No abstract

Since the 9/11 attacks in the United States (2001) and the two bombing events in Bali (2002Bali ( , 2005, there has been renewed interest in emergency prevention policies in many organizations around the world. Functional terrorism preparedness requires changes in organizational thinking about external environmental threats. This shift in organizational thinking could be led by human resource departments. In order to achieve this goal, HR departments must redefine their role in terms of crisis management, and then four key planning measures for insuring postemergency operations should be observed. Using system dynamics (SD) methodology, this article examines the causes of states in which organizations operate after terrorist attacks. Based on the qualitative analytic approach of causal loops, this article explores the major challenges for HR development prompted by terrorism. Specifically, we focus on changes both to organizational communication and to workforce planning and succession. These activities are a tremendous challenge immediately following a disaster. A functional HR plan must include elements for proactive alertness, the ability to dispatch inventory, evacuation plans, and record preservation coupled with dissemination to employees and explicit employee training and cross-cultural management.

Movies or TV programs provide intangible benefits to a local community or country such as image enhancement or an increase in the level of awareness of the host city. The complex combination of local demand, video technology and the Taiwanese people’s highly developed literacy in regard to Japanese popular culture made the in-flow of Japanese television trendy dramas possible. This article explores how contemporary Japanese cultural-economic forces land in Taiwan through the favorable reception of TV dramas and then increase popularity of travel to Japan. By examining Taiwanese acceptance of these dramas, this study discusses not only the ways in which young Taiwanese fans have experienced transnational tourism behavior, but also marketing ideas associated with TV drama-induced tourism.

The purpose of this article is to examine halo effect and organizational commitment in relation to employees' job satisfaction and organizational supportive culture at universities in Taiwan. The study used a questionnaire to collect data from 210 female faculty members of Taiwanese universities. The conceptual model was tested mediating the effect of structural equation modeling with maximum likelihood estimation. This study not only found the mediating role of halo effect and organizational commitment between supportive culture and job satisfaction, but also proved that a supportive culture in universities is directly and positively related to job satisfaction and that emotional and identification‐oriented organizational commitment may affect job satisfaction in a positive way among female faculty members. © 2012 Wiley Periodicals, Inc.

No abstract