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Faculty of humanities/Arts School of Human and Community Development 0318144e khoza-hr@rau.ac.za / It has been established that South African schools often experience vastly different matric success rates, even in schools from the same areas, with similar resources (Snyman, 1998). This study was conducted to compare teacher stress, professional commitment and school climate in schools with different matric success rates, in an attempt to uncover some of the reasons behind differing pass rates. The sample consisted of teachers from four high schools with different matric pass rates. The schools were selected from twelve high schools in the same rural area, same education district and circuit. The two high schools which performed very badly were matched with two high schools which produced a hundred percent pass rate in their recent matric results. A questionnaire was used as a data collection instrument. The questionnaires consisted of the Job Stress Survey, Professional Commitment Scale, as well as the Organisational Climate Index. The research questions for the study were: (i) Do teachers from schools with different matric success rates perceive the same sources of stress? (ii) Are teachers in schools with different matric pass rates experiencing the same levels of stress? (iii) Is there any difference between teachers’ perceptions of school 6 climate in schools with different matric pass rates? (iv) Do teachers in schools with different matric success rates differ in terms of their levels of professional commitment? The results indicated similarities in terms of the levels and sources of stress among the teachers from the two school types, as no significant differences between the schools were found. However, the teachers in schools with excellent matric pass rates have higher levels of commitment, and perceive their schools more favourably than the teachers in schools with poor matric pass rates. Significant correlations were also found to exist between teachers’ professional commitment and organisational climate. These findings indicate that there is a need in South Africa to seek out ways of improving the climate of the schools as well as teachers’ professional commitment in order to produce quality education.

Over the past two decades, health care has undergone massive change, both in scientific and technological advancements, and in the manner in which services are structured and delivered (Angus, Auer, Cloutier, & Albert, 1995). Social, political, and financial pressures have resulted in organizational restructuring, which in turn influenced the delivery of health care at all levels. The knowledge base of the occupational therapy profession has continued to expand and there is increasing evidence of the effectiveness of its services. For these many reasons professional development has become especially critical as it enhances practitioners abilities to respond appropriately to these ever-changing external forces (Nolan, Owens, & Nolan, 1995) and ensures evidence-based practice (Craik & Rappolt, 2006), thus benefitting both patients and organizations. As professionals, occupational therapists are personally accountable for the quality and outcomes of the services they provide (Friedson, 1994). This study examined the factors that induce occupational therapists - important resources for the health care system - to maintain, adapt, and enhance their competencies. I explored the potential drivers of professional development using a combination of commitment theory and organizational support theory (Eisenberger, Huntington, Hutchison, & Sowa, 1986; Meyer & Herscovitch 2001). Hierarchical regression analysis showed that, though perceived organizational support and development-oriented human resource management practices play a role in professional development, occupational therapists professional commitment is the most important influence on professional development. Moreover, in the population studied, performance appraisals did not appear to influence professional development. Participants open-ended comments suggested that occupational therapists do not perceive such appraisals as relevant to their practice or learning needs. These findings have important implications. The education of occupational therapists and the role of professional bodies become important for instilling and supporting professional commitment. For employers, the hiring process for occupational therapists and the policies and human resource management practices related to encouraging professional commitment become especially critical. / Rehabilitation Science

The training programs for a new coming can not only raise the professional capabilities of the employees and also develop the sense of belongings to the enterprise. Guided by a veteran, who can illustrate the norms of the business domain & the instruction the working guide for the rookies, the system is so called the ¡V Mentor and apprentice system. The system helps the new comings melt-into the enterprise quicker and accelerate the pace for the rookies to be familiar with their own workings, even mentally support counts one of the function in this system. Thus, for a rookie; ¡§Mentor¡¨ plays an important role in the cognition for the company, while the transition of the professional technology, the mentor affect the rookie in the mental aspects spontaneously. The study is focused on the group of liaison ¡Vbusiness as the studies target, the ¡§Mentoring¡¨ system as the premise & variations; to probe if the system affects the professions and the attitude for employees to the whole organization and to further aspects to find out the functions of this system, the relations of organization commitment and turnover intentions. The study has proofed as; 1. Demographic statistics variations as the major affects is tenable, to the system, organization & professional commitments and turnover intentions. 2. The system as a remarkable affect to organizational & professional commitment is tenable. 3. The system as a remarkable affects to the job-turnover intention is not tenable. 4. The organizational & professional commitment as remarkable affect to job-leaving is tenable. 5. Through the affect of organizational & Professional Commitment, the system as a remarkable parameter to job-turnover intention is tenable.

Abstract This study is focused on the discrimination of the relationship between money ethic & perfectionism and professional commitment & organizational commitment. I intend to provide company owners useful information on management of those R&D engineers. This research targets on engineers from different areas of businesses like computer, information, communication, electronics, optotech, refined machinery, automobiles, machinery, chemical engineering, metal industry and son on, but most are on the refined machinery, automobiles, machinery and telecommunication. There are total 508 copies of valid samples received. This is to check out if there is any obvious influence that the ¡§ money ethic ¡§ & ¡§perfectionism¡¨ and ¡§professional commitment ¡¨ & ¡§organizational commitment ¡¨ by using regression. The result on research R&D engineers is as follows: 1¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on professional commitment. ¡}1¡~¡BThe stronger the no intrinsic motivation is, the stronger their involvement and identification to profession will be. ¡}2¡~¡BThe stronger the no intrinsic motivation is, the weaker willingness to stay in the same profession will be. ¡}3¡~¡BThe higher their personal standard is, the stronger their involvement and identification to profession will be. ¡}4¡~¡BThe more parental criticism, the weaker their professional identification and the willingness to stay in profession will be. ¡}5¡~¡BThe higher their personal standard and the doubt about actions is, the weaker the willingness to stay in profession will be. ¡}6¡~¡BThe higher the concern over making mistakes is, the weaker their involvement and identification to profession will be. 2¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on organizational commitment. ¡}1¡~¡BThe stronger they regard ¡§money is good¡BImportant¡¨ , the weaker their involvement and identification to organization will be. ¡}2¡~¡BThe stronger the no intrinsic motivation is, the stronger their identification to organization will be. ¡}3¡~¡BThe higher they consider themselves receiving a equity treatment, the stronger their involvement to organization and the willingness to stay in position will be. ¡}4¡~¡BThe more the motivators are, the stronger their involvement to organization will be. ¡}5¡~¡BThe higher the expectation from their parents is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ¡}6¡~¡BThe higher the doubt about actions is, the weaker their involvement and identification to organization and the willingness to stay in position will be. ¡}7¡~¡BThe more concern over making mistakes is, the weaker their willingness to stay in position will be. ¡}8¡~¡BThe higher their personal standard is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ¡}9¡~¡BThe more criticizes receiving from parents, the weaker their involvement to organization and the willingness to stay in position will be.

The financial market in Taiwan shook away its bondage and started to move forward after the government declared the dissolution of financial policies in 1990. The approval of the installation of private banks in 1991 even flamed the competition existing in the monetary and financial market into a blaze.To make the situation even more drastic is our participation in the World Trade Organizations that international financial organizations are allowed to run their businesses here. Our local financial business did not only face the local competition, but also come across international counterparts. The keen competitionin the monetary market here is getting more and more fierce. Viewing bank clerks are the key to the success of a bank, this study aimed to find out how to inspire the employees and how to create an efficient management policy. This research also aimed at finding the relationship between ¡§monetary ethics¡¨ and ¡§professional commitment¡¨ & ¡§organizational commitment¡¨ among bank clerks. The subject of the study was bank clerks from 23 local banks throughout the island. There were total 422 copies of valid samples collected. The block regression is implied for analyzing the data. Through this research, we found bank clerks had the following responses: ¤@¡B The ¡§monetary ethics¡¨ behold have a great influence on professional commitment. 2¡B The stronger the make money is, the identification and involvement to profession will be higher. 3¡B The stronger the motivator is stronger, the identification and involvement to profession will be higher. 4¡B For those who think money can bring happiness, the involvement to profession will be higher. 5¡B The stronger the no intrinsic motivation is , the willingness to stay in the same profession will be lower. ¤G¡B The ¡§monetary ethics¡¨ behold have a great influence on organization commitment: 1¡B The weaker they regard ¡§money is good¡BImportant¡¨, the identification to organizational will be lower. 2¡B The stronger the make money is , the identification to organizational and willingness to stay in position will be higher. 3¡B The stronger the motivator is stronger is, the identification to organizational and willingness to stay in position will be higher. 4¡B The stronger the Budget Money is important, the involvement to organizational will be higher. 5¡B The stronger the rich is important, the identification to organizational will be lower.

Abstract According to the statistics of Department of Health, demand and quality of health care have been increased for the past decade in Taiwan. Not only the number of medical organizations of various categories is increasing rapidly, but also human resources and capital invested in the medical industry have been growing fast. The importance of salesman in this trade cannot be underestimated any longer. A study on the correlations among money ethic, professional commitment and organizational commitment of the salesman in the medical devices dealers was made to locate useful motivation elements and management suggestions to the salesman in this field as well as to serve as a reference for people who have been in practice or intend to join this industry. The subject of study was aimed at salesman of medical devices dealers. The structure of this study was established based on an understanding of properties of this industry and a review of documents. A sample survey was conducted and the impact of money ethic upon professional commitment and organizational commitment was examined in a statistical way of block regression. Results of this study are listed as follows: 1.The money ethic of salesman imposed significant impact upon the sub-dimensions of professional commitment. ¡]1¡^As the tendency of considering making money was important was getting stronger, professional identification became higher. ¡]2¡^As the tendency of considering making money was important was getting stronger, professional involvement became greater. ¡]3¡^As the tendency of budget emphasis was getting stronger, professional involvement became higher. ¡]4¡^As the tendency of considering money was no intrinsic motivation element was getting stronger, the willingness of staying in the same profession was getting lower. ¡]5¡^As the tendency of considering money was a motivation element was getting stronger, professional identification became higher. ¡]6¡^As the tendency of identifying money stood for power was getting stronger, the willingness of staying in the same profession ] was getting lower. 2.The money ethic of salesman imposed significant impact upon the sub-dimensions of organizational commitment. ¡]1¡^As the tendency of considering making money was important was getting stronger, professional identification became higher. ¡]2¡^As the tendency of considering money was no intrinsic motivation element was getting stronger, the willingness of staying in the same profession was getting lower. ¡]3¡^As the tendency of considering money was a motivation element was getting stronger, organizational identification became higher. ¡]4¡^As the tendency of identifying money stood for power was getting stronger, the willingness of staying in the same profession was getting lower.

Purpose. To explore the relation shop between professional commitment and job satisfaction. Methods. A survey of 300 nurses from a medical center in Taiwan was conducted to collect data. The instrument surveyed demographics, working environment, professional commitment, and job satisfaction. Data were analyzed with SPSS 13.0 software. Results. The results showed a positive correlation between professional commitment and job satisfaction. Multiple linear regression revealed seven factors that were associated with nurses professional commitment: marital status, age, years of working reasons for enrollment, economic status, and working environment. Factors that could explain the variance of job satisfaction were economic status, working environment, and professional commitment. Conclusion. Greater awareness of nurses professional commitment and job satisfaction among nursing administration may indirectly help increase the quality of nursing care in Taiwan.

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With the trend of financial business integration, the life insurance companies face keen market competition. They are forced to develop multiple channels since the agency channel which was the main distribution channel can not stay competitive in the market. In 2009, 63.15% of first-year premium collections on life insurance products come from the bancassurance channel and 33.85% are from the agency channel. However, life insurance products are intangible and agents play significant roles during service delivery in order to meet various customers¡¦ need. This is why most life companies still choose to strengthen the agency channel. Thus, it merits a better attention to probe into the relationships between life companies and their agents. The study is conducted by the questionnaire survey on F Life Insurance Company. Throughout interviewing 509 agents and 200 customers, the datum of the research is made by reliability analysis, descriptive analysis, Pearson correlation analysis, independent sample t-test, ANOVA, and multiple regression analysis to verify the identity degrees of the interviewees on the organizational commitment, the professional commitment, the organizational citizenship behavior, and the service quality. Following are the major findings: 1. Each one of the organizational commitment, the professional commitment, and the organizational citizenship behavior are statistically significant and positive correlated to the service quality. Among them, the organizational citizenship behavior is with the strongest influence on the service quality, then the professional commitment second, and the organizational commitment last. 2. Among the sub-dimensions, the continuance commitment in the organizational commitment explains most the variations of the service quality. Also, the professional involvement in the professional commitment explains most the one. And, the participation in the organizational citizenship behavior explains the most the one and then the service delivery. It means that the professional involvement and the participation of the agents are with significant effects on the service quality. 3. The variations in the identity degrees of the service quality of the agents and the customers are significantly different. 4. The variations in the identity degrees of the organizational commitment of the different agency channel are significantly different. From the findings of the research, the organizational citizenship behavior is proven the most impacts on the service quality and the professional commitment influences the organizational citizenship behavior more than the organizational commitment. Consequently, the life companies should invest more training resources to upgrade agents¡¦ professional capability except for enhancing the organizational identification of agents. Professional agents are more confident of selling and delivering service, and perform organizational citizenship behavior better, so that earn customers¡¦ trust and improve service quality. Ultimately, it creates irreplaceable value of the agency channel.