Abstract This feasibility study is about setting up an assessment center in Chunghwa Telecom. The program is at the preliminary stage and thirty one assessors have been trained. The researcher asked those assessors to rank the importance of the forty core competencies identified for the target positions (section chiefs and center directors). Each assessor made the ranking twice: in theory (i.e., the ideal situation) and in practice. The template-matching technique was used to study the core competence fit between these two. The major empirical findings of the study are as follows: 1. There exists a general fit between the competencies for the ideal state and the practical state. 2. There are a few significant differences between the rankings for the two states. In nowadays, lower requirements for planning ability, judgment, training subordinates, and financial analysis, but higher requirements for persuasion, written ability, and body language. 3. There are age differences for the degree of fitness. 4. Those who have been certified as assessors have a stronger confidence in the assessment center.

Abstract It is extremely common that business utility in Taiwan are now stretching their business development to Mainland China for investment. Meanwhile, with stronger and stronger organization size in Mainland China of Taiwan utility, it is also a trend to develop or recruit local employees to perform supervisors¡¦ roles. Consequently, though being in the same blood of nature, there should be some differences between Taiwan citizen and China citizen no matter in culture aspect or in value aspect. As a supervisor/manager to the company, is there any difference in management competency and department performance? Hence, this research was designed to examine the relationship among management competency, characteristics of individuals, department performance, on the basis of organizational commitment and job involvement. The results of the research indicate that: 1. The interaction effect between supervisors with different nationalities and the recognition of department performance is significant. 2. The interaction effect between supervisors with different nationalities and the recognition of management competency is significant. 3. The interaction effect between supervisors with different business divisions and the recognition of management competency is significant. 4. The interaction effect between management competency and department performance is significant. 5. The interaction effect between management competency and job involvement is significant. 6. The interaction effect between management competency and organizational commitment is significant. 7. The interaction effect between job involvement and department performance is significant. 8. With organizational commitment and job involvement as middle-acted variables, the interaction effect between management competency and department performance is significant.

The occurrence in which Nursing Accreditation has included Clinical Ladders Program impacts the Nursing Department significantly. Nursing administrators of hospitals need to plan and adopt Clinical Ladders Program in order to maintain good performance and development. The published literatures in planning this program are numerous. We investigated the influence of Clinical Ladders on nursing staff. The purpose of this study was to differentiate nursing competency, and satisfaction of program between low level of staff nurses and high level of staff nurses. Another purpose was to explore the influencing factors in nurse¡¦s choice of advanced role in Clinical Ladders Program. The study is conducted by questionnaire surveying. The designing of questionnaire was based on the reviewing of literature and the studying of reference. The researcher sent out 700 questionnaires and 571 were responded. The responding rate was 79.51%. SPSS for Window was in use of data analysis, the statistic methods of Mean, Standard Deviation, Factor analysis, ANOVA and Scheffe¡¦s test, Pearson¡¦s Correlation, Multiple Regression analysis and Logistic analysis. Results of this study were as followed: 1. Comparing different levels, the fourth level nurses had the highest scores in eight-dimensional and total nursing competencies; the first level nurses had got the lowest scores. 2. The nurses on higher level had higher satisfaction in program. 3. Most of staff nurses tend to choose CNS as advanced role in their nursing career. 4. The influencing factors of staff nurses in choosing the advanced role included individual characteristic, hospital trails, nursing competencies, and program satisfactions. Recommendations were made regarding nursing policy, nursing administration, nursing education, and nursing research.

Caused by the transition of global economic structure, competition between companies is changing toward knowledge management and innovation. Especially at the field of quick-change product, the superiority of technology is always the key factor of competition. Today, R&D department is important in any company. However, the efficiency of R&D not only depends on the ability of technology development but also management. Therefore, the managerial competency of R&D manager also attracts more and more attention. This study focus on the relationship between the management competency of R&D manager and department performance to find out what managerial competency can do to benefit the department performance. In addition, this study also tries to figure out the influence of education background on management competency of R&D manager. Through real case investigation, in this study two significant results are found: 1. The leadership domain, technical domain and conceptual domain of management competency of R&D manager have significantly positive influence on R&D outcome, staff competence, cost and budget control, financial benefits and control of schedule and quality of R&D department performance. The human domain has significantly positive influence on R&D outcome, staff competence and financial benefits. However, the administrative domain has no significant influence on all factors of R&D department performance. 2. The education background has significant difference on administrative domain of management competency. The administrative competency of a manager whose education background is not the science and engineering is better than whose education background is the science and engineering. On the other hand, The education background has no significant difference on leadership domain, technical domain, conceptual domain and human domain.

Labor conflict mediators play a very important role during the process of labor dispute resolution; their competence will help enhance the quality of labor dispute mediation and improve the relationship between labor and management. The main purpose of this research is to probe into the criteria that labor conflict mediators should possess. Based on the Competence Theory, this research collects opinions from experts and scholars and utilizes Fuzzy Delphi Method and Analytic Network Process respectively to construct a competence-based model to select labor conflict mediators. Results are achieved as follows: 1. To firmly establish critical competence items and definition of labor conflict mediators, including practical experience, problem resolution, professional expertise, fairness and objectivity, integrity, thinking and judgment, and investigation ability, in order to set up the hierarchical structure of competency indices. 2. In consideration of the dependency relation among principles of competency, this research utilizes Analytic Network Process to systematize decomposition and quantify judgment, in order to firmly establish the weight of competency indices, as well as to construct a competence-based model with an evaluation standard of weight to select labor conflict mediators. 3. Through the empirical study, the competence-based model to select labor conflict mediators which is constructed in this research can effectively discriminate outstanding labor conflict mediators. 4. The competence-based model developed in this research to choose labor conflict mediators utilizes the following procedures: (1) collate the competence indices; (2) To utilize Fuzzy Delphi Method to identify critical items of competence; (3) To utilize Analytic Network Process to firmly establish the weight of competence items; (4) To develop the competence-based model; (5) To examine the effectiveness of competence-based model.

Large 3C distributers showed in Taiwan in 1992s. Since more and more large 3C distributers set stores across Taiwan, their economies of scale lead the whole 3C-channel market become ¡§the big is always the big and the small.¡¨ Many companies that do not have competencies have gone out the market. However, in this market, many outstanding small-middle 3C distributors are not affected, and have good performance. This fact reflects that these small-middle 3C distributors have some core competencies that can not be replaced by large 3C distributers. The business models and strategies of these small-middle 3C distributers are the main issues of this study. Considering the consistency and extensiveness of subjects in the 3C industry, this study selected three large 3C distributers as research subjects. Firstly, second-hand data was collected, and interviews with managers of the three distributers were also conducted. Then, five outstanding small and middle distributers were interviewed to compare their business modes and strategies with the three large 3C distributers. Based on these data, it is helpful to understand core competencies and advantages of small and middle distributers. The results show that although large 3C distributers have their main advantages, they do not do well in the development of niche markets, efficient responsiveness of environment changes, and kindly attitude to consumers. If small and middle enterprises can clearly understand their weakness, avid to directly fight with large 3C distributers, expand their potential advantages, and keep close with customers, they also could have living space and will be difficult be replaced.

With the coming of knowledge economy, competence of knowledge workers has become important human capital in organizations. Competence of knwoeldge workers contribute to organizations¡¦ competitiveness and performance. With the pervasion of information technology in all sorts of organizations, competence of IT professionals has become more and more critical. It is no difference in media industries. Digitalization and electronization are the trends in media industries in recent year. These trends further enhance the reliance of organizations on the competence of IT professionals. Literature about compensation is aboundant, but few addresses IT compensation issues, let along IT compensation in media industries. Therefore, this research investigates into IT comepsantion issues in a leading radio station. Specifically, this research aims to understand: First, what are the factors impacting IT recruiting and IT compensation? What are the core competence of IT professionals in media firm? Using case study approach, this research found professional skills and work experiences matter the most in recruiting, but may not reflect in compensation. This research also identified five types of competence which IT professionals should possess in media firm: professionalism, leadership, interpersonal skill, practical experience, and m motivation.

Since global economy is getting worse for two years, the banking industry is much worse than any other industry especially. Human capital becomes the strength of companies for surviving. In addition, it is a challenge for companies to train and retain the talents depending upon limited resources and fund. However, it is a critical issue to evaluate whether training programs work and raise the organization performance. Therefore, we are going to discuss if the performance of supervisor is improved after the supervisors took the training programs of management competency. This research method is based on questionnaires. According to the result, trainees satisfied with the settlement of courses. Moreover, direct managers are satisfied with the improvement of performance of those supervisors who took the training courses. Within the dimensions, we found that the performance of communication improved the most. Supervisors play an intermediate role to facilitate the performance of corporations. The improvement of communication can help the performance of supervisors. Additionally, the ability of communication is an important trait for supervisors to get promoted. The research result follows the research hypothesis. The results show that the satisfaction of training course settlement has obvious positive influence on effectiveness of management competency. The Gamma is .33(P<.05). The results show that it is effective for companies raise management abilities of employees by spending time and money in training programs.

Thesis (Ed. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 106-118). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 123-133). Also available on the Internet.