Abstract This study focuses on the employees¡¦ cognition of organizational change and job satisfaction at the Voice of Han (V.O.H), a radio broadcasting system belonging to the National Defense Ministry of R.O.C..The V.O.H is the only radio broadcasting system that can broadcast on air by 4-net (FM, AM, China Net 1 & Net 2) at the same time, among the radio broadcasting systems here in Taiwan. Belonging to the National Defense Ministry, it has experienced ¡§Streamlining Plans¡¨ and ¡§Progressive Plans¡¨, policies that are advocated for streamlining the human resources in the military. Those policies must drastically impact the development of the V.O.H one way or another. On the other hand, the cognitive attitudes and job-satisfaction degree of employees at the V.O.H play vital roles in its future development. This study adopts all the employees of the V.O.H as the population, through case study approach, analyzing the impacts that the V.O.H is facing and the responding strategy through those causes of the National Defense White Paper 2006, and the V.O.H.¡¦s adjustment of the organizational structure, to name a few. Sampling from all the employees, this study adopts several statistic methods to analyze their cognitive attitudes towards organizational change and job satisfaction, exploring the connections between variables of ¡§Cognition on Organizational Change¡¨ and ¡§Job Satisfaction¡¨. The findings of this study suggest as follows: 1. It appears obvious diversity on the ¡§Cognition on Organizational Change¡¨ and ¡§Tendency to Quit¡¨ between military and civilian employees; the former predict more risks and impacts, while the latter more tendency to quit. As for ¡§Job Satisfaction¡¨, there¡¦s little diversity. 2. ¡§Cognition on Organizational Change¡¨ obviously influences ¡§Job Satisfaction¡¨ a lot, with 17.3% out of those correspondents. In the Cognition on Organizational Change, the dimension ¡§role burden¡¨ influences job satisfaction most. 3. ¡§Job Satisfaction¡¨ obviously influences ¡§Tendency to Quit¡¨ a lot, with 37.1% out of those correspondents. In the Job Satisfaction, the dimensions such as ¡§job itself¡¨ and ¡§promotion possibility¡¨ clearly predict the tendency to quit. After the organizational change, the employees¡¦ dissatisfaction with promotion possibility is highly connected with their tendency to quit. 4. ¡§Tendency to quit¡¨ obviously influences ¡§Cognition on Organizational Change¡¨ a lot, with 13.9% out of those correspondents, which means the more the employees are dissatisfied with the organizational change, the more they bear the tendency to quit. This study explores, based on the theory, the interactions among theoretical variables, reinforcing or re-verifying the applicability and value of academic theory. By analyzing those questionnaires responded by the employees, the managerial level not only can realize what the employees, military or civilian, need or think, but also can map out strategies and action plans for the future revolution. Furthermore, through this study, the policy-makers might find out the different reactions between military and civilian employees who encounter such organizational change, which would make the policy-makers realize what they should focus on in facilitating those employees in different attributes. This study does suggest and contribute constructive directions in managing the state-run media.