The study of practical politics always involves parties, ethnics, electoral structure as well as election. Likewise, the study of organizational politics is mainly related to organizational members, job environment, organizational factors and effects on performances. Few studies have ever focused on analyzing the association between practical politics and organizational politics. Accordingly, the purpose of this study is to examine whether there exists a difference between perceptions of organizational politics and organizational citizenship behaviors while practical politics is interwoven with organizational politics. This study also addresses whether the effect of perceptions of organizational politics on organizational citizenship behaviors will vary with party identification. Data for this study is drawn from the secondary data, 1632 sample size collected by Dr. Chin-ming Ho and his research team throughout 2002. It is found using the univariate analysis 1) that party identification has no significant effect on perceptions of organizational politics, 2) that part identification had significant differences in the dimension of ¡§interpersonal harmony¡¨ and ¡§protecting company resources¡¨ among organizational citizenship behaviors, and KMT-prone respondents were more significant than no-specific-party respondents, 3) that party identification showed significant differences in the dimensions of perceptions of organizational politics and organizational citizenship behaviors, 4) that the effects of party identification on the dimensions of organizational citizenship behaviors were different after perceiving organizational politics; that is, DPP & TSU -prone respondents showed great effects in the dimension of ¡§interpersonal harmony¡¨, as well as KMT & PFP -prone and no-specific-party respondents had significant effects in the dimensions of ¡§protecting company resources¡¨ and ¡§conscientiousness¡¨, and 5) that perceptions of organizational politics among respondents with different party identification had significant effects on organizational citizenship behaviors. To sum up, organizational citizenship behaviors of KMT-prone respondents were influenced less by perceptions of organizational politics, while no-specific-party respondents were influenced more by perceptions of organizational politics.

The present study integrated social exchange theory and motivational perspective to explore the mediating role of felt obligation and boundary condition of personal motives in the relationship between psychological contract fulfillments (PCF) and organizational citizenship behaviors (OCB). We hypothesized that (a) PCF exerts influences on OCB through felt obligation; (b) the PCF-OCB relationship would be stronger when employees are high in altruistic and high in egoistic motive. Accordingly, an integrative model of exchange theory and motivational theory would be proposed to simultaneously examine the mediated effect and interactive effect on organizational citizenship behaviors. We tested the hypothesized model by using data of supervisor-subordinate dyads. Data are collected through employees¡¦ self-reports and employees¡¦ supervisors, so two questionnaires are use. Obtaining measures of the predictor and criterion variables from different source is one of the procedures used to control common method bias, a critical limitation in cross-sectional correlational research (Podsakoff, MacKenzie, and Lee, 2003). A sample of 485 supervisor-subordinate dyad was obtained from supervisory MBA graduates and their randomly-selected subordinates. All survey measures process the back translation procedure recommended by Brislin (1980) to assure the equivalence before administration. Confirmatory factor analysis is employed to examine the psychometric properties of all measures used. Finally, to test hypotheses, structure equation modeling using statistical package Liseral 8.5 and hierarchical moderated regression were employed. Resulted showed that social exchange theory and motives significantly explained the PCF-OCB association in different way, as we expected. First, we found that felt obligation is influenced by balance and relational PCF and then in turn has impact on etic OCB, while transactional PCF had no effects on either felt obligation or two forms of OCBs. Additionally, results strongly suggested that the negative effect of transactional PCF on OCB occurred for people low in altruistic motive to help, but would be positive associated for people high in altruistic motive. The findings signify that altruistic motive interacted in such a way that a strong altruistic motive was needed to buffer the negative effect of transactional PCF on etic OCB. It¡¦s important to note that transactional PCF had no direct effect on any forms of OCB, thus it appeared that altruistic motive played a role of ¡§switch¡¨ to activate the relationship between transactional PCF and every forms of OCB. Finally, we found altruistic motive, instead of egoistic motive, is the key determinant for OCB.

The distribution industry has created high GDP and employment in this country and has become one of the key elements of Taiwan¡¦s economy. In the labor-intensive distribution industry, human resource plays an important role. Fully utilized human resource can create powerful competitive force for an organization. Therefore, from the aspect of human resource management, this paper is intended to explore the relationship among psychological contract, trust, and organizational citizenship behavior of the employees of Taiwan distribution industry. The subject of this study is the employees in the distribution industry. Questionnaire survey was used in this study. Seven hundred (700) questionnaires were sent out , in which 491 were effective. The findings are as follows¡G Psychological contract has significant negative influence on trust. 1.Trust has significant positive influence on organizational citizenship behavior. 2.Some of the psychological contracts have significant negative influence on organizational citizenship behavior. 3.Trust has significant intervening effect between psychological contract and organizational citizenship behavior. Moreover, Some of the personal attributes or organizational characteristics have significant deviation on the psychological contract, trust, and organizational citizenship behavior. Based on the findings, intervening models can be formed among psychological contract, trust, and organizational citizenship behavior. This study will assist the further development of the theories about psychological contract, trust, and organizational citizenship. This paper is also to provide practical suggestions on the human resource management in the distribution industry.

In the past studies showed that if employees in the organization perform their organizational citizenship behavior (OCB), the service quality and consumer satisfaction will promote. Additionally, OCB is helpful for team interaction and promoting team efficiency. It is because employees will cooperate, help each other or work hard to maintain or push others¡¦ welfare and benefit in their organization. However, there are few studies about how OCB is affected by different employment status in public section, and there is little discussion about moderating variables that affect OCB and employment status. In the organization, employees are the most important assets, but are the most difficult factor to control. This study is aimed at analyzing in the Control Yuan how employees with different employment status will affect their willingness to perform OCB. Besides, the study tries to find if ¡§working reason¡¨ and ¡§turnover intention¡¨ of contracted employees will affect the performance of their OCB. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less faithful than formal employees. Additionally, the contracted employees with turnover intention are less en-teamed than formal employees. There is not significantly different between ¡§devotion¡¨, ¡§loyalty¡¨ and ¡§activity¡¨. (2) In moderating variables about working reasons, no matter that contracted employees get the job willingly or unwillingly, there is no significant difference in their performance of OCB. (3) In moderating variables about turnover intention, the OCB of contracted employee is affected by turnover intertion in ¡§en-team¡¨ and ¡§position-fulfill¡¨. However, there is no significant difference in ¡§devotion¡¨, ¡¨loyalty¡¨ and ¡§activity¡¨ between formal employees and contracted employees.

In the traditional employment relationship, contract is an essential element to sustain the mutual relationship between employer and employee. In recent years, with the changes of business environment brought forward by the increasing globalization of business and by the dramatic rise in the numbers of mergers and restructurings, there has been a transformation of employment relationship. Psychological contract, a special type of contract, has become increasingly important under such dynamic environment. After reviewing previous academic researches, we found that the issue about the concept of psychological contract was found in relation with employees¡¦ behavior. Based on the previous opinion, this study expects to prove that psychological contract fulfillment is strongly related to employees¡¦ behavior. We also discuss the moderating effect of personality on the relationship between psychological contract fulfillment and employees¡¦ behavior. We therefore intend to use questionnaire survey and using Taiwanese corporate with intention to prove the hypothesis of this paper. The major finding of this study are as following¡G 1¡BDifferent types of psychological contracts fulfillment are positively related to employees¡¦in-role behavior. 2¡BDifferent types of psychological contracts fulfillment have different impact on organizational citizenship behaviors directed at other individuals within the organization. 3¡BPersonality has no moderating effect on the relationship between psychological contract fulfillment and employees¡¦ behavior. 4¡BPersonality has strong moderating effect on the relationship between psychological contract fulfillment and organizational citizenship behaviors directed at the organization.

Abstract This thesis aims to investigate the relationship among the organizational culture of junior high school, organizational citizenship behavior of the teachers and the effectiveness of the schools. This thesis builds the theory, the study structure, and the basis of designing the study instrument by the review of the literature and the survey. Subjects were sampled from thirty-six junior high schools in Kaohsiung county. Five hundred forty-two copies of formal questionnaires were delivered to the subject and there were four hundred seventy-five valid copies.The collected data were analyzed by using the statistical methods of reliability analysis,factor analysis,descriptive statistics,T-test,one-way ANOVA,pearson product-moment correlation,canonical correlation and multiple regression(step-wise- regression procedure). According to the result of the data analysis, the main findings are as follows: 1. The whole performance of the Kaohsiung county¡¦s junior high school organizational citizenship behavior is middle-high level.Among the sectional scores, ¡§the dimension of hierarchical culture ¡¨ was the highest. 2. The whole performance of the Kaohsiung county¡¦s junior high school teacher organizational citizenship behavior is good. Among the sectional scores, ¡§the dimension of non-benefit-orientated¡¨ was the highest. 3. The whole performance of Kaohsiung county¡¦s junior high school effectiveness is middle-high level. Among the sectional scores, ¡§the dimension of teaching of the teacher¡¨ was the highest. 4. The male, the elder and the administrator have a higher sense of the school organizational culture. 5. The male, the elder, the high-educated, the senior, the administrator sense more about the organizational citizenship behavior. 6. The male, the elder, the administrator sense more about the school effectiveness. 7. The teachers of the Kaohsiung county¡¦s junior high school in the urban areas sense more about the school organizational culture. 8. The teachers of the Kaohsiung county¡¦s junior high school in the urban areas and large schools sense more about the school effectiveness. 9. The better the school organizational culture will be, the more the teacher organizational citizenship behavior will be. 10. The clearer the school organizational culture will be, the better the school effectiveness will be. 11. The clearer the organizational citizenship behavior will be, the higher the school effectiveness will be. 12. The school organizational culture and the teacher organizational citizenship behavior can predict the school effectiveness, and ¡§the identifying oneself with the organization¡¨ is the primary predictable variable. Findings and conclusion in this research could be used as a reference for sahool,board of education and researchers to promote practice in operation and future research. Keywords: school organizational culture, organizational citizenship behavior, school effectiveness

With the intensified competition in the world¡¦s economy, the globalization of business has become the only way to ensure its growth. At the same time, expatriates actually play a very important role. Moreover, as global operations increase, so does the emphasis on adaptability outside the home country for expatriates. Experience has indicated that the problem of adaptability for expatriates is Work-Family Conflict. The fact reveals the important of research on expatriate¡¦s leadership and effectiveness. Over the last decade and a half, transformational leadership with its emphasis on vision, development of the individual empowerment and challenging traditional assumptions has become a popular model of leadership in business organizations. It means that transformational leadership in organizational settings has undergone a significant evolution in terms of both theory development and empirical investigations. In the area of transformational leadership, much attention has been given to Bass and Avolio¡¦s research. Bass and Avolio proposed that transformational leadership comprises four dimensions ¡V the ¡§Four I¡¦s¡¨ ¡G1.Charismatic Leadership 2.Inspirational Motivation 3.Intellectural Stimulation 4.Individualized Consideration. Transformational leadership is different from the traditional command-and-control approach (transactional leadership). Transactional leadership is based on bureaucratic authority and legitimacy within the organization. Transactional leaders emphasize work standards and task-oriented goals. In addition, Transactional leaders tend to focus on task completion and employee compliance, and these leaders rely quite heavily on organizational rewards and punishments to influence employee performance. On the other hand, transformational leaders motivate followers by appealing to higher ideals and moral values. Transformational leaders must be able to define and articulate a vision for their organizations, and the followers must accept the credibility of the leader. In the managerial practices, a transformational leader must: 1.Setting a good personal example, move quick and decisively. 2.Develop and communicate a vision and a plan. 3.Releasing the potential of everyone involved in the change to help them to rise to the challenge. 4.Create productive working conditions, provide employees continuous skill development and encourage them rapid learning and adaptation. Another important article of organizational behavior is organizational commitment. Organizational commitment has been seen as one of the most important variables in the study of management and organizational behavior in the last three decades. One of the key reasons is that organizational commitment is highly correlated with turnover intentions, which have an important effect on employees¡¦ behaviors. Therefore, both organizational commitment and turnover intentions are important employee attitudes in maintaining a productive workforce. In addition, many researches have indicated that job satisfaction and organizational commitment are all significant correlates of organizational citizenship behavior. Today¡¦s competitive business environment demands employees who are good citizens- individuals willing to extend themselves to help coworkers and their employers. Organizational citizenship behavior is expressed in actions that show an unselfish concern for the welfare of others. A recent study found that the extent to which employees engage in ¡§good organizational citizenship behavior¡¨ is just as important as their productivity in advancing their careers. Good behavior includes: 1.altruism 2.courtesy 3.civic virtue. In this study, we use transformational leadership as independent variables, organizational commitment as intermediate variables and organizational citizenship behavior as dependent variables. The purpose of this research is mainly to find out the relationship and difference among transformational leadership, organizational commitment and organizational citizenship behavior. Using a sample of multinational companies who have subsidiaries operating in Taiwan, we test a set of hypotheses among the variables. Then, the effective questionnaires have been analyzed by factor analysis, descriptive statistics, analysis of variance, and Pearson correlation. The results of this research indicated that: 1. Individual variables do have significant difference on transformational leadership, organizational commitment and organizational citizenship behavior. 2. Transformational leadership has positive relation with organizational commitment. 3. Transformational leadership has positive relation with organizational citizenship behavior. 4. Organizational commitment has positive relation with organizational citizenship behavior. 5. Transformational leadership and organizational commitment have positive relation with organizational citizenship behavior. The organizational commitment is the important key to enhance the positive relation between transformational leadership and organizational citizenship behavior. According to the results, some suggestions are made for both industries and further researchers in this field. 1. To the industries: Leaders must emphasize the transformational leadership¡¦s skill, in order to increase employees¡¦ organizational commitment and present organizational citizenship behavior. 2. To the further researchers: ¡]1¡^To research the relationship between ethics and transformational leadership. ¡]2¡^To research the relationship and difference of cross-culture among transformational leadership, organizational commitment and organizational citizenship behavior. Key word: Expatriate, Transformational Leadership, Organizational Commitment, Organizational Citizenship Behavior.

Abstract Over the past decades, with different theories of personality, many scholars had attempted to explore the relationship between personality traits and job performance. Though plenty substantial conclusions were inducted; however, a systematic integration is still required. Not until 1990s, academics, such as Digman, Hough, John and Kamp began to organize and review the past related study and proposed a milestone theory called "Big Five", which provides a specific direction for recent empirical research and study to follow in. This research cooperated with Chunghwa Telecom, which transformed from a government organization into a company system and therefore emphasized on the service and achievements of sales department to meet strong t competition. Looking back to the concerning researches about sales personnel management; the personality traits of sales personnel were highly emphasized by supervisors in the selection and administration of sales personnel. When observing the qualities of sales careers, the activities of sales are considered getting involved into frequent personal interaction and acting with independence. There's no direct relationship between job description, performance evaluation and the behaviors which are performed actively by sales staffs and can benefit customers, colleges, supervisors and organizations. Researcher believes that successful performance evaluation should stress on not only productivity evaluation but also Organizational Citizenship Behaviors to elevate the overall effectiveness and efficiency of organization. This research took 218 sales personnel in Chunghwa Telecom as the study object, attempted to construct the influencial model of salesperson's personality traits and OCB with LISREL, as well as to examine the intermediary effect in this model. The result shows personality besides directly effects Organizational Commitment and OCB, it also influences OCB through Organizational Commitment. The goodness-of-fit to structural equation model is acceptable. Expecting the result of this research reminds administrators pay much attention to the relationship among Personality, Organizational Commitment, Organizational Citizenship Behaviors of sales personnel and in addition, provides a profound and significant logic for enterprises in the selection and administration of sales personnel. Keywords: Big Five, Personality, Organizational Commitment, Organizational Citizenship Behaviors

Abstract: Among public tax authorities, in addition to economic booming, the work performance of tax collector is the major point of deciding the variation of tax collection. Whether a tax collector shows his organizational citizenship behavior is the key resource of edge in public organizational competition. The effect on the members¡¦ metal sense and their own working attitudes enable the encouragement of these members¡¦ organizational citizenship behavior to render the first business of managers. Many studies discover that a tax collector acknowledges the organizational justice can influence both individual and organizational results, as well as the performance of the trust in their superiors and colleagues or organizational citizenship behavior. This research probes into related document, and construes a tax collector¡¦s mental sense with organizational justice to construct a theoretical model with the research ideas, such as trust and organizational citizenship behavior, taking Ministry of Finance, National Tax Bureau of Kaohsiung City as research subjects, furthermore to take organizational equity (including distributional equity, procedure equity) as self-variable item, trust (including trust to superior and colleagues) as intermediary variation, organizational citizenship behavior (including justice, helping colleagues, no producing quarrels or pursuit of fame, obey the rule and solid, identifying the organizations) as variable item to discuss the correlation and effect among individual tendency variation, organizational justice, trust and organizational citizenship behavior in order to offer references for public resource development, and further upgrade the service efficiency of public servants. This research has handed out 707 questionnaires with 415 effective copies, and through the statistical analysis, such as Independent test, One-way ANVOVA, Person Correlation Analysis, and Hierarchical Multiple Regression , we get the significant discoveries as follows: 1. It presents a direct relation and influence on each dimension of organizational equity, trust and organizational civil behavior. 2. Public servant¡¦s characteristics, such as sex, marriage, age, seniority, and education degree and director levels, influence obviously distributional justice of organizational justice, procedural justice, trust and organizational civil behavior. 3. Through level multiple regression analysis, trust holds a media relation toward organizational justice and organizational civil behavior, that is, the organizational justice factor indeed influences organizational civil behavior through the intermediary of trust. Based on reality prove that when a public servant put more emphasis on a tax collector and reaches a status of fair distribution, a tax collector senses the trust toward public institute and furthermore perform organizational civil behavior. This research suggests to enhance the interaction between directors and employees, establish effective questioning authority system, value on just promotional and rewarding systems, advocate the achievement evaluation of interactive fair OCB (Organizational Civil Behavior), etc.

Abstract The main purpose of this study is to explore the relationship between external-organizational altruistic behavior, which is known as voluntary behavior, and internal-organizational altruistic behavior, which is called ¡§ organizational citizenship behavior (OCB)¡¨. Multiple regression analysis was employed with 369 employees of automobile industry. Results showed that individual volunteer behavior, volunteer behavior performed by organization and reference groups around, and transformational leadership had positive influence on organizational citizenship behavior. Leaders¡¦ Transformational leadership took more significant change than volunteer behavior on shaping subordinates¡¦ organizational citizenship behavior.