國際人力資源發展研究所

Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/118

∥ 系所沿革

在全球化潮流下，國際人力資源的發展更趨重要。相對地，國際人力資源專業工作者的培育需求也必然更顯迫切。在此背景下，國立臺灣師範大學「國際人力教育與發展研究所」(Graduate Institute of International Workforce Education and Development, IWED)於民國九十二年（九十二學年度）成立，隸屬於科技學院；於民國九十八年(九十八學年度)更名為「國際人力資源發展研究所」(Graduate Institute of International Human Resource Development, IHRD)，並改隸國際與僑教學院。民國一百零三年(壹零三學年度)，國際與僑教學院與社會科學院合併後更名為國際與社會科學院。

∥ 系所特色

本所成立於民國九十二年，為全國第一所採用全英語授課，並同時招收本國籍與國際學生的系所。以培育國際企業、各國政府機構及國際性非營利組織人力資源規劃與管理專業人才為目標。本所的成立及發展正是反映前述時勢所趨，希望成為引領此領域之先驅，提供學生發展成為國際化人力資源專業人才的基礎和專業課程，以培養其具備進入全球化職場的素養和關鍵知能，學生在畢業後授予管理學碩士學位(MBA Degree)。

本國學生的招生方式包含推薦甄選及碩士一般生考試，考試科目為「管理學」和「英文」；國際學生的招生方式為申請入學和僑生海外聯招。國際化是我們的一大特色，除了師大的學習環境之外，本所與美國伊利諾大學香檳分校University of Illinois at Urbana Champaign (UIUC)長期學術合作，學生在完成課程且通過甄選後，可申請赴UIUC擔任訪問學生，提供學生多元學習的環境與機會。

∥ 本系教育目標

一、培育人力資源發展與管理之專業人才。

二、培育國際化與跨文化管理之專業人才。

∥ 歷屆學生來源

本所歷屆的學生來源除本國學生外，包括美國、加拿大、巴拿馬、貝里斯、宏都拉斯、尼加拉瓜、聖露西亞、薩爾瓦多、玻利維亞、聖克里斯多福、海地、法國、西班牙、波蘭、羅馬尼亞、匈牙利、捷克、波斯尼亞、塞內加爾、拉脫維亞、俄羅斯、布吉納法索、甘比亞、馬拉威、史瓦濟蘭、印度、泰國、菲律賓、印尼、日本、蒙古、越南等國。學生在大學主修有商管、經濟、心理、教育、外語、政治、社會、英語、中文、及工業設計等等，十分多元，是一個真正國際化的學習場域。

∥ 學生未來出路

本所國內畢業生英語文能力及人資專業在各界備受肯定，且畢業生遍佈知名企業如：台積電、台達電、宏達電、鴻海集團、緯創、台電公司等知名企業；此外，學生也可朝公務體系發展，或繼續深造博士學位。

外籍學生中，外交部國合會推薦學生大多為各邦交國官員，畢業返國後通常擔任該國人力資源發展之重要職務。

∥ 師資

目前本所的師資係結合了六位本所專任教師，以及多位兼任教師共同投入及組成本所堅強優秀教學陣容，每一位教師皆擁有國內外著名大學博士學位，不但能以英語授課，學術涵養亦十分深厚。未來將持續努力透過傅爾布萊特獎助（Fulbright Grant）計畫與本校學術交流交換等管道，禮聘客座教授或交換教授於本所任教。

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系所網址：http://www.ihrd.ntnu.edu.tw/main.php

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Now showing 1 - 10 of 211

The Relationship among Job Stress, Social Support and Affective Commitment: A Study on Employees of Nonprofit Organizations in Taiwan
(2012) 郭勇呈; Yung-Cheng Kuo
Nowadays, human resources in nonprofit organizations become increasingly important. In this study, the research purpose was to examine the relationship among job stress, social support, and affective commitment in order to understand the job situations of employees of nonprofit organizations (NPOs) in Taiwan. A total of 156 employees in NPOs in Taiwan were examined to understand the relationship between job stress and affective commitment while regarding social support as a moderator. This study used three dimensions of scale to collect data regarding job situations of employees in NPOs in Taiwan. A pilot study, item analysis, internal consistency and expert reviews were used to improve validity and reliability of this study. In addition, the researcher conducted descriptive statistic, correlation analysis and hierarchical regression analysis to analyze hypotheses and examine the relationship among job stress, social support and affective commitment. The result confirmed that job stress was significantly and negatively related to the affective commitment. Moreover, social support was found to have a moderate effect on the relationship between job stress and affective commitment. The result of this research suggested that NPOs managers need to understand psychological situation of employees, and pay attention to the relationship of job stress, social support and affective commitment.
電子化人力資源資訊系統導入對人力資源部門的影響：一個實證研究
(2012) 魏良宇; Matthew, Liang Yu Wei
本研究在台灣探索電子化人力資源資訊系統的前因與後果的探究。研究運用便利抽樣從不同的管道蒐集組織層級的回答，研究中共採納182家公司的回答。本研究運用敘述性統計來驗證目前台灣現況的電子化人力資訊系統的運用狀況。更進一步，運用部分最小平方(PLS)以及結構方程式模型更進一步探索電子化人力資源實務以及與其他變數之間的關係。結果顯示電子化人力資源資訊系統前因，諸如人力資源角色的複雜性、工作複雜度或是當作中介的公司資訊能力，皆不成立。另外一方面，不同電子化程度的電子化人力資源資訊系統被此研究證明是可以有效驗證另外兩個被影響的變數，人力資源的策略性以及人力資源部門的職能。詳細的意涵在此研究中有更詳細的討論。
Career Prospects and Job Search Intention of High-Skilled Foreign Students in Taiwan.
(2012) Edgard Ivan Garcia Torres; Edgard Ivan Garcia Torres
The purpose of this study is to examine a number of the most important abilities foreign students need, to find employment in Taiwan and measure how much each of these abilities affect the students’ perceived possibilities to find work after graduation. Quantitative research approach was used to test the effect of acculturation, networking behavior, career decision making self-efficacy and awareness of Taiwan’s labor policies have on the perceived career prospects of foreign students in Taiwan and their job search intention after graduation. The participants were foreign students enrolled in a degree program in Taiwan’s higher education system. A pilot test involving 47 participants was used to establish the validity of the survey questionnaire, which was the main instrument used to collect data for this research. Once the proper changes on the questionnaire were made after the pilot test, 206 participants, about 2% of the population of foreign students in Taiwan as of 2010-2011 participated in the study. Hierarchical regression was used to test the study hypotheses. The research found that awareness of Taiwan’s labor policies and career decision making self-efficacy positively influenced foreign students’ perceived career prospects in Taiwan, while acculturation and networking behavior increased their job search intention. The effect of perceived career prospects on foreign students’ job search intention in Taiwan was also proved.
Role on Knowledge Transfer of the Mining Sector in Mongolia
(2012) 古嵐; Khulan Ganbat
The knowledge-related roles of the expatriates are becoming one of the most appealing academic research topics. The purpose of this research is to identify the role of the expatriates on knowledge transfer of the mining companies in Mongolia. The objectives of this study are to: identify the role of the expatriates on knowledge transfer, identify what kind of knowledge is transferred by the expatriates, and identify the main factors and obstacles, which are impacting the expatriates on knowledge transfer process. Research was implemented by qualitative approach. Ten expatriates who fulfilled participation requirement was interviewed. Findings of the study revealed that expatriates who assigned to Mongolian mining companies play diverse role as knowledge transferor. Beside main job responsibility all the expatriates are in charge of advising, leading, guiding and training their co-workers. Managerial, organizational and technical related knowledge mostly transferred by expatriates to Mongolian employees. Main influential factor and obstacle is managerial support and language ability of the local employee. Findings of the study will assist mining organizations clearly see where the weaknesses are and how to improve that in the future with expatriates’ involvement. This study contributes to the existing literature. Study was one of the groundbreaking studies about expatriates in Mongolia and knowledge management in the mining industry of Mongolia.
The Relationship among Emotional Intelligence, Job Satisfaction, and Organizational Commitment in the Banking Sector in The Gambia
(2012) Isatou A.F. Jallow; Isatou A.F. Jallow
Despite the large number of studies that examined the antecedents of organizational commitment, fairly little is known about its relationship with emotional intelligence and job satisfaction in developing countries. Hence, the aim of this study was to examine the relationship between emotional intelligence and job satisfaction on organizational commitment of employees among six banks in The Gambia. A Quantitative research design was used and thus, a convenience sampling of 200 employees were drawn from the six banks selected for this study. Three scales: Emotional Intelligence from Wong and Law (2002); Spector’s (1985) Job Satisfaction and the Organizational Commitment from Meyer, Allen and Smith (1997) were employed to collect data from the participants. The data analyses involve the use of One-Way ANOVA, Pearson Product Moment Correlation and Simple Linear Regression. The findings from the One-Way ANOVA analysis indicates that among the five demographic variables chosen for this study, only level of education had a significant difference on organizational commitment. Furthermore, the findings from the correlation and regression analysis show that emotional intelligence and job satisfaction is positive and has a significant effect on organizational commitment. Similarly, emotional intelligence was also positively and significantly related to job satisfaction. Based on the outcome of the study, it is recommended that managers and human resource practitioners to consider incorporating emotional intelligence assessment into the educator hiring process as well as determine the job satisfaction levels of employees as a basis for forming training budgets and retention strategies. It is hoped that these programmes will enhance and retain valuable employees especially in The Gambia banking industry.
A Study on Individual Competencies for Foreign Government Representatives in Taiwan
(2012) 甘貝爾; Rodrigo Campbell
The purpose of this study was to identify the individual competencies required for foreign governmentrepresentatives serving in Taiwan and explore how these individuals have developed such competencies. A qualitative approach was adopted to reach this purpose. Participatory observation in one foreign mission office in Taiwan, document review and semi structured interviews with ten foreign government representatives serving in Taiwan were utilized for data collection. The research suggest that the competency development stage of foreign government representatives is guided by a social learning process and later enhanced by intentional self-development changes. Work experience and on-the-job learning methods guided by these two processes represent the way in which foreign government representatives have acquire the competencies necessary to be posted in Taiwan. Moreover, to have a more integral competency assessment, this study utilized the American Society for Training& Development (ASTD) competency model as a guideline to further categorize those individual competencies, identifying three competency levels. The first foundational level competences identified included: relational ability, communication skills, linguistic ability, intercultural competence, analytical skills, business acumen, knowledge management, administrative skills, adaptability/flexibility, emotional intelligence, stress management, openness to experience and extroversion. The second focuslevel areas of expertise were composed of: protocol, public service orientation, public relations, market development, attracting investment, international politics and law, and history and cultural affairs. Finally the top level execution roles determined were: political analyst, commercial counselor, public diplomacy agent, consular advocate and management officer. The findings of this study provide information for government ministries and officials in charge of selecting foreign mission holders and for those international educators responsible for training and developing the future generation of diplomats and foreign government representatives.
A Study on the Training Needs of Employees Saint Lucia Air and Sea Port Authority
(2012) Vanda William
The purposes of this research were to explore the training development processes of training programs at St. Lucia Air and Sea Port Authority (SLASPA), the training programs offered and the training need of employees at this organization. This study aims to understand and explore the relevant training and development needs issues of training programs at Saint Lucia Air and Sea Port Authority. Every organization undergo training programs for their employees therefore the study seeks to explore what strategies are used to discover the different training needs of employees and whether the training program meet those needs. This research utilized both the Quantitative and Qualitative method of data analysis. The collected data were analyzed using descriptive statistics, One Way Anova and document analysis. The participants for this study were employees from Saint Lucia Air and Sea Port Authority. A convenient sampling technique was adopted for data collection. A questionnaire with 28 items were used which utilized a five point Likert- scale ranging from 1, (highly dissatisfied) to 5 (highly satisfied). Out of the 200 questionnaires dispatched, 159 were retrieved, which represents 80 % response rate. The study unveiled that that employees are fairly satisfied with the training programs offered by Saint Lucia Air and Sea Port Authority. Finally, the findings revealed that the only demographic variable that has any significance to training is education. Employees listed a number of training needs, however, customer service and fire arm training were the two more frequently mentioned.
Work Stress, Organizational Commitment and Personality of Employees at the Maquila Industry in Honduras
(2012) 馬萳希; Nancy Carolina Martinez Madrid
Nowadays, work stress and organizational commitment has become an important issue for the organizations all over the world, because of the effect that these ones have on the employees’ well being and their performance in the organization. Due to the importance of it this study explored and discussed the relationship between employee’s work stress and organizational commitment. Moreover, it also analyzed the moderator effect that the employee personality has on the relationship between work stress and organizational commitment. In order to reach this goal the present study was focused in the important Maquila Industry at Central America, which represents a 17.3% of the total economic activity of Honduras. Despite of, the importance and influence that this industry has on the Honduran economy, still the research using as an object of analysis the employees that work on the production department of this industry is really limited. On this study the SPSS software was used to analyze that data gathered among the production department employees at the Maquila Industry in Honduras. The correlation and hierarchical regression gave evidence that work stress and its variables have an effect on the employees overall organizational commitment. On the other hand, work stress is negatively related to the affective and continuance commitment but it showed no relation to normative commitment. Finally, only one of the five personality traits: conscientiousness show to have a moderator effect on the relationship between work stress and organizational commitment. This study contributes and gives more information to the organizations in the Maquila Industry in order to help them to know more in deep the real situation of their employees at the production department.
The Relationship of Organizational Culture, Compensation, Job Satisfaction and Turnover in The Gambia Service Industry
(2012) Francis Jatta; Francis Jatta
The phenomenon of employee turnover globally is not anything new and despite numerous studies geared towards identifying the root causes, it remains a formidable challenge. However, the rates it occurs differ from region to region, from industry to industry and from institution to institution. This study conducted in The Gambia looked at the relationship of three work related variables - organizational culture, compensation and job satisfaction to turnover intention in the service industry, a sector currently characterized by high turnover rates. Respondents for the study were selected through purposive sampling and a survey instrument was used to collect the data. The data was analyzed using descriptive statistics, difference inferential statistics as well as associational statistics. The study unveiled compensation and job satisfaction as the chief predicators of turnover in the service industry in the country. Recommendations with reference to the findings were made in order to remedy the situation by paying closer attention to the entire compensation package of the workforce and boosting their overall job satisfaction in order to retain them, and increase their productivity. Recommendations also for subsequent research on the area have been offered to further broaden our understanding on the area.
Perception of Managerial Trust and the Effect on the Job Attitudes of Employees in the Financial Sector in St. Lucia
(2012) Cresida Bishop
This research paper sort to measure the effect that employees’ perception of managerial trust would have on their job attitudes. The job attitudes mentioned in this paper are namely: Job involvement, affective organizational commitment, and job satisfaction. Harmony, reliability and concern were used as sub-independent variables. A quantitative design was used in this research. 130 questionnaires were distributed to the different banks and insurances in St. Lucia out of which 110 were returned creating a return rate of 84.62%. 10 questionnaires were incomplete hence a sample of 100 participants was used in this research. The results based on Multiple Regression analysis indicates that perceived managerial trust in subordinates have a significant positive effect on employees’ job involvement, affective organizational commitment, and job satisfaction. One of the surprises found in this study is that reliability as a dimension in managerial trust had no significant relationship with any of the job attitudes even though it is one of the most agreed upon dimensions found in trust measurements. This study has contributed to organizational behavior research since most research has focused on employees trust in their leaders than on managerial trust in their subordinates.