This thesis is to analyze and investigate the influence of behaviors towards an organization of public officials due to the way their parents raised them. I tried to find out how their parents' raising way influences the individual characteristics, the human relationship, the job satisfaction, and the organizational commitment. It is proved that the personal characteristics of the organization members affect the human relationship in organization strongly. It is also proved that the way their parents raised them affects the personal characteristics. Therefore I can suggest that the way parents raised children affects the organizational behavior strongly. In addition to that, the personal characteristics of each public official highly affect the human relationship such as the relationship with seniors, colleagues, and subordinates in organization. I know that the way their parents raised them strongly affects the human relationships in organization. In order to find out the influence of organizational behavior of public officials due to the way their parents raised them, I used the Pearson's correlation analysis. I find that the public officials who lived with positive parents have high job satisfaction and organizational commitment, and have high self-esteem, self-control, responsibility, and have good relationship with their senior and colleagues administrative public official. Also, from this study we can find out the influence which parents' attitude has on children's satisfaction and devotion as adults. Therefore this study can suggest a new direction of public administration.

The prior studies for consumer-brand relationships vested brands with personalities after had personified them. In these studies, a brand become the object of consumer's attitude, and former researchers investigated the types and styles of consumer-brand relationships based on this theory. However, I though that these studies did not follow the original concept of 'relationship' for they approached consumer as the subject and a brand as the object.

Measurement is used for evaluation of product or process exactly. If it couldn't measured correctly, Quality-cost must be raised and it would be hard to improve product quality. So, this study suggests improvement guide line for the multilateral problems of measuring instrument operation based on the investigation of 157 small and medium-sized enterprises in February, 2008. To use measuring instrument correctly, man who treat it must be accustomed with the structure, the performance, the method. The instrument is selected properly for the measurement goal. If not, results couldn't be correctly or wasted time, efforts, and costs. When selecting a instrument, the tolerance, the size, the figure, the material, and the efficiency must be considered. If the measuring instruments are controlled efficiently, it could be accomplished that improving product quality and coinciding with the goal of QM.

This study investigates the relationship among Appraisal outcome Satisfaction. Perceived Organization Support and Perceived Appraisal Justice. Several important findings emerge from this research. First. both distributive and procedural justice have a significant power in accounting for Perceived Organization Support. Second, it is evidenced that perceiving justice has a positive relationship with perceived organization support. Third, appraisal outcome satisfaction was higher, the level of distributive, procedural. interactional justice and perceived organization support were high. Future study. therefore. have to concentrate on the survey of casual relations among each concept in the framework of a longitudinal study. And to apply the results of this study to practical management, it is suggested that replicate research on various populations and through various experiments should be mand in the future.

The study defines the concepts of coaching, analyzes coaching process, and the impact of manger coaching on organizational performance. From these studies, coaches constantly monitor the coaching process, motivate and direct when members unable to find a way. Effective coaches work with the infinite variety of issues which people face as they embrace change, and resist it, enabling them to confront their hopes and fears along the way. Especially, the impact of coach is crucial to improve the organizational performance.

The central contribution of this paper is a model that integrates and extends two established frameworks in the management literature to propose a theoretical link between two previously disconnected constructs: transformational and transactional leadership and organizational learning.