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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
11

木下惠介におけるクィアな感性の探求 ―1950年代の作品を中心に

久保, 豊 23 March 2017 (has links)
京都大学 / 0048 / 新制・課程博士 / 博士(人間・環境学) / 甲第20462号 / 人博第812号 / 新制||人||195(附属図書館) / 28||人博||812(吉田南総合図書館) / 京都大学大学院人間・環境学研究科共生人間学専攻 / (主査)教授 松田 英男, 准教授 木下 千花, 教授 田邊 玲子 / 学位規則第4条第1項該当 / Doctor of Human and Environmental Studies / Kyoto University / DGAM
12

總力戰下的動員書寫:以臺灣作家為例

楊女慧, Yang, Nu Hui Unknown Date (has links)
本論文以1937年7月至1945年8月,「總力戰」時期臺灣文學者創作的小說作為研究文本。而綜觀日據時期臺灣文學的發展,1930年代中期,作家寫作技巧已更臻成熟、寫作題材也愈加豐富,然而臺灣總督府在1937年4月1日發布禁止使用中文的命令,接著又勒令所有文學雜誌廢刊。緊接而來的盧溝橋事變,時局的影響下,作家是不能發聲,文壇也轉趨寂寥。1941年太平洋戰爭爆發後,為配合戰爭形勢,日本政府積極在其所統轄下的地方實行皇民化運動,臺灣當然無可倖免。皇民化運動所牽涉的層面不僅在政治、經濟、軍事,也包括了文化,文學是為政治而服務,這時期的作品必須符合殖民當局的政策,作家的思想受到箝制。透過文學者對戰爭的協力,本論文將從總力戰的時空背景下,考察臺灣在物力、人力、心力三方面的動員,對當時臺灣小說的影響。身為殖民地的臺灣作家在作品表達不違背政策,但又保有自身創作空間,是這時期文學者創作時所面臨的難題。 在戰爭時期小說創作活躍的作家有楊逵、張文環、呂赫若、龍瑛宗,及新生代作家周金波、王昶雄、陳火泉,他們創作出的作品在文學寫作技巧比上一代作家更為成熟,在他們純熟技巧下,所蘊藏的多元意含,提供了多義的解讀空間,也是這些小說最耐人尋味之處。在物力動員上,文學家的增產文學因應而生。小說中除了協力國策外,文學者們也反映出後方人民的艱苦生活,在殖民環境下,所遭遇到生活的困境、族群的不平等待遇,反映出殖民的不正當性。人力動員上,中日戰爭爆發後,臺灣志願兵年年以倍數增加,總力戰時期的臺灣小說也呼應了這股「志願兵」熱潮。在總督府「南進化」、「工業化」、「皇民化」的號召下,不論臺灣人民自願或被迫,都須為戰爭服務。面對日益強化的戰事動員,臺灣人民的好戰思想、青年鍛鍊,滲入日常生活中,也滲入了小說創作。透過文化動員,藉由作品宣傳,讓殖民政府所推行的政策能散布至島上的角落。在心力動員上,為配合殖民政府的皇民化運動,作家們必須在作品中表態自己的國族與文化認同,隨著作家不同的成長背景、人生經歷,自然也造就不同的立場、不同的表達方式,這些小說在戰後受到嚴厲的討論與批判,也受到不同程度的對待。唯有在多重的考察下,才能更全面的探究總力戰時期下的文藝空間。
13

台灣作家數位典藏調查研究 / A survey on digital archives for Taiwanese writers

李貞慧, Lee, Chen Hui Unknown Date (has links)
文學是語言文字的藝術,更是人類文化薈萃的結晶。目前現有的台灣作家數位典藏計畫如雨後春筍般蓬勃發展,但形式、內容差異大,尚未建立台灣作家數位典藏的模式。本研究旨在藉由對台灣作家數位典藏研究,建構台灣作家數位典藏模式,俾使進行文學數位化的同時,可對文學資料的外觀、背景資料、內容、甚至參照的部分,能夠完整的蒐集和呈現,不僅重現文學原有的樣貌,更豐富作品的意義與價值。 本研究為了解目前台灣作家與其作品文物已被數位化的情形,以廣義之台灣文學與數位典藏,採網路調查大量蒐羅台灣文學較具代表性之相關數位典藏網站,並透過個案研究建構出台灣作家之數位典藏模式。最後獲致研究結論如下:(1)台灣作家數位典藏具有時代意義;(2)台灣文學與作家的數位典藏建置呈現多元的成果;(3)活躍於1920~1960年代的多位重要作家尚未進行數位典藏;(4)目前台灣作家數位典藏成果以本省與客家籍作家居多;(5)目前台灣作家與作品數位典藏的數位化物件;(6)台灣作家數位典藏之模式建構;(7)多數作家典藏網站缺乏文學知識背景之人力;(8)物件式導向的metadata不適用於作家數位典藏;(9)作家生平脈絡以年表、照片呈現,缺乏超連結功能;(10)面臨年代久遠及無從得知著作權人的困難;(11)數位典藏網站面臨計畫結束後缺乏經費支持與更新維護的機制;(12)目前缺乏台灣作家入口網的設計。 本研究最後針對台灣作家數位典藏的發展提出以下建議:(1)進行本研究模式優先選擇台灣重要作家進行數位典藏;(2)對於不同族群的台灣作家均應積極數位典藏;(3)台灣作家數位典藏需由文學領域學者及數位典藏專家共同合作;(4)妥善規劃網站內容的更新維護機制;(5)發展與使用者的雙向互動機制;(6)增強連結功能以及加值利用的設計;(7)建置「台灣作家入口網站」。 / Literature is the art of language and the performance of human cultures. Nowadays, more and more digital archives programs of Taiwanese writers have been developed, but forms and contents are greatly different from each other. The purpose of this research is constructing the model of digital archives of Taiwanese writers, so that collected and displayed the information of the appearance of literature, context, content, reference perfectly when proceeding the digital of literature not only to reproduce the original appearance of literature, but also enrich its meaning and value. In order to understand the situation of the digital archives of Taiwanese writers, the research collects a large number of Taiwanese literature digital archives websites by the internet investigate, and constructs a model of the digital archives of Taiwanese writers through case study. The research findings are as follow: (1) The digital archives of Taiwanese writers is historically significant ;(2) The digital archives of Taiwanese writers build a diverse achievement ;(3) Many 1920-1960s writers have not been the outcome of digital archives; (4) the overcome with Taiwanese and Hakka writers is a large part of the digital archives of Taiwanese writers; (5) to construct the model of digital archives of Taiwanese writers; (6) the lack of professional scholars of literature in the majority of Taiwan literature websites ;(7) It does not apply to digital archives of writers by object-oriented metadata ;(8) It displays writer's life context by chronology and photographs, lack of hyperlinks function ;(9) Facing no way of knowing the copyright holders ;(10) Lack of financial support and the maintenance and update mechanism after the end of programs ;(11) Lack of a portal site for Taiwanese writers. Based on the final results of this research, several suggestions for the development of digital archives of Taiwanese writers are as follow: (1) Preferred to choose the important writers to digital archives by the model from this research ;(2) Writers in all communities should be digital archived well ;(3) It should cooperate scholars between the domain of literature and digital archives ;(4) Plan the site mechanism of maintenance and updating well ;(5) Develop the user interaction mechanism ;(6) Enhance the use of link functions and the design of value-added ;(7) Build the "Taiwanese writers portal."
14

真正的「自由選擇」?—以婦女部分工時工作者為例 / A real “ Free Choice”? — Women in Part-time Jobs

黃琬玲 Unknown Date (has links)
「部分工時工作」被視為是平衡婦女工作-家庭的策略之一。我國政府亦有意透過提倡部分工時工作來提升女性勞動參與率。在此一政策思維下,需更進一步探討,影響我國婦女選擇部分工時工作的因素為何?再者,部分工時工作是否能夠真正「促進」婦女就業?抑或是形成婦女就業的「陷阱」? Hakim的偏好理論認為,現今婦女已經可以依據個人的自由意願選擇工作;且選擇從事部分工時工作的婦女,其偏好扮演家中照顧者的角色,對工作並無投入的熱忱。本研究發現,Hakim所稱的“home-centered”婦女,依據其所擁有的社會環境資源不同,會影響其執行個人偏好的能力,而使其工作-家庭傾向呈現異質性。且“home-centered”婦女大多並不認同傳統的家務角色,性別分工通常是在環境限制因素與父權體制下所形成。 我國現有的部分工時工作,大多缺乏工時彈性與勞動條件的平等待遇。在婦女教育程度普遍提升下,低就業品質的部分工時工作,不但無法滿足我國婦女的工作需求,亦可能使婦女落入低度就業的情形。政府應移除部分工時制度中的性別觀念,尊重勞工「個人」的工作與家庭需求,避免在性別迷思中,使部分工時工作成為女性就業的「陷阱」。 / “Part-time Job” has been seen as a solution for women to find a balance between their work and family. Government also wants to increase the labor participant rate of women by promoting them with part-time jobs. However, we need to figure out that what factors cause women to choose part-time job, and does part-time job really “improve” women’s employment or becomes an employment “trap” for them? Hakim’s “Preference Theory” refers that women could choose their works as their wills nowadays, and who choose part-time jobs prefer to play the role of “home” and lack of passion for work. This research finds out that women who Hakim called “home-centered” have heterogeneity with their work-home orientations. The ability to execute one’s preference depends on one’s possession of social resources, and “home-centered” do not identify themselves with the traditional “home role” for women. The gender division usually formed under the limitation in society and patriarchy. Most part of part-time jobs in Taiwan are inflexible in working hours and unequal labor standards. With the trend that women with higher education, the low employment quality of part-time jobs could not fulfill their expectations for work or they would get into underemployment situation. Government should remove the gender concept in promoting part-time work and consider the “personal” work-family needs to avoid part-time job becoming an employment trap for women under the myth of gender.
15

國小教師工作-家庭平衡與組織公民行為之關係:探討正向情緒的中介效果 / The Relationship between Teachers’ Work-family Balance and Organizational Citizenship Behavior in Elementary School: The Mediation of Positive Emotions

顏顯權, Yen, Hsien Chuan Unknown Date (has links)
本研究旨在探討國小教師之工作-家庭平衡、正向情緒、組織公民行為之關係,並探究正向情緒在工作-家庭平衡與組織公民行為之間是否具有中介效果。研究採用問卷調查法,以新北市公立國小教師做為樣本母群體,採用分層隨機抽樣,抽出64所小學共計760位受試者,回收有效問卷616份,所得資料分別以描述統計、t考驗、單因子變異數分析、Pearson積差相關、迴歸分析、Sobel檢定等統計方法進行研究,根據研究結果加以分析歸納,研究結論如下: 一、新北市國小教師工作-家庭平衡屬中高程度,WFC高於FWC、FWE高於WFE。 二、新北市國小教師正向情緒屬中高程度。 三、新北市國小教師組織公民行為屬於中高程度,以OCB-I最高。 四、婚姻狀況、未滿18歲子女數、服務總年資、學歷、現任職務在WFC上有顯著差異;性別、年齡、婚姻狀況、未滿18歲子女數、服務總年資、學歷、現任職務在FWC上有顯著差異;年齡在WFE上有顯著差異;現任職務在FWE上有顯著差異。 五、學歷、現任職務在整體OCB上有顯著差異;未滿18歲子女數、現任職務在OCB-I上有顯著差異;性別、年齡、婚姻狀況、服務總年資、學歷、現任職務、學校規模在OCB-O上有顯著差異;現任職務在TASK上有顯著差異。 六、學歷在正向情緒上有顯著差異。 七、工作-家庭平衡教師在正向情緒、OCB-I、TASK、整體OCB顯著高於非平衡教師。 八、「工作-家庭增益」與正向情緒對組織公民行為具顯著相關及預測力。 九、正向情緒在「工作-家庭增益」與組織公民行為間具有部份中介效果。 最後,根據研究結果提出建議,以供學校校長、教師及後續研究之參考。 / The purpose of this study is to investigate the relationship between teachers’ work-family balance, positive emotion and organizational citizenship behavior (OCB) in elementary school. Furthermore, the mediation of positive emotions on work-family balance and OCB was examined. A survey research was conducted using a sample of elementary school teachers in New Taipei City. Data from a sample of 616 teachers within 64 schools was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, Pearson correlation, multiple regression analysis and Sobel test. The major findings of this study are as follows: 1. Teachers’ work-family balance is above average and WFC higher than FWC, FWE higher than WFE. 2. Teacher’s positive emotion is above average. 3. Teacher’s OCB is above average, “OCB-I” ranks the top. 4. Five demographic variables, including marriage, children under the age of 18, total serving years, education and position show significant differences in work-to-family conflict. Seven demographic variables, such as gender, age, marriage, children under the age of 18, total serving years, education and position, show significant differences in family-to-work conflict. One demographic variable, age, shows significant differences in work-to-family enrichment. One demographic variable, position, shows significant differences in family-to-work enrichment. 5. Two demographic variables, education and position, show significant differences in OCB. Two demographic variables, including children under the age of 18 and position, show significant differences in OCB-I. Seven demographic variables, including gender, age, marriage, total serving years, education, position and school classes, show significant differences in OCB-O. One demographic variable, position, shows significant differences in TASK. 6. One demographic variable, education, show significant differences in positive emotion. 7. Teachers with work-family balance are higher at positive emotions, OCB-I, TASK, and OCB than others. 8. Work-to-family enrichment and positive emotion are positively correlated with OCB. 9. Positive emotion as a mediator of the work-family enrichment and OCB. Based on the results of the research, suggestions for school principals, teachers and future related studies are proposed.
16

磯貝治良の中期作品における在日朝鮮人像の形成 : 少年時代の「朝鮮体験」を生き直す

浮葉, 正親 31 March 2014 (has links)
No description available.
17

澳門作家寫作語言的本土特徵 :以寂然為例 = The local features of Macau author's writing language / Local features of Macau author's writing language

符策偉 January 2017 (has links)
University of Macau / Faculty of Arts and Humanities / Department of Chinese
18

工作家庭衝突、心理資源及關係損耗:一項日記型的研究 / Work-family conflict, psychological resources, and relationship depletion: a diary study

林廉峻, Lin, Lien-Chun Unknown Date (has links)
工作家庭衝突領域之研究已有豐富的理論與成果,探討短時間內工作家庭衝突隨著工作者所處環境與心理歷程的動態發展亦成為新興趨勢。本研究採用資源保存理論的觀點,認為工作者每日隨職家環境與認知歷程而變動的狀態性心理資源,能中介工作家庭衝突與工作者在職場與家庭中人際行為表現的關係,並提出反芻作為情境變項,驗證個體不同類型的認知思考對每日工作家庭衝突與關係損耗間的調節作用 本研究採用日記型研究法,首先進行前測調查,並隨後進行一周連續五個工作日的日記型問卷調查,研究資料共有96名受試者,433筆有效樣本,結果採取階層線性模型分析之。研究發現,每日的工作家庭衝突與家庭工作衝突皆顯著預測當日與主管、同事、與家人的關係損耗,並預測當日更低的自我效能。在反芻部分,負向反芻能降低工作者每日家庭對工作衝突與家人關係損耗的負向關係;問題解決反芻能降低工作者每日工作對家庭衝突與家人關係損耗的負向關係。其結果顯示,每日工作家庭衝突與個人自我調節資源有正向關聯,而透過不同的反芻型態,則能夠減緩衝突對於家人關係的負向影響。
19

家庭支持方案對懷孕婦女組織承諾及產後復工的影響 / The Impacts of Family-responsive Benefits on Pregnant Workers' Organizational Commitments and Return-to-work after Childbirth

吳雅惠, Wu,Ya Huei Unknown Date (has links)
「懷孕」應該是正面、美好且有益於整體國家社會的事情,對雇主也是有利的,因她們也具有「再生產」的功能,讓雇主能有源源不絕的勞動力,可惜許多雇主對懷孕婦女的偏見仍然存在,對懷孕婦女工作能力與復工意願皆有所質疑,然而國外相關研究結果卻指出若雇主能夠摒棄偏見,從一開始就願意接受懷孕婦女,提供家庭支持方案,如工作調整、彈性工時或托育措施等協助懷孕婦女,不僅能減少員工在工作與家庭間的衝突,更可保留優秀女性人才、提升組織效率與員工生產力,進而創造「勞資雙贏」的局面。 因此,本研究以我國懷孕婦女為對象來瞭解組織內家庭支持方案的實施與提供,對懷孕員工的組織承諾及產後復工時機之影響。本研究結果發現如下: 一、懷孕婦女的組織承諾偏向普通程度,並未如雇主所認為對工作不忠誠。 二、組織提供的家庭支持方案越多,懷孕婦女的組織承諾越高。組織提供越多的家庭支持方案,會影響員工對組織的情感,這些好感會轉化成對組織的忠誠。 三、工作\家庭文化對組織承諾皆具有正向預測力。因此,組織文化是對家庭友善的文化,有助於提昇懷孕婦女的組織承諾。 四、收入低的懷孕婦女,產後復工意願較低,即使願意復工,復工時機也比較晚。對收入低的懷孕婦女來說,離職或請繼續育嬰假的機會成本比較低,並衡量市場工資與托嬰費用後,選擇留在家中照顧新生兒減輕家庭經濟負擔。 五、工作\家庭文化「主管支持」構面與懷孕婦女產後復工意願有顯著正相關,且具正向預測力。這顯示出當公司主管能夠很敏感的注意到有家庭責任之員工的需求,並能積極提供協助與支持,則其懷孕員工在產後會更願意復工。 六、雇主提供的產假越長,懷孕婦女有更多的時間休養,產後會更願意復工。 七、雇主提供無薪產假的懷孕婦女比雇主提供全薪產假者,產後復工時機較晚。 大體上,我國經驗研究在相當程度上是支持西方國家的研究結果,但我國家庭支持方案的實施狀況仍不夠普遍。家庭支持方案的提供的確可提昇懷孕婦女的組織承諾,有助於減少離職率,大幅降低企業招募和重新訓練的成本,故我國企業應該積極引進家庭支持方案,達到勞資雙贏的結果。 / “Pregnancy” should be a positive, beautiful and beneficial thing to the society. It is also good to employers, because pregnant women provide a “reproductive” function, with which employers would not face the labor shortage. But many employers still have some prejudices against pregnant women. For instance, pregnant workers are considered not being able to concentrate on their jobs, and won’t come back to work after childbirth. In accordance with the relevant findings of the study abroad, this study found employers can abandon their prejudices, and provide family-responsive benefits, such as job adjustments, flextime or childcare programs, it can not only reduce the work and family conflicts, but also retain the women laborforce, improve organizational efficiency and productivity, thereby creating a “win-win” situation. The major findings below: 1.Pregnant workers’ organizational commitments are as normal as workers in general are. Pregnant workers are not unfaithful to employers . 2.The more family-responsive benefits employers provide, the more loyalty pregnant workers would have. 3.Work-family culture has positive impact on to organizational commitments of pregnant workers. Pregnant workers’ organizational commitments will be enhanced when the corporate culture is family-friendly. 4.Pregnant workers in low wages tend to stay at home, and won’t return to work after childbirth. Even they will return, the timing they return would be delayed. 5.If supervisors are sensitive to employee’ family and personal concerns, the pregnant workers prefer returning to work after childbirth. 6.If employers provide longer maternity leaves, pregnant workers would have enough time to take a rest, and they would tend to return to work after childbirth. 7.Pregnant workers who got unpaid maternity leaves return to work later than who got paid maternity leaves. In sum, this study supports the findings of western countries in a certain extent. But the family-responsive benefits are not popular in Taiwan. If organizations provide family-responsive benefits, pregnant workers’ organizational commitments will be enhanced. It can also reduce the turnover rate and the costs of recruitment and training. For the above reasons, the organizations in Taiwan should introduce family-responsive benefits and create a “win-win” situation.
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左錫嘉及其詩詞稿研究──以生平境遇為主

瞿惠遠 Unknown Date (has links)
清代才女左錫嘉有詩詞集《冷吟仙館詩稿》八卷、《冷吟仙館詩餘》一卷。《詩稿》輯錄之詩按時間先後次第排列,且涉及錫嘉事蹟者頗多,所分《浣香小草》、《吟雲集》、《卷葹吟》、《冷吟集》,又正代表著其人生四個重要階段,全書猶如傳記一般。《詩餘》諸詞雖無法斷定是否屬編年形式,但仍具補充《詩稿》之效。故本文乃依上述四集順序,以詩為主、詞為輔,分閨中生活、婚姻生活、跋涉生活、嫠居生活四個時期說明左錫嘉的生平境遇,旨在透過《詩稿》的特殊性質,使錫嘉數十年間的遭際和心路歷程,得到較完整的認識。   傳統研究清代女作家,範圍大都僅局限於其個人作品。本文承蒙林師玫儀指導,有了不同以往的論述角度,即是由女作家的家族群體特徵著眼,廣泛蒐羅左錫嘉眾親屬之撰著等資料,就家族成員進行探討,再將所獲相關人事訊息與錫嘉自敘活動經歷之詩詞結合,便可更具體地掌握這類詩詞寫作的時空背景、蘊涵的意念感觸,對錫嘉生平境遇的理解,方能更貼近實情;而錫嘉的各種生命形象、才華、思想及左氏一門的家學淵源,當亦呈現出較清晰的樣貌。

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