Persuasive attitude changing games are a growing genre and a powerful tool when wanting to reach out and affect the opinion and attitude of larger groups in society. But how well do persuasive games actually work and can they be improved further? This article studies persuasive computer games and comes up with the proposal of using the Multiple Identification Theory, an established model for attitude change as a foundation for designing persuasive games. By analyzing every step of the MIT and translating it into the field of digital games, key concepts have been identified and proposed as guidelines for future development of persuasive games. In addition an analysis of existing persuasive games have been made, with the aim to study how well they meet the criteria of the MIT and determinate whether they could have improved by using it or not.

When adopting standardized ERP systems organizations also adopt standardized processes. These processes are integrated in the organization. The integration of standardized business processes redefines the business while standardization also leads to more indistinguishable business processes. Standardization is a prominent property of SAP ERP. When organizations implement SAP they also implement the SAP way of doing business. The research question is based on a consideration whether increased standardization, as part of SAP ERP, may limit the organization’s possibility to change.To examine the question the thesis use interviews with a business organization and SAP consultants as well as document studies. The results of the empirical work point to the fact that standardization is not limiting opportunity to change. Rather standardization is viewed as a necessary structure that is more of an organizational change enabler than a limiter. The enabling view of standardization is a consistent finding from the empirical study.

High-tech enterprise or Traditional enterprise, no matter to continue forever to manage, the enhancement profit, to become profitable and so on reasons, by each different form's organization transformation, achieves the transformation which and the goal the enterprise anticipated. This research is with the case study, and using ¡§Action Research¡¨ for the methodology to discuss the process factor which the influence organization transforms, its research background is as follows: 1. The case enterprise's short-term objective is to pay off the liability with all banks in two year which the debt occurred by the financial crisis's 8 years ago, the case enterprise could show a turn from loss to profit; 2. The case enterprise's organizational change plan is continuing to carry on, not already finished to discuss its final result; 3. In this research organizational change of the case enterprise is leading by its Human Resources Department, Not be top-down with its top managers. This research's objectives are: 1. To find the factors that would influence the organizational change in the back ground that organizational change is leading by Human Resource Department; 2. If the organizational change could move on after made some adjustment within the change plan? The main problems the case enterprise has includied: 1. Departmentalism; 2. The productivity concentrates in the minority product line. In this research the organizational change actions of the case enterprise includes: 1. to turn electronic division SVC department from profit center to cost center; 2. To intergrade all BU¡¦s SVC department to be a SVC Division in company; 3. To adjust the rules of Sales Quota Setting with Sales staff and leaders; 4. To change the ratio of variable salary with total compensation; 5. Promotes the new value activity. This research's result is: 1. The organization change which leading by HR department would be paied much attention and got smoothly executive when top managers have strong and consist intention. 2. The organizational change plan must be more closely to the business strategy, so can get recognition smoothly, staff get more interest and the motivaton to the organizational change, and have less resistance.

The purpose of this study is to explore the effects of scale of change and behaviors of change leadership on employee job psychological stress and employee affective commitment to change, and to explore the job psychological stress in the organizational change strategy and affective commitment to change, whether in relations with intermediary results. Besides, this research also explores the moderating effects of employee positive psychological capital on organizational change strategy. Five hundred and eleven effective surveys were received by employees of Taiwanese banks. The data was analyzed by factor analysis, reliability analysis, using the LISREL model to measure the relationship amongst the constructs. Results showed that organizational change strategy and employee positive psychological capital had significant positively influence on employee affective commitment to change. Furthermore, job psychological stress had a significant negative influence on employee affective commitment to change. The mediating effects of employee job psychological stress towards organizational change strategy can negatively influence employee affective commitment to change. We also found that employee positive psychological capital could moderate the relationship between behaviors of change leadership and affective commitment to change. As a result, it is suggested that by improving psychological factors at work, it is possible to promote employee affective commitment to change as well as positive organization change.

The developing of multimedia to make the video data to increase very quickly.So how to acquire the data that we want in a short time is a more important topic. Shot change detection is the first step for latter operation like classification and annotations. There are two type of shot change, one is abrupt shot change and the other one is gradual transition. Dissolve is the one of gradual transition that often seen but hard to detection, so in the paper would to propose a robust method to solve this problem. In this paper we use fractal orthonormal basis for our feature to compare frames in the video to the first frame of video, and use the quantification between those frames to draw a graph. By analyzing the graph and the characteristic of dissolve in the graph we can locate the approximately the start frame and the end frame of the dissolve. But by the action of video camera or motion of object in frame we may obtained the inaccurate start frame or end frame of the dissolve. So we need to refine the more accurate start and end frame of the dissolve, and we will explain about this in Chapter 3-4

This paper is trying to identify and further discover the possible characteristics and reasons for organizational restructuring in a Biotechnology company. The research methodology is firstly to analysis the internal/external environment and the senior management team profile, then to knew what is each factor¡¦s influence made to the organization strategy, and according to the outcomed strategy direction, to understand the case study company various stages organizational structure origin and characteristic. Finally, compared with the theory and the biotechnology company structure characteristic which in the different organization stage, to discover the difference and the reasons. This study result finding that in the biotechnology company early established time, because of the industry has the lengthy lead-time on the research and development, this characteristic generally let the biotechnology company delay the demand of transfer from product development function to departmentalize, thus product development function is very much likely dispersed in separate and different technical units. In the stage as biotechnology company research oriented, the most crucial challenge of company is to set up the research and development ability, the research and development ability strong or weak will directly affect the value of biotechnology company, therefore very early start to establish the research related departments, and these departments finally will early mature than any other departments. In addition, in the research and development related organizational structure, extremely possibly use the "matrix project management structure¡¨ which can simultaneously satisfy both technical department and other sides. But regarding the best organizational structure to the whole biotechnology company, will possibly use the ¡§hybrid matrix structure¡¨ which can simultaneously mixed the organizational structure characteristic advantage of function type (non-R&D part) and the matrix type (research part). In the organizational restructuring stage, because of the effect of domestic investor¡¦s nearsightedness, a Biotech company begins to pursue any method or opportunity to raise the internal effectiveness. The laboratory will be the first one to review for effectiveness improvement possibility for its restructuring purpose. After all these attempts and restructuring process, the non-core business is outsourced to others for a more effectiveness- and mechanical-oriented organization. At last, this empirical research shows 3 managerial meanings as followings: A. The core of the restructuring for a newly start up Biotech company is the mechanism of research and development change. B. The research-oriented Biotech company needs to maintain the innovative development momentum excepts pursue the effectiveness. C. The start-up research-oriented Biotech company¡¦s organizational restructuring breakthrough point lies in the first launch of commercialized product.

The purpose of this paper is to discuss the relationship of information and communication technologies (ICTs), organizational change and ICT labors on plant¡¦s performance. We first develop AICT and EICT indicators for Taiwan optoelectronic industry and extend the Caroli and Reenen (2001) model to measure the impact of ICTs and ICT labors on plant¡¦s economic performance and organizational structure. In this paper, we can get the evidences that ICTs and ICT labors make Taiwan optoelectronic industry raise their productivity and inner organizational change.

There has been significant interest in the empirical performance of the Purchasing Power Parity (PPP) hypothesis. Initial studies were, in general, unfavorable for PPP. Recent research has found that trend-break unit root test derived form linear models do not support the hypothesis of long-run PPP for real exchange rates. In this paper, we propose unit root tests that use STR models and minimum LM unit root tests that endogenously determine structural breaks to investigate long-run PPP in real exchange rates for Asia Pacific countries.

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To meet the fast-change market, products have to be improved continuously through design change processes. The design change process is the most frequent activity in its life cycle. When a change for a design is initiated, its related components need to be changed and that results in the changes of other related components. This starts a chain reaction. The product data usually include the data that may be generated throughout its life cycle, such as the design chart, manufacturing/production information, user¡¦s information, etc. The data formats varied at each stage of the product and its amount is too large for a simple database to handle. We need a system to manage these data which is called a Product Data Management¡]PDM¡^system. When a chain reaction occurs, it may cause a series changes among enterprises. We need a method to constrain the affected domain, and provide necessary data to proceed the change process. In this research, we are dealing with the design change issues by sharing product information stored in PDM systems. The purpose of this research is to construct a product data-sharing framework so that design change process can be carried out through the computer network. A product data search engine¡]PDES¡^will be used as the core of this framework. The PDES consists of several algorithms and assembly rules. The major function of the PDES is to find out proper parts, and then get their data through the network to meet the design change requirements. The design change processes are usually result in decision-making problems caused by distributed data and inconsistency of data formats. These problems can be solved by the proposed framework. The configurations of a personal computer and a bicycle are used as examples to demonstrate the analysis and modeling procedures.