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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    炎上網紅:粉絲、黑粉、路人的展演與愛恨情仇
    (2024) 楊紫希; Yang, Zi-Xi
    本研究目的為探討多元型態的閱聽人如粉絲、黑粉與路人如何炎上網紅，且在炎上的過程中有何展演與情感價值的流露，並以此回應網紅的生存之道。研究使用網路田野中非結構性的參與觀察法、個案研究法且輔以文本分析法。研究透過Abercrombie與Longhurst（1998）提出閱聽人研究中的觀展/表演典範（Spectacle/Performance）作為研究之眼，觀察炎上網紅的閱聽人有何種形式的展演，且輔以Gray（2019）對反迷的分類，從中觀察言上文化中閱聽人的情緒與情感型態。針對網紅的內容則以學者們對網紅真實性的理論輔以分析，如McRae（2017）對真實性的研究，以及McCorquodale（2020）針對網紅在數位社群的影響力做討論。研究發現粉絲、黑粉與路人炎上網紅的過程著有著多樣化的自戀與展演，Dcard論壇則是成為閱聽人表達觀點的匯流之地。多樣型態的閱聽人在Dcard論壇上所言所敘都會變成其他閱聽人觀看的文本，這些文本除了參雜著文字之外，也包含著表情符號、影音內容、迷因梗圖等，這些元素皆形塑了炎上中的奇觀與展演。此外，網紅會因真實性的展演爭議而陷入炎上風波，而這些真實性的展演圍繞著與與正義、容貌、道德及知識權威等相關的議題。然而，只要網紅仍擁有數位影響力，他們依然能在炎上爭議後得以在網路社群中生存，只不過生存模式會根據炎上爭議的大小而有所調整。
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    The Relationship among Acculturation, Communication Ability, Demographic Background and Performance of Indian Doctoral Students in Taiwan
    (2010) 安龐德; Pandharinath Babruvan Ambre
    The purpose of this study was to examine the relationship among demographic factors, acculturation, communication ability, and performance of Indian doctoral students in Taiwan. It was premised that the Indian acculturation and communication are significantly related to the performance of Indian doctoral students in Taiwan. The purposes of this study included (a) to examine the relationship among demographic factors and academic performance of Indian doctoral students in Taiwan, (b) to examine the relationship among acculturation, communication style, and academic performance of Indian doctoral students in Taiwan. The sample in this research was taken from different universities in Taiwan. A total of 205 valid samples have been collected, including 182 male and 23 female. Although most demographic factors were not significantly related with the performance of Indian doctoral students in Taiwan, one demographic factor (number of spoken languages) has shown significantly related to the performance of Indian students in Taiwan. In addition, the communication ability and performance of Indian doctoral students in Taiwan were significantly related.
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    Motivational Factors Affecting Employees’ Performances in the Drink Industry – The Case of Cerveceria Hondurena
    (2007) 熊美佳
    This study investigated the effects of the motivational factors over the employees’ performance in the workplace, and surveyed the relationship that might exist with the demographics items, and how these items affect the factors of motivation in the workforce, or not. Remember that the impact of motivation on work performance has been of interest to researchers and managers for many years, developing several theories about this topic, as the researcher exposed and explained in the literature review of this study. With this study we achieved a better understanding of the different factors of motivation, and might build a better workplace in this way, where the employees’ will feel motivated, committed, satisfying, and want to achieve a better performance. Getting more knowledge about how the employees perceive the different factors of motivation. Therefore, a quantitative research method was used to survey employees’ motivation at Cervecería Hondureña in this study, conducted through a questionnaire survey that evaluated five different factors of motivation based on Maslow’s hierarchy of need, Herzberg’s theory, and other two theories. The targeted population was the employees working in the organization in the three different areas/ positions: the executives& management, staff members, and other employees. Of the total population four hundred and thirty-seven questionnaires were sent out and with a 99.08% responses returned. The data collections were interpreted by using descriptive statistics as percentage, and also made use of the one-way ANOVA to test the six hypotheses. The study revealed through the six hypotheses testes and top ten factors, that there are strong relationships between motivational factors and demographic items, where we can see how the opinion or perception of the employees about motivation will be changed and regarded with the different demographics items, as gender, age, marital status, educational level, working area, and seniority in the company. The results launched a strong statistical significance in the relationship of these two topics. As well, other important results confirmed many statements of literature review, for example, which revealed that money is not enough to motivate employees in the workplace. According to the top ten factors, the factor that got the first position was the benefit factor followed by the organizational culture, next the HRD actualization, and lastly the monetary factor. And the result of this research supported the statement that the best system to motivate employees would be blended the monetary and non-monetary factors. This study makes important contributions to know more about how to motivate the employees in the workplace, as well as to get better results of these strives for the company, managers, and HRD department. According to the general suggestions companies as a whole most try to make use of any system or plan to motivate their employees so as to know and survey deeply the dynamic and difference that exist among the employees of the company. They can gather their differences according to the demographics items because the employees needs will vary accordingly with these items, maybe everyone has the same basic needs, but the circumstance or situation are different to every human being and this will affect the perception of motivation of the employees. Another important suggestion was that the monetary factor alone was not enough to motivate employees, so the HRD department and managers most take into consideration this issue when they are trying to improve their employees’ motivation, satisfaction, and performance. Finally, companies around the world should keep in mind that the importance of motivating their employees because all the talent is meaningless unless the organization motivate their workforce to produce better results in the workplace.
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    Female Entrepreneurs in Honduras: Factors that Affect their Performance in Microand Small Enterprises
    (2013) Carmen Elisa Callejas Arriaga; Carmen Elisa Callejas Arriaga
    Entrepreneurship is an important driver of economic growth in most developing countries and most of the studies conducted on this topic have been done on male entrepreneurs. In the past decades more females are being motivated to start their own businesses. This research examined the effect of factors affecting the performance of 152 female entrepreneurs in micro and small businesses in Honduras by using Partial Least Square SEM. A quantitative approach was used in this study. Based on the existing literature, a self-report questionnaire was designed and composed of six sections. Results indicate that of the motivational factors, economic and personal motivation have a positive effect on performance, while of the human capital factors, business skills and the influence of the area of education. Regarding the use of networks, only the perceived support from mentors had a positive effect on performance. None of the environmental factors had a significant influence on the performance of these female entrepreneurs. Of the demographics only the business sector had significant influence on performance.
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    The Alignment of Strategy and Performance: A Study on the Current
    (2013) Alhaji Jabbi
    With the increasing demands on health professionals as a result of the changing trends in health and health needs of populations, managing the performance of the available professionals is a necessity. Availability of highly trained public health professionals at the right place and time will not translate into meaningful public health outcomes if their performance is not managed. An important aspect of performance management is the alignment of organizational strategy to performance. The Health Policy (2011-2015) of the MOHSW outlined numerous strategies of public health concern which require the concerted efforts of all actors for their implementation. This research investigated the alignment of the public health strategies of the Ministry of Health and Social Welfare to the job of publichealth officers in The Gambia by examining the current system of managing their performance. A qualitative approach was used to collect data from public health officers and their supervisors from three of the six health regions of the Gambia. Relevant documents of the Ministry were also reviewed to gain more understanding of the performance management system. The results indicate that the performance of public health officers was not aligned to the strategy of MOHSW due to performance being largely based on knowledge gained from training or from experience through practice. Similarly, the manner their performance was managed was not ideal due to it not being based on defined standards and for the lack of the necessary tools required for an ideal system.