Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

Using survey data from 61 employees, a regression analysis was performed to measure the effects that tangible rewards have on the employees? perception of organizational support. The analysis found that when employees have positive valance towards a reward and recall it frequently, they have increased levels of perceived organizational support. The study demonstrates that when organizations provide employees with rewards that the employees? value and recall, the employees will feel more supported by the organization. Employees who feel supported by the organization are more likely to engage in desirable workplace behaviours such as increased job involvement and reduced absenteeism.

Inom organisationsklimatforskningen finns det tre (3) problemområden där flera författare menar att det råder förvirring gällande (1) i vad organisationsklimatet uppstår ur, (2) hur klimatbegreppet bör definieras, samt (3) vilken nivå klimatmätningar bör genomföras på. Studien syftar därför till att validera en ny klimatskala som består av 17 items. Klimatskalan som ska valideras är en utveckling av teorin Perceived Organizational Support (POS) som i sitt original är framtagen av Eisenberger et al. (1986). POS är en individ fokuserad skala som avser att mäta det ömsesidiga utbytet mellan den anställda och dennes organisation. Författarna har omarbetat POS och utvecklat den till en klimatskala i enligt Schneiders (1975) klimatteori och Glicks (1985) riktlinjer. För att validera POS-klimatskalan skulle den, i linje med tidigare forskning, uppvisa liknande samband som mellan POS och gruppeffektivitet, gruppkreativitet. arbetstillfredsställelse, organisatoriskt engagemang samt intentionen att lämna organisationen samt personlighetsfaktorer. För att undersöka dessa samband förfrågades flera företag i olika branscher om att delta i studien. Antal deltagare uppgick till 108 respondenter vars svar analyserades genom Pearsons korrelationanalys (r). Resultatet visar att POS-klimatskalan, efter sin omarbetning, har starka samband både med organisatoriskt viktiga utfall och personlighetsfaktorer. Studien antyder att Lewins (1951) fältteori fortsatt är relevant inom organisationsklimatforskningen. / In the field of organizational climate research there are three problematic areas of confusion regarding (1) what organization climate emerges from, (2) how the concept of climate should be defined, and (3) at which level of analysis climate measures should be conducted. This study thus aims to validate a new climate scale composed of 17 items. The climate scale to be validated is a development from the Perceived Organization Support theory (POS), originally developed by Eisenberger et al. (1986). POS is an individual-level scale which pertains to measure the reciprocal relationship between the employee and the organization. The authors have modified POS and developed it into a climate scale according to Schneider's (1975) climate theory and guidelines from Glick (1985). To validate the POS-climate scale it should, in resonance with earlier research, show similar relationships as between POS and team effectiveness, team creativity, job satisfaction, organizational commitment, intention to leave as well, as personality traits. To examine these relationships several companies in different lines of businesses were asked to participate in the study. The number of participants totaled at 108, whose answers were analyzed in relation to important organizational outcomes and personality traits. Results shows that the POS-climate scale, after being modified, has strong relationships with important organizational outcomes as well as with personality traits. The study suggests that Lewins (1951) field theory is still relevant for organizational climate research.

Abstract High-tech manufacturing industries face shorter product life cycle increasingly. Application of new technology is also changable. Organizations need to have the characteristics of flexibility and quick response. With the international competition environment, organizational change will become normal in business management practices. Organizational change management becomes a very important issue of the overall business operation. The excellent technicians of high-tech industry are the key indicators of competitive advantage. How to play and enhance the efficient technical staffs, and create other related performance issues will be discussed. Therefore, the study aims to review literature, survey, collect and analyze relevant information on the view of human capital development. This study has explored the relationships of organizational change, job satisfaction, and job performance of the technical staffs in the changes environment. In addition, the study also explored the perceived organizational support of the technical staffs as a moderator between the organizational change perception and job satisfaction. For the purposes of the study, the questionnaire survey was conducted for the employees of the C electronic company technicians, where the job performance questionnaires were designed for pairs of supervisor and technician. A total of 61 supervisor questionnaires and 287 staff questionnaires were returned. The results of this study are as follows: 1. Technicians¡¦ organizational change perception is positively and significantly affected their job satisfaction. 2. Technicians¡¦ job satisfaction on their job performance is not significant. According to the previous studies, there is an unstable relationship each other. 3.Technicians¡¦ perceived organizational support does not have significant moderating effect between organizational change perception and job satisfaction.

The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to the incorporation of market prices of and volume of the medical service into management, creating a consequential stiff competition among medical institutes. Moreover, the increasing self-awareness of the public and widespread information through the Internet had put the medical institute staff under greater pressure, work anxiety, and fatigue. To some extent, the problem resulted in the resignations and permanent career changes of medical employees; these turnover tendencies resulted in a serious professional manpower shortage in the medical industry. Hence, the objective of this paper is to understand the impact of the job anxiety of medical institute staff on their satisfaction levels and turnover intention, and verify through the moderating effect of perceived organizational support whether job anxiety may affect the job satisfaction and turnover intention of the staff. This paper conducted a case study on the staff of a regional teaching hospital. Data were gathered through a questionnaire survey. A total of 851 questionnaires were distributed and 566 were recovered; valid questionnaires numbered 564. The empirical analysis revealed the following findings: 1.A significant difference was noted in the basic personal traits of the medical institute staff in the various research variables. 2.Job anxiety of the medical institute staff had a significant negative correlation with the job satisfaction. 3.Job anxiety of the medical institute staff had a significant positive correlation with the turnover intention. 4.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and job satisfaction. 5.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and turnover intention.

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.