This research will focus on the following items. 1. The difference of the personality characteristic among different generation employees. 2. The difference in personal variation for personality characteristic, organization commitment, job satisfaction, and turnover tendency. 3. The influence of the personality characteristic on organization commitment, job satisfaction, and turnover tendency. 4. To discuss the relationship of the personality characteristic on organization commitment, job satisfaction, and turnover tendency whether interfered by the different generation. The target of research was the employees who work in domestic enterprises, and adop a questionnaire method to collection data, which sending out 1,051 questionnaires, and recovering 962. The recovery rate reaches to 92%, after eliminating 26 invalid questionnaires, we got 936 valid questionnaires, and the valid recovery rate was 89%. We will make analysis through the method includes descriptive analysis, factor analysis, letter degree analysis, independent sample t test, one way ANOVA, Pearson¡¦s correlation analysis and multiple regression analysis. The research finding as follows. 1. The personality characteristic among different generation employees have no obvious difference. There is only the difference in degree between the inner-controlled and outer-controlled personality characteristic. There is no absolute dichotomization, and most people are being between the both. There is also no absolute boundary between A type personality and B type personality, most people may own two kinds of personality characteristics in the meantime, just one kind of them is more obvious. 2. There are quite differences among the personality characteristic, organization commitment, job satisfaction, and turnover tendency, which caused by personal variable (include sex, age, marriage appearance, level of education, work seniority and job title). 3. When the employee tends to inner-controlled personality characteristic, the degree of job satisfaction and organization commitment is higher. 4. When the employee tends to inner-controlled personality characteristic, the turnover tendency becomes lower. 5.When the employee tends to ¢Ï type personality characteristic, the degree of job satisfaction and organization commitment, the turnover tendency are more high. 6. The relationship between inner-controlled and outer-controlled personality characteristic, and job satisfaction was obviously interfered by "Generation". 7. The relationship between inner-controlled and outer-controlled personalitycharacteristic, and organization commitment was obviously interfered by "Generation". 8. The relationship between inner-controlled and outer-controlled personality characteristic, and turnover tendency was not interfered by "Generation". 9.The relationship between ¢Ï type personality characteristic, job satisfaction, organization commitment and turnover tendency was not interfered by "Generation".

As step of the internationalization being becoming riper, enterprise trend towards competition, how recruit, employ with retaining the office outstanding talent become manpower tactics most important enterprise at present time. Are the staffs willing to contribute to their mind, it is for enterprise could maintain by competitiveness important factor. Enterprises excite working wills of staff with the incentive system, is the key to improving staff's loyalty and commitment to enterprises. Will bring up different staff under each kind of corporate culture, can also say different staff to gather together when working can get up and send out one belong to their unique corporate culture, ape sedulously, complement each other between the two. How should enable enterprise to reach and manage continuously forever, become the outstanding one among the same trade? With today when people first of 21st century, the corporate culture can't be indiscreet and negligent. Another, should make outstanding talents like to be paying one's own intelligence constantly for an enterprise, as for market with keen competition of now, the incentive system organized is even more push hands in pair of invisible stealth. The good incentive system not only can make the staff obtain satisfication at work, can lead, excite out more intelligence intention even more, create profit-making value for enterprise. As studying the purpose of this research, with the corporation culture to organizational motivation and organization commitments¡¦ influence. Amounts to 12 enterprises in Taiwan and Jiangsu, go through 9 months and carry on questionnaire investigation to the staff with the random sampling pattern. A total of 500 survey forms were sent out, and 362 of which were completed and returned. Through differential analysis, correlational analysis, and multiple regression analysis, the empirical findings of the present study are as the following: 1. In Taiwan, the corporate culture is having influence on the organizational motivation; In Jiangsu, the corporate culture is having some influence on the organization motivation. 2. In Taiwan and Jiangsu, the corporate culture will influence the staff to the organizational commitment willing. 3. In Taiwan and Jiangsu, organizational motivation system to influence the staff to the organizational commitment. 4. In Taiwan and Jiangsu, corporate culture, organizational motivation and organizational commitment that will have with difference of staff's personal attribute. ¡@¡@ 5. Corporate culture and organizational commitment have small influences on organizational motivation.

There were 866 valid questionnaires from 970 released ones to primary school teachers in 84 Municipal Primary Schools in Kaohsiung, and the results are given below. 1. Part of the aspect of the principals¡¦ leadership behavior, teachers¡¦ job involvement and organization commitment would show significant difference because of different demographic variables. 2. There shows a significant positive correlation between the consideration behavior of the principals¡¦ leadership behavior and the teachers¡¦ job enjoyment, concentration and preparation aspects in their job involvement. 3. There shows a significant positive correlation between the initiation of structure of the principals¡¦ leadership behavior and the teachers¡¦ job enjoyment, concentration and preparation aspects in their jobs. 4. The consideration behavior of the principals¡¦ leadership behavior has significant and positive correlation with the affective commitment and normative commitment of teachers¡¦ organization commitment. 5. The initiation of structure of the principals¡¦ leadership behavior has significant positive correlation with the affective commitment, continuous commitment and normative commitment of teachers¡¦ organization commitment. 6. The consideration behavior of the principals¡¦ leadership behavior has significant negative correlation with the enjoyment of the teachers¡¦ job involvement. 7. The correlation among the initiation of structure of the principals¡¦ leadership behavior and the teachers¡¦ job enjoyment, concentration and preparation aspects in their job involvement are strong and positive. 8. The correlation among the consideration behavior of the principals¡¦ leadership behavior and the affective commitment and normative commitment of teachers¡¦ organization commitment is strong and positive. 9. The correlation among the initiation of structure of the principals¡¦ leadership behavior and the affective commitment and normative commitment of teachers¡¦ organization commitment is strong and positive.

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ABSTRACT Nowadays, in highly competitive circumstance, the highly qualified employee has become one of the key points for company to success and also the precious asset to keep company superior. In the service-guided industries, most service occurs between employees and customers by face-to-face. Therefore, the more agreement the employees show to their company and job, the higher quality the service will be paid to customers. The satisfaction and positive evaluation from customers usually are decided by the received service affected by the employees¡¦ conscience and enthusiasm. In order to make all employees prepare good service fervency, it¡¦s quite important for the company to develop an Internal marketing conception and employees with high loyalty of Organizational commitment. This research is mainly by quantifiable amount of questionnaires to analyze relationship between Internal marketing and Organizational commitment, then through the associate literatures and actual experience to probe the influence on Service quality. With regarding to the character in military unit, we used Length of service and Duty as a control variable, and analyzed by statistics to obtain the conclusion and meaning of management with three conceptions as below: 1.The loyal level of Organization commitment of employees mainly depends on ¡§working condition¡¨ and ¡§employees¡¦ Cognition¡¨. 2.The Service quality received by the fleet may be affected by the Internal marketing status and Organizational commitment of employees. 3.The better of the Internal marketing made by organization, the higher Organizational commitment will be, and also the higher service quality the fleet will acquire. Key Words: 1. Internal marketing, 2. Organization commitment, 3. Service quality

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This thesis study is about the effects of tight budgetary control on managerial behaviour in the Swedish public sector. Managerial behaviour represents the four variables; motivation, organizational commitment, stress, and satisfaction. As previous research mostly investigated the effects of tight budgetary control on organizational performance in the private sector, this study can be seen as one of the first that focus on managerial behaviour and is based on the public sector. For the data collection process, an online questionnaire was created that has been distributed via email to the different participants. Moreover, the study is based on a sample of 62 managers from different municipalities and universities throughout Sweden. The result of the thesis research study revealed that the majority of the local managers in the Swedish public sector actually experience tight budgetary control. Furthermore, the statistical test of the created hypotheses showed that the behavioural factors, both, organizational commitment and stress were respectively negatively and positively related with tight budgetary control. However, for the behavioural variables of motivation and satisfaction no significant results have been found.

Under highly global competitive circumstances, following with the more importance of Service marketing, the concepts of marketing changed revolutionarily and rapidly; and more and more enterprises put emphasize on the new concept of internal marketing. It means successful company should not only focus on consumers and employees at the same time, but consider their employees as internal consumers. Only by doing so, it could motivate employees¡¦ consumer consciousness, higher organization commitment and the higher service quality. Therefore, the highly qualified employee has become one of the key points for company to success, and the precious asset to keep its competitive advantage and superior. Through the framework of internal marketing theory, qualitative and quantitative methods are adopted in this research. The research aims to examine the essence of internal marketing and its influence in organization commitment. Probing the internal marketing management activities in case company by in-depth interview, also analyzing the relationship between internal marketing and organization commitment by the questionnaire survey. The questionnaire results indicate that the loyal level of organization commitment of employees mainly depends on employees¡¦ cognition and satisfied level. In other words, enterprise¡¦s internal marketing plan will affect its employees¡¦ consciousness and satisfaction and level of commitment to the organization. Therefore, mangers could create a better environment and get staff¡¦s higher organization commitment as long as they could make a perfect internal marketing plan.

A good education system is one of the policies of the state evolution and will deeply effect the national competitive ability. Among them, the medicine education carries to undertake the responsibility of nurturing the professional manpower of medical treatment. The doctor's education promotes the citizen¡¦s health maintenance and quality of life. Since the national health insurance carried out and parts of personnel of health care bring into the Labor Standards Law on March 1995, management environment of hospital gradually deteriorates. In order to respond the management dilemma of this upheaval, in addition to strengthenning the grasp of the personnel cost, must still support certain service quality of health care. Nowadays the organization of the hospital is an organization that belongs to the highly professional degree in the health care industry of Taiwan. Each section is very independent, and the doctor has the predominant leading role. Not only the decision maker of the hospital, but also the most important role of facing the patient. Under the limited resource, if the hospital wants to continuously grow, it is most important to establish a sturdy system to inspire the doctors to devote themselves in the hospital affairs, which will raise work results, health care qualities, and outlast in the increasingly vigorous market of the health care. This study ( interview ) taken by the resident doctors and interns of the Kaohsiung Medical University ¡®Hsiao-Kang Hospital, consist of structural questionnaires. 290 questionnaires were released and 157 were returned, and analyzed by statistical methods: t-test analysis of independence, analysis of variance, Pearson¡¦s production-moment correlation, and multiple regression etc. The results confirm several important discoveries as following: 1. In the analysis of variances of different factors, we find: (1) Intern¡¦s sensation of the expert knowledge and skill are higher than resident doctor. (2) In different rank, the male doctor¡¦s job outer-satisfaction is far precious sight more than female doctor. 2. To analysis the relationship of the perception of rotation trainning, job satisfaction and organization commitment, we find the following phenomenon: (1) The higher perception in the doctor¡¦s perception of rotation trainning, the more job satisfaction they will have. (2) The higher job satisfaction they have, the higher organizational commitment they will have to the hospital. (3) The job satisfaction has mediating effect between the doctor¡¦s perception of rotation trainning and organizational commitment. 3. The higher perception of rotation trainning, the more job satisfaction work doctor will have. The hospital clinic trainning section should pay more attention and set up a program emphasizing a set of healthy doctor's rotation system. Planning doctor's rotation in advance, and evaluate job satisfaction, will get a positive impact to doctor¡¦s job satisfaction. 4. To emphasis the doctor's job rotation and aggressively arrange the doctor's clinical trainning, normalize and be fair to the promotion system, and fairly carry on the doctor's rotation, the doctor will believe deeply to be alongside of the hospital goal and value. Then they will put forth more efforts for the favor of the hospital.

Abstract The advent of knowledge economy era signifies the importance of knowledge, and knowledge management is drawing great attention. The success of knowledge management depends on the willingness of employees to share knowledge. This research studies whether organization support and social support will affect employee's commitment to organization, and whether more commitment will make employees more willing to share knowledge for the benefit of the organization. Furthermore, this research will verify the mediating effect of organizational commitment on the interaction among organization support, social support and knowledge sharing willingness. This research uses questionnaires for experiment and verification, total 550 questionnaires are sent to traditional manufacturer and communication service companies located in Southern Taiwan, which are randomly selected from the top 1000 manufacturers and the top 500 companies according Business Week 2006, and 486 questionnaires returned. The effective questionnaires return rate is 88.4%. The results of this research is following: (1) The profession support and mission support had positively effect to the organization commitment, and the first had more effect than the second. (2) In the society support, the emotional support and the tool support had positively effect to the organization commitment, and the first had more effect than the second. Also the supervisor's support had more effect than the family and friend's support. (3) In the organization commitment, emotion had positively effect to the knowledge sharing willingness, but the persistent promise did not. (4)The supervisor and senior employee had more organization commitment and knowledge sharing willingness than other employees.