The Effects of Career Anchor, Personal Characteristics, Job Satisfaction, Turnover Intention of the Managing Staff in the Service Industry. Abstract According to not only the frequent communication between Mainland China and Taiwan, but also the advanced development of international enterprise, the structure of industries in Taiwan has been put into changes. The traditional industries are moving out due to the increasing cost, so that which business can stay in Taiwan ? That will be the service industry and the R&D department. The purpose of this study is to explore the correlation among Career Anchor, Personal Characteristics, Job Satisfaction, and Turnover Intention of the managing staff in the service industry. Based on 171 questionnaires collecting from more than 50 service companies in Taiwan, this research finds several important results. Findings¡G ¡]1¡^ Biographical Characteristics will have the significant influence in Career Anchor, Personal Characteristics, Job Satisfaction ,and Turnover Intention. ¡]2¡^ Job Satisfaction has the significant influence in Turnover Intention. ¡]3¡^ Different Career Anchor has found the positive relationships with Turnover Intention . ¡]4¡^ Different Career Anchor has found the positive relationships with Job Satisfaction ¡]5¡^ Employees with different Biographical Characteristics and Job Satisfaction have found the positive relationships with Turnover Intention . ¡]6¡^ Employees with different Biographical Characteristics, Job Satisfaction, and Personal Characteristics have found the positive relationships with Turnover Intention. ¡]7¡^ Employees with different Biographical Characteristics, Job Satisfaction, Career Anchor and Personal Characteristics have found the positive relationships with Turnover Intention. According to the results of this research, the suggestions to service industry: (1) Choose the right people in the right position based on their Career Anchor and Personal Characteristics. (2) Emphasize on the dimensions of employees¡¦ Job Satisfaction. (3) Stress the importance of the environment in service industry

I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction? The research exploits questionnaire to reach the target objects and adapts cronbach¡¦s £\ , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research. 1.The LMX is higher , the job satisfaction of member is higher. 2.The job characterstics of member is better , the work motivation is higher. 3.The work motivation is higher , the job satisfaction is higher. 4.The job satisfaction is higher , the turnover intention is lower. Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don¡¦t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.

A Study of Relationships among Cognition of User Enterprises, Cognition of Dispatched Enterprises, Personality traits, Job satisfaction and Turnover Intentions of Taiwanese Dispatched workers Abstract Recently, the number of dispatched workers has been increasing rapidly in Taiwan. Yet little is known of behavior and job attitudes of these workers. Enterprises use dispatched workers due to flexibility concerns or urgent workforce demands. Finding a suitable and stable dispatched worker proves to be a challenge to enterprises. Now, enterprise social accountability is an important subject. Besides the great profit, enterprises should concern job satisfaction and cognition of enterprises to dispatched workers . This study focuses on Taiwanese dispatched workers and aims to examine the relationships among ¡§cognition of dispatched enterprises¡¨, ¡§cognition of user enterprises¡¨ , ¡§personality trait¡¨,¡¨ job satisfaction¡¨ and ¡§turnover intention¡¨. After interviewing 5 dispatched workers and surveying 152 dispatched workers with questionnaires, the findings are as follows: 1. Female dispatched workers reveal agreeableness better than male. 2. Dispatched workers who are 29 or younger have higher score in Neuroticism; dispatched workers who are older than 29 have higher score in agreeableness and conscientiousness. 3. Dispatched workers who have graduated from high school show significantly higher score in ¡§cognition of dispatched workers toward dispatched enterprises¡¨ than those in university . 4. The contract period of the dispatched workers within 3 months show significantly higher score than those above 2 years. 5. Voluntary dispatched workers have better ¡§cognition of dispatched enterprises¡¨, higher ¡§job satisfaction¡¨ and lower ¡§ turnover intentions¡¨. 6. Dispatched workers belong to local dispatched enterprises have higher score in Conscientiousness. 7. Dispatched workers¡¦ ¡§job satisfaction¡¨ has an intermediate effect or an interactive effect between ¡§cognition of dispatched enterprises¡¨ and ¡§turnover intentions¡¨. 8. Dispatched workers¡¦ ¡§job satisfaction¡¨ has an intermediate effect or an interactive effect between ¡§cognition of user enterprises¡¨ and ¡§turnover intentions¡¨. 9. Agreeableness is positively correlated to ¡§job satisfaction¡¨. 10. Dispatched workers¡¦ ¡§job satisfaction¡¨ has no intermediate effect or interactive effect between ¡§personality traits¡¨ and ¡§turnover intentions¡¨. Key words: dispatched worker, cognition, personality trait, job satisfaction, turnover intention

In the past studies showed that if employees in the organization perform their organizational citizenship behavior (OCB), the service quality and consumer satisfaction will promote. Additionally, OCB is helpful for team interaction and promoting team efficiency. It is because employees will cooperate, help each other or work hard to maintain or push others¡¦ welfare and benefit in their organization. However, there are few studies about how OCB is affected by different employment status in public section, and there is little discussion about moderating variables that affect OCB and employment status. In the organization, employees are the most important assets, but are the most difficult factor to control. This study is aimed at analyzing in the Control Yuan how employees with different employment status will affect their willingness to perform OCB. Besides, the study tries to find if ¡§working reason¡¨ and ¡§turnover intention¡¨ of contracted employees will affect the performance of their OCB. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less faithful than formal employees. Additionally, the contracted employees with turnover intention are less en-teamed than formal employees. There is not significantly different between ¡§devotion¡¨, ¡§loyalty¡¨ and ¡§activity¡¨. (2) In moderating variables about working reasons, no matter that contracted employees get the job willingly or unwillingly, there is no significant difference in their performance of OCB. (3) In moderating variables about turnover intention, the OCB of contracted employee is affected by turnover intertion in ¡§en-team¡¨ and ¡§position-fulfill¡¨. However, there is no significant difference in ¡§devotion¡¨, ¡¨loyalty¡¨ and ¡§activity¡¨ between formal employees and contracted employees.

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.

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Since the late 20th century, the enterprises have been facing the increasing competition. Considering the hiring cost and in order to arrange the manpower flexibly, they all followed the policy of flexible dispatched manpower, and applied the mode of supplying the dispatched manpower to satisfy the demands of the organizations for the flexible workers. This has become one of the key elements for the enterprises to remain in competition during their adaptation to the change of the industrial environment and the fluctuation of the market demand. In the recent years, owing to the related labor policies such as the 84 working hours and the new labor retirement policy being taken effect, dispatched manpower has the tendency to grow rapidly in Taiwan. More and more industries release the non-core positions, and hire manpower through the dispatched enterprises. Nevertheless, how to find the dispatched workers who can meet the enterprise anticipation, with good work achievement and also being stable becomes a tough question for the enterprise. This study focused on probing into the influence of work valuess, job involvement and the turnover intention of the dispatched workers, the influence of job values on the turnover intention, and whether it will occur because of the medium effect of the job involvement. The subjects of this study were the dispatched workers of a dispatched enterprise in Taiwan, totally there were 725 questionnaires sent out, and in return were 227 effective questionnaires. This study aims to utilize the field result and provide a reference for dispatched enterprise or user enterprise in selecting the dispatched workers in the future. After the investigation and the statistical analysis, the results are as the followings: 1.The dispatched workers with junior college education have stronger inner values. 2.Younger workers or dispatched workers with shorter dispatched time have higher degree of emphasis on the payment reward. 3.The dispatched workers with university education have lower degree of emphasis on getting the higher position. 4.Married and volunteered dispatched workers have higher degree on job involvement. 5.Older and volunteered dispatched workers have lower degree on turnover intention. 6.Elevate the satisfaction of the inner values of the dispatched workers will lower the turnover intension of the dispatched workers. 7.Elevate the satisfaction of the inner values of the dispatched workers will lower the turnover intension of the dispatched workers. 8.The work values of the dispatched workers will influence the turnover intention through the work involvement of the dispatched workers.

Abstract This article brings together some themes in organizational behavior: (1) the application of ¡§Q-sorts¡¨ approaches to assessing person-organization culture fit. (2) Analysis of interaction in no-turnover intention with person-organization culture fit. (3) Analyses of interaction in no-turnover intention with organization commitment and job satisfaction. Using data from employees of Chinese Petroleum Corporation in Taiwan. We used an instrument for assessing person-organization culture fit. The instrument is Organizational Culture Profile (OCP). Results indicated that no-turnover intention was predicted by person-organization culture fit, Organization commitment and job satisfaction, And also by their demographic similarity of age, curriculum, job position, family etc. But have negative relationship with educational level. Finally, results suggested the top management of CPC. They can create some good culture for competition in business, than manage most employees of CPC keeping in low turnover intention by good level of person-organization culture fit.

¡@¡@The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer¡¦s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results: I. Engineer¡¦s pay satisfaction affects his work attitude. 1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment. 2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction. 3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention. II. Engineer¡¦s pay equity affects his work attitude. 1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment. 2. There is a significant positive relation at the external and internal distributive equity and job satisfaction. 3. There is a significant negative relation at the external and individual distributive equity and turnover intention.

It depends on humance-oriented in the insurance industry. The retention rate and performance of the agents has an influence on the attitude of the leaders and the development of the company. Therefore, the objective in this research was to discuss the relationship among the leadership, job satisfaction, organizational citizenship behavior and turnover intention. The conclusion serves as principles of human resourse plans in Fubon Life Insurance Co., Ltd and overall industry. By the way, the organization can grow continually. The enterprise has more competition and enhances the profit. The study collected questionnaire from the agents who work in Fubon Life Insurance Co., Ltd. There are 217 validated questionnaires of total 300. The effective reflex winding rate is 72%, We used SPSS statistic program to analyze the data, and examine the hypotheses in this study. The result of this research indicate that¡G 1.The leadership(transformational leadership and transational leadership)has a more significant positive effect on organizational citizenship behavior. 2.The leadership(transformational leadership and transational leadership)has a more significant positive effect on turnover intention. 3.Job satisfaction serves as the partially mediator between transformational leadership and organizational citizenship behavior. 4.Job satisfaction serves as the full mediator between the leadership and turnover intention .