學位論文

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    A Study of Competency Model for a Project Portfolio Manager: Triangulation Approach
    (2022) 廖琉沙; Lyashuk, Alexey
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    A Study of Factors Affecting Attitudes towards Business Ethics in Saint Lucia
    (2013) Elizabeth Henry; Elizabeth Henry
    Business is essential for the development and wellbeing of society. However, the frequency with which corporate scandals occur serves as a driving force behind an ongoing debate about the conduct of businesses. This study therefore analyzed the effects of gender, age, household income, status and religiosity on attitudes toward business ethics and also, the effect of these factors on the business philosophies as contained in the attitudes towards business ethics questionnaire (ATBEQ). A quantitative approach research method was in the form of a questionnaire. The sample groups for this study were business students and employees in the private sector. The data was analyzed separately for both sample groups. The results showed that for students, gender had a significant impact on ethical attitudes, and for employees, household income and interpersonal religiosity. The results also showed that males were less ethical than females, and employees were more ethical than students. Social Darwinism was the most popular business philosophy as it was subscribed to by both sample groups and all factors except age had a significant impact on at least one business philosophy. Age was the only factor with no significant impact on attitudes towards business ethics or on the business philosophies. This study provides information on the ethical attitudes that currently exist in the business environment and also will provide insight into future business ethical attitudes. The results also provide useful information for policy makers, managers and academia and may shed some light for both Corporate Human Resource Strategy and the formal education system. It will also add to the existing literature on business ethics and more specifically to literature on ethics in the Caribbean region.
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    A Study of Politeness Strategies in Intercultural Communication
    (2014) 簡郁珊; Yu-Shan Chien
    Based on Brown and Levinson’s (1987) politeness theory, an aim of this research is to understand the use of politeness strategies of people of different cultures in intercultural communication as well as whether familiarity and power distance play significant roles in it. Another purpose is to investigate whether other potential factors affect politeness strategies in intercultural communication. Data was collected, using in-depth interviews and scenarios, from 20 international students in Taiwan. The findings indicate that politeness strategies are diversely used in intercultural communication. Cultural backgrounds, familiarity, and power distance play significant roles in choosing politeness strategies. Other factors that can affect the choice to be polite include personality, language, types of situations, characteristics of message receivers, gender, and the nature of the communication channel.
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    A Study of Professional Competencies of Recruiting Consultants in Temporary Staffing Agencies in Taiwan
    (2009) 鄭婷文; Ting-Wun,Cheng
    Temporary staffing industry (TSI) is a rapidly growing industry. This makes the role of recruiting consultants increasingly important for the success of temporary staffing agencies (TSA). Thus, it is critical that each TSA understands the necessary skills and abilities a recruiting consultant should possess. This research conducted a study of recruiting consultants in temporary staffing agencies in Taiwan to uncover the professional competencies they need to possess and apply in order to be successful in their jobs. This research used a three-stage research process to (1) document the value, job contents and the work processes of recruiting consultants, (2) build a competency model of recruiting consultants, and (3) establish norms of the competency level of current recruiting consultant workforce in temporary staffing agencies in Taiwan. This research applied the Delphi technique to collect the behavior indicators that excellent recruiting consultants exhibit, then collected data from 88 recruiting consultants of six sample firms using a survey questionnaire to measure the degree of existence of these behavior indicators. After applying the exploratory factor analysis (EFA) on the observed data, this research generated six competences of recruiting consultants. They are professional knowledge and capabilities, customer service orientation, teamwork and cooperation, self-control ability, interpersonal communication, and learning ability. Next, using the analytic hierarchy process (AHP), this research obtained the weight of each of the six competences from a select group of field experts. A weighted overall competency score was calculated for each recruiting consultant by first multiplying the score of each competence by the competence weight, then summing the scores of the six weighted competences. The weighted overall competency score was found to be significantly related to job performance scores of recruiting consultants in Pearson correlation analysis. In addition, regression analyses also showed that the weighted overall competency score was significant in predicting the job performance of recruiting consultants. The empirical evidence was a strong support for the validity of this newly developed professional competency model of recruiting consultants for the temporary staffing industry in Taiwan. Finally, after verifying the validity of this competency model, this research obtained the norms of recruiting consultants’ competency level by calculating the mean and the medium of each behavior indicator for the sample. The competency norms have great practical implications to TSA management. They can facilitate multiple human resource functions, such as recruitment and training. The norms can serve as a selection standard or a needs assessment questionnaire against which recruiting consultants’ current competency level can be evaluated.
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    A Study of Relationship of Learner Characteristics and Learning Satisfaction in Blended Learning Environment
    (2005) 田旻平; IMin-Ping Tien
    The study was aimed to investigate the learning satisfaction in blended learning environment. The population of this study was pilots in our country. Two airlines, one wing of the air force, and the flight institute were sampled. Individual background and learning style were the independent variables and learning satisfaction was the dependent variable in this study. The instruments included Kolb’s learning style inventory and blended learning satisfaction questionnaire. Except for Kolb’s learning style inventory, blended learning satisfaction questionnaire was designed by the researcher through referring to literature review and other questionnaires. 195 out 300 questionnaires were valid. Statistical methods as descriptive statistics, independent sample t test, one-way ANOVA, and Pearson correlation were carried out to implement data analysis. Furthermore, the study surveyed participants’ opinions and suggestion for blended learning. The results were shown below. 1. Participants’ learning styles were diverse and average. There were in priority convergers, accommodators, assimilators, and divergers. 2. Participants were prone to agree to satisfy with blended learning. 3. Regarding to job, age, and flying experience, there was significant difference in learning style. 4. Respondents graduated from junior college have higher scores on teaching methodology than those who graduated from university. 5. There was no significant in learning satisfaction regarding of learning styles 6. Teaching methodology had significant correlation with overall rating. 7. The major of respondents are willing to take blended learning again; nevertheless, the improvement on software and hardware, development of related talents, interaction between peers and instruction are important agenda.
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    A Study of the Effect of National Culture Value and Self-Efficacy on Organizational Commitment in Haiti
    (2010) 馬維妮; Virginie Marc
    This thesis would not have been possible without the tremendous encouragement of family and friends, the guidance of professors, and strength from the Lord, to all of whom I am heartily thankful. I am very grateful to the International Cooperation Development Fund (ICDF) who had provided me the opportunity to get my Master’s Degree at the National Taiwan Normal University by their financial support. My thanks go to my University which has provided us a sane environment with facilities for studying, and to the office team who had been always there for me that I’m so grateful for their patience and tolerance. I would like to express my deepest appreciation to my academic and thesis advisor, Dr. Ted Shir-Tau Tsai who has been devoted to guide and support me kindly throughout the process. Without his expertise, and willingness to help by his suggestion, encouragement, and other support, this study could not have been completed. Besides, I would like to thank my committee members, Dr. Steven Chih-Chien Lai and Dr. Chen Farn-Shing, who appreciated my efforts of researcher and gave me healthy comments, and suggestions to improve my Thesis in which they had mentioned as a good source of information about Haiti. Also, I would like to take this opportunity to thank all the other professors who help me with a more understanding about my topic. Finally, an honorable mention goes to my families, my people in Haiti, and my friends for their understandings and supports on me in completing this Study. Without helps of the particular that mentioned above, I would face many difficulties while doing this research.
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    A Study of the Relationship between
    (2006) 孫玉融
    The main purposes of this study were: 1. to understand the current situation regarding Taiwanese expatriates’ perceptions of formal pre-departure training programs; 2. to understand Taiwanese expatriates’ adjustments in China; 3. to examine the correlation between Taiwanese expatriates’ perceptions on formal pre-departure cultural, language and practical training programs offered (Hutching, 2003) and their subsequent adjustments to work, interactions with host nationals and the general non-work environment (Mendenhall, Dunbar& Oddou, 1991) in mainland China; 4. to examine the relationship between respondents from different backgrounds and their adjustment to life in China. This study surveyed the current situation of expatriates in two large-scale companies in Taiwan. Out of 73 questionnaires 30 were valid. The following were the statistical methods used: descriptive statistics, Pearson correlation, independent sample t-test and one-way ANOVA. The results include: 1. that participants’ perceptions of formal pre-departure training programs are below the average; 2. that participants’ adjustment to China is above average; 3. that there is no correlation found between participants’ perceptions of cultural and language training programs and participants’ adjustment to China, but that some showed the correlation between perceptions of practical training and participants’ adjustment to China; 4. regarding participants from different backgrounds, those who have bachelor’s degree or above adjusted to general non-work environment better than those who were graduated from vocational schools or below. Participants in finance departments adjusted to the general non-work environment better. Participants in high-class management or above adjusted better than those in middle-class management or below.
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    A study of the Roles and Competencies for HR Professionals in Performance Consulting
    (2006) 宋黎曼; Souleymane Sonko
    There have been conducted many studies investigating the roles and competencies for HR/HRD professionals based in many competency models, but few have been done to address the roles and competencies needed by those professionals for performance consulting. Performance consulting means working with people to meet their business goals, by maximizing the effectiveness of their human resources; clearly identifying what is expected, and by building learning activities and opportunities to help employees achieve what is expected from them by management. Suggestions have been given for how to change from a HRD professional to a performance consultant or how to do serious performance consultant but the core roles and competencies for it are not explicitly addressed; here lies the importance of conducting this exploratory study.
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    A STUDY ON FACTORS RELATED TO INTERNATIONAL STUDENTS’ PERFORMANCE AT THE MANDARIN TRAINING CENTER IN THE NATIONAL TAIWAN NORMAL UNIVERSITY
    (2009) 葉琬; Vladimíra Bilijenková
    For recent years, number of international students coming to Taiwan in order to pursuit their studies is growing rapidly. A significant part of them come to acquire mandarin language skills. These students utilize services offered by language centers all over the island. However, approximately one fourth of all learners of Chinese enroll in the Mandarin Training Center (MTC), which is affiliated to the National Taiwan Normal University. Its location in the heart of capital city Taipei as well as long history and reputation are intriguing. Despite the long tradition of teaching mandarin as second language, MTC is an organization that is still adapting to international students’ expectations and needs and is improving its services in order to provide environment in which international students can achieve their goals. This research was conducted in order to learn, what are the international students’ points of view (about the MTC services and other topics) and what do they perceive as most significant factors related to their performance and satisfaction at MTC. The methods of data collecting were semi-structured interview and a questionnaire, which used snowball sampling method. SPSS software version 16 was used for data analysis. This study tested six hypotheses. The statistical results showed that only relation of satisfaction and hygiene and situational factors is highly significant. Therefore it could be concluded that variables of hygiene and situational factors are not motivating or de-motivating for international students’ at MTC, however, they still play a significant role in their everyday lives.
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    A Study on Factors Responsible for Teacher Turnover in Public Junior and Senior Schools in The Gambia
    (2007) 艾瑪; Adama Ceesay
    The purpose of the study was to investigate the factors responsible for teacher turnover in public junior and senior schools in The Gambia and to provide recommendations on how to address the problem of teacher turnover. The sample comprised of seventeen (17) people who have either worked in education or are currently working in the education sector in The Gambia. The research participants were selected based on their experience as teachers and administrators in public junior and senior schools in The Gambia. Questionnaires were formulated for school principals and former Gambian teachers in the US, while interview sheets were formulated for foreign teachers, former teachers in UK, local teachers and the Senior Management Team. Data was collected and coded. The data was analyzed and summarized and tabularized. The research findings consequently shown that there are more pressing issues in teacher turnover in The Gambia than salary and allowance issues. It was highlighted that teachers leave the teaching profession due to various reasons which include, lack of career development prospects, inadequate teaching and learning materials in schools, poor implementation of bonds for teachers on study leave, inadequate policies to safe guard teachers, unfair postings procedures, lack of a good monitoring and evaluation system and the autocratic nature of some school principals.
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    A Study on Global Staffing Strategies for Middle Managers of Multinational Banks
    (2007) 譚鴻雅; Hung-Ya, Tan
    隨著全球化時代的來臨，台灣本土銀行面臨了相當大的國際化壓力與衝擊。為了能夠成功地走向國際舞台，本土銀行必須找到對的人才，以協助經營海外分支機構。為此，本研究選擇具有多年國際化經驗的外商銀行為對象，希冀藉由外商銀行選任海外分行中階經理人之經驗，做為本土銀行經營海外分行之參考。 本研究深度訪談了五家外商銀行共六位受訪者，得到以下四個方向之研究成果： 1.受訪外商銀行的國際人力資源傾向，以及其制定全球人力資源策略之方式； 2.其招募實務作法，包含海外分行中階經理人之來源，以及招募管道； 3.其選才實務作法，包含甄選海外分行中階經理人之工具與條件； 4.其訓練實務作法，包括需求分析、課程種類，以及訓練成效評估。 此外，受訪外商銀行在從事上述人力資源活動時，曾遭遇過哪些困難，以及當時解決的方法，亦於研究成果中一併呈現。 最後，研究者基於上述研究成果，對台灣本土銀行以及後續研究者，提出建議以茲參考。
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    A Study on Individual Competencies for Foreign Government Representatives in Taiwan
    (2012) 甘貝爾; Rodrigo Campbell
    The purpose of this study was to identify the individual competencies required for foreign governmentrepresentatives serving in Taiwan and explore how these individuals have developed such competencies. A qualitative approach was adopted to reach this purpose. Participatory observation in one foreign mission office in Taiwan, document review and semi structured interviews with ten foreign government representatives serving in Taiwan were utilized for data collection. The research suggest that the competency development stage of foreign government representatives is guided by a social learning process and later enhanced by intentional self-development changes. Work experience and on-the-job learning methods guided by these two processes represent the way in which foreign government representatives have acquire the competencies necessary to be posted in Taiwan. Moreover, to have a more integral competency assessment, this study utilized the American Society for Training& Development (ASTD) competency model as a guideline to further categorize those individual competencies, identifying three competency levels. The first foundational level competences identified included: relational ability, communication skills, linguistic ability, intercultural competence, analytical skills, business acumen, knowledge management, administrative skills, adaptability/flexibility, emotional intelligence, stress management, openness to experience and extroversion. The second focuslevel areas of expertise were composed of: protocol, public service orientation, public relations, market development, attracting investment, international politics and law, and history and cultural affairs. Finally the top level execution roles determined were: political analyst, commercial counselor, public diplomacy agent, consular advocate and management officer. The findings of this study provide information for government ministries and officials in charge of selecting foreign mission holders and for those international educators responsible for training and developing the future generation of diplomats and foreign government representatives.
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    A Study on Job Context for Dispatched Workers in Taiwan
    (2008) 虞家欣; Chia-Hsin Yu
    ABSTRACT Non-standard work arrangements, such as part-time work, contract work and dispatched workhad been recognized as one of the strategies to increase firms’ flexibility and competitive advantage. Recently, the needs of dispatched workers were booming in Taiwan. Besides, the government had categorized dispatching services into one of the twelve industries targeted for current stage of service sector development. Nonetheless, there were few studies on the issues of dispatched work, say nothing of the performance of dispatched workers. This research wanted to study the needs of improving working effectiveness of dispatched workers and possibility for enterprise to increase the further use of dispatched workers in the future. To understand the content of dispatching services, researcher reviewed the related literature of the background of dispatched work, and then developed the purposes of this research based on the collected information. This research conducted the qualitative method with in-depth interview to find out the condition of using dispatched workers in client companies and other related issues. A questionnaire was developed and used for in-deep interviewing and collecting research data. There were six interviewees from three kinds of industries, which included financial insurance, information and private security industries, and one non-profit organization. The conclusions of this study were as follows: 1. The financial and insurance industry was the one which adopted the most use of dispatched workers. 2. Most client companies used dispatched workers to do administrative jobs. 3. The information industry was the one with possibility to use dispatched workers on more professional jobs. 4. Most client companies did evaluations on the working effectiveness of dispatched workers; however, they didn’t think it’s necessary. 5. Most directors in client companies believed that the trend of dispatching services would be positive. 6. The financial and insurance industry was less likely to consider the further use of dispatched workers. 7. There were opportunities for dispatched workers to become permanent employees in most of the client companies. 8. Most directors in client companies were not sure of the definition of dispatched workers. 9. Most companies interviewed dispatched workers by themselves.
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    A Study on the Human Resource Development Competencies of Human Resource Managers in Burkina Faso
    (2015) 康莉雅; Helene Lydia Marguerite Tenin Konkobo
    The purpose of this study was to identify the development needs of HR professionals in Burkina Faso by determining the expertise level and the importance of the HRD competencies as it relates to their functions. The study used a mixed mode approach in order to minimalize the limitations of both quantitative and qualitative approaches. This study aimed at contributing to knowledge on HRD in providing a base line that can be used to develop the practice of HRD in Burkina Faso. The target population of this research was the HR managers in the country. The survey questionnaire was adapted from the original 2004 ASTD Competency Study Mapping the Future and then translated into French. Descriptive statistics were used to analyze the survey questionnaire and content analysis was used analyze the interviews. The results showed that HR managers in Burkina Faso perceive their expertise level in HRD competencies, at the exception of learning technologies. The study also, established that the perception of HRD competencies level, differ among demographic groups.
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    A Study on the Roles and Competencies of Human Resource Professionals The Consequence of Human Resource Outsourcing
    (2005) 潘美佐; Kris Pan
    Many companies in Taiwan, both multinational and local, outsource their HR activities to different levels according to different needs, such as saving cost or receiving professional aid. While the employers are planning greater emphasis on business acumen and outsourcing many administrative functions, HR professionals are forced to demonstrate new skills and competencies, and compete for new, sometimes unfamiliar roles. The main purpose of this study is to explore the issues of HR outsourcing, including the functions being outsourced, reason for outsourcing, roles and competencies of human resource professionals under the impact of HR outsourcing. When an organization makes a decision on whether or not, or what parts of HR, to outsource, it must consider what benefits or values outsourcing can offer. Outsourcing decisions should be based on an evaluation of needs and capabilities of the specific company, as well as the availability of outside resources. The decision to outsource all or a portion of HR function is another significant choice to make. Subsequently, like all other strategies, implementation is just as critical as making the decision. As HR functions are being outsourced, their roles are becoming even more strategic. As many fear that the future of HR professionals is becoming increasingly ambiguous, largely due to downsizing and outsourcing, it is essential to redefine the values of HR professionals by fully understand the new roles and competencies that may result as a consequence of HR outsourcing.