In Republic of China, Labor Pension Act (to be called the New Mechanism for short in the following) was officially carried out in July 1, 2005. Being different from the Labor Standards Act (to be called the Old Mechanism for short in the following), the biggest feature of the new mechanism is that the retirement fund is portable. However, with the new mechanism , people are guaranteed to receive the retirement fund while they will get more money if they choose the old mechanism . Therefore, the problem of how to choose the suitable mechanism for the employees who were hired before July 1, 2005 has been discussed. Generally, if the employee doesn¡¦t have the intention to change his job, and has more confidence to his company, he should choose the old mechanism . On the contrary, he should choose the new mechanism . Thus, whether the employee chooses the new or old mechanism seems to become the important reference for the employer to test the employee¡¦s royalty and confidence toward the company. Someone even predicted that the implementation of the new mechanism would symbolize the coming of job changing boom. This report is based on the actual research of enterprises, and tries to understand and investigate the connection between employees and job stress, job satisfaction, and organization commitment. Moreover, based on the unstable character of individual, this report is trying to prove and understand if there is an obvious difference between the influence of job stress, job satisfaction, organization commitment, and the willing of changing job to make the employees choose the old or new mechanism . This is to provide the reference for enterprises to make plans for the human resources. Through this research, I found out the following in certain cases: 1. There is an obvious connection among the employees¡¦ job stress, job satisfaction, and organization commitment. 2. Job satisfaction and organization commitment have obvious influence to one¡¦s willing to change jobs. 3. The employees who change their mind to choose either the new policy or the old policy have obvious difference to the influence of job satisfaction, organization commitment, the willing of changing jobs, etc

Whether the execution of ¡§the ROC Armed Forces Streamlining Program¡¨ is smooth or not, heavily depends on member¡¦s cognition on the transformation, organization commitment, and working morale as well. However, there are few papers discuss about the relations among the above elements. The objective of this thesis is to study the relation among the transformation cognition, organization commitment, and morale of the high level command under the process of the organization transformation through questionnaire and analysis. The following conclusions are: 1. Under the prerequisite of employee participation, understanding, and guarantee the rights and interests, the employees will be willing to stay in the service. 2. The higher the degree of recognition and evaluation of employees on the transformation objective, the higher the concern on the organization¡¦s future development, pursue of the objective, the devotion and values on their jobs from the employees. 3. To promote the commitment of the employees to the organization would motivate the employees, and treat their works as the center of their lives, and therefore pursue better achievements. 4. For those senior high-ranking officers who own higher educational backgrounds and employees with long service years tend to have higher degree of recognition on transformation. 5. For those employees who are senior, own high educational backgrounds, and with long service years tend to have higher overall organizational commitment and stronger willing to stay in their positions. 6. For those 25 to 34 years old, with military appointments, married, high educational background, as the directors or deputy directors, higher-ranking officers and longer service years tend to have better recognition of organization, devotion and group spirits. According to the above results, four suggestions are addressed: 1. To respect the participation of employees, and to guarantee the employees¡¦ rights and interests. 2. To encourage the employees to attend courses or training during off-hours in order to build up multiple specialties. 3. To understand the employees¡¦ characteristics and specialties in order to adopt the strategy of differentiate management. 4. To enhance to recognition of the employees on the attainment of transformation benefits and to draft a complete set of measures.

This research takes the hospital as an example to explore the relationship between internal marketing and customer-orientation. There are three purposes of this research: First, exploring the relationships among internal marketing, job satisfaction, organization commitment, and customer-orientation; second, exploring the relationship between customer-oriented attitude and customer-oriented behavior, and third, testing if the behavior control can moderate the relationship between customer-oriented attitude and customer-oriented behavior. In order to understand if the control mechanism varies with the levels of hospital in Taiwan, convenience sampling is conducted in three different hospital levels, medical center, regional hospital, and district hospital. In addition, in order to increase the variety of samples, Web-questionnaire was used. Finally, a total of 278 valid questionnaires have been collected. When talking to the data analysis, Factor analysis, Reliability analysis, Correlation Analysis, Structured Equation Model (SEM), and Moderated Regression Analysis are used as analysis methods. The results are as following: 1. Internal marketing has an impact on customer-oriented attitude through job satisfaction and organization commitment. 2. Affective commitment influences normative commitment positively. 3. Normative commitment influences continuance commitment positively. 4. Three kinds of commitment influence customer-oriented attitude positively. 5. Customer-oriented attitude has a positive impact on customer-oriented behavior. 6. Activity control and Capability control can moderate the relationship between Customer-oriented attitude and customer-oriented behavior.

The relationship between organization justice and organization commitment have be researched by many scholars. However, researchers have never considered the influence of different organization situations to the relationship. According to some researchers in practice, pay institute is considered as a situation variance to analyze the effect to the relationship between organization justice and organization commitment in the pay institute perception of employment. This theme has steps: first step, we include the common conception of designs, goal, and polices of pay institute to define the pay institute perception with reliability, competence, incentive and feedback and develop a valid questionnaire; Second step, we analyze the effect in the relationship between organization justice and organization commitment to conclude that the pay institute perception of employment is an important adjustment variance. We also proof organization variance does affect the merit, which is indicated by theme of Szilagui and Wallance(1983).

SUMMARY The purpose of this study is to discuss the clinical nurse's work value, job satisfaction, organizational commitment and turnover intention at Tainan regional hospitals; compare the difference of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention by the variation of personal character and the variation of organization; and research for the interaction of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention. The total 301 clinical nurses from three different hospitals are surveyed by the self-made questionnaire of clinical nurse's work value and turnover intention. The total 263 useful questionnaires are collected and analyzed by the statistical techniques including mean, proportion, correlation analysis, one-way ANOVA and regression analysis etc. The finding from this study provides the following information: 1.In the category of work value, the safe working environment and job pay have the highest score and the self-learning has the lowest score. In the category of job satisfaction, the management satisfaction is the best and the pay satisfaction is the worst. The recognition and devotion commitments are more important than the retention commitment in the category of organizational commitment. The average score for turnover intention is 15.26 (full marks is 25). 2.The substantial discrepancy in clinical nurse's work value, job satisfaction, organizational commitment and turnover intention exists in the result of the variation of organization. 3.The variation of personal character leads to the significant discrepancy in work value, job satisfaction, organizational commitment and turnover intention. 4.The job satisfaction results from the work value at government contracted-hospital. The organizational commitment results from the job satisfaction at all three hospitals. The turnover intention is under the influence of organizational commitment at city hospital, under the influence of job satisfaction and organizational commitment at Christian hospital and under the influence of work value and organizational commitment at government contracted-hospital. The conclusion from this study provides the hospital management with the concept how to limit the turnover intention in order to maintain the top competitive ability in medical business and provide the best service quality for the clients.

EPILOGUE 1.1 DATA SOURCE This article endeavored to begin with the angle of culture, society alteration, and ¡§human Buddhism¡¨ string, combined with the qualitative and quantitative multiple data, to research the religious disciplines organization contact and participation, also its derived behaviors change and acknowledgement to the organization. The power comes from the disciplines reasonable ego-selection, to the religious organization interior operation, or the both powers interacted process, and to analyze the process major affected factors. 2.1 RELATIONSHIP RESEARCH This research depends on the participation to the religious disciplines organization and belief behaviors, organization commitment (sense of belonging, sense of mission, and sense of identification) relationships. The adopted research methods: 2.1.1 The first part is a profound interviews to collect the interviewers data, in the quality trending research process, specially mentioned 10 problems to 11 interviewers transacting the deep questionnaires, integrated and analyze, and to make the alteration quantities table of believe behaviors cleared for the physical/mental ego-adjustment, Buddhism understanding and altruistic three contents. 2.1.2 The second part depends on the questionnaires method, the contents consist of believe behaviors alteration in 14 problems, organization consent 14 problems, adopting Liker type 5 points quantities mark method, ¡§very agreed¡¨, ¡§agreed¡¨, ¡§no comment¡¨, ¡§not agreed¡¨ and ¡§very not agreed¡¨ to give the mark 5 to 1. The analyzing degree reached the reliableness, and built this questinnaires contents and specialist validity. 2.2 QUESTIONNAIRES DATA ANALYZE 2.2.1 To analyze the organization participation situation, including: (1) How many years to join the Pu-hsien Temple seminars. (2) Ever joined the Pu-hsien Temple Buddhist regious ritual. (3) To join the Pu-hsien Temple ¡§Community academy¡¨ activities. (4) To instate the Pu-hsien Temple volunteers work. (5) Times of instating the Fo Gwang subordinated branch works. 2.2.2 To analyze the belief behaviors alteration situation., including: (1) Whether formally devoted as a Buddhist. (2) The degrees of purification. (3) To practice the ascetic including the ascetical degree and self education. 2.2.3 The belief behaviors alteration after studying the Buddhism. 2.2.4 Commitment to the organization. (Sense of belonging, sense of mission and sense of affirmation). 3.1 DATA ANALYZE: 3.1.1 To generalize the questionnaires and interview data for analyzing, there are some conclusions: (1) To join the Pu-hsien Temple activities, the personal family supporting degrees had the strong torsion relationship. (2) To join the religious organization network were mostly through the introduction of friends. No introduction and automatically and willing to join the Pu-hsien Temple were learnt from the Fo-Gwang-Shan published magazines, newspaper, tapes and CD. (3) The disciplines joined the religious organization were based on the organization it-self offered the multiple activities, and the personal demands to join the religion organization were the second. (4) The disciplines joined the Pu-hsien Temple various activities were more the religious organization attraction layers, and less the personal demands layers. (5) To joined the Pu-hsien Temple ¡§Community academy¡¨ activities and Pu-hsien Temple religious rituals activities, the participation motives including the personal, family, Buddhism and Pu-hsien Temple four factors were no different. (6) The disciples ascetic degrees, fasting behaviors and ascetic self educations were different to join the Pu-hsien Temple different religious rituals. The disciples ascetic degrees, fasting behaviors alteration were obviously different to join the Pu-hsine Temple ¡§Community Academy¡¨ selecting Buddhism, arts, but self education no difference. (7) The disciples to join the Pu-hsien Temple religious rituals got obvious difference in the belief behaviors alteration ¡§integrate layers¡¨, to select the ¡§weekly religious rituals¡¨ commitment to the organization were the highest, ¡§monthly religious rituals¡¨ the second and the ¡§bimonthly religious rituals¡¨ were the lowest. The various disciples to join the Pu-hsien Temple ¡§Community academy¡¨ selecting Buddhism, arts were no obvious difference in the ¡§integrate layers¡¨ organization commitment. (8) The disciples had four background factors (sex, age, education and vocations) not showed the difference from the organizations commitment , but ¡§ever believed¡¨ had the obvious difference from the organization commitment. (9) The more years to join the Pu-hsien Temple, the more to joined the Pu-hsien Temple activities, the more to joined the religious ritual, the more to instate the volunteers, more to instate the Fo-Gwang subordinate branch works, it increased more for ascetical practice behaviors including the ascetical degree behaviors, and self-education. (10) The more years to join the Pu-hsien Tmeple, the more to join the activities, the more to join the religious rituals, the more to instate the volunteers, the more to instate the Fo-Gwang subordinate works, it increased in the believe behaviors, organization commitment alteration. 3.2 CONCLUSIONS: To conclude the above-mentioned results, the Pu-hsien Tgemple offered many kinds of study process, as the religious group interior socialization, no doubt is very successful. So that it is known that the Pu-hsien Temple of Fo-Gwong-Shan can attract so many people to join, the raising members and organization management, is also successful. Compare it to recent Taiwan religious vitally development, it expressed the certain traceable veining.

This paper studies the use of Group Recreation Activity (G.R.A.) in the development of organization. G.R.A. is a skill usually used in an enterprise to improve interpersonal relationship, to relieve employees¡¦ working pressure, and to promote the morale of the employees so that the company will be more competitive. Besides literature review, the questionnaire investigation is applied before and after G.R.A. is implemented, in order to examine the effect of G.R.A. The study reveals that, at large, G.R.A. is helpful in raising the working efficiency. G.R.A. can promote workers¡¦ enthusiasm for their jobs, relieving employees from heavy pressure, improving the communicative ability of the group leader, fostering cooperation inside the company as well as strengthening the loyalty of the employees to the enterprise. The study also discloses a fact that G.R.A. cannot promote the employees¡¦ satisfaction for their salary. What employees care most is not G.R.A., but their income. In other words, the application of G.R.A. will work after the employees are satisfied with their wages, i.e., their basic need of living.

Take front-line ground staff of airline companies for example, the main topic of the study is to discuss the relationship among employment status(full-time & part-time),organization commitment, citizenship role identity and organizational citizenship behavior and the confounding effect of job security on the relationships among the above variables. We hope that airline companies can understand the relationship between job attitude and job behavior of employees of different employment status so that it can be the references for them to adopt flexible human resources strategies. The questionnaire survey was adopted for the study. The samples are the front-line ground staff of airline companies in Taoyuan international airport, including passenger agents and cargo agents and so on. There were total 360 questionnaires released, and 242 of them are valid samples, including 167 full-time employees and 75 part-time employees. Through statistics analysis, the main results of the study are¡G 1. Employment status has no positively correlations with organizational citizenship behavior and citizenship role identity but had positively correlations with continuance organization commitment. We think the main reason is that the benefit package of full time and part-time ground staff in airline companies is not different very much and part time ground employees have the chances to become full time. On the other hand, the flexible work schedule can satisfy part time employees¡¦ other needs. So considering the job attitude and job behavior, full time and part time ground staff will not be very different. 2.Organization commitment has positively correlations with organizational citizenship behavior and will affect it in a positive way. The affective commitment has significant prediction on organizational citizenship behavior while continuance commitment has least prediction on it. 3. Citizenship role identity has positively correlations with organizational citizenship behavior and will affect it in a positive way. Employees with more organizationally-benefit citizenship role identity will be more likely to do organizationally-benefit citizenship behavior while employees with more individually-benefit citizenship role identity will be more likely to do individually-benefit citizenship behavior. 4. Job security has negative confounding effect on the relationship between employment status and citizenship role identity. We think that in a low job security situation, part-time ground staff will be with more citizenship role identity and do more organizational citizenship behavior in order to keep the job. Based on the above conclusions, this study offers some suggestions as the references for the airline companies. Key Words¡GEmployment Status, Part-time, Organization Commitment, Citizenship Role identity, Organizational Citizenship Behavior, Job Security

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本研究在於探討國中校長家長式領導與教師組織承諾之關係，根據文獻分析，及採用問卷調查法；以瞭解國中教師對校長家長式領導與教師組織承諾之現況、差異情形及其相關，並探討工作滿意是否為校長家長式領導與教師組織承諾的中介變項。 本研究以台北縣國中教師為對象，以分層隨機方式抽取樣本，計590位受試者，回收有效問卷468份，佔全部問卷問卷的79.3%，將所得有效樣本資料編碼，分別以描述性統計、t考驗、單因子變異數分析及典型相關等統計方法進行資料的分析與處理，獲得以下結論： 一、國中校長展現中度家長式領導行為，以「德行領導」為最高。 二、國中教師對於組織承諾表現中度以上的程度，尤其是「情感性承諾」最佳。 三、國中教師對於工作滿意表現中度以上的程度，其中「內在滿意」最高。 四、男性、教師兼任主任知覺校長家長式領導較高。 五、41歲以上且在本校服務11~20年的導師其組織承諾較高。 六、校長表現高德行、高仁慈則教師們會產生較高的「情感性承諾」、「規範性承諾」。 七、校長展現低威權會使老師們有較高「情感性承諾」、但是「持續性承諾」、「規範性承諾」也會降低。 八、工作滿意對於家長式領導與教師組織承諾有中介效果。 / The purpose of this study is to investigate the relationship between principal’s paternalistic leadership and teacher’s organization commitment in Junior High Schools. according to the analysis of references and adaptation of questionary survey method to understand the current situation of principal’s paternalistic leadership and teacher’s organization commitment, as well as the correlation and the difference between them,and to discuss the mediating effects of job satisfaction toward principals’ paternalistic leadership and teachers’ organizational commitment. This study took the teachers junior high school in Taipei County as population,and got samples by stratified random sampling. 468 samples are effective among 590 teachers and the rate of retrieve is 79.3 %. After analyzing the data by statistical methods of mean, standard deviation, t test, one-way ANOVA and canonical correlation, the results of this study were as follow： 一、Principals of junior high schools performed above moderate level of paternalistic leadership behavior，especially the performance of moral leadership. 二、Junior high school teachers’ performance in organization commitment was above the average, especially in affective commitment. 三、Junior high school teachers showed above moderate level of Job satisfaction, among which the intrinsic satisfaction was perceived most. 四、Teachers who are males and part-time rectors show higher perception of principal’s paternalistic leadership. 五、Homeroom teachers who are over 41 years and with 11-20 years of service has more organization commitment. 六、While principals perform high morale, benevolent leadership, teachers may have high affective commitment and normative commitment. 七、Principals perform low authoritarian leadership promotes teachers’ affective commitment. However, teachers’ continuance commitment and normative commitment will demote. 八、Job satisfaction does have mediating impact on principal’s paternalistic leadership and teachers’ organization commitment.