Social justice advocacy has been a force throughout the history of Counseling Psychology and has been described as more critical to the field than any other time in its long history (Toporek & McNally, 2006). Accordingly, in 2002, the American Counseling Association endorsed the Advocacy Competencies in an effort to advance the status of social advocacy by defining competency for counselors engaged in social advocacy (Lewis, Arnold, House, & Toporek, 2002). However, at the writing of this article, these competencies had not yet been operationalized. Therefore, a comprehensive review of the multidisciplinary literature was conducted and seventy- three skills consistent with these competencies were identified and used to further describe what it means to be a competent social justice advocate. These skills were then used to create a measure of social justice advocacy. Content validity of the items was addressed through the use of expert ratings. One hundred participants were recruited to take this measure. Exploratory factor analysis yielded a four-factor model of social justice advocacy skills: Collaborative Action, Social/Political Advocacy, Client Empowerment, and Client/Community Advocacy. Evidence for construct validity was found in the expected positive correlations between the social advocacy survey and the Multicultural Knowledge and Awareness Scale (Ponterotto et al., 2002) and the Miville-Guzman Universal-Diverse Orientation Scale- Short Form (Fuertes et al., 2000). The resulting 43- item survey serves as a starting point for operationalizing and assessing counselors’ competence in social justice advocacy.

Taiwanese businesses assumed an important role in global supply chain after World War II. But numerous Taiwanese enterprises turn themselves into ODM-oriented ones for more profit because OEM only generates micro profit after companies from China and other developing countries have forged into this market since 1990s. The key to successful transformation lies in capability of independent design and development product. Therefore, developing and improving the capability of R&D talent is the priority to transformation into ODM-oriented company and critical for Taiwan to replay a major role in global supply chain. Therefore, based on competency, we adopted Fuzzy Delphi Method and Analytic Network Process (ANP) to design expert questionnaire and invited R&D experts in ODM-oriented companies to provide advice. The aim was to discover the necessary competencies of R&D employees and weight of each competency in order to construct a competency selection model for R&D employees in ODM-oriented companies and to serve as a reference point for more efficient selection and development of R&D workers. 1.Applying Fuzzy Delphi Method to find out critical competency indicators that is the source of constructing competency selection hierarchy. 2.Applying ANP which is characterized by analysis dependence on or feedback of each indicator to calculate the weight of each competency indicator and constuct a weighted competency selection model for R&D employees in ODM-oriented companies. 3.Confirming that dependence on or feedback of each indicator influences the weight of each indicator. 4.Proving that competency selection model for R&D employees effectively select qualified employees.

The purpose of this study was to measure the competency of problem solving skills of fourth-year veterinary students. The study identified two primary objectives, (a) define clinical competency for fourth-year veterinary medical students, and (b) construct an instrument to assess the student’s level of clinical competency. A faculty advisory panel identified three themes in the development of a definition of clinical competency, (a) competency was situational, (b) competency was described by ability, and (c) the definition of fourth-year student competence was descriptive within the context of primary patient care. The description of competency contributed to the establishment of parameters applied to the rubric. Student self-assessments were taken twice; initially at the beginning of the clinical rotation, and again at the end of the rotation as a post-clinical assessment. The faculty instructor provided a comparison post-clinical assessment to serve as an authentication of the reliability of the instrument. Overall, students qualified themselves to be “Fully Competent Students” at the beginning of the clinical rotation, and also at the end of the rotation. However, in the disaggregated quantified scores, the student self-assessment peaked at the highest competence level, “Among The Most Competent Students,” for five descriptors of values and beliefs listed under Responsibility, Professionalism, and Interpersonal Skills. The faculty comparison assessment was in agreement with the student’s qualified description as “Fully Competent Students” but did not agree with the higher quantified scores posted for values and beliefs. The descriptive statistics of the data reflect that the mean increased between the pre-clinical (M = 8.43, SD = 1.36) and the post-clinical (M = 9.10, SD = 1.32) assessments. The comparison mean for the faculty assessment (M = 9.01, SD = 1.52) was slightly lower than the student post-assessment. The assessment provided evidence supporting a confidence statement that the instrument has the sensitivity to detect changes in skills, and is consistent with research validated measures of problem-solving skills. Faculty authentication provided evidence of intra-rater reliability, while statistical analysis provided evidence that a relationship appears to be present between live-patient animal instruction and the increase in problem-solving competence of fourth-year veterinary students.

Although the completion of the Human Genome Project helps develop efficient treatment/prevention programs, it will raise new and non-trivial public health issues. Many of these issues fall under the professional purview of health educators. Yet, no studies have evaluated if health educators (HEs) are ready to adopt genomic competencies into health promotion. This dissertation addresses this issue by examining three research questions in three separate studies: 1) Why must HEs develop genomic competencies? 2) What are HEs’ knowledge of, and attitudes toward genomic competencies? And 3) what is HEs’ likelihood of adopting genomic competencies into health promotion? The first theoretical study proposed five arguments supporting the need for HEs to develop their genomic competencies and integrate public health genomics into health promotion. These arguments touched on various dimensions of HEs’ professional goals and ranged from professional responsibilities and competencies, to the availability of funding for genomic-related research or interventions and opportunities for future employment. For the second study, a web-based survey was developed and distributed to all members of four major health education organizations. A total of 1,925 HEs’ completed the survey and 1,607 responses were utilized in the final analysis. This study indicated that participants had deficient knowledge and unfavorable attitudes toward the CDCproposed genomic competencies. In the third study, a theoretical model was developed to predict HEs’ likelihood to incorporate genomic competencies into their practice. Using techniques from Structural Equation Modeling (SEM), the model was tested with the same data of the second study. Findings supported the proposed theoretical model. While genomic knowledge, attitudes, and self-efficacy were significantly associated with HEs’ likelihood to incorporate genomic competencies into their practice, attitudes was the strongest predictor of likelihood. In summary, these studies indicated that participating HEs had deficient genomic knowledge, unfavorable attitudes toward a set of CDC-proposed genomic competencies, and low likelihood to adopt genomic competencies into health promotion. Relevant training should be developed and advocated. As the SEM analysis results indicated the survey findings supported the proposed theoretical model, which can be utilized to steer future training for HEs.

The oil price in the global market hit new records in the recent years. Under the circumstance of opened market and fierce competition, the gas station industries toward lower profit due to high operation cost plus price war and intensive promotion. The station managers are responsible for operation management, market analysis, administrative, personnel as well as sale. Although the station scale is small, it is a business unit indeed. In the diversity of management and competition environment, the station managers shall possess not only the ability of certain expert or supervisory but also multiply requirement. Except personal technical skill, the station managers with the competency of human resource management are one of key successful factors. This research is trying to find out the human resource management is necessary for the station managers. Furthermore, this research would like to find out the interaction effects of management competency, human resource management and work motivation on operational performance.

Taiwan¡¦s PCB industry has established a complete industry cluster in Taoyuan, we are famous for the flexible delivery, outstanding quality and competitive price, it leads Taiwan to become the third largest PCB production country in the world. Nevertheless, even PCB industry has essential position in worldwide IT industry, high market concentration ratio, high product homogeneity and powerful bargaining power of buyers have weaken the profitability and forced many leading companies exited the market, such as Shea May, Unicap, Printed Wire 2003 and Unic in 2004, however, under such competitive environment, there are few companies steadily grow up and holding high performance in this battlefield. The purpose of this study is to present the competitive strategies of three high performance PCB companies ¡VGlobal Brands Manufacturer Ltd(CMK-GBM), Dynamic Electronics Co. Ltd.(Dynamic) and Taiwan PCB Techvest Co. Ltd.(TPT) along with associated literature documentations, also, through the case study and on-site interviews, we may have better understanding of the core competencies and competitive edge inside these high performance companies. The result of this study presents that different competitive strategies have been selected by CMK-GBM, Dynamic and TPT but all of them emphasize on marketing ability and production efficiency these two core competencies. Furthermore, their competitive advantages are driven from their competitive strategies and core competencies. Based on the study, isolated one-man business managing style is outdated. Instead, for the purpose of achieving the maximum synergy, enterprises must plan and choose punctiliously with their cooperating vendors or integrate with other companies of similar business conduction. For instance, CMK-GBM chooses to cooperate with the world¡¦s biggest PCB company Japan CMK in order to shorten the time and effort in the fields of technology and customer development. Dynamic applies the tactics of vertical integration to crisscross the investment to the raw materials vendor so they are able to acquire the raw materials steadily and competitively. TPT selects the strategy of horizontal integration and cooperation with single production process PCB vendors so they are able to provide a prompt delivery data and a competitive pricing. Furthermore, helping them to position as the 2nd biggest PCB supplier of TFT-LCD PCB market. In viewing of this comprehensive study, besides the excellent choices of the suitable strategically alliances, all these three PCB companies also have outstanding and loyal manpower resource, high quality product, and superior production capability. Therefore, they are able to break through difficult dilemmas and to grow continuously in such an intensively competitive industry.

This study discusses an activity competency model (ACM) which was utilized to investigate the perceived importance of managerial activities and skills/knowledge required of three management levels of Multi-national Corporation (MNC) under cross culture working environment in Middle Eastern area country. The 177 samples of this study collected mainly on different level of mangers from seven oil; petrochemical manufacturing industries and six service industries such as financial companies; bank and trade companies. Many quantitative methods, including factor analysis, one-way ANOVA, t-test, data correlation were utilized to test the hypothesis of this research. The major findings of this study are summarized as following: (1) the importance of MNC managerial activities varies significantly for both different levels of management and different industries. (2) the most important managerial three skills; communication, persuasiveness and coordination skill; planning and organizing skill; leadership skill are all identical in each management level and industry type as well. (3) it is very diversity in terms of cross-relationship between managerial skill and activity. (4) it is more concern on diversity of culture for lower management level than for upper level due to frequent personal contact and communication. The results of this study have implications for MNC management development, training, and management career planning. They can also serve as a guideline for recruiting or dispatching the capable expatriate manager for international business enterprise.

The Basic Competency Test for Junior High School Students (BCT) has become the most important and the largest test, which is including the most number of students, the widest range and the largest number of printed paper. The BCT has deeply influenced the benefits whether three hundred thousand students are able to enter their ideal senior high schools or not. Moreover, the BCT has also become the big issue of education which all people are concerned about. The study is according to the massive questionnaire to students in the third grade of public and private junior high schools in Taiwan, their parents, students in the first grade of senior / vocational high schools, and the related educators. The main findings of the study were as follows: 1. Generally speaking, though students, parents and educators have a few different views of most identified items of BCT, the quality of the items is still highly affirmative while its function and purpose are questioned. 2. The attitude of students, parents and educators to BCT exists the evidently great differences. 3. Students who come from different backgrounds have obviously different attitude to BCT. 4. Parents from different backgrounds have obviously different attitude to BCT. 5. Educators from different backgrounds have obviously different attitude to BCT. 6. The studies of students in the third grade of junior high school is obviously influenced by BCT. 7. The BCT has caused pressure and problem to students, parents and educators. 8. The BCT does not reach the expected function. 9. The places, dates, and whether to announce the range of BCT are not accorded with the demands of the public. 10. Students, parents and educators have different demands on BCT. 11. The so-called ¡§ two peaks ¡¨ are presented to the satisfactions for students, parents and educators on BCT. According to the findings, the study provides some suggestions to the actual implement of BCT and the further study.

In the book of ¡§The Practice of Management.¡¨ Peter Drucker (1989), one of the most famous masters of management field, noted that being the only dynamic element of the company, the quality and performance of managers determine the fate of the company. Indeed, as the world changes getting faster and faster, the role manger played is becoming more and more important. In order to advance the competency managers need, enterprises worldwide are putting more and more effort to develop all kinds of competency assessment models that they can use as the base to make decision about managerial competency activities. Limited by the skill or ability of assessor, the traditional general assessment was unable to make fare judgments and the effect is hard to see. On the other hand, because the Assessment Center often takes longer time and more money to implement, it also limits the number of people to be assessed. Therefore, by using the AHP method of Multi-Criteria Evaluation to construct a new managerial competency assessment model, the assessor would be able to obtain the information needed to assist the relative managerial competency activities with a more systematic ways and fewer steps than before. The study adopted Borda Function and AHP method conduct a further survey and analysis with the semi-conductor industries. The findings are list as bellows: 1. Constructing the managerial competency assessment weighting system, is consisted of 8 main indicators and 39 sub-indicators, which shows a correct direction to conduct activities 2. Meaning on the scale of weighting indicators, indicates the relative degree of importance between indicators, which can show the key points to accelerate the effects of relative activities. 3. The AHP Management Competency Assessment Model is developed from the mathematics which can reflect the impact on decision making, caused by fuzzy situations and which can provide valuable information about the assessment management of management competency. 4. An empirical study was conducted to examine this model. The target of this empirical study is one electronics company. Top executives of the company heavily recognize this analytical result of the main evaluative indicator and sub-indicator. They consider this research¡¦s model having highly explanative capacity and can be reference of future managerial related activities. Keyword: Management Competency, Fuzzy Theory, Fuzzy Analytic Hierarchy Process (FAHP).

The management competency of a manager differs from his career position. Low-level managers demonstrate professional skill of job. The middle-level managers focus on interpersonal ability and the high-level managers concentrate on conceptual talent. Besides, the competency may vary in the degree of job difficulty, in the degree to which people at different ages and stages and in the degree of industrial environment, organization life cycle and so on. Hence, this research was designed to examine the relationship among management competency, industrial environment, competitive strategy, characteristics of organization, characteristics of individual and department performance. The results of the research indicate that: 1.The interaction effect between the complexity of environment and the learning ability of management competency on department¡¦s subjective performance is significant. 2.The interaction effect between the business differentiation strategy and the self-management ability of management competency on department¡¦s subjective performance is significant. 3.The interaction effect between the position and group leading ability of management competency on department¡¦s objective performance is significant. 4.The interaction effect between the position and administration ability of management competency on department¡¦s objective performance is significant. 5.The interaction effect between the organization life cycle and the self-management ability of management competency on department¡¦s subjective performance is significant. 6.The interaction effect between the difference of business and the empowerment-evaluation ability of management competency on department¡¦s objective performance is significant. 7.The interaction effect between business capital and the profession ability of management competency on department¡¦s subjective performance is significant. 8.The self-management and learning abilities are the main concerns of evaluating a manager candidate.