Tesis sobre el tema "專業工作"
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1
陳艷芬. "澳門小學教師對教師專業角色知覺的認知、教師生涯滿意度與教師職業倦怠的相關研究". Thesis, University of Macau, 2007. http://umaclib3.umac.mo/record=b1643357.
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CHUNG, MEI-CHIH y 鍾美智. "社會工作系畢業生任職專業工作及離職因素之研究". Thesis, 1996. http://ndltd.ncl.edu.tw/handle/79689098279202228602.
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許碧純. "女性專業工作者工作地位之研究：以台灣女醫師為例". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/70216258589448897549.
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王卓聖. "香港社會工作專業發展的研究，1950-1997". Thesis, 2002. http://ndltd.ncl.edu.tw/handle/98773772540148685202.
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陸全福. "工作與個人的媒合過程-私人企業裡大專以上學歷工作者的工作媒合過程". Thesis, 1994. http://ndltd.ncl.edu.tw/handle/34732621035609742045.
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chang, yu-ching y 張育菁. "理財專員的專業能力、人格特質與工作績效之相關性". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/09033588827425902910.
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碩士東吳大學
國際貿易學系
94
ＡＢＳＴＲＡＣＴ The probability that the interest rate rises in short future is modest and the outlook of stock markets is indecisive in Taiwan. In such a time and environment of meager profit and fierce competition, financial companies bring in the VIP wealth management service one after another, in order to enhance competition and profitability. Among such activities of wealth management, client’s demand, financial consultant’s acknowledge and attitude, and financial control corporation’s profits form a relation of equilateral triangle. To grow in balance, financial control corporations need to develop more innovative financial products and use more financial projects so that products and professional abilities can be diversified and conception of omni-directional asset allocation can be carried out. However, due to rapid duplications of financial products, financial control corporations direct wealth management strategies towards “customers separation and penetration“ and “maximize profitability”. In such environment, financial consultants become the key influence on delivery to customers of financial control corporations’ products and ideology. The attitude, conception, and professional ability of a financial consultant, therefore, serves as a catalyst to rapid development of the golden triangle of wealth management relationship. To pass the elimination in wealth management specialty competition in future, what psychology and capacity a financial consultant is possessed except for financial and marketing professional abilities is important. Therefore, this research intends to study the correlation between working performance and professional abilities and characteristics of outstanding financial consultants in terms of operational traits of wealth management markets in Taiwan so that a reference and suggestion can be made for banks and financial consultant in this business. The objects of this research are financial consultants of S bank and C bank. The range of this research is set from the branches to branches in Taipei City, Taipei County, Hsinchu City, Hsinchu County, Taichung City, Changhua City, Chiayi City, Kaohsjung County, Kaohsung City and Pingdong City and conduct questionnaires among these financial consultants. Cronbach' s αcoefficience is used to test the confidence. SPSS software is used to analyze the correlation among professional abilities, characteristics and working performance. The empirical evidence has found : ( 1 ) The professional abilities and characteristics of a financial consultant has evident influence on working performance. ( 2 ) The variable of different demography has partially evident influence on the differentiation among professional abilities, characteristics and working performance. According to the empirical analysis results, this research makes material suggestions for the relevant units、financial consultants and works on this area in future so that professional ability and characteristics can be used to enhance working performance. Keywords : Financial consultant , Professional ability , Characteristics , Working performance
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ZHANG, SHU-YING y 張淑英. "自醫院組織特性、社會工作特性及其專業性來探討醫療社會工作之運作". Thesis, 1987. http://ndltd.ncl.edu.tw/handle/52942316530541080900.
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蕭進益. "基層採購發包事務及工程專業人員工作壓力之研究". Thesis, 2002. http://ndltd.ncl.edu.tw/handle/16175795821011124940.
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林弘祥. "工作設計與高科技專業人員工作績效之關係─社會技術系統觀點". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/50746662391994740143.
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碩士國立中正大學
勞工研究所
91
Abstract The hi-tech industry emphasize more on the management of the engineers. In this area, the “work redesign” gets much spotlight. The enrichment of work was designed to cope with the characteristic of research, uncertainty, and complexity, and to help employees performing completely. It also helps engineers to require more self-esteem. However, as the technology developed, the work contents are different than used to be. Does the Job Characteristic Model(JCM) of the Hackman and Oldham still fit the work variety? This is an issue that a manager should pay much attention while doing work redesign. This research try to use Socio-technical system approach to examine hi-tech industry situation of work design. By doing documents study, this research points out that the work redesign influences the job performance and various with the work content. There are many factors affecting the work design and work performance, such as worker’s psychology condition and worker’s motive. Through real case investigation there are some result in this research. 1.Whole work, worker autonomy, teamwork of The Job Characteristic has the significant influence on work performance. So, The Job Characteristic has the significant influence on work performance. 2.In this research the result was showed. Worker autonomy, teamwork of The Job Characteristic has the significant influence on worker’s psychology condition. So, The Job Characteristic has the significant influence on worker’s psychology condition. 3.Worker autonomy, teamwork, reward systems of The Job Characteristic has the significant influence on worker’s motive. So, The Job Characteristic has the significant influence on worker’s motive. 4.Except meaning, feedback and responsibility has the significant influence on worker’s motive. So, worker’s psychology condition has the significant influence on worker’s motive. 5.In this research the result was showed. Feedback and responsibility has the significant influence .So, worker’s psychology condition has the significant influence on work performance. 6.In this research the result was showed. Commitment and Cooperation has the significant influence. So, worker’s motive has the significant influence on work performance. Key word: Socio-technical system, job characteristic, worker’s psychology condition, worker’s motive, work performance.
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徐楓雁. "台灣地區專業社會工作者實踐倡導之研究". Thesis, 2002. http://ndltd.ncl.edu.tw/handle/02088821218260862983.
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黃怡菁. "社會工作專業實踐之研究－關懷倫理學觀點". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/98618856459833889924.
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XIE, MO-LI y 謝茉莉. "工作角色壓力、性格特質與工作倦怠之相關研究－以助人專業者為例". Thesis, 1989. http://ndltd.ncl.edu.tw/handle/09890734886680766648.
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郭淑娟. "家庭教育中心專職人員專業知能與工作倦怠之相關研究". Thesis, 2000. http://ndltd.ncl.edu.tw/handle/73858701049023427329.
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CHEN, SHU-LING y 陳淑玲. "專業技術人員工作動機之研究－以冷氣空調裝修業為例". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/65e9xt.
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碩士國立高雄師範大學
人力與知識管理研究所
105
In order to pursue more comfortable living conditions, the "demand" for air-conditioning equipment has been increasing, especially for the adaptation of "climate change", and the reliance on air-conditioning is increasing day by day. Taiwan is in a subtropical "geographical location", in such an environment, air conditioning had to use. According to the 104 Job Bank in February 2017 air-conditioning refrigeration technical personnel stability survey, 92% of those who invested in this industry to support the 3-month probation period, and after 1 year and 5 months only half of the remaining part of a flow Fast work. The purpose of the study of a total of three: First of all, what kind of main motivations to keep professional technicians of air conditioner install and maintenance industry work hard? Secondly, what type of motivation mode for different professional technicians of air conditioner install and maintenance industry? Thirdly, how to assist professional technicians of air conditioner install and maintenance industry in facing difficulties and challenges? In this study, 15 interviews with 25 air-conditioning and air-conditioning industries were selected from the northern, central, southern and eastern parts of Taiwan. Twenty-five professional and technical staff were selected as research subjects. The interview was collected by the researchers. Summarize and summarize the results of each interviewee.
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陳智倫. "高職工業類科產學攜手合作專班學生工作價值觀與生涯導向之研究". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/21141511349566795549.
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碩士國立彰化師範大學
工業教育與技術學系
101
This study aimed to investigate the work values and career orientation of industrial vocational senior high school students in the industrial academic cooperation program. The participants were the students studying in the Industrial Academic cooperation Program of Industrial Categories. The data was collected with a questionnaire. A total of 379 copies of the questionnaires were returned, with an 90% of valid response rate. The responded copies were keyed in and numbered, were analyzed by descriptive statistics, t - test, oneway analysis of variance, Scheffe's posterior comparisons and the Pearson product-mement correlation to reveal the differences of the results and the correlations between the variables. According to statistical analysis results, conclusions of this study were as follows : 1.Most of the Industrial Academic Program students come from the low social family. 2.Industrial Academic Cooperation Program students' anticipation by the household member most intented to advance to higher school. 3.The students's work values in the Industrial Academic cooperation Program of the Industrial Vocational High School were positive. 4.The students's career orientation in the Industrial Academic cooperation Program of the Industrial Vocational High School were moderate level. 5.The different background student have made significant difference in working values. 6.The different background student have made significant difference in careering orientation. 7.There were significant correllations between work values and career orientation.
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Shih, Li-Chun y 石麗君. "女性專業工作者在進修、工作與家庭角色衝突與因應策略分析之研究". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/s2a2wb.
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碩士國立臺灣師範大學
教育心理與輔導學系在職進修碩士班
96
The purpose of the study was to explore the female workers’ triangular role conflict and adaptation family, job, and in-service study for female workers. Participants were sixteen among female workers from different occupations Semi-structured interviews were conducted and transcribed. The grounded theory method was applied to analyze the data. The major research findings were： 1. The content of the triangular role conflicts for career female included child rearing problem, not be energetic enough because of age, difference of value judgments between family members or colleagues, unable to take care of original family after getting married, physical and mental influence of pregnancy, memory problems, psychological conflicts between earnings and in-service study. 2. The main course of adaptation for the triangular role conflicts was to seek support from different sources such as classmates, teachers, friends, working environment, original family, nuclear family, parents-in-law , and religious belief. The more support the female received from the husband, the stronger effect she could adapt to the conflicts. In addition, showing understanding and assistance from the colleagues could also be helpful to smooth the conflict. 3. The strategy of adaptation for the triangular role conflicts include: (1) Put work in the higher priority while conflicts happened; (2) Preschedule the in-service study plan; (3) Do exercise regularly in order to maintain a good health; (4) Solve the problems by using different ways of various aspects; (5) Change the attitudes you treat people or deal with things; (6) Seek more assistance; and (7) Try to increase the interaction with children. These findings were then discussed in terms of (1) Motivations for in-service study; (2) Gains and effects after in-service study; and (3) Advantages and disadvantages of in-service study. The conclusions and implications were made based on the findings. Further research suggestions were also provided.
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Liao, Ching Wei y 廖靜薇. "臺灣地區精神醫療社會工作者專業認同之研究". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/94734354880747563914.
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LI, YU-JIN y 李玉瑾. "大學社會工作學生專業知識與技能之評估研究". Thesis, 1987. http://ndltd.ncl.edu.tw/handle/68567230073778693572.
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陳岱麟. "宜蘭縣國中教師工作價值觀與專業認同之研究". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/81966474102232375940.
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方雅靜. "探討高級工業職業學校學生於專題製作中使用數學的情形". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/fm9w7y.
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ZHONG, YI-QIAN y 鐘儀倩. "影響大專院校畢業生的行職業選擇因素與工作滿足之研究". Thesis, 1990. http://ndltd.ncl.edu.tw/handle/91895840999755601854.
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趙慧芳. "國民中學輔導教師專業承諾與工作滿意度之研究". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/69687794843020547456.
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碩士國立臺灣師範大學
教育心理與輔導學系在職進修碩士班
98
The purposes of this research were to explore the level of professional commitment and job satisfaction among junior high school counselors in Taiwan. A total of 425 junior high school counselors from Taipei City and Taipei County were invited to complete questionnaires on professional commitment and job satisfaction in this study. The collected data was analyzed by descriptive statistics, chi-square test, t-test, one-way and two-way ANOVA and product-moment correlation. Major results of the research are as follows: 1.Majority of the junior high school counselors were younger with less work experience and non-guidance college major in comparison to teachers in general. Most of the junior high school counselors with administrative responsibility were graduated from college with non-guidance major. Most of the junior high school counselors with guidance major in college do not take administrative positions. 2.Junior high school counselors on average showed a middle-high level of professional commitment. 3.Junior high school counselors with different college majors, job title, and teaching subject showed significant difference in level of professional commitment, yet showed no difference among variables such as gender, education level, continued education, school location, school category, and school size. There were interaction effects between college major and job title. 4.There were positive correlations between the ages, counselors’ years of work and professional commitment among junior high school counselors. 5.Junior high school counselors obtained a middle-high score in their job satisfaction. 6.Junior high school counselors with different gender, college major, and job title showed significant difference in levels of job satisfaction, yet showed no difference among variables such as education level, continued education, teaching subject, school location, school category, and school size. 7.There were no correlations between the ages, counselors’ years of work and job satisfaction among junior high school counselors. In the end, implications of the results and suggestions for junior high school counselors, junior high schools, educational administrators, training institutions and future studies were also presented.
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Huang, Hui-Chuan y 黃慧娟. "是「升級」還是「舊瓶新酒」？--從社會工作碩士教育論台灣社會工作專業教育之分階". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/03279055980862084297.
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蔡智鏗. "研發專案中工作環境、專案領導人能力、團隊運作與研發專案績效關係之研究-以IC設計產業為例". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/53351876148846958599.
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Chen, Jen-Jen y 陳臻蓁. "論性工作者之職業自由 －以性交易專區之設置為中心－". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/bup97p.
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LI, TING-JUN y 李廷鈞. "醫務社會工作者在臨終案例服務中專業關係之探討". Thesis, 1990. http://ndltd.ncl.edu.tw/handle/17885835402920808856.
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Huang, Kuo Yu y 黃國裕. "身心障礙就業服務人員的組織承諾、專業承諾與工作績效之探討". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/78629504100631612509.
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碩士國立高雄師範大學
特殊教育學系
97
The purposes of this study were to investigate the organizational and professional commitments of job placement specialists working with individuals with disabilities, and to explore the relationships among personal background factors, organizational and professional commitments, and work performance. The Organizational Commitment Scale and Professional Commitment Scale were adopted to gain the opinions of job placement specialists, and Work Performance Rating Scale was used to assess their performance on the duty by their superintendents. 187 questionnaires were conducted with 123 effective questionnaires. The main results were as follows. Specialists had good sense of organization commitment. Commitment to work hard scored the highest numbers of points. They also had good sense of professional commitment. Commitment to concentration scored the highest. As regards of their work performance, according to their superintendents, they all had pretty good performance. In regards of the background variables, female specialists showed better organizational commitment than those of male. Elders were better than younger on organizational, professional commitment and work performance. Specialists worked in private service centers had superior performance on professional commitment than those who work in public. According to the results of correlation analysis, it showed positive relationship between organizational and professional commitment. Valuable commitment and work performance had significantly positive relationship. There was no relationship between professional commitment and work performance. Organizational commitment was predictable to professional commitment. Valuable commitment was predictable to work performance. In conclusion, the suggestions resulted from the study could be a reference for the government, employment service agents and specialists on improving the work performance. Those suggestions were also helpful to research participants, research variables and research method.
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Yu, Ting Ching y 丁靜瑜. "社區文史工作者專業角色期待及其繼續學習需求研究". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/71198965233799112224.
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周漢東. "我國大學校院僑輔人員的工作專業認知與滿意度研究". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/64498042510717371891.
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Xiao, Jin Long y 蕭錦龍. "臺灣地區專上畢業人員工作搜尋行為與失業期間關係之實證分析". Thesis, 1996. http://ndltd.ncl.edu.tw/handle/04815205266837404026.
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LIN, YA-CIN y 林雅琴. "高齡服務工作者專業知能與學習策略之研究─以高雄市保護社工為例". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/55xd8z.
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碩士國立中正大學
成人與繼續教育系高齡者教育研究所
105
This study adopts the qualitative research method. Purposive sampling was used to select research subjects from social workers who currently serve at domestic violence prevention centers, five major social welfare service centers across Taiwan, and non-governmental organizations that receive and process elder protection cases. A total of eight research subjects who are specialized in elder protection were interviewed. Research results elicited from data analysis are as follows: 1. The difficulties the research subjects have encountered may arise because of the elder’s health condition, personality, parent-child relationship, and the deep-rooted social values. 2. The willingness and ability of the elder’s family members to take care of the elder, or the dispute arising from property inheritance, may cause the family members not to cooperate with social workers. 3. Regulations and measures promulgated by the central government can hardly be applied locally, relevant resources are not well integrated with the network of social work management, or social workers lack government support for intervention service. 4. The administrative processes are too tedious, thereby shortening the time allocable to home visits. This forces social workers to face the dilemma of prioritizing the administrative work or the in-home intervention. 5. Politicians or mass media tend to exert power over social workers, which will in turn increase the difficulty of intervention. 6. To better handle complex elder protection cases, social workers are supposed to have diverse knowledge on elder people, be familiar with relevant regulations, and know how to utilize intervention skills. 7. Learning and self-reflection are the golden rules for social workers to resolve difficulties and enhance professional knowledge. Based on the findings, several suggestions are proposed as a reference for central government agencies and those who will work on curriculum design in the future: 1. Suggestions for central government agencies: (1) Establish a team dedicated to planning matters concerning elder protection. (2) Set up a reasonable elder protection cases limit per social worker. Like social workers for child and youth protection, the number of training program hours that elder protection social workers have to complete in a year should be prescribed. (3) More elder protection-related courses should be offered to the public in order to raise elders’ positive self-awareness, strengthen people’s respect for elders, and eliminate age discrimination or elder mistreatment. (4) Establish more placement facilities and increase the budget for placement in order to raise the acceptance level of placement facilities for elder protection cases. (5) Regular meetings for local governments and non-governmental organizations committed to elder protection should be held every year so that the current regulations and administrative processes can be amended or adjusted if deemed necessary. 2. Suggestions for those who will work on curriculum design in the future: (1) Design a curriculum with diverse content related to elder people, including the process of aging, the effects of aging on body and mind, illness care, etc. (2) Introduce the regulations governing elder protection and discuss case studies to inspire self-reflection among social workers. (3) Conduct role play in groups to hone social workers’ intervention skills for elder protection cases. (4) Provide anti-stress courses to prevent social workers from choosing another professional track due to burnout.
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謝忠豪. "證照認知對於工作績效之影響—檢驗專業能力之中介效果". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/27676880755697012149.
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劉光第. "女性社會工作碩士教育歷程與專業生涯發展狀況之研究". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/00877259660298952058.
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LEE, YU-YIN y 李育穎. "社會工作員專業權威之研究∼以台北市社會福利機構為例". Thesis, 2000. http://ndltd.ncl.edu.tw/handle/81169433516349973342.
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LI, MEI-ZHEN y 李美珍. "臺灣地區醫院社會工作者之組織承諾與專業承諾之研究". Thesis, 1993. http://ndltd.ncl.edu.tw/handle/15402521955672693426.
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施嘉琳. "國中融合班教師社會支持、工作壓力與專業承諾關係之研究". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/14720556332881154679.
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碩士高雄師範大學
成人教育研究所
98
The study aims to understand the social support, job stress and professional commitment of teachers in the inclusive education classes in junior high schools. Furthermore, it intends to explore the variations and relationship among the three factors. The samples of the study are inclusive education class teachers in Kaohsiung County junior high schools. Questionnaires including four parts: background, social support, job stress and professional commitment are given for the study. The validation of returned questionnaires is 81.85%. Some statistics, like descriptive statistics, T-test, one-way ANOVA, Pearson Correlation Analysis and structural equation model, are adopted to analyze the data. The result is summarized as following: 1.The social support is at middle-high level, especially on colleagues’ support. 2.The job stress is at middle-high level, especially on work load. 3.The professional commitment is at middle-high level. Professional commitment has the highest score while staying for the job has the lowest. 4.Teachers in large-scale schools(49 classes) have the highest social support and professional commitment. 5.Younger teachers and teachers who have less seniority and are in large-scale schools have more affection for family’s support. 6.Non-homeroom teachers and those who are in small-scale schools have more affection for chief support. 7.Teachers aged between 35 and 45, homeroom teachers, and those who have 3-credit special education have more work stress. 8.Teachers aged between 35 and 45, homeroom teachers and non-special-education-graduated teachers have more stress in teaching. 9.Teachers who have higher social support have lower job stress. 10.Teachers who have more job stress have lower professional commitment. 11.Teachers who have more social support have higher professional commitment. 12.Teachers’ social support and job stress can effectively predict professional commitment. Especially, parents’ support is the most predictive. Finally, based on the main findings of the study, some suggestions to education administrational institutes, school administrational units, general teachers and future studies were proposed.
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Sun, Hong-Chia y 孫宏佳. "專業保母工作壓力與休閒參與之研究－以彭婉如基金會為例－". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/z6z6vg.
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張淑燕. "社會工作專業人員終身學習之研究─以UNESCO學習四大支柱探討". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/34403367028094616319.
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Lin, HsiuChuan y 林秀娟. "3C物流資訊系統流程分析與工作配置-以專業物流公司為例". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/28883170771938184330.
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廖芝萱. "勇闖學務專業路-一位資深優秀大學學務工作者的生命史研究". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/49149888489351750113.
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碩士國立臺灣師範大學
公民教育與活動領導學系在職進修碩士班
102
This thesis adopted a qualitative research approach, with Prof. Shi Yan-Wen (usage of this name is to remain incognito) as the research subject. With the narrative analysis method, it is our goal to understand Shi Yan-Wen, an outstanding senior worker in university student affairs, through his 30 years of experience in student affairs, his thoughts and beliefs after witnessing all the major student affair events in our nation, personal leadership and characteristics, and his break-through accomplishments. The results of narrative analysis on Prof. Shi Yan-Wen’s life story and his seasoned experience in actual events will not only set a criterion for other student affair workers, but also provide quality standards for schools when picking directors of student affairs such as distinguishing features of leadership and personality etc. This research reached 3 conclusions: 1.To be an outstanding student affairs worker, it depends on the environment and personality features. Prof. Shi Yan-Wen was affected by the liberal atmosphere within his family environment and merged a great interest in public affairs. In a respected and liberal working environment of student affairs, plus the riotous era background of his time stimulated him with the strength to break through the predicament. The trust and authorization his superiors provided him made him vigorous with his job and opening new paths. He is also a man with attributes such as honesty, hard-working, fortitude, caring, and he recognized student affairs as his lifetime career. Therefore he not only has the same attributes of all student affair leaders studied by domestic and foreign scholars, he is also an outstanding student affairs executive. 2.To be an outstanding student affairs worker, leadership should be valued. Prof. Shi Yan-Wen believes that “transition leadership” is an appropriate method for student affairs executives. The efficiency of an organization could be advanced through vision construction, charisma affection, inspiring stimulation, talent inspiration, and individual care. He points out that using a similar approach of leading silently along with transition leadership could generate positive results as well. 3.Crucial methods and paths for bringing up an outstanding student’s affair leader. A.Granting liberty and the chance to demonstrate themselves: creativity and accomplishments are developed through the permission of giving a liberal environment. B.Attend professional student affair research training: Actively cooperate with further education opportunities provided by competent education authorities, academic institutes, and professional civilian organizations. C.Familiar with the performance goals of the government, school, and organization: The people that can actually make differences are the ones with a strong sense of dedication, and long term interaction. This research suggests: 1.Schools must put more effort in valuating professional student affair talents. A.Greatly value leaders of student affairs: Schools should actively train and cultivate professional student affairs executives. B.Greatly value the training of workers: It is the school’s responsibility to offer chances of professional training. C.Add incentives for professional student affair talents: Schools should be able to provide substantial rewards and promotion procedures. 2.The government should actively set up multi-channels of further education towards student affairs. Competent education authorities could entrust the training of student affairs labor to professional public organizations to solve the limitation concerns about resources while also advancing the capabilities of professional organizations, and finally promote related policies. At last, the suggestions that the researcher gives to related research courses in the future are: If there is more than one research subject, for instance, the director of student affairs, it is ideal to compare the personality features and leaderships of such position from different schools. Or for the director of extracurricular activities, it is ideal to compare the differences between the directors that have professional licenses and the ones who don’t. Furthermore, qualitative researches that focus on a single individual could target outstanding directors from different divisions with seasoned experience and tremendous contributions, they are surely capable of offering suggestions to school divisions about choosing ideal directors and training new talents.
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Lin, Ze Ren y 林澤仁. "我國專責職業訓練機構訓練師工作倦怠及其相關因素之研究". Thesis, 1995. http://ndltd.ncl.edu.tw/handle/55046462592080666849.
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宇書霖. "高雄市國中教師工作價值觀、專業成長與教學效能關係之研究". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/97042817084473533417.
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碩士國立高雄師範大學
教育學系
102
The Study on the Relationship among the Values of Working, the Professional Growing and the Effectiveness of Junior High School Teachers in Kaohsiung City. Abstract This study aims to investigate the correlation of the values of teaching working, the professional growing and the teaching effectiveness of the junior high school teachers in Kaohsiung City. The questionnaire survey is used in this investigation with the tool named “the values of working, the professional growing and the teaching effectiveness”. The research targets are the teachers in the school year of 102 and 630 sets of questionnaires were sent; 609 are considered valid, which is 98%. With the application of software of SPSS 18.0 for windows, the samplings are analyzed with descriptive statistics, independent-samples T-test, One-way ANOVA, Scheffé procedure, Pearson’s product-moment correlation coefficient and multiple regression analysis. The following results are the main findings: 1. The current situation of junior high school teachers’ values of working are above the average. The scores of “social interaction” are higher than the scores of “achievement dignity“. 2. The current situation of junior high school teachers’ professional growing is above the average. The scores of “professional spirit and attitude” are higher than the scores of “researching develop and study“. 3. The current situation of junior high school teachers’ teaching effectiveness is above the average. The scores of “course preparation and cognition” are higher than the scores of “teaching evaluation and feedback”. 4. There was significant difference in teacher’s perception on junior high school teachers’ values of working in terms of different teachers’ positions; the directors’ perception is higher than that of the homeroom teachers’ and full-time teachers’. 5. There was significant difference in teachers’ perception on junior high school teachers’ professional growing in terms of different teachers’ positions, and the directors’ perception is higher than the section chiefs’. 6. Different backgrounds of junior high school teachers on teaching effectiveness perceived no differences. 7. Junior high school teachers’ values of working and the professional growing are high positively correlated. 8. Junior high school teachers’ professional growing and the teaching effectiveness are high positively correlated. 9. Junior high school teachers’ teaching effectiveness and the values of working are high positively correlated. 10. The predictability in teaching effectiveness was existed in junior high school teachers’ values of working and the professional growing. According to the above research findings, suggestions are made to offer the reference in units of education administrations, school administrations, teachers and the researchers in the future. Keywords: teachers’ values of working; professional growing; teaching effectiveness
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李冠儀. "國小教師對學校組織氣氛知覺、工作價值觀與專業承諾之相關". Thesis, 2000. http://ndltd.ncl.edu.tw/handle/05335480754474823114.
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碩士國立花蓮師範學院
國民教育研究所
88
The purpose of this study was to explore the relation between school climate, work values and teachers’ professional commitment. This study used the questionnaire survey. The subjects included 464 elementary school teachers in Hualian county. The findings of this study are as follows: 1. The elementary school teachers who sense open climate comprise 36.0﹪；who sense closed climate comprise 28.4﹪. 2. The elementary school teachers in Hualian have higher sense of work values and teachers’ professional commitment. 3. Length of service, school region and school size can influence teachers’ sensation of school climate. 4. Gender, age, duty and school size have the significant effects on teachers’ perspective of work values. 5. Age, length of service and school size have the significant effects on teachers’ promise of teachers’ professional commitment. 6. The elementary school teachers of sensation of the open climate are higher than those of the closed and those of the disengaged climate about teachers’ professional commitment. 7. Work values can influence teachers’ professional commitment. 8. Personal relation is the best predictor to teachers’ professional commitment within types of school climate and work values. Based on the results of the study, suggestions for educational administration and future research are proposed.
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蕭靜宜. "護理人員工作特徵﹑角色壓力﹑人格特質對組織與專業承諾之影響". Thesis, 1999. http://ndltd.ncl.edu.tw/handle/26245067759334131813.
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鄭宏斌. "台灣報社地方記者組織溝通滿意、專業性、工作滿意之關聯性研究". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/69150801071514605039.
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廖建宇. "試辦教師專業發展評鑑學校校長轉型領導與教師工作壓力之研究". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/b56h26.
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陳立軒. "高雄市國民小學實習教師工作壓力、制握信念與專業成長需求之研究". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/10141289279228278081.
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ZHOU, GUO-HUA y 周國華. "教育背景與會計師考試專業科目成績及審計工作績效之相關性研究". Thesis, 1991. http://ndltd.ncl.edu.tw/handle/83561992588259974487.
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夏湘貴. "專業團隊滿意度、工作績效與自我效能之探究—以高雄市教育局所屬學校專任人事人員為例". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/20404402070323290673.
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碩士國立高雄師範大學
人力與知識管理研究所
102
School personnel administrators are in charge of all the welfare rights of the faculty as well as their dependants in the individual government institution, such as personnel promotion, appointment and dismission , performance appraisal, training, advanced education, welfare, salary, retirement, pension, health insurance and so on. Levels involved are pretty wide and personnel decree are numerous so under such a complex surroundings, it is even more difficult and more important for how to provide the most accurate services and the most efficient performances. The Personnel of Education Bureau tries to gather all the wisdom and ability from people as a team to yield twice the result with half the effort in order to assist the school personnel staffs to achieve the completion of their school personnel tasks. As a result, professional teams forms accordingly. Subjects of this research are the personnel administrators of Kaohsiung Education Bureau and to explore the relation among satisfaction of professional teamwork, individual job performances and self-efficacy. This study uses questionnaires as research tools in terms of the figures of satisfaction on professional teamwork, individual job performances and self-efficacy. One hundred and eighty-six effective samples are been collected and been analyzed via descriptive statistics, independent sample t test, one -way ANOVA , Pearson product moment correlation analysis, hierarchical regression analysis anda statistical method test assumptions. The results are found as follows: There is a significant impact between satisfaction on teamwork and individual job performances of the school personnel staff、self-efficacy is positively related to job performances、 the influence of the interaction of self-efficacy and satisfaction on professional teamwork made on satisfaction on professional teamwork and job performances is not significant. That is, no influence of self-efficacy is made on satisfaction on professional teamwork and job performances、 it makes no difference towards the participants of the survey regardless of their genders, marital status, age, educational level, job title and their knowing the team formation. Most important of all, professional teamwork promotes job performances and self-efficacy does, too. How to promote professional teamwork and enhance self-efficacy will be an important management strategy for the future development of the government institutions. Keywords: professional teamwork , job performances, self-efficacy
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李筱媛. "現代台灣單身男女的婚姻觀與「家」的想像-以新竹地區高教育專業工作者為例". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/27672671217080142528.
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