Taiwan¡¦s high-tech industry has realized that employees with professional knowledge and skills are the source of the organizations¡¦ core competitiveness. However, today¡¦s high-tech industry faces complex challenges, longer working hours, and job stress among employees. Many high-tech companies have reduced working hours to focus on employees¡¦ work and family life balance and become happy workplaces. This study, in addition to understanding the mediating effects of work/family balance and job stress, also explores their impact on an employee¡¦s sense of happiness at the individual level.The data collection and analysis units were mainly high-tech industry individuals. A total of 424 valid samples were collected. Through factor analysis, reliability analysis, and regression analysis, the influential relationships of the various research ideas were verified. The following research findings were obtained: perceived organizational support had a significant impact on employees¡¦ sense of happiness and work/family balance and a negative impact on job stress. Through the mediating effect of the work/family balance, perceived organization support had a significant impact on the employees¡¦ sense of happiness, and through the mediating effect of job stress there was a significant impact on the employees¡¦ sense of happiness. Job stress through the mediating effect of work/family balance also had a significant impact on the employees¡¦ sense of happiness.

The outbreak of severe acute respiratory disease (SARS) in Taiwan on April, 2003 caused the life of Taiwanese out of order and panic. The health-care workers feel anxious and panic. The downside emotion even caused escape and mass resignations in hospitals. SARS tested how good every individual and the leadership of every hospital, area, and nation can handle crisis. Can hospitals offer enough support and a safe working environment to their health-care workers? Does the working attitude and willing of the health-care workers relate to how much awareness of the support from the hospitals? The purpose of the research is to find out during SARS, the working stress for anesthetists, the relation of support from the hospitals and the working attitude and willing to take care of patients from the anesthetists. Hope this can be a reference to management level in medical care organization The conclusion of this research: 1.The management level in hospitals should apply different HR strategies to different health-care workers as every health-care worker has different personality. The difference makes his commitment to organization, profession and willing to take care of patients different. 2.During SARS, the awareness from anesthetists to organization support includes four sides. They are safe support, emotional support, fair support and respect support. The four sides have different affects on anesthetists¡¦ working attitude. To organization commitment, the most important is safe support and then ¡K. Support, fair support and respect support. 3. If health-care workers can feel enough support from the organization, they will feedback their commitment to the organization and profession. Therefore, except giving the assistance to reduce working stress, the management level should provide enough safe support, emotional support, fair support and respect support. 4. Working stress affects health-care workers¡¦ willing to stay on duty and take care of SARS patients. Therefore, to assist health-care workers in reducing fear and uncertainty of SARS, increasing the ability to adjust stress by training of SARS can reduce the intention of quit and job changing. The assistance can encourage the health-care workers to be more aggressive on taking care of SARS patients.

With the rapid change of industrial economy and of the times, the customer service has gradually replaced both agriculture and industry. It has become the economic mainstream in the world and also played a key role in the global economy. Regarding the service industry, the most important thing is offering excellent services to customers, exclusive of product price, etc. Nevertheless, how do we provide customers with high quality service? Besides making relevant procedures and standard operations, the customer service is taken for an important portion. Customer service staffs¡¦ emotional management will affect not only their attitudes and behaviors but also their job satisfactions while providing services. The purpose of the study is mainly to explore if there are any significant relationships among emotional intelligence, relationship quality and job satisfaction. We take emotional intelligence (EI) as an independent variable, job satisfaction as a dependent variable and the relationship quality as intermediate variable. Furthermore, in order to understand the interaction among each variable, we take the perceived organizational support (POS) as a moderate variable between the relationship quality and the job satisfaction. This study utilized the Customer Service Representative provided by Telecom Co. for interview. By sampling of probability proportionate to size, the study distributed 600 questionnaires and got 479 valid ones. After analyzing with statistical methods such as t-test, analysis of variance (ANOVA), Pearson¡¦s product-moment correlation, and multiple regression, the main findings are as follows: 1.Customer service staffs are good at self-emotional management and have high EI. 2.There are significant personal differences in the dimensions of EI, relationship quality, and job satisfaction. 3.There is a significantly positive relationship between EI and job satisfaction. 4.There is a direct positive relation between relationship quality and job satisfaction. 5.The relationship quality has an intermediate effect on both EI and job satisfaction. 6.The perceived organizational support (POS) has moderating effects on relationship quality and job satisfaction. It found the higher the organizational support, the better trust relationship with organization will be shown; but less trust relationship quality with colleagues will be displayed.

A lot of scholars has researched on the ¡§Person-Organization fit¡¨ for the general concept discussion, but most of P-O fit focus on the goal, value, culture of organization if it can attract some different kinds of persons and affect the choice of selecting job. The study wants to further research on when the P-O fit candidate enters in the company, whether the organizational commitment will interference with self-monitoring and perceived organizational support or not. For High-Tech industry plays most important role of economics grows; therefore, the study is focus on the newcomer of High-Tech industry to research if the self-monitoring and perceived organizational support affects P-O fit on organizational commitment or not and hope it may help companies enhance the competition ability. There are two main purposes of this study; one is to understand the effect of P-O fit on organizational commitment, another is to understand the interference effect with self-monitoring and perceived organizational support on P-O fit and organization commitment. The study is using the 25 items of P-O fit questionnaire which simplified by Ke-Wei Wu(2008), choosing the newcomer of High-Tech industry to be test sample, the total number of issuing questionnaire are 160, the number of retrieve are 138(the retrieve rate is 86.25%), and the number of valid are 132. The study uses the correlation and regression analysis of SPSS to examine, finding out the result of¡G 1.Self-monitoring has negative interference effect with P-O fit on retention commitment; it means the level of self-monitoring will interference the level of P-O fit on retention commitment. 2.Perceived organizational support has no positive interference effect with P-O fit on organizational commitment; it means the level of P-O fit on organizational commitment will not interference with the perceived organizational support.

Recently years, the nursing environment changed and increased heavy work loading to the clinical instructor, and caused clinical instructors to have job stress. At this transformed process, clinical instructors are easy to have the situation of burnout, and affected their professional commitment. This study is aimed to use the view of social exchange theory to discuss the relationship among job stress, burnout, professional commitment and perceived organizational support. The hypotheories are as below: H1¡GClinical instructors¡¦ Job Stress negatively and significantly affected Professional Commitment. H2¡GClinical instructors¡¦ Job Stress positively and significantly affected Burnout. H3¡GClinical instructors¡¦ Burnout negatively and significantly affected Professional Commitment. H4¡GClinical instructors¡¦ Burnout as an mediator positively and significantly affected to the relationship between Job Stress and Professional Commitment. H5¡GClinical instructors¡¦ Perceived Organizational Support as the moderator positively and significantly affected to the relationship between Burnout and Professional Commitment. The samples were collected from the clinical instructors who worked at Technology universities, Technical colleges, Junior colleges which located in north, central and south of Taiwan. And used the methods of descriptive statistic, factor analysis, reliability examination, difference analysis, relative analysis, regression analysis, hierarchical regression analysis, the results as below: H1¡GClinical instructors¡¦ job stress negatively and significantly affected professional commitment. H2¡GClinical instructors¡¦ job stress positively and significantly affected burnout. H3¡GClinical instructors¡¦ burnout negatively and significantly affected partial professional commitment. H4¡GClinical instructors¡¦ burnout as partial mediator positively and significantly affected to the relationship between job stress and professional commitment. H5¡GClinical instructors¡¦ perceived organizational support as partial moderator positively and significantly affected to the relationship between burnout and professional commitment. The finding is indicated that suitable job stress could raise clinical instructor¡¦s professional commitment, especially on self-esteem; and heavy work loading increased clinical instructors¡¦ burnout, especially for high burnout situation, their affective and normative commitment will be lower; Besides, in our study, Clinical instructors¡¦ burnout as an partial mediator affected to the relationship between job stress and professional commitment, and their organizational support as a partial affected to the relationship between burnout and professional commitment.

This project explores the challenges of managing in times of organisational stress. The New Zealand department of corrections is facing multiple pressures which are only set to increase including: financial strictures as government funding is being highly scrutinised, greater demand as inmate numbers increase, and reduced capabilities as many staff lack experience. A grounded theory in a case study setting (three prisons in Christchurch, New Zealand) was undertaken utilising repertory grid and semi-structured interviews to explore the ways in which managers cope during times of such stress. A total of 11 interviews were conducted. In the case, I considered what differentiates effective managers from those who appear less able to cope. It was found that effective managers are those who are able to build trust and respect with their constituents. When staff trust and respect their managers it is because they feel valued and perceive their manager to be on their side; they are then willing to reciprocate. Positive regard, demonstrations of support, and leading by example were found to be key factors leading to being perceived as being on the staff’s side. The links between trust, respect and performance along with the valuation of staff wellbeing were examined.

This project explores the challenges of managing in times of organisational stress. The New Zealand department of corrections is facing multiple pressures which are only set to increase including: financial strictures as government funding is being highly scrutinised, greater demand as inmate numbers increase, and reduced capabilities as many staff lack experience. A grounded theory in a case study setting (three prisons in Christchurch, New Zealand) was undertaken utilising repertory grid and semi-structured interviews to explore the ways in which managers cope during times of such stress. A total of 11 interviews were conducted. In the case, I considered what differentiates effective managers from those who appear less able to cope. It was found that effective managers are those who are able to build trust and respect with their constituents. When staff trust and respect their managers it is because they feel valued and perceive their manager to be on their side; they are then willing to reciprocate. Positive regard, demonstrations of support, and leading by example were found to be key factors leading to being perceived as being on the staff’s side. The links between trust, respect and performance along with the valuation of staff wellbeing were examined.

The purpose of this applied study was to examine the role of mentoring relationships in shaping employees’ views of how supportive the organization is of the employee and how engaged the employee is in their job duties. The extent to which employees perceive the organization as supportive was also examined as a mediator between mentoring functions and employee engagement. Employee engagement encompasses how much employees are absorbed with, excited by, and dedicated to their work. Previous research suggests that leaders and other high-status employees can increase employees’ perceptions of organizational support (Eisenberger, Huntington, Hutchinson, & Sowa, 1986; Kurtessessi et al., 2017; Orpen, 1997; Park, Newman, Zhang, Wu, & Hook, 2016; Rhoades & Eisenberger, 2002). Likewise, perceived organizational support (POS) has been shown to increase employee engagement (Biswas & Bhatnagar, 2013; Gupta, Argarwal, & Khatri, 2016; Saks, 2006). However, there is little research that considers mentoring as a mechanism to increase both POS and employee engagement. Surveys including instruments measuring perceptions of mentoring functions (i.e., Academic Mentoring Behavior Scale), POS (i.e, the Scale of Perceived Organizational Support), and employee engagement (i.e., Utretch Work Engagement Scale-9) were completed by 2,326 participants across nine universities in the state of Illinois. Hierarchical regression analyses were used to assess the differences in POS and employee engagement between mentored and non-mentored individuals and to assess the impact of gender and racial/ ethnic background on perceptions of mentoring functions. Lastly, a mediation analysis with POS mediating the relationship between employee engagement and mentoring was conducted. Results showed that mentored individuals had significantly higher levels of POS and employee engagement than non-mentored individuals regardless of their job positions. However, neither gender nor racial/ethnic background significantly predicted participants’ perceptions of mentoring functions. Finally, POS partially mediated the relationship between employee engagement and mentoring. These results suggest that mentoring can increase employees' perceptions of being appreciated, noticed, and cared for by employers and this could partially explain why employees may be more inspired by, enthusiastic about, and proud of their work when involved in mentoring relationships.

Thesis advisor: Erika L. Sabbath / Children are vital members of our society and arguably its most vulnerable. The job of public child welfare workers is to serve children who are experiencing abuse and neglect and their families. Essential to the public child welfare systems serving these families are the employees who work directly with them – frontline workers and supervisors. Their relationships with families are a key component in the life of the case and can have a strong impact on case outcomes. These workers, however, are under considerable stressors, and turnover rates are a continual problem. Despite extensive research on worker turnover, further work is still needed to better understand the processes by which these workers decide to stay or go. These include a deeper understanding of the impact of safety perceptions, how workers of color might differently experience these systems, and what factors into supervisors’ intent. Focus on retention rather than turnover is an additional area in need of a broader evidence base. This study seeks to add knowledge on how safety perceptions, organizational culture, job satisfaction, and role impact public child welfare employees’ retention decisions. Utilizing a statewide data set derived from a survey of Texas public child welfare workers and supervisors, this study uses regression models to learn more about their experiences and how they might shape decisions on whether to leave or remain. We found that in workers, feelings of unsafety are significantly associated with intent to leave; this was moderated by perceived organizational support. We additionally found that inclusion is significantly related with both intent to leave and intent to remain, and this does not vary by race in this study. Supervisors were just as likely to intend to leave or remain as their workers; intent to remain was moderated by perceived organizational support in both. Intent to leave and intent to remain are similar in some ways, but rather than being flip sides of the same coin, they are unique constructs. Increasing retention of these workers is vital to the long-term outcomes in the lives of children and families. Strengthening the child welfare workforce strengthens the families they serve. / Thesis (PhD) — Boston College, 2022. / Submitted to: Boston College. Graduate School of Social Work. / Discipline: Social Work.

Unjust customer complaints are increasing, liberal redress policies are becoming more commonplace, and front line employees are expected to smile and just deal with fictitious complaints with redress and a sincere smile.  Is this justly so? This research helps to fill the current gaps in complaint, justice, and emotional labor research by empirically examining employee perceptions of perceived opportunistic versus perceived legitimate complaints.       This research completed one hotel and one restaurant study using  a 2 x 2 between-subjects experimental design to examine complaint type (opportunistic/ legitimate) and perceived organizational support (high/low).   Data was collected from a large reputable market research firm. Results find that employees from both studies experience statistically significantly lower perceptions of procedural, interactional, and distributive justice when dealing with opportunistic as opposed to legitimate complaints.  Perceptions of distributive justice statistically significantly increased employee\'s emotive effort and emotional dissonance.  Additionally, for all of the relationships in the hotel study and with distributive justice in the restaurant study, perceived organizational support had no significant effect on employee perceptions of justice or emotional dissonance or effort.   Managerial implications of employee justice perceptions and customer complaint policies are discussed. / Ph. D.