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。

News

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

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Now showing 1 - 10 of 21
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    The Effect of Working-From-Home on Employee Attitudes during COVID-19 Pandemic
    (2022) 杜英杰; Lemma, Yadel Mesafent
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    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.
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    對不同文化的適應力
    (2009) 王莉; Varalee Chinerawat
    隨著全球化進程的加劇，跨文化適應性已成為了跨國公司取勝的關鍵因素。為了研究跨文化適應性的成因和影響，筆者在研究過程中發現工作滿意度與文化適應性有著極大的關聯，即如果員工/管理人員越能適應另一種的文化，那麼他們也就越能感覺到滿足。這兩個因素都可以用來說明跨文化適應性的相關問題。一項調查表明泰國與台灣的跨文化適應性及跨文化工作滿意度有著極大的區別。雙因素理論在不斷的深入，而人口變量也可以用來很好地解釋跨文化適應性。數量經濟三因素模型是由實和Chinerawat通過對323名參與者（ 285名泰國人及38名台灣人）的調查而完成的，這些參與者均來自於在泰國設立的三種不同規模的台灣公司（8000名員工，200名員工，與100名員工）。實踐調查表明影響跨國文化適應性的三大關鍵因素分別為：動力因素，保健因素以及人口統計因素，這些因素可以說明跨文化適應性以及跨文化工作滿意度之間的原因和影響。 實踐研究表明影響跨國文化適應性的三大關鍵因素：動力因素，衛生因素以及人口統計因素對第一號模型及第二號模型的的影響率高達95.3％和96.4％（係數），實踐研究還表明影響跨國文化適應性的三大關鍵因素：動力因素，衛生因素以及人口統計因素對第三號模型及第四號模型的影響率則高達95.3-96.1％（係數）。
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    The Relationship between the Human Resource Practices of the Civil Service and Turnover Intentions among the Middle Range Civil Servants in Malawi
    (2009) 歐拉; Esther Winsome Austen Ng’ong’ola
    The Government of Malawi is one of the biggest employers for the educated Malawians employing more than sixty percent of the total workforce. It is also the biggest employer for young people who just graduate from the university, as employees either without any experience at all or with very limited experience. Companies and other non-governmental institutions do not really employee such inexperienced workforce in masses; as a result these young graduates have very limited choice of employer. In view of this, these inexperienced graduates depend on the government for employment despite the fact that it does not pay “well” as compared to other non-government employers. Additionally, the civil service has been deemed by several Breton-Wood Institutions and others as having poor or unattractive working conditions just like other governments in the least developed countries. Due to these problems, there have been mass exoduses from the civil service exemplified by the medical personnel in the health sector as well as in education. This is very evident among the middle range or entry levels who also happen to be these new graduates from the University yet they are the hub of the professional/technical and administrative categories. This means that the more turnover the civil service has today, the greater the risk of having a poor civil service in the near future. This has not gone well with the government as an employer because recruitment, selection and hiring are very costly and time consuming. In trying to curb the many problems faced by the civil service, the Breton-Woods Institutions initiated what have been called the Civil Service Reform Programmes for more than 10 years (since 1994/5). One of the targets in the Civil Service Reform Programmes was (and still is) to improve the working conditions of the civil servants in order to reduce turnover and enhance retention. This study examined the relationship between some Human Resource practices (salary, job enrichment/autonomy and job stability strategies) as the precursor variables and turnover intentions as an outcome variable. It also explains the relationship between of job satisfaction and employee commitment with both turnover and the HR practices. Backward regression method was used to find the relationships. It still remains obvious that intentions to exit the civil service remain high but employees can hardly quit mainly due to other external labour market forces and also the job security they enjoy in the service. Satisfaction and commitment remain shaky- levels are relatively low though not too low.
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    Factors Affecting Employee Commitment in Nonprofit Organization in Taiwan
    (2010) 林姍姍; Lim San San
    Due to the rapid growth of nonprofit organizations and their contribution to the community, it is important to conduct a further study of employees who are the key component of these organizations. This study explores factors related to employee commitment in nonprofit organizations (job characteristic, job satisfaction, role fit, extrinsic rewards, job stress and turnover intention). In this study, the researcher intends to provide a theoretical framework of factors related to employee commitment in nonprofit organizations. A questionnaire was the data-collection method for the research. A quantitative research approach was adopted, and linear regression and correlation variable analysis method were used to process and examine the effect of the variables mentioned. The questionnaires were distributed in a period of about six weeks from April 12th until May 30th, 2008. 105 samples were collected from social service organizations and 60 samples were collected from ICDF. In total, 165 samples were received and 162 samples could be used. The data comes from 10 nonprofit organizations in Taiwan. Those 10 nonprofit organizations are categorized into 2 types of organizations: Social service organizations and Taiwan ICDF. In terms of relative contribution, the researcher found that job characteristic, role fit, extrinsic rewards and turnover intention directly influence employee commitment in a nonprofit organization. Through this study, the leaders of nonprofit organizations can broaden their knowledge about what factors impact employees the most. Such findings are useful for an organization to improve the commitment of its employees who constitute a key part of the organization.