This research examines a new methodology for prospectively estimating the willingness of travelers to use a toll road by combining travel time saved with the income of the prospective customer base. The purpose of the research is to facilitate network level planning by allowing some reasonable predictions of acceptable toll rates from readily available data and estimation techniques. Methods of estimating user benefit resulted in simulated distributions of value of user time. Values of time are linked to census tract income data for the user population to produce value of time as a percentage of income as an indicator. As relevant literature acknowledges the tendency toward increased toll road usage at higher income levels, it is hypothesized that linking estimates of value of time directly to household income would produce a more useful indicator of the travel market than do conventional indicators. Techniques for prospectively estimating the travelshed of a toll road are compared with the actual travelshed, as reflected in user home census tracts, as a means of evaluating the efficacy of those techniques in estimating the market area of a prospective toll road. Results show that considering value of time as a percentage of census tract median income provides an improved portrayal of the toll road market, as usage of the toll road increases with increasing income. Using census tract median income as the income parameter has shortcomings, in that it produces anomalous results at very low population levels. Of the two methods of estimating the travelshed, the visual estimation approach was not satisfactory, leaving the analyst to use select link analyses instead.

The premise of this research is to view the decision process that the audience chooses to be the pay member of performing arts as a consuming behavior, and this research takes this consumer behavior for the studying topic. The researcher interviews the audience who is or was the pay member of performing arts, and analyzes the interviewing data by the Grounded Theory¡¦s process from Open Coding, Axial Coding, to Selective Coding for building a pay member¡¦s consumer behavior in Taiwan¡¦s performing arts. Besides, according to the pay member¡¦s consumer behavior, the researcher proposes suggestions to performing arts organizations and discusses the practical feasibility of these suggestions by interviewing the performing arts organizations. In order to study the decision process that the audience chooses to be the pay member of performing arts, the researcher interviews 20 audiences who are pay members from different performing arts organizations. The research analyzes the interviewing data by Grounded Theory: firstly it gets 76 concepts in the process of Open Coding, and then integrates the concepts into 16 categories in the process of Axial Coding, finally refines the categories into 5 central categories which are respectively ¡§the cultivation of interests and motivation¡¨, ¡§the media of awareness and contact¡¨, ¡§the combination of decision factors¡¨, ¡§personality¡¨, and ¡§the feedback reaction¡¨. According to the relationship of these categories the research builds up a pay member¡¦s consumer behavior in Taiwan¡¦s performing arts. In addition, the researcher also interviews three performing arts organizations which respectively are ¡§Cloud Gate¡¨, ¡§Godot Theatre¡¨, and ¡§Performance Workshop¡¨. During the interview, the researcher discusses the pay member¡¦s consumer behavior with these three organizations and they also assess the feasibility of the suggestions which this research proposed. By this method, this research hopes can develop the more practicable suggestions of the membership system. in Taiwan¡¦s performing arts. In the conclusion of this research, the researcher proposes not only the advantage and disadvantage of the performing arts¡¦ membership system, and also the suggestions of direction to improve the membership system in Taiwan¡¦s performing arts.

This study focuses on the feasibilities of Marine Recreational Fishing at Hsiao- Liu-Chiu Island by presenting its resource distribution and discussing the current fishing business conditions around the island. The current situations of local re- creational fishing businesses are evaluated by SWOT analysis. Tourists who visit the island are surveyed as research subject. Through questionnaires and field recreation activity investigation, this study demonstrates various possible development of re- creational fishing. The conceptual framework of this study is based on a non- marketing method - Contingent Valuation Method (CVM) - to analyze collected data. The method has estimated the economical value of Hsiao-Liu-Chiu Island for future recreation activities with the willingness-to-pay (WTP) among the visiting tourists. A proper managerial and administrative system is also suggested in order to bring optimal performance in terms of economical value and resource application for the island's fishermen and tourists. According to the data collected: 70% of tourists are willingly to participate sport fishing; 90% would like to try recreational cage. And under CVM estimation, the WTP for sport fishing is about NT$896 per person, and NT$738 per person for recreational cage. Considering the total annual tourist population visiting Hsiao-Liu- Chiu Island, sport fishing may generates about NT$93,000,000 economical value annually, and about NT$98,000,000 for recreational cage. At the end, this research also provide suggestions on related management strategies and directions for the fishermen, cage owners, and local fishery organization

This study aims at developing and verifying the construct of work values, pay satisfaction, organizational commitment and turnover intention in a Chinese context. Turnover has always been one of the tricky area for managers. In order to better manage of the turnover rate, this study focus on turnover intention and organizational commitment which are the best predictors to separation. Pay satisfaction and work values are employed as determinants to organizational commitment and turnover intention while organizational commitment is assumed as negatively related to turnover intention. The results indicate higher pay satisfaction contributes to higher organizational commitment and lower turnover intention. Also, people treasure work values more tend to have higher organizational commitment and lower turnover intention. Pay satisfaction in the construct serve as the mediator between work values and turnover intention. Besides, employees with senior high school degree treasure ¡§job independency¡¨, and ¡§job content¡¨ less than higher educated people. Management demonstrate higher pay satisfaction and likely due to more opportunity cost they show higher continuance commitment respectively.

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Conventional key distribution methods using on Pay-TV system emphasize on the method¡¦s refinement in order to reduce the quantity of the keys distributed over network. This paper brings up the manner using digital watermarking technique to hide the cryptographic keys into routine encrypted video file without any increment of video file size for the economy of network bandwidth. The experimental results show that the proposed method works well in image quality and economical key distribution.

Pay for performance programs are being used more and more extensively nowadays. The proponents of incentives claim that money is an important motivator for better performance, while the opponents insist that incentives can never bring lasting performance improvement, which is driven by intrinsic motivation. It has been born out that monetary reward has detrimental effects on intrinsic motivation. However, the results come mostly from experiments on school children, whether the result can be replicated in work settings is still a question needs to be examined. This study examined whether performance based pay has detrimental effect on physicians¡¦ intrinsic motivation and what effects other non-monetary rewards may have on intrinsic motivation. It is found that the intrinsic motivation of Attending Physician is significantly higher than Resident Physician, which implies that the motivational property of the work itself is a very important factor of intrinsic motivation. Physicians from privatized public hospitals have higher intrinsic motivation than those from public hospitals, of which the causes may need to be further explored. In terms of different positions, productivity-based pay, organizational performance based pay and recognition are found to have positive influence on Attending Physicians¡¦ intrinsic motivation, while career development opportunities and research-teaching based pay are found to have positive influence on Resident Physicians¡¦ intrinsic motivation. As to the effects of performance-based pay, it is found that physicians having performance-based pay do feel more controlled by pay; however, their intrinsic motivation is not negatively affected. It seems to imply that organizational workers are able to separate intrinsic reward and extrinsic reward and thus their intrinsic motivation is not affected by extrinsic rewards. This result is similar to what Fisher found in 1978. The moderating effect of individual difference is not significant in this study due to the homogeneity of physicians.

Economic aspects of household recycling behavior and attitudes in City of Bryan are examined to improve solid waste management policies in the city. Using survey data collected by mail and personal interviews, residents’ attitudes towards solid waste management are analyzed, in general, and specifically, the factors influencing recycling behavior examined using logistic regression. In addition, three alternative policies are presented to respondents. First, support for an additional drop-off recycling center (Policy I) is examined. Second, WTP for two different recycling programs, curbside recycling service (Policy II), and curbside recycling with a drop-off recycling center (Policy III), as a function of socio-economic factors thought to influence WTP are computed using contingent valuation method, an indirect valuation tool. Finally, preference for a particular policy among the three alternatives presented to the residents of Bryan is explored. Because of the different data collection modes and assumptions on the bid prices two logit models are estimated to examine recycling behavior, and Policy I and two multinomial logit models for the most preferred policy, whereas four logit models are estimated for Policy II and III. The estimated models are similar both within the Policies and between the Policies in terms of the affects of variables, significance of coefficients, and consistency with previous studies indicating a potential set of factors that can be used to explain WTP for recycling services. Bryan residents that are female, white, employed, have higher incomes, have children, own a house, and are self-perceived environmentalists tend to recycle more. Similarly, males, nonwhites, older respondents, students, non-environmentalists and non-recyclers are more likely to support an additional drop-off center. WTP for Policy II is positively influenced by males, whites, respondents who are employed, low-income respondents, environmentalists, non-recyclers, and those who support Policy I. In comparison, WTP for Policy III is positively influenced by females, whites, respondents who are employed, younger respondents, environmentalists, non-recyclers, and those who support Policy I. In the case of both Policies I and II, the bid price negatively influences WTP as expected. While the WTP for Policy II is slightly higher than the estimated cost of a curbside recycling service ($2.50), the WTP for Policy III is lower than the estimated cost. No consistent pattern emerges across most of the coefficients and the four possible alternatives, three proposed policies and the current situation. However, probabilities computed using the multinomial logit results is the highest for Policy II, followed by either Policy III or no change to the existing solid waste management policy.

Abstract Most enterprises acknowledge that technology and experience accumulated by the employees are the most important assets. In order to make regular employees dedicate their efforts on work, reduce employees¡¦ turnover, and enhance their motivations as well as hard-work attitudes, it¡¦s popular for the corporate to assess the job satisfaction of the employees¡¦. According to the equity theory, the corporate employees would be frustrated and maybe reduce their satisfactions on jobs in case they aware of unfair treatment from the organization, no matter what is caused by the distribution or the procedure. Also, incentive pay and benefits system in salary management could motivate and enhance employee¡¦s morale, and moreover help strengthen the overall competitiveness of organizations. Are all of the above mentioned dimensions there significant influences on the job satisfaction? A number of documents reveal confusion regarding relationships among constructs of pay and benefits satisfaction and distributive and procedural justice. The purpose of this study is to measure and verify the relevance among them, and to further clarify the differential effects resulted from these dimensions on the job satisfaction. The study was conducted in a large Taiwan company and carried out via the questionnaire approach as well as SPSS analysis to show the differential effect of the four dimensions- procedural justice, distributive justice, pay satisfaction, and benefits satisfaction, distributive justice, and procedural justice- on job satisfaction. Results showed some important findings as below: 1. Procedural/ distributive justice and pay/ benefits satisfaction are significantly associated with each other. Particularly distributive justice plays more positive effect on pay than procedural one; however, procedural justice does more positive effect on benefits than distributive one. 2. There are positive relationships between both procedural/ distributive justice with job satisfaction. So are both pay/ benefits satisfaction with job satisfaction. It implies that raising the procedural/ distributive justice through improving the system of an organization to increase the job satisfaction of the employees¡¦ is another good way except improving pay/ benefits for the employees. 3. Each of procedural / distributive justice and pay/ benefits satisfaction influences job satisfaction positively. The priority of the effect extent is distributive justice most, procedural justice the second, pay the third, and benefits the last. 4. If we assess the effects of the four dimensions together-procedural justice/ distributive justice/ pay/ benefits satisfaction on job satisfaction, the result shows that distributive justice is with the maximum effect, followed by pay satisfaction, and then followed procedural justice, and benefits satisfaction the minimum. Therefore as the study results showed, if the enterprises attempt to retain talent, reduce employee turnover, and further expect employees to perform better and to take more responsibilities, they can motivate employees with procedural justice and distributive one to achieve organizational goals in addition to with pay and benefits system. specially when some business units in a firm hire outsourced workers in future and then the phenomenon of unequal pay for equal work happens under the situation that the pay system could not be adjusted, it may be a solution for the corporate that it reinforces the "justice" in the system by enhancing the potential of employees perceptual experience to retain high ¡Vquality employees as well as to maintain good efficiency.

In the beginning of internet development, the advertising revenue is the most important income of a website. After the burst of internet bubbles, some scholars mentioned that the information content is priced and user-charged. Nowadays, because of the broadband network, users spend less money and more time in connecting to internet. The owners of websites also find out more online business models for earning advertising fee, recharging fee, transacting fee and license fee from customers and providers. This research intends to discuss what difference in website attributes between chargeable websites and free website and what kinds of service and content are attractive to users¡¦ willing to pay. Based on previous studies, this research concludes six website attributes: fit to purpose, ease of use, interaction, personalization, customization and trust. The 85 samples are the most popular websites in Taiwan and some experts scored their six website attributes, website awareness and competitive situation. After discriminant analysis, the result indicates that personalization, interaction and trust are discriminative between different chargeable models. Besides, an online questionnaire survey is used to know users¡¦ experience and willing to pay. There are three kinds of principle component after factor analysis: efficiency, design and personalization. The managers of websites can make their pricing strategy by measuring this attributes and factors.