High quality defense personnel have decisive influence at modern war, and therefore it is the benefit for national security, and the root, garuantee for enhancing military combat power. For years, highly personnel resignation rate has been an important issue for militart personnel resources management. Abnormal resignation rate will not only influences the quality of organizational operation but also disr pts the experience of personnel of the organizational structure.Especially for military services,it will effect our national security and combat power as a whole. General studies of probing resignation were most focuset on factors of resignation will,tendency as probing issues,seldom studies were focused on systematic stuies of resignation rate. Therefore, it is a respond of human resources policies to probe resignation rate in an appropriate way. In this stay, the commissioned and non-commissioned offices in Chinese Marine Corp who stationed in southern Taiwan were taken as probing factors. The predictable capability of Logistic Regression Model has been used in this study as well in order to create the calculation model mode for resignanation rate. The result of the study has been comfirmed that educational level, part-time studies, seniority, marriage, ranking, branch of military services, salary, unit character, welfare and so on were all resignationrelared. Also it is acceptable to predict resignation rate by utilizing this method.

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Thesis (M.A./Missions)--Columbia Biblical Seminary and Graduate School of Missions, 1997. / Abstrakt. Includes bibliographical references (leaves 95-102).

Project thesis (D. Min.)--Denver Conservative Baptist Seminary, 1984. / This is an electronic reproduction of TREN, #090-0242. Includes bibliographical references (leaves 240-247).

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2014 / Constructive dismissal comes into the equation when an employer behaves in such a manner that eventually and ultimately leads to the employee, being the receiving party, in the employment relationship, to terminate the employment contract. This termination must be the direct result of the conduct of the employer that irreparably frustrated the relationship and made it impossible for the employee to remain in the service of the employer in question. The law of constructive dismissal requires a balance between the competing interests of employees and employers. The employee is the one who makes the claim and determines whether to accept the changes made to his position or to resign and seek damages for wrongful dismissal. A factor which creates further uncertainty is that the employee also controls when to make the claim. Although the employee has greater control over constructive dismissal claims, an employer can take steps to limit the risk of an employee making a claim of constructive dismissal.

Termination of office of the member in a governing body of a limited company (Vacation of Company's Directors) This paper examines the process of resignation of members of the organs of a company. It considers both protection of the member and the company. In the first part it analyzes several issues concerning the interpretation of section 66 of the Commercial Code on the basis of judicial decisions. It focuses on the following issues: the purpose of statutory provisions; ways to notify the resignation; on which day the resignation should have been discussed; who is obliged to summon the meeting and what consequences follow the breach of this duty. The Supreme Court has ruled that the protection of a company and its director is equally important. Resignation can be notified either at the meeting or delivered to the company. The director is obliged to do whatever may be reasonably required of him to ensure the organ concerned is given a real opportunity to discuss the resignation. If the director does not fulfill their duties and the resignation is not discussed, their tenure will not end. The end of the tenure cannot always be conditioned by convening the general meeting or placing the discussion of the resignation on the agenda. If a director cannot be rightfully required to summon the general meeting,...

Taiwan Railway Administration Bureau (TRAB) is a public transportation service unit; it has obtained the monopoly of Taiwan railway transportation business. Recently because of the policy of going private for most of the national business, the employee turn over rate is high, new employees who intend to resign from the company is increasing. Many competent employees left and caused big damage to the company, and many works can not be accomplished smoothly, how to build up a pleasant atmosphere and inspire the employees potential, increase their job satisfaction, reduce the turnover rate, in order to bring the maximum benefits for the organization becomes the most critical issues. This research is focused on the employees at Taiwan Railway Administration Bureau, their work attitude and the overview of the resignation inclination. The target groups are the employees at the head office and the engineering department, and the researcher chose the random selected people to fill in the questionnaires and test there opinions. This research covers 400 copies of questions, through the process of going private, the researcher intends to see the result of different people¡¦s personal attributes toward job involvement, job satisfaction, resignation inclination, etc. and try to get the variables and the result of the research: 1.Different employees¡¦ attitudes in TRAB with different personal attributes variables, they have significant difference in each dimension of job involvement, job satisfaction, and resignation inclination. 2.TRAB employees¡¦ attitudes with different degree of job involvement have the significant influence to resignation inclination. 3.TRAB employees¡¦ attitudes with different degree of job satisfaction have the significant influence to resignation inclination. 4.TRAB employees¡¦ attitudes that have the interrelation between job involvement in each dimension and personal attributes variables have the significant influence to resignation inclination. 5.TRAB employees¡¦ attitudes that have the interrelation between job satisfaction in each dimension and personal attributes variables and have the significant influence to resignation inclination. 6.TRAB employees¡¦ attitudes toward job involvement have significant positive co-relation to job satisfaction. According to the result of the research, this research are covered with the following suggestions to TRAB : 1.Set up fair and reasonable diversified performance evaluation and promotion system. 2.Increase feedback programs to the best performed employees, give them the opportunities to think and decide. 3.Set up the retention plan. 4.For the employees that have higher education or have higher position, the company should design more challenging, diversified, self-controlled jobs, and they have more opportunities to use different skills to complete various jobs, in order to increase the sense of job satisfaction. 5.Reinforce the employees¡¦ cohesiveness, reduce the resignation inclination. The suggestions to the following researchers: There are many factors that influence an employee to resign; this research is only focused on job satisfaction, job involvement and personal attributes variables, other variables such as organization climate, culture, leadership behaviors etc. have not been researched. This research suggests that the following researchers can concentrate on the resignation inclination in many other cases, and analyze with multiple variables.

Thesis (D. Min.)--Denver Conservative Baptist Seminary, 1984. / Includes bibliographical references (leaves 240-247).

According to the well-known human resource service provider, Internet¡¦s 104¡¥s surveys indicate that the most popular job vacancy with freshmen whom enterprises want to recruit is that of salesperson. Salespeople have long working hours and high performance pressure, resulting in a high turnover rate, which is the reason why enterprises constantly need more salespeople. Besides this, according to reviews of the real estate industry, half of real estate brokers quit their job after having worked for a mere six months. Why do so many brokers quit their job? And, what¡¦s the difference between the broker who is still in the industry and the one out of it? What skills do the brokers need to prosper in the industry? This research uses narrative analysis to explore the views of real estate brokers on work, the difference between the incumbent brokers and the quit-forever brokers, the reasons why real estate brokers quit their job, and the skills the incumbent brokers need to live on in this industry. The results of this research are as follows: First, the views of real estate brokers on work. Second, although the incumbent brokers and the quit-forever brokers have the same views on the work, but they have different attitudes towards their work. Third, the reason they quit their job is usually related to ethics. Forth, the skills of the incumbent brokers appear to be inadequate. Fifth, incumbent brokers develop their skills through learning from experience. (learning on the job).