Manger usually thinks about the cost saving of manpower during the organizational reengineering and downsizing. The first step of the downsizing is to encourage the older employee joining the early retirement program. From the prospect of those employees, they usually think about their own benefit and eager to guarantee themselves. Early retirement program seems to be the bridge to connect with both sides. Manager with the economical concern, the reaction and organizational behavior of continued work is more important to affect the performance of organization. The research is focus on the early retirement of Chungwa Telecom Co., Ltd. And discuss about how the program affect the organizational behavior of continued worker. We try to provide a reference resource to the company especially when they are during organization reengineering. This research was using questionnaire and quantities method to do it. The main found: 1. Because they are public servant, date shows that intension to quit of the employees is quite low. In 43-54 year-old employees the longer tenure employees have higher intension to quit than shorter tenure employees. 2. In the continued worker, female¡¦s Job satisfaction and work pressure are higher then male. 3. When we discuss about intension to quit, the effect of organizational commitment is more important then job satisfaction.

本論文旨在探討中、韓兩國教師之任用及待遇制度。並比較分析以明其優缺點，作為 兩國改善之參考。 本研究共分五章，約七萬言，茲概述各章內容如下： 第一章：緒論，分為第三節。 第一節 研究動機、目的與範圍。 第二節 研究方法、限制與步驟。 第三節 重要名詞論釋。 第二章：背景探討，分為三節。 第一節 教育人員的境養：師範教育政策、內容及方法。 第二節 教育人員的任用：資格的限制、任用、 第三節 教育待遇制度。 第三章：任用制度，分為三節。 第一節 中國的任用制度：１•養成教育的演進。 ２•教師任用：資格，分發實習，甄選介聘。 第二節 韓國的任用制度：１•養成教育。 ２•教師任用：資格、任用體系。 第三節 兩國制度的問題與改進方向。 第四章：待遇制度，分為三節。 第一節 中國的待遇制度、薪級和其他權益。 第二節 韓國的待遇制度。 第三節 兩國制度的問題與改進方向。 第五章：結論。

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Bakgrund: Employer Branding är ett relativt nytt begrepp som har börjat användas som en strategi inom Human Resource Management. Genom att utveckla ett Employer Brand kan or-ganisationer attrahera och behålla talangfull arbetskraft och på så vis säkra sin överlevnad. Det saknas emellertid forskning på hur Employer Branding kan användas i offentlig verksamhet för att attrahera den senaste generationen på arbetsmarknaden; Generation Y. Syfte: Öka förståelse för hur statliga myndigheter kan arbeta med Employer Branding för att attrahera Generation Y. Metod: Studien baseras på kvalitativ metod och har en fenomenologisk samt deduktiv forsk-ningsansats. Undersökningsdesignen var i form av en fallstudie. Nio semistrukturerade inter-vjuer har genomförts med respondenter på Bolagsverket, varav fyra intervjuer med personer som har inflytande över Employer Branding och fem med personer ur Generation Y. Teorier: "Employer Branding Predictive Model" Slutsatser: I studien visar att den statliga arbetsgivaren är attraktiv för Generation Y. Proble-matiken ligger i att det finns brister beträffande hur kommunikationen av arbetsgivarvarumärket ser ut externt. Utan en uttalad målgrupp och ett uttalat Employee Value Proposition blir den externa kommunikationen otydlig vilket minskar arbetsgivarens attraktionskraft hos potentiella arbetstagare. Attraktiviteten uppstår först när individen från Generation Y redan rekryterats in i organisationen. / Introduction: Employer branding is a relatively new concept that has begun to be used as a strategy in Human Resource Management. By developing an Employer Brand, organizations can attract and retain talented workers and thus ensure their survival. However, there is no research on how employer branding can be used in the public sector to attract the newest gen-eration in the labor market; Generation Y. Objective: The purpose of this study is to increase understanding for how governmental em-ployers can work with Employer Branding to attract Generation Y. Method: The study is based on qualitative method and a phenomenological and deductive re-search approach. Research design was in the form of a case study. Nine semi-structured inter-views were conducted with respondents from Swedish Companies Registration Office, four interviews with people who work with Employer Branding and five who belong to Generation Y. Theories: "Employer Branding Predictive Model" Conclusions: The study reveals that the governmental employer is attractive to Generation Y but could improve the external communication of its Employer Brand. Without an explicit tar-get group and a pronounced Employee Value Proposition, the external communication is un-clear which reduces the employer's attractiveness to potential employees. The attractiveness arises only when the individuals from Generation Y already are recruited into the organization.

自1979年以來，中共實施對外開放政策，積極吸收國外資金，希望藉此改善國內資金不足的問題；再加上大陸地區勞動力充沛，勞動成本低廉等誘因，中國大陸便成為外商海外投資的新選擇。值得注意的是，中國大陸擁有豐沛的勞動力是外商企業紛紛赴大陸投資設廠的最主要考量因素，但是三資企業在勞動力招募方式與管道方面卻鮮少有相關文獻予以論述，再者一般工人數量上相當充裕，招募上不虞匱乏，但是管理幹部與技術人員在數量上則未必如此充足，二者間在企業內的招募方式勢必顯得大異其趣，因此外商企業赴大陸所採取的員工招募方式真相與一般員工和管理、技術人員在招募管道的差異，是我們亟欲了解的課題。大陸勞工受到中共長期以來實行「統包統配」制度的影響，工作態度較不積極，對企業的認同感以及對事物的價值觀均與其他國家勞工不同；在這樣的環境之下，外商企業是如何管理大陸員工？員工在進入崗位前是否必須先接受一定的訓練課程，以激發工作潛能，改變工作態度？隨著臺商到大陸投資家數的不斷增加，我們實有必要針對企業內勞工管理及訓練問題做一深入探討。此外，外商企業初到大陸投資時，往往考慮到信賴程度和易於控制等因素，將管理及技術人員由臺灣派駐人員擔任，這固然可以作為一時的權宜政策，但是隨著投資年限的增長，我們除了有必要了解海外派遣人員之所以願意赴大陸開疆闢土的原因，也應針對海外派遣人員之選派與管理事項，進行了解；以使外商企業所遭遇之困擾降至最低。另一方面，臺商企業赴大陸投資設廠，早日推動管理幹部或技術人員本土化政策，是臺商企業必須予以正視之課題，本文也會針對臺商企業是否有具體的策略，來發掘當地幹部人選並加以培育？在推行過程中又會遭遇何種困難？這些都是我們希冀了解的問題。

Submitted by Douglas Albuquerque Guideli (douglasguideli@gmail.com) on 2018-08-02T16:46:49Z No. of bitstreams: 1 Dissertacao_08022018.pdf: 717184 bytes, checksum: b4ea6d8225322985348430a05aa0e914 (MD5) / Approved for entry into archive by Thais Oliveira (thais.oliveira@fgv.br) on 2018-08-02T22:34:31Z (GMT) No. of bitstreams: 1 Dissertacao_08022018.pdf: 717184 bytes, checksum: b4ea6d8225322985348430a05aa0e914 (MD5) / Approved for entry into archive by Suzane Guimarães (suzane.guimaraes@fgv.br) on 2018-08-03T12:29:09Z (GMT) No. of bitstreams: 1 Dissertacao_08022018.pdf: 717184 bytes, checksum: b4ea6d8225322985348430a05aa0e914 (MD5) / Made available in DSpace on 2018-08-03T12:29:09Z (GMT). No. of bitstreams: 1 Dissertacao_08022018.pdf: 717184 bytes, checksum: b4ea6d8225322985348430a05aa0e914 (MD5) Previous issue date: 2018-07-11 / Nesse trabalho serão analisados possíveis impactos das mudanças de cidades de equipes da NFL durante a década de 90 e início dos anos 2000. Foram analisados dados de renda e emprego dessas regiões e a existência ou não de impacto econômico virá da análise do comportamento das variáveis após a mudança da equipe para a nova cidade. Será utilizado a metodologia ArCo desenvolvido em Carvalho, Masini e Medeiros (2018). Foi encontrada uma grande bibliografia de estudos de impactos econômicos gerados pela prática profissional esportiva em regiões, sempre associando os benefícios concedidos pelo governo com o benefício econômico gerado pela mudança ou chegada de uma equipe profissional a uma região. Esse trabalho se difere dos demais pois em nenhum deles há a aplicação de um modelo contra factual, ou seja, a abordagem desse trabalho será a primeira a tentar evidenciar impactos econômicos após a chegada de equipes profissionais esportivas utilizando esse tipo de modelo estatístico. Não foram encontrados efeitos nas variáveis e regiões estudadas nesse trabalho da prática profissional esportiva em uma região. / The present project aims at analyzing possible impacts from changes in the base-city of NFL teams during the period comprising from 1990 to the early 21th century. Data regarding employment rate and income in those regions would be the main basis of the diagnosis. Therefore, a detailed analysis of the behavior of these variables after the moment of the move from the team to a new town would reveal whether there was an economic impact. The model applied would be the ArCo, developed in Carvalho, Masini e Medeiros (2018). There is an extensive biography available regarding studies related to economic impacts generated by professional sports’ practice in specific regions, always associating the benefits granted by the government with the economic benefit generated by the arrival or departure of a professional team to that region. However, this work significantly differs from the others because in none of them there is the application of a counterfactual model. Therefore, the approach of the present work will be the first one to attempt at demonstrating the economic impacts after the arrival of professional sports teams using this type of statistical model. Author did not found relevant economic effects in variables that were analyzed in this study.