Postcranial non-metric skeletal traits are documented in two Cis-Baikal populations: the Kitoi, dating to the Early Neolithic (8000-7000/6800 BP), and the Isakovo/Serovo/Glazkovo (ISG) cultural complex, dating to the Late Neolithic (Isakavo/Serovo: 6000/5800-5200 BP) and Early Bronze Age (Glazkovo: 5200/5000-4000 BP). A major cultural discontinuity is thought to have occurred in the Middle Neolithic (7000/6800-6000/5800 BP). Current and previous research suggests that the Early Neolithic Kitoi were bioculturally distinct from the Late Neolithic-Bronze Age ISG cultural complex. Population, side, sex, and age differences in the expression of non-metric traits were explored as indicators of differing activity patterns and divisions of labour between and within the Kitoi and ISG samples, as well as two Kitoi cemeteries: Shamanka II and Lokomotiv. Results of analyses indicate that the Kitoi, particularly males, were taking part in locomotion over steep terrain while carrying heavy loads, probably related to hunting trips. The ISG do not show evidence of these types of activities, suggesting a population difference in the frequency and degree of physically strenuous activity. Kitoi and Shamanka II males and young adult individuals show evidence of having performed the majority of the strenuous lifting and carrying, as well as evidence of increased mobility relative to females. These results indicative of strong divisions of labour in the Kitoi population. Patterns in trait frequencies were also examined for indications of how multiple underlying factors may be interacting. Trait distribution throughout the body provides evidence of the dominance of biomechanical stress as a causative factor in the expression of postcranial non-metric traits. Other factors that become visible when the influence of biomechanical stress is lower include genotype, trauma, and cartilage degeneration. The results of this project are consistent with current theories on the adaptive regimes of the Kitoi and ISG populations and strongly support previous work by BAP researchers in the areas of skeletal robusticity, osteoarthritis, and musculoskeletal stress markers. The research also helps to broaden the knowledge base about the etiologies of the non-metric traits involved.

Postcranial non-metric skeletal traits are documented in two Cis-Baikal populations: the Kitoi, dating to the Early Neolithic (8000-7000/6800 BP), and the Isakovo/Serovo/Glazkovo (ISG) cultural complex, dating to the Late Neolithic (Isakavo/Serovo: 6000/5800-5200 BP) and Early Bronze Age (Glazkovo: 5200/5000-4000 BP). A major cultural discontinuity is thought to have occurred in the Middle Neolithic (7000/6800-6000/5800 BP). Current and previous research suggests that the Early Neolithic Kitoi were bioculturally distinct from the Late Neolithic-Bronze Age ISG cultural complex. Population, side, sex, and age differences in the expression of non-metric traits were explored as indicators of differing activity patterns and divisions of labour between and within the Kitoi and ISG samples, as well as two Kitoi cemeteries: Shamanka II and Lokomotiv. Results of analyses indicate that the Kitoi, particularly males, were taking part in locomotion over steep terrain while carrying heavy loads, probably related to hunting trips. The ISG do not show evidence of these types of activities, suggesting a population difference in the frequency and degree of physically strenuous activity. Kitoi and Shamanka II males and young adult individuals show evidence of having performed the majority of the strenuous lifting and carrying, as well as evidence of increased mobility relative to females. These results indicative of strong divisions of labour in the Kitoi population. Patterns in trait frequencies were also examined for indications of how multiple underlying factors may be interacting. Trait distribution throughout the body provides evidence of the dominance of biomechanical stress as a causative factor in the expression of postcranial non-metric traits. Other factors that become visible when the influence of biomechanical stress is lower include genotype, trauma, and cartilage degeneration. The results of this project are consistent with current theories on the adaptive regimes of the Kitoi and ISG populations and strongly support previous work by BAP researchers in the areas of skeletal robusticity, osteoarthritis, and musculoskeletal stress markers. The research also helps to broaden the knowledge base about the etiologies of the non-metric traits involved.

Organizational behavior literature has not typically viewed person-environment (PE) fit as an outcome of organizational change. Although organizations consider PE fit of their employees to be important to the success of both parties, the study of antecedents to individuals fit with their work environment has largely been restricted to the selection and socialization of newcomers. This study investigates effects of several change factors (e.g., the extent of change and how it was managed), as well as the cross-level interaction between the change factors and individual differences (e.g., motivational orientations) on PE fit of individuals who participated in various organizational changes. PE fit was evaluated along three dimensions (Person-Job, Person-Group, Person-Organization). Results show that change is a complex phenomenon and is best understood by interactions between the extent of change, characteristics of the change process, and differences in individuals motivational tendencies. Specifically, the study showed that the fairness of the change process was typically associated with PJ and PO fit, whereas management support for the change generally related to PJ and PG fit. In addition, limited support was found for hypothesized effects of motivational orientations. As expected, Mastery related positively with PE fit, while positive effects of Competitiveness (an externally cued Approach orientation) on PE fit depended on high levels of management support. Surprisingly, it was low Avoid individuals (not high) where the extent of change related negatively with aspects of PE fit. A discussion of the results, as well as limitations and implications of this study, is provided for consideration on future research in this area.

The purpose of this study was to explore the current conditions of personality traits, work stress and coping strategies of the teachers at junior high schools in Kaohsiung County and Kaohsiung City, and to analyze if there was any relationship among them. The study was conducted by means of a questionnaire survey with ¡§Questionnaire on Personality Traits, Work Stress and Coping Strategies of the Teachers at Junior High Schools in Kaohsiung County and Kaohsiung City.¡¨ 577 teachers were randomly sampled from 78 junior high schools in Kaohsiung County and Kaohsiung City. Among the collected questionnaires, 546 copies, which accounted for 94.63 % of all, were valid. The collected data was analyzed by statistical methods, including mean, standard deviation, t-test, one way ANOVA, Pearson¡¦s product-moment correlation, Canonical correlation, and stepwise multiple regression analysis. Based on the analyzed results, the followings were concluded: 1.The overall personality traits of the teachers at junior high schools in Kaohsiung County and Kaohsiung City were high intermediate, with the level of Agreeableness highest. Male teachers with a master¡¦s degree or above felt their overall personality traits were higher. 2.The overall work stress for the teachers at junior high schools in Kaohsiung County and Kaohsiung City was intermediate . The main source of stress originates from the adaptation to change. Single female teachers in middle-sized schools felt a higher degree of work stress. 3.The overall coping strategies of the teachers at junior high schools in Kaohsiung County and Kaohsiung City were high intermediate Among them, the strategy of problem solving got the highest percentage. Teachers who have obtained a master¡¦s degree or graduated from ordinary universities had a higher level of overall coping strategies than those who graduated from normal universities or teachers colleges. 4.Male teachers have a higher degree of emotional stability, extroversion and openness than female teachers. Married teachers outperformed singles with regard to emotional stability and agreeableness. 5.Teachers with a master¡¦s degree or above had better emotional stability than those who graduated from ordinary universities, normal universities or teachers colleges. Teachers with a master¡¦s degree or above had a higher level of agreeableness than graduates from normal universities or teachers colleges. Regarding conscientiousness, the percentage for teachers graduating from ordinary universities was higher than those from normal universities or teachers colleges. 6.Female junior high school teachers perceived more stress than male instructors in terms of teaching management, professional expertise and adaptation to change. Single teachers suffered more work stress related to interpersonal relationships and professional expertise than those who are married 7.There was a higher percentage in the use of the strategy of help seeking for female teachers than for male instructors. 8.The better personality traits of the teachers at junior high schools in Kaohsiung County and Kaohsiung City were, the lower work stress would show. The lower work stress they have, the higher coping strategies would show. 9.Personality traits were predictive to work stress, and the major predictive variable was emotional stability. 10.Work stress was predictive to the overall coping strategies, and the major predictive variable was professional expertise. According to the results and conclusions of this study, the researcher proposes some specific suggestions for the related personnel teachers, school or education administration to do further study.

The purpose of this study is to explore the personality traits, emotional management and teacher efficacy of the junior high school teachers in Tainan City and to analyze if there is any relationship among them. The study is conducted by means of questionnaire survey with ¡§Questionnaire on Personality Traits, Emotional Management and Teacher Efficacy of the Junior High School Teachers in Tainan City.¡¨ 1796 teachers are randomly sampled from 18 junior high schools in Tainan City. Among the collected questionnaires, 624 were valid. The effective questionnaire was 95%. The collected data was analyzed by statistical methods, including mean, standard deviation, t-test, one way ANOVA, Pearson¡¦s product-moment correlation, Canonical correlation, and stepwise multiple regression analysis. Based on the analyzed results, the followings are concluded: 1.The overall personality traits of junior high school teachers in Tainan City are positive , among which the level of ¡§agreeableness¡¨ is the highest. 2.The overall emotional management ability of junior high school teachers in Tainan City is high intermediate , among which the level of ¡§emotional sense¡¨ is the highest. 3.The overall teacher efficacy of the junior high school teachers in Tainan City is high intermediate. Among which, the level of efficacy for instructional strategies and the level of efficacy for classroom management are obviously higher than the level of efficacy for student engagement. 4.The overall personality traits are positive among the junior high school woman teachers who were graduated from university, aged above 51 ,with more than 16 years of teaching experience. 5.The overall emotional management are better among the junior high school woman teachers who were graduated from university, with less 5 year teaching experience. 6.The overall teacher efficacy are higher among the junior high school woman teachers who were aged above 51 and with the teaching experience of more than 26 years. 7.The junior high school teachers who have higher level of ¡§openness¡¨ in these five personality traits have better teacher efficacy. 8.The more positive for personality traits and the higher emotional management, the better teacher efficacy. According to the results and conclusions of this study, the researcher proposes some specific suggestions for the related school or education administration's staff to do further study.

Many enterprises expect that recruit function can help them find the right employees and bring maximum benefit for the company. This study focused on sales staff personality traits relation between job performance. Secondly, understanding the manager leadership styles impact on their personality and job performance. This study survey S company sales staff who work more than one year and issued 459 questionnaires and received 269 valid samples, the effective sample rate of 58.61%. Using SPSS statistical software, process descriptive statistical analysis, reliability analysis, Pearson product-moment correlation analysis and regression analysis for data analysis, by the above analysis, this study obtained the following three main conclusions: 1. Sales staff open-minded and rigorous self-assessment of personality traits are positive on working performance. 2. If manager leadership styles are more significantly transactional or transformational, it will become positive effect to sales staff working performance. 3. The main five personality traits and objective indicators of sales staff doesn¡¦t have significant relationship between performance bonuses; manager leadership styles and objective indicators are also doesn¡¦t have significant relationship between performance bonuses.

The current research aimed to investigate the relationships among perceptions of organizational change, job stress, and the Big-five personality traits of the employees in Kaohsiung Education bureau after the merge. Three hundred questionnaire were distributed via purposive sampling and 244 of them were valid. The response rate was 81.33%. Data analysis involved descriptive statistics, t-test, one-way ANOVA, Pearson¡¦s product-moment correlation, and multiple regression. The results showed that both perceptions of organizational and job stress among the employees in Kaohsiung Education Bureau were greater than a moderate level. Job stress was not associated with sex, age, working years, and parenthood. Unmarried employees reported higher job stress than did those who married. Perceptions of organizational change, neuroticism, and openness predict the job stress. According to the present findings, implications for administrators and future studies were discussed.

There is an increasing need to improve crop water-use efficiency (WUE) (ratio of whole-plant biomass to cumulative transpiration) due to decreased water availability and increased food and energy demands throughout the world. The objective of the study was to estimate the genetic variation and genetic basis for transpiration efficiency A:E (CO2 assimilation rate (A) divided by transpiration rate (E)) trait and its relationship to WUE related to pre-flower drought tolerance in recombinant inbred lines (RILs) of sorghum and associated QTLs. A greenhouse study was conducted at Bushland, TX, 2008, using 71 RILs derived from cross of Tx430 x Tx7078. A randomized complete block experimental design was used, with both genotype and water regime (40 and 80 percent water regime) as experimental factors, and four replications. Genotype had a significant effect on A, E and A:E under both the environments. Among the RILs, entry means for A:E ranged from 1.58 to 3.07 mmol CO2 mol^-1 H2O and 1.18 to 4.36 mmol CO2 mol^-1 H2O under 80 percent and 40 percent water regime, respectively. Heritability estimates based on individual environments for A:E , A and E were 0.77, 0.45 and 0.37 under 80 percent water regime and 0.90, 0.33 and 0.71 under 40 percent water regime, respectively. A genetic map was constructed by digital genotyping method using Illumina GAII sequencer with 261 informative indel/ single-nucleotide polymorphism (SNP's) markers distributed over 10 linkage groups. Three significant QTLs associated with transpiration efficiency were identified; two on SBI-09 and one on SBI-10 with one logarithmic of odds (LOD) interval length ranging from 5.3 to 5.7 cM and accounting for 17 percent - 21 percent of the phenotypic variation. In field and greenhouse evaluation of agronomic of traits at College Station and Halfway, TX, 91 QTL that control variation in six major agronomic traits such as plant height, flowering, biomass, leaf area, leaf greenness and stomatal density were identified. Co-localization of transpiration efficiency QTLs with agronomic traits such as leaf area, biomass, leaf width and stomatal density indicated that these agronomically important QTLs can be used for further improving the sorghum performance through marker assisted selection (MAS) under pre-flowering drought stress conditions.

The purpose of this study is to use relevant research to understand whether or not a temporary worker¡¦s personality traits, job satisfaction, and the probability of finding an acceptable alternative job will influence their desire to switch jobs. In this study, 260 questionnaires were passed out to temporary workers in 11 schools. 141 were returned and 140 were valid. The tables cited in this of questionnaire are commonly used in similar studies abroad, and, therefore, commonly recognized as validity. With this in mind, a test the validity of the tables was not carried out for this study. After performing the Cronbach alpha value reliability test, ordinal regression was employed to analyze the data. The following conclusions were reached: First, intrinsic job satisfaction has a significant negative effect on temporary school employee turnover intention. Second, extrinsic job satisfaction has a significant negative effect on temporary school employee turnover intention. Third, the probability of finding an acceptable alternative job has a significant positive effect on temporary school employee turnover intention. Fourth, being a family¡¦s principle wage earned has a significant positive effect on temporary school employee turnover intention. Fifth, personality traits, and demographic statistics have no significant effect on temporary school employee job satisfaction. Sixth, personality traits, and demographic statistics have no significant effect on temporary school employee turnover intention.

Abstract In recent years, many enterprises¡¦ organization structure were toward gradually to the ¡¥flat¡¦ from pyramid-like hierarchical system for avoiding slowdown in transmitting information and implementing any decision, and tended to have teamwork instead of individual workforce, from those employees gained more power to involve in the organization decision. And, such trend led to the increase of interaction and reliance on each member or divisions of organization. Yet, the increment of job overlap meant overlap in job performance, the manner of ¡¥selfish¡¦ human beings have plus independence of individual job triggered the fight of power and benefits, the political behaviors, ¡¥contending prize shifting blame¡¦, were emerged from ¡§employee-employee¡¨ even ¡§employee-supervisor¡¨. Perceptions of organizational politics are engaged in research in employee¡¦s feeling about the political behaviors in his working environment. For years, there¡¦re various definitions about organizational politics proposed by researchers in this field, organizational politic behaviors as well. In running business, employees are required good job attitude by employer, but on the other hand, employees are accompanied the rising of political behaviors in organization. What environment would result in action taken by people ¡¥perception of fact¡¦, not ¡¥truth of fact¡¦, after all, what consequence would it be taken? That¡¦s worthy of consideration. The mainframe of this research is based on the variables of perceptions of organizational politics model proposed by Ferris et al (1989), the domestic public¡Bprivate enterprises are the examined objects, studying the variables influence on perceptions of organizational politics, and the difference between public and private employees to perceptions of organizational politics. Issued 3651 questionnaire, the sample consisted of 2306 employee; the collecting rate reached 63.16% The data being examined by statistic method as variance analysis, Pearson¡¦s r, correlation analysis, multiple linear regression analysis etc., and the findings are as follow: ¤@. Through exploratory study, three dimensions were contributed to perceptions of organizational politics: 1. Employee and Supervisor behavior 2. The range between policy and practice 3. Keeping silence for advantage ¤G. The difference found by individual variables in perceptions of organizational politics: 1. Significant difference was found in Age¡Beducation¡Bworking tenure and the tenure with supervisor. 2. Significant difference was found in job ranks for both perceptions of organizational politics and three dimensions. 3. Significant difference was found in the employees of public¡Bprivate organization¡FThe public employees have higher perceptions than privates¡¦. ¤T. The examining finding on influence hypothesis¡Gby multiple linear regression analysis¡F 1. In individual factors, significant influence was found in the personality characteristics of employees of public¡Bprivate organization for both perceptions of organizational politics and each dimension. 2. In working environment, negative influence was found in the promotion opportunity of public¡Bprivate organization for both perceptions of organizational politics and each dimension. 3. In organization factors, negative influence was found in job rank¡Borganization professionalization¡Bdemocratization for private employees in the perceptions of organizational politics, but no effect on public employees. 4. The variables to the variance explanation of whole explanation of perceptions of organizational politics, the public organization could be reached to 42.60%¡F 41.40% to private organization. This research indicated that there¡¦re some degrees of difference on the influence of perceptions of organizational politics at individual¡Borganization and environment factors of public¡Bprivate organization, after empirical studies, knowing there¡¦re vary personality characteristics in individual factors¡Bvary organization structure and difference of job characteristics, more significance in respective degree, more influence in the existence of perceptions of organizational politics, therefore, understanding more respective existent contributory factors of perceptions of organizational politics, helping enterprises more in finding right person to right place, and employee could find suitable enterprise to develop his expertise for mutual great advantage, that¡¦s the ultimate goal human resource management implemented eventally.