This study utilized the meta-theoretical framework developed by McCrae and Costa in 1996 that explains individual differences in human nature and the theory regarding the role of individual differences in task performance and organizational citizenship behaviors (OCB) proposed by Motowidlo, Borman, and Schmit in 1997, to examine the interrelationships among the Big Five personality traits (conscientiousness, agreeableness, extraversion, emotional stability, and openness to experience), three components of organizational commitment (affective, normative, continuance), and OCB. Two samples were included; Sample 1 (N = 133) consisted of employed undergraduate students and their coworkers and Sample 2 (N = 241) consisted of older, more stably employed adults. Participants in both samples completed measures of personality, organizational commitment, and OCB. Further, in Sample 1, coworker participants provided a rating of the primary participants' OCB. Four sets of analyses were conducted to examine: 1) personality-OCB relationships, 2) organizational commitment-OCB relationships, 3) personality-organizational commitment relationships, and 4) organizational commitment as a mediator of personality-OCB relationships. Results of the first set indicated that conscientiousness, agreeableness, extraversion, and emotional stability were positively related to OCB in at least one analysis. Results of the second set indicated that affective and normative commitment were positively related to OCB in both samples. While not consistent across samples, results of the third set indicated that conscientiousness, agreeableness, and extraversion were positively related to both affective and normative commitment; openness to experience was negatively related to normative commitment; conscientiousness was positively related to continuance commitment; and emotional stability and openness to experience were negatively related to continuance commitment in at least one analysis. Results of the fourth set indicated that, in Sample 1, affective and normative commitment partially mediated the conscientiousness-OCB relationship. Further, in Sample 2, affective and normative commitment partially mediated relationships between each of agreeableness and extraversion and OCB. Overall, these findings offer support for McCrae and Costa's meta-theoretical framework and Motowidlo, Borman, and Schmit's theory.

Based on the model of Perceptions of Organizational Politics by Ferris, Russ and Fandtand (1989), this study tries to understand, through ¡§party identification¡¨ as a moderator variable, whether party identification in practical politics has a managerial insight in organizational politics. Accordingly, the purpose of this study is to examine the relationship between perceptions of organizational politics and organizational commitment, as well as whether party identification has a moderating effect. Data for this study is drawn from the secondary data, 1632 sample size collected by Dr. Chin-ming Ho and his research team throughout 2002. It is found using the multivariate analysis 1) perceptions of organizational politics are negatively associated with organizational commitment, 2) perceptions of organizational politics are negatively associated with normative commitment, 3) perceptions of organizational politics are negatively associated with affective commitment, 4) perceptions of organizational politics are partially positively associated with continuance commitment 5) perceptions of organizational politics have a significant effect on organizational commitment in every dimension, 6) party identification has no significant differences in perceptions of organizational politics and organizational commitment, 7) party identification has a moderating effect on perceptions of organizational politics and organizational commitment; namely, the difference of party identification has a significant effect on perceptions of organizational politics and organizational commitment.

In the year of 2003, the SARS epidemic was spreading in our country, lasting for almost 4 months. Until July 5,2003, there were 346 confirmed victims. Among them,37 died directly of SARS, which is shown in their death certificates. Numbers of medical workers infected were 68,19.7%. During the SARS epidemic.6 hospitals were reported transmissions inside their wards and were closed. In the duration, Taiwan was once the most significant spread region of the disease in the world. General public, patients and their family members, and health-care workers were all unprecedented threatened. During the epidemic, health-care workers faced unfamiliar, insecure, critical menace strong contagious and of high mortality circumstances. What did this affect first line health-care workers? This research was done in three dimensions , work value, Organizational Commitment and Post Traumatic Stress Disorder, sampling every grade of health-care workers in teaching hospitals and above national wide between Dec. 20, 2003 and Jan. 20, 2004. The design of questionnaire was based on level of hospitals, divided into medical centers, regional hospitals and local teaching hospitals. 282 of the questionnaires were returned and valid, including 42 doctors, 130 nurses, and 110 hospital staffs, representing a response rate of 31.33%. One way ANOVA and Independent T test were conducted in the research to analyze characteristics of workers and differences between hospital organizations. Correlation analysis and regression analysis were used to find their relationships. The research has shown that while facing SARS epidemic, health-care workers : 1.with the change of work values, nurses scored highest ,then others, and doctors lowest; with positional type social status, activity preference and job involvement, high and middle level administrator got better grade than professional and basic level worker; with attitude toward earning, basic level worker acquired highest scores and high level administrator lowest; with activity preference¤Îpride in work, regional hospital obtained the highest score while the medical center got the lowest. 2.with the transition of Organizational Commitment, in terms of position, high level administrator is highest, while basic level worker is lowest; in respect of referee, regional hospital graded highest while medical center lowest; in view of marital status, people who are unmarried are better than those who are married. 3.with the,PTSD, considering referee of hospital, medical centers are highest; in terms of ownership,private hospital is highest and religional hospital is lowest. 4.workers who considered that the hospitals took proper protections have better Organizational Commitment and their PTSD are lower.

Enterprises must have first-class core capabilities in order to survive from government¡¦s new enactments, new competitors and new products under the rapid changing environment globally, and through the empowerment, which is the major efficient instrument to maintain enterprises¡¦ competition ability, could improve organizational efficiency. Therefore, the purpose of this research is to understand if employee¡¦s cognition of empowerment influences their working attitude; the research objects are employees of hi-tech industry, and there are 313 valid questionnaires out of 486 issued questionnaires. First is to use constructive validity of factor analysis test scale and reliability of Cronbach alpha test scale to confirm reliability and validity, and apply regression analysis to discover as below: 1. Empowerment has significant influence on organizational commitment. That is, the higher the employees¡¦ cognition of empowerment is, the higher the organizational commitments are, especially for employees with higher education background, female employees and older employees. 2. Empowerment has significant influence on total working satisfaction. That is, the higher the employees¡¦ cognition of empowerment is, the higher their working satisfactions are, especially for employees with lower education background and non-business type employees. To sum up, empowerment could actually increase employees¡¦ organizational commitment and working satisfaction, therefore, managers shall undertake as following: 1. Respect individual difference to offer different empowerment mode. 2. Develop multi-organization to increase employees¡¦ knowledge. 3. Value employees¡¦ need and encourage their participation. 4. Establish learning organization and share information.

The training programs for a new coming can not only raise the professional capabilities of the employees and also develop the sense of belongings to the enterprise. Guided by a veteran, who can illustrate the norms of the business domain & the instruction the working guide for the rookies, the system is so called the ¡V Mentor and apprentice system. The system helps the new comings melt-into the enterprise quicker and accelerate the pace for the rookies to be familiar with their own workings, even mentally support counts one of the function in this system. Thus, for a rookie; ¡§Mentor¡¨ plays an important role in the cognition for the company, while the transition of the professional technology, the mentor affect the rookie in the mental aspects spontaneously. The study is focused on the group of liaison ¡Vbusiness as the studies target, the ¡§Mentoring¡¨ system as the premise & variations; to probe if the system affects the professions and the attitude for employees to the whole organization and to further aspects to find out the functions of this system, the relations of organization commitment and turnover intentions. The study has proofed as; 1. Demographic statistics variations as the major affects is tenable, to the system, organization & professional commitments and turnover intentions. 2. The system as a remarkable affect to organizational & professional commitment is tenable. 3. The system as a remarkable affects to the job-turnover intention is not tenable. 4. The organizational & professional commitment as remarkable affect to job-leaving is tenable. 5. Through the affect of organizational & Professional Commitment, the system as a remarkable parameter to job-turnover intention is tenable.

The capital, material resources, equipments, organizational employees, and technological resources are the key points for a business to maintain competitive. Amongst these, ¡§human resources¡¨ are the main body for allocating the resources; and within the human resource system, environmental factors such as the organizational climate and sense of inspiration are the most significant causes of the employees¡¦ behaviors. Moreover, apart from the market competitiveness and beneficial abilities, the unity amongst the employees and their working attitudes are also main factors depending on which the business would succeed or not. Whether the employees are willing to work hard and grow with the company would be depending on how the company treats its employees. The personal needs and preferred risk differ from person to person; some work for money, whilst some work for work; thus, for some people, an inspirational measure might be very important, for it would inspire them to work hard, whilst for others, the measure might be of no inspirational effect at all. As for the organization, to effectively meet this goal, the business executives would need to understand associated topics of inspiration, and design effective and strategic inspirational combinations focusing on the needs and expectations of the employees, so as to attract and keep excellent human talents, inspire the potentials of the employees, and consequently elevate the organizational promises and the work achievements. The developing staffs, business sales persons and the administrative staffs of listed companies in Taiwan were used as the study population in the present research, with the risk preference as the independent variable, the organizational promise as the dependent variable, and the awareness of the organizational climate as the moderator variable; the associations and influences between the variables were studied. Moreover, the inspirational factor was further included as the confounding variable for studying its confounding effects on the other variables. A total of 1,322 surveys were sent out, and 269 of which were completed and returned. Through differential analysis, correlational analysis, and multiple regression analysis, the empirical findings of the present study are as the following: 1.Risk preference, awareness of the organizational climate, inspirational factor, and organizational promises differed depending on the different individual attributes. 2.Risk preferences and organizational climate were correlated with the promises the employees made for the organization. 3.the employees¡¦ awareness of the organizational climate had influences on risk preference and the promises for the organization 4.The relationship between risk preferences and the awareness of the organizational climate and the relationship between organizational climate and organizational promise are confounded by the inspirational factor.

Recently, in Taiwan, upon enforcement of national health insurance, the medical care system has suffered the tightened growth of expenses and uncertain fluctuation of point value under the global budget payment system, and the stable growth of the local medical care environment was forced to be transformed to negative growth. In order to maintain competitive strength, hospitals focused their operations on organizational reform. The reform may cause employees to feel the uncertainty of hospitals¡¦ future development and also feel terrified and unsafe, and thereby is likely to decrease employees¡¦ morale and organizational commitment, and even severely affect their performance and work satisfaction. The study is intended to explore the change of employees¡¦ organizational commitment, morale and work satisfaction prior to and after salary adjustment. Full-time employees of a district teaching hospital, including doctors, nursing staff, medical technicians and executive staff were surveyed. The survey of first questionnaire of a total of 400 copies was conducted in June 2005. The effective recalled questionnaire totaled 302 copies, with a recall rate 75.5%. The second questionnaire was released in February 2006 to 400 employees, of which the effective recalled questionnaire totaled 254 copies, with recall rate 63.5%. Reliability analysis, descriptive statistics, t-test, One-Way ANOVA and general lineal model were conducted using software SPSS. The results show that: 1.No significant differences were observed in the organizational commitment, moral and work satisfaction prior to and after salary adjustment. 2.Significant difference takes place in the organizational commitment, moral and work satisfaction with respect to the various personal characteristics of employees. 3.The organizational commitment was affected by gender, age, religion and position, regardless of the salary adjustment. The moral was affected by age, educational degree, religion and position, regardless of the salary adjustment. The work satisfaction was affected by age, religion and position, regardless of the salary adjustment.

The research investigates the detailed relationship among transformational leadership, job satisfaction(intrinsic satisfaction and extrinsic satisfaction)and organizational commitment(affective commitment¡Bcontinuance commitment and normative commitment)in the banking industry. Further attempts are also made to explain the above correlations in terms to enhance the performance of banking industry. The sample is collected from eight banks, including local banks and foreign investing banks. The total issue amount is 500 with the effective questionnaire amount of 256. The effective rate is 51.2 %. The results present the positive relationship among transformational leadership, job satisfaction and organizational commitment. The study not only confirms the positive relationship, but also proves the intervening role of job satisfaction. This paper provides suggestions for banking managers who are seeking to develop effective working relationship with the subordinates. Besides, it also explores the application on transformational leadership on the banking industry.

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The product value of electronic industry in Taiwan ,processes the significant position .It is extremely different traditional manufacture industry ,and service distinguish with electronic human Resource (HR) work. How can the leader manage the employee and the business thus the future strive toward to complete the mission under this complex attribute. It is necessary for him to inspire employees carry out organizational commitment and organization citizenship behavior . Hence researcher proceeds the research of the relationship among the transformational leadership , organizational commitment and organizational citizenship behavior in electronic industry in Taiwan . The result of this research indicate that: 1. Employees of different attribute (sexuality ,age,marriage ,children ,tenure ,and positions) have no discrimination on transformational leadership .It expresses a lot of diversification in education. Inspiration vision where are top level transformed .It the mean while the education above college is higher in organizational citizenship than senior ¡Vhigh-school educated. 2. Transformational leadership offers a positive relation with organizational commitment. 3. Transformational leadership showers positive relation with organizational citizenship behavior . 4. Organizational commitment presents positive relation with organizational citizenship behavior. 5. Transformational leadership and organizational commitment presents positive relation with organizational citizenship behavior. 6. The organizational commitment is the important factor to enhance the positive relation between transformational leadership and organizational citizenship behavior. Considering the results mentional above , some suggestions are made for electronic industry and further research in this field.