Due to globalization, organizations are faced with keener competition than before and conglomeration becomes one of the effective ways to remain organizations¡¦ competitiveness advantage. Since conglomeration becomes a popular way to maintain organizations¡¦ competitive advantages, the issue of how to manage, to make the best of, to integrate conglomerate Human Resources get to be very important. Among them, conglomerate personnel transfer is one of the common HR practices. Different conglomerates have different transfer policies, purposes, cultures, practices and above all, outcomes. The research aims at transferring policies in conglomerates in Taiwan, especially five manufacturing conglomerates: Formosa Group, Yuen Foong Yu Group, FarEastern Group, Uni-President Groups, China-steel Corporation Group, integrating the transfer policies in the current practice among these five Taiwanese conglomerates, reviewing the literature on the definition of conglomerate, conglomerate investment mode, transferring-related theories to break the 5 Taiwanese Conglomerates into 4 transfer groups: 1. Institution Type¡GConglomerate Transfer activities become company¡¦s values and employees¡¦ duties when the concentration level for conglomerate relocation Human Resource policy is high and when the level of employee choice is low. 2. Strategic Type¡GConglomerate Transfer activities are the means for organizations to get resources needed to respond to organizational strategies when the concentration level for conglomerate transfer Human Resource policy is high and when the level of employee choice is high. 3. Political Type: Conglomerate Transfer activities are for the purpose of organizational political activities or headquarter-centered interest when the concentration level for conglomerate Transfer Human Resource policy is low and when the level of employee choice is high. 4. Administration Type: Conglomerate Transfer system and strategies are not very comprehensive and intact which is still under developing when the concentration level for conglomerate Transfer Human Resource policy is low and when the level of employee choice is low. After defining four types of Transfer systems, the research intends to respectively sort out the characteristics into dimensions, describing the process, content and outcome as follows: 1. Concentration level for conglomerate relocation Human Resource policy (the difference of Compensation & Benefits and Conglomerate Intensity) 2. Level of employee choice (tranfer culture and purpose) 3. The process and responsive relocation Compensation & Benefits measure 4. Relocation identity and Repatriation 5. Relocation Status quo, outcome and difficulties from the point of view of companies and employees The research also provides the insight for conglomerate personnel transfer and analyzes strength and shortcoming for each transfer type from the cases in practice.

This is a state-level analysis of the impact of state building on woman suffrage legislation in the United States. This study examines all states in which state legislatures were conferred the power to submit a constitutional amendment to the electorate for approval. I use a sequential random-effects logistic regression model to estimate the effects of state building on legislative outcome. Legislative outcome is measured in three stages: whether or not a bill is introduced in either the House or the Senate during a legislative session, whether or not a bill is voted on in either the House or the Senate during a legislative session, and whether or not a bill is passed in either the House or the Senate during a legislative session. The data used in this study were collected from legislative journals and other sources which represent the most comprehensive and accurate data that have been used to study woman suffrage legislation. Most studies of woman suffrage explain success by concentrating on changing gender norms. While this may have explained eventual success, it overlooks barriers that existed within state governments. Only 15 states granted full woman suffrage prior to the Nineteenth Amendment, the majority of which were in the West. I argue that understanding the structure of state governments provides insight into the success of western states and also provides insight into the timing of success. I do this by moving beyond contemporary social movement theory and by adapting aspects of institutional politics theory and organizational theory. Specifically, I examine the dynamics of partisan politics, organizational characteristics of state government, and the legislative process. I find that partisan politics and organizational dynamics impact legislative success. Specifically, legislatures are more likely to pass suffrage bills in states that are more democratized, that are characterized by reform-oriented regimes, where woman suffrage advocates have a greater political presence, where there is less structural inertia, and where a smaller constitutional majority is required.