學位論文

Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861

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End date: 2019Has files: No

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Now showing 1 - 10 of 84
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    Managerial Competencies in the Cosmetic Industry
    (2012) 康 娜 蝶; KABORE NADEGE
    The cosmetic industry as many other industries, is characterized by high competition triggered by the globalization phenomenon and the liberalization of markets. Organizations now more than ever have to capitalize on their people to innovate their products and services in order to respond to the consumers ever changing demands. One of the most prominent and influential group of employees in every organization is the management group. Managers have the responsibility to effectively plan, organize, lead and control the multiple activities undertaken in the organization. Therefore it is important for managers to know and understand the roles and tasks they have to perform in an organization. It is equally essential for managers to understand that certain competencies are required of them for superior performance on the job. A better understanding on managerial competencies can provide a basis for better competencies development programs to develop high performing managers. The purpose of this research is to understand the managerial roles, tasks and competencies in the cosmetic industry in order to provide competencies development strategies. This research used a qualitative research method to deeply investigate the managerial competencies in the cosmetic industry. Managerial roles and tasks as well as managerial competencies were found. In addition, managers who were interviewed provided ways of developing those competencies as well as advice to future managers. The researcher believed to have made a valuable contribution to the literature on managerial competency and to the cosmetic industry.
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    The Effect of Intellectual Capital on Taiwan Banking Institutions’ Business Performance
    (2012) 周信甫; Hsin-Fu Chou
    Transforming into a knowledge-based economy, there is an increasing need for Taiwan to explore how intellectual capital creates value for financial institutions especially when signing MOU in 2009. Thus, this empirical study aims to understand how intellectual capital influences the business performance, specifically in the context of financial institutions in Taiwan. An Intellectual capital questionnaire adapted to measure the intellectual capital components, including human capital, structural capital, customer capital and innovation capital. The population is employees of financial companies in Taiwan. Research samples are collected and the data are analyzed by Partial Least Squares (PLS) and multiple regressions through backward elimination methods. There are two outcomes as follow: Firstly, PLS analysis pointed out that intellectual capital does have significant influence on Taiwan banking institutions’ performance. The positive influence of human capital to structural capital and customer capital, structural capital to customer capital, innovation to structural capital and structural capital and customer capital to business performance are proved to be significant. Secondly, multiple regression results proved intellectual capital’s significant impact on business performance. The outcomes discovered the characteristics of Taiwan banking institutions and pointed out room for the industry’s improvement. Also, it improves the problem of PLS analysis. All the models have high explanatory power over Taiwan banking institutions’ performance. Also, some recommendations for the government, Taiwan financial institutions’ managers, and future researches were provided.
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    On the Interrelationship between Individualistic Orientation, Organizational Commitment, and Turnover Intention in the Workplace
    (2013) 王良海; Kyle Wang
    The high turnover rate of the younger generations in Taiwan has for some time been a conundrum that besets local Taiwanese enterprises, as had been discussed in many articles. Most of these articles, however, had attempted to address this issue from the perspective of the assorted personality traits of these younger generations in Taiwan, which in actuality may be a case being unable to see the forest for the trees. By zooming in on the cognitive contradistinction between the generations imposed upon by the times, this research aimed to examine the issue from a macroscopic viewpoint, which hopefully can contribute to a better understanding of the nature of this blight of a phenomenon that is rampant among the younger generations in Taiwan. The R&D sector, wherein solidarity and selfless cooperation are called for so as to achieve breakthroughs and innovation and where human nature is put to the acid test on account of the onerous workload and massive stress, serves as an ideal place to inspect the collision of collectivism versus individualism and the impact thereof. Through in-depth interviews with targeted experienced HR personnel and the revelations of related success and failure stories, this research shed some new lights on the nature of this value mutation/confrontation pattern liable to stage in the workplace of certain graduated developing economies.
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    綠色行銷因子下新世代的綠色消費意願
    (2012) 許玲禕; Ling-I Hsu
    The impact of all kinds of environmental problems and energy crisis alarms the world. As a citizen of the global village, any corporation in Taiwan has the duty to take its own social responsibility to help mitigating the environmental and societal problem while striving for the financial performance. Therefore the concept of “sustainable development” is brought out while design and produce new products. To investigate how to raise the intention of young generation in green consumption and the difference between Non-profit organizations and For-profit organizations, we combine psychology and marketing concept to propose a new conceptual framework for green consumption. To do so, we choose Tzu Chi’s recycled POLO shirts as the green product provided by Non-profit organization (NPO) and Timberland’s recycled POLO shirts as the green product provided by For-profit organization (FPO) to be our objects and postulate respective hypotheses. A hypothetical model is established to analyze these constructs and their correlations in the proposed conceptual frameworks. For the research findings, firstly, multiple regression results proved consumer perceived values variables and green purchase attitude variables have significant effect on green purchase intention for green products provided by Non-profit organization. On the other side, product-related information acquisition variables and consumer perceived value variables have significant effect on green purchase intention for green products provided by For-profit organization. The outcomes discovered the characteristics of Taiwan environmental organizations and pointed out room for the industry’s improvement. Secondly, PLS analysis pointed out that green marketing factors do have significant effect on green purchase intention for green products provided by Non-profit and For-profit organizations. Only the price comparison variable is not significant which may demonstrates the young generation does not perceived the value of green products by using the price index. Also, it improves the problem of multiple regression analysis. At last, some recommendations for the Non-profit and For-profit organizations, and future researches were provided.
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    The Effects of Cultural Intelligence, Self Efficacy and Cross Cultural Communication on Cross Cultural Adaptation of International Students in Taiwan
    (2011) Nadine E. Lawrence
    The purpose of this research was to explore the effects of cultural intelligence, self efficacy and cross cultural communication on cross cultural adaptation of international students in Taiwan. The participants were 384 students comprising 188 (49%) males and 196 (51%) females. A majority of 164 (42.7%) were in the age range 21-25 years. American students were more than any other nationality at 22.7%. On average international students stayed in Taiwan for 21 months. Data were collected through a questionnaire in which participants were asked to respond to 50 questions on aspects involving, cultural intelligence, self efficacy, cross cultural adaptation and cross cultural communication. The questionnaire also requested the students to provide demographic data relating to their ages, gender, length of time in Taiwan, program of study and their nationality. In answering the questions this study sought to resolve, seven hypotheses were proposed. The hypotheses were directly related to the questions in the 50 item questionnaire. The findings indicated that no statistically significant gender differences could be established with regards to cultural intelligence, self efficacy, cross cultural adaptation, and cross cultural communication. A variety of conclusions were also reached about the variables on different tests. Based on the findings it is argued that universities in Taiwan need not be concerned about gender differences in addressing the issues investigated in this study. Also, that cultural intelligence is positively related with self efficacy, cross cultural adaptation and cross cultural communication suggesting that perhaps this is an area to focus on in dealing with international students. The study also provides recommendations that are specifically targeted at host universities, prospective international students and scholarship agencies. Finally, suggestions for future research are advanced. The suggestions focus on the research being carried out among other groups of students within Taiwan. It is also suggested that repetitive studies could be conducted on the same hypotheses to validate the study as well as to be able to generalize the findings.
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    The Impact of Career Path, Career Management Satisfaction and Career Commitment on Organizational Commitment
    (2011) Andrea Mariana Moscoso Riveros
    In this study, the major purpose was to explore the impact of some situational variables: demographic data, career path and career management satisfaction; on organizational commitment. The study also aimed to investigate the impact of career commitment on this relationship. Demographic data was studied to find the differences between demographic groups on the three dimensions of career commitment: identity, planning and resilience. Career path was explored to determine whether the mobility patters: movements along organizations, projects and positions; and the intention to work full time in the chosen career field; generate some differences on career commitment. This study also investigated the impact of employees‟ satisfaction towards career management satisfaction on career commitment. Finally, the study explored the impact of career commitment on the relationship between the situational variables, as independent variables, and organizational commitment, as the dependent variable. The target of this study was the employees of private nationals or internationals companies in Bolivia. A quantitative approach was adopted. The statistical methods utilized were reliability analysis, factor analysis, descriptive analysis, independent t-test, one–way ANOVA, correlation analysis, regression analysis and canonical correlation analysis. The results are concluded as follows: 1. Age, marital status, job position and educational degree present differences on career planning and career identity. The type of industry also affects career identity and career resilience. 2. Employees who get promoted present higher level of career commitment; and those who changed along projects might increase their organizational commitment. 3. Career management satisfaction towards practices on groups CMS-Strategies 1 and 2 predict career commitment, but CMS-Strategy 3 has a significant relation with both career and organizational commitment. 4. Career identity and career resilience predict 12.1% of organizational commitment. 5. Statistical analysis proved that some aspects of career path and employees‟ satisfaction towards organizational career management practices are significantly related to career commitment and therefore might increase organizational commitment.
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    Measuring the Impact of Person-Environment Fit and Its Affective Outcomes- A Case Study of International Cooperation and Development Fund
    (2011) Jasmine Lauren Brown
    In this study, the major purpose was to measure the impact of person-environment fit on employees‟ job satisfaction, organizational and career commitment, intention to leave and organizational citizenship behavior. The target of this study was the employees of International Cooperation and Development Fund. A quantitative method was adopted. The statistical methods utilized were reliability analysis, descriptive analysis, regression analysis and correlation analysis. The results of the study displayed that all the person-environment fit variables have a significant impact on the aforementioned outcomes.
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    The Relationship of HR Roles and HR Practices with Organizational Performance in Financial Institutions in El Salvador
    (2011) Cesar Oswaldo Alas Rivas
    Following existing literature in different contexts, this study explored the HR roles and HR practices and their relationship with organizational performance in financial institutions in El Salvador. Based on a previous exploratory study conducted in El Salvador, the HR roles seem to be more functional oriented than that of a business partner that generates value to the organization. This study used Ulrich’s HR roles model as well as the Cranet HR practices survey, to determine the relationship with firm performance. Such performance was gathered from Fitch ratings publications during the year of 2010. Both instruments, especially the HR practices survey, went through an intensive validation process to adjust them to the contextual targeted location. They were translated into Spanish and distributed among the sample. The sample of this study was comprised of those financial institutions registered in El Salvador and listed by Fitch Ratings, Central America. Correlation and Regression were employed to determine the relationship. Based on the outcomes from the data analysis, partial relationship was found regarding both HR roles and HR practices towards organizational performance. In addition to the findings that partially support the hypothesis, this study reports the responses per item that showed high percentages in regards to “I don’t know” or “No use” options which led the conclude that the theories on HR roles and practices might be fairly new to the sample in the study.