This study aims at developing and verifying the construct of work values, pay satisfaction, organizational commitment and turnover intention in a Chinese context. Turnover has always been one of the tricky area for managers. In order to better manage of the turnover rate, this study focus on turnover intention and organizational commitment which are the best predictors to separation. Pay satisfaction and work values are employed as determinants to organizational commitment and turnover intention while organizational commitment is assumed as negatively related to turnover intention. The results indicate higher pay satisfaction contributes to higher organizational commitment and lower turnover intention. Also, people treasure work values more tend to have higher organizational commitment and lower turnover intention. Pay satisfaction in the construct serve as the mediator between work values and turnover intention. Besides, employees with senior high school degree treasure ¡§job independency¡¨, and ¡§job content¡¨ less than higher educated people. Management demonstrate higher pay satisfaction and likely due to more opportunity cost they show higher continuance commitment respectively.

With the transformation of industrial structure and the structure of labor force, service industry has become increasingly important in global economy. Service quality is a critical competitive edge for service organizations. Front-line employees play a key role in directly facing and delivering services to the customers, often with intentional management of emotions. When emotions are turned from private behaviors to commodity, the organizations have to find out the way to utilize and manage employees¡¦ emotions in order to achieve desirable performance. The current research aims to examine the relationship among emotional labor, locus of control, job satisfaction, and organizational commitment of the employees in hospitality organizations, and designates job satisfaction as the mediating factor between emotional labor and organizational commitment. Self-administered questionnaires were distributed to employees selected from hotels across the island. 334 questionnaires are collected and analyzed using descriptive statistics, reliability analysis, factor analysis, t-test, one-way ANOVA, correlations and multiple regressions. Important findings include: 1. Employees with internal locus of control have higher organizational commitment and job satisfaction. 2. The more contact and interactions between the employees and customers, the higher emotional labor the employees perceive. 3. There¡¦s a partial mediating effect for job satisfaction on the relationship between emotional labor and organizational commitment.

With the intensified competition in the world¡¦s economy, the globalization of business has become the only way to ensure its growth. At the same time, expatriates actually play a very important role. Moreover, as global operations increase, so does the emphasis on adaptability outside the home country for expatriates. Experience has indicated that the problem of adaptability for expatriates is Work-Family Conflict. The fact reveals the important of research on expatriate¡¦s leadership and effectiveness. Over the last decade and a half, transformational leadership with its emphasis on vision, development of the individual empowerment and challenging traditional assumptions has become a popular model of leadership in business organizations. It means that transformational leadership in organizational settings has undergone a significant evolution in terms of both theory development and empirical investigations. In the area of transformational leadership, much attention has been given to Bass and Avolio¡¦s research. Bass and Avolio proposed that transformational leadership comprises four dimensions ¡V the ¡§Four I¡¦s¡¨ ¡G1.Charismatic Leadership 2.Inspirational Motivation 3.Intellectural Stimulation 4.Individualized Consideration. Transformational leadership is different from the traditional command-and-control approach (transactional leadership). Transactional leadership is based on bureaucratic authority and legitimacy within the organization. Transactional leaders emphasize work standards and task-oriented goals. In addition, Transactional leaders tend to focus on task completion and employee compliance, and these leaders rely quite heavily on organizational rewards and punishments to influence employee performance. On the other hand, transformational leaders motivate followers by appealing to higher ideals and moral values. Transformational leaders must be able to define and articulate a vision for their organizations, and the followers must accept the credibility of the leader. In the managerial practices, a transformational leader must: 1.Setting a good personal example, move quick and decisively. 2.Develop and communicate a vision and a plan. 3.Releasing the potential of everyone involved in the change to help them to rise to the challenge. 4.Create productive working conditions, provide employees continuous skill development and encourage them rapid learning and adaptation. Another important article of organizational behavior is organizational commitment. Organizational commitment has been seen as one of the most important variables in the study of management and organizational behavior in the last three decades. One of the key reasons is that organizational commitment is highly correlated with turnover intentions, which have an important effect on employees¡¦ behaviors. Therefore, both organizational commitment and turnover intentions are important employee attitudes in maintaining a productive workforce. In addition, many researches have indicated that job satisfaction and organizational commitment are all significant correlates of organizational citizenship behavior. Today¡¦s competitive business environment demands employees who are good citizens- individuals willing to extend themselves to help coworkers and their employers. Organizational citizenship behavior is expressed in actions that show an unselfish concern for the welfare of others. A recent study found that the extent to which employees engage in ¡§good organizational citizenship behavior¡¨ is just as important as their productivity in advancing their careers. Good behavior includes: 1.altruism 2.courtesy 3.civic virtue. In this study, we use transformational leadership as independent variables, organizational commitment as intermediate variables and organizational citizenship behavior as dependent variables. The purpose of this research is mainly to find out the relationship and difference among transformational leadership, organizational commitment and organizational citizenship behavior. Using a sample of multinational companies who have subsidiaries operating in Taiwan, we test a set of hypotheses among the variables. Then, the effective questionnaires have been analyzed by factor analysis, descriptive statistics, analysis of variance, and Pearson correlation. The results of this research indicated that: 1. Individual variables do have significant difference on transformational leadership, organizational commitment and organizational citizenship behavior. 2. Transformational leadership has positive relation with organizational commitment. 3. Transformational leadership has positive relation with organizational citizenship behavior. 4. Organizational commitment has positive relation with organizational citizenship behavior. 5. Transformational leadership and organizational commitment have positive relation with organizational citizenship behavior. The organizational commitment is the important key to enhance the positive relation between transformational leadership and organizational citizenship behavior. According to the results, some suggestions are made for both industries and further researchers in this field. 1. To the industries: Leaders must emphasize the transformational leadership¡¦s skill, in order to increase employees¡¦ organizational commitment and present organizational citizenship behavior. 2. To the further researchers: ¡]1¡^To research the relationship between ethics and transformational leadership. ¡]2¡^To research the relationship and difference of cross-culture among transformational leadership, organizational commitment and organizational citizenship behavior. Key word: Expatriate, Transformational Leadership, Organizational Commitment, Organizational Citizenship Behavior.

Abstract Over the past decades, with different theories of personality, many scholars had attempted to explore the relationship between personality traits and job performance. Though plenty substantial conclusions were inducted; however, a systematic integration is still required. Not until 1990s, academics, such as Digman, Hough, John and Kamp began to organize and review the past related study and proposed a milestone theory called "Big Five", which provides a specific direction for recent empirical research and study to follow in. This research cooperated with Chunghwa Telecom, which transformed from a government organization into a company system and therefore emphasized on the service and achievements of sales department to meet strong t competition. Looking back to the concerning researches about sales personnel management; the personality traits of sales personnel were highly emphasized by supervisors in the selection and administration of sales personnel. When observing the qualities of sales careers, the activities of sales are considered getting involved into frequent personal interaction and acting with independence. There's no direct relationship between job description, performance evaluation and the behaviors which are performed actively by sales staffs and can benefit customers, colleges, supervisors and organizations. Researcher believes that successful performance evaluation should stress on not only productivity evaluation but also Organizational Citizenship Behaviors to elevate the overall effectiveness and efficiency of organization. This research took 218 sales personnel in Chunghwa Telecom as the study object, attempted to construct the influencial model of salesperson's personality traits and OCB with LISREL, as well as to examine the intermediary effect in this model. The result shows personality besides directly effects Organizational Commitment and OCB, it also influences OCB through Organizational Commitment. The goodness-of-fit to structural equation model is acceptable. Expecting the result of this research reminds administrators pay much attention to the relationship among Personality, Organizational Commitment, Organizational Citizenship Behaviors of sales personnel and in addition, provides a profound and significant logic for enterprises in the selection and administration of sales personnel. Keywords: Big Five, Personality, Organizational Commitment, Organizational Citizenship Behaviors

Abstract Telecom market had been opened since 2001. Facing dramatically changing environment, in order to keep benefiting customers and investors, and to maintain employees¡¦ morale, it is important for the state-owned enterprise to be more competitive. ¡§Human Resource Management¡¨ is the key point to increase its competitive advantages. By understanding employees¡¦ organizational commitment (OC), we can find a way to keep them. Besides, if managers¡¦ politics of downward influence (PDI) can cause employees¡¦ dissatisfaction, employees might have intent to quit (ITQ). It might also increase company¡¦s cost. Therefore, it is necessary to have a research standing from subordinates¡¦ viewpoint, and exploring the effects of managers¡¦ PDI on subordinates¡¦ OC and ITQ. The research collected 629 effective samples from case company in Southern Taiwan via questionnaires and analyzed data by SPSS software. By proving the hypothesis, the research found several results: 1.Through factor analysis, there are three dimensions of power traits: conciliation & reason, authority & exert pressure, hypocrisy & urge by sarcasm. 2.The power trait of ¡§Conciliation & Reason¡¨ has significantly positive influence on OC. 3.The power trait of ¡§Conciliation & Reason¡¨ has significantly negative influence on ITQ. 4.The power traits of ¡§authority & exert pressure¡¨ and ¡§hypocrisy & urge by sarcasm¡¨ have significantly negative influence on OC. 5.The power traits of ¡§authority & exert pressure¡¨ and ¡§hypocrisy & urge by sarcasm¡¨ have significantly positive influence on ITQ.

The purpose of this investigation is to develop localized and suitable inventory for measuring perceptions of organizational politics¡]OP¡^in domestic enterprises and using the model proposed by Ferris et al.,¡]1989¡^study the relationships among the OP, job satisfaction, job stress & organizational commitment¡]employee¡¦s job attitudes¡^. The sample consisted of 227 employee selected from some traditional industry in Taiwan. The data were analyzed by applying statistical methods, including factor analysis, reliability, one-way ANOVA, correlation, regression and canonical correlation analysis. The major findings of this study are as fallow: The present study examined the dimensionality, reliability and validity of the Perceptions of Organizational Politics Scale¡]POPS¡^¡]Kacmar,1997¡^.Perceptions of organizational politics were found have a negative relationship with job satisfaction , job stress & organizational commitment. Understand, tenure , control and locus of control as a moderator of the relationships between perceptions of organizational politics & employee¡¦s job attitudes was examined. Results indicated that understand, tenure moderated the relationship between politics and job satisfaction; Locus of control moderated the relationship between politics and organizational commitment.

Abstract It is extremely common that business utility in Taiwan are now stretching their business development to Mainland China for investment. Meanwhile, with stronger and stronger organization size in Mainland China of Taiwan utility, it is also a trend to develop or recruit local employees to perform supervisors¡¦ roles. Consequently, though being in the same blood of nature, there should be some differences between Taiwan citizen and China citizen no matter in culture aspect or in value aspect. As a supervisor/manager to the company, is there any difference in management competency and department performance? Hence, this research was designed to examine the relationship among management competency, characteristics of individuals, department performance, on the basis of organizational commitment and job involvement. The results of the research indicate that: 1. The interaction effect between supervisors with different nationalities and the recognition of department performance is significant. 2. The interaction effect between supervisors with different nationalities and the recognition of management competency is significant. 3. The interaction effect between supervisors with different business divisions and the recognition of management competency is significant. 4. The interaction effect between management competency and department performance is significant. 5. The interaction effect between management competency and job involvement is significant. 6. The interaction effect between management competency and organizational commitment is significant. 7. The interaction effect between job involvement and department performance is significant. 8. With organizational commitment and job involvement as middle-acted variables, the interaction effect between management competency and department performance is significant.

Abstract Studies on the Relationship between Job Characteristics Model and Work Satisfaction the employee in a national university as a research objective In universities, employees are the heart of administrative actions and human resources, in particular, they are the front-runners in lifting competition. Therefore, the sensational degree of work satisfaction in employees will affect the degree that individuals participate in an organization. Based on the job characteristics model shown by Hackman and Oldham¡]1975¡^, when job characteristics is affected by certain psychological status, employees will be chain-reacted in the results of individuals and work. The study has based on the related research that domestic and international scholars perform in the relationship between job characteristics and work satisfaction. It is also based on the organizational promise, work pressure and human relationship as individual variables to study the connection between job characteristics and work satisfaction of a national university employee. The following results have been found: 1. University employees are directly and significantly affected or differences in organizational commitment, human relationship and work satisfaction due to differences of job characteristics. 2. Indirect and significant effects were found among organizational commitment, human relationship and work satisfaction, when job characteristics are studied in work satisfaction through these three variables. In summary, based on the findings of this study, ¡¨humans¡¨ are reminded to be the heart of organizational competition in the school¡¦s every management levels. Only the importance of the organizational human resources is attentioned and they are combined with organizational mission, the possibility to achieve expected effectiveness and goals in organizational overall competition can be made. Key words: Job characteristics, work satisfaction, organizational commitment, human relationship

This research was targeted on the primary school teachers in Ping-tung County and aims to look into the relation of organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior. The objectives of this research include: 1. The investigation on teachers¡¦ awareness of primary school organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior¡F 2. The interpretation on the difference of awareness among teachers of different background in terms of primary school organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior¡F 3. The discussion on teachers¡¦ awareness of the relation between primary school organizational culture, teachers¡¦ organizational commitment and organizational citizenship behavior¡F 4. The analysis on teachers¡¦ ability to predict the organizational citizenship behavior from the aware primary school organizational culture and teachers¡¦ organizational commitment¡F 5. The suggestions concluded on the basis of research results. All these are proposed for the reference of school administration management. Based on the discussion on relevant literatures, the theory, framework, and research tools adopted in this research are thus developed. In this research, 680 primary school teachers in 56 primary school Ping-tung County are targeted to fill in the questionnaires and 611 effective questionnaires are acquired. The research tools consist of ¡§Primary School Organizational Culture Scale¡¨, ¡§Teachers¡¦ Organizational Commitment Scale¡¨, and ¡§Teachers¡¦ Organizational Citizenship Behavior Scale.¡¨ The effective samplings are analyzed by t-test, On-way Analysis of Variance, Pearson Product-moment Correlation, and Multiple Regression. The conclusions are listed as follows: 1.The whole performance of the primary school organizational culture is good. Among the sectional scores, ¡§the dimension of development culture¡¨ was the highest. 2.The whole performance of the primary school teachers¡¦ organizational commitment is good. Among the sectional scores, ¡§the dimension of retention commitment¡¨ was the highest. 3.The whole performance of the primary school teachers¡¦ organizational citizenship behavior t is good. Among the sectional scores, ¡§the dimension of non-benefit-orientated¡¨ was the highest. 4.The elder, the high-educated, the senior, the administrator and the teachers of primary school in the megalopolis have a higher sense of the school organizational culture. 5.The elder, the high-educated, the senior, and the administrator have a higher sense of the school organizational commitment. 6.The elder, the high-educated, the senior, and the administrator have a higher sense of the school organizational citizenship behavior. 7.The clearer the school organizational culture will be, the better organizational commitment will be. 8.The clearer the school organizational culture will be, the better organizational citizenship behavior will be. 9.The clearer the school organizational commitment will be, the better organizational citizenship behavior will be. 10.Teachers¡¦ backgrounds ,organizational culture and organizational commitment had predicative efficacy for Teacher's organizational citizenship behavior. ¡§Organizational commitment¡¨ can predict teachers¡¦ organizational citizenship behavior best.

As industries have been changed, enterprises are facing more fierce competitions. Human Resource Management has been gradually taken seriously. HR professionals can assist enterprises in building reasonable internal systems to promote employee performance and further overall organizational performance. This study aims at exploring the influence of Human Resource Management strategy on organizational commitment and job performance. The results from the analysis of influence are offered as references for enterprises in planning and implementing Human Resource Management strategies. 270 questionnaires were distributed and 241 ones were collected. The overall response rate is 89%. 20 invalid questionnaires were deleted. The response rate of valid questionnaires is 81%. The regression analysis was adopted. The research results are as follows: I.The influence of Human Resource Management strategies on organizational commitment is positive. II.The influence of Human Resource Management strategies on job performance is positive. III.The influence of organizational commitment on job performance is positive and Human Resource Management strategies have partial moderation effects on job performance.