In the year of 2003, the SARS epidemic was spreading in our country, lasting for almost 4 months. Until July 5,2003, there were 346 confirmed victims. Among them,37 died directly of SARS, which is shown in their death certificates. Numbers of medical workers infected were 68,19.7%. During the SARS epidemic.6 hospitals were reported transmissions inside their wards and were closed. In the duration, Taiwan was once the most significant spread region of the disease in the world. General public, patients and their family members, and health-care workers were all unprecedented threatened. During the epidemic, health-care workers faced unfamiliar, insecure, critical menace strong contagious and of high mortality circumstances. What did this affect first line health-care workers? This research was done in three dimensions , work value, Organizational Commitment and Post Traumatic Stress Disorder, sampling every grade of health-care workers in teaching hospitals and above national wide between Dec. 20, 2003 and Jan. 20, 2004. The design of questionnaire was based on level of hospitals, divided into medical centers, regional hospitals and local teaching hospitals. 282 of the questionnaires were returned and valid, including 42 doctors, 130 nurses, and 110 hospital staffs, representing a response rate of 31.33%. One way ANOVA and Independent T test were conducted in the research to analyze characteristics of workers and differences between hospital organizations. Correlation analysis and regression analysis were used to find their relationships. The research has shown that while facing SARS epidemic, health-care workers : 1.with the change of work values, nurses scored highest ,then others, and doctors lowest; with positional type social status, activity preference and job involvement, high and middle level administrator got better grade than professional and basic level worker; with attitude toward earning, basic level worker acquired highest scores and high level administrator lowest; with activity preference¤Îpride in work, regional hospital obtained the highest score while the medical center got the lowest. 2.with the transition of Organizational Commitment, in terms of position, high level administrator is highest, while basic level worker is lowest; in respect of referee, regional hospital graded highest while medical center lowest; in view of marital status, people who are unmarried are better than those who are married. 3.with the,PTSD, considering referee of hospital, medical centers are highest; in terms of ownership,private hospital is highest and religional hospital is lowest. 4.workers who considered that the hospitals took proper protections have better Organizational Commitment and their PTSD are lower.

Research on person-organization fit suggests that a good fit between individual and organizational values results in positive outcomes for individual¡¦s behaviors and attitudes. If an organization has a ¡§strong culture¡¨ with a ¡§good fit¡¨, beliefs and behavior, it normally demonstrates a high level of corporate performance. Therefore, organizations attempt to influence their members, inspire individuals to think and to act in accordance with organizational interests by practice. The purpose of this study was to investigate the effects of the ideology of practical management on person-organization fit and employee's effectiveness. Questionnaires, based on the interviewee data fields used and the key factors resulting from the original quantitative studies, were developed and tested in 2002. The subjects in the study were the realtors beyond one year experience in Taiwan¡¦s largest real estate agency company. A total of 484 questionnaires were distributed. Of which 341 were valid. Data collected from the questionnaires was analyzed using reliability analysis, correlation analysis, and regression analysis. The results of the research were as follows: 1. There was a significant positive correlation between the ideology of practical management and person-organizational culture fit. 2. Perception model of the ideology of practical management had a significant positive influence on person-organizational culture fit. 3. No significant relationship between personal-organizational culture fit and employee's effectiveness. According to these findings, we propose suggestions for increasing cultural fit and reducing cultural differences between individual and organizational values.

In recent years, sustainable development has become one of the most important issues internationally. Many indicators related to sustainable development have been proposed and implemented, such as Island Taiwan and Urban Taiwan. However the missing values come along with environmental monitoring data pose serious problems when we conducted the study on building a sustainable development indicator for marine environment. Since data is the origin of the summarized information, such as indicators. Given the poor data quality caused by the missing values, there will be some doubts about the result accuracy when using such data set for estimation. It is therefore important to apply suitable data pre-processing, such that reliable information can be acquired by advanced data analysis. Several reasons cause the problem of missing value in environmental monitoring data, for example: breakdown of machines, ruin of samples, forgot recording, mismatch of records when merging data, and lost of records when processing data. The situations of missing data are also diverse, for example: in the same time of sampling, some data records at several sampling sites are partially or completely disappeared. On the contrary, partial or complete time series data are missing at the same sampling site. It is therefore obvious to see that the missing values of environmental monitoring data are both related to spatial and temporal dimensions. Currently the techniques of data imputation have been developed for certain types of data or the interpolation of missing values based on either geographic data distributions or time-series functions. To accommodate both spatial and temporal information in an analysis is rarely seen. The current study has been tried to integrate the related analysis procedures and develop a computing process using both spatial and temporal dimensions inherent in the environmental monitoring data. Such data imputation process can enhance the accuracy of estimated missing values.

The Study and Analysis of Hospital Organizational Culture: A Medical Center¡¦s Research Abstract This study tries to research hospital organization culture of a private medical center in Taiwan region and tries to provide a reference data when this hospital wants to do their organization¡¦s diagnosis. This research¡¦s analysis has been finished by one case study and quality research method. About interview data totality are twenty-one cases, among which six cases are to be part of group¡¦s interview; the other fifteen cases are individual¡¦s interview. The analysis tools of this study according to Schein¡¦s read method of organization culture research and then to obtain below conclusions, including: (1) The nature of human activity named hospital¡¦s orientation, its basic assumption is ¡§being-in-becoming¡¨ orientation, and its values include two types: self-reliance and morality of medical matters. (2) The nature of human nature named management orientation, its basic assumption is human are thought to be motivated by monetary considerations, while in others employees are thought to be motivated by need for social approval or the potential for self-actualizations; and its values include also two types: permissive management and esteem one¡¦s own master in medicine matters. (3) The basic assumption of nature of reality and truth is that who own power and he also can to make decision, its value is authority center. (4) The basis assumption of the nature of time is past-time orientation, its values is to cherish past feelings. (5) The basic assumption of the nature of space is to strengthen one¡¦s territory, its values seems castle style. (6) The basic assumption of the nature of human relationship is simulate-familism, it values include the deep-seated feelings of employee toward to their organization, personal friendships, employee to comply with the preceding generation and leaders concern about their employees. Furthermore, the propositions are as follows: Proposition 1: If one who don¡¦t have some kind of relationship or don¡¦t support by authority group, employee can¡¦t do what he want to do in his professional field in simulate-familism organization. Proposition 2: In simulate-familism organization, personal friendship within sectors will more obvious than being between different departments. Proposition 3: When organization functions have been to divide more diversity, its managers of each unit will display his personal leadership. Key words: Organization Culture; Hospital Culture and Organization Culture values.

Nowadays, team-based approach is a common organizational strategy in many organizations. The study of the effect of team characteristics on team performance becomes a popular issue for many researchers. In order to ensure high performance, it is believed that the organizational strategy has to coordinate well with the characteristics of the team members. Aiming to determine the significance of work values, this study uses team members¡¦ work values as a variable, and tries to establish a relationship among work values, team characteristics and team performance. The results of the study are as follows: 1. The work values of members with different educational background and tenure are not the same. 2. Work values correlates with team characteristics. 3. Team characteristics correlates with team performance. 4. Some work values correlate with team performance. 5. Team characteristics have an effect on team performance. 6. Work values have an effect on customer orientation and team confidence. 7. Process-oriented work values have an effect on team characteristics. 8. Goal-oriented work values have an effect on the improvement of team performance. 9. Process-oriented work values have an effect on work quality, work values and innovation factors.

Abstract This essay elaborates in a historical perspective on some controversies concerning the human rights conception. The reason why I take a historical perspective as my analytic standpoint lies in the essence of the human rights conception which is recognized as a human-made thing, rather than a natural phenomenon. In other words, the human rights conception is a kind of interpretation, knowledge and narrative. In this essay, I will firstly examine the main changes of philosophical and social conditions influencing the development and evolution of human rights conceptions. After a brief introduction of human rights conception, the following work of this essay is premised on the questions of what might be broadly termed ¡§universalism vs. relativism¡¨, ¡§individual rights vs. collective rights¡¨ and ¡§sovereignty vs. human rights¡¨. Accordingly, it is concerned with focusing scholarly attention on the place of diverse values and cultures in contemporary international society. Besides, I will take ¡§Asian value¡¨ as an object to embody those controversies mentioned above. Briefly speaking, there are four premises on which the ¡§Asian value¡¨ is founded, namely ¡§priority of the socio-economic rights over the politico-civil rights¡¨, ¡§priority of the cultural particularity over the universality of human rights¡¨, ¡§priority of individual rights over collective rights¡¨, and ¡§priority of sovereignty over human rights¡¨. Finally, I will examine the philosophical hermeneutics of Hans-Georg Gadamer. It is argued that the notion of the ¡§fusion of horizons¡¨, which Gadamer derives from the linguistic and nature and historicity of human existence, provides fruitful responses to those competing opinions outlined above. I suggest that an application of Gadamer¡¦s inspiring ideas opens the way to a more convergent and inclusive human rights conception.

Abstract While Taiwan Tobacco and Wine Bureau transformed into Taiwan Tobacco and Liquor Corporation, the first presidency was selected publicly to account for privatization by Executive Yuan. The new president proposed ¡u123¡vobjectives to be the targets and visions in privatization process. This study observed the influences of the emergent events during change process, analyzed the elements that influenced the objectives, finally proposed some management implications. Thus, there are three stages in this case study: (1) elected critical events in the change process, (2) build the model that influenced the objectives, (3) explored the feasible management action. We divided the change process into different phases, including initiating change , forming top level managers, proposing objectives of management, communicating the vision, creating new competitive advantages, launching new products and implementing social responsibilities. In the wake of 11 critical process events, the¡u123¡vobjectives was becoming impossible. We analyzed the influencing model which composed by three elements: (1) Executive and Legislative Yuan, (2) social and market, (3) employees and union. Furthermore, by in-depth interviewing with selected employees, we found that the success of privatizing transformation and the improvement of competitive advantage not only depend on management by objectives but also rely on the management by value. In summary, from external perspective, the real meaningful management action should focus on building the legitimacy and competitive advantages of corporation. On the other side, from the internal perspective, we suggest the participating management by objective and deep structural management by transferring the value of employee. To effective change management of privatization, we recommend that (1) predict and control only work for short term objectives, (2) the role of leader is the player of context, (3) the change of value is the critical factor of privatization.

This thesis is an exploratory one, which examines the relationship between Western influences (such as the media, education, work, travel, and friendships) and traditional values in South Korea (such as those related to family, social relationships, nationalism, social order, leisure time, work, religion and women’s issues). The relationship between these was investigated in light of modernization theories and Riesman’s stages of societal progress. Furthermore, a survey was conducted among 579 individuals from the younger and older generations in Seoul and Daegu, to determine the degree of Western influences among the generations, and the adherence to traditional values. It was found that the younger generation clearly had more exposure to Western influences, and also adhered much less to traditional values, while the opposite held true for the older generation. A case was made that South Korea’s unprecedented development following Independence opened the country, especially the younger generation, to influences from the West as they had never experienced before. The generation gap that came as a result of this is extreme, and without express effort to preserve those traditional values that have shaped Korean society for so long, there may be serious ramifications for Korean society in the future.

In the past, jobs in the financial industry were many people¡¦s top priority because they thought being financial specialists could make more money, have less workload, and enjoy relatively stable career path. However, this industry is recently facing big changes such as the subprime loan storm, merges and acquisitions of financial organizations, bankruptcies, hollowing out company's assets, etc. The impact on the macroeconomic environment and change of the financial system make financial specialists facing big challenges. The purpose of this research is to figure out the relativity of financial specialists¡¦ work values, job characteristics and job satisfaction. This research is sampling from financial service industry and 450 effective samples were collected. Among this research, factor analysis, reliability analysis, one-way ANOVA, analysis of variance, correlation, regression, and hierarchical regression analysis, etc were used. The finding shows that job characteristics have no interference on the link between work values and job satisfaction.

<p><strong>Purpose: </strong>The purpose of this thesis is to investigate Stena Metall’s values and how they are communicated within the organization.</p><p><strong>Background: </strong>In the Fall of 2008, the world was shocked by the worst financial crisis in decades. The crisis had deep effects on the Swedish economy, and many companies suffered heavily. The recycling and environmental service company Stena Metall experienced their first negative result in 30 years, and 900 employees had to leave the company. An action program, including an altered culture was established with the purpose to adapt the operations to the new business environmental conditions. Values, which are a part of the organizational culture, were decided to be an important part of the change. To implement these in the entire organization a well-structured communication process is needed. Within these subjects; values and communication, a qualitative study at Stena Metall has been conducted.</p><p><strong>Method: </strong>To fulfill the purpose, a qualitative method has been used. Thirteen interviews were conducted to collect data from different levels of the organization. The interviews were designed differently based on the employee’s level of responsibility in the organization. The theoretical framework used when analyzing the empirical material includes earlier research in the areas of culture, with emphasis on values, and communication.</p><p><strong>Conclusion: </strong>Two set of values have been identified, core values and aspiration values. The findings indicate a gap in the communicational process at Stena Metall. Part of the new information communicated about Stena Metall´s values is lost on its way from the management to the lower levels in the organization. The perception of what the values mean, both core and aspiration values, differs depending on level in the organization.</p>