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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.
1

在台灣欺凌行為對於工作場所信任之影響 / The Effect of Bullying Behavior on the Degree of Trust in the Workplace in Taiwan

莫雅莉, Yael Yulia Moskovich Unknown Date (has links)
在台灣欺凌行為對於工作場所信任之影響 / Purpose: This study examines the association between the prevalence of bullying behavior and the degree of trust in the Taiwanese workplace as it is perceived by employees and managers across a variety of organizations and sectors. Background: Bullying behavior occurs when someone at work is systematically subjected to aggressive behavior from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Previous research on the bullying behavior phenomenon focused on the causes of bullying, the psychosocial factors at work, the organizational costs, the personality of the victim and the health outcomes. Methodology: 180 online questionnaire survey responses were collected among Taiwanese employees and managers in various organizations from the private, public and NGO sectors. The responses were divided into two sample groups; 146 employees and 34 managers. Results summary: The first hypothesis predicted that there is a negative correlation between bullying behavior and trust in the workplace. This hypothesis was confirmed among employees and refuted among managers since their correlation was positive. The second hypothesis was that the immediate supervisor is the most significant factor of bullying behavior in the workplace. This hypothesis was confirmed with 38.9% of the managers and employees reported that they were subjected to a behavior that can be defined as bullying behavior. In addition, the immediate manager is the main source of this behavior, and then coworker and senior manager. The Third hypothesis was that women are more prone to being bullied than men and their degree of trust in the workplace is lower than men. Among employees there was no significant difference between men and women with bullying behavior, however women’s degree of trust in the workplace was lower than men’s. .As for the managers there was not a significant difference between men and women in regard to either bullying behavior or trust. Conclusions: The study results were significant and revealed a link between bullying behavior and trust in the Taiwanese workplace. However, organizations can take measurements to prevent and eliminate bullying behavior, and also raise the level of trust of the employees in the organization and prevent unwanted organizational costs. Key words: Bullying, Harassment, Work environment, Trust, Taiwan.
2

台北市辦公大樓土地使用與交通旅次關係之研究

張聿棟, ZHANG, YU-DONG Unknown Date (has links)
在都市活動體系中,土地使用與交通旅次間相互影響,然兩間關係之基本資料,卻付 之厥如。 台北市從事第三級產業員工逐年遞增,工作場所-辦公室需求殷切,因土地面積有限 及緊集經濟吸引力之影響,致辦公大樓大量興建並集中使用。由於其土地使用集約度 高,員工使用密度亦高,使大樓活動呈現時空之密集與擁擠。為解決問題,首需建立 大樓土地使用與交通旅次間之基本資料與關係模式,了解大樓土地使用活動量會吸引 多少旅次?不同使用性質,其旅次吸引量是否不同?此為本研究之主要目的,以為今 後市政建設規劃土地使用與交通建設之參考。 本論文共分五章,第一章 緒論:陳述台北市辦公大樓現況發展,並分析交通問題產 生原因,首推其與土地使用未適當配合,依此觀念進行假設論及確立研究目的。第二 章 文獻回顧:從理論上了解大樓使用特性及影響交通旅次吸引因素;從實證上整理 相關資料,建立可取之觀念體系,綜合兩者以為研究基礎。第三章 研究方法:研究 設計,樣本選定,建立研究架構,選取指標及分析方法,說明資料蒐集處理過程。第 四章 分析與討論:分析樣本特性,劃分不同使用性質大樓,透過實證研究,以逐步 迴歸分析,建立上班及非上班之旅次吸引與土地使用之關係式,並驗證前述基本假設 。第五章 結論與建議:扼要說明研究成果,並提建議事項。本文約五萬餘字,以上 共分五章,約十三節,合為壹冊。
3

台灣五大會計師事務所女性審計人員升遷問題之研究 / A Study of Upward Mobility of Female Auditors in Big 5 Public Accounting

石倉安, Shi, Tsang-An Unknown Date (has links)
台灣五大會計師事務所審計部門的從業人員長久以來一直是女性多於男性,每年新進的人員亦以女性居多,然而在高階職位上卻是男性遠多於女性。換言之,若女性審計人員在事務所裡沒有遭受任何升遷上的障礙,以每年新進人員女性多於男性的情況比例計算,在高階職位上女性的人數亦應多於男性,然而真實的情況卻正好相反。故本研究參考之前研究者的研究發現,彙總出台灣五大會計師事務所女性審計人員可能面臨到的升遷障礙,包括性別歧視、性騷擾、家庭與工作衝突和缺乏良師益友(mentor)等,以問卷調查方式蒐集實證資料,並進行統計分析。另外,本研究詢問研究對象所知的審計人員離職原因以及五大會計師事務所現行的工作場所家庭政策,以了解男性與女性審計人員在離職原因上有無差異和事務所提供的家庭福利政策,得到的結果如下: 1.性別歧視:不管從性別、職位和事務所別的角度來看,受試者均趨向於不同意女性審計人員遭受到性別歧視;而在參加選修課程與社交活動的情形上,男性與女性亦沒有顯著的差異。 2.性騷擾:曾經遭受性騷擾的受試者雖然皆為女性,然而僅有12位,比例為8.43%,比之前的研究低許多。 3.工作與家庭衝突:已婚女性比已婚男性感受到較大的衝突程度,而且家中若有生活無法自理、需要特別照顧的家人或小孩的女性,其衝突程度會比沒有需要特別照顧的家人或小孩的女性來得高。反觀已婚的男性受試者,不管家中有無需要特別照顧的家人或小孩,其工作與家庭衝突的程度並沒有顯著的差異。 4.女性缺乏mentor:女性擁有mentor的比例與男性相同;相同職位的男性與女性擁有mentor的比例亦相似。而且深入分析後發現,女性與男性的mentor,在職位上的差異不大,且擁有mentor的女性受試者,對mentor所能提供協助的同意程度,與男性受試者差異不大。 5.離職原因:女性因為「結婚生子」而離職排名第4,為其主要離職原因,男性則否。衡量性別歧視的「升遷機會受限」,則非男女審計人員的主要離職原因。 6.工作場所家庭政策:五大會計師事務所皆有提供產假與留職停薪這兩項福利政策,然而,較具彈性的「半職(part-time)」只有兩個事務所提供;「彈性上班時間」只有一個事務所提供,顯示目前五大事務所的工作場所家庭政策仍不夠多元。 綜上所述,本研究所探討的四個女性升遷障礙:性別歧視、性騷擾、工作與家庭衝突和缺乏mentor等,僅有工作與家庭衝突得到支持。因此在沒有進一步地證據支持另外三項升遷障礙前,工作與家庭衝突似乎是目前五大會計師事務所女性審計人員所共同面臨到的升遷問題,故會計師事務所管理當局應提供更多元的工作場所家庭政策,以降低女性審計人員的工作與家庭衝突。

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