Abstract Title of dissertation¡GThe research of relationship between recognition of changing in external environment, career anchor and willing to resign from job. An example of credit department of farmers¡¦ association in Taipei county. Outline of dissertation¡G The role of credit department of farmers¡¦ association was quite important in the early age of agricultural development in Taiwan. However, the survival opportunity of those organizations has been affected by revolution of ages, changing in society and external environment in Taiwan. This research will focus on the point of view of employees who work for credit department of farmers¡¦ association. Their viewpoints are influenced by the establishment of sixteen private banks which resulted in strong competition in banking industry in 1991 to depositors who wanted to withdraw their money eagerly from fundamental financial institutions because those organizations were in the edge of bankruptcy until Taiwan joins World Trade Organization ¡]WTO¡^. It conducts 203 questioners from employees who work for 10-credit department of a farmers¡¦ associations, which locate on Taipei County. The results of this research result from the statistical analysis of four variables. They are the cognition of changing in external environment; career anchor, willing to resign and the outbound after resign. According to the results of statistic, there are eight features: 1¡B Different employees have obvious differences in recognition of changing environment, career anchor, resigned willing and outbound after resign. 2¡B There is positive relation between the level of business environment crisis recognition and resigned willing. 3¡B There is negative relation between cognition of future development of organization and resigned willing. 4¡B The level of business environment crisis recognition has a little bit of positive relation with outbound after resign. 5¡B Career anchor has obvious affect to resign willing and outbound after resign. 6¡B The interaction between level of business environment crisis recognition and anchor of security of job and service/challenge has a little bit of influence to resigned willing. 7¡B The interaction between level of recognition for development of organization in the future and gender has a little bit of influence to resigned willing. 8¡B Different dimensions in cognition of environmental variation have obvious difference with career anchor. According to the results of research, there are six suggestions to credit department of farmers¡¦ association as follows¡G1.reposition the strategies of organization. 2. Re-examine core products and core competence. 3. Breed the human resource that has knowledge management ability. 4. Breed the people who have ability to select strategy. 5. Carry out the demand in training. 6. Respect the career development and career anchor of employees. Keywords: business environment, career anchor, resign, outbound after resign, farmers¡¦ association

<p>Commentators of parliamentary democracy in Britain and Canada tend to agree that parliament is an old institution that is in desperate need of renewal. Contrary to this perspective, there are those who believe that parliament is an evolving institution which has been susceptible to change over time. Given the disagreement posed above, there is a need to develop a method to measure which side has it right.</p><p>This dissertation seeks to establish such a method. By using organization theory to explain organizational change, this research will establish both the rationale for why institutions change and the decisions that led to that change. Change is defined as the difference between present organizational configuration from the original. If there is a difference, then change is present. To understand the original configuration of parliamentary institutions, the dissertation looks at "foundational principles" to parliamentary democracy. Of these foundational principles, the doctrine of ministerial responsibility is the one analyzed here.</p><p>In analyzing government decisions that lead to ministerial resignations, this dissertation builds a decision-making matrix that will compare organizational theories of decision-making and analyze the level of rationality applied when governments decide to require a resignation from one of its members. While the governments of Canada and the UK have both been built around the concept of ministerial responsibility, there are differences in how the government in each country is scrutinized. Contrary to these differences, the results show that both countries have nearly identical levels of rationality when it comes to decisions that lead to ministerial resignations. This leads to the conclusion that ministerial responsibility is not a dead concept in either country, and the differences in levels of scrutiny by officers of parliament, size of legislature, and parliamentary committees are not significant.</p> / Thesis / Doctor of Philosophy (PhD)

Under the everchanging circumstances, financial industry find it¡¦s hard without being affected by the international financial and economic situations. In face of globalization and liberlization, enterprize purchasing and merging are in surging. Taiwan as an island country, with so many financial organizations in this tiny land including basic level farmer¡¦s and fisher¡¦s credit departments, credit cooperative agencies, postal offices, local banks, foreign banks, large financial holding Co.¡Mand even super stores are fighting the finite share of market.In the rule of ¡§big becomes bigger¡¨merging turns out to be the best way of increasing one¡¦s market share rate. At the guiding policy of the overnment,Bank of Taiwan and Central Trust of China combined at July 1st, 2007 and becomes the biggest official financial holding group in Taiwan. It also sets the historic record for the biggest state-run financial holding group in scheme. This research takes the employees of Bank of Taiwan in the Kaohsiung City, Kaohsiung County and Pintung area as the object of the case, and investigating the influence of job satisfaction, organization commitment on the intentions of job rotation and resign. Four hundred and fifteen questionaires are given out, with three hundred and five copies are effectively returned, the effective return rate is beyond seventy percent. Main results of this study are as follows : 1.job feeling and job independece of the job satisfaction have been positive influence significantly on the intention of rotation. 2.Job feeling of job satisfaction shows obvious negative influence significantly on the resign intention. 3.Emotional commitment and persisting commitment of the organization commitment play strong positive influence significantly on the rotation intention. 4.Emotional commitment of the organization commitment play negative influence significantly on the resign intention.

本論文以會計師事務所二一０名在職員工及六十四名已離職員工為研究對象，分析（ １）我國會計師事務所員工之離職意願，其與組織規模、個人基本變項、工作滿足感 、工作壓迫感及人格特質之相關情形暨目前常用之人事作業政策對離職意願之影響。 （２）我國會計師事務所離職員工離職時點之選擇、離職後之工作去向、主要離職原 因、對工作合約之信守情形等，其與個人基本變項、工作滿足感、工作壓迫感、人格 特質及離職意願之相關情形。（３）人格特質、工作滿足感、工作壓迫感、離職意願 及離職行為之因果模式驗證。 本論文共一冊，陸萬餘字、分七章廿四節，第一章緒論，第二章為有關理論文獻之探 討，第三章為本文實證研究方法之說明，第四、五、六章為實證研究結果之分析及討 論，第七章為結論與建議。

本研究係以訓練移轉之理論來檢驗行政院哈佛菁英領導班之實施成效。蓋訓練移轉係受訓者在接受訓練課程後，將從課程中所學的知識與技術，應用在實際業務中問題解決之動態過程，其著重的是訓練後對所學知識技術之消化，及對職場工作之回饋，是最有效的內隱知識外顯化的展現。故訓練移轉之成功與否，可作為評估訓練課程是否有助工作的最佳方式。而哈佛菁英領導班係行政院為有系統培育具有前瞻國際視野之全觀型新世代中高階領導人員，強化其政策統合、規劃及領導管理能力並激發其內在潛能，促使我國公務部門整體人力素質提升，以提升我國國家競爭力，自94年起，與美國哈佛大學甘迺迪政府學院合作，規劃辦理菁英領導班，參加人員係由全國中央及地方機關遴選出年輕具發展潛力之科長級以上人員，因開辦不易且所費不貲，故從規劃初期即透過課程內容安排、學員推薦及遴選過程及賡續培訓措施等設計來確保訓練效益。基此，本研究參考以往訓練移轉研究文獻後，建構研究架構與自變項及依變項，並針對該班第一屆及第二屆之學員施以問卷調查後，進行因素分析，此外，並隨機挑選各10名學員之主管及同事進行深度訪談，以作為量化研究之輔助佐證資料。