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

Browse

Has files: YesSubject: search.filters.subject.transformational leadership

Search Results

Now showing 1 - 6 of 6
  • No Thumbnail Available
    Item
  • No Thumbnail Available
    Item
  • No Thumbnail Available
    Item
    The Effect of Transformational Leadership on Innovation and Business Performance: A Survey Study Conducted in a Selected Organization in Nicaragua
    (2014) 潘艾嘉; Olga Del Carmen Pena Orochena
    Among the key factors that have been found to lead to competitive advantage, innovation is one of these factors. Being, in turn, the leadership style identified as one of the more important to affect organizational innovation, with other contextual variables which also could help to enhance innovation, such as empowerment and climate for innovation. Based on literature review, this study proposed four hypotheses about those variables and attempt to present a complete picture on the relationship between transformational leadership behaviors, perceived innovation and the final relationship with business performance. A quantitative approach was used. Two hundred ninety two online questionnaires were received from a private Nicaraguan company. The findings indicate that transformational leadership behaviors do have a positive and highly significant relationship with perceived empowerment and perceived climate for innovation, which in turn climate for innovation does have a positive and highly significant relationship with innovation. Innovation also has a positive and significant relationship with business performance. Since this is a survey of selected company results may not be generalized to all private Nicaraguan companies. Using a modified transformational leadership model this thesis attempted to make private Nicaraguan companies’ aware of the importance of leadership and innovation to business performance.
  • No Thumbnail Available
    Item
    Leadership Matters? The Moderating Effects of Perceived Transactional and Transformational Leaderships on Career Plateau and Organizational Commitment in Belize
    (2017) 古瑞希; Delsie Loreni Ku
    The organizational structure and workplace environment is continuously changing and adapting. As a result, career plateau is more salient in the workplace, resulting in consequences such as reduced organizational commitment and challenges to management. Numerous researches on career plateau have supported the theory that a plateaued employee is harmful to the organization’s success, but few focus on the effects of career plateau in developing countries. Likewise, there is limited focus on how leadership can influence the outcome of organizational commitment in plateaued employees. This study sought to confirm the relationship between career plateau and organizational commitment, with a focus in the moderating roles of transactional and transformational leaderships, particularly in the context of Belize. Data collected, using an online questionnaire, from 247 full-time employed Belizeans, with at least one year tenure with their organization was analyzed. The linear and hierarchical regression analyses were used to confirm the negative correlation between plateaued employees and their affective and normative commitments, and a positive correlation to their continuance commitment. As well, the moderating effects of transactional and transformational leaderships on this relationship were analyzed. The findings show that plateaued employees display reduced affective commitment to the organization, and transactional leadership behaviors strengthen this negative relationship. The results also show that plateaued employees display reduced normative commitment to the organization; however, transformational leadership moderates this negative relationship. What's more, the results also showed that plateaued employees display higher continuance commitment, and transformational leadership strengthens this relationship.
  • No Thumbnail Available
    Item
  • No Thumbnail Available
    Item
    The Effect of Transformational Leadership on Business Performance: A Case study of ICT Companies in Taiwan and Bosnia& Herzegovina
    (2016) 丁喬娜; Tatjana Tica
    Globalization and technology have exerted considerable influence on customer relationship management, product development, and business performance. The purpose of this research was to investigate the effect of transformational leadership on organizational trust, customer relationship management, innovation capabilities, and business performance. To meet this purpose, data was collected from Taiwan and Bosnia& Herzegovina. A TOKSIP structural research framework model was created, and Partial Least Square (PLS) was employed to conduct a comparative analysis of the results. After sending out 300 questionnaires, the researchers received 225 usable completed forms, and this brought the response rate to 75%. The empirical results indicated that transformational leadership has a positive and highly significant effect on organizational trust, in which organizational trust has significant effect on customerrelationship management, as well as customer relationship management on innovational capabilities. Furthermore, the results showed that innovation capabilities have a significant positive effect on business performance. This comparative study contributes a lot to the investigation of transformational leadership similarities and differences between Taiwan and Bosnia& Herzegovina. The study ends by providing practical implications and suggestions for future research.