本研究旨在探討新北市完全中學兼任行政工作教師人格特質、工作壓力與憂鬱傾向之關係，以新北市400位完全中學兼任行政工作教師為研究對象，回收有效問卷389份。本研究工具為「性格自評量表」、「工作壓力量表」及「身心健康量表」。以描述性統計、T檢定、單因子變異數分析、皮爾遜績差相關及多元逐步迴歸分析等方法，進行統計分析。主要研究結果如下： 1.新北市完全中學兼任行政工作教師的整體憂鬱傾向屬於中等偏低程度。 2.新北市完全中學兼任行政工作教師不同性別、不同年齡、不同婚姻狀況及不同兼行政服務年資的憂鬱傾向有顯著差異存在。 3.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其「整體工作壓力」間均有顯著相關。 4.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其 「憂鬱傾向」間均有顯著相關。 5.「神經質」人格特質、「上級要求」工作壓力、「和善性」人格特質及「工作負荷」工作壓力，可以有效預測整體新北市完全中學兼任行政工作教師的「憂鬱傾向」，解釋的總變異量為51.4%。 6.「神經質」人格特質可以有效預測不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及中大型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 7.「人際關係」工作壓力可以有效預測兼行政服務年資第2至5年、擔任圖書館行政職務及中型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 8.「上級要求」工作壓力可以有效預測35歲以下及擔任教務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 9.「和善性」人格特質可以有效預測小型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 10.「嚴謹自律性」人格特質可以有效預測兼行政服務年資第6至10年新北市完全中學兼任行政工作教師的「憂鬱傾向」。 11.「聰穎開放性」人格特質可以有效預測擔任學務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 本研究依據上述結果加以討論，並分別對完全中學兼任行政工作教師、學校、教育行政主管機關及未來研究提出相關建議。 / The purpose of this study is to understand the relationships between personality traits,work stress and depressive tendencies of the teachers work part-time administration in New Taipei City six-year high school.This study samples have 400 the teachers with administrative position in New Taipei City six-year high school,and 389 valid questionnaires are collected.The research tools used are:”Character self-assessment scale”,”Work stress scale”,and” Mental health scale”.The data was analyzed by descriptive statistics,t-test,One-way analysis of variance,Pearson’s correlation analysis and multiple regression analysis.The major results of the study are as follows. 1.Work part-time administration in New Taipei City six-year high school teachers’ depressive tendencies is in the medium low degree. 2.New Taipei City six-year high school teachers work part-time administration of different gender, age, marital status and years of service in different chief executive of depression tend to have significant differences 3.Different gender, age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality "overall pressure" were significantly associated therewith. 4. Different gender and age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality with its "depressive tendencies" were significantly associated therewith. 5. "Neurotic" personality, "the higher level" work pressure, "kind" personality and "work load" pressure of work, can predict a whole New Taipei City six-year high school teachers work part-time administrative "melancholy tendencies," explained the total varianceIt was 51.4%. 6. "Neurotic" personality traits can predict different gender, age, marital status, different years of service and administration, administrative duties and in different large-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 7."Interpersonal" work pressure can effectively predict and Chief Executive of service of the first 2-5 years as library administrative duties and medium-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 8."Higher level" job stress can predict the age of 35 and held executive positions with the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 9."kind" personality traits can predict the size of a small New Taipei City six-year high school part-time administrative work teachers' tendency to depression. " 10."Rigorous self-discipline" personality traits can predict and Chief Executive of service of the first 6-10 years of the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 11."Intelligent openness" personality traits can predict as the Student Affairs Office administrative duties entirely New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." According to the results to discuss and provide several suggestions for the teachers work part-time administrative,schools,education administration,and future research.

為瞭解臺灣國中專任輔導教師之「人格特質」、「工作壓力」及「工作滿意度」之概況內涵與相關情形，茲以便利取樣與滾雪球之抽樣方式，抽取臺灣國中專任輔導教師共244位為研究對象，運用「個人基本資料表」、「國民中學專任輔導教師人格特質量表」、「國民中學專任輔導教師工作壓力量表」、「國民中學專任輔導教師工作滿意度量表」等為研究工具進行問卷調查，獲得所需資料，後以描述性統計、獨立樣本t考驗、單因子變異數分析、Scheffe'事後考驗、Pearson積差相關及多元逐步迴歸分析等統計方法進行分析，結果發現： 1.國中專任輔導教師的整體與不同層面工作壓力大致為「中下」至「中等」程度，僅「工作角色與規範限制」層面之工作壓力屬「中等」程度。 2.「性別」、「年齡」、「教育背景」、「服務學校規模」不同之國中專任輔導教師，其整體與不同層面工作壓力並未存有顯著差異，然「婚姻狀況」、「輔導工作年資」及「服務學校所在地區」不同之國中專任輔導教師，其工作壓力則存有顯著差異。 3.國中專任輔導教師的整體及不同層面工作滿意度大致為「中等」至「中上」程度，僅「工作酬賞」層面之工作滿意度屬「中等」程度。 4.「婚姻狀況」、「教育背景」、「服務學校規模」不同之國中專任輔導教師，其整體與不同層面工作滿意度並未存有顯著差異，然「性別」、「年齡」、「輔導工作年資」及「服務學校所在地區」不同之國中專任輔導教師，其工作滿意度則存有顯著差異。 5.國中專任輔導教師之「開放性」、「謹慎性」、「外向性」、「親和性」人格特質與其多數層面工作壓力存有顯著低度負相關，而「神經質」人格特質則與其工作壓力存有顯著低度至中度正相關。 6.國中專任輔導教師之「開放性」人格特質與其工作滿意度存有顯著低度至中度正相關、而「謹慎性」、「外向性」、「親和性」人格特質則與其工作滿意度存有顯著低度正相關，僅「神經質」人格特質則與其工作滿意度存有顯著低度負相關。 7.國中專任輔導教師整體及各層面工作壓力與其整體及各層面工作滿意度間多存有顯著中度至高度負相關。 8.聯合「缺乏決策參與」層面的工作壓力、「資源缺乏或成效不彰」層面的工作壓力、「開放性」的人格特質及「工作不受肯定」層面的工作壓力，此四變項依序高至低可預測國中專任輔導教師「整體工作滿意度」的46.1%。 本研究亦根據上述各項研究結果加以討論，並提出相關建議，以供後續相關實務工作及研究之參酌。 / The purpose of this study was to investigate the relationship among personality traits, job stress and job satisfaction for the full-time counseling teachers of junior high school in Taiwan. The study adopted a method of Convenience sampling and snowball sampling to select the research subject. The subjects of this study were 244 full-time counseling teachers of junior high school in Taiwan. The Instruments used in this study were " General information data", " The personality traits for the full-time counseling teachers of junior high school scale", " The job stress for the full-time counseling teachers of junior high school scale", " The job satisfaction for the full-time counseling teachers of junior high school scale", The study adopted a method of questionnaire survey. And the study was analyzed by descriptive statistics, T-tests, One-way ANOVA, Pearson product-moment correlation and multiple step-wise regression analysis. The significant findings of this study were as follows: 1.The job stress degree of the junior high full-time counseling teachers were regarded as below the middle level to moderate level. Only the job stress of job roles and rules Restrictions was regarded as moderate level. 2.There were no significant differences in the job stress among these teachers according their different gender, age, academic background and service school size. But there were main differences according their marital status, length of counseling service and the location of service school. 3.The job satisfaction degree of the junior high full-time counseling teachers were regarded as moderate level to more moderate level. Only the job satisfaction of working reward was regarded as moderate level. 4.There were no significant differences in the job satisfaction among these teachers according their marital status, academic background and service school size. But there were main differences according their gender, age, length of counseling service and the location of service school. 5.Significant low negative degree of correlations were found between the personality traits of openness to experience, conscientiousness, extraversion, agreeableness and the job stress. But Significant moderate positive degree of correlations were found between the personality traits of neuroticism and the job stress. 6.Significant low positive degree to moderate positive degree of correlations were found between the personality traits of openness to experience and the job satisfaction. And Significant low positive degree of correlations were found between the personality traits of conscientiousness, extraversion, agreeableness and the job satisfaction.But Significant low negative degree of correlations were found between the personality traits of neuroticism and the job satisfaction. 7.Significant moderate positive degree to high positive degree of correlations were found between the job stress and the satisfaction. 8.The combination of the four Variables like the job stress of " Lack of participation in decision making", " Lack of resources or ineffective", "the effectiveness of the work is not sure" and the personality traits of "openness" can predict the job satisfaction of 46.1%. 　　Finally, after discussion, the researcher proposed some suggestions for educational instruction and future studies.

2012年愛爾達體育台取得倫敦奧運的台灣區獨家媒體版權，並與中華電信合作推出「多螢一雲」服務，讓使用者能夠透過中華電信MOD、Hichannel網站與行動載具上的Hami App收看賽事直播。根據尼爾森於奧運會後所進行之媒體研究指出，愛爾達體育台的觀眾廣度雖僅略微成長，但是觀眾的收視忠誠度則明顯升高。本研究以科技接受模型為主要研究架構，結合創新事物特質與品牌忠誠度，探討愛爾達體育台的多平台服務之特質，是否影響到使用者的採用意願，甚至更進一步提升對該頻道的忠誠度。研究結果顯示，愛爾達體育台的「多螢一雲」服務之創新特質，確實會透過影響使用者的認知有用性、認知易用性與態度，而提升採用意願，並增強收視後的頻道忠誠度。 / In 2012, ELTA Sports obtained the exclusive London Olympics media rights in Taiwan and launched “Three Screens and A Cloud” service with Chunghwa Telecom, which enabled users to watch sports live-broadcasting through Chunghwa Telecom MOD, Hichannel website and Hami App. According to AGB Nielson Media Research, although the breadth of audience grew slightly, the brand loyalty to ELTA Sports had an obvious increase after London Olympics. This research takes Technology Acceptance Model as the main structure and combines Attributes of Innovations and Brand Loyalty to discuss whether the attributes of ELTA’s multi-platform service affects users’ adoptive intention and even increases loyalty to the channel or not. As a result, the attributes of “Three Screens and A Cloud” service indeed enhance the audiences’ adoptive intention and brand loyalty to ELTA Sports through affecting their Perceived Usefulness, Perceived Ease of Use and Attitude toward Using.

本研究欲透過對國內中高階公關主管的深度訪談，探討初階公關人員最重要的人格特質和公關職能，企業對公關人才之選才模式，以及選才模式對公關人員實際聘用之成效。研究對象為8位公關顧問公司主管，以及4位一般企業之公關部門主管；受訪公司涵蓋知名公關集團、中小型公關公司，以及國內外上市櫃之企業。 本研究發現，主動積極與工作熱忱是初階公關人員最受重視的人格特質；而對初階公關人員幫助最大的職能為溝通能力，其次為撰寫能力，此亦呼應其工作內容需要常和媒體、客戶、第三單位進行溝通，並需撰寫大量之新聞相關文件。對於哪些人格特質可以透過工作中培養，受訪者較無共識，許多受訪者皆認為主動積極及工作熱忱都與個性有關，難以培養；而溝通能力與企劃能力等職能是受訪者認為最能從工作中培養的，但實際狀況仍視個人資質與學習態度而定。 對於初階公關人員之選才模式，大多以筆試及面試為主，筆試通常包含中英文翻譯，以及企劃書與新聞稿模擬寫作；在面試時，多數公關主管都會詢問其過去經歷，以及面對挫折的反應，藉此了解其溝通能力，以及是否具備公關職能和抗壓性。 另外，溝通能力是在受訪者公司目前選才模式下，認為新進初階公關人員較缺乏之職能，其次為企劃能力與管理能力。初階公關人員離職比例約為45%，平均任職約1.47年會異動，主要離職原因是想嘗試不同領域工作，以及壓力大或工作太多。多數受訪者都認為其公司之選才流程有需要改進的空間，並建議公關業界可採取集體面試、優先考慮大傳系畢業生、分層面試、推薦人才、實習制度…等方法。 本研究提出的建議為，1.充分告知工作內容與可能面臨之加班狀況，作為新人是否願意接受工作挑戰之考量；2.透過更詳實的評估，找出具有主動積極與工作熱忱的公關新人；3.利用情境模擬的提問，評估應徵者的溝通能力；4.發展實習制度，培養有潛質的公關人才；5. 設置專職的人力資源單位，並加強主管面試技巧的訓練。 / The present study involved a series of in-depth interviews of mid- and high-ranking public relations (PR) supervisors to identify the key personality traits and PR competencies of junior PR personnel, the recruitment models enterprises utilize to employ PR staff, and the effectiveness of these recruitment models in resulting in permanent productive employment. The participants in the study comprised eight supervisors serving at PR consultancy firms and four supervisors of PR departments in various enterprises. Interviewed companies included well-known PR groups, small and medium PR agencies, and listed domestic and international companies. The findings of the study indicated that “initiative” and “enthusiasm” were the personality traits of junior PR personnel that the interviewees most favored during the recruitment process. The study also found that the PR competency of junior PR personnel that the interviewees regarded as the most beneficial was “communication ability,” followed by “writing skill.” Both of these competencies are heavily employed in PR tasks, where personnel are often required to communicate with the media, clients, or third parties, and draft large numbers of news-related documents. However, the interviewees expressed diverse opinions regarding which personality traits can be developed in the workplace. Several of them argued that because traits such as “initiative” and “enthusiasm” are personality-related, they are difficult to cultivate. By contrast, a majority of the interviewees considered “communication ability” and “planning ability” as the PR competencies that personnel could most easily improve in the workplace, noting nevertheless that the magnitude of development typically depends on an individual’s intelligence, motivation, and attitude for learning. Regarding recruitment models used to bring in junior PR personnel, the study found that a majority of the enterprises employ written tests and interviews. Typically, the written tests seek to assess the candidate’s skill in Chinese/English translation, proposal, and press release writing. During interviews, interviewers typically endeavor to determine a candidate’s communication ability, whether they possess experience in PR competencies, and their degree of resistance to pressure. The study showed that interviewers try to achieve this by asking candidates to provide their past experiences and by observing their response to failure. In addition, the participating companies, when they used their current recruitment models, considered “communication ability” to be the competency most lacking in newly-employed junior PR personnel, followed by “planning ability” and “management ability.” The resignation ratio for junior PR personnel was approximately 45%, with personnel changes occurring after an average of 1.47 years of employment. The primary reason for resignation was “trying different areas of work,” followed by “too much pressure,” or “too much work.” A majority of participants conceded that the current recruitment procedures employed by their companies needed to be improved. To effect improvements, they suggested that the PR industry could attempt collective interviews, emphasize recruiting graduates with mass communication degrees, employ cross functional team interviews, consider recommendations, and adopt internship systems. The study proposed the following: (1) Provide candidates with sufficient information about work content and potential overtime conditions, so that they can use this as a reference when determining whether they are able to accept the work challenges; (2) Identify active and enthusiastic candidates through comprehensive and detailed analyses; (3) Evaluate candidates’ communication ability by asking questions involving situational simulations; (4) Develop internship systems to cultivate potential PR talent; and (5) Establish a dedicated human resources unit and offer training to supervisors to strengthen their interview skills.

In the service economy, as markets change from offering physical products to offering service products, organizations across many industries must embrace this transformation to remain competitive. Mobile technology plays an important role in this transformation because of characteristics such as mobility. According to customer variability in service encounters, we identify several individual differences that affect the quality of the service encounter and try to determine how these factors moderate the effect of mobility in the design of the mobile service. Therefore, we argue that a fit exists between mobile service design and individual difference that increases service performance. The results of this inquiry can guide service providers in developing more attractive mobile services through mobile technology.

Facebook全球使用者相當於世界第三大國，目前台灣有超過六百萬會員，其中粉絲專頁為Facebook提供企業或個人成立的社群專頁，粉絲專頁便於聚集相同嗜好的粉絲，特別是企業可利用免費的社交網站空間建立品牌社群，提高知名度與維繫顧客關係；台灣Facebook使用者也紛紛加入各種粉絲專頁，因此本研究以Facebook粉絲專頁使用者為研究對象，應用Mowen（2000）提出的3M層級模型，探究人格特質、動機、消費者創新性、社群認同感、價值意識，對使用者利用粉絲專頁接收資訊及發表意見意圖的影響。除了瞭解研究架構的層級關係，也以結構方程式驗證整體模型的適配度。 本研究結果發現：社群認同感對接收資訊意圖與發表意見意圖皆有正面影響，使用者的價值意識，對接收資訊意圖有正面影響。社群認同感與價值意識，來自人際需求、活動需求及資訊需求。本研究亦在研究架構外，延伸探討粉絲專頁使用者的接收資訊及發表意見意圖，接收資訊意圖是使用者瞭解該品牌並持續購買該品牌產品的重要因素，而發表意見的意圖則影響品牌喜好程度、採用該品牌其他產品，以及通路造訪頻率。以上研究結論可作為粉絲專頁之經營參考。 / Facebook has six million members in Taiwan and the global members have expanded as large as the population of third largest country. Based on the membership, various Faceboook applications have great potentials in advertising and marketing. Fan Page, one of the applications, functioned as an online brand community for the worldwide corporations to promote their new products/ services and manage the customer relationships. The research is based on Mowen (2000) 3M hierarchal model to investigate the influences of fan page users’ traits and motivations on their behavioral intentions. The purpose is to discover the hierarchical relationships of the conceptual framework and then provide the fan page owners with practical suggestions. The research findings including community recognition and value consciousness will positively influence the behavioral intentions. And community recognition and values consciousness are positively influenced by the needs of interpersonal relationship, information, and activity. Therefore, the fan page owners should meet the needs and then increase users’ community recognition and values consciousness by providing information and encouraging users to express their opinions on fan pages.

企業全球化趨勢的日亦普遍，致使全球化的行銷成為必須。廣告為行銷不可或缺的一環，因此，廣告的全球化勢在必行。近年來，全球化企業在台灣使用「全球化廣告」的情況愈來愈頻繁，無論其所使用的全球化廣告類型為何，閱聽人對這些全球化廣告的看法才是最重要的。 因此，本研究以不同類型的全球化廣告為研究主體，依據外國學者對不同類型全球化廣告的六種定義，使用其中的「完全標準化」、「半標準化」、「因地制宜的執行元素」，以及「概念在地化，執行全球化」等四種全球化廣告類型，從「接收分析」的角度出發，探討閱聽人面對不同類型全球化廣告文本時，他們如何解讀這些廣告文本。在探討解讀型態的同時，並設法了解閱聽人的「開放性人格特質」、閱聽人的「媒介依賴程度」、閱聽人對全球化企業所知覺到的「品牌形象」，以及不同類型的全球化廣告文本等概念，是如何影響閱聽人的解讀型態。 本研究透過「符號學」的分析方法，針對不同類型的全球化廣告做文本分析，同時運用「實地問卷調查法」的研究設計，對受訪者蒐集資料。除藉以了解閱聽人與不同類型全球化廣告文本間的互動關係外，並嘗試驗證變項間的因果關係。 研究結果發現，閱聽人對不同類型全球化廣告的認知程度愈深，愈容易對全球化廣告採取優勢型的解讀型態；閱聽人對電視的依賴程度愈高，愈容易對全球化廣告採取優勢型的解讀型態；閱聽人所知覺到的品牌形象愈趨近於正向，愈容易對全球化廣告採取優勢型的解讀型態；閱聽人的開放性人格特質程度愈高，愈容易對全球化廣告採取優勢型的解讀型態。 / With more and more global corporation widespread in the world﹐global marketing becomes necessary. Advertising is an essential part of marketing﹐therefore﹐the globalization of advertising have to be imperative. In recent years﹐the situation of global corporation in Taiwan uses global advertising becoming universal﹐no matter what type of global advertising they used﹐the most important thing is the viewpoint of audience. Therefore﹐the material of this study are different types of global advertising. In accordance with six different definitions of global advertising from foreign researchers and I selected four types from them﹐they are“Fully Standardized.”､“Semi–Standardized.”､“Varying Standard Executional Elements.”﹐and “Act Global﹐Think Local.”The study started with the approach of“Reception Analysis.”To investigate how the audience interpret different types of global advertising. Meanwhile﹐try to recognize how the audience’s personality trait of openness﹐degree of media dependency﹐cognition of brand image of global corporation﹐and the different types of global advertising itself influences the audience’s interpretation pattern. The present study uses“Semiology”to analyze the content of different types of global advertising﹐simultaneously﹐using the research design of“on–the–spot questionnaire”to collect the respondents’ data﹐in order to understand the relationship between the different types of global advertising and the audience﹐and try to examine the variable causality. The results of the study are﹕when the audience have deeper cognition of different types of global advertising﹐their interpretation pattern of global advertising tend to be more dominant. When the audience’s degree of media dependency is higher﹐they well take the dominant interpretation pattern of global advertising easier﹒When the audience’s cognition of brand image is more positive﹐their interpretation pattern of global advertising incline to be more dominant﹒When the audience’s degree of personality trait of openness is higher﹐they well adopt the dominant interpretation pattern of global advertising easier.

社群媒體迅速普及，連帶社群商務益發受到重視。本研究藉助S-O-R模型，期能以建立使用者之行為模式觀點的架構探討社群商務參與意圖。本研究中，欲探討營造社會臨場感的關鍵技術性特質對於社會臨場感的影響，進而對於促成參與意圖的效果，並瞭解媒體豐富性的調節作用。本研究蒐集相關文獻，並設計問卷、透過大量樣本進行研究模型驗證。 本研究共回收1218份有效問卷，並透過最小平方法(PLS)進行有效樣本之實證分析。研究結果發現，感知社交性是營造社會臨場感的關鍵技術性特質；同時，臨場感對參與意圖也有顯著的正向影響。即在社群平台上的社交氛圍、能與好友們社交互動，是最能使人感受到身歷其境的臨場感，也最能使人產生社群商務的參與意圖。 根據研究結果，本研究建議發展社群商務的過程中，在建置社群平台時，需要考量的技術性特質應特別著力於社交性內涵，如此是能產生社會臨場感，以及愈能促成社群商務參與意圖。 / Social media is well widespread, so is Social Commerce. With the use of the S-O-R Model, this study expects to establish a comprehensive structure to investigate the social commerce intention. This research proposes a view on the effect of technological features and social presence on social commerce. This study intends to identify the key technological features which enhance the perception of social presence. Furthermore, we intend to understand whether social presence contributes to the social commerce intention and the moderating effect of the media richness. We collected relevant literature, designed the questionnaire and validated the research model. A total of 1218 valid samples were collected to validate the research model. The result shows that perceived sociability is the key technological feature that leads to the perceived social presence, and social presence positively impacts social commerce intention. The analysis results imply that by making a great effort to enhance users' perceived social presence, social platform marketers can expect fruitful business result.

隨著YouTube的普及與拍攝影片的門檻降低，愈來愈多使用者將自製影片分享至網路平台，其中也包含以科學為主題的網路影片，加上近年來如PanSci泛科學、Taiwan Bar以及Oisee等知識型YouTube頻道在國內興起，網路科學影片已然成為使用者分享資訊的方法之一，具備傳播知識的潛力。然而，網路科學影片儘管在網路上具有相當高的人氣，卻因其缺乏科學機構或媒體組織的把關，呈現方式和表現手法皆與傳統科學影片不盡相同，所能發揮傳播科學之功能也時常被忽略。故本研究以網路科學影片為研究對象，試圖瞭解網路科學影片所蘊含之人性化特質，及其促進科學參與之可能。 本研究採文本分析法，並以主題分析法作為資料分析的方法，選取國內外與科學主題相關之YouTube頻道及影片進行文本檢視。本研究歸納出網路科學影片人性化特質的三個影響面向，分別是：使得網路科學影片更加強調創作者個人特質、重視人與人之間的互動，並使之蘊含著鼓勵創作的「隨創」精神。 結果發現，網路科學影片強調以「人」為主體之運作方式，將傳統專家至上之科學權威轉移成任何使用者的分享論述，因而更有機會促進民眾認知參與、線上參與以及創作行為的投入，提升科學參與的可能性。整體而言，本研究以人性化的觀點探討網路科學影片之特質，並認為其有機會能夠促進科學的參與，主要之研究目的在於重新審視其在科學傳播所扮演的角色與功能，以帶動更多與網路科學影片相關的討論與研究發展。

本研究主要在探討會計師事務所查帳人員在面臨時間壓力的情況下，對其查帳工作態 度的影響。根據以往的研究，查帳人員面臨時間壓力時，生理上、心理上有重大變化 。本研究則主要著重於在時間壓力下，查帳人員於查帳工作本身的影響。在心理學上 ，人格特質對個人工作態度會有重大影響，故本研究將此變數納入，藉以測試在不同 人格特質下，於不同工作壓力情境下，對查帳工作態度之影響，至所謂工作態度，本 研究係指以下三項變數： ヾ低報查帳時間（Underreporting chargeable time） ゝ挪報查帳時間（Shifting chargeable time） ゞ降低查帳品質（Reducing audit quality） 研究結果：發現人格特質愈傾向Ａ類型者，在時間壓力大時，較不會有這三種情形出 現，反之，人格特質為Ｂ類型者，較易有這三種情形出現。但如果時間壓力不大時， 則無論人格特質為何，則三種情形皆不顯著發生。