本研究旨在探討交通行政機關會計人員「組織文化」、「工作滿足感」與「組織承諾」之關係。透過普查的方式對交通行政機關會計人員進行問卷調查，共發出218份問卷，回收210份，扣除廢卷及填答不完整者7份，有效問卷為203份。 本問卷採李克特五點量表為計分標準，運用描述統計、次數分配、獨立樣本t檢定、單因子變異數分析、Pearson相關分析及多元迴歸分析等方法進行統計分析，而研究發現如下： 一、 不同「年齡」、「官職等」、「服務年資」的交通行政機關會計人員在組織文化及各構面上有顯著差異。 二、 不同「性別」、「婚姻狀況」、「年齡」、「教育程度」、「官職等」、「服務年資」及「職務位階」的交通行政機關會計人員在工作滿足感及各構面上有顯著差異。 三、 不同「年齡」、「婚姻狀況」、「教育程度」、「官職等」、「服務年資」及「職務位階」的交通行政機關會計人員在組織承諾及各構面上有顯著差異。 四、 組織文化與組織承諾之間呈現顯著正相關。 五、 工作滿足感與組織承諾之間呈現顯著正相關。 六、 組織文化對組織承諾有顯著的影響。 七、 工作滿足感對組織承諾有顯著的影響。 最後根據研究發現，提出建議，供行政院主計處及地方政府主計單位作為人力資源管理之參考。 / The purpose of my research is to discuss the relationship of organizational culture, job satisfaction, and organizational commitment to the transportation administrative organization accounting personnel. The investigation was carried out by sending out 218 questionnaires to those personnel. 210 of them were collected, and 7 were invalid or partially answered, resulting in 203 effective questionnaires. The investigation are scored with the standard of “Likert Scale”, conducting statistic analyses by means of Descriptive Statistics, Frequencies , Independent-Sample t Tests, One-Way ANOVA, Pearson Correlation Analysis, and Multiple Regressive Analysis. The following are the research findings: 1. Among transportation administrative organization accountants, there are distinctive different attitudes toward organizational culture with different“age”and“official rank”,“years of service”. 2. They also have noticeable differences of job Satisfaction , in the aspects of “sex”, “marital status”, “age”, “education level” , “official rank” , “years of service” and“rank of duty”. 3. The accounting personnel’s commitment to their organizations varies from “age”, “marital status”, “education level”, “official rank” , “years of service” and“rank of duty”. 4. There are significant “ positive correlation ” between organizational culture and organizational commitment . 5. There are significant “ positive correlation ” between Job satisfaction and organizational commitment . 6. Organizational culture poses a significant effect on organizational commitment. 7. Job satisfaction poses a significant effect on organizational commitment. In conclusion, based on the research findings, I render some suggestions to “Directorate-General of Budget, Accounting and Statistics (BAS), Executive Yuan” and BAS departments of local governments, for the references of human resource management.

Take service employees of financial industries for example, the purpose of this study is to discuss the effects of human resource systems on service employees¡¦ organizational commitment and role performance. Moreover, the result of this study will be the reference for service industries to make their human resource management policies. The questionnaire survey was adopted for the study. The samples are the front-line service employees of financial industries of Taiwan. There were totally 480 questionnaires were released, and 401 of them are valid samples. Through statistics analysis, the main results of the study are: 1. Except profit sharing, other practices of high performance work system have positively influential effect on value and effort commitment, effort commitment or both of value and effort commitment and effort commitment. Moreover, except profit sharing, other practices of high performance work system have positively influential effect on commitment of service employees. 2. Job descriptions have positively influential effect on in-role behavior. Therefore, Job descriptions could make service employees easy to follow the code of conduct and operation processes. One of this research result is one practice of high performance work system has positively influential effect on in-role behavior. 3. Job descriptions have positively influential effect on OCBI-behaviors that immediately benefit specific individuals and indirectly through this means contribute to the organization. On the other hand, job descriptions could make service employees easy to achieve the requests of organization. Moreover, it could make service employees get positive attitude and free-will to help colleagues. One of this research result is one practice of high performance work system has positively influential effect on organizational citizenship behavior. Based on the above conclusions, this study offers some suggestions as the references for the service industry.

本研究主要目的在探討公立高中校長教學領導、教師組織承諾與教師教學效能之關係和影響情形及不同背景變項之校長教學領導、教師組織承諾與教師教學效能的差異性分析，進而建構及驗證其互動模式，並提出研究結論與建議。 本研究採訪談及問卷調查二種方法，針對校長教學領導、教師組織承諾與教師教學效能等三個變項進行探究。本研究首先由文獻探討分析中，建立研究架構及理論基礎，在問卷調查方面，則先以177位公立高中教師為預試樣本，將取得的樣本資料進行信度與因素分析，以發展為正式問卷。正式問卷施測後，以回收有效樣本832位公立高中教師之問卷為研究資料，分別以描述性統計、t考驗、變異性分析、相關分析、多元逐步迴歸分析及線性結構方程模式等統計方法，進行資料分析。在訪談方面，根據本研究意旨與目的研擬訪談大綱，訪談13位現職公立高中校長，藉以瞭解校長與教師間對「校長教學領導」知覺的差異性及其原因。 本研究之主要研究結果如下： 一、現行公立高中校長教學領導、教師組織承諾與教師教學效能之整體表現 良好。 二、不同背景變項之高中校長教學領導、教師組織承諾與教師教學效能有顯著差異。 三、不同程度之校長教學領導對教師組織承諾的影響有顯著差異。 四、不同程度之校長教學領導對教師教學效能的影響有顯著差異。 五、不同程度之教師組織承諾對教師教學效能的影響有顯著差異。 六、校長教學領導與教師組織承諾呈顯著高度正相關。 七、校長教學領導與教師教學效能呈顯著中度正相關。 八、教師組織承諾與教師教學效能呈顯著中度正相關。 九、校長教學領導與教師組織承諾能有效解釋教師教學效能。 十、校長教學領導會影響教師教學效能；校長教學領導應特別重視提升教師專業。 根據以上研究結果，本研究提出以下建議： 一、對教育行政主管機關之建議 （一）培養校長教學領導專業知能 （二）建立教師專業成長機制與評鑑辦法 （三）強化校長教學領導共識 二、對公立高中校長之建議 （一）積極扮演教學領導者的角色 （二）培養良好的溝通能力 （三）重視教師努力意願、提升教師組織承諾知覺 三、對公立高中教師之建議 （一）建立教師專業知能、協商制定教師評鑑 （二）協助校長教學領導、提升教師教學效能 四、對未來研究之建議 （一）研究對象方面：擴大研究對象範圍，多元觀點研究分析。 （二）研究方法方面：多方整合專家意見，實地觀察受訪學校。 （三）研究內容方面：探討其他研究變項，建構新的架構模式。 （四）研究工具方面：發展其他研究量表，適用不同類型學校。 關鍵詞：教學領導、組織承諾、教學效能 / The purpose of this study is to explore the relationship among principals’ instructional leadership, teachers’ organization and teaching effectiveness in public senior high schools and the different effects from the different background factors. An interactive model was constructed and confirmed, and some research conclusions and suggestions were offered. This study adopted two research methods : visiting survey and questionnaire survey, aiming the relations among principals’ instructional leadership, teachers’ organizational commitment, and teachers’ teaching effectiveness. First, the research frame and theory were established based on the literature analysis. As for the questionnaire survey, 177 senior high school teachers in public schools were chosen as pre-test samples on which the reliability and validity analysis were based and the formal questionnaires were developed. The 832 public senior high teachers’ questionnaires were used as research data and some statistical techniques such as t-test, ANOVA, correlation analysis, multiple stepwise regression analysis, and SEM were employed. As for the visiting survey, 13 public senior high school principals were interviewed to understand the differences between the principals and teachers about the awareness of “principals’ instructional leadership”. The major findings from this study are as follows: 1.The overall performances of principals’ instructional leadership, teachers’ organizational commitment, and teachers’ teaching effectiveness are good. 2.The effects of different background variables on principals’ instructional leadership, teachers’ organizational commitment, and teachers’ teaching effectiveness are statistically significant. 3.The effects of principals’ instructional leadership on teachers’ organizational commitment are significantly different. 4.The effects of principals’ instructional leadership on teachers’ teaching effectiveness are significantly different. 5.The effects of teachers’ organizational commitment on teachers’ teaching are significantly different. 6.The principals’ instructional leadership and teachers’ organization are high positive correlation. 7.The principals’ instructional leadership and teachers’ teaching effectiveness are medium positive correlation. 8.Teachers’ organizational commitment and teachers’ teaching effectiveness are medium positive correlation. 9.Principals’ instructional leadership and teachers’ organizational commitment can explain effectively teachers’ teaching effectiveness. 10.Principals’ instructional leadership has effects on teachers’ teaching effectiveness; principals’ instructional leadership should put more emphasis on the teachers’ profession The suggestions made by this study are as follows: A.The suggestions to the educational administrative institutes: 1.Develop principals’ professional knowledge. 2.Establish mechanism for teachers’ professional development and assessment. 3.Strengthen the commitment of principals’ instructional leadership. B.The suggestions to the public senior school principals: 1.Play a more active role as instructional leaders. 2.Develop sound communication skills. 3.Value teachers’ devotion to teaching and raise the awareness of teachers’ organizational commitment. C.The suggestions to public senior high school teachers: 1.Develop teachers’ professional knowledge and establish teachers’ evaluation. 2.Help principals’ instructional leadership, and promote teachers’ teaching effectiveness. D.The suggestions to the research in the future: 1.The research subjects: expand the research subjects, analysis based on multiple points of view. 2.The research methods: Integrate experts’ suggestions and visit the interviewed schools. 3.The research contents: Explore other variables, and establish new research frames. 4.The research tools: Develop other research measurement and apply to different types of schools. keywords： Instructional Leadership ； Organization commitment Teaching Effectiveness

本研究的目的，係透過理論與實務的檢測，探討在種子人才培訓計劃中，內部行銷、組織認同與組織承諾的關係。在內部行銷、組織認同與組織承諾的變項中，哪些構面會影響三者關係的成立？組織認同與組織承諾在不同的個人背景下是否會有差異？台北與上海的種子人才培訓計劃成員，在性別、家鄉、年齡、級別、院所、幹部經驗是否會有差異？ 本研究係組織理論的量化分析，量化分析的資料係透過線上問卷與現場發送的方式而得。有鑑於種子人才培訓計劃係一橫跨兩岸的組織，本研究設計兩份問卷，以確保兩地的樣本有一定的數量。本研究使用的統計分析，包含：敘述性統計分析、信度分析、樣本代表性檢定、卡方檢定、獨立樣本T檢定、單因子變異數分析、相關分析、迴歸分析。 本研究的結論如下：上海種子人才培訓計劃的成員，在內部行銷、組織認同、組織承諾的各個變項均較台北種子人才培訓計劃要來得高。內部行銷、組織認同與組織承諾的關係存在，且內部行銷會透過組織認同影響組織承諾。當組織的內部行銷機制完整度越高，成員對組織的認同感會提升，也會越容易對組織做出承諾。此外，當組織成員對組織的認同度越高時，越容易對組織做出承諾。 / The purpose of the study is to find the relationship among internal marketing, organizational identification and organizational commitment in “Seed Talent Program”. In those dimensions, what variables influence the connection? Are the different personal backgrounds influence the organizational identification and organizational commitment? The members in Shanghai and Taipei have difference in sex, hometown, age, level, institutes, guide experience or not? Our survey uses the quantitative analysis. The data was collected through online questionnaire and visit the place in Taipei. In view of the program have foundations in Taipei and Shanghai; we design two questionnaires to make sure get enough samples. The statistical methods used in the survey include: descriptive statistics, reliability analysis, representative rample analysis, t-test, one-way anova, correlation analysis, regression analysis. After testing 252 members in Shanghai and Taipei, we found that the members in Shanghai have higher scores in three dimensions than those in Taipei. The relationship among the internal marketing, organization identification and organization commitment exists. When the internal marketing mechanisms become well, the members have higher identification and easily to make promise in the organization. The relationship is controlled by the hometown variables.

本研究旨在探討新北市國民小學體育教師角色壓力與組織承諾之關係。研究目的有： 一、了解新北市國小體育教師角色壓力與組織承諾的現況。 二、探討不同背景變項新北市國小體育教師在角色壓力、組織承諾二者的知覺差異。 三、探究新北市國小體育教師角色壓力與組織承諾之間的關係。 四、根據以上的研究結果提出因應新北市國小體育教師角色壓力及強化組織承諾的具體建議，提供有關單位及作為進一步研究之參考。 研究採用問卷調查法為主，以新北市204所公立國民小學（含分校）的體育教師為對象，共抽取125所學校，575位體育教師為受試者進行調查，並以改編之「國民小學體育教師角色壓力量表」與「國民小學體育教師組織承諾量表」進行施測，共回收490份，有效問卷為474份，問卷回收率85％，可用率82％。資料以SPSS/PC 17.0統計套裝軟體進行描述性統計、t 考驗、單因子變異數、積差相關、多元逐步迴歸分析與討論，所得主要結論如下： 一、新北市國小體育教師知覺角色壓力程度偏低。 二、新北市國小體育教師具有較高的組織承諾。 三、新北市國小體育教師所覺知的角色壓力在年齡變項上，平均差異達顯著水準。 四、新北市國小體育教師知覺組織承諾在年齡變項上，平均差異達顯著水準。 五、國民小學體育教師角色壓力與組織承諾之間具有負相關。 六、國民小學體育教師角色壓力對教師組織承諾具有顯著預測力。 最後，根據研究結果與結論，提出具體建議，以供教育行政機關、學校、國民小學體育教師與未來研究之參考。 / A Study on PE Teachers’ Role Stress and Organization Commitment in Elementary Schools of New Taipei City Abstract The purpose of this study was to explore the relationships between PE teachers’ role stress and organization commitment in elementary schools of New Taipei City. The purpose of this study is as followed: 1. To understand the current status of PE teachers’ role stress and organization commitment in elementary schools of New Taipei City. 2. To explore the cognition difference between PE teachers’ role stress and organization commitment in elementary schools of New Taipei City based on the variances of their different backgrounds. 3. To discuss the relationships between PE teachers’ role stress and organization commitment in elementary schools of New Taipei City. 4. To provide a concrete suggestion to respond to PE teachers’ role stress and organization commitment to the related units for reference of future further study. This study adopted questionnaire survey aimed at PE teachers in 204 public elementary schools of New Taipei City, and the sampling taken from 125 schools and 575 PE teachers as interviewees, using modified questionnaires of “Evaluation Form of PE Teachers’ Role Stress in Elementary Schools” and “Evaluation Form of PE Teachers’ Organization Commitment in Elementary Schools” to conduct the survey. It issued 490 copies with 474 valid copies and the return rate was 85%with 82% useful rate. The data was analyzed by SPSS/PC17.0 package software to proceed descriptive statistics, and also adopted t-test, single factor variances, related accumulated difference, multiple stepwise regression analysis and discussions. The major conclusions are as followed: 1. Cognition on PE teachers’ role stress and organization commitment in elementary schools of New Taipei City is relatively lower. 2. On the variance of age, the PE teachers’ role stress in elementary schools in New Taipei City has achieved a significant level. 3. On the variance of age, the PE teachers’ organization commitment in elementary schools in New Taipei City has achieved a significant level. 4. It has negative relationship between PE teachers’ role stress and organization commitment in elementary schools. 5. PE teachers’ role stress in elementary schools has a significant prediction on organization commitment. Finally, based on the result of the study and its conclusion, some concrete suggestion is provided to education administrative institutes, schools and PE teachers in elementary schools for future study.

本研究旨在探討縣立完全中學兼職行政工作教師角色壓力、組織承諾及工作滿意之間的關係，以作為了解學校兼職行政工作教師的工作滿意度。本研究以台北縣為範圍，包括永平、明德、樹林、三民、清水、金山、雙溪、海山、秀峰、三重、錦和、安康與石碇等完全中學，共計十三所作為研究對象。各校兼職行政工作教師，共計314人作為樣本，進行問卷調查。所使用的研究工具為「台北縣立完全中學兼職行政工作教師角色壓力、組織承諾與工作滿意現況問卷」，內容包括角色壓力知覺量表、組織承諾量表、工作滿意量表。問卷回收情形，共計收回262 份，有效回收率為83.4％。本研究所使用的統計方法，包含單因子變異數分析、皮爾遜積差相關與多元迴歸分析等方法。 本研究結論如下： 一、兼職行政工作教師整體角色壓力感受程度屬中等。以「角色模糊」的壓 力感受度最高。 二、兼職行政工作教師整體組織承諾感受程度屬中上。以「努力意願」的感 受度最高。 三、兼職行政工作教師整體工作滿意感受程度屬中等。以「同事關係」的感 受度最高。 四、兼職行政工作教師個人背景變項在角色壓力、組織承諾與工作滿意各層 面感受有所差異 五、兼職行政工作教師知覺角色壓力、組織承諾與工作滿意相關有所差異 六、教師知覺角色壓力與組織承諾中以「組織認同」對工作滿意最具預測力 最後，本研究根據以上結論，分別針對教育行政機關、縣立高中校長、兼職行政工作教師以及未來研究者提出數點建議。 / The purposes of the study are to explore the relationship among role pressure, organizational commitment and job satisfaction of administrative teachers in Taipei county high schools and to further understand their job satisfactions. The subjects of the study include 314 administrative teachers in the 13 complete high schools in Taipei County. Questionnaires about role pressure, organizational commitment and job satisfaction were distributed to all the 314 teachers and a total of 262 questionnaires were compiled, the valid percentage being 83.4%. The research tools used in the study include ANOVA analysis, Pearson’s Product moment Correlations and multiple stepwise regressions. The results of the study are presented as follows： 1.The degree of role pressure among administrative teachers is average, with the feeling of role ambiguity the highest. 2.The degree of organizational commitment among administrative teachers is above the average, with the feeling of hardworking intention the highest. 3.The degree of overall job satisfaction among administrative teachers is average, with the feeling of colleague relationship the highest. 4.The variable of personal background of administrative teachers does influence the degree of their feelings of role pressure, organizational commitment and job satisfaction. 5.There are differences among administrative teachers’ awareness of role pressure, organizational commitment and job satisfaction. 6.The item of organizational identification is the most reliable predictor to the job satisfaction of administrative teachers. Finally, based on the above-mentioned results, the study would make some suggestions to the educational authorities concerned, county high school principals, administrative teachers and future researchers.

企業參與公益活動能增加員工對於公司的組織承諾，這也是許多企業參與公益活動的動機及目的之一。但對於員工而言，是否有影響？本研究主要探討台灣一家聯盟企業，藉由問卷調查，了解企業參與公益活動與員工組織承諾影響的相關性。 研究結果顯示，企業參與公益活動與員工組織承諾成正相關，員工對於企業參與公益活動的認同程度愈高，其組織承諾也愈高。同時，員工絕大多數都支持企業應該參與公益活動。 根據本研究的分析結果，企業要勇於參與公益活動，經由參與公益活動能增加員工對於公司的認同，員工在工作上更努力。 / One of the motivations and purposes for enterprises to do Corporate Philanthropy is that they believe Corporate Philanthropy can strength the organizational commitment that employees make to the companies. Is this really true? The main point of this research is to find the causal relationship between Corporate Philanthropy and organizational commitment through use of questionnaire survey. The result of study shows the positive causal relationship between Corporate Philanthropy and Organizational Commitment. The more the enterprise is involved to Corporate Philanthropy, the more employees make organizational commitment to the company. At the same time, employees agree and support the concept of Corporate Philanthropy. According to this conclusion, enterprises should do more Corporate Philanthropy. Corporate Philanthropy can increase the commitment the employees make to the company.

本文主要探討組織內部成員公平認知與組織承諾之間的關係。本文以保安警察第一總隊警察替代役男為研究對象，第一部份在探討警察替代役男對現行服役機關的公平認知及組織承諾的認知分析；第二部分在瞭解警察替代役役男不同的背景對於公平認知與組織承諾的差異情形；第三部份為探討警察替代役役男公平認知與組織承諾的相關性；第四部分以公平認知的各構面為依變項，來預測組織承諾及其構面，最後根據研究結果，提出研究建議，以供警察替代役男管理上之參考。 本文以問卷調查的方式，是以保一總隊的全體替代役男為研究母體共1646人，抽樣方式採取多階段隨機抽樣法，把保一總隊替代役役男服勤駐地編制分為三大單位14個服勤處所，依據每個處所的人數佔總員額比例，來規劃每一處所所需要隨機抽樣的樣本數，之後在每個層級中，再以簡單隨機抽樣的方式，來取得所需樣本，本研究問卷發放對象為保一總隊警察替代役役男，總樣本數505人；有效回收問卷總共449份，無效回收問卷共56份，有效樣本回收率88.9％。本研究使用SPSS 10.0中文版進，運用描述性統計、單因子變異數分析（one-way ANOVA）與薛費法事後比較（Scheffe）、皮爾森積差相關係數、多元（複）迴歸分析統計方式進行量化資料分析。 本研究經統計分析後，重要的研究結果如下：警察替代役役男對於組織公平具有中上程度以上的認同感。警察替代役役男對於組織承諾具有中上程度以上的認同感。個人背景變項對於組織公平及組織承諾具有顯著性差異獲得部分支持。公平認知及其構面與組織承諾及其構面均具有相關性。公平認知及其構面對組織承諾有預測力。 / This research study mainly focuses on investigating the relationship between the impartiality cognition and the organization commitment of the intra-organization members. With the substitute police military service personnel of the Special Police First Headquarters as the study population, the first part is the investigation of the analysis on the substitute police military service personnel’s cognitions about the impartiality and organizational commitment of the current military service agency; the second part is the understanding of the discrepancies in the impartiality cognition and organizational commitment for the substitute police military service personnel with different backgrounds; the third part is the investigation of the correlation between the impartiality cognition and organizational commitment for the substitute police military service personnel; and the fourth part is the prediction of the organizational commitment and dimensions with each dimension of the impartiality cognition as the variable. In conclusion, research propositions will be presented based on the research results for providing the references to the management of the substitute police military service personnel. This research paper employs 1646 substitute police military service personnel of the Special Police First Headquarters as the main study population by applying the questionnaire survey method. The sampling method adopts the multiple-phase random sampling method to categorize the service locations of the substitute police military service personnel of the Special Police First Headquarters into three main units and fourteen service stations. Based on the ratio attributed by each station’s service personnel population in the overall service population, the sample size required for the random sampling of each station can be planned. Afterwards, the required samples can be acquired through the simple random sampling method at each level. The study questionnaires were distributed to the substitute police military service personnel of the Special Police First Headquarters as the target population. The total sample size was 505 individuals. The total number of valid returned questionnaires was 449 questionnaires, while there were 56 invalid returned questionnaires, with a valid return rate of 88.9％. This research study applied the Chinese version of SPSS 10.0 to conduct the applications of Descriptive Statistical Analysis, One-way ANOVA Analysis, Scheffe Post-Hoc Comparison, Pearson Product-moment Correlation, and Multiple Regression Statistical Analysis to proceed with the quantitative data analysis. Significant research results are as the followings upon the completion of the statistical analysis: Substitute police military service personnel exhibited a medium/high level of identification with the organizational impartiality and commitment. Significant discrepancies in the impartiality cognition and organizational commitment for the substitute police military service personnel with variations in individual backgrounds received partial substantiation. The impartiality cognition and dimensions and organizational commitment and dimensions are all correlated. The impartiality cognition and dimensions exhibited the predictive power toward the organizational commitment.

Ši tema pasirinkta siekiant išanalizuoti Nordea banko esamą darbdavio įvaizdį, bei išaiškinti darbuotojų pasitenkinimo juo lygį. Nagrinėti darbdavio įvaizdį svarbu dėl to, kad egzistuoja ryšis tarp pasitenkinimo darbdaviu bei įsipareigojimo organizacijai. Darbo tikslas: Parengti rekomendacijas AB Nordea Bank Finland Plc Lietuvos skyriaus vidinio darbdavio įvaizdžio stiprinimui. Darbo uždaviniai: Nustatyti veiksnius, neigiamai įtakojančius AB Nordea Bank Finland Plc Lietuvos skyriaus vidinį darbdavio įvaizdį, taip pat empirinio tyrimo pagalba nustatyti esmines darbdavio įvaizdžio savybes ir banko darbuotojų pasitenkinimo darbdaviu lygį, bei pateikti pasiūlymus vidinio darbdavio įvaizdžio stiprinimui. Darbas susideda iš trijų dalių. Pirmoje dalyje aptariamos vidinės bei išorinė AB Nordea Bank Finland Plc Lietuvos skyriaus aplinkos. Antroje dalyje aprašomas empirinis tyrimas, bei jo rezultatai. Tyrimo metodika: kokybinis ir kiekybinis tyrimas. Kokybinis – interviu su vadovais. Kiekybinis - tiesioginė darbuotojų apklausa, panaudojant struktūrizuota klausimyną. Tyrimo metu buvo nustatyti pasitenkinimo darbdaviu, įsipareigojimo įmonei, ketinimo palikti įmonę lygiai, bei jų tarpusavio sąveikos ryšiai. Trečioje dalyje pateikiami vadybiniai sprendimai, kaip AB Nordea Bank Finland Plc Lietuvos skyriaus galėtų sustiprinti darbdavio vidinį įvaizdį. Darbo pabaigoje pateikiamos pagrindinės darbo išvados remiantis išorinės aplinkos bei vidinės įmonės situacijos analizę, tyrimo... [toliau žr. visą tekstą] / This issue of the work was chosen with purpose to analyze employer branding and the level of satisfaction of Nordea bank.Research employer branding is important due to some reason, one of them strong connection employees toward the organization and the satisfaction of employee with they work. The object of the work: To make recommendation on consolidation of the internal employer brand of AB Nordea Bank Finland Plc Lithuanian branch. The task of the work as follow: to establish conditions that negative influence AB Nordea Bank Finland Plc Lithuanian branch employer brand, also estimate fundamental attributes of employer branding and the level of satisfaction of the employees to use empirical research and establish offers how to consolidation the internal employer brand . The paper has three parts. The firs part contains the analysis of the internal and external environment of the AB Nordea Bank Finland Plc Lithuanian branch. The second part contains the empirical research and the results of this research. The method of the research is the quantitative and qualitative. Qualitative - direct employer interview. Quantitative method – direct survey. The instrument of the research is structural questionnaires. The level of the satisfaction of the employees commitment toward organization and decision to leave an organization also the connection of their internal – relation were established in the research. The third part contains the solution for management on how AB Nordea Bank... [to full text]

本研究旨在探討澳門私立學校校長服務領導、學校內部行銷與教師組織承諾之關係，採問卷調查法，以澳門私立學校教師為研究對象，共發出350份問卷，問卷回收可用率為61.14%。統計方法採用描述性統計分析、t考驗、單因子變異數分析（ANOVA）、Pearson積差相關及多元逐步回歸分析。本研究結果分述如下︰ 一、澳門私立學校校長服務領導屬中等程度，以「發展願景和前瞻性行為」最高，「治癒」最低。 二、澳門私立學校內部行銷屬中等程度，以「教育訓練」最高，「凝聚溝通」最低。 三、澳門私立學校教師組織承諾屬中等程度，以「努力意願」最高，「公平互惠」最低。 四、不同「性別」、「學歷」、「服務年資」、「學校規模」、「學校歷史」及「學校宗教背景」之教師對知覺澳門私立學校校長服務領導的整體或分層面上有顯著差異。 五、不同「學校規模」之教師對知覺澳門私立學校內部行銷的分層面上有顯著差異。 六、不同「性別」、「宗教背景」、「學校規模」之教師對知覺組織承諾的整體或分層面上有顯著差異。 七、澳門私立學校校長服務領導、學校內部行銷與教師組織承諾呈現高度正相關。 八、澳門私立學校校長服務領導與學校內部行銷對教師組織承諾具有預測作用。 / The purposes of this study was to explore the relationships among principals’ servant leadership, school internal marketing and teachers’ organization commitment of private school in Macau. The questionnaire survey method was applied. Private School teachers in Macau were adopted as the research objects. 350 questionnaires were sent out. The validity of the responded questionnaires was 61.14%. The data was analyzed by using statistic method of descriptive statistic, t-test, One-way ANOVA, Pearson’s product-moment correlation and multiple stepwise regression analysis. The findings of this study were as follow: 1.The servant leadership of Macau private school principals’ was at moderate level. The “vision and proactive behavior” scored the highest whereas the “healing” scored the lowest. 2.The internal marketing of Macau private school was also at moderate level. The “educational training” scored the highest whereas the “communication cohesion” scored the lowest. 3.The teachers’ organization commitment of Macau private school was at moderate level too. The “willingness to work hard” scored the highest and the “equal and mutual-beneficial” scored the lowest. 4.There were significant differences on the overall and dimensional awareness of Macau private school principals’ servant leadership among teachers with different gender, education, years in school, scale of the schools and schools’ religious background. 5.There were significant differences on the dimensional awareness of Macau private school internal marketing among teachers in schools with different scale. 6.There were significant differences on the overall and dimensional awareness of organization commitment among teachers with different gender, religious background and scale of the schools. 7.A highly positive correlation was shown among principals’ servant leadership, school internal marketing and teachers’ organization commitment in private school of Macau. 8.Macau private school principals’ servant leadership and school internal marketing can serve as a remarkable prediction on teachers’ organization commitment.