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.

The drawbacks of nursing are long hours, hard work and working nights. But definite working territory and rather steady working times were noted in Community Nurse. Deluga(1994) pointed out in the Basis of Faith, the staff believed that if they work hard, the organization or manager can feedback it. So the organizational citizenship behavior is increasing. So how to increasing organizational citizenship behavior is rather important at present. The study uses the characteristics of medical organization, nurses as independent variable, organizational commitment, job satisfaction as intermediate variable, organizational citizenship behavior as dependent variable. We use questionnaire, data analysis to study 1357 nurses. The statistics are as follows: reliability analysis, validity analysis, factor analysis, descriptive statistics analysis, correlation analysis, and regression analysis to probe the relation of all the variables. The results showed that: 1.Organizational commitment has a positive impact on job satisfaction. 2.The higher the feeling of commitment of the staff, the trustworthier they are. 3.To stand fast of the responsibility in director evaluation is higher than the staff self-evaluation, but there is no correlation. 4.Organizational commitment and job satisfaction is higher in staffs that are older than 40 years old and the past service more than 10 years. It is also negative impact with benefit others of the director evaluation. 5.The higher organizational commitment, the higher job satisfaction and competency satisfaction of the director in senior high school staff. 6.There is no difference of standing fast of the responsibility, organization commonwealth behavior between director evaluation and staff self-evaluation in those who on night duty and nil. 7.As regards marriage, organizational citizenship behavior is higher in married than unmarried in staff self-evaluation. 8.Moral commitment and persistent commitment is lower in unmarried than married. Those staff who married without children is trust worthier of their director. They also show better behavior when they have been given other benefits. 9.Organization commonwealth behavior of staff self-evaluation has a positive impact on director evaluation but there is no significance. It is also positive impact with director's faith. 10.Organizational citizenship behavior of director evaluation has positive impact and more predictor with director's faith. From our study, we demonstrated organizational citizenship behavior; Self-recognition and evaluation of directors in nursing are consistency. So we suggest that nursing will reach the coherence by nursing professional innovation system, formal hereditary responsibility system and other effective communication. We also proposed that through participation to empower, to fulfill democratic leadership. It may be referable to the nursing management.

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 purpose of this study was to examine the relationships among, change's perception, work stress, personality characteristics and organizational commitment in organizational change, and used employees from Postal bureau as examples. Making a survey of collecting 171 effective samples, the major conclusions we observed are as follows¡G 1. It appears negative influence for employees¡¦work stress to organizational commitment in organizational change. 2. It appears positive influence for employees¡¦change's perception to organizational commitment in organizational change. 3. It appears influence for employees¡¦personality characteristics to work stress in organizational change. 4. The degrees of organizational commitment of different disparity age of employees had significant difference in organizational change. 5. The degrees of work stress of level of education of employees had significant difference in organizational change. 6. Different period of service were correlated significantly with employees¡¦ change's perception, work stress and organizational commitment in organizational change.

Abstract This study is focused on the discrimination of the relationship between money ethic & perfectionism and professional commitment & organizational commitment. I intend to provide company owners useful information on management of those R&D engineers. This research targets on engineers from different areas of businesses like computer, information, communication, electronics, optotech, refined machinery, automobiles, machinery, chemical engineering, metal industry and son on, but most are on the refined machinery, automobiles, machinery and telecommunication. There are total 508 copies of valid samples received. This is to check out if there is any obvious influence that the ¡§ money ethic ¡§ & ¡§perfectionism¡¨ and ¡§professional commitment ¡¨ & ¡§organizational commitment ¡¨ by using regression. The result on research R&D engineers is as follows: 1¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on professional commitment. ¡}1¡~¡BThe stronger the no intrinsic motivation is, the stronger their involvement and identification to profession will be. ¡}2¡~¡BThe stronger the no intrinsic motivation is, the weaker willingness to stay in the same profession will be. ¡}3¡~¡BThe higher their personal standard is, the stronger their involvement and identification to profession will be. ¡}4¡~¡BThe more parental criticism, the weaker their professional identification and the willingness to stay in profession will be. ¡}5¡~¡BThe higher their personal standard and the doubt about actions is, the weaker the willingness to stay in profession will be. ¡}6¡~¡BThe higher the concern over making mistakes is, the weaker their involvement and identification to profession will be. 2¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on organizational commitment. ¡}1¡~¡BThe stronger they regard ¡§money is good¡BImportant¡¨ , the weaker their involvement and identification to organization will be. ¡}2¡~¡BThe stronger the no intrinsic motivation is, the stronger their identification to organization will be. ¡}3¡~¡BThe higher they consider themselves receiving a equity treatment, the stronger their involvement to organization and the willingness to stay in position will be. ¡}4¡~¡BThe more the motivators are, the stronger their involvement to organization will be. ¡}5¡~¡BThe higher the expectation from their parents is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ¡}6¡~¡BThe higher the doubt about actions is, the weaker their involvement and identification to organization and the willingness to stay in position will be. ¡}7¡~¡BThe more concern over making mistakes is, the weaker their willingness to stay in position will be. ¡}8¡~¡BThe higher their personal standard is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ¡}9¡~¡BThe more criticizes receiving from parents, the weaker their involvement to organization and the willingness to stay in position will be.

Abstract The investigation is to develop localized and suitable inventory¡@for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises at first. The purpose of this study is to discuss the relationship among perceptions of organizational politics¡]OP¡^,organizational commitment and job performance by Taiwan domestic company.¡@There are provide 1150 questionnaires, which are retrieved 1003 ones, 954 are available. Questionnaires retrieved rate are 87.22%. Available retrieved rate are 83.00%.The data were analyzed by applying statistical methods, including factor¡@analysis, reliability, t-test, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: First, the perceptions of organizational politics is comprised three subscales: (1).Supervisor and Coworker Behavior, (2). Go Along to Get Ahead, (3). Organization Policies and Practices disaccord. Then, the more to Supervisor and Coworker Behavior, Organization Policies and Practices disaccord but the less normative commitment. The more to Supervisor and Coworker Behavior, Go Along to Get Ahead, Organization Policies and Practices disaccord but the less affective commitment. The more to Organization Policies and Practices disaccord lead to decrease task and contextual performance.

The financial market in Taiwan shook away its bondage and started to move forward after the government declared the dissolution of financial policies in 1990. The approval of the installation of private banks in 1991 even flamed the competition existing in the monetary and financial market into a blaze.To make the situation even more drastic is our participation in the World Trade Organizations that international financial organizations are allowed to run their businesses here. Our local financial business did not only face the local competition, but also come across international counterparts. The keen competitionin the monetary market here is getting more and more fierce. Viewing bank clerks are the key to the success of a bank, this study aimed to find out how to inspire the employees and how to create an efficient management policy. This research also aimed at finding the relationship between ¡§monetary ethics¡¨ and ¡§professional commitment¡¨ & ¡§organizational commitment¡¨ among bank clerks. The subject of the study was bank clerks from 23 local banks throughout the island. There were total 422 copies of valid samples collected. The block regression is implied for analyzing the data. Through this research, we found bank clerks had the following responses: ¤@¡B The ¡§monetary ethics¡¨ behold have a great influence on professional commitment. 2¡B The stronger the make money is, the identification and involvement to profession will be higher. 3¡B The stronger the motivator is stronger, the identification and involvement to profession will be higher. 4¡B For those who think money can bring happiness, the involvement to profession will be higher. 5¡B The stronger the no intrinsic motivation is , the willingness to stay in the same profession will be lower. ¤G¡B The ¡§monetary ethics¡¨ behold have a great influence on organization commitment: 1¡B The weaker they regard ¡§money is good¡BImportant¡¨, the identification to organizational will be lower. 2¡B The stronger the make money is , the identification to organizational and willingness to stay in position will be higher. 3¡B The stronger the motivator is stronger is, the identification to organizational and willingness to stay in position will be higher. 4¡B The stronger the Budget Money is important, the involvement to organizational will be higher. 5¡B The stronger the rich is important, the identification to organizational will be lower.

Abstract According to the statistics of Department of Health, demand and quality of health care have been increased for the past decade in Taiwan. Not only the number of medical organizations of various categories is increasing rapidly, but also human resources and capital invested in the medical industry have been growing fast. The importance of salesman in this trade cannot be underestimated any longer. A study on the correlations among money ethic, professional commitment and organizational commitment of the salesman in the medical devices dealers was made to locate useful motivation elements and management suggestions to the salesman in this field as well as to serve as a reference for people who have been in practice or intend to join this industry. The subject of study was aimed at salesman of medical devices dealers. The structure of this study was established based on an understanding of properties of this industry and a review of documents. A sample survey was conducted and the impact of money ethic upon professional commitment and organizational commitment was examined in a statistical way of block regression. Results of this study are listed as follows: 1.The money ethic of salesman imposed significant impact upon the sub-dimensions of professional commitment. ¡]1¡^As the tendency of considering making money was important was getting stronger, professional identification became higher. ¡]2¡^As the tendency of considering making money was important was getting stronger, professional involvement became greater. ¡]3¡^As the tendency of budget emphasis was getting stronger, professional involvement became higher. ¡]4¡^As the tendency of considering money was no intrinsic motivation element was getting stronger, the willingness of staying in the same profession was getting lower. ¡]5¡^As the tendency of considering money was a motivation element was getting stronger, professional identification became higher. ¡]6¡^As the tendency of identifying money stood for power was getting stronger, the willingness of staying in the same profession ] was getting lower. 2.The money ethic of salesman imposed significant impact upon the sub-dimensions of organizational commitment. ¡]1¡^As the tendency of considering making money was important was getting stronger, professional identification became higher. ¡]2¡^As the tendency of considering money was no intrinsic motivation element was getting stronger, the willingness of staying in the same profession was getting lower. ¡]3¡^As the tendency of considering money was a motivation element was getting stronger, organizational identification became higher. ¡]4¡^As the tendency of identifying money stood for power was getting stronger, the willingness of staying in the same profession was getting lower.

The research is to inquire into the circumstances and correlation among role perception and organizational commitment to the elementary school nurses in Kaohsiung county.For acquiring objective factual data, the researcher also studied whether there was an evident discrepancy of elementary school nurses¡¦ role perception and organizational commitment in different situations. The study chose the school nurses of the elementary school in Kaohsiung county as the subjects.The tool was self-edited¡¥The Questionnaire of The School Nurses¡¦Role Perception and Organizational Commitment of The Elementary School¡¨;the researcher interviewed also part of the subject to deeply explore the reality of the circumstances.The data were analyzed by the method of descriptive,t-test,one-way ANOVA,Pearson¡¦s product-moment correlation and Stepwise multiple regressions. According to the outcome of data analysis,the research provides some suggestions for improvement: 1.The scores are above middle on elementary school nurses¡¦role percept,the best value of work on¡§health service¡¨. 2.The scores are above middle on elementary school nurses organizational commitment,the best value of work on¡§hard-working¡¨. 3.The nurses whose school nurse working years are from 6 to 15 years,working in the small scale school and medium scale school,the higher role perception they have. 4.The nurses whose married, working in the small scale school and medium scale school,the higher organization commitment they have. 5.The higher role perception elementary school nurses have, the higher organization commitment they have. 6.There were significant differences existed among variables of school nurse working years and school size on role perception . 7.There were significant differences existed among variables of marital status and school size on organization commitment. 8.The school nurse working years,marital ststus and school size are significantly predictive to organization commitment. 9.Role perception can efficiently predict organization commitment,and¡§health counselor¡¨is the most powerful predictor among all variables for organization commitment. According to the results above,the research has provided some suggestions to the administrative organizations of education,schools,school nurses, and future research.

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.