Drawn on a self-concept theory, this study hypothesized that self-leadership partly mediated between charismatic leadership and organizational commitment and self-leadership fully mediated between private self-consciousness and organizational commitment. The results indicated that charismatic leadership and private self-consciousness were positively related to self-leadership. The predictive validity of private self-consciousness for self-leadership was greater than the one of charismatic leadership. Moreover, the influence of charismatic leadership on identification or internalization was partly mediated by self-leadership. The influence of private self-consciousness on identification was fully mediated by self-leadership. However, the effect of private self-consciousness on internalization was not transmitted by self-leadership. The surprising result was explained and interpreted as evidence for the distinction between internalization and identification. Finally, further research was encouraged to identify and assess alternative subordinate processes in relation to the activation of individual and collective identity by charismatic leaders.

Besides offering good salary, companies in China start to enhance the job satisfaction of employee to retain employees. The demission rate Uni-President Group has always been lower than others in the same industry; even lower than the overall demission rate of many China enterprises. Among various reasons to affect the demission rate, Uni-President Group in China has a complete and systematic education and training system. Therefore, we set the training as an independent variable, and the three dimensions of organizational commitment to work, professional commitment, and the organizational citizenship behaviors as dependent variables, to discover the effect of independent variable to dependent variables. We set the supervisor¡¦s attitudes toward employees in the process of training as adjustment variable. Our hypothesis is that the supervisor¡¦s attitude will have effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee. In the sample of 302 full-time employees of Uni-President Group in China, the amount of different training courses accepted by employee will have effect on the three dimensions, organizational commitment, professional commitment, and organizational citizenship behaviors of work. And supervisor¡¦s attitudes di have adjust effect in organizational commitment to work, professional commitment, and the organizational citizenship behaviors of employee.

Dispatched employment has become one of the most popular ways of employment under globalization. The corporate can freely choose the most favorable business environment whereby they can by-pass collective bargaining with trade unions and legal restrictions. Dispatched workers and regularly employed workers in the same client company may experience different working conditions (including wages, working hours, overtime and vacation, etc.). Workers of the same dispatching agency who are dispatched to client companies may also experience different working conditions. Often, working conditions of dispatched workers are relatively poor. This study mainly explores dispatched workers¡¦ working conditions in different companies and how these conditions would affect their organizational commitment to client companies. Four hundred and twenty copies of a questionnaire were distributed to workers who are dispatched to companies located in Kaohsiung, Tainan and Pingtung. Out of these 134 copies were returned and counted as valid response. The findings revealed that (1) working conditions varied across gender and age; (2) dispatched workers tended to accept working conditions below the legal standards; (3) organizational commitment varied across education, job duties and depended on how workers felt about the conditions; (4) working conditions and organizational commitment were significantly related. This study therefore recommends that: Dispatching companies should 1.Employ dispatched workers as full-time workers, rather than merely-registered workers; 2.Provide more training opportunities to dispatched workers; 3.Fulfill their legal obligations to the workers. Client companies should 1.Create a gender-equal working environment; 2.Create sanitary and safe working conditions; 3.Take the responsibility of a joint employer. Authorities of labor affairs should 1.Inspect labor conditions more frequently and closely; 2.Establish a formal legal system to regulate dispatched employment; 3.Specify dispatching agencies and client companies as joint employers in relevant laws and regulations.

This study is mainly working on the influence of the staying employees¡¦ citizenship behaviors and working attitude under corporate merger, under the background of integration upstream parts and components by optoelectronic company. The subjects to study are organizational commitment, job insecurity and job satisfaction.. This study aimed to understand employees¡¦ mentality and coworker relations by interviewing 3 management members and 7 employees by adapting qualitative analysis Those who accept to stay in the merged company usually feel unsafety in their mind and show bad interaction with employees of the merger. The job insecurity will affect employees¡¦ organizational commitment, job involvement, and job satisfaction. The most important is that the support from the direct supervisor will strongly influence the job satisfaction and performance of subordinators. The better interaction, the stronger support from the direct supervisor which subordinators will feel.

This study was an attempt to add to the existing research base, as well as fill in a gap in the literature with regard to speech language pathologists in public educational organizations in Texas. Variables explored in this study were recruitment, retention, career commitment, organizational commitment, job satisfaction, job overload, and turnover intent. The purpose of this study was to explore the relationship between recruitment, retention, career commitment, organizational commitment, job satisfaction, job overload, and the turnover intent of speech language pathologists in Texas. Additionally, this study sought to identify those factors that most influence the recruitment and retention of speech pathologists. A random sample of 500 speech pathologists was identified for participation in this study. Responses were elicited via Questionnaires, and consisted of eight sections: (a) demographic information and (b) seven previously validated and reliable instruments related to the variables identified in this study. All instruments were deemed appropriate for use in this study and were set to a six-point Likert scale. The data revealed that job responsibility, pay level, size of caseload, needing a job, and administrative support played a major role in the recruitment of speech language pathologists. On the other hand, job satisfaction, caseload, and job security were found to be the most influential in the retention of speech language pathologists. Furthermore, recruitment, retention, and job overload were found to have a significant positive relationship to turnover intent in speech pathologists, whereas career commitment, organizational commitment, and job satisfaction were found to have a significant negative relationship to turnover intent.

The associations among work values, organizational commitment, and perceptions of organizational politics, as well as mediator of the perceptions of organizational politics on the relation between work values and organizational commitment are discussed. Cross-sectional design with questionnaire, containing Survey of Work values, Orgamizational Commitment Questionnaire, and Perceptions of Organizational Politics Scale, administered to 1000 hospital employees were used in current study. Response rate was 79.4%. Multivariate analytical results indicated negative relations between perceptions of organizational politics and organizational commitment, some of work values correlated with organizational commitment and perceptions of organizational politics. Effect of upward striving, one dimension of work values, on organizational commitment may be through perceptions of organizational politics. Explanations and implications are discussed.

The outbreak of severe acute respiratory disease (SARS) in Taiwan on April, 2003 caused the life of Taiwanese out of order and panic. The health-care workers feel anxious and panic. The downside emotion even caused escape and mass resignations in hospitals. SARS tested how good every individual and the leadership of every hospital, area, and nation can handle crisis. Can hospitals offer enough support and a safe working environment to their health-care workers? Does the working attitude and willing of the health-care workers relate to how much awareness of the support from the hospitals? The purpose of the research is to find out during SARS, the working stress for anesthetists, the relation of support from the hospitals and the working attitude and willing to take care of patients from the anesthetists. Hope this can be a reference to management level in medical care organization The conclusion of this research: 1.The management level in hospitals should apply different HR strategies to different health-care workers as every health-care worker has different personality. The difference makes his commitment to organization, profession and willing to take care of patients different. 2.During SARS, the awareness from anesthetists to organization support includes four sides. They are safe support, emotional support, fair support and respect support. The four sides have different affects on anesthetists¡¦ working attitude. To organization commitment, the most important is safe support and then ¡K. Support, fair support and respect support. 3. If health-care workers can feel enough support from the organization, they will feedback their commitment to the organization and profession. Therefore, except giving the assistance to reduce working stress, the management level should provide enough safe support, emotional support, fair support and respect support. 4. Working stress affects health-care workers¡¦ willing to stay on duty and take care of SARS patients. Therefore, to assist health-care workers in reducing fear and uncertainty of SARS, increasing the ability to adjust stress by training of SARS can reduce the intention of quit and job changing. The assistance can encourage the health-care workers to be more aggressive on taking care of SARS patients.

The purpose of this study is to discuss the relationship among educational reform stress, working values, and organizational commitment perceived by primary school teachers. First, relevant literature on educational reform, job stress of teachers, working values, and organizational commitment is collected, investigated, and analyzed. Next, the framework of the research is devised, the questionnaire is edited and pre-tested, and the research instrument of this study¡X¡§Questionnaire of Education Reforms and the Work Attitude of Primary School Teachers¡¨¡Xis developed accordingly. Then, primary school teachers of Kaohsiung county are used as research population, from which 810 teachers in 67 schools are randomly sampled as research subjects. 761 copies of the 810 questionnaires issued are returned, among which 750 copies are valid. The returning ratio is 92%. After questionnaires are collected, statistics methods, such as descriptive analysis, t-test, one way MANOVA, Pearson's product-moment correlation, canonical correlation, and stepwise multiple regression, are used to analyze them. Finally, results of this study are discussed. Conclusions of this study are as follows: a) The greatest education reform pressure primary school teachers feel is ¡§workload¡¨, and the second greatest is ¡§curriculum reform¡¨. b) The highest value primary school teachers emphasize is ¡§organizational security¡¨, and the second greatest is ¡§interpersonal relationship¡¨. c) Primary school teachers are mostly content with organizational commitments which are ¡§a hard-working attitude¡¨, ¡§the inclination to keep the job¡¨ and ¡§organizational identity¡¨. d) Primary school teachers have different educational reform pressure, work values, and organizational commitment due to their different backgrounds. e) The less educational reform pressure primary school teachers feel the higher commitment they make. f) The higher work value primary school teachers emphasize the higher commitment they make. g) For most of primary school teachers, education reform pressure and organizational commitment are related in a negative way. h) For primary school teachers, work values and organizational commitment are related in a positive way. i) The relationship among education reform pressure, work values and organizational commitment of primary school teachers. j) Education reform pressure and work values can predict organizational commitment. And interpersonal relationship is a major predicator variable. According to the above conclusions, this study brings about the following results: A. For educational administrative organization: a) Education reform should include complete complementary packages, increase the number of teachers to reduce teacher's workload. b) Raise work values and strengthen teacher's organizational commitment. c) Accredit and support elementary teachers¡¦ highly positive hard-working attitude. B. For School Administrative: a) Encourage elementary teachers attending educational workshops, acquiring future knowledge, and adapting changes. b) Set reasonable work goals, improve the work environment and reduce teacher's work pressure. c) Strengthen teacher's ability to manage pressure and improve their mental and physical health. d) Build excellent interpersonal relationship and interactive patterns. e) Establish a rotation mechanism of teacher's holding concurrent administrative jobs and increase the opportunities of teachers' participation in the decision-making of school affairs. f) Guide and show concerns for young and inexperienced teachers in order to solidify their sense of cohesion. C. For teachers: a) Actively attend workshops and conferences to increase professional knowledge. b) Seize any opportunities to participate in administrative work. c) Expand social circles to improve interpersonal interactive relationship. D. Submit suggestions to object of study, research methods, research variables, and research instruments respectively, as some people of interest might pursue the topic of this study further.

The human resources are the enterprise sharp weapons to make a profit with continue sustainable development. Generally speaking of business management, the excessively high turnover will drain the enterprise of its experienced labor force; will increase the expense of recruitment and training; will cause the staff that remain in office despondency, even can create the insufficient manpower phenomenon. But speaking of the Taiwan area large-scale traditional industry and the state-run enterprise units, the common ground is the turnover is excessively low, the organizational manpower structure gets older day by day, also its average age mostly surpasses above 40 years old. On the empirical verification, this study research by aims at the large-scale institution, attempts to understand senior staff's all kinds of working situation, including job stress, job satisfaction, organizational commitment and others construction surface, and probed the correlation among. Furthermore, this study to be aimed at individual characteristic and self report items probing into the influence of intention to early retirement and acceptances early retirement incentives, whether has reveals the significant difference or not? So as to aim at the reasons of the influence senior staff retires and acceptances of early retirement incentives as the further research. This study shows some results as follows¡GThe senior staff in the case company (1) Revealing the remarkable of correlation among the job stress, job satisfaction, and organizational commitment. (2) Revealing the remarkable influence between early retirement and job stress, job satisfaction, and organizational commitment, as well as some self report items. (3) Revealing the remarkable of difference between parts of the individual variables to job stress, job satisfaction, and organizational commitment to intention to early retirement as well as acceptances of early retirement incentives and so on.

This study involved 596 administrative staff members in nine private colleges that had been reorganized into universities of technology in Taiwan by February, 2004. In the study, we looked into the staff members¡¦ perceptions of organizational change, job stress and organizational commitment, as well as the interrelationship among them. The findings indicate that those administrative staff members have mid-to-high-level recognition of the inevitability of the organizational change and its resulting benefits. They have medium-level awareness of their voices being ignored by the school and a lack of communication. Nevertheless, maladaptive problems in jobs and positions were seldom mentioned. The major job stress is from contingency arrangements, urgent issues or unscheduled assignments. The staff hold a conservative attitude toward organizational commitment, without showing stable or strong identification with the school. Factor analysis, ANOVA, Pearson correlation analysis, and hierarchical multiple regression were used to examine the significant differences among variables. Major findings through further correlation analysis include: (1) organizational commitment has a positive correlation with the staff¡¦s perceptions of organizational change, and a negative correlation with their recognition of the necessary sacrifice of the interests resulting from the reorganization, (2) the higher level the recognition of organizational reform, the more job stress; and this job stress has significantly high negative correlation with organizational commitment, and (3) those administrative staff who are relatively young, unmarried, less experienced in working, and received fewer years of education tend to be better in recognizing organizational reform and job stress, but worse in organizational commitment. This finding shows that the recognition of organizational reform tends to negatively influence organizational commitment through job stress.