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subject:(Resorts Employees Job satisfaction ) – OATD
 You searched for subject:(Resorts Employees Job satisfaction ). Showing records 1 – 30 of 904 total matches.
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 1. Wu, Shan-hua. Personality, job satisfaction, and turnover intention of part-time employees: a study of coffee chains.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0616110-193037
 ► The purpose of this study is to find the relationship among personality, job satisfaction, and turnover intention of part-time employees in coffee chains, and verifying... (more)
 ▼ The purpose of this study is to find the relationship among personality, job satisfaction, and turnover intention of part-time employees in coffee chains, and verifying the mediating effects of job satisfaction on the relationship between personality and turnover intention. It tested hypotheses through questionnaire. By the convenience sampling method, 131 returned questionnaires in total were regarded as valid (80.86% response rate). The findings have been summarized as the following: 1. Employees whose personality was more agreeable, more extraverted or less conscientious tended to have more turnover intention. 2. Employees with higher satisfaction at pay, promotions and supervision were prone to have lower turnover intention. 3. Employees with agreeableness personality had higher satisfaction at the work itself, coworkers and supervision. Employees with extraversion personality had lower satisfaction at promotions, coworkers and supervision. Employees with conscientiousness personality had higher satisfaction at pay and coworkers. 4. The satisfaction at supervision has partly mediating effects between agreeableness and turnover intention. The satisfaction at pay has partly mediating effects between conscientiousness and turnover intention. And the satisfaction at pay and supervision does act as a mediator between extraversion and turnover intention. Advisors/Committee Members: Stephen D. Tsai (chair), H. Jason Huang (committee member), Iuan-yuan Lu (chair).
 Subjects/Keywords: Turnover Intention; Job Satisfaction; Personality; Part-time Employees; Coffee Chains
 Wu, S. (2010). Personality, job satisfaction, and turnover intention of part-time employees: a study of coffee chains. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0616110-193037
 Wu, Shan-hua. “Personality, job satisfaction, and turnover intention of part-time employees: a study of coffee chains.” 2010. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0616110-193037.
 Wu, Shan-hua. “Personality, job satisfaction, and turnover intention of part-time employees: a study of coffee chains.” 2010. Web. 28 Feb 2020.
 Wu S. Personality, job satisfaction, and turnover intention of part-time employees: a study of coffee chains. [Internet] [Thesis]. NSYSU; 2010. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0616110-193037.
 Wu S. Personality, job satisfaction, and turnover intention of part-time employees: a study of coffee chains. [Thesis]. NSYSU; 2010. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0616110-193037
 2. Prenskaja, Irena. Darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis.
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120703_141313-98851 ;
 Magistro baigiamajame darbe įvertinti „Valstybinės teismo psichiatrijos tarnybos prie Sveikatos apsaugos ministerijos“ darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis, iškeltos darbuotojų motyvacijos problemos sunkmečiu bei pateikti... (more)
 Magistro baigiamajame darbe įvertinti „Valstybinės teismo psichiatrijos tarnybos prie Sveikatos apsaugos ministerijos“ darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis, iškeltos darbuotojų motyvacijos problemos sunkmečiu bei pateikti siūlymai kaip šias problemas spręsti. Teorinėje darbo dalyje pateikiamos motyvacijos, poreikių, motyvų, darbo motyvacijos ir motyvavimo sampratos; pagrindžiama motyvacijos svarba ir nauda, viešojo sektoriaus darbuotojų motyvacijos praktinė reikšmė; atskleidžiama ekonominės krizės įtaka darbuotojų motyvacijai ir analizuojami darbuotojus motyvuojantys veiksniai sunkmečiu, taip pat aprašomos bei vertinamos darbuotojų motyvavimo sistemos, modeliai. Empirinėje dalyje aprašoma tyrimo metodologija, „Valstybinėje teismo psichiatrijos tarnyboje prie Sveikatos apsaugos ministerijos“ atlikto tyrimo analizė, pateikiamas tyrimo apibendrinimas ir modeliuojamas minėtos tarnybos darbuotojų motyvavimo modelis ekonominės krizės sąlygomis. Apibendrinus gautus rezultatus konstatuojama, jog ekonominės krizės sąlygomis vyksta darbuotojų motyvacijos pokyčiai, tačiau „Valstybinėje teismo psichiatrijos tarnyboje prie Sveikatos apsaugos ministerijos“ pasikeitusiems personalo poreikiams nėra skiriamas pakankamas dėmesys, nėra sukurta pagrįsta ir efektyvi darbuotojų motyvavimo sistema, todėl siūlomas minėtos tarnybos darbuotojų motyvavimo modelis, atitinkantis darbuotojų poreikius ekonominės krizės sąlygomis.
 In this Final Master Thesis, the changes in employee motivation of "State Psychiatry Department of the Ministry of Health" in the aftermath of economical crisis had been evaluated, and also the solutions to these problems had been suggested. The theoretical part provides the motivation needs, motives, work motivation and the concept of motivation, justifies the importance and benefits of motivating public sector employees and it's practical significance; reveals the impact of economic crisis on employee motivation and staff motivating, changes of motivate factors in difficult times are analyzed, as well as a description and assessment of staff motivation system, models. In the second part, the research methodology and analysis, performed in "State Psychiatry Department of the Ministry of Health" are described; a summary of the study and simulation of the service employees' motivation model during the economic crisis is presented. The third section includes summarizing the findings stated that when the economic crisis is going on, employee motivation changes, however, the „State Forensic Psychiatry Department of the Ministry of Health" does not give sufficient attention to the changed personnel needs, does not create an effective motivation system based on employees. The service model of employee motivation, corresponding to the needs of workers during economic crisis is presented.
 Advisors/Committee Members: Raišienė, Agota Giedrė (Master’s thesis supervisor), Vilkė, Rita (Master’s thesis reviewer), Plikynas, Darius (Master’s degree committee chair), Kaziliūnas, Adolfas (Master’s degree committee member), Vanagas, Ramūnas (Master’s degree committee member), Čiužas, Renaldas (Master’s degree committee member), Grundey, Dainora (Master’s degree committee member), Monkevičius, Algirdas (Master’s degree committee member).
 Subjects/Keywords: Darbuotojų motyvacija; Darbuotojų motyvavimas; Pasitenkinimas darbu; Employee motivation; Motivating employees; Job satisfaction
 Prenskaja, Irena. (2012). Darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis . (Masters Thesis). Mykolas Romeris University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120703_141313-98851 ;
 Prenskaja, Irena. “Darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis.” 2012. Masters Thesis, Mykolas Romeris University. Accessed February 28, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120703_141313-98851 ;.
 Prenskaja, Irena. “Darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis.” 2012. Web. 28 Feb 2020.
 Prenskaja, Irena. Darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis. [Internet] [Masters thesis]. Mykolas Romeris University; 2012. [cited 2020 Feb 28]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120703_141313-98851 ;.
 Prenskaja, Irena. Darbuotojų motyvacijos pokyčiai ekonominės krizės sąlygomis. [Masters Thesis]. Mykolas Romeris University; 2012. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120703_141313-98851 ;
 3. Vildžiūnaitė, Audronė. Vidinės – išorinės darbo motyvacijos švietimo organizacijose įvertinimas ir formavimo galimybės (Ukmergės mokyklų pavyzdžiu).
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_081341-73227 ;
 Darbuotojų motyvavimas yra vienas pagrindinių ir reikšmingiausių organizacijos vadybos vertybių. Tyrimo tikslas — įvertinti švietimo organizacijų darbuotojų vidinės ir išorinės motyvacijos lygį, šias motyvacijas formuojančius... (more)
 Darbuotojų motyvavimas yra vienas pagrindinių ir reikšmingiausių organizacijos vadybos vertybių. Tyrimo tikslas — įvertinti švietimo organizacijų darbuotojų vidinės ir išorinės motyvacijos lygį, šias motyvacijas formuojančius veiksnius bei parengti motyvacijos modelį. Atlikta anketinė apklausa Ukmergės Dukstynos pagrindinėje mokykloje ir A. Smetonos bei J. Basanavičiaus gimnazijose. Iš viso apklausta 102 respondentai: 51 respondentas iš gimnazijų ir 51 – iš pagrindinės mokyklos. Darbe aptarti švietimo organizacijų darbuotojų vidinės ir išorinės motyvacijos tyrimo aspektai leidžia teigti, kad švietimo organizacijų darbuotojų vidinė motyvacija yra aukštesnė už išorinę. Išaiškinta, kad darbuotojų motyvacijos lygį įtakoja jų amžius, bendras darbo stažas, išsilavinimas, kvalifikacija, šeimyninė padėtis. Didėjant mokytojų amžiui ir stažui, vidinė motyvacija mažėja, o išorinė – šiek tiek didėja arba išlieka pastovi. Vidinė ir išorinė motyvacija susijusi su darbuotojų pasitenkinimu darbu. Mokyklų vadovai turėtų skirti didesnį dėmesį mokytojų motyvavimui, vertybių, nuostatų formavimui.
 Motivation plays a critical role in management of an organization. It is fundamental to management process of an organization. The aim of the research is to assess personnel’s intrinsic and extrinsic motivation in educational establishments and to create the model of work motivation. Providences and generalizations are formulated based on assessment of personnel’s motivation in educational establishments in Ukmergė. A questionnaire survey was conducted at Dukstynos Basic School, Antanas Smetona and Jonas Basanavičius gymnasiums. 102 respondents were included in the survey: 51 respondents were from Dukstynos Basic School and 51 respondents were from gymnasiums. Aspects of the motivation study suggest that school personnel‘s intrinsic motivation level is higher than extrinsic motivation. It is clear that employees‘ level of motivation depends on age, previous experience, educational level, qualification, family status. High levels of intrinsic motivation are observed among younger employees; older employees have higher level of extrinsic motivation or it remains the same. Intrinsic and extrinsic motivation positively correlates with job satisfaction. Managers should pay more attention to formation of teachers’ values and attitudes.
 Advisors/Committee Members: Pacevičius, Jonas (Master’s thesis supervisor), Garalis, Algirdas (Master’s thesis reviewer), Pabedinskaitė, Arnoldina (Master’s degree committee chair), Švagždienė, Biruta (Master’s degree committee member), Žičkienė, Skaidrė (Master’s degree committee member), Ališauskas, Kęstutis (Master’s degree committee member), Petukienė, Evandželina (Master’s degree committee member), Kasperavičienė, Rita (Master’s degree session secretary).
 Subjects/Keywords: Vidinė-išorinė motyvacija; Pasitenkinimas darbu; Motyvavimo modelis; Darbuotojų skatinimas; Intrinsic and extrinsic motivation; Job satisfaction; Model of motivation; Employees‘ promotion
 Vildžiūnaitė, Audronė. (2011). Vidinės – išorinės darbo motyvacijos švietimo organizacijose įvertinimas ir formavimo galimybės (Ukmergės mokyklų pavyzdžiu) . (Masters Thesis). Siauliai University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_081341-73227 ;
 Vildžiūnaitė, Audronė. “Vidinės – išorinės darbo motyvacijos švietimo organizacijose įvertinimas ir formavimo galimybės (Ukmergės mokyklų pavyzdžiu).” 2011. Masters Thesis, Siauliai University. Accessed February 28, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_081341-73227 ;.
 Vildžiūnaitė, Audronė. “Vidinės – išorinės darbo motyvacijos švietimo organizacijose įvertinimas ir formavimo galimybės (Ukmergės mokyklų pavyzdžiu).” 2011. Web. 28 Feb 2020.
 Vildžiūnaitė, Audronė. Vidinės – išorinės darbo motyvacijos švietimo organizacijose įvertinimas ir formavimo galimybės (Ukmergės mokyklų pavyzdžiu). [Internet] [Masters thesis]. Siauliai University; 2011. [cited 2020 Feb 28]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_081341-73227 ;.
 Vildžiūnaitė, Audronė. Vidinės – išorinės darbo motyvacijos švietimo organizacijose įvertinimas ir formavimo galimybės (Ukmergės mokyklų pavyzdžiu). [Masters Thesis]. Siauliai University; 2011. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_081341-73227 ;
 4. Tseng, Yun-Mei. The research on Motivation factor and Job satisfaction of CRM - A Case Study of S Bank.
 Tseng, Yun-Mei. “The research on Motivation factor and Job satisfaction of CRM - A Case Study of S Bank.” 2013. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0506113-135256.
 Tseng, Yun-Mei. “The research on Motivation factor and Job satisfaction of CRM - A Case Study of S Bank.” 2013. Web. 28 Feb 2020.
 Tseng Y. The research on Motivation factor and Job satisfaction of CRM - A Case Study of S Bank. [Internet] [Thesis]. NSYSU; 2013. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0506113-135256.
 5. Hsieh, Yi-Ting. The Investigation of Correlations between Job Involvement and Job Satisfaction of Nursing Staff in a Psychiatric Teaching Hospital.
 Hsieh, Yi-Ting. “The Investigation of Correlations between Job Involvement and Job Satisfaction of Nursing Staff in a Psychiatric Teaching Hospital.” 2017. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0716117-114401.
 Hsieh, Yi-Ting. “The Investigation of Correlations between Job Involvement and Job Satisfaction of Nursing Staff in a Psychiatric Teaching Hospital.” 2017. Web. 28 Feb 2020.
 Hsieh Y. The Investigation of Correlations between Job Involvement and Job Satisfaction of Nursing Staff in a Psychiatric Teaching Hospital. [Internet] [Thesis]. NSYSU; 2017. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0716117-114401.
 6. HO , Yen-ting. The relationship among personality, job characteristics and job satisfaction: A study of Kaohsiung government.
 HO , Yen-ting. “The relationship among personality, job characteristics and job satisfaction: A study of Kaohsiung government.” 2016. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0711116-114647.
 HO , Yen-ting. “The relationship among personality, job characteristics and job satisfaction: A study of Kaohsiung government.” 2016. Web. 28 Feb 2020.
 HO Y. The relationship among personality, job characteristics and job satisfaction: A study of Kaohsiung government. [Internet] [Thesis]. NSYSU; 2016. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0711116-114647.
 7. Ganbold, Gantuya. Expatriates Job Satisfaction and Adaptation in Mongolia.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0128113-122441
 ► This paper examines the role of âforeign employeesâ received value of international experiencefor expatriation as an increasing knowledge about different society and overcoming thedifficulties through... (more)
 ▼ This paper examines the role of âforeign employeesâ received value of international experiencefor expatriation as an increasing knowledge about different society and overcoming thedifficulties through working environment. The thesis will deal how and why people come to Mongolia, what are the most problematic issues when living in Mongolia, and what other difficulties are encountered. Overall, the current study will attempt to indicate the alternatives as a recommendation empirically and theoretically. The current study is based on qualitative method, where the research dealt with four expatriates experience of working and living in Mongolia for over three to ten years. For example in 2004 The Number of Foreign Employees is twenty thousand seven hundred six, therefore nine thousand three hundred eighty eight employees are from Main land China which is the highest number of foreign employees in Mongolia. Although by 2010 The Number of Foreign Employees has increased to twenty six thousand seventy two, the number of employees from Main land China become thirteen thousand seven hundred fourteen. Overall, the current study is based on interviewing expatriates through email, instant chat conference and face to face to deliver relevant and reliable information to the study. In addition, the current study was rarely noticed in the literature area in the previous time, therefore the literature review and the guideline is embraced from the similar topics that are studied in the earlier researches and followed case study research method under the theory of life satisfaction, job satisfaction in terms of a new environmental influence towards intercultural adjustment at the organization. Therefore the factors influenced adaptation and job satisfaction.The study concluded the important factors that interfere expatriates job satisfaction versus intercultural adjustment and how it is embraced to their work roll and outcomes. Advisors/Committee Members: Shyr-Jer Chen (chair), I-Heng Chen (committee member), Liang-Chih Huang (chair).
 Subjects/Keywords: Expatriate; Mongolia; Job Satisfaction; Adaptation
 Ganbold, G. (2013). Expatriates Job Satisfaction and Adaptation in Mongolia . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0128113-122441
 Ganbold, Gantuya. “Expatriates Job Satisfaction and Adaptation in Mongolia.” 2013. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0128113-122441.
 Ganbold, Gantuya. “Expatriates Job Satisfaction and Adaptation in Mongolia.” 2013. Web. 28 Feb 2020.
 Ganbold G. Expatriates Job Satisfaction and Adaptation in Mongolia. [Internet] [Thesis]. NSYSU; 2013. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0128113-122441.
 Ganbold G. Expatriates Job Satisfaction and Adaptation in Mongolia. [Thesis]. NSYSU; 2013. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0128113-122441
 8. Krikštaponis, Alvydas. Darbuotojų pasitenkinimo darbu vertinimas (AB ,,Vienybė" pavyzdžiu).
 URL: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090828_134643-49518 ;
 Magistro darbe iškeltas tikslas įvertinti AB ,,Vienybė“ darbuotojų poreikius, jų patenkinimo lygį, pasitenkinimą darbu įtakojančius veiksnius. Suformuluota darbuotojų pasitenkinimo darbu lygio nustatymo problema, išanalizuoti ir... (more)
 Magistro darbe iškeltas tikslas įvertinti AB ,,Vienybė“ darbuotojų poreikius, jų patenkinimo lygį, pasitenkinimą darbu įtakojančius veiksnius. Suformuluota darbuotojų pasitenkinimo darbu lygio nustatymo problema, išanalizuoti ir susisteminti įvairių autorių teoriniai ir praktiniai darbuotojų pasitenkinimo darbu problemą analizuojantys šaltiniai, atliktas įmonės darbuotojų poreikių patenkinimo bei pasitenkinimą darbu įtakojančių išorinių veiksnių tyrimas, atlikta išsami šio tyrimo rezultatų analizė ir vertinimas. Ištirtos AB,,Vienybė“ darbuotojų nuostatos į jų darbą, nustatytas tiriamųjų asmenų bendras pasitenkinimas atskirais pasitenkinimą darbu formuojančiais veiksniais ir atliktas rezultatų įvertinimas. Patvirtinama prielaida, kad darbuotojų pasitenkinimas darbu priklauso nuo ivairių aplinkos veiksnių, kuriuos įmonės vadovai gali kontroliuoti ir keisti. Patvirtinta prielaida, kad AB,,Vienybė“ darbuotojų nepasitenkinimui darbu didžiausią įtaką turi darbuotojų požiūriu neteisingas jų darbo įvertinimas pinigine išraiška ir informacijos apie įmonės veiklą prieinamumo stoka. Pateiktos rekomendacijos įmonės vadovybei pasitenkinmo darbu lygio kėlimo užtikrinimui.
 In the given work the purpose to estimate need of employees AB,, Vienybe ", a level of their satisfaction and factors influencing on satisfaction is put forward by work. In the given work the problem of an establishment of a level of satisfaction is formulated by work, the analysis of various theoretical and practical works of the different authors analyzing a problem of satisfaction by work is made, researches of satisfaction of needs and on satisfaction are made by work of influencing external factors, the detailed analysis and an estimation of results of this research is carried out. The spirit of workers on worked is investigated by them, the general satisfaction of workers is established by the separate factors formulating satisfaction by work and the estimation of results is made. The assumption is confirmed, that the satisfaction work of workers of the enterprise depends on various external factors which there is an opportunity to supervise. The assumption is confirmed, that significant influence on dissatisfaction work of workers AB,, Vienybe " such factors as a wrong estimation of work in a monetary kind and have lack of the information on activity of firm. Recommendations are shown to a company management on increase in a level of pleasure by work at the enterprise.
 В данной работе выдвинута цель оценить потребности сотрудников АO ,,Vienybė“, уровень их удовлетворения и факторы влияющие на удовлетворение трудом. В данной работе сформулирована проблема установления уровня удовлетворения трудом, сделан анализ различных теоретических и практических работ разных авторов, анализирующих проблему удовлетворения трудом, сделаны исследования удовлетворения потребностей и на удовлетворение трудом влияющих внешних факторов, осуществлен детальный анализ и оценка результатов этого исследования. Исследован настрой работников на осуществляемую ими работу,...
 Advisors/Committee Members: Garalis, Algirdas (Master’s thesis supervisor), Kazlauskienė, Aušra (Master’s thesis reviewer), Merkys, Gediminas (Master’s degree committee chair), Pabedinskaitė, Arnoldina (Master’s degree committee member), Žičkienė, Skaidrė (Master’s degree committee member), Stoškus, Stasys (Master’s degree committee member), Tijūnaitienė, Rigita (Master’s degree committee member).
 Subjects/Keywords: Vadyba; Pasitenkinimas darbu; Personalo vadyba; Darbuotojų poreikiai; Management; Satisfaction in job; Management of the personnel; Needs of employees; Управление; Удовлетворение работой; Управление персоналом; Потребности служащих
 Krikštaponis, Alvydas. (2009). Darbuotojų pasitenkinimo darbu vertinimas (AB ,,Vienybė" pavyzdžiu) . (Masters Thesis). Siauliai University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090828_134643-49518 ;
 Krikštaponis, Alvydas. “Darbuotojų pasitenkinimo darbu vertinimas (AB ,,Vienybė" pavyzdžiu).” 2009. Masters Thesis, Siauliai University. Accessed February 28, 2020. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090828_134643-49518 ;.
 Krikštaponis, Alvydas. “Darbuotojų pasitenkinimo darbu vertinimas (AB ,,Vienybė" pavyzdžiu).” 2009. Web. 28 Feb 2020.
 Krikštaponis, Alvydas. Darbuotojų pasitenkinimo darbu vertinimas (AB ,,Vienybė" pavyzdžiu). [Internet] [Masters thesis]. Siauliai University; 2009. [cited 2020 Feb 28]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090828_134643-49518 ;.
 Krikštaponis, Alvydas. Darbuotojų pasitenkinimo darbu vertinimas (AB ,,Vienybė" pavyzdžiu). [Masters Thesis]. Siauliai University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090828_134643-49518 ;
 9. Hsiao, Hsiu-mei. A study on the influence of the staying employeesâ job insecurity and working attitude under corporate merger : Take C company as an example.
 Hsiao, Hsiu-mei. “A study on the influence of the staying employeesâ job insecurity and working attitude under corporate merger : Take C company as an example.” 2012. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0720112-193645.
 Hsiao, Hsiu-mei. “A study on the influence of the staying employeesâ job insecurity and working attitude under corporate merger : Take C company as an example.” 2012. Web. 28 Feb 2020.
 Hsiao H. A study on the influence of the staying employeesâ job insecurity and working attitude under corporate merger : Take C company as an example. [Internet] [Thesis]. NSYSU; 2012. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0720112-193645.
 10. Chao , Yi-Fang. A Study of the Influence of the Archivistsâ Job Characteristics and Job Satisfaction on the Job Performance in Penghu County.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624115-101532
 ► This study collected the information and opinions provided by the archivists in Penghu County, aiming to understand the relationship between their job characteristics, job satisfaction... (more)
 ▼ This study collected the information and opinions provided by the archivists in Penghu County, aiming to understand the relationship between their job characteristics, job satisfaction and their job performance, which, in terms of the results, is followed by suggestions that can be references for future management. ãThis study adopted questionnaires and depth interviews. The data collected from the questionnaires were further analyzes with the software âSpss 18.0â to create statistics analysis, reliability analysis, one-sample t-test, one-way anova, Pearson correlation analysis and regression analysis. 1.Part of the archivists in Penghu County with different basic backgrounds possessed significant differences upon the cognition toward job characteristics, job satisfaction and job performance. 2.There was a positive correlation between job characteristics, job satisfaction and job performance. 3.The change of job characteristics and job satisfaction had positive effect and outstanding prediction on job performance. ãBased on our findings, we make the following recommendations for the consideration of records management staff in Penghu County; directors of schools and organisations in Penghu County; and the National Archives Administration, National Development Council. Our aim is to effectively motivate records management staff to improve performance levels. 1.Recommendations for records management staff in Penghu County: Improve communication abilities, enhance professional knowledge and skills, and emphasize team-working and lifelong learning. 2.Recommendations for directors of schools and organisations in Penghu County: Strive for access to manpower and funding, encourage diversity, delegate where appropriate, mentor and retain talent, and support business initiatives. 3.Recommendations for the National Archives Administration, National Development Council: Expand learning pathways, modify awards systems, and clearly establish in order of priority in which hard copy records should be scanned. Advisors/Committee Members: Ji-Hwa Wu (committee member), Fuh-Yeong Kuan (committee member), Min-Poetry Chen (chair), Chyi-Lu Jang (chair).
 Subjects/Keywords: Job characteristics; Job satisfaction; Job performance; Archivist; Archives management
 Chao , Y. (2015). A Study of the Influence of the Archivistsâ Job Characteristics and Job Satisfaction on the Job Performance in Penghu County . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624115-101532
 Chao , Yi-Fang. “A Study of the Influence of the Archivistsâ Job Characteristics and Job Satisfaction on the Job Performance in Penghu County.” 2015. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624115-101532.
 Chao , Yi-Fang. “A Study of the Influence of the Archivistsâ Job Characteristics and Job Satisfaction on the Job Performance in Penghu County.” 2015. Web. 28 Feb 2020.
 Chao Y. A Study of the Influence of the Archivistsâ Job Characteristics and Job Satisfaction on the Job Performance in Penghu County. [Internet] [Thesis]. NSYSU; 2015. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624115-101532.
 Chao Y. A Study of the Influence of the Archivistsâ Job Characteristics and Job Satisfaction on the Job Performance in Penghu County. [Thesis]. NSYSU; 2015. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0624115-101532
 11. Yeh, Ming-tsang. A Study on the Relationship Among Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0701109-173505
 ► The purpose of this study was to explore the current conditions of personality traits, role stress and job satisfaction of the general affairs personnel at... (more)
 ▼ The purpose of this study was to explore the current conditions of personality traits, role stress and job satisfaction of the general affairs personnel 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 questionnaire survey with âQuestionnaire on Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City.â 215 general affairs personnel were randomly sampled from 54 junior high schools in Kaohsiung County and Kaohsiung City. Among the collected questionnaires, 198 were valid. The effective questionnaire was 92.1%. The collected data was analyzed by statistical methods, including mean, standard deviation, t-test, one way ANOVA, Pearsonâs product-moment correlation, Canonical correlation, and stepwise multiple regression analysis. Based on the analyzed results, the followings were concluded: 1. The overall role stress that general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City experience was above the norm. They suffered from Role Overloaded stress most. The stress of general affairs personnel was higher in school with12 classes or under than in school with 13 to 48 classes. 2. The overall personality traits of general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City were high intermediate. The level of Conscientiousness was the highest; the level of Emotional Stability of the general affairs personnel was higher in Kaohsiung County than in Kaohsiung City. 3. The overall job satisfaction of the general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City was high intermediate. The level of intrinsic satisfaction was the highest. 4. The overall role stress of the general affairs personnel working as section chiefs of purchase and maintenance was the highest. General affairs personnel with college degrees felt the most stress in the level of role ambiguity and role inability. The level of role inability of general affairs personnel working for 6-15 years was higher than that of general affairs personnel working for 26 years or more. 5. Among the general affairs personnel, the directors of general affairs who got high education and had worked for long years felt their overall personality traits were higher. 6. The directors of general affairs and section chiefs of documents and files had higher job satisfaction than the section chiefs of purchase and maintenance and the assistants. Section chiefs of cashier had higher satisfaction than the section chiefs of purchase and maintenance. 7. The lower personality traits of the general affairs personnel at junior high schools in Kaohsiung County and Kaohsiung City were, the higher role stress would show. The role stress didnât have much influence on the job satisfaction. The better personality traits were, the higher job satisfaction would show. That is, the lower role stress and the better... Advisors/Committee Members: Pailu Wu (chair), Chin-Ting CHENG (committee member), TSAI- FENG CHENG (chair).
 Subjects/Keywords: personality traits; role stress; job satisfaction
 Yeh, M. (2009). A Study on the Relationship Among Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0701109-173505
 Yeh, Ming-tsang. “A Study on the Relationship Among Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City.” 2009. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0701109-173505.
 Yeh, Ming-tsang. “A Study on the Relationship Among Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City.” 2009. Web. 28 Feb 2020.
 Yeh M. A Study on the Relationship Among Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City. [Internet] [Thesis]. NSYSU; 2009. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0701109-173505.
 Yeh M. A Study on the Relationship Among Personality Traits, Role Stress and Job Satisfaction of the General Affairs Personnel at Junior High Schools in Kaohsiung County and Kaohsiung City. [Thesis]. NSYSU; 2009. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0701109-173505
 12. Lo, Kuan-Tzu. The Effect of Employeesâ Job Satisfaction and Work Pressure on Turnover IntentionâFinancial Industry and Non-financial Industry as Organizational Variable.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0510111-175958
 ► This study was using a cross-level research framework and analysis of strategy to search the relationship between job satisfaction and turnover intention in non-financial sector... (more)
 ▼ This study was using a cross-level research framework and analysis of strategy to search the relationship between job satisfaction and turnover intention in non-financial sector and financial sector, and the effect in work pressure and the turnover intention. This research was using the method of questionaire survey with hierarchical linear model analysis, reliability analysis and factor analysis. Analysis showsï1⁄4 1.The higher job satisfaction, the lower turnover intention. 2.The higher work pressure, the higher turnover intention. 3. Industry category has mediating effects between job satisfaction and tornover intention. 4. Industry category does not have mediating effects between work pressure and tornover intention. According to the results of research, providing business managers in different industry category to increase employeesâ job satisfaction to decrease turnover intention,and turnover behavior will reduce. Advisors/Committee Members: none (chair), none (chair), none (committee member).
 Subjects/Keywords: job satisfaction; work pressure; tounover intention
 Lo, K. (2011). The Effect of Employeesâ Job Satisfaction and Work Pressure on Turnover IntentionâFinancial Industry and Non-financial Industry as Organizational Variable . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0510111-175958
 Lo, Kuan-Tzu. “The Effect of Employeesâ Job Satisfaction and Work Pressure on Turnover IntentionâFinancial Industry and Non-financial Industry as Organizational Variable.” 2011. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0510111-175958.
 Lo, Kuan-Tzu. “The Effect of Employeesâ Job Satisfaction and Work Pressure on Turnover IntentionâFinancial Industry and Non-financial Industry as Organizational Variable.” 2011. Web. 28 Feb 2020.
 Lo K. The Effect of Employeesâ Job Satisfaction and Work Pressure on Turnover IntentionâFinancial Industry and Non-financial Industry as Organizational Variable. [Internet] [Thesis]. NSYSU; 2011. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0510111-175958.
 Lo K. The Effect of Employeesâ Job Satisfaction and Work Pressure on Turnover IntentionâFinancial Industry and Non-financial Industry as Organizational Variable. [Thesis]. NSYSU; 2011. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0510111-175958
 13. Chen, Ya-lan. The study of Job satisfaction and turnover intentionï1⁄4the moderating effect of role conflict.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0805113-155837
 ► Opto-electrical industry is generally deemed as high-tech industry. Due to historical developments of high-tech industries in Taiwan, before joining the industry, âdirect staffâ (employees directly... (more)
 ▼ Opto-electrical industry is generally deemed as high-tech industry. Due to historical developments of high-tech industries in Taiwan, before joining the industry, âdirect staffâ (employees directly engaged in production process) often have high expectations on future career developments and benefits. However, after a while, some employees would get disappointed, and decide to resign with frustrations, creating the human resources loss. The company would then need to go through the recruiting and training cycle again and again, creating nightmares for the company managements. This research targets at the direct staff of âEâ opto-electrical company and studies the influences job satisfaction has on turnover intention, with ârole conflictâ as the the moderating effect. Questionnaires were handed out to the direct staff of E Company. Effective recovery rate was 74.82%. Analytic methods applied including descriptive statistics, reliability analysis, one-way anova, correlations analysis and regressions analysis. The findings indicated that job satisfaction has a significant negative correlation with resignation tendency, while conflict of roles weakens jobs satisfaction, resulting in higher resignation tendency. Through this research, we concluded that under the increasing competition in this industry, retaining talents is one of the necessary strategies to strengthen the competitiveness of the company. Therefore, effectively increasing employee job satisfaction is a necessity to achieve a win-win situation between the company and employees. Advisors/Committee Members: Shyh-jer Chen (committee member), Liang-Chih Huang (chair), Jin-Feng Uen (chair).
 Subjects/Keywords: turnover intention; role conflict; Job satisfaction
 Chen, Y. (2013). The study of Job satisfaction and turnover intentionï1⁄4the moderating effect of role conflict . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0805113-155837
 Chen, Ya-lan. “The study of Job satisfaction and turnover intentionï1⁄4the moderating effect of role conflict.” 2013. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0805113-155837.
 Chen, Ya-lan. “The study of Job satisfaction and turnover intentionï1⁄4the moderating effect of role conflict.” 2013. Web. 28 Feb 2020.
 Chen Y. The study of Job satisfaction and turnover intentionï1⁄4the moderating effect of role conflict. [Internet] [Thesis]. NSYSU; 2013. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0805113-155837.
 Chen Y. The study of Job satisfaction and turnover intentionï1⁄4the moderating effect of role conflict. [Thesis]. NSYSU; 2013. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0805113-155837
 14. Huang, Chin-Ping. The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC.
 Huang, Chin-Ping. “The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC.” 2014. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110114-124738.
 Huang, Chin-Ping. “The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC.” 2014. Web. 28 Feb 2020.
 Huang C. The study of job satisfaction, organizational commitment and turnover intention - a case of TIPC. [Internet] [Thesis]. NSYSU; 2014. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110114-124738.
 15. Wang, Li-cheng. A Study of Dangerous Equipment Producersâ Job Satisfaction.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0612113-103158
 ► Dangerous equipment producers are in order to manufacture the high stability quality and the legitimatize dangerous equipments, they must bear considerable duties. However, staffs' job... (more)
 ▼ Dangerous equipment producers are in order to manufacture the high stability quality and the legitimatize dangerous equipments, they must bear considerable duties. However, staffs' job satisfaction are getting smaller because of variety of unpleasant things during the work. The situation may cause those staffs to reduce their job involvement or responsibility, and then lead to occupational accidents. Thus, dangerous equipment producers' job satisfaction should be taken seriously. The purpose of this study is to investigate the awareness of the dangerous equipment producersâ job satisfaction whether there are differences or not. Therefore, the dangerous equipment manufacturing industries were sampled and surveyed with their staff's' job satisfaction that were identified based on âMaslow's Hierarchy of Needsâ, including âPhysiological Needsâ, âSafety Needsâ, âSocial Needsâ, âEsteem Needsâ, and âSelf-actualization Needsâ. In addition, a Ridit Analysis was employed to compare the five needs satisfaction of the job satisfaction. The statistical analyses had concluded as followedï1⁄4 1. The differences in social-demographic data of Dangerous equipment producers had significant differences on their awareness of job satisfaction. 2. âPhysiological Needsâ was perceived as the most satisfied awareness, followed by âSocial Needsâ, âSelf-actualization Needsâ, âEsteem Needsâ and âSafety Needsâ. Results of this research can be a reference to provide dangerous equipment manufacturing industry in Taiwan to develop human resource management policy. Advisors/Committee Members: Ping-Yi Chao (committee member), Shu-Chuan Jennifer Yeh (chair), Huei-Mei Liang (committee member), Tsuang -Yi Kuo (chair).
 Subjects/Keywords: job satisfaction; dangerous equipment producers; Ridit Analysis
 Wang, L. (2013). A Study of Dangerous Equipment Producersâ Job Satisfaction . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0612113-103158
 Wang, Li-cheng. “A Study of Dangerous Equipment Producersâ Job Satisfaction.” 2013. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0612113-103158.
 Wang, Li-cheng. “A Study of Dangerous Equipment Producersâ Job Satisfaction.” 2013. Web. 28 Feb 2020.
 Wang L. A Study of Dangerous Equipment Producersâ Job Satisfaction. [Internet] [Thesis]. NSYSU; 2013. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0612113-103158.
 Wang L. A Study of Dangerous Equipment Producersâ Job Satisfaction. [Thesis]. NSYSU; 2013. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0612113-103158
 16. Yeh, Shu-Ping. A Study of the Relationship among Marital Satisfaction, Employee Engagement and Job Performance.
 Yeh, Shu-Ping. “A Study of the Relationship among Marital Satisfaction, Employee Engagement and Job Performance.” 2015. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0603115-152436.
 Yeh, Shu-Ping. “A Study of the Relationship among Marital Satisfaction, Employee Engagement and Job Performance.” 2015. Web. 28 Feb 2020.
 Yeh S. A Study of the Relationship among Marital Satisfaction, Employee Engagement and Job Performance. [Internet] [Thesis]. NSYSU; 2015. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0603115-152436.
 17. Tsai, Te-Chung. The Impact of Leadership Style and Motivation on Workerâs Job Satisfaction.
 ▼ Staff is one of the important assets of the company, each individual has a unique character. For a business leader, its main task is to know how to master the vast majority of employees, and then work together to exert organizational synergy, especially global economy overall depressed state in recent years, it gives business leaders a greater challenge. For business or organization, high job satisfaction often brings a good performance or goal. In the process, the leadership model and style of manager properly or has a very important influence, the organizations or enterprises stand to compete with the pros and cons the through the interaction of leadership style and motivation model. The study found that not only internal motivation and external motivation are correlated closely with job satisfaction, but also the leadership style of the transformational leadership has the same effect too. However, it is worth noting that the process of inner motivation affect the inner job satisfaction have moderating effect indeed whether the leader adopts transformational leadership or transactional leadership, but there are slight differences in the degree of influence, and when the external motivation has met job satisfaction, leadership model can not generate its effect . Advisors/Committee Members: Tsai, Hsien-tang (chair), Cher-Hung Tseng (committee member), Cher -Min Fong (committee member), Hsiao-Hui Ho (chair).
 Tsai, Te-Chung. “The Impact of Leadership Style and Motivation on Workerâs Job Satisfaction.” 2016. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0605116-095534.
 Tsai, Te-Chung. “The Impact of Leadership Style and Motivation on Workerâs Job Satisfaction.” 2016. Web. 28 Feb 2020.
 Tsai T. The Impact of Leadership Style and Motivation on Workerâs Job Satisfaction. [Internet] [Thesis]. NSYSU; 2016. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0605116-095534.
 18. Su, Wan-Yu. The Relationship between Internal Marketing, Job Satisfaction, and Employee Turnover Intension - A case study of Life Insurance business Telemarketing.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0507113-000828
 ► Life insurance industry expects to retain good employees, by investing in telemarketers personnel costs to create the most profit for the company. This thesis focuses... (more)
 ▼ Life insurance industry expects to retain good employees, by investing in telemarketers personnel costs to create the most profit for the company. This thesis focuses on the relationship between internal marketing, job satisfaction and turnover intention of telemarketers. This thesis focuses on the life insurance industryâs telemarketers and issued 252 questionnaires, and received 210 valid samples, the effective sample rate was 83.33%. Through the SPSS statistical software, using descriptive statistics, reliability analysis, Pearson Contingency Coefficient correlation analysis and regression analysis to analyze the data, by the above analysis, this thesis received the following four main conclusions: 1. There was a positive correlation between internal marketing and job satisfaction. 2. There was a negative correlation between job satisfaction and turnover intention. 3. There was a negative correlation between internal marketing and turnover intention. 4. Job satisfaction for internal marketing impact turnover intention was fully mediated. Therefore, the more internal marketing implemented, the higher job satisfaction of telemarketers, and reduce their turnover intention indirectly. It also means that companies are able to reduce their turnover intention by improving job satisfaction. Advisors/Committee Members: Jin-Feng Uen (chair), Shyh-jer Chen (committee member), Liang-Chih Huang (chair).
 Subjects/Keywords: Job Satisfaction; Internal Marketing; Telemarketing; Turnover Intention
 Su, W. (2013). The Relationship between Internal Marketing, Job Satisfaction, and Employee Turnover Intension - A case study of Life Insurance business Telemarketing . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0507113-000828
 Su, Wan-Yu. “The Relationship between Internal Marketing, Job Satisfaction, and Employee Turnover Intension - A case study of Life Insurance business Telemarketing.” 2013. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0507113-000828.
 Su, Wan-Yu. “The Relationship between Internal Marketing, Job Satisfaction, and Employee Turnover Intension - A case study of Life Insurance business Telemarketing.” 2013. Web. 28 Feb 2020.
 Su W. The Relationship between Internal Marketing, Job Satisfaction, and Employee Turnover Intension - A case study of Life Insurance business Telemarketing. [Internet] [Thesis]. NSYSU; 2013. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0507113-000828.
 Su W. The Relationship between Internal Marketing, Job Satisfaction, and Employee Turnover Intension - A case study of Life Insurance business Telemarketing. [Thesis]. NSYSU; 2013. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0507113-000828
 19. Lin, I-chi. A research on the matching rate of foreign health caring labors - take K international labor agency for example.
 Lin, I-chi. “A research on the matching rate of foreign health caring labors - take K international labor agency for example.” 2012. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0731112-134125.
 Lin, I-chi. “A research on the matching rate of foreign health caring labors - take K international labor agency for example.” 2012. Web. 28 Feb 2020.
 Lin I. A research on the matching rate of foreign health caring labors - take K international labor agency for example. [Internet] [Thesis]. NSYSU; 2012. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0731112-134125.
 20. Chen, Chin-Cheng. A Study on the Relationships among Organizational change perception, Job Satisfaction, and Job Performance of Industry Technicians: The Moderating Effect of Perceived Organizational Support.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0214111-224131
 ► Abstract High-tech manufacturing industries face shorter product life cycle increasingly. Application of new technology is also changable. Organizations need to have the characteristics of flexibility... (more)
 ▼ Abstract High-tech manufacturing industries face shorter product life cycle increasingly. Application of new technology is also changable. Organizations need to have the characteristics of flexibility and quick response. With the international competition environment, organizational change will become normal in business management practices. Organizational change management becomes a very important issue of the overall business operation. The excellent technicians of high-tech industry are the key indicators of competitive advantage. How to play and enhance the efficient technical staffs, and create other related performance issues will be discussed. Therefore, the study aims to review literature, survey, collect and analyze relevant information on the view of human capital development. This study has explored the relationships of organizational change, job satisfaction, and job performance of the technical staffs in the changes environment. In addition, the study also explored the perceived organizational support of the technical staffs as a moderator between the organizational change perception and job satisfaction. For the purposes of the study, the questionnaire survey was conducted for the employees of the C electronic company technicians, where the job performance questionnaires were designed for pairs of supervisor and technician. A total of 61 supervisor questionnaires and 287 staff questionnaires were returned. The results of this study are as follows: 1. Techniciansâ organizational change perception is positively and significantly affected their job satisfaction. 2. Techniciansâ job satisfaction on their job performance is not significant. According to the previous studies, there is an unstable relationship each other. 3.Techniciansâ perceived organizational support does not have significant moderating effect between organizational change perception and job satisfaction. Advisors/Committee Members: Dr. Shyh-Jer Chen, (chair), Dr. Liang-Chih Huang (committee member), Dr. Jin Feng Uen (chair).
 Subjects/Keywords: Perceived Organizational Support; Job Performance; Job Satisfaction; Organizational Change Perception
 Chen, C. (2011). A Study on the Relationships among Organizational change perception, Job Satisfaction, and Job Performance of Industry Technicians: The Moderating Effect of Perceived Organizational Support . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0214111-224131
 Chen, Chin-Cheng. “A Study on the Relationships among Organizational change perception, Job Satisfaction, and Job Performance of Industry Technicians: The Moderating Effect of Perceived Organizational Support.” 2011. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0214111-224131.
 Chen, Chin-Cheng. “A Study on the Relationships among Organizational change perception, Job Satisfaction, and Job Performance of Industry Technicians: The Moderating Effect of Perceived Organizational Support.” 2011. Web. 28 Feb 2020.
 Chen C. A Study on the Relationships among Organizational change perception, Job Satisfaction, and Job Performance of Industry Technicians: The Moderating Effect of Perceived Organizational Support. [Internet] [Thesis]. NSYSU; 2011. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0214111-224131.
 Chen C. A Study on the Relationships among Organizational change perception, Job Satisfaction, and Job Performance of Industry Technicians: The Moderating Effect of Perceived Organizational Support. [Thesis]. NSYSU; 2011. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0214111-224131
 21. CHIA, SHIH. A Study of Relationship among Police officersâ Personality Traits, Job Characteristics,and Job Satisfactionï1⁄4The Case of Kaohsiung City Police Department.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0804113-145927
 ► The research is an empirical study which specifically focuses on the police officers at the police station belongs to Kaohsiung City Police Department. First, according... (more)
 ▼ The research is an empirical study which specifically focuses on the police officers at the police station belongs to Kaohsiung City Police Department. First, according to the discussion of prior literatures, we examine the relationship among police officersâ personality tratts , job characteristics , and job satisfaction from empirical views. This study is based on random sampling method to test hypothesis. The questionnaire contains 4 parts as following: 1.the scale of personality tratts 2.the scale of job characteristics 3.the scale of job satisfaction 4.individual background. In the survey, 765 copies has been handed out and 712 feedbacks in return, 93.07% effective sources in use. The results show: 1.the relationship between personality tratts and job characteristics has significant positive correlations. 2.the relationship between personality tratts and job satisfaction had significant positive correlations.3. the relationship between job characteristics and job satisfaction had significant positive correlations. 4.individual background on personality tratts , job characteristics , and job satisfaction have significant differences Advisors/Committee Members: Jang Chyi-Lu (committee member), Tseng I-Ren (chair), Yu-Kang Lee (chair).
 Subjects/Keywords: job satisfaction; the police officers; personality tratts; job characteristics
 CHIA, S. (2013). A Study of Relationship among Police officersâ Personality Traits, Job Characteristics,and Job Satisfactionï1⁄4The Case of Kaohsiung City Police Department . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0804113-145927
 CHIA, SHIH. “A Study of Relationship among Police officersâ Personality Traits, Job Characteristics,and Job Satisfactionï1⁄4The Case of Kaohsiung City Police Department.” 2013. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0804113-145927.
 CHIA, SHIH. “A Study of Relationship among Police officersâ Personality Traits, Job Characteristics,and Job Satisfactionï1⁄4The Case of Kaohsiung City Police Department.” 2013. Web. 28 Feb 2020.
 CHIA S. A Study of Relationship among Police officersâ Personality Traits, Job Characteristics,and Job Satisfactionï1⁄4The Case of Kaohsiung City Police Department. [Internet] [Thesis]. NSYSU; 2013. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0804113-145927.
 CHIA S. A Study of Relationship among Police officersâ Personality Traits, Job Characteristics,and Job Satisfactionï1⁄4The Case of Kaohsiung City Police Department. [Thesis]. NSYSU; 2013. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0804113-145927
 22. Tsai, Harn-Ru. A Study of the Middle Managersâ Leadership Behaviors on Leadership effectiveness.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0105114-141603
 ► Organizational success in achieving its goals depends on the leaders of the organization and their leadership styles. By adopting the appropriate leadership styles, leaders can... (more)
 ▼ Organizational success in achieving its goals depends on the leaders of the organization and their leadership styles. By adopting the appropriate leadership styles, leaders can affect employee performance and job satisfaction. This research aims to explore the link between the style of leadership adopted by middle managers and the job satisfaction, job performance of their subordinates. The middle manager in manufacturing industry and financial industry may using different kinds of style. It will use Wu and Linâs (1998) scale design to examine the effects of leadership styles on subordinate job satisfaction and job performance. This research interviews middle managers and their subordinates of manufacturing industry and financial industry. The propositions gathered from this study are as follow: Proposition 1: When there is a good leader-member relation, middle managers of manufacturing and financial industry both use the consideration of intimate harmony and individualized consideration within transformational leadership to provoke increased levels of subordinate job satisfaction, however, financial industry has higher impact than manufacturing. Proposition 2: When suffer from depression, middle managers of manufacturing use authoritarian leadership has higher impact than financial industry. Proposition 3: When subordinates have problems, middle managers of manufacturing and financial industry both use commitment justice to increase job satisfaction. Proposition 4: When there is a highly structured task, middle managers of financial industry have higher positive impact than manufacturing. Proposition 5: When there is a highly performance standard of government-owned business, middle managers of manufacturing and financial industry both use the contingent reward in transactional leadership to provoke increased levels of subordinate job satisfaction and job performance. Advisors/Committee Members: Christina Y.P. Wang (chair), Bih-Shiaw Jaw (committee member), Ming-Chu Yu (chair).
 Subjects/Keywords: leadership style; leadership effectiveness; job satisfaction; job performance; middle manager
 Tsai, H. (2014). A Study of the Middle Managersâ Leadership Behaviors on Leadership effectiveness . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0105114-141603
 Tsai, Harn-Ru. “A Study of the Middle Managersâ Leadership Behaviors on Leadership effectiveness.” 2014. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0105114-141603.
 Tsai, Harn-Ru. “A Study of the Middle Managersâ Leadership Behaviors on Leadership effectiveness.” 2014. Web. 28 Feb 2020.
 Tsai H. A Study of the Middle Managersâ Leadership Behaviors on Leadership effectiveness. [Internet] [Thesis]. NSYSU; 2014. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0105114-141603.
 Tsai H. A Study of the Middle Managersâ Leadership Behaviors on Leadership effectiveness. [Thesis]. NSYSU; 2014. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0105114-141603
 23. Chang, Yi-hsuan. Personality, Job Stress, Workplace Bullying Climate, and Job Satisfaction among Nurses.
 ▼ A nursing manpower shortage has caused serious problems in the medical community, not only in Taiwan, but also internationally. A review of this medical crisis showed that nurses in Taiwan are less satisfied with their working environment, which increases the turnover rate. Meanwhile, the government has called attention to this issue in an effort to improve the nursing workplace environment. However, a bullying phenomenon is still growing, causing an unfriendly environment in the workplace. The purpose of this paper is to discuss the relationship among personality, job stress, a workplace bullying climate and job satisfaction. This study used a cross-sectional questionnaire surveying one hospital in south Taiwan. There were 261 of 300 completed questionnaires, a response rate of 87%. Descriptive statistics, independent sample t test, analysis of variance (ANOVA) and hierarchical regression are used for statistics analyses. The results show that (1) a neurotic personality is negatively related to job satisfaction (Î2=-0.155, p<0.001), (2) work stress is negatively associated with job satisfaction (Î2=-0.145, p<0.01), and (3) the positive relationship between a conscientious personality (very responsible, organized and achievement oriented) and job satisfaction would become negative association if under the high bullying climate. (Î2=-0.011, p<0.01). The paper also proposes academic and practical recommendations based on the findings. It is hoped that managers will pay more attention to the job satisfaction of nurses, and improve the quality of workplace. Advisors/Committee Members: Ying-Ying Lo (chair), Shu-Chuan Jennifer Yeh (committee member), Ying-Chun Li (chair).
 Chang, Yi-hsuan. “Personality, Job Stress, Workplace Bullying Climate, and Job Satisfaction among Nurses.” 2015. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0028115-112807.
 Chang, Yi-hsuan. “Personality, Job Stress, Workplace Bullying Climate, and Job Satisfaction among Nurses.” 2015. Web. 28 Feb 2020.
 Chang Y. Personality, Job Stress, Workplace Bullying Climate, and Job Satisfaction among Nurses. [Internet] [Thesis]. NSYSU; 2015. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0028115-112807.
 24. Chen, Hung-kuang. The study of relationship among employee's job involvement, job satisfaction and job resignation inclination-taking Taiwan Railway Administration Bureau organization change as example.
 Chen, Hung-kuang. “The study of relationship among employee's job involvement, job satisfaction and job resignation inclination-taking Taiwan Railway Administration Bureau organization change as example.” 2002. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0817102-141249.
 Chen, Hung-kuang. “The study of relationship among employee's job involvement, job satisfaction and job resignation inclination-taking Taiwan Railway Administration Bureau organization change as example.” 2002. Web. 28 Feb 2020.
 Chen H. The study of relationship among employee's job involvement, job satisfaction and job resignation inclination-taking Taiwan Railway Administration Bureau organization change as example. [Internet] [Thesis]. NSYSU; 2002. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0817102-141249.
 25. Lin, Yu-Ying. The Effect of Work Arrangement on Young Employeesâ Job Satisfaction and Job Search Behavior: Work-Life Balance as The Mediator.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0602116-231852
 ► Recently the young employees have gradually formed a non-ignorable force within a company due to the quite large number of proportion, and the options of... (more)
 ▼ Recently the young employees have gradually formed a non-ignorable force within a company due to the quite large number of proportion, and the options of work and life for them to choose are much different from before in demands and expectations. Therefore, when a company designs their strategy to improve employee work-life balance, to consider the demands from the youth as well, is a key factor that brings follow-up benefit. This paper studies the relationship between job satisfaction and job search behavior under different work arrangement, and discovers the effect to work arrangement, job satisfaction and job search behavior through applying work-life balance as a mediator. This paper takes the young employees (1975 â 1990 born) in a company as the targets and collected 186 effective samples. The result shows that (1) Flextime of work arrangement has significant positive effect to job satisfaction. (2) Compressed workweek of work arrangement has significant positive effect to job search behavior. (3) The mediation effect between flextime and job satisfaction, can be produced through applying work-life balance. The final section describes our conclusion according the result, and our proposed particle recommendations. Advisors/Committee Members: Jin-Feng Uen (committee member), Shyh-jer Chen (chair), Liang-Chih Huang (chair).
 Subjects/Keywords: work arrangement; job satisfaction; job search behavior; work-life balance
 Lin, Y. (2016). The Effect of Work Arrangement on Young Employeesâ Job Satisfaction and Job Search Behavior: Work-Life Balance as The Mediator . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0602116-231852
 Lin, Yu-Ying. “The Effect of Work Arrangement on Young Employeesâ Job Satisfaction and Job Search Behavior: Work-Life Balance as The Mediator.” 2016. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0602116-231852.
 Lin, Yu-Ying. “The Effect of Work Arrangement on Young Employeesâ Job Satisfaction and Job Search Behavior: Work-Life Balance as The Mediator.” 2016. Web. 28 Feb 2020.
 Lin Y. The Effect of Work Arrangement on Young Employeesâ Job Satisfaction and Job Search Behavior: Work-Life Balance as The Mediator. [Internet] [Thesis]. NSYSU; 2016. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0602116-231852.
 Lin Y. The Effect of Work Arrangement on Young Employeesâ Job Satisfaction and Job Search Behavior: Work-Life Balance as The Mediator. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0602116-231852
 26. Chang, Ya-Ting. Service workers' emotional labor, job stress, job attitudes, and job performance: A meta-analytic review.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0720112-013033
 ► The purpose of this study is to integrate the past studies of the consequences of emotional labor via meta-analysis. We tested the relationships between emotional... (more)
 ▼ The purpose of this study is to integrate the past studies of the consequences of emotional labor via meta-analysis. We tested the relationships between emotional labor, job pressure, job attitudes, and job performance outcomes. Besides, we analyzed the effects of three potential moderators on above relationships: service categories (service relationship/service encounter) and sources of performance ratings (self-rating/ independent-rating). We included 31 independent studies in our meta-analysis and applied Hunter & Schmidtâs (2004) approach to calculate the effect size for testing our hypothesis. Results revealed that surface acting was positively related to emotional exhaustion and negatively related to organization commitment. In addition, deep acting was positively related to job satisfaction, organization commitment and service performance. Finally, Service categories moderated the relationships between surface acting, job satisfaction and service performance. Implication for practices and suggestion for future research are also discussed. Advisors/Committee Members: Tun-Chun Huang (chair), Li- Fang Chou (chair), Nai-Wen Chi (committee member).
 Subjects/Keywords: meta-analysis; emotional labor; job performance; emotional exhaustion; job satisfaction
 Chang, Y. (2012). Service workers' emotional labor, job stress, job attitudes, and job performance: A meta-analytic review . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0720112-013033
 Chang, Ya-Ting. “Service workers' emotional labor, job stress, job attitudes, and job performance: A meta-analytic review.” 2012. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0720112-013033.
 Chang, Ya-Ting. “Service workers' emotional labor, job stress, job attitudes, and job performance: A meta-analytic review.” 2012. Web. 28 Feb 2020.
 Chang Y. Service workers' emotional labor, job stress, job attitudes, and job performance: A meta-analytic review. [Internet] [Thesis]. NSYSU; 2012. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0720112-013033.
 Chang Y. Service workers' emotional labor, job stress, job attitudes, and job performance: A meta-analytic review. [Thesis]. NSYSU; 2012. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0720112-013033
 27. Wang, Mei-Hsueh. The relationship study among employee motivation, satisfaction and job performance â A case study of A securities.
 Wang, Mei-Hsueh. “The relationship study among employee motivation, satisfaction and job performance â A case study of A securities.” 2011. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0901111-100147.
 Wang, Mei-Hsueh. “The relationship study among employee motivation, satisfaction and job performance â A case study of A securities.” 2011. Web. 28 Feb 2020.
 Wang M. The relationship study among employee motivation, satisfaction and job performance â A case study of A securities. [Internet] [Thesis]. NSYSU; 2011. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0901111-100147.
 28. Lee, Mei-Yao. Impacts of Job Anxiety of Medical Institute Staff on the Job Satisfaction and Turnover Intention : An Analysis of the Moderating Effect of Perceived Organizational Support.
 URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110112-104817
 ► The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to... (more)
 ▼ The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to the incorporation of market prices of and volume of the medical service into management, creating a consequential stiff competition among medical institutes. Moreover, the increasing self-awareness of the public and widespread information through the Internet had put the medical institute staff under greater pressure, work anxiety, and fatigue. To some extent, the problem resulted in the resignations and permanent career changes of medical employees; these turnover tendencies resulted in a serious professional manpower shortage in the medical industry. Hence, the objective of this paper is to understand the impact of the job anxiety of medical institute staff on their satisfaction levels and turnover intention, and verify through the moderating effect of perceived organizational support whether job anxiety may affect the job satisfaction and turnover intention of the staff. This paper conducted a case study on the staff of a regional teaching hospital. Data were gathered through a questionnaire survey. A total of 851 questionnaires were distributed and 566 were recovered; valid questionnaires numbered 564. The empirical analysis revealed the following findings: 1.A significant difference was noted in the basic personal traits of the medical institute staff in the various research variables. 2.Job anxiety of the medical institute staff had a significant negative correlation with the job satisfaction. 3.Job anxiety of the medical institute staff had a significant positive correlation with the turnover intention. 4.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and job satisfaction. 5.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and turnover intention. Advisors/Committee Members: none (chair), none (chair), Chin-Ming Ho (committee member).
 Subjects/Keywords: job anxiety; perceived organizational support; job satisfaction; turnover intention
 Lee, M. (2012). Impacts of Job Anxiety of Medical Institute Staff on the Job Satisfaction and Turnover Intention : An Analysis of the Moderating Effect of Perceived Organizational Support . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110112-104817
 Lee, Mei-Yao. “Impacts of Job Anxiety of Medical Institute Staff on the Job Satisfaction and Turnover Intention : An Analysis of the Moderating Effect of Perceived Organizational Support.” 2012. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110112-104817.
 Lee, Mei-Yao. “Impacts of Job Anxiety of Medical Institute Staff on the Job Satisfaction and Turnover Intention : An Analysis of the Moderating Effect of Perceived Organizational Support.” 2012. Web. 28 Feb 2020.
 Lee M. Impacts of Job Anxiety of Medical Institute Staff on the Job Satisfaction and Turnover Intention : An Analysis of the Moderating Effect of Perceived Organizational Support. [Internet] [Thesis]. NSYSU; 2012. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110112-104817.
 Lee M. Impacts of Job Anxiety of Medical Institute Staff on the Job Satisfaction and Turnover Intention : An Analysis of the Moderating Effect of Perceived Organizational Support. [Thesis]. NSYSU; 2012. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0110112-104817
 29. Lai, Jeng-Huang. How does enterprise improve the retention rate of employee â The case study of international hotel industry.
 Lai, Jeng-Huang. “How does enterprise improve the retention rate of employee â The case study of international hotel industry.” 2017. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0811117-200951.
 Lai, Jeng-Huang. “How does enterprise improve the retention rate of employee â The case study of international hotel industry.” 2017. Web. 28 Feb 2020.
 Lai J. How does enterprise improve the retention rate of employee â The case study of international hotel industry. [Internet] [Thesis]. NSYSU; 2017. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0811117-200951.
 30. Fang, Tzu-yun. The study of new employee's resign tendency analization how it is correlate to the enterprise recrument services satisfaction survey.
 Fang, Tzu-yun. “The study of new employee's resign tendency analization how it is correlate to the enterprise recrument services satisfaction survey.” 2016. Thesis, NSYSU. Accessed February 28, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0721116-203455.
 Fang, Tzu-yun. “The study of new employee's resign tendency analization how it is correlate to the enterprise recrument services satisfaction survey.” 2016. Web. 28 Feb 2020.
 Fang T. The study of new employee's resign tendency analization how it is correlate to the enterprise recrument services satisfaction survey. [Internet] [Thesis]. NSYSU; 2016. [cited 2020 Feb 28]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0721116-203455.


type: caselaw

jurisdiction: EU

text:
 23.5.2022
 GA
 Iris Oifigiúil an Aontais Eorpaigh
 C 207/3
 Breithiúnas na Cúirte (an Chéad Dlísheomra) an 31 Márta 2022 – an Coimisiún Eorpach v Poblacht na Polainne
 (Cás C-139/20) (1)
 (Mainneachtain Stáit - Cánachas ar tháirgí fuinnimh a úsáideann gnóthaí dianfhuinnimh - Treoir 2003/96/CE - Airteagal 17(1)(b) agus (4) - Cuideachtaí atá clúdaithe ag Córas Trádála Astaíochtaí an Aontais Eorpaigh - Díolúine ó dhleacht mháil)
 (2022/C 207/03)
 Teanga an cháis: an Pholainnis
 Páirtithe
 Iarratasóir: an Coimisiún Eorpach (ionadaithe: ag M. Siekierzyńska agus A. Armenia ar dtús, ansin ag A. Armenia, i gcáil Gníomhairí)
 Cosantóir: Poblacht na Polainne (ionadaí: B. Majczyna, i gcáil Gníomhaire)
 An chuid oibríochtúil
 1)
 Diúltaítear don chaingean.
 2)
 Ordaítear don Choimisiún na costais a íoc.
 (1) IO C 201, 15.06.2020


type: other

text:
Vabariigi Valitsuse 8. veebruari 2000. a korralduse nr 94-k „Tulumaksusoodustusega mittetulundusühingute, sihtasutuste ja usuliste ühenduste nimekiri“ muutmine – Riigi Teataja
 Vabariigi Valitsuse 8. veebruari 2000. a korralduse nr 94-k „Tulumaksusoodustusega mittetulundusühingute, sihtasutuste ja usuliste ühenduste nimekiri“ muutmine
 RT III, 21.12.2011, 6
 Vastu võetud 15.12.2011 nr 537
 „Tulumaksuseaduse“ § 11 lõike 1 ja lõike 7 punktide 1, 2 ja 4 alusel ning kooskõlas Vabariigi Valitsuse 22. detsembri 2006. a määrusega nr 279 „Tulumaksusoodustusega mittetulundusühingute, sihtasutuste ja usuliste ühenduste nimekirja koostamise kord, nimekirja koostamiseks esitatavate dokumentide loetelu, ühingu nimekirja kandmise ja sealt kustutamise kord ning asjatundjate komisjoni moodustamise kord, selle töökorraldus, samuti liikmete nimetamise ja tagasikutsumise kord":
 1. Teha Vabariigi Valitsuse 8. veebruari 2000. a korraldusega nr 94-k kinnitatud „Tulumaksusoodustusega mittetulundusühingute, sihtasutuste ja usuliste ühenduste nimekirjas“ (RT III, 05.07.2011, 18) järgmised muudatused:
 1) kanda nimekirja osa „I. Mittetulundusühingud ja sihtasutused“ (edaspidi I osa) punktidesse 1, 2, 5, 10, 11 ja 13–15 vastavalt tähestiku järjekorrale järgmised mittetulundusühingud ja sihtasutused:
 Liiva Külaselts
 Mittetulundusühing Milana
 80321729
 Sihtasutus REIN OTSASON'i elutöö
 2) I osa punktis 1 „Tallinn“ asendada mittetulundusühingu nimi „Eesti Kuulmispuuetega Laste Vanemate Liit“ (registrikood 80000540) nimega „EESTI KUULMISPUUDEGA LASTE VANEMATE LIIT“;
 3) I osa punktis 1 „Tallinn“ asendada mittetulundusühingu nimi „Hokiklubi Viiking Sport“ (registrikood 80022949) nimega „Mittetulundusühing Viiking Engineeria“;
 4) I osa punktis 1 „Tallinn“ asendada mittetulundusühingu nimi „Mittetulundusühing KAS“ (registrikood 80261772) nimega „Mittetulundusühing Jenny Kruse“;
 5) I osa punktis 1 „Tallinn“ asendada mittetulundusühingu nimi „MTÜ Hawaii Expressi Purjelauakool“ (registrikood 80261507) nimega „Mittetulundusühing Tallinna Purjelauakool“;
 6) I osa punktis 1 „Tallinn“ asendada sihtasutuse nimi „Sihtasutus Children Charity Foundation“ (registrikood 90012159) nimega „Sihtasutus Heategevusfond Aitan Lapsi“;
 7) I osa punktis 1 „Tallinn“ asendada sihtasutuse nimi „Sihtasutus Junior Achievement`i Arengufond“ (registrikood 90000587) nimega „Sihtasutus Junior Achievement Eesti“;
 8) I osa punktis 2 „Harju maakond“ asendada mittetulundusühingu nimi „Mittetulundusühing EM MOTOSPORT 125“ (registrikood 80188271) nimega „Mittetulundusühing TREKK“;
 9) I osa punktis 2 „Harju maakond“ asendada mittetulundusühingu nimi „Tallinna Lauatenniseklubi Kalev“ (registrikood 80100827) nimega „Lauatenniseklubi Kalev“;
 10) I osa punktis 9 „Lääne-Viru maakond“ asendada mittetulundusühingu nimi „SÕMERU SPORDIKLUBI“ (registrikood 80038637) nimega „ALPI SUUSAKLUBI“;
 11) I osa punktis 14 „Tartu maakond“ asendada sihtasutuse nimi „Sihtasutus Arstide Täiendkoolituse Fond“ (registrikood 90007164) nimega „Sihtasutus Arstide Täienduskoolituse Fond“;
 12) osas „II. Usulised ühendused“ (edaspidi II osa) asendada koguduse nimi „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Hilleste Evangeeliumi Kristlaste ja Baptistide Kogudus“ (registrikood 80213603) nimega „Hilleste Kristlik Kogudus“;
 13) II osas asendada koguduse nimi „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Lehtse Evangeelne Misjoni Kogudus“ (registrikood 80205801) nimega „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Lehtse Evangeelse Misjoni Kogudus“;
 14) II osas asendada koguduse nimi „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Pärnu Immaanueli Kogudus“ (registrikood 80205472) nimega „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Pärnu Immaanueli Baptistikogudus“;
 15) II osas asendada koguduse nimi „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Tartu Salemi Baptisti Kogudus“ (registrikood 80205466) nimega „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Tartu Salemi Baptistikogudus“;
 16) II osas asendada koguduse nimi „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Vormsi Rälby Baptistikogudus“ (registrikood 80212963) nimega „Eesti Evangeeliumi Kristlaste ja Baptistide Koguduste Liidu Vormsi Rälby Baptisti Kogudus“;
 17) II osas asendada koguduse nimi „Pühima Neitsi Maarja Pärispatuta Saamise Õdede Kongregatiooni Klooster Tartus“ (registrikood 80216180) nimega „Pühima Neitsi Maarja Pärispatuta Saamise Õdede Kongregatsiooni Klooster Tartus“;
 18) II osas asendada koguduse nimi „Kohtla-Järve Kristlaste-Nelipühalaste Kogudus“ (registrikood 80204389) nimega „Kohtla-Järve Kristlaste-Nelipühilaste Kogudus“;
 19) kustutada I osa punktist 1 „Tallinn“ Tallinna Keskhaigla Sünnitusabi Sihtasutus (registrikood 90005231) „Tulumaksuseaduse“ § 11 lõike 7 punkti 4 alusel Maksu- ja Tolliameti Põhja maksu- ja tollikeskuse 4. augusti 2011. a otsuse nr 12.2-6/00121-1 kohaselt;
 20) kustutada I osa punktist 1 „Tallinn“ Tallinna Saarlaste Ühendus (registrikood 80056664) „Tulumaksuseaduse“ § 11 lõike 2 punkti 4, lõike 4 punkti 6 ning lõike 7 punktide 1 ja 2 alusel Maksu- ja Tolliameti Põhja maksu- ja tollikeskuse 2. septembri 2011. a otsuse nr 12.2-6/00223 kohaselt;
 21) kustutada I osa punktist 2 „Harju maakond“ Haiba Spordiklubi (registrikood 80057155) „Tulumaksuseaduse“ § 11 lõike 2 punkti 2, lõike 4 punktide 2 ja 6 ning lõike 7 punktide 1 ja 2 alusel Maksu- ja Tolliameti Põhja maksu- ja tollikeskuse 2. septembri 2011. a otsuse nr 12.2-6/00222 kohaselt;
 22) kustutada I osa punktist 7 „Järva maakond“ Järvamaa Omavalitsuste Liit (registrikood 80196359) „Tulumaksuseaduse“ § 11 lõike 2 punkti 2 ja lõike 7 punkti 1 alusel Maksu- ja Tolliameti Põhja maksu- ja tollikeskuse 2. septembri 2011. a otsuse nr 12.2-6/00221 kohaselt;
 23) kustutada I osa punktist 8 „Lääne maakond“ Ralliklubi Oru Ralli Team (registrikood 80049345) „Tulumaksuseaduse“ § 11 lõike 2 punktide 2 ja 3 ning lõike 7 punkti 1 alusel Maksu- ja Tolliameti Põhja maksu- ja tollikeskuse 5. septembri 2011. a otsuse nr 12.2-6/00224 kohaselt;
 24) kustutada I osa punktist 11 „Pärnu maakond“ Pärnu Jalgpalliklubi Vaprus (registrikood 80125566) „Tulumaksuseaduse“ § 11 lõike 2 punktide 2 ja 3, lõike 4 punkti 6 ning lõike 7 punktide 1 ja 2 alusel Maksu- ja Tolliameti Põhja maksu- ja tollikeskuse 5. septembri 2011. a otsuse nr 12.2-6/00225 kohaselt.
 2. Avaldada korraldus Riigi Teatajas ning Maksu- ja Tolliametil teha korraldus koos nimekirjast kustutamise aluseks oleva Maksu- ja Tolliameti otsusega teatavaks korralduse punkti 1 alapunktides 19–24 nimetatud mittetulundusühingutele ja sihtasutustele.
 3. Korraldus jõustub 1. jaanuaril 2012. a.
 Korraldust on võimalik vaidlustada 30 päeva jooksul, arvates korralduse teatavaks tegemisest, esitades kaebuse halduskohtusse „Halduskohtumenetluse seadustikus“ sätestatud korras.


type: wikipedia

text:
Gram har flere betydninger:
 Gram (enhed) – en SI-enhed for masse
 Gram (sværd) – et sværd i nordisk mytologi
 Gram (sagnfigur) – dansk sagnkonge
 Gram (virksomhed) – et firma i Haderslev Kommune beliggende i Vojens
 Stednavne
 Gram (Haderslev Kommune) – hovedbyen i den tidligere Gram Kommune i Gram Sogn, Haderslev Kommune
 Gram (Rårup Sogn) – en bebyggelse og et ejerlav i Rårup Sogn, Hedensted Kommune
 Gram (Stilling) – en bydel tilhørende Stilling og et ejerlav i Stilling Sogn, Skanderborg Kommune
 Gram (Slesvig) – en by i Slesvig
 Gram Kommune – en kommune i Sønderjylland (1970-2006)
 Se også
 Gramfarvning – farvemetode der anvendes ved karakterisering af bakterier
 Personer med efternavnet Gram
 Friedrich von Gram - amtmand
 Hans Gram – en dansk filolog
 Hans Christian Gram – en dansk læge, opfinder af gramfarvning
 Jørgen Pedersen Gram – en dansk matematiker
 Peder Gram – en dansk komponist og musikchef i DR


text:
 21.7.2007
 DE
 Amtsblatt der Europäischen Union
 C 170/16
 Rechtsmittel der Tokai Europe GmbH gegen den Beschluss des Gerichts Erster Instanz (Vierte Kammer) vom 19. März 2007 in der Rechtssache T-183/04, Tokai Europe GmbH gegen Kommission der Europäischen Gemeinschaften, eingelegt am 1. Juni 2007
 (Rechtssache C-262/07 P)
 (2007/C 170/30)
 Verfahrenssprache: Deutsch
 Verfahrensbeteiligte
 Rechtsmittelführerin: Tokai Europe GmbH (Prozessbevollmächtigter: G. Kroemer, Rechtsanwalt)
 Andere Verfahrensbeteiligte: Kommission der Europäischen Gemeinschaften
 Anträge der Klägerin
 —
 den Beschluss des Gerichts erster Instanz der Europäischen Gemeinschaften vom 19. März 2007 in der Rechtssache T-183/04 (1) aufzuheben und die Klage für zulässig zu erklären;
 —
 hilfsweise,
 den in Ziffer 1. bezeichneten Beschluss des Gerichts erster Instanz aufzuheben und die Sache an das Gericht erster Instanz zur Entscheidung über die Hauptsache zurückzuverweisen,
 —
 die Kosten des Verfahrens der Rechtsmittelgegnerin aufzuerlegen.
 Rechtsmittelgründe und wesentliche Argumente
 Mit ihrem Rechtsmittel erhebt die Rechtsmittelführerin folgende Rügen, die Verstöße des angefochtenen Beschlusses gegen verfahrensrechtliche Bestimmungen des Gemeinschaftsrechts zum Inhalt haben, durch welche ihre Interessen beeinträchtigt worden seien und die sich auch tatsächlich auf den Inhalt der angefochtenen Entscheidung ausgewirkt hätten. Sie betreffen die Gewähr des rechtlichen Gehörs und die Beweisaufnahme.
 Das Gericht habe entschieden, dass die Entscheidung über die Einrede der Unzulässigkeit der Rechtsmittelgegnerin dem Endurteil vorbehalten werde. Nach der Einreichung der Klagebeantwortung der Rechtsmittelgegnerin habe es das schriftliche Verfahren mit dem Hinweis abgeschlossen, dass der Termin für die mündliche Verhandlung den Parteien später mitgeteilt werde. Die Klägerin habe deshalb im Vertrauen auf die Anberaumung einer mündlichen Verhandlung und vor allem im Hinblick auf den Beschluss des Gerichts über die Einrede der Unzulässigkeit darauf verzichtet, einen gemäß Artikel 47, Paragraph 1 der Verfahrensordnung des Gerichts begründeten Antrag auf Ergänzung der Akten zu stellen. Trotz des früheren Hinweises habe das Gericht schließlich den angegriffenen Beschluss ohne eine mündliche Verhandlung erlassen.
 Die Rechtsmittelführerin ist davon ausgegangen, in der angekündigten mündlichen Verhandlung nochmals begründen zu können, dass auf dem Markt keine Produkte vorhanden sind, die mit dem von der japanischen Muttergesellschaft an die Produzenten in Hongkong und Mexiko gelieferten Metallrädchen vergleichbar seien. Ferner beabsichtigte sie, noch einmal zu verdeutlichen, dass es sich bei den in Frage stehenden Metallrädchen noch nicht um ein „Reibrädchen“ handele, wie es die Rechtsmittelgegnerin in ihrer Klagebeantwortung fälschlicherweise bezeichnet habe. Die Rechtsmittelführerin wollte in der mündlichen Verhandlung ferner darlegen, dass die in der angegriffenen Einreihungsverordnung dargestellten Metallrädchen nur aus der Produktion ihrer Muttergesellschaft in Japan stammen konnten und es sich daher nicht um Metallrädchen mit typisierendem Vergleichscharakter handelte, wie es das Gericht in dem angegriffenen Beschluss dargestellt habe. Sie beabsichtigte ferner, den Ausführungen der Kommission entgegenzutreten, dass sie nicht Alleinimporteurin für die Tokai Feuerzeuge sei.
 Wie aber aus der angefochtenen Entscheidung selbst zu entnehmen sei, ist das Gericht den Ausführungen zur Zulässigkeit der Klage in der Klagebeantwortung der Kommission gefolgt, ohne der Rechtsmittelführerin, wie angekündigt, in einer mündlichen Verhandlung die Gelegenheit zu geben, die vorgetragenen Tatsachen der Rechtsmittelgegnerin zu entkräften. Hierin sieht die Rechtsmittelführerin eine Verletzung ihres Rechtes auf Gewährung des rechtlichen Gehörs.
 Das Gericht habe ferner die Pflicht zur Aufklärung des Sachverhalts. Es sei dabei nicht nur darauf beschränkt, in den bei ihm rechtshängigen Verfahren diese Aufklärung allein nach den Beweisanträgen der Parteien zu führen und allein aufgrund der von Ihnen angebotenen Beweismittel zu entscheiden. Deshalb könne es nicht nur aus eigener Initiative tätig werden, sondern habe die Pflicht zum Tätigwerden, wenn dies erforderlich sei. Somit wäre das Gericht verpflichtet gewesen, die den Schriftsätzen der Klägerin zugrunde liegenden Tatsachen aufzuklären und die Parteien durch Erlass entsprechender Verfügungen zur Vorlage maßgeblicher Dokumente und Unterlagen aufzufordern. Da dies nicht geschehen sei, habe das Gericht gegen Artikel 64, Paragraph 3, Buchstabe d) seiner Verfahrensordnung verstoßen.
 (1) Nicht veröffentlicht.


type: contracts

text:
9.8.2007
 LT
 Europos Sąjungos oficialusis leidinys
 L 209/11
 EEE JUNGTINIO KOMITETO SPRENDIMAS
 Nr. 6/2007,
 2007 m. balandžio 27 d.
 iš dalies keičiantis EEE susitarimo II priedą (Techniniai reglamentai, standartai, bandymai ir sertifikavimas)
 EEE JUNGTINIS KOMITETAS,
 atsižvelgdamas į Europos ekonominės erdvės susitarimą su pakeitimais, padarytais Protokolu, patikslinančiu Europos ekonominės erdvės susitarimą (toliau – Susitarimas), ypač į jo 98 straipsnį,
 kadangi:
 (1)
 Susitarimo II priedas iš dalies pakeistas 2005 m. kovo 11 d. EEE jungtinio komiteto sprendimu Nr. 43/2005 (1).
 (2)
 Į Susitarimą turi būti įtraukta 2006 m. gegužės 17 d. Europos Parlamento ir Tarybos direktyva 2006/42/EB dėl mašinų, iš dalies keičianti Direktyvą 95/16/EB (nauja redakcija) (2), su pataisymais, padarytais OL L 76, 2007 3 16, p. 35.
 (3)
 Direktyva 2006/42/EB panaikinama Direktyva 98/37/EB (3), kuri yra įtraukta į Susitarimą ir kuri pagal Susitarimą turi būti panaikinta 2009 m. gruodžio 29 d.,
 NUSPRENDĖ:
 1 straipsnis
 Susitarimo II priedo III skyriaus 5 punktas (Europos Parlamento ir Tarybos direktyva 95/16/EB) papildomas taip:
 „su pakeitimais, padarytais:
 —
 32006 L 0042: 2006 m. gegužės 17 d. Europos Parlamento ir Tarybos direktyva 2006/42/EB (OL L 157, 2006 6 9, p. 24), su pataisymais, padarytais OL L 76, 2007 3 16, p. 35.“
 2 straipsnis
 Susitarimo II priedo XXIV skyrius iš dalies keičiamas taip:
 1.
 Po 1b punkto (Europos Parlamento ir Tarybos direktyva 2000/9/EB) įterpiamas šis punktas:
 „1c.
 32006 L 0042: 2006 m. gegužės 17 d. Europos Parlamento ir Tarybos direktyva 2006/42/EB dėl mašinų, iš dalies keičianti Direktyvą 95/16/EB (nauja redakcija) (OL L 157, 2006 6 9, p. 24), su pataisymais, padarytais OL L 76, 2007 3 16, p. 35.“
 2.
 1 punkto (Europos Parlamento ir Tarybos direktyva 98/37/EB) tekstas nebegalioja nuo 2009 m. gruodžio 29 d.
 3 straipsnis
 Direktyvos 2006/42/EB, su pataisymais, padarytais OL L 76, 2007 3 16, p. 35, tekstai islandų ir norvegų kalbomis, kurie turi būti paskelbti Europos Sąjungos oficialiojo leidinio EEE priede, yra autentiški.
 4 straipsnis
 Šis sprendimas įsigalioja 2007 m. balandžio 28 d., jei EEE jungtiniam komitetui buvo pateikti visi pranešimai pagal Susitarimo 103 straipsnio 1 dalį (4).
 5 straipsnis
 Šis sprendimas skelbiamas Europos Sąjungos oficialiojo leidinio EEE dalyje ir EEE priede.
 Priimta Briuselyje 2007 m. balandžio 27 d.
 EEE jungtinio komiteto vardu
 Pirmininkas
 Alan SEATTER
 (1) OL L 198, 2005 7 28, p. 45.
 (2) OL L 157, 2006 6 9, p. 24.
 (3) OL L 207, 1998 7 23, p. 1.
 (4) Konstituciniai reikalavimai nenurodyti.