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This paper explores how the influences corporate donations, based on political identity of top managers upper echelons theory （UET）. The results show that the political identity of the top manager has a significant impact on the donation behavior of a company, especially in areas with poor institutional environments. Corporate donations depend not only on whether the top manager has a political identity but also the type of this identity. Furthermore, the impact differs significantly between companies with different ownership structures. This study enriches our knowledge of corporate philanthropy by demonstrating that corporate donation practices are shaped by a range of contextual factors. Corporate giving behaviors in emerging economies such as China are differently motivated according to the fundamentally different aspects of their institutional settings.

This paper sets up a simplified dynamic discrete selection model to analyze two-stage decision of corporate export behavior and influence of exchange rate under the framework of profit maximization. Then we adopt Heckman selection model to estimate general effects and structural effects of RMB appreciation on export based on the sample data of China Industrial Enterprises from 2005 to 2009. Findings reveal that RMB appreciation has exerted a significant negative impact to corporate export through extensive margins and intensive margins. Meanwhile, due to different corporate strategies of heterogeneous enterprises, RMB appreciation cannot achieve the expected effect of ＂survival of the fittest＂ and is instead unfavorable to the optimization of export structure. RMB appreciatiou drives industry structure of export to evolve towards advanced levels to a certain extent. However, such a positive effect mainly derives from the contribution of foreign-funded enterprises while restricting development space of indigenous firms in the sector of advanced manufacturing.

近年來，面談對人才招募之影響漸受到學者重視，因此本研究探討面談中面試官行為與面談前的企業雇用形象是否對應徵者的工作選擇意圖有正面影響，並檢視企業雇用形象對面試官行為與應徵者工作選擇意圖關係的干擾效果。 本研究樣本為兩組具國防役資格之研究所學生，A組為275位實際參與科技業公司國防役求職面談的學生，B組則為120位未參與過面談的學生。研究結果發現，面試官行為與企業雇用形象對應徵者工作選擇意圖均具有正向影響；此外，企業雇用形象並不會干擾面試官行為與應徵者工作選擇意圖的關係，然而這可能是因為本研究的企業雇用形象的衡量方式及統計檢定力較低所造成，文中並建議未來研究可採較大的樣本，以進一步驗證此交互作用是否存在。

在企業行銷策略中，除了投入心力服務顧客，建立良好關係外，投入資源關懷社會的企業社會責任已成為一種趨勢，亦為企業永續發展的重要策略。本研究採便利抽樣法，以網路問卷方式共取得465 位在星巴客咖啡消費經驗的有效樣本，研究發現：(1)企業社會責任對滿意、信任的影響力大於關係投資的影響力；(2)信任為影響顧客公民行為三構面(推薦、幫助和回饋)最主要的因素，對企業信任的顧客較容易產生公民行為；(3)滿意需透過信任的中介，才能發揮其對顧客公民行為的影響力。亦即，企業將資源投入友善社會的企業社會責任，比企業推動討好顧客的關係投資，更能獲得消費者青睞，並引發其自願產生顧客公民行為，本研究據此，提出具體的理論與實務意涵。

本研究主旨在探討台灣不同組織的主管表現出不同的價值觀，以及主管做決策時最容易影響道德的考量因素是什麽等種種問題。本研究對這些問題的瞭解，期望能幫助組織管理者洞悉在決策行爲中，容易影響道德的考量因素是什麽，進而能合理且有效地控制這些因素，有助於組織內道德行爲的運作，以奠定企業倫理的基石，是爲本研究的主要目的。 本研究的方法，首先採中西文獻收集及分析的方式，選定適切的價值測量工具，以及歸納出時下現實決策情境中容易産生首先問題的種類，接著，根據這些地歸納，研究者自製機種不同決策情境的問卷題目。本研究並選定製造業、服務業、政府機關及非營利機構等四類組織的高中低階主管兩百餘人，爲本研究問卷的施測對象。研究結果發現：主管們做決策時最容易影響首先的考量因素是考慮「公司整體的利益」；另外，四類組織的主管們也表現出不同的價值觀，非營利族群（政府機關、基金會、醫院、學校等組織）比營利族群（製造業與服務業）表現出較高度的「關懷自制」與「安全歸屬」等因素的價值觀，亦即非營利行業族群凸顯其對人性關懷及自我控制與期望安全和平的特性。

The purpose of this study is for a discussion of the characteristics of those who were taking the leading positions in the enterprises， and an analysis of the behavioral attributes a “SuccessfulType\" or an “Effective Type\" of leader should possess. Other than integrated documentary research in this field; a comparative study of the local condition om China and Canada was made. A significant discovery is that all of the attributes of a “SuccessfulType\" of leader in a Canadian enterprise were not necessarily required of Chinese enterprises; the Chinese condition that depends on the candidate background to decide promotion in the public enterprises. As the study was carried further on a positive analysis of those who were playing leading roles in the public and the privately businesses in China， it was found that no matter whether the enterprise was “public\" or “private\"，one should have a comparative stronger ability as being “flexible，if he was to become an “EffectiveType\" of leader. Those who possessed stronge