Abstract Peter Drucker (1999), a management master, points out that in the organizations of the 21st century, the most valuable assets of an organization are knowledge workers and the productivity of knowledge workers. Koch (1998) points out that exerting ¡§80/20 Principle¡¨ to find out core customers, investing resource and service on those rare mass-customers who can create most profits, and cultivating the relationship of long-term strategies are the effective ways to increase profits instead of continuously looking for new customers. Telecom industry plays a very important role in the development of Taiwan economy. It is really a crucial issue for this case corporation to focus on how to keep mass-customers in the competitive environment. The cost strengths of customer loyalty come from the factors of men and the outcomes of the long-term mutual interaction between customers and employees. The input of outstanding human resource is the main indicator deciding whether an enterprise possesses competitive strengths or not. The employees serving enterprise customers are the front-line representatives of this case corporation approaching enterprise customers. Outwardly, these employees represent their company, and it goes without saying that the quality and work performance of the employees are very important to the enterprise. The subject of the research is the present knowledge workers serving in the department of enterprise customers in this case corporation. Through the theories and concepts of literature review, the research uses individual attributes and knowledge workers¡¦ management strategies as the independent variables and core competencies as the intermediary variables to explore the relationship among individual attributes, knowledge workers¡¦ management strategies, core competencies and work performance. Among the totally mailed 603 questionnaires, there are 412 effective and available, and the effective return rate of questionnaires is 68.33%. After factor analysis, credibility analysis, variance analysis, correlation analysis and multi-regression analysis, here is the result of the research: 1. There is a positive significance among the research variables of the knowledge workers¡¦ management strategies, the degree of the possession of core competencies and work performance. 2. There is a positive significance between the knowledge workers¡¦ management strategies and the degree of the possession of core competencies: for example, ¡§team encouragement¡¨ has the positive effect on ¡§interpersonal competency,¡¨ ¡§attitude competency,¡¨ and ¡§profession competency,¡¨ and ¡§company learning commitment¡¨ has the effect on ¡§profession competency.¡¨ 3. There is a positive significance between the degree of the possession of core competencies and work performance: for example, ¡§interpersonal competency¡¨ and ¡§profession competency¡¨ significantly have the positive effect on ¡§task performance,¡¨ and ¡§interpersonal competency,¡¨ ¡§attitude competency¡¨ and ¡§profession competency¡¨ all significantly have the positive effect on ¡§contextual performance.¡¨ 4. There is a positive significance between the knowledge workers¡¦ management strategies and work performance: for example, ¡§knowledge leadership¡¨ and ¡§company learning commitment¡¨ significantly have the positive effect on ¡§task performance,¡¨ and ¡§knowledge leadership¡¨ and ¡§team encouragement¡¨ significantly have the positive effect on ¡§contextual performance.¡¨ 5. The knowledge workers¡¦ management strategies have an influence on work performance through the intermediary variables, core competencies: for example, ¡§company learning commitment¡¨ indirectly influences ¡§task performance¡¨ through the intermediary variables ¡§profession competency¡¨ and ¡§team encouragement¡¨ indirectly influence ¡§contextual performance¡¨ through the intermediary variables ¡§interpersonal competency,¡¨ ¡§attitude competency¡¨ and ¡§profession competency.¡¨

In the era of knowledge economy, human capital is the important capital which enterprise can rely on and maintain the competitiveness, and also the source of power for continuous innovation. To stimulate the working intention of knowledge worker is one of the important tasks for an enterprise to elaborate their human capital. This paper investigates the Biotechnology industry in order to understand that how the presentation of human capital in this knowledge intensive industry affects the innovation performance through the knowledge worker management. By the empirical data and statistic analysis in this paper, the findings are as below: I.The aspects of human capital are: the executives¡¦ direction ability of vision supervisors, the entrepreneurship of employees, the investment and exploitation in human capital, and excellent hire. II.The aspects of knowledge worker management are: the leadership of knowledge, the working styles with challenge, the plan of employees¡¦ development, organic designs of work, reasonable evaluation of performance, and the promotion of knowledge exchange. III.The aspects of innovation performance are: innovation of product and innovation of manufacture. IV.The influences of human capital on innovation performance. 1.The executives¡¦ direction ability of vision supervisors and the investment and exploitation of human capital both have significant positive effects on the innovation of products. Among which the investment and exploitation of human capital effects more than the executives¡¦ direction ability of vision supervisors does. 2.The entrepreneurship of employees has a significant negative effect on the innovation of products; the excellent hire has no significant effect. 3.The executives¡¦ direction ability of vision supervisors and the investment and exploitation of human capital both have significant positive effects on the innovation of manufacture. Among which the investment and exploitation of human capital effects more than the executives¡¦ direction ability of vision supervisors does. 4.The entrepreneurship of employees and excellent hire has no significant effect on the innovation of manufacture. V.The moderating effects on innovation performance from the interaction of human capital and knowledge worker management. 1.The interactions of excellent hire and leadership of knowledge, the working styles with challenge, and reasonable evaluation of performance have significant positive effect on innovation of products. 2.The interaction of the executives¡¦ direction ability of vision supervisors and organic designs of work has significant negative effect on innovation of products. 3.The interaction of the investment and exploitation of human capital and organic designs of work has significant positive effect on innovation of products. 4.The interaction of excellent hire and the plane of employees¡¦ development has significant positive effect on innovation of manufacture. 5.The interaction of the investment and exploitation of human capital and reasonable evaluation of performance has significant negative effect on innovation of manufacture. 6.The interaction of the executives¡¦ direction ability of vision supervisors and the promotion of knowledge exchange has significant positive effect on innovation of manufacture. 7.The interaction of the entrepreneurship of employees and the promotion of knowledge exchange has significant negative effect on innovation of manufacture.

Abstract This text, referred to the manpower survey data in 1991 & 2003 obtained from the Accounting & Statistics Department, is aimed at making a study of the trend on the switch of occupation before and after the rise of the Knowledge-based Economy Age. The employees, having experiences of switch, are chosen from the data of the Accounting & Statistic Department for ongoing intersecting analysis of before and after their switch. This research has found that the turnover of occupation/profession, within the time before development of the knowledge-based economy Age of 1991, has been prone to the mass-labor industries, such as traditional manufacture, construction and etc. Amid those labor mobility, industries which having failing net turnover rate of 2003, include the ones of ¡§Professional, Scientific and Technical services¡¨ and ¡§Cultural, Sporting and Recreational Services.¡¨ It shows that Taiwan is appropriate to a new market with reconstructed labor and reacts clearly in that the supply of employees were not quick enough to catch reshuffled employment market. Possessing the first and second place among those industries are that ¡§Technicians and related¡¨ and ¡§Machine Operators & Fabricator¡¨ that are failing on the net turnover rate, are well in parallel with two industries of ¡§Construction¡¨ & ¡§Real Estate and Rental and Leasing ¡§ that are keeping minus on the net turnover rate. Furthermore, it shows that the traditional mass-labor industries have entailed labor to flow outward massively. The labor released from swift labor restructure is the major reason what causing the massive number of unemployment in the labor market. In the past twelve years, the structure of occupation of Taiwan¡¦s employees is changed from mass-labor to mass-technique, and developed toward the service-industry steadily. The dominant phenomenon existing together in current labor market are that both unemployment and insufficiency of labor.

Under the tendency of globalization and internationalization, enterprises adopt flexible employment strategy to pursue the best economical benefits and cope with quick changing business environment to maintain market competition ability, which also facilitate the change of structure in labor market. Facing the keen competition and quick changes in the internal and external environment, the introduction and usage of labor dispatching has gradually become an important HR strategy to improve competition ability in Taiwan enterprises. Under the interactions of various internal and external environmental factors, what is the influence among dispatched agency, user enterprise and dispatched worker? What is the future trend of labor dispatching? Therefore, this research made in-depth interviews with 4 dispatched agencies to realize the profile of the labor dispatching mode, and then issued 51 questionnaires to dispatched agencies that really engaged in the business; in which 35 were returned with a return rate of 68.63%. Then the relationship between each variable was discussed through descriptive statistic, cross-tables, one-way ANOVA, correlation analysis and regression analysis. Finally was to conclude results of interview and questionnaire to get present profile of labor dispatching in Taiwan, then analyzed and compared the changing mode of labor dispatching in these 5 years. Findings of this research are as follows: 1. Providing user enterprises with repeat dispatched workers, dispatched workers turn into full-time employees of the user enterprise, providing user enterprise on site service, and establishing dispatched agency in the business group have gradually become the new tendency of HR dispatching mode in Taiwan. 2. The turnover rate of dispatched worker is related to the classification of ¡§registered temp¡¨ or ¡§constant hire¡¨. 3. Providing user enterprises with repeat dispatched workers has positive correlation with the business performance variation of the dispatched agency, i.e., the more repeating workers were provided, dispatched agency got the better business amount. 4. Foreign-ownership company has significant influence on the change of business amount of the dispatched agency in the past year. 5. There are significant differences of dispatched agency¡¦s business variation between financial industry and insurance industry, and non-financial industry and insurance industry. 6. Whether the dispatched agency is established by the business group has significant influence on the dispatched agency¡¦s business amount variation in the past year. 7. The execution of new labor retirement law and the pass of labor dispatching law in the future have positive influence on the labor dispatching business amount variation. 8. The labor dispatching mode of these five years in Taiwan has significant difference no matter in HR management practices, such as dispatched worker¡¦s background, recruit channel, salary, welfare, performance assessment, or the reason for user enterprise to use dispatched worker, compliant from user enterprise, and difficulty encountered while executing dispatched business by the dispatched agency.

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

With the takeoff economy in 1980¡¦s, which we call ¡§the era of economy miracle¡¨, many working opportunities boomed at that time in Taiwan. Plus the prevalent education and the low birth rate has stagnated the growth of labors which resulted in more and more mid-sized companies feel the shortage of labor force. In view of those factors, government has approved importing foreign workers for the first time in the year of 1989. Since those foreign workers come from different countries where cultures have dissimilarities from those in Taiwan, while managing those workers, different cultural backgrounds, religions, values and customs need to be taken into account. The purpose of this paper is to study foreign worker management under national cultural dimensional perspective. The respondents are Taiwanese and Filipino entry level workers from ASE (Advanced semiconductor Engineering Group), the world's largest provider of independent semiconductor manufacturing services in assembly and test. located in NEPZ (Nantze Economic Processing Zone). The research methodology I used is a re-fined paper questionnaire based on Hofstede¡¦s international attitude survey which was revised by Lu Long-Chuan to incorporate a much more suitable questions for industries, From the results, we know that different management should be applied to foreign workers who have different cultures from Taiwanese. Filipino workers have higher mean on ¡§Power distance¡¨, ¡§Masculinity¡¨, and ¡§Individualism¡¨, and Taiwanese workers have higher mean on ¡§Uncertainty avoidance¡¨ and ¡§Long term orientation¡¨. The higher mean, the higher inclination to each dimension. By incorporating those dimension inclinations with living management and working management, plus the interviews, I came up with improved management for employers¡¦ references.

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.

This study focuses on contractors of petrochemical companies in Kaohsiung. It tries to understand the working conditions of contractors¡¦ workers and practices of human resource management of contractors. After interviewing and surveying to on-the-spot directors in petrochemical factories, contractors, and their employees, we found the following results: The characteristics of petrochemical factories using contractors are specialized field, labor service outsourcing, and regular practice. Short of labor and lack of specialization are the major reasons for using contractors. Advantages of using contractors for the most part are efficiency, employment cost, and employment flexibility. On the other hand, disadvantages are low safety consciousness, hard to manage, poor work quality, and high turnover rate of contractors' workers. On the working status of contractors, they undertake many contracted projects simultaneously, and deliver projects over to subcontractor (nearly 30%). The contents of contracted projects are extensive, and the main type is technical work (nearly 75%). Due to contracted periods differ in length, these projects are very unpredictable ,which pushes contractors employ temps to cope with high turnover rate. Contractors hire temps more than permanent workers on average (1.2 times). There are 80% contractors use temps, and the major reason is to meet working demand, the next is financial consideration. That temps have more variations on working contents and places reveals they face higher working uncertainties than permanent workers do. Besides, those temps' income source and average salary are lower than permanent significantly. That shows their economic pressure is higher. They have no job security, so their job satisfaction are lower, and attitude about future are pessimistic. This research also found that job functions, contracting experience, and contracting quantity of contractors would affect their tendency of using temps based on logistic regression analyses. On the human resource management aspects of contractors, most contractors use temps hiring as a way of screening and recruiting formal employees. It is different on recruiting temps and permanent workers. With regard to the source of temps, contractors mostly depend on social network; about 15% were through dispatching labor agency. The educational background of temps is lower, and contractors assign miscellaneous jobs to them mainly. Cleaning and carrying are the next. Most temps have worse fringe benefits (such as labor insurance, health insurance, group life insurance, working bonus, special vacations, etc.). There are 20%~30% workers of contractors have no labor and health insurance, and about 50 % workers have no accident insurance in this high risk area. Considering two facts about temps, high turnover rate and easiness of replacement, the job security of temps is worse. Overall, workers' conditions of contractors were not good at all in this study. It is obvious that they are in greet need of intervention and protection of government, especially in working conditions. On the aspect of risk of about occupational safety, petrochemical factories benefited from contracting but it also raise their safety risk. The accidental rate of contractors is 80%, and temps' is higher than permanent workers¡¦. This kind of fact is also shown in contractors' attitude. They think workers should be responsible for accident. This phenomenon reveal that labor safety and hygiene here is still worth striving.

ABSTRACT The employees of Chunghwa Telecom, in their fighting against the amendment of Three Telecom Laws in 1995, set up a claim of Industrial Democracy and demanded there must be union¡¦s representatives in the company¡¦s Board of Directors, as has caused wide discussion in the society. On June 30th, 2000, Chunghwa Telecom Workers¡¦ Union¡]CTWU¡^successfully lobbied the Congress to pass ¡§The Amendment of the 35th Article of the State-run Enterprises Management Law¡¨, in which there is a mandate which says ¡§There must be at least one-fifth members of the company¡¦s BOD in a state-run enterprises nominated by the union¡¨. Such a drastic change enables laborers to share the management decision power, as has great influence on not only future labor and management mutual reactions as well as the conception of labor value, but also the management of the company. It¡¦s an Era of knowledgeable economy. In Taiwan, after the implementation of political democracy, calls for social democracy and economic democracy have become louder. From the 928 teachers demonstration parade, proposing to organize teachers union and asking rights to negotiate, till the Congress passed the Law of ¡§Association of Public Officials¡¨, which successfully got the Ministry of Civil Service under the Examination Yuan to initiate the first Association of Public Officials on January 15th in the year 2003. In the future, the Association of Public Officials can be gifted with the power to negotiate with the Government on related labor conditions of public officials. The relationship between public officials and the government has turned from extraordinary power relations into official duty relations pursuant to the Public Law. This tendency is very similar to that in an enterprise, which emphasizes the involvement of employees and advocates the labor-management relations to be partnership rather than subordination. This concept is sort of the Civil Society emphasized by European industrialized nations, as also complies with the Post-Materialism tide. Therefore, the researcher thinks that Taiwan has moved from political autocracy to democracy, and the society has stepped from door-shut into door-open. The economy has also adjusted from monopolization to liberalization. All the variation is the process of sharing democracy and also a proof of the improvement in Taiwan¡¦s special labor rights. This research is based upon the actual processes of the CTWU¡¦s struggling industrial democracy. By virtue of related reports, the researcher has got involved personally observing and discussing with specialists and union leaders and then made a systematic analysis and conclusion. The researcher intends to talk over the positive value practicability in which the state-run enterprises labor and management can obtain a realization of being in the same boat through the industrial democracy. According to this research, it is hoped that people can examine which way is right in managing a union so as to give suggestions to future non-profit organization¡¦s development and labor-management relationship. From this research, it is found that according to reports, the foundation of the industrial democracy of the European developed countries comes from the enthusiastic support of laborers and the strong power of labor movement and labor unions, as can thus turned the industrial democracy into political implementation. In Taiwan, not only there is no powerful labor movement and labor unions to support the industrial democracy, but also there is a conception that the industrial democracy is the Pandora¡¦s box of union¡¦s power conflict and union leaders jumping board. This phenomenon reveals the special political environment and the leaping democratic structure in Taiwan. Therefore, how is the system of industrial democracy carried out not only in state-run enterprises but also gradually in the private enterprises though the social, union and laborers supporting power are weak? The research suggests that labor side, management side and the government should continue mutual dialogues in an open-minded attitude and try to organize with the spirit of company¡¦s management to get a triple win result.

This study examined the influence of social workers placed at the elementary school level, who work with low-socioeconomic families. The intent of the study was to examine the role of the social worker, at identified Title I elementary schools, on parent involvement. Research Question 1 asked, "What influence do the family specialists have in family involvement as reported by parents and family specialists at the identified Title I elementary schools in the North East ISD, in San Antonio, Texas?" The results of this study strongly support that the family specialist on the campus did have a positive influence on parents getting involved at their child's school. Research Question 2 asked, "What selected variables influence parental involvement as reported by parents and family specialists, who are participants of the Parent Academy at the selected Title I elementary schools in the North East ISD, in San Antonio, Texas?" The results of this study strongly supported that the variables of open communication between home and school and the school being inviting to parents are positive factors in getting parents involved. Research Question 3 asked, "What influence do community agencies have in assisting with the needs of families, as reported on the end-of-year summary sheets by the family specialists at the selected Title I elementary schools in the North East ISD, in San Antonio, Texas?" The results of this study showed that data procedures were inconsistent among the family specialists in the North East ISD. Data concerning the use of social service agencies was incomplete. No standard procedures are in place for tracking services provided to families. Research Question 4 asked, "What influence do parents have on determining the classes set forth for the Parent Academy, as reported by the parents and family specialists who are participants of the Parent Academy at the selected Title I elementary campuses in the North East ISD in San Antonio, Texas?" The results of this study strongly suggested that both parents and family specialists feel the parents have a voice in choosing the classes provided for them by the family specialists.