Besides offering good salary, companies in China start to enhance the job satisfaction of employee to retain employees. The demission rate Uni-President Group has always been lower than others in the same industry; even lower than the overall demission rate of many China enterprises. Among various reasons to affect the demission rate, Uni-President Group in China has a complete and systematic education and training system. Therefore, we set the training as an independent variable, and the three dimensions of organizational commitment to work, professional commitment, and the organizational citizenship behaviors as dependent variables, to discover the effect of independent variable to dependent variables. We set the supervisor¡¦s attitudes toward employees in the process of training as adjustment variable. Our hypothesis is that the supervisor¡¦s attitude will have effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee. In the sample of 302 full-time employees of Uni-President Group in China, the amount of different training courses accepted by employee will have effect on the three dimensions, organizational commitment, professional commitment, and organizational citizenship behaviors of work. And supervisor¡¦s attitudes di have adjust effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee.

Physical Therapy has been developing in Taiwan for over half a century. However, the transformation in Taiwan population structure, the implementation of national health insurance, the legislation of physical therapist regulation in 1995 and the change of the education system stimulated the blossom of the physical therapy profession from four to five hundred certified physical therapists initially to twenty five hundred to date. This research devotes to the relationship between the job characteristics, potential of career development, and professional commitment of the practicing physical therapists. We approach the indicated part of professional commitment by these four elements; including professional identification, job involvement, intention of long-term involvement, advanced research and study. This research employed the following methods, descriptive statistics analysis, factor analysis, reliability analysis, independent t-test, one-way ANOVA, correlation analysis and regression analysis. We sent out a total of 1290 surveys and got 256 returned. There were 6 invalid surveys in returned ones. So we obtained 250 valid surveys. We acquired these results below: 1.Personal related variables suggest significant difference in professional commitment, partially legitimate. Age, education level, and annual income suggest no significant difference. Gender suggests significant difference in professional commitment; marriage suggests significant difference to job involvement. Job location suggests significant difference in job involvement. Attendance to professional conferences suggests significant difference in professional identification, job involvement, intention of long-term involvement and advanced research and study. 2.Job characteristics influences professional commitment significantly, a valid statement. Task variety, job autonomy and task identity also influence professional commitment significantly. 3.Potential of career development influences professional commitment significantly, a legitimate statement. Professional environment and possibility of independent practice influence professional commitment significantly.

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.

The condition of the high-tech industry changes rapidly and the competition of the globe becomes sharp, we truly believe that the R&D professionals¡¦ innovation and technology will be the key factor of the business¡¦ expansion. To understand the R&D professionals¡¦ characteristic and requirement and to provide enough attraction to attract and retain them is the important topic in HRM. This study focuses on the relationship with motivation, job satisfaction, family support, intention to stay and professional commitment. The survey adopted questionnaire as investigating method, and a total of 480 questionnaires are delivered to the high-tech R&D professionals. 304 of them are valid, so the response rate is 63.3%. The survey responses were analyzed by the Spss statistical software. The findings are summarized as follows: 1.The motivation factor that the R&D professionals respect most is enjoyment, and they care less about the compensation. Generally speaking they are satisfied with their job, intrinsic satisfaction especially. In the all factors of the motivation, challenge, enjoyment, and outward positive correlated with job satisfaction. All of them can improve the job satisfaction, but compensation negative with the job satisfaction. 2.A significant positive correlation was identified between job satisfaction and intention to stay. 3.A significant positive correlation was identified between job satisfaction and professional commitment. 4.Job satisfaction was found to have full mediating effect between motivation factor and intention to stay. 5.Job satisfaction was found to have partial mediating effect between motivation factor and professional commitment. 6.Family support was found to have significant moderating effect between job satisfaction and intention to stay. In the moderating effect, family support in higher-grades groups influenced intention to stay more significantly than lower-grades groups. 7.Family support was found to have no moderating effect between job satisfaction and professional commitment.

In recent years, in order to adjust to the global trend, the financial policy and development in Taiwan change rapidly. With constant transformation and mergers, the banking industry attempted to upgrade the advantages of competition. The employees have to face diverse financial products and the compression and alternation of the personnel. The enterprises value the employees¡¦ satisfaction of psychological contract and the employees hold the attitude of professional commitment. Thus, the employees can explore better direction of prospect and the enterprises can also manage appropriate arrangement of work force. In addition, financial professional capacity is the capital and core value of banking industry. In this environment with severe competition and with the concern of personal development, the employees would contribute differently in terms of their specialty. In order to keep the excellent employees, the enterprises remain mutually beneficial relationship with the employees with mutual respect and commitment. The employees also value the professional cultivation which will be beneficial for the maintenance of the talents and developmental management of the organization. This research regarded the employees of local banking industry as the targets and distributed 510 questionnaires and there were 398 returned. As to the analysis of data, the researcher used reliability analysis, factor analysis, t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product-moment correlation analysis and multiple regression analysis. Based upon the empirical survey, the researcher obtained the following significant findings: 1.Seniority of current position revealed difference with regard to salary of psychological contract. 2.Gender and educational degree revealed larger gap upon professional identification. 3.Gender, age, marital status, educational degree, type of company, service seniority in the company revealed prominent difference with regard to development of prospect. 4.In Psychological contract, appropriateness at work, degree of learning satisfaction and inclination of staying revealed prominent negative correlation. Professional identification revealed prominent positive correlation with pursuing secure life, challenging life, professional life and promotional life. Inclination of staying revealed prominent positive correlation with pursuing secure life, challenging life and promotional life.

It is a common phenomenon that experiences and educational background will take into account first. When high technology industrial corporations select engineers, they apply mental test or interview them in order to realize their personal characters which make clear and bright whether personal characters would collocate to work or not. In all, they want to make sure to choose the appropriate engineers. The paper attempts to study through different points of view to analyze the working attitudes and manners of engineers. In order to discover some useful messages and to help high technology industry, the study plans recruits and retaining strategy which can consolidate the manpower and core essence of this field. In this study, there are 323 engineers selected from 17 high technology corporations ( 11 of them are integrated circuit industry, 2 of them are electro- optical industry, 3 of them are computer and peripherals industry, 1 of them is communication industry ) for an empirical study. Their background information were collected to explore how the 4 variables (money ethic¡Bwork preference¡Bworkaholism and perfectionism) effect professional commitment . Thus, we hope the study can allow us to get the better knowledge of professional commitment of engineers. The following 4 main points were found in this study ¡G 1. Money ethic would influence on some professional commitment of engineers. While work preference¡Bworkaholism and perfectionism are considerable, the influence of money ethic would decrease. 2.The different motive levels in cognition and attitude would influence on achievements and learning manners of engineers. Thus, the diverse demand to intrinsic-extrinsic motive would effect the professional commitment of engineers. So if the engineers ask for higher demand of intrinsic than of extrinsic, they would have higher professional commitment. 3.The variable of workaholism dose not effect professional commitment obviously. The result could make engineers who are compelled to obey the norms from organization or team under an involuntary deed. 4.The perfectionism is the most explanatory to the professional commitment of engineers . So the Perfectionism¡¦s characters are more obvious and the working attitudes of engineers would be higher professional commitment. At last, this study would focus on the limitation of this study, the future study, and management meanings to present brief explanation.

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.

The end of launching Financial Holding Company, FHC is to maximize the synergy of versatile financial services like banking, insurance, securities, and the like by means of cross selling internally to expand product line as well as offering integrated financial services to consumers externally to satisfy their one-stop shopping demands. One of the characteristics in the property is highly counting on people to deliver service, and agents play significant roles during service delivery. Therefore, it merits a better attention to probe into the relationships between the organizational commitment, the professional commitment, the organizational citizenship behavior, and the job involvement in cross selling of agents¡¦. The study is conducted by the questionnaire survey on three FHCs in which insurance business is inner circle in Taiwan. Throughout interviewing the staffs of the three by 500 questionnaires offered and 351 valid ones collected, 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 job involvement in cross selling. 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 job involvement in cross selling. Among them, the organizational citizenship behavior is with the strongest influence on the job involvement in cross selling, then the organizational commitment second, and the professional commitment last. 2.Among the sub-dimensions, the organizational identity in the organizational commitment explains most the variations of the job involvement in cross selling and then the retention on the job. Also, the professional identity in the professional commitment explains most the one and then the retention on the occupation. And, the involvement in the organizational citizenship behavior explains the most the one and then the loyalty. It means that the organizational identity, the professional identity, the involvement and the loyalty of the agents are with significant effects on their involvement in cross selling. 3.The variations in the identity degrees of the organizational commitment and the professional commitment of the agents in the three FHCs are significantly different, however, the ones of the organizational citizenship behavior and the involvement in cross selling are no significant. From the findings of the research, the organizational commitment and the organizational citizenship behavior are proven the most impacts on the involvement in cross selling. Consequently, FHCs should pay more attentions especially to enhance the organizational identity of agents all the time except for advancing their knowledge and ability in cross selling when they want to raise the wills of agents on the job involvement in cross selling. For example, they can disclose the expectation and the requirement of the organization to agents to make them fully understand, follow, and moreover increase their confidence. Besides, building incentive performance assessment and rewarding system is more important than else in stimulating agents to have strong involvement in cross selling.

The purpose of the present study was to integrate findings from commitment (organizational and professional commitment), its antecedents (especially in terms of personal characteristics), and pay satisfaction literature into a more comprehensive model that would further enhance the understanding of the full concept of commitment, which has been regarded as an important variable in appreciating the work behaviour of employees in organizations. The present study contributed to the literature on commitment in five important ways: (1) Consideration of multiple commitments was included in this study; organizational and professional commitment were examined in a multidimensional way; (2) Since different organizational and professional commitment varied across occupations (Wallace, 1993), it was worthwhile to explore the commitment orientation of R&D engineers in the electronics industry of Taiwan; (3) Direct effects of personal characteristics on two forms of commitment were measured; (4) Moderating effects of pay satisfaction on the relationship between personal characteristics and commitment were observed; (5) Whether there was a complementary or incompatible association between organizational commitment and professional commitment was examined. Several significant and interesting findings of this study are presented as follows. (1)Given that a higher education level has been considered to predispose individuals to lower organizational commitment, but stronger professional commitment, this idea was tested, and as hypothesized, R&D engineers with higher levels of education did report lower commitment to stay in the same organization but stronger value commitment to their profession, as well as stronger commitment to stay in the same profession. However, higher education levels did not cause lower value commitment to the organization. Indeed, it was found in this study that pay satisfaction moderated respectively, the relationship among different education levels, the commitment to stay in the same organization, the value commitment to the profession, and the commitment to stay in the same profession. (2)It was supported that a higher position demonstrated stronger commitment to stay in the same organization. Pay satisfaction moderated the relationship between different position level and commitment to stay in the same organization, as well as commitment to stay in the same profession. (3)As hypothesized, increased age correlated with stronger organizational commitment. It was also confirmed that pay satisfaction moderated the relationship between age and organization commitment. However, there was no significant relationship between increased age and professional commitment. Nor did pay satisfaction influence the relationship between age and professional commitment. (4)The hypothesis that increased organization tenure led to increased organizational commitment but decreased professional commitment was rejected. However, the hypothesis that pay satisfaction moderated the relationship between organizational tenure and organizational commitment was supported. (5)The hypothesis that women tended to demonstrate lower organizational and professional commitment was partially supported. Women reported lower value commitment to the organization, lower value commitment to the profession and lower commitment stay in the same profession, than their male counterparts. However, the relationship between gender and commitment to stay in the same organization was not supported, but pay satisfaction was found to moderate the relationship between gender and commitment to stay in the same organization. (6)This study confirmed that married engineers had stronger commitment to stay in the same organization and that pay satisfaction moderated the relationship between marital status and organizational and professional commitment, except for the value commitment to the profession. (7)In spite of the value commitment to the organization, however, it was found that the more dependents, the higher organizational commitment and the less professional commitment was demonstrated. That pay satisfaction moderated the relationship between number of dependents and organizational commitment was approved in this study. (8)The hypothesis that the more income an individual received, the higher organizational and professional commitment s/he demonstrated, was supported. However, a negative relationship was found between income and commitment to stay in the same organization. As anticipated, pay satisfaction moderated the relationship between salary level and organizational commitment. (9)A positive relationship between organizational and professional commitment was found in this study.

One of the goals to the technical and vocational education is for the industry to breed the talent persons. For reaching this purpose, Internship - the course was designed to practice training for the theory learning. The major purposes of this research were those: 1. To explore the influence on the relationship between the internship¡¦s circumstance and the professional commitment. 2. The mediating effects of the internship¡¦s experience satisfaction and self-efficacy, and follow that, the influences to the professional commitment. The results indicated that: the relationship between the internship¡¦s circumstance, internship¡¦s experience satisfaction, self-efficacy and professional commitment have the positively relations; the assumption about the affects between the internship¡¦s circumstance, internship¡¦s experience satisfaction, self-efficacy and professional commitment have some been supported; both the internship¡¦s experience satisfaction and self-efficacy positively affect the professional commitment and have the mediating effect. The results show that: the internship¡¦s experience satisfaction and self-efficacy are the important parts on the relationship between the internship¡¦s circumstance and professional commitment. Follow those results, the study suggests that the hospitality industry could do the job redesigned and breed the senior official that could support the students to improve the students¡¦ internship experience satisfaction; by the other way, it suggests the colleges should help the students to do the prepareing before leaving for the hotel to take the internship and assemble the students between the period of their internship to know the opinions about that and assist them to improve the internship¡¦s experience satisfaction and students¡¦ self-efficacy.