to understand the principal’s visionary leadership, school organization climate and school effectiveness, and then to establish the fundamental theory of this study and develop questionnaires. This is a cross-sectional survey study using stratified random sampling design. The study recruited teachers in Hsinchu and Miaoli areas public junior high schools. A sample of junior high school teachers in Hsinchu and Miaoli areas, stratified random sampling, issued a total of 600 parts, 582 valid questionnaires, the effective rate of 97.0% questionnaires. The collected data was analyzed by descriptive analyses, t-test, one-way ANOVA, Pearson product-moment correlation, and multiple stepwise regression analysis. The main findings of the study include： 1.Moderate-high teacher’s perceptions of the principal’s visionary leadership were shown, and “development and propaganda of the vision” had the highest level. 2.Moderate-high teacher’s perceptions of the school organization climate were shown, and “teacher’s commitment behaviors” had the highest level. 3.Moderate-high teacher’s perceptions of the school effectiveness were shown, and “effective teaching quality” had the highest level. 4.School location showed significant effect on teacher’s perceptions of the principal’s visionary leadership. 5.Teacher’s gender, current position, principal’s gender, and school location showed significant effects on teacher’s perceptions of the school organization climate. 6.School scale and location showed significant effects on teacher’s perceptions of the school effectiveness. 7.Principal’s visionary leadership and school organization climate were positively correlated. 8.Principal’s visionary leadership and school effectiveness were positively correlated. 9.School organization climate and school effectiveness were positively correlated. 10.Principal’s visionary leadership and school organization climate were significant predictors of school effectiveness. According to the above research conclusions, the suggestions are proposed to be used as reference by educational institutions, school administrative units, and teachers in the future.

本研究旨在探討新北市國民中學教師學術樂觀與學校組織氣候的現況；並剖析不同背景變項與學校變項的教師知覺教師學術樂觀與學校組織氣候的差異情形；及探討教師學術樂觀與學校組織氣候之間的關係；最後，以逐步多元迴歸檢視教師學術樂觀對學校組織氣候的預測力。為達到上述研究目的，本研究採用問卷調查法，以新北市35所國民中學之主任、組長及教師為研究對象，共寄發問卷559份，回收有效問卷521 份，有效回收率為93.20％。本研究採用SPSS統計套裝軟體進行分析，獲得以下結論： 一、 新北市國民中學教師知覺教師學術樂觀、學校組織氣候為中高程度。 二、 不同年齡、教育程度、任教領域及學校地區之教師在知覺教師學術樂觀整體與學校組織氣候整體，都沒有顯著差異。 三、 不同性別之教師在知覺學校組織氣候整體，女性教師高於男性教師。 四、 不同服務年資之教師在知覺教師學術樂觀整體，21（含）年以上之教師高於6~10年之教師。 五、 不同職務性質之教師在知覺教師學術樂觀整體，教師兼主任高於教師兼導師。 六、 不同學校規模之教師在知覺教師學術樂觀整體，73（含）班以上之教師高於25~48班之教師。 七、 教師學術樂觀與學校組織氣候之間呈現正向相關。 八、 教師學術樂觀對學校組織氣候具正向預測力，其中教師信任領導者及教師信任同儕二構面對學校組織氣候整體之聯合預測力最高。 最後，依據上述研究結論，提出具體建議，以做為教育行政機關、國民中學校行政及未來研究人員的參考運用。 關鍵詞：國民中學、教師學術樂觀、學校組織氣候 / The Study of the Relationships between Teacher Academic Optimism and School Organization Climate in Junior High Schools in New Taipei City Abstract First, this study aimed to explore the current situation of New Taipei City junior high schools’ teacher academic optimism and school organization climate; then, to analyze the demographic variables on the different perceptions of teacher academic optimism and school organization climate, and then to discuss the relationship between teacher academic optimism and school organization climate. Finally, stepwise multiple regression was used to predict school organization climate. Based on the research conclusions, the proposed recommendations for the relevant institutions’ reference were provided. To achieve these purposes, this study used questionnaire survey method. The directors, team leaders and teachers from 35 junior high schools in New Taipei City were sampled as the subjects. A total of 559 questionnaires were distributed, with 521 valid questionnaires. The return rate was 93.2%. Survey data were analyzed by descriptive statistics, t-test, one way ANOVA, Pearson product-moment correlation coefficient, and stepwise multiple regression. The conclusions of this research are as follows: 1. Teachers’ perceptions of teacher academic optimism and school organization climate is high in junior high schools in New Taipei City. 2. There are no significant statistical differences in ages, education levels, teaching field, and school locations in teachers’ perceptions of teacher academic optimism and school organization climate. 3. There are significant statistical differences within genders of junior high school teachers perceptions of school organization climate. And the female teachers are obviously higher than the male teachers. 4. There are significant statistical differences within service years of junior high school teachers perceptions of teacher academic optimism. And teachers service above 21 years are obviously higher than teachers service 6~10 years. 5. There are significant statistical differences within duties of junior high school teachers perceptions of teacher academic optimism. And teachers serving concurrently as administrators of school affairs are obviously higher than class teachers. 6. There are significant statistical differences within school sizes of junior high school teachers perceptions of teacher academic optimism. And teachers above 73 classes are obviously higher than teachers in 25~48 classes. 7. Teacher academic optimism is positively correlated to school organization climate. 8. The prediction of the relationships between teacher academic optimism and school organization climate is supported. Finally, based on the above research conclusions, the recommendations are provided as references and applications for educational administrations, junior high school administrations and future researchers. Keywords: junior high school, teacher academic optimism, school organization climate

The educational problem addressed in this study was the lack of empirical research of the effects of how principal leadership characteristics and style influence the culture of multicultural schools. This qualitative case study identified and explored the leadership strategies used by a reputedly successful principal of a multicultural school. A successful principal was the case being studied. The conceptual framework was anchored in Burns' transformational leadership theory. Three research questions focused on the principal's leadership characteristics, the participants' perceptions of how the principal applied the leadership style, and the influence of the principal's leadership style on school culture. A principal, an assistant principal, and 8 lead teachers knowledgeable of the principal's leadership style participated in semistructured interviews. School climate surveys were examined to enhance understanding of school climate under the principal's leadership. Data analysis strategies included transcribing interview data, thematic development, and data triangulation. Results showed that the principal's abilities to share decision-making and communicate the school's vision were important skills. The principal had profound influence on school culture and also shaped how teachers created a safe, nurturing, and stimulating learning environment sensitive to multicultural students. A central recommendation of the study is that principals in similar settings should build trust and collaboration to create inviting and equitable learning environments for diverse students and their families. This study contributes to positive social change by providing insight that may help current and emerging principals in similar situations lead school personnel in ways that contribute to positive and productive learning environments that ultimately provide increased awareness of diversity and ensure student success.

The research problem that this study sought to address stemmed from a lack of knowledge about South African organizations and a dearth of empirical, quantitative research into organizations, organization structure and organization climate in this country. Five research hypotheses were formulated to address this problem and its attendant subpriJblems. A comprehensive review of the related literature and research was c~trried out and Organization Theory was traced to its earliest beginnings. A number of schools hased on Max Weber's bureaucratic ideal type were described and contrasted. Much attention was paid to the work of the Aston group m the United Kingdom and to their efforts to operationalize Weberian concepts and to incorporate them into a replicable body of quantitative research. Points of departure were re-examined and some new twists to Systems Theory and Structural Functionalism were considered. It was established that the demographic characteristics of both the sample and the population were similar enough for the results of this study to be generalised to the population with some degree of confidence. Much care was taken to test and validate each of the scales that comprised the questionnaire, and item analyses and factor analyses were carried out for every variable and group of variables. The measures developed in other parts of the world and by other researchers performed very well in a South African setting - as did the measures developed specifically for this study. Statistical associations and causal relationships between the various sets of variables, both at the sector level and at individual industry subgroup level, were sought by means of multiple regression analyses. Broad support was found for a 'culture-free hypothesis' that there are a number of stable relationships between organizations and their context; and these relationships will be constant in direction and strength regardless of differences in structures, or in contexts of structures between societies. Importantly, there were also a number of significant differences between this study and the findings of other studies which reflected South Africa's unique blend of developed and developing cultures and value systems. These differences provide fertile ground for future research in the field of Organization Theory. / Business Management / DBL

The research problem that this study sought to address stemmed from a lack of knowledge about South African organizations and a dearth of empirical, quantitative research into organizations, organization structure and organization climate in this country. Five research hypotheses were formulated to address this problem and its attendant subpriJblems. A comprehensive review of the related literature and research was c~trried out and Organization Theory was traced to its earliest beginnings. A number of schools hased on Max Weber's bureaucratic ideal type were described and contrasted. Much attention was paid to the work of the Aston group m the United Kingdom and to their efforts to operationalize Weberian concepts and to incorporate them into a replicable body of quantitative research. Points of departure were re-examined and some new twists to Systems Theory and Structural Functionalism were considered. It was established that the demographic characteristics of both the sample and the population were similar enough for the results of this study to be generalised to the population with some degree of confidence. Much care was taken to test and validate each of the scales that comprised the questionnaire, and item analyses and factor analyses were carried out for every variable and group of variables. The measures developed in other parts of the world and by other researchers performed very well in a South African setting - as did the measures developed specifically for this study. Statistical associations and causal relationships between the various sets of variables, both at the sector level and at individual industry subgroup level, were sought by means of multiple regression analyses. Broad support was found for a 'culture-free hypothesis' that there are a number of stable relationships between organizations and their context; and these relationships will be constant in direction and strength regardless of differences in structures, or in contexts of structures between societies. Importantly, there were also a number of significant differences between this study and the findings of other studies which reflected South Africa's unique blend of developed and developing cultures and value systems. These differences provide fertile ground for future research in the field of Organization Theory. / Business Management / DBL