The drawbacks of nursing are long hours, hard work and working nights. But definite working territory and rather steady working times were noted in Community Nurse. Deluga(1994) pointed out in the Basis of Faith, the staff believed that if they work hard, the organization or manager can feedback it. So the organizational citizenship behavior is increasing. So how to increasing organizational citizenship behavior is rather important at present. The study uses the characteristics of medical organization, nurses as independent variable, organizational commitment, job satisfaction as intermediate variable, organizational citizenship behavior as dependent variable. We use questionnaire, data analysis to study 1357 nurses. The statistics are as follows: reliability analysis, validity analysis, factor analysis, descriptive statistics analysis, correlation analysis, and regression analysis to probe the relation of all the variables. The results showed that: 1.Organizational commitment has a positive impact on job satisfaction. 2.The higher the feeling of commitment of the staff, the trustworthier they are. 3.To stand fast of the responsibility in director evaluation is higher than the staff self-evaluation, but there is no correlation. 4.Organizational commitment and job satisfaction is higher in staffs that are older than 40 years old and the past service more than 10 years. It is also negative impact with benefit others of the director evaluation. 5.The higher organizational commitment, the higher job satisfaction and competency satisfaction of the director in senior high school staff. 6.There is no difference of standing fast of the responsibility, organization commonwealth behavior between director evaluation and staff self-evaluation in those who on night duty and nil. 7.As regards marriage, organizational citizenship behavior is higher in married than unmarried in staff self-evaluation. 8.Moral commitment and persistent commitment is lower in unmarried than married. Those staff who married without children is trust worthier of their director. They also show better behavior when they have been given other benefits. 9.Organization commonwealth behavior of staff self-evaluation has a positive impact on director evaluation but there is no significance. It is also positive impact with director's faith. 10.Organizational citizenship behavior of director evaluation has positive impact and more predictor with director's faith. From our study, we demonstrated organizational citizenship behavior; Self-recognition and evaluation of directors in nursing are consistency. So we suggest that nursing will reach the coherence by nursing professional innovation system, formal hereditary responsibility system and other effective communication. We also proposed that through participation to empower, to fulfill democratic leadership. It may be referable to the nursing management.

Enterprises estimate employees¡¦ job performance, should not only pay attention to in-role performance but also take notice of extra-role performance, and that is organizational citizenship behavior. Because employees have their own right in organizational citizenship behavior, they are easy to express. It is extremely important to explore the reason why employees present organizational citizenship behavior, how the employees show their willing to perform, and that is conducive to the performance of organization. This has become one of the most important issues for organization. If enterprises can understand the employees¡¦ motivation and guide them, then the enterprises can get their expectation and respect as well as improving the performance of organization from the employees. In this study, organizational climate is used as the independent variables, organizational commitment is used as the intervening variable, and organizational citizenship behavior is the dependent variable. The purpose of this research is mainly to find out the relationship and the difference among organizational climate, organizational commitment, and organizational citizenship behavior. Furthermore, using the individual variable as the interfered variable to investigate the effect of interference to organizational climate, organizational commitment, and organizational citizenship behavior. This research used the method of questionnaire survey as the C case factory. After analyzing the data with quantitative analysis, together with various kinds of statistic methods, the following important discoveries are stated separately as follows: 1. The different individual variables to organizational climate, organizational commitment, and organizational citizenship behavior come out a partly remarkable discrepancy. 2. A significant positive correlation was identified among organizational climate, organizational commitment, and organizational citizenship behavior. 3. Organizational climate and organizational commitment were positively significant to organizational citizenship behavior. 4. Organizational commitment was found to have a significant mediating effect between organizational climate and organizational citizenship behavior. 5. Individual variables were found to have a significant moderating effect among organizational climate, organizational commitment, and organizational citizenship behavior. According to the results of research, organization that were enable to promote organizational climate and increasing employees¡¦ organizational commitment, the workers displayed organizational citizenship behavior to advance the performance of organization, in order to maintain enterprise¡¦s continuous competitive advantages.

Abstract The purpose of this study was to examine the relationships among, change's perception, work stress, personality characteristics and organizational commitment in organizational change, and used employees from Postal bureau as examples. Making a survey of collecting 171 effective samples, the major conclusions we observed are as follows¡G 1. It appears negative influence for employees¡¦work stress to organizational commitment in organizational change. 2. It appears positive influence for employees¡¦change's perception to organizational commitment in organizational change. 3. It appears influence for employees¡¦personality characteristics to work stress in organizational change. 4. The degrees of organizational commitment of different disparity age of employees had significant difference in organizational change. 5. The degrees of work stress of level of education of employees had significant difference in organizational change. 6. Different period of service were correlated significantly with employees¡¦ change's perception, work stress and organizational commitment in organizational change.

Abstract This study is focused on the discrimination of the relationship between money ethic & perfectionism and professional commitment & organizational commitment. I intend to provide company owners useful information on management of those R&D engineers. This research targets on engineers from different areas of businesses like computer, information, communication, electronics, optotech, refined machinery, automobiles, machinery, chemical engineering, metal industry and son on, but most are on the refined machinery, automobiles, machinery and telecommunication. There are total 508 copies of valid samples received. This is to check out if there is any obvious influence that the ¡§ money ethic ¡§ & ¡§perfectionism¡¨ and ¡§professional commitment ¡¨ & ¡§organizational commitment ¡¨ by using regression. The result on research R&D engineers is as follows: 1¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on professional commitment. ¡}1¡~¡BThe stronger the no intrinsic motivation is, the stronger their involvement and identification to profession will be. ¡}2¡~¡BThe stronger the no intrinsic motivation is, the weaker willingness to stay in the same profession will be. ¡}3¡~¡BThe higher their personal standard is, the stronger their involvement and identification to profession will be. ¡}4¡~¡BThe more parental criticism, the weaker their professional identification and the willingness to stay in profession will be. ¡}5¡~¡BThe higher their personal standard and the doubt about actions is, the weaker the willingness to stay in profession will be. ¡}6¡~¡BThe higher the concern over making mistakes is, the weaker their involvement and identification to profession will be. 2¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on organizational commitment. ¡}1¡~¡BThe stronger they regard ¡§money is good¡BImportant¡¨ , the weaker their involvement and identification to organization will be. ¡}2¡~¡BThe stronger the no intrinsic motivation is, the stronger their identification to organization will be. ¡}3¡~¡BThe higher they consider themselves receiving a equity treatment, the stronger their involvement to organization and the willingness to stay in position will be. ¡}4¡~¡BThe more the motivators are, the stronger their involvement to organization will be. ¡}5¡~¡BThe higher the expectation from their parents is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ¡}6¡~¡BThe higher the doubt about actions is, the weaker their involvement and identification to organization and the willingness to stay in position will be. ¡}7¡~¡BThe more concern over making mistakes is, the weaker their willingness to stay in position will be. ¡}8¡~¡BThe higher their personal standard is, the stronger their involvement and identification to organization and the willingness to stay in position will be. ¡}9¡~¡BThe more criticizes receiving from parents, the weaker their involvement to organization and the willingness to stay in position will be.

Abstract The investigation is to develop localized and suitable inventory¡@for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises at first. The purpose of this study is to discuss the relationship among perceptions of organizational politics¡]OP¡^,organizational commitment and job performance by Taiwan domestic company.¡@There are provide 1150 questionnaires, which are retrieved 1003 ones, 954 are available. Questionnaires retrieved rate are 87.22%. Available retrieved rate are 83.00%.The data were analyzed by applying statistical methods, including factor¡@analysis, reliability, t-test, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: First, the perceptions of organizational politics is comprised three subscales: (1).Supervisor and Coworker Behavior, (2). Go Along to Get Ahead, (3). Organization Policies and Practices disaccord. Then, the more to Supervisor and Coworker Behavior, Organization Policies and Practices disaccord but the less normative commitment. The more to Supervisor and Coworker Behavior, Go Along to Get Ahead, Organization Policies and Practices disaccord but the less affective commitment. The more to Organization Policies and Practices disaccord lead to decrease task and contextual performance.

Abstract The study is aim to analyze the relationships among organizational commitment, organizational citizenship behavior, and performance via ETTV case study. Further to this study, we would like to see what role of organizational citizenship behavior as a mediator would be. The empirical study adopts method of questionnaire that 100% return rate was hit while 260 question books were counted. The data were statistically analyzed with SPSS 13.0 Windows version, which include descriptive analysis, factor analysis, reliability test, Parsons Correlation analysis, and multiple regression analysis. The study concludes as following points through empirical analysis: First, trait of media industry: hard work has much more influence than mental adhesion to organization. Stronger adhesion to organization does not amount to job promotion. However, hard work improves job skills so that one could have better performance. Second, time critical in media industry: the media industry is highly time critical. Ahead of others means outstanding performance. Third, helpful to colleagues and scrupulous in job requirement show no significance to their performance. Fourth, limit of job requirements: in an environment that only emphasizes experienced skills and job functions, adhesion to organization is not only out of management¡¦s attention but also performance review. Fifth, the empirical study shows that organizational commitment along with mediator of organizational citizenship behavior reveal positive relation to performance. Key Words: Organizational commitment, Organizational citizenship behavior, Performance.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 110-114). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 110-114). Also available on the Internet.

Thesis (M.Sc.)--Saint Mary's University, 2009. / Includes abstract and appendices. Supervisor: Camilla M. Holmvall. Includes bibliographical references (leaves 56-68).

Thesis (M.A.)--Central Connecticut State University, 2001. / Thesis advisor: James Conway. " ... in partial fulfillment of the requirements for the degree of Master of Arts in Psychology." Includes bibliographical references (leaves 30-33). Also available via the World Wide Web.