國際與社會科學學院

Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/9

宗旨-全球視野與在地實踐
在全球化的今天,臺灣身處亞太新興發展區域的樞紐地位,是東北亞及東南亞的節點, 也是傳統與創新兼具的活力島嶼。本院站在這些潮流之上,提供學生全球視野及在地實踐的學習。
目標-培養複語素養與文化能力
本院外籍生占全院學生之四分之一,已是全校外籍學生之二分之一,以提供學生全球視野及在地實踐的學習。全球國際的視野意味著學生要具備複語素養與文化能力,係以美國外語教學學會認定的5C能力,包含:運用語言溝通的能力(Communication)、體認多元文化的能力(Cultures)、貫連其他學科的能力(Connections)、比較不同語言文化的能力(Comparisons)、及學以致用的能力(Communities)。

本院為外籍學生開設相當豐富的華語文化、社會政經、全球管理、跨文化合作、及社會實踐等課程,幫助外籍學生熟悉華人文化與社會,並透過與本地學生一起學習過程,共同建構國際全球視野。除了華語課程外,本院也提供在地學生多種語言的課程,包括英語、法語、德語、西語、日語、韓語及俄羅斯語等。學生亦可連結各獎學金與獎勵措施,申請赴外國知名大學交換或短期留學。

本院透過具「全球視野」特色的各種課程,開闊學生的視野與胸襟;也透過「在地實踐」的各種考察與實習活動,深耕台灣與世界的連結網絡,以達到培育具全球視野與在地實踐之國際人才。
特色-跨文化交織與跨領域學習
為確保學生畢業時具備複語素養與文化能力,本院提供國際華語、東亞文化與政治經濟、歐洲文化與觀光、社會工作、大眾傳播、國際人力資源等多種學程與課程供學生修習,朝跨學科、跨語言、跨文化等多元學習邁進。本院強調跨領域的學習,並分為三個主軸:
華語文教育
培養各專業領域所需之國際華語人才,使其熟習海內外華人社會與文化,並具備跨文化素養與溝通能力,藉此促進區域間的文化交流,進而厚植全球華語文化的軟實力。
區域研究
聚焦東亞與歐洲研究,透過學生至業界或機構或歐洲合作學校的實習與參訪,培育具「文化思想與應用」、「政經與區域發展」 之跨文化教學及研究人才。鼓勵學生赴外交換與國際學術交流。
社會科學
國際人力資源以全英語授課,幫助學生具備全球化職場素養和人力資源專業知能。傳播則培育具新傳播科技產製、分析與決策能力之大眾傳播專業人才。社工以家庭與社會工作領域為主,培育專業社會工作人才,透過多元對話與學習,建構全球化與在地化專業社會工作視野。
學系
華語文教學系
結合數位科技與華語文相關資源進行跨領域研究,培養華語教學與研究人才、促進華語教學專業化與國際化。
東亞學系(政治學研究所)
聚焦東亞,培育「文化思想與應用」、「政經與區域發展」之教學及研究人才。
研究所
大眾傳播研究所
跨越科技、國界與文化之跨界人才。開創新媒體、新思維與新批判之新時代人才。掌握網路資訊社會脈動、領先趨勢思維之前瞻人才。
國際人力資源發展研究所
培育人力資源發展與管理之專業人才。培育國際化與跨文化管理之專業人才。
社會工作學研究所
培育以家庭與社會工作領域為主之專業社會工作人才。整合社會工作理論與實務方法,加強學術與實務互動,訓練具國際視野和多元文化能力專業社會工作人才,建構全球化與在地化專業社會工作實踐。
歐洲文化與觀光研究所
以歐洲文化為經,觀光研究為緯,對歐洲進行全新的通盤研究,培育兼具國際宏觀和深厚人文素養的文化研究與觀光專業人才。
研究中心
全球客家文化研究中心
著重三大方向的研究發展:臺灣客家研究、中國大陸客家研究、東南亞(全球)地區客家研究。
原住民族發展中心
致力於建立原住民族研究知識論,融合及傳承原住民族知識文化之原住民族教育,謀求原住民族與文化之永續發展。
東亞文化與漢學研究中心
努力邁入全球的漢學與文化研究以及與歐美兩洲漢學機構的交流和合作。
社會工作與家庭研究中心
致力於社會工作在家庭相關議題之跨界及跨領域的交流與合作。以及建構社會工作與家庭相關領域之國際視野與本土化專業發展。
僑務政策研究中心
針對我國與其他國家的僑務政策、僑務組織進行研究,提供政府有關僑務工作發展之意見,並與國際上相關學術機構進行合作。

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Now showing 1 - 8 of 8
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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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    JOB STRESS AND ORGANIZATIONAL COMMITMENT OF TEACHERS AT DENOMINATIONAL AND GOVERNMENT SECONDARY SCHOOLS IN BELIZE
    (2011) Vanessa Casey
    Job stress and employees’ commitment to their organization are growing concerns for human resources department, and it is important to be aware of employees physical and psychological well being. This study proposed a conceptual model aimed to predict teachers’ organizational commitment based on job stress and demographics. A pilot test was conducted to test the reliability of questionnaires adopted from previous studies on job stress and organizational commitment. The questionnaire was then issued to research subjects of one secondary school in Belize. The SPSS soft ware was used to analyze the data. To make comparisons, t-test and One-Way ANOVA were performed. The ANOVA (Scheffé) provided the mean difference in job stress and organizational commitment for the demographic variable. This made it clear for the researcher to identify characteristics of teachers that would create a higher probability for them to be stressed. Likewise the researcher was able to identify characteristics of teachers that would create a higher probability for them to be committed to the organization. The Pearson correlation was used to identify the relationship between variables. The linear regression was used to identify a more in-depth relationship between the variables. The findings of this study revealed that job stress hinders teachers’ organizational commitment. More specifically, role ambiguity has a negative relationship with affective and normative commitment. Role overload and role conflict both have a negative relationship with affective commitment. Independent sample t-test was used to compare means by school type; there were no significant difference with regards to job stress and organizational commitment level of the two groups. As for the demographic factors, the mean difference of job stress was significant between teachers working four to six years and those working above ten years.
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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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    Work Motivational Preference of Employees in Taiwan NPOs
    (2011) 林巧玲; Chiao-Ling Lin
    In this study, the major purpose is to explore the work motivational preference of employees in non-profit organizations by applying the two dimensions of intrinsic and extrinsic motivation. Besides, personality traits and organizational culture are being concerned as factors affecting the work motivational preference of employees; Moreover, the second purpose of this study is to test whether the extent of work motivational preference may influence employees’ commitment and may mediate the relationship between personality traits, organizational culture and organizational commitment. The target of this study is the paid-workers of the NPOs in Taiwan and the quantitative method approach was employed. The statistical method includes the description analysis, reliability analysis, one-way ANOVA analysis, the correlation analysis and the multiple regression analysis. The research results are concluded as follows: 1. After analyzing the general characteristics of NPOs’ employees, this study found that gender, age, marital status, education, salary, job position and employee numbers of the organization are significantly related to their work motivational preference. Besides, it’s also found that Taiwan NPOs’ employees tend towards higher intrinsic motivation than extrinsic motivation. 2. Personality traits of paid-workers in NPOs are significantly related to their organizational commitment. 3. Organizational culture is significantly related to the organizational commitment. 4. Work motivational preference of NPOs’ paid-workers is found to have the significantly impact on the organizational commitment. 5. WMP partly plays the mediated role between personality and the organizational commitment. 6. WMP partly plays the mediated role between organizational culture and the organizational commitment.