This research goal lies in relies on Ferris et the al. (1989) model discussion to organize member's Machiavellianism advantage personality tendency and the organization ¡§the democratized degree¡¨and ¡§the male privately operated special characteristic¡¨ to organizes influence the member politics consciousness. This object of study including 13 public-operated organization 754 questionnaire, and 17 privately operated organization 859 questionnaire, total sends out 2356 questionnaire, recycles 1745, the returns-ratio reaches 74.07 ¢M, rejection invalid questionnaire 132, the effective questionnaire is 1613, effective questionnaire returns-ratio 68.46%. The investigation material uses the descriptive to count, analysis methods separately and so on letter analysis, correlation analysis, exploring factor analysis, level linear model. This findings discovered that,1.organizes member's Machiavellianism advantage personality tendency to organize member's political consciousness to have the remarkable sound.2.organization's democratized degrees to organize member's political consciousness not remarkable influence.3.organization's male privately operated special characteristics to organize member's political consciousness to have the remarkable influence.4.organization's democratized degrees to ¡§organize member's Machiavellianism advantage personality tendency to organize the member politics consciousness the influence¡¨ not to have the disturbance effect.5.Organization's male privately operated special characteristic to ¡§organizes member's Machiavellianism advantage personality tendency to organize the member politics consciousness the influence¡¨ not to have the disturbance effect.

The purpose of this investigation is to develop localized and suitable inventory for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises and using the model proposed by Ferris et al.,¡]1989¡^study the relationships among the OP, job satisfaction, job stress & organizational commitment¡]employee¡¦s job attitudes¡^. The sample consisted of 227 employee selected from some traditional industry in Taiwan. The data were analyzed by applying statistical methods, including factor analysis, reliability, one-way ANOVA, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: The present study examined the dimensionality, reliability and validity of the Perceptions of Organizational Politics Scale¡]POPS¡^¡]Kacmar,1997¡^.Perceptions of organizational politics were found have a negative relationship with job satisfaction , job stress & organizational commitment. Understand, tenure , control and locus of control as a moderator of the relationships between perceptions of organizational politics & employee¡¦s job attitudes was examined. Results indicated that understand, tenure moderated the relationship between politics and job satisfaction; Locus of control moderated the relationship between politics and organizational commitment.

The purpose of this paper is to use the model revised by Ferris et al. (2002) to study the the Effect of personal positive affect¡Bpersonal negative affect¡Borganizational formalization and organizational centralization on perceptions of organizational politics by SPSS 15.0 for windows and hierachical linear model( HLM). The sample consisted of 1890 employee selected from 41 organizations covering 9 industrial sectors in Taiwan. The data was analyzed by statistical methods are descriptive static, factor analysis, reliability analysis, correlation analysis and HLM analysis. For SPSS analysis,the major findings of this study as fallow: 1. perceptions of organizational politics were found have significant relevant with personal positive affect, personal negative affect and organizational centralization 2. perceptions of organizational politics were found have no significant relevant with organizational formalization. For HLM analysis,the major findings of this study as fallow: 1.Personal positive affect had a significant effect on perceptions of organizational politics. 2.Personal negative affect had a significant effect on perceptions of organizational politics. 3.Organizational centralization had a significant effect on perceptions of organizational politics. 4.Organizational formalization had no significant effect on perceptions of organizational politics. 5.Organizational centralization had moderate effect on the relationship between personal negative and perceptions of organizational politics. 6.Organizational centralization had no moderate effect on the relationship between personal positive and perceptions of organizational politics. 7.Organizational formalization had no moderate effect on the relationship between personal negative and perceptions of organizational politics. 8.Organizational formalization had no moderate effect on the relationship between personal positive and perceptions of organizational politics.

The purpose of this investigation is based on the revision model proposed by Ferris et al.(2002) , the discussion relates to the influence of perceptions of organization politics on job performance and on organizational withdrawal and other issues of employees. It also aims to discuss variables for harmonization of organic politics and results using personality as moderation parameter. It takes 40 organizations in Taiwan as the research object. 2,133 copies of questionnaire have been issued and 1,940 copies have been taken back, the returns-ratio reaches 91.0%. After rejecting 50 invalid copies, the effective volume is 1,890, and effective returns-ratio is 88.6%.The data were analyzed by descriptive statistics, item analysis, reliability analysis, factor analysis ,correlation analysis, regression analysis and hierarchical regression analysis. The major results of this study are as fallowing: 1. Perceptions of organizational politics has a significant effect on job performance . 2. Perceptions of organizational politics has a significant effect on organizational withdrawal . 3.Locus of control has a moderate effect on the relationship between perceptions of organizational politics and job performance . 4. Type A personality has no moderate effect on the relationship between perceptions of organizational politics and job performance . 5.Generalized self-efficacy has a moderate effect on the relationship between perceptions of organizational politics and job performance . 6. Task self-efficacy has no moderate effect on the relationship between perceptions of organizational politics and job performance . 7. Locus of control has no moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal . 8. Type A personality has no moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal . 9. Generalized self-efficacy has a moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal . 10. Task self-efficacy has no moderate effect on the relationship between perceptions of organizational politics and organizational withdrawal .

The purpose of this investigation is based on the revision model proposed by Ferris et al.(2002) , the discussion relates to the influence of perceptions of organization politics on Organizational Cynicism and on Organizational Citizenship Behavior. The sample consisted of 1890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. The data were analyzed by descriptive statistics, item analysis, reliability analysis, factor analysis, correlation analysis, regression analysis and hierarchical regression analysis. The major results of this study are as fallowing: 1. Perceptions of organizational politics has a significant effect on organizational cynicism. 2. Perceptions of organizational politics has a significant effect on organizational citizenship behavior. 3. Understanding has a moderate effect on the relationship between perceptions of organizational politics and organizational cynicism. 4. Understanding has a moderate effect on the relationship between perceptions of organizational politics and organizational citizenship behavior. 5. Perceived Control has no moderate effect on the relationship between perceptions of organizational politics and organizational cynicism. 6. Perceived Control has moderate effect on the relationship between perceptions of organizational politics and organizational citizenship behavior.

This study is based on the fundamentals of Perceptions of Organizational Politics¡]POP¡^proposed by Ferris, Adams, Kolodinsky, Hochwarter & Ammeter¡]2002¡^. We use the Hierarchical Linear Modeling to verify the relationship between the personal and job/work environment factors and POP. The personal factors include positive and negative affectivities, and job/work environment factors include accountability and feedback. The results showed a significant relationship between the affectivities of employees and POP. The positive affectivity was in a negative correlation with the POP while the positive affectivity was in a positive correlation. The job/work environment had a good relationship with POP as well. The job feedback showed a negative correlation POP while job accountability showed a positive correlation. However, the current study showed that the relationship between employees' affectivity and POP was not influenced by the job feedback and job accountability.

Political behavior prevails in organizations. Recently, organization researchers dedicate themselves to the issues related to perceptions of organization politics. The motivation of those organization studies is nothing more than the willingness of improving organization commitment, in turns to enhance long-term competitiveness in organizations. This study is based on the Revised Model of Perceptions of Organizational Politics, Ferris et al (2002), to discuss the relationship among perceptions of organizational politics, organizational commitment, job satisfaction and organizational cynicism. The study also examines whether the perceptions of organizational politics through mediating effects, job satisfaction and organizational cynicism, will influence organizational commitment. After using structural equation modeling¡]SEM¡^ to analyze the research data in 2008, provided by Political Perception Research Team, which is led by Prof. Chin-Ming Ho, the new findings include: 1.For the influence of perceptions of organizational politics to organization commitment: ¡§general political behavior¡¨ shows a significant positive correlation; for ¡§go along to get ahead¡¨, it is not notable; regarding ¡§pay and promotion policies¡¨, it represents significant negative correlation.. 2.There is significant negative impact between perceptions of organizational politics and job satisfaction. 3.There is significant positive impact between perceptions of organizational politics and organizational cynicism. 4.Job satisfaction has positive impact to organizational commitment. 5.Organization cynicism has negative impact to organizational commitment. 6.Job satisfaction and organizational cynicism are the mediators of organizational commitment and perceptions of organization politics.

This study is based on the fundamentals of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We use the SPSS 15.0 and the structural equation modeling (SEM) to verify the relationship between the POP and the turnover intention. And we further confirm the mediating effects of job anxiety and organizational cynicism. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. We further use of the SEM to measure the relationship amongst the constructs. The results of this study are as following. Perception of organizational politics has a significant effect on turnover intention. Perceptionsof organizational politics has three measured dimentions. Both measured dimentions of gerenal political behavior and organization policies and practices present positive effect on turnover intention. Measured dimention of go alone to get ahead presents negative effect on turnover intention. Perception of organizational politics and job anxiety present positive remarkable related. Perception of organizational politics and organizational cynicism present positive remarkable related. Job anxiety has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention. Organizational cynicism has a significant moderate effect on the relationship between perceptions of organizational politics and turnover intention.

The employee¡¦s perceptions of organizational politics will increase due to the ¡§uncertainty¡¨ of environment and ¡§scarcity¡¨ of resources. It will also affect employee¡¦s attitude and behavior. This study is based on the revision model of Perceptions of Organizational Politics (POP) proposed by Ferris et al. (2002). We investigate the relationship between the perceptions of organizational politics, the organizational citizenship behavior, and the organizational cynicism. Finally we further confirm the mediating effects of organizational cynicism. This study used the scales of 35 items collected by Dr. Chin-ming Ho and the other members of the last research team of POP in 2008. The research is based on the revision model of POP and questionnaire survey. The sample consisted of 1,890 employee selected from 40 organizations covering 9 industrial sectors in Taiwan. We further use of the structural equation modeling (SEM) to measure the relationship amongst the constructs. The perceptions of organizational politics have been reduced to three factors: general political behavior, going along to get ahead and pay and promotion policies. The major results of this study are as fallowing: 1.The pay and promotion policies had negative effect on the organizational citizenship behavior. 2.The perceptions of organizational politics had positive effect on the organizational cynicism. 3.The organizational cynicism had negative effect on the organizational citizenship behavior. 4.The perceptions of organizational politics had an indirect negative effect, through the mediating effects of organizational cynicism, in the organizational citizenship behavior.

This investigation is followed Ferris et al. (2002) proposed revised modeling of organizational politics perceptions, and based on structural equation modeling to study the relationship between perceptions of organizational politics and job performance, and the relationship between organizational commitment and job satisfaction. Further research whether the perception of organizational politics influence job performance by the mediating effects of organizational commitment and job satisfaction. A survey research is conducted using the analysis data of Professor, Mr. Chin-Ming Ho research group of perceptions of organizational politics in 2008. After evidence-based results, the findings are as follows: 1. Perceptions of organizational politics has no significant effect three dimensions, "general political behavior", "going along and getting ahead", "the difference between politics and practices", of job performance . 2. Perceptions of organizational politics has no significant effect on "general political behavior" of organizational commitment, but has negative effect on "going along and getting ahead" and "the difference between politics and practices". 3. Perceptions of organizational politics has significant negative effect on job satisfaction. 4. Organizational commitment has positive impact on job performance. 5. Job satisfaction has positive impact on job performance. 6. Organizational commitment and job satisfaction are the intervening variables for perceptions of organizational politics and job performance.