DSpace Collection:
https://ah.lib.nccu.edu.tw/handle/140.119/102330
2024-03-19T03:30:04Z科技產業研發人員的創意組織環境-從產業類型、性別及創造經驗分析
https://ah.lib.nccu.edu.tw/handle/140.119/102355
題名: 科技產業研發人員的創意組織環境-從產業類型、性別及創造經驗分析
摘要: 本研究的主要目的為:(一)探討不同科技產業類型的公司(硬體研發公司與軟體研發公司)在創意組織環境上是否有所差異;(二)了解科技產業中不同性別的研發人員所知覺到的創意組織環境是否有所差異;(三)了解創意組織環境是否能有效預測研發人員的創造經驗。本研究的參與者包括360位科技產業的研發人員,其中162位從事軟體研發,198位從事於硬體研發。研究中所使用的工具包括「創意發展組織因素量表」以及自編的相關問題。本研究的主要發現為:(一)軟體研發公司比硬體研發公司提供較多有利於研發人員發展創意的組織環境;(二)不論在硬體或軟體研發公司,男性與女性研發人員所知覺到的組織環境並無顯著差異;(三)不論在硬體或軟體研發公司,雖然曾有創造成功經驗者比未曾有創造成功經驗者知覺到稍多有利於創意發展的組織環境,但「創意發展組織因素量表」中的四個因素不能有效預測研發人員的創造成功經驗。; The main purposes of this study were to investigate (a) the effects of gender and type of technology industries on organizational environment; and (b) the predictive power of organizational environment on R & D people`s experience of creation. The participants in this study were 360 R & D people, of which 162 were working on software R & D and 198 were working on hardware R & D. The employed instruments were The Inventory of Organizational Factors to Creativity Development and several self-developed questions. The findings in this study revealed that (a) software R & D companies provided more positive organizational environment for creativity development than did the hardware R & D companies; (b) males and females in both hardware and software R & D companies did not perceive differently in organizational environment; and (c) though those who had successful creation experience perceived more positive organizational environment than those who had not, the four factors in The Inventory of Organizational Factors to Creativity Development could not effectively predict the R & D people`s experience of creation, not matter in hardware or software R & D companies.2016-09-29T09:37:32Z大專畢業生第一份工作的工作轉換與在職搜尋:民國八十五年調查結果分析
https://ah.lib.nccu.edu.tw/handle/140.119/102354
題名: 大專畢業生第一份工作的工作轉換與在職搜尋:民國八十五年調查結果分析
摘要: 台灣地區大專畢業生在剛剛進入勞動市場時有兩個特性,一是失業率較國內平均失業率高,另一則是工作異動頻繁。國內傳統的相關文獻大都集中在探討大專畢業生失業的問題,卻很少觸及後者。然而由於大專畢業生在初入勞動市場時,訊息是非常欠缺的,所以,即使是他們找到第一個工作,也仍然會有很大的機會在短期內更換到其他更適合或薪資更高的工作。因此,本研究主要目地在探討大專畢業生初入勞動市場的工作轉換問題。本研究先建立一個簡單的在職搜尋模型,說明在職搜尋的特性。然後我們再利用期間分析模型及大專畢業生在第一個工作的資料,來檢視導致大專畢業生轉換工作的主要原因為何。我們主要的發現包括:第一,大專畢業生在找到第一個工作後,會有一半的人在一年半內更換工作。第二,工資、教育程度、學用配合度、及工作滿意程度都是影響大專畢業生第一個工作期間長短的重要因素。最後,男性畢業生轉換工作機率會隨著工作期間增加而增加;女性則恰恰相反。; There are two special properties for college graduates in Taiwan when they got their first jobs: First, the average unemployment rate for college graduates is higher than that of the national unemployment rate. Secondly, the frequency of job transition is quite high. Owing to lack of full information, even if they already got their first jobs, college graduates still have a high probability to change to another jobs. The purpose of this paper is to study on-the-search behavior and job transition for college graduates in Taiwan on their first jobs. We apply the 1996 job survey with a duration model to check how and why college graduates change their jobs so quickly. Our main findings are: First, we found that more than half of college graduates changed their jobs within one and half year. Secondly, wage, education level, job match, and job satisfaction are key variables affecting job duration for the first jobs of college graduates. Finally, the probability of job transition is increasing as job duration is longer for male graduates, while the probability is decreasing for female graduates.2016-09-29T09:37:18Z明代衛所與六部、督撫關係之研究
https://ah.lib.nccu.edu.tw/handle/140.119/102353
題名: 明代衛所與六部、督撫關係之研究
摘要: 衛所為明代軍事制度的基本單位,大體上由衛與所組成。衛分為京衛與外衛。京衛又可分為上直衛、南京衛、北京衛,分別隸屬君主、五軍都督府;外衛則分別隸屬於各都司、行都司或留守司。京衛、外衛下面的組織單位則是所,所分千戶所與百戶所。百戶所下有總旗二十人、小旗百人。舉凡軍政事項,乃由衛傳達到所,再由千戶督百戶、百戶下總旗、小旗,各自統率軍士聽令。六部、督撫為廣義官僚組織之一。所謂官僚組織,一般係指負責制訂、執行行政事務的機關,在明代當中,以吏、戶、禮、兵、刑、工六部最為重要。根據本文研究發現:明代衛所,因其本身為軍事組織的基層單位,故在實際運作上,除與其上級機關,如五軍都督府、都司,發生上下聯繫及指揮監督的關係外;在官僚組織中,由於戶、禮、兵、刑、工等部,負責掌管政府政策的執行,故在相關軍事業務上,衛所常須稟其命執行相關業務;另明代太僕寺負責馬政的相關事項,在專制王朝時期,馬政往往與軍事行動良窳密不可分。地方層級的督撫,從中後期之後,逐漸取代一般地方官,其職權甚至涵蓋地方一切民政行政庶務,其作為跟地方衛所間,更是產生直接的關連。總體來說,明代包括六部、大理寺、督撫等在內的官僚組織,其對衛所的控制相當嚴密,故相對而言,明代衛所的自主性相當地低;而因六部等各機關間的職權劃分不甚明確,故缺乏效率乃是當時最明顯之寫照。類似問題始終無法獲得解決,一直到明帝國滅亡為止。; The Wei-so is the basic unit of Ming dynasty of military system. It is composed by wei(衛)and so(所). The wei divides into jing-wei(京衛) with yi- wei(外衛). Jing-wei can divide into ch`in-chun wei(親軍衛), nanjing-wei, beijing-wei separately subordinates the empires and wu chun tu-tu fu(五軍都督 府). Yi-wei then separately subordinates at each tu-ssu(都司), shi tu-ssu(行都 司) or liu shou-ssu(留守司) Jing-wei, yi-wei organization unit then is so divides ch`ien-hu so(千戶所) and po-hu so(百戶所). Under po-hu so have tsung- chi(總旗) 20 person, sheuy-chi(小旗) hundred people. All military administration event is transmitted institute by Wei again is so; po-hu so under tsung-chi, pennant by ch`ien-hu so individually commands sergeant obeys orders. Bureaucrat organizes generally is refers to responsible for to draw up, carries out administration institution. The lu-pu(六部) of the Ming dynasty is most important by li(吏), hu(戶), leel(禮), bin(兵), shin(刑), gau(工). Studies discovery according to this article: the Wei-so is the Ming dynasty because of it itself for military organization`s basic unit therefore in actual operation except if higher organ like wu chun tu-tu fu, tu-ssu all takes charge of occurs about relation and outside direction surveillance relations. Organizes in bureaucrat as a result of hu, leel, bin, shin, gau Pu and so on execution which responsibly governs government policy therefore at correlation military affairs service the wei-so often must report its life execution correlation service. In addition the Tai-bur shis(太僕寺) is responsible for horse politics connected event in despotic dynasty time horse politics quality is often dense with military action can not to divide. Local level tsung-tu(總督) and hsun-fu(巡撫), gradually substitutes for general local official from center later period its authority even contains covers place all civil administration it takes for with local wei-so more is produces direct correlation. To sum up, the lu-pu, tu-fu of the Ming dynasty is quite strict control on wei- so. Therefore the independency of wei-so is low. The division is not very clear that the functions of each institution, therefore lacked efficiency is most obviously.2016-09-29T09:37:03Z影響合作學習成效的因素:建構性活動、真實的學習情境、與團體組成方式
https://ah.lib.nccu.edu.tw/handle/140.119/102352
題名: 影響合作學習成效的因素:建構性活動、真實的學習情境、與團體組成方式
摘要: 作者以Piaget與Vygotsky的理論為出發點,進行文獻評閱,討論影響合作學習成效的原因。我們發現解釋性活動、提供暗示性與探索性問題、練習相似問題等皆是有幫助的;在真實情境下,學習者可整合其生活經驗,並化解彼此間在知識概念上的歧異;低能力學生在異質編組下可彌補基本知識的不足,高能力學生在同質編組下有較佳的學習成效。最後本文對未來合作學習的研究,提出若干建議。; The author discusses the reasons why the collaborative learning contributes to students` academic achievement and cognitive development, based on the theories of Piaget and Vygotsky. The result is that explaining activities, the provision of cueing and exploring questions, and the solving of similar questions, et al. are helpful; that in the actual learning situation, the learners could integrate their life experience, and could clarify the argument among them; that low-ability students could get what they have not understood in a heterogeneous group, and high-ability students could get better learning in a homogenous group. Finally, we give some suggestion about further studies.2016-09-29T09:36:47Z