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ABSTRACT Employee is important human resource in the organization, It plays the important role among organizational development and product performance, So organizational behavior of employee must be emphasized, To probe on survivor¡¦s employee job stress for privatization of government enterprise is still worth researching. Data analysis on software package of SPSS 9.0 for window used personal computer in this study. Method of analysis has description analysis, factor, correlation analysis, multi-regression, hierarchy multi-regression and ANOVA analysis. The important discoveries of this research is described as follow: 1. There are significant positive correlation between stressor and job stress, It is more influential for job stress that focus on business performance after privatization, role conflict and role ambiguity. 2. The lowest job stress that below junior high school than others, the highest job stress that investment and development department than others. 3. Higher job stress that type A than type B and external control than internal control. 4. The interaction of role conflict with locus of control has effect of moderation to job stress. 5. Difference of stressor due to different personal variables. (1)There are single, less than fifty years old, product staff, less than fifteen years service, below high school degree, Hualien staff , Who consider that stressor due to physical environment. (2)There are male, engineer, investment and development department, Hsinchu staff, Who consider that stressor due to work load. (3)There are engineer, less than forty years old, below junior college degree, Who consider that stressor due to business performance after privatization. (4)There are less than forty years old, general staff, Who consider that stressor due to role ambiguity. (5)There are investment and development department, Hsinchu staff, Who consider that stressor due to role conflict. According to conclusion of study ,The related suggestion to employee and enterprise could be give the benefit of stress management for employee and it also improve work environment that would decrease bad environment factor which induced job stress.

Village chiefs¡¦ role has been facing great impact and challenge ever since the transition of society, development of information, raise of education level and popularity of communitarianism. Therefore, how village chiefs¡¦ legal position should be set and integrate with village officers as well as community development have been brought into discussion in recent years. While gaps do exist between current academic study and practical operation, this study centers on village chiefs¡¦ position with the case of An-Shun Li of Kaohsiung City for further study. The exploration of literature is divided into three parts: role theory, village chiefs¡¦ position and village systems, and the relationship between village chiefs and community development. Literature review, in-depth interview, and participants¡¦ observation are adopted as research methods. With the concept of status, role expectation, role conflict and role performance in role theory, the study explores the interaction between village chiefs and other connecting village officers, analyzes the problems that chiefs¡¦ encounter under current legal system and then generalizes the role current chiefs should play. The research finds that the biggest difference between current and traditional chiefs is that the role they play as citizens¡¦ participation navigators and community development managers. While government is examining and adjusting village controlling area and government-assigned chief policy, it is advised that concrete solution to be proposed for individual cases which require specific environment. The regulation of village chiefs is wished to become better in the future. A new organization is looking forward to be setting up as a mediator between village chief and community development organization to deal with community affairs, thus to make the local system in line with modern society demands.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 123-131). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 123-131). Also available on the Internet.

Relatively few empirical studies in the professional burnout literature have examined mental health providers (MHPs). Research on other professional groups has demonstrated that certain emotion regulation strategies, known as emotional labor (i.e., deep acting and surface acting), are common responses to perceived display rules (i.e., professional guidelines for emotional expression), and are differentially associated with burnout. The present study aimed to fill a gap in the literature by evaluating the empirical links between work stressors (i.e., role conflict, role ambiguity, and lack of autonomy), personality (i.e., extraversion), emotional labor (i.e., surface acting and deep acting), and burnout in a sample of MHPs. Additional variables (i.e., perceived emotional display rules, client characteristics, etc.) were also explored. Data from an online survey of 188 MHPs working in Florida was analyzed using multivariate and univariate regressions. The results of this study supported several of the hypothesized relationships between predictor variables and burnout. Most notably, extraversion, role conflict, role ambiguity, autonomy, and surface acting were significantly associated with one or more dimensions of burnout. Support was not found for extraversion as a moderator of the relationships between work stressors and burnout or between work stressors and emotional labor strategies. The effects of emotional labor strategies as mediators of the relationships between work stressors and burnout were not statistically significant. Implications and limitations of the findings, as well as suggestions for future research, are discussed.

No description available.

The effective administration of tribally chartered community colleges is critical to the achievement of American Indian goals for self determination. American Indian administrators of community college programs were surveyed to identify their backgrounds, role perceptions as administrators and their concerns related to role conflicts. The study was conducted in 14 of the 16 institutions within the American Higher Education Consortium. Two institutions had no American Indian administrators. Of 75 potential respondents 47 participated in the study. The respondents had the characteristics of being Indian, of speaking an Indian language, of being committed to the integration of an Indian philosophy into college experiences, of being educated in reservation public schools, of having more than three years of experience as an administrator, and of having come into the position from another institution. The two roles perceived by these administrators as important to their institutions were "advisor to non-Indians" and "human relations expert." Roles perceived as being most important to the Indian communities were as provider for educational leadership and intermediary between Indian and non-Indian people. The American Indian administrators also identified their personal roles as catalysts for change, facilitators of institutional excellence, human relations specialists and mediators for Indian and non-Indian relations. These roles form the core features of identity common to the participating American Indian administrators. Participating were asked to determine possible role conflicts. From a list of 20 statements three were perceived as conflicts. Having a simultaneous commitment to the Indian community and to the institution was one source of conflict. Another was allowing conflict to become the basis for institutional change. A third conflict resulted from attempts to be a successful role model for other American Indian people while effectively administering the college programs. Reviewing their own experiences, administrators identified the greatest problems they face as being a successful role model, the expectations of Indians and non-Indians that they should perform at a higher level than their Anglo counterparts, the use of conflict in their own institutions as a condition for improvement, pressures on them to serve as Indian spokesmen, and being torn between the Indian community and their college duties. The findings of this study underscore the importance of staffing American Indian colleges with competent and strong Indian administrators. The problems experienced by American Indian administrators are in many cases the same as non-Indian administrators. In order to provide the very best American Indian administrators for the American Indian community colleges advanced degree training must be emphasized.

No description available.

本研究的目的在於探討駐外僑務人員角色衝突的性質、實際情形以及不同背景之駐外僑務人員角色衝突程度上的差異，最後根據研究結果提出建議，以作為相關單位及未來研究之參考。 本研究發現駐外僑務人員扮演多重角色，因不同的角色期待造成角色衝突。而駐外僑務人員每天花在工作的時間太多，亦是導致角色間衝突的主因之一，另外駐外僑務人員服務不同立場、理念的僑團，也是產生衝突的來源。 依據本研究的結果，提出下列建議： 一、對僑務委員會方面 （一）釐清僑務組織之任務定位，賦予僑務人員專業形象及使命感。 （二）明確政策方向，加強駐外僑務人員的角色認知與期望。 （三）合理調整各館處僑務人員額編制，以減輕工作負荷。 （四）宜多關注已婚而子女尚年幼之駐外僑務人員，以舒緩其角色衝突 二、對駐外僑務人員方面 （一）駐外僑務人員宜確認核心任務，集中推動。 （二）駐外僑務人員應主動尋求互動機會，增進溝通協調能力，以拓展人際關係。 （三）駐外僑務人員宜藉教育途徑，自我充實學識與知能，以提升駐外人員素質。 （四）有家庭之駐外人員應重視家庭功能，並尋求各種人際資源協助，形成支援網絡。 / The purpose of this study is to explore the nature and the actual situation of the overseas officials’ role conflicts. Besides, the differences in the degree of role conflict of different backgrounds overseas officials are investigated. According to the research results, conclusions and suggestions are given to relevant authorities and future researches as a reference. It was found that overseas officials need to play multiple roles, the role conflicts result from the different expectations for their roles. Spending too much time working is the main cause of the role conflicts for overseas officials. Besides, helping overseas compatriots with different positions and viewpoints is one of the sources of the role conflicts. According to the results of this study, the following recommendations: First, for Overseas Chinese Affairs Council a)Clarify the tasks of Overseas Organization, and give professional image and sense of mission to overseas officials. b)Offer definite policy to enhance the awareness and expectations of the role of overseas officials. c)Reasonably adjust the amount of staff to reduce the work load of overseas officials. d)Pay more attention to married overseas officials with young children to alleviate the role conflicts. Second, for the overseas officials a)Overseas officials should confirm the core tasks and promote them. b)Overseas officials should actively seek the opportunities for interaction; enhance communication and coordination skills to develop interpersonal relationships. c)Overseas officials should receive more educational training to enrich their own knowledge and skills in order to improve the quality of the overseas officials. d)Married overseas officials should be more concerned about their family, and seek a variety of human resources to construct the networks of support.