To satisfy the demands for production peak, reduce personnel costs for labor, limit the increase of employees in enterprises, and focus on corporate specialty to develop the competitive advantage, enterprises would generally apply human resource flexibility strategy to achieve the objectives. The practice of human resource flexibility strategy would change work-related characteristics; besides, the effect of the system on employees would decide the effort, absenteeism, or turnover. Aiming at supervisors and employees in ecotourism, as the research objects, a total of 500 copies of questionnaire are distributed, and 351 valid copies are retrieved, with the retrieval rate of 70%. The research results reveal positive and significant effects of 1. human resource flexibility strategy on organizational citizenship behavior, 2. organizational citizenship behavior on organizational performance, and 3. human resource flexibility strategy on organizational performance. According to the results, suggestions are eventually proposed, expecting to provide essential assistance for the human resource flexibility strategy in ecotourism and assist in the sustainable development.
Volunteer service is an important indicator for modern countries. Government agencies have positively applied volunteers to assist in the promotion of businesses in past years. Volunteers are active in public sector organizations, and people, due to the eff ects of recession and frequent disasters, start to present the demand for the quality of service provided by public sectors. When social resources are reduced, relative resources must be eff ectively applied. For this reason, the government and people show higher demands for the quality of volunteer service to have government departments emphasize the service quality eff ectiveness and people's rights. Aiming at volunteer supervisors and volunteers in government departments in southern Taiwan, total 600 copies of questionnaire are distributed for this study, and 476 valid copies are retrieved, with the retrieval rate 79%. The research results reveal positive and signifi cant eff ects of 1.education & training on job involvement, 2.job involvement on organizational commitment, and 3.education & training on organizational commitment. Finally, according to the results, suggestions are proposed, expecting to help government departments show good training systems, train volunteers meeting the requirements for government departments, reduce the turnover, and enhance the job involvement and organizational commitment to smoothen the service and improve the volunteers' attitudes.
Research on emotional labor focus on related employees’ work outcomes, well-beings, and dissonances that could be ignored some moderation effects especially between emotional labor and job involvement. This study focused on difference types of PE fit that individual fit takes a moderation role between emotional labor and job involvement. Data from 230 convenience store full time (71.7%) and part time (28.3%) working employees were collected. Results indicate that difference types of PE fit predicated moderating effects influenced the relationship between predictor (emotional labor) and criterion variables (job involvement). In sum, in describing PE fit mediating the relationships between emotional labor and job involvement,Further, we have made the points that (a) emotional labor can indirectly influence job involvement by the mediating processes of perceived person-environment, (b) person-environment fit revealed partially mediating effects on the relationship between emotional labor and job involvement, (c) among emotional labor, PE fit, and job involvement regarding significance positive effects.
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