Abstract The relationship between individual¡¦s life and work is highly correlative. Personal perception of work value and achievement becomes the critical factor that affects this relationship. This perception significantly interacts with individual¡¦s work ethics including attitude and behavior. Moreover, it impacts on individual¡¦s social conscience and contribution. This study aims at discovering work achievement for high-level managers in the information software (IS) industry. The research results show that first, regardless academic/work background or job contents, the high-level IS managers are concerned about the company¡¦s contribution to social causes, which they consider as a critical reference for their career development. Second, innovation is the key work value for the interviewed managers. Third, self fulfillment is the essential factor of work achievement for these high-level IS managers. Key Words: work achievement, work value

Abstract Due to the rapid growth of Taiwan enterprises in Mainland China these years, there is an increasing need for Taiwanese expatriates. In earlier days, only few people wanted to be assigned for working in China because of the worst political and living conditions. However, the situation is absolutely changed nowadays. More and more people volunteer to be allotted in China. Meanwhile, the motivation to work in China is not merely for fringe benefit or keeping the job. On the contrary, there are many Taiwanese settling families there f¡Cor their long-term career development. The phenomenon causes Taiwanese enterprises to ponder how to recruit the suitable expatriates and to reconsider the human resource strategy in China. Hence, we expect this research¡¦s result can not only help individuals to review their career plans but also provide companies ways to avoid failure by understanding the reasons why those employees strive to work in Mainland China. This study aims to examine the relationship between work values, personal characters, and career orientations of Taiwanese expatriates in Mainland China. Furthermore, it exploits immigrant intention as the moderate variable to distinguish the difference of career orientations. We conduct questionnaires in this survey to get widespread and universal conclusions. Besides, the qualitative research method will be adopted too. We will interview 5 to 8 Shanghai immigrants from Taiwan to complete this study. After Taiwan accession to World Trade Organization (WTO), the pressure of international competition has become more and more intense. How can we keep the ¡§economic miracle¡¨? To develop Taiwanese excellent human resources is the key to keep Taiwan competitive advantage. Needless to say, we need to realize employee¡¦s work values, personal characters and their career orientations, which can assist the organizations to design all the related human resources programs to optimize the manpower. This study tries to find out the different kinds of models about expatriates. Therefore, organizations can expand their business in overseas markets depending on their own demand to allocate the right person in the right place.

The purpose of this study is to explore the relationship of senior high school students¡¦ perception of work value and occupational selection. A cluster sampling is conducted to collect 528 8th graders from 7 senior high school students in Kaohsiung city . The valid response rate is 92.47%. In addition, 4 of students from 4 different schools are individually interviewed by this investigator in order to determine whether their paper and pencile responses are consistent with their actual perceptions. Finally, the hypotheses are tested through SPSS 15.0 statistical analyses. The results of the t-test, ANOVA, and regression reveal 11 major following findings: 1. There is non-significant gender difference on the scores of ¡§work value¡¨ and ¡§occupational selection¡¨¡Fwhereas girls¡¦¡Ascores on ¡§occupation environment & promotion¡¨ and ¡§work ensure¡¨ are significantly higher than those boy counterparts¡¦. 2. There is non-significant difference on the scores of ¡§work value¡¨ and ¡§occupational selection¡¨, while students¡Awho having different birth born order. 3. There is significant difference on the score of ¡§work of reputation and status¡¨, while studentsto obtain education degree levels. 4. There is significant difference on the score of ¡§occupation environment & promotion¡¨ and ¡§work ensure¡¨, while their fathers having different educational degree. 5. There is non-significance on the score of ¡§work value¡¨and ¡§occupational selection¡¨, while their mothers having different educational degree. 6. There is significant difference on the scores of ¡§work of independently & recreation¡¨ and ¡§work ensure¡¨, while students¡¦ studying in different style schools. 7. There is significant difference on the score of ¡§work value¡¨ , whereas there is non-significant difference on the score of ¡§occupational selection¡¨. 8. There is non-significant on the scores of ¡§work value¡¨ and ¡§occupational selection¡¨, while students having different academic achievement; whereas there is significant difference on the score of ¡§work reputation and status¡¨. 9. There is non-significant difference on the scores of ¡§work value¡¨ and ¡§occupational selection¡¨, while students with different task experiences. 10. The variables of students¡¦birth born order and self expectation to obtain education level and the score of ¡§work value¡¨ are together explained 35.2¢H of the variance of students¡¦¡Ainternal personality factor. 11.The variables of students¡¦ background, school style, birth born order, self expectation to obtain education level, and work value are together explained 24.3¢H of the variance of students¡¦ external environmental factor.

ABSTRACT Title¡GCross-Cultural comparison of work value and culture value between Australian and Chinese from China Pages: 82 total Author: Mr. Liao Cheng Hui Advisor: Professor Zhiao Bi Xiao In order to increasing the competitive advantage after joining WTO of both Taiwan and China¡Ahuman resources have been paid higher attention. The competition between companies will depend on which will have superior talents. Facing the globalize environment, we should understand the differences of work values and culture values between target countries. We took the questionnaires from Australian and Chinese working in Australia, also comparing with Chinese working in China in order to fit the cross-cultural research. Based on descriptive statistics analysis, factor analysis, reliability, path analysis and stepwise regression, our finding as as following¡G (6) Among personal characteristics, gender, age, job position, working years and level of education are significant to the variation of work value. (7) Among personal characteristics, gender, age, job position, working years and level of education are significant to the variation of culture value. (8) Among personal characteristics, age, job position, working years and level of education are significant to the variation of job involvement. (9) Nationality is significant to the variation of work value, culture value and job involvement. Comparing to Australian, Chinese (no matter working in Australia or in China) is with more constructive attitude in work value and job involvement. (10) Comparing to the country culture, there are deeper effects from enterprise culture to the employees in work value and job involvement.

Abstract The merging of business tax system to the National Tax Administrations on January 1.2003 is an opportunity to re-engineer their organization of the Local Tax Administrations. This research studies mainly the attitude response of tax officials at Tax Administration of Kaohsiung Metropolitan Government before its change. Data collection of this research was done by questionnaires filled in. Total questionnaires issued were 452,making survey of collecting 321 effective samples, the major conclusions were observed as follows¡G ¤@¡B Individual characteristics-sex, age, transferring status , position ,have significant differences on the cognition of organizational change. ¤G¡B Individual characteristics-sex, position, transferring status, marital status, children , have significant differences on the work value. ¤T¡BIndividual characteristics-sex, age transferring status, position, have significant differences on the attitude response toward organizational change. ¥|¡BAn obviously positive connection is extent between the three aspects of cognition toward organizational change and the two aspects of attitude response toward organizational change. ¤­¡BThe¡usocial status value¡v¡B¡upromotion value¡vin work value have a positive connection with an attitude towards supporting the organizational change. ¤»¡BThe¡ucognition of organizational structure ¡v¡B¡ucognition of influence over career and work¡v has strongest predictability in supporting and rejecting organizational change respectively. Keyword¡GOrganizational Change¡BLocal Tax¡BWork Value¡BCognition¡BAttitude Response

The thesis mainly studies, the relevant influential variables of the internal auditors¡¦ concentration on jobs and their efforts for the work, in consideration of the internal auditors¡¦ individual factors, which affect WV and JC; furthermore with an empirical survey and statistical analysis by SPSS program on the working attitude¡¦s influence on the JI and ITQ. The critical findings of the thesis are as follows: (1) Individual characteristics¡Ðsex, age, marrage, years of employment, reason of being an auditor, position, have obvious differentiations respectively on the partial dimensions of the internal auditors¡¦ WV. (2) Individual characteristics¡Ðage, marrage, education, years of being an auditor, reasons for being an auditor, position, certification of accounting/auditing, span of incremental salary, have obvious differentiations respectively on the partial dimensions of the internal auditors¡¦ JC. (3) Individual characteristics¡Ðage, years of employment, reasons for being an auditor, position, span of incremental salary, have obvious differentiations on the internal auditors¡¦ JI. (4) Individual characteristics¡Ðage, sex, years of employment, years of being an auditor, organization¡¦s capital amount, have obvious differentiations on the internal auditors¡¦ ITQ. (5) The whole WV have obviously positive correlation on internal auditor¡¦s JI. In details, the two dimensions of inner value and social status value have obviously positive effect with internal auditor¡¦s JI. (6) The whole JC have obviously positive correlation on internal auditor¡¦s JI. In details, except for task identity, the other four JCs have obviously positive effect with internal auditor¡¦s JI. (7) In order to decrease ITQ of the internal auditors, organization ought to upgrade the JI of internal auditor, especially put much emphasis on the compensation of the internal auditors; and directly expand the task variety and task proactiveness would also obviously decrease the internal auditor¡¦s ITQ. (8) In order to upgrade the internal auditors¡¦ JI or decrease their ITQ, the interaction of the different JC and individual WV would indicate the outcome of facilitation or suppression to main effects with interference.

SUMMARY The purpose of this study is to discuss the clinical nurse's work value, job satisfaction, organizational commitment and turnover intention at Tainan regional hospitals; compare the difference of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention by the variation of personal character and the variation of organization; and research for the interaction of clinical nurse's work value, job satisfaction, organizational commitment and turnover intention. The total 301 clinical nurses from three different hospitals are surveyed by the self-made questionnaire of clinical nurse's work value and turnover intention. The total 263 useful questionnaires are collected and analyzed by the statistical techniques including mean, proportion, correlation analysis, one-way ANOVA and regression analysis etc. The finding from this study provides the following information: 1.In the category of work value, the safe working environment and job pay have the highest score and the self-learning has the lowest score. In the category of job satisfaction, the management satisfaction is the best and the pay satisfaction is the worst. The recognition and devotion commitments are more important than the retention commitment in the category of organizational commitment. The average score for turnover intention is 15.26 (full marks is 25). 2.The substantial discrepancy in clinical nurse's work value, job satisfaction, organizational commitment and turnover intention exists in the result of the variation of organization. 3.The variation of personal character leads to the significant discrepancy in work value, job satisfaction, organizational commitment and turnover intention. 4.The job satisfaction results from the work value at government contracted-hospital. The organizational commitment results from the job satisfaction at all three hospitals. The turnover intention is under the influence of organizational commitment at city hospital, under the influence of job satisfaction and organizational commitment at Christian hospital and under the influence of work value and organizational commitment at government contracted-hospital. The conclusion from this study provides the hospital management with the concept how to limit the turnover intention in order to maintain the top competitive ability in medical business and provide the best service quality for the clients.

RD&E professionals will lead the direction of industries in Taiwan and also are the key factor of affecting business¡¦ survival in the future. This study explores the effects of RD&E professionals¡¦ work value, perfectionism, workaholism, and money ethic on professional commitment, pay satisfaction, and work performance. There are 1029 copies of valid samples obtained out of 2209 copies of bulk samples. The Pearson Correlation Analysis and the Blocked Regression Analysis are used to examine the hypotheses of this research and the findings of this study indicate that: 1. Work value, Perfectionism, Workaholism, and Money Ethic have a significant forecast ability on predicting dependent variables. 2. Work Value has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, pay satisfaction, and work performance. 3. Personal Standards has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, and work performance; Personal Standards has a significant negative influence on pay satisfaction. 4. Concern over Mistakes has a significant negative influence on the professional involvement, and work performance; Concern over Mistakes has a significant positive influence on the willingness to stay in the same profession. 5. Doubts about Actions has a significant negative influence on the willingness to stay in the same profession, and work performance; Doubts about Actions has a significant positive influence on the professional identification. 6. Parental Expectations has a significant positive influence on pay satisfaction. 7. Parental Criticism has a significant negative influence on the professional identification and involvement, and the willingness to stay in the same profession. 8. Non-Required Work has a significant positive influence on the professional identification and involvement, and work performance. 9. Control of Others has a significant positive influence on the professional identification and involvement, and work performance; Control of Others has a significant negative influence on the willingness to stay in the same profession. 10. Rich/Motivators has a significant negative influence on pay satisfaction, and work performance; Rich/Motivators has a significant positive influence on the professional involvement. 11. Making Money has a significant negative influence on the willingness to stay in the same profession; Making Money has a significant positive influence on the professional identification and involvement, and work performance. 12. Intrinsic Motivation has a significant positive influence on the professional identification, and pay satisfaction.

This qualitative study examined the social representations of work values among nine Swedish students of Generation Y. As the oldest working generation retires, the labor market requires a major adjustment. To facilitate the transition of Generation Y into the labor market requires employers’ knowledge of young peoples’ work values and vision of working life. Strong common values between participants were explained by social representations, which mean they had collective perceptions that were based on the similar influences that affect them as a group and have affected them during childhood. This qualitative study examined nine students who study at Jönköping University and are part of this new working generation. The result was generated by doing semi-structured interviews that was explored by a thematic analysis. The study foremost examined the social representations of the centrality of work, altruistic values, intrinsic values, extrinsic values, social values, leadership, and flexibility. Of the categories with associated factors measured, results showed for instance that development opportunities, social values and the variation of work were distinctive values among Generation Y graduates. Results also showed that balancing leisure with work was of great importance.

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