DSpace Repository :: Browsing by Author "李隆盛"

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Baylor的「可調控模型滑翔機」評介

(臺灣省政府教育廳, 1998-08-01) 李隆盛

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Baylor的「可調控模型滑翔機」評介

(國立臺灣師範大學科技應用與人力資源發展學系, 1998-08-??) 李隆盛

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CBET的趨勢

(財團法人中華民國職業訓練研究發展中心, 1998-10-01) 李隆盛

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Cultural Differences influencing Communication Problems between Taiwanese Employees and Japanese Expatriates

(2006) 中道惠里; Eri Nakamichi

ABSTRACT While much attention in recent years has been focused on the communication problems between Japanese expatriates and local staffs in many countries, little research has been conducted on the communication problems between Japanese and Taiwanese employees.　In this study, the communication problems of Japanese expatriates in Taiwan were examined. Twenty cultural differences between Japanese and local staffs derived from literature reviews were used to examine cultural differences influence on communication problems between Japanese and Taiwanese. To identify which cultural difference cause communication problems among these 20 differences in more details, an interview survey to Japanese expatriates in Taiwan was conducted. As the result of the interview survey, it was revealed that Japanese tend to feel communication problems with the cultural difference of job implementation, such as, the way of report, the way of suggestion, the way of looking for the cause of the troubles, the way of taking responsibilities, and the way of excuse. On the contrary, Japanese do not tend to feel communication problems with the difference of language, such as, polite expression, term of respect, and tone, do not influence on the cultural differences. This study is important practically in that it identifies cultural differences that may improve expatriates performance. Furthermore, the research findings are relevant to Taiwanese and Japanese multinational employees who seek to sustain a competitive advantage through successful expatriate program.

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DIY有三型四益

(國立臺灣師範大學科技應用與人力資源發展學系, 2000-11-??) 李隆盛

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ILO人力資源訓練與發展方針及對我國的意涵

(勞工之友雜誌社, 2001-04-01) 李隆盛

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LED照明產業高端科技人才的工作任務

(2011-05-28) 李隆盛; 許全守; 張良德; 方瑀紳

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LED照明產業高端科技人才的工作任務

(2011-05-28) 李隆盛; 許全守; 張良德; 方瑀紳

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MST取向的國中生活科技教材教法

(國立臺灣師範大學科技應用與人力資源發展學系, 1998-10-??) 李隆盛

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MST取向的國中生活科技教材教法

(臺灣省政府教育廳, 1998-10-01) 李隆盛

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Problems and Solutions in Applying Assessment Center Methods in Taiwan

(2005) 陳昱蓉; Yu-Rong Chen

Assessment center method (ACM) is an ever more complete and appropriate method with respect to human resource practice in this ever changing, global and technologically demanding business environment. However, the operation of ACM is relatively preliminary due to different business environments in Taiwan. Thus, the study was aimed to explore the current situation of applying ACM in Taiwan, to investigate the problems of implementation, to construct a comprehensive strategy to solve these problems and to provide the concrete conclusions and suggestions to practitioners and further studies. By using qualitative research method with multiple cases, the main problems of applying ACM on Taiwan found in this study were: (1) All aspects during application can not be ignored (2) Managerial capabilities need to be enhanced (3) Never think assessment center as ‘panacea’ (4)Effective assessment center in Taiwan has not been built. In addition, comprehensive solutions to cope with these problems concluded in this study were (1) Seek for support from executives (2) Make the purpose of application clear (3) Establish the system of assessment (4) Select suitable assessment center for your own company (5) Provide Training after assessment (6) Develop and modify materials during a period of time (7) Offer subsequent measures to leverage the assessment center.

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Puzio的科技學習歷程紀錄評介

(國立臺灣師範大學科技應用與人力資源發展學系, 1998-11-??) 李隆盛

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QWERTY鍵盤和Dvorak鍵盤的字鍵排列

(國立臺灣師範大學科技應用與人力資源發展學系, 1986-10-??) 李隆盛

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Spa技術人員社會技能、組織承諾、情緒勞務與工作績效關係之研究

(2013) 邱秀娟; Hsiu-Chuan Chiu

情緒勞務可被視為一種服務業的商品，也可以融入職務角色，形成專業的一環。過往的情緒勞務研究多透過質化方法研究不同職類的情緒勞務歷程，或量化方法評估影響情緒勞務表達的前因及結果。形成理論模式，多以高情緒勞務工作者為樣本。Spa為因應市場對紓壓商品需求而產生，而Spa技術人員承受高度身心勞務，除須擅長按摩技術外，需透過情緒勞務滿足顧客的情感需求，建立其忠誠度。本研究以服務時間較長、與顧客接觸較多和互動較深的Day Spa女性技術人員為樣本，探究其社會技能、組織承諾、情緒勞務與工作績效關係及驗證本研究預設的情緒勞務理論模式。各變項所需資料得自425份有效問卷。資料經迴歸分析結果顯示，Spa技術人員的社會技能可以正向預測工作績效，和正向預測情緒勞務的淺層演出、深層演出層面。Spa技術人員的組織承諾能正向預測工作績效，和正向預測情緒勞務的淺層演出、深層演出層面。此外，Spa技術人員情緒勞務的情緒勞務的淺層演出、深層演出層面，在社會技能及組織承諾與工作績效之間，有部份中介效果。因此本研究預設的情緒勞務理論模式獲得驗證。