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Abstract The purpose of this study is to understand the relationship between Principals¡¦ Leadership Behavior and teachers¡¦ organizational citizenship behavior in Pingtung junior high schools. Teachers¡¦ background variables and school environment variables were also analyzed to interpret the teachers' awareness of their principals¡¦ leadership behavior and their own organizational citizenship behavior. The researcher used ¡§Questionnaire of Junior High School Principals¡¦ Leadership Behavior¡¨ and ¡§Teachers¡¦ Organizational Citizenship Behavior Scales¡¨ to survey 402 teachers within 35 junior high schools in Pingtung County. The study adopted mean, standard deviation, t-test, analysis of variance, Pearson cross-product correlation, and stepwise multiple regression to answer the research questions. The findings of this study are as follows¡G 1. The principals¡¦ leadership behaviors perceived by the junior high school teachers are above average,and initiating behavior is higher than consideration behavior in pingtung county. 2. Junior high school teachers of different ¡§marital status¡¨,¡¨ years of service¡¨,¡¨ positions¡¨, ¡§school size¡¨ and ¡§school location¡¨ shows significant difference in their perception of principals¡¦ leadership behavior in pingtung county. 3. Teachers¡¦ organizational citizenship behavior of junior high school teachers in Pingtung county are above average, and the¡¨ sportsmanship¡¨ get the highest score. 4 .Junior high school teachers of different ¡§marital status¡¨ , ¡§years of service¡¨, ¡§educational degree ¡§,¡§positions¡¨,¡¨ school scale¡¨ and ¡§school location¡¨ have shows significant difference in the performance of organizational citizenship behavior. in Pingtung county. 5. Junior high school Teachers perceived their principals¡¦ different leadership styles shows significant difference in teachers¡¦ organizational citizenship behavior in Pingtung County. 6. Junior high school principals¡¦ leadership behavior is positively related to teachers¡¦ organizational citizenship behavior in Pingtung County. 7. Junior high school principals¡¦ leadership behavior and school location can predict teachers¡¦ organizational citizenship behavior in Pingtung County. Keywords: Principals¡¦ Leadership Behavior, Teachers¡¦ Organizational Citizenship Behavior

This study utilized the meta-theoretical framework developed by McCrae and Costa in 1996 that explains individual differences in human nature and the theory regarding the role of individual differences in task performance and organizational citizenship behaviors (OCB) proposed by Motowidlo, Borman, and Schmit in 1997, to examine the interrelationships among the Big Five personality traits (conscientiousness, agreeableness, extraversion, emotional stability, and openness to experience), three components of organizational commitment (affective, normative, continuance), and OCB. Two samples were included; Sample 1 (N = 133) consisted of employed undergraduate students and their coworkers and Sample 2 (N = 241) consisted of older, more stably employed adults. Participants in both samples completed measures of personality, organizational commitment, and OCB. Further, in Sample 1, coworker participants provided a rating of the primary participants' OCB. Four sets of analyses were conducted to examine: 1) personality-OCB relationships, 2) organizational commitment-OCB relationships, 3) personality-organizational commitment relationships, and 4) organizational commitment as a mediator of personality-OCB relationships. Results of the first set indicated that conscientiousness, agreeableness, extraversion, and emotional stability were positively related to OCB in at least one analysis. Results of the second set indicated that affective and normative commitment were positively related to OCB in both samples. While not consistent across samples, results of the third set indicated that conscientiousness, agreeableness, and extraversion were positively related to both affective and normative commitment; openness to experience was negatively related to normative commitment; conscientiousness was positively related to continuance commitment; and emotional stability and openness to experience were negatively related to continuance commitment in at least one analysis. Results of the fourth set indicated that, in Sample 1, affective and normative commitment partially mediated the conscientiousness-OCB relationship. Further, in Sample 2, affective and normative commitment partially mediated relationships between each of agreeableness and extraversion and OCB. Overall, these findings offer support for McCrae and Costa's meta-theoretical framework and Motowidlo, Borman, and Schmit's theory.

The main purpose of this research is investigated based on the organizational behavior about the relationship among Supervisor, Trust and Organizational citizenship behavior. The research methods use questionnaires survey. The survey instrument was mail to the student nurses and teacher, and there are 298 effective questionnaires retuened. The main findings of the empirical study are as follow: 1.Trust holds a relation toward the altruism, conscientiousness, courtesy and civic virtue; but no relation toward the sportsmanship. 2.Coordingating supervisory behavior of trachers holds a relation toward the sportsmanship and civic virtue. Accepting supervisory behavior holds a relation toward the altruism, conscientiousness, courtesy; but no relation toward the sportsmanship. Teaching supervisory behavior holds a relation toward the sportsmanship and civic virtue. 3.Only teaching supervisory behavior holds a relation toward the trust; the others no relation toward the trust. 4.Accepting supervisory behavior and teaching supervisory behavior hold relation toward the altruism, conscientiousness, courtesy and civic virtue through the trust. 5.The research supports the link of the supervisory behavior ¡V trust ¡V organizational citizenship behavior.

The Study of Relationship among Transformational Leadership, Organization- al Commitment and Organizational Citizenship Behavior : The Evidence from Southern District Branch Chunghwa Telecommunication, Corporation. . Abstract In the public sector, its expending organization of human resource is restricted by expenditure examination; therefore it cannot be as flexible as the private sector. In the stimulating aspect, the system of the public sector is more rigid than the private sector; therefore, for this phenomenon, how to lead employees of the public sector efficiently to create achievement is one of the factors that the public sector must consider for success Chunghwa Telephone is the leader of telecommunication in the public sector. The mission of telecommunication in gross output value of Taiwan high-tech manufacture is very significant. Telecommunication is the leader of the top ten businesses, and thus we can realize the importance of telecommunication. The human resource management of telecommunication is extremely different from the traditional manufacture. Chunghwa Telephone, the leader of telecommunication, leads employees towards achievement and stimulates them having commitment for the organization. Therefore, this research is relatively for the employees who proceed to change leading, commitment of organization and behavior of organizing citizen in the south branch of Chunghwa Telephone. The result of this research indicate that: 1. Employees of different attribute (sex, age, marriage, family of children, education, seniority, position, people dealt with from work) have part discrepancies on transformational leadership, organizational commitment and organizational citizenship behavior. To get the result from t and One-way ANOVA examine. 2. Transformational leadership, organizational commitment and organizational citizenship behavior have positive relation. 3. Transformational leadership has positive relation with organizational commitment. 4. Transformational leadership has positive relation with organizational citizenship behavior. 5. Organizational commitment has positive relation with organizational citizenship behavior.. 6. The organizational commitment is the important key to enhance the positive relation between transformational leadership and organizational citizenship behavior. According to the above results of the research, the command for the public telecommunication is that the leader should improve his way of changing management, have more commitments of organization to workers, and then make workers show up the behavior of organizing citizen to approach to the achievement of public telecommunication. A command of later researchers is to increase changes of research, have comparison between the private telecommunication and public department, amending measurement and proceed certain researches. Key words: Transformational leadership, Organizational commitment, Organizational citizenship behavior.

The product value of electronic industry in Taiwan ,processes the significant position .It is extremely different traditional manufacture industry ,and service distinguish with electronic human Resource (HR) work. How can the leader manage the employee and the business thus the future strive toward to complete the mission under this complex attribute. It is necessary for him to inspire employees carry out organizational commitment and organization citizenship behavior . Hence researcher proceeds the research of the relationship among the transformational leadership , organizational commitment and organizational citizenship behavior in electronic industry in Taiwan . The result of this research indicate that: 1. Employees of different attribute (sexuality ,age,marriage ,children ,tenure ,and positions) have no discrimination on transformational leadership .It expresses a lot of diversification in education. Inspiration vision where are top level transformed .It the mean while the education above college is higher in organizational citizenship than senior ¡Vhigh-school educated. 2. Transformational leadership offers a positive relation with organizational commitment. 3. Transformational leadership showers positive relation with organizational citizenship behavior . 4. Organizational commitment presents positive relation with organizational citizenship behavior. 5. Transformational leadership and organizational commitment presents positive relation with organizational citizenship behavior. 6. The organizational commitment is the important factor to enhance the positive relation between transformational leadership and organizational citizenship behavior. Considering the results mentional above , some suggestions are made for electronic industry and further research in this field.

Enterprises estimate employees¡¦ job performance, should not only pay attention to in-role performance but also take notice of extra-role performance, and that is organizational citizenship behavior. Because employees have their own right in organizational citizenship behavior, they are easy to express. It is extremely important to explore the reason why employees present organizational citizenship behavior, how the employees show their willing to perform, and that is conducive to the performance of organization. This has become one of the most important issues for organization. If enterprises can understand the employees¡¦ motivation and guide them, then the enterprises can get their expectation and respect as well as improving the performance of organization from the employees. In this study, organizational climate is used as the independent variables, organizational commitment is used as the intervening variable, and organizational citizenship behavior is the dependent variable. The purpose of this research is mainly to find out the relationship and the difference among organizational climate, organizational commitment, and organizational citizenship behavior. Furthermore, using the individual variable as the interfered variable to investigate the effect of interference to organizational climate, organizational commitment, and organizational citizenship behavior. This research used the method of questionnaire survey as the C case factory. After analyzing the data with quantitative analysis, together with various kinds of statistic methods, the following important discoveries are stated separately as follows: 1. The different individual variables to organizational climate, organizational commitment, and organizational citizenship behavior come out a partly remarkable discrepancy. 2. A significant positive correlation was identified among organizational climate, organizational commitment, and organizational citizenship behavior. 3. Organizational climate and organizational commitment were positively significant to organizational citizenship behavior. 4. Organizational commitment was found to have a significant mediating effect between organizational climate and organizational citizenship behavior. 5. Individual variables were found to have a significant moderating effect among organizational climate, organizational commitment, and organizational citizenship behavior. According to the results of research, organization that were enable to promote organizational climate and increasing employees¡¦ organizational commitment, the workers displayed organizational citizenship behavior to advance the performance of organization, in order to maintain enterprise¡¦s continuous competitive advantages.

Abstract The study is aim to analyze the relationships among organizational commitment, organizational citizenship behavior, and performance via ETTV case study. Further to this study, we would like to see what role of organizational citizenship behavior as a mediator would be. The empirical study adopts method of questionnaire that 100% return rate was hit while 260 question books were counted. The data were statistically analyzed with SPSS 13.0 Windows version, which include descriptive analysis, factor analysis, reliability test, Parsons Correlation analysis, and multiple regression analysis. The study concludes as following points through empirical analysis: First, trait of media industry: hard work has much more influence than mental adhesion to organization. Stronger adhesion to organization does not amount to job promotion. However, hard work improves job skills so that one could have better performance. Second, time critical in media industry: the media industry is highly time critical. Ahead of others means outstanding performance. Third, helpful to colleagues and scrupulous in job requirement show no significance to their performance. Fourth, limit of job requirements: in an environment that only emphasizes experienced skills and job functions, adhesion to organization is not only out of management¡¦s attention but also performance review. Fifth, the empirical study shows that organizational commitment along with mediator of organizational citizenship behavior reveal positive relation to performance. Key Words: Organizational commitment, Organizational citizenship behavior, Performance.

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One issue that has been neglected and is gaining currency in the organizational citizenship behavior (OCB) literature is the extent to which individuals consider OCB to be part of the job (OCB role definition). A recent meta-analytic review reveals that employees are more likely to perform OCB when they define OCB as in-role rather than as extra-role. However, little attention has been paid to the influences of organizational practices on employee OCB role definition. This neglect is of particular relevance because researchers have argued that how employees view their role obligations are likely to be subject to some purposeful organizational practices. Thus, this paper focuses on the effects of high-performance work systems (HPWS) on employee OCB role definition. This paper adopts multiple theoretical perspectives (e.g., social exchange, organizational identification, ability-motivation-opportunity, and trust) to understand how, why, and when HPWS cause employees to expand their job requirements to include OCBs like helping and voice. Using a multisource data collected at 4 waves from 208 supervisor-employee dyads in Taiwan, I examined the following: (a) the direct effect of employee-experienced HPWS on employee helping and voice role definitions, (b) the mediating roles of employee helping and voice role definitions in the employee-experienced HPWS and actual employee helping and voice relationships, (c) the mediating roles of employee social exchange and organizational identification perceptions toward the organization, as well as employee efficacy, instrumentality, and autonomy perceptions toward helping and voice in the relationships between employee-experienced HPWS and OCB role definitions, (d) the direct effect of employee trust in supervisor on employee helping and voice role definitions, and (e) the moderating role of employee trust in supervisor in the relationships between employee-experienced HPWS and employee helping and voice role definitions. The results confirm the direct effects of employee-experienced HPWS and trust in supervisor, the mediating effects of employee helping and voice role definition, and employee efficacy, instrumentality, and autonomy perceptions toward helping and voice, as well as the moderating effects of employee trust in supervisor, such that employee trust in supervisor strengthened the effects of employee-experienced HPWS on employee helping and voice role definitions when trust in supervisor was high than when it was low. Implications for research and practice are discussed. / Dissertation / Doctor of Philosophy (PhD)