Syftet med studien var att undersöka om lojaliteten till arbetsplatsen skilde sig åt mellan generation Y och generation babyboomer. Utgångspunkten för lojalitet var Meyer och Herscovitchs (2001) teori där lojalitet delas in i tre lojalitetsdimensionerna affektiv, pågående och normativ lojalitet. Med bakgrund i teorin skapades hypoteserna att (1) det finns en skillnad i lojalitet till arbetsgivaren mellan generation Y och generation babyboomer, att (2) det finns en skillnad i affektiv lojalitet mellan generation Y och generation babyboomer, att (3) det finns en skillnad i pågående lojalitet mellan generation Y och generation babyboomer och att (4) det finns en skillnad i normativ lojalitet mellan generation Y och generation babyboomer. Data i form av enkäter samlades in av 61 arbetstagare (genration Y, N=30, generation babyboomer, N=31) och tre intervjuer genomfördes. För att jämför grupperna användes ANOVA. Resultatet visade att ingen signifikant skillnad mellan generationerna kunde påvisas när det gällde lojalitet till arbetsgivaren, pågående lojalitet och normativ lojalitet. Signifikant skillnad kunde bekräftas för hypotesen angående skillnad i affektiv lojalitet mellan generationerna. Slutsatserna för studien visade att andra faktorer som attityder och förväntningar på arbetet kan påverka lojalitet mer än den teoretiska utgångspunkten för studien.

This study to explore Generation Y seekers values, the purpose of the study of Generation Y in the process of choosing a business consideration, and explore the different Generation Y has a different seek values. Sampling object of this study, the 30-year-old Generation Y seek seekers, conducted survey questionnaire scale way of their seek search intention, seek values is divided into the industry, company culture, organizational performance, organizational characteristics, seek characteristics, reward systems, learning and development and social responsibility. The results showed that the image of the organization does send a message on the internal staff to seekers, If the organization's message is strong severe or obvious, seek seekers may be easier to notice this company, and more a reality check on the company the content of the message, and then to measure the organization through the assessment of values and similarity.

This thesis is to investigate the voltage sag, transient stability and operation feasibility of power islanding with different types of dispersed generation in distribution systems. One radial distribution feeder of Taiwan Power Company (TPC) is selected for computer simulation. The mathematical models of dispersed generations including exciters, governors of steam turbine and frequency controller of wind-driven induction generator are used in the simulation program of Matlab/Simulink. Applying the dispersed generation system with synchronous and induction generators at different locations of the test feeder by executing the short circuit and motor starting analysis to find the discrepancy in the voltage sag and the relation between the motor voltage with the motor power. Finally the simulation analysis of transient stability is executed for unbalance distribution systems with dispersed generations of steam turbines and wind-driven turbines by considering two different operation scenarios after the distribution system has been disconnected from TPC system. Different load and output power control of dispersed generation are applied to maintain the stable operation of the islanding power system. Based on the transient stability analysis, it is suggested that the service reliability of power system with critical loads can be enhanced by the dispersed power generation with proper design of load shedding and output power control.

With the development of information technology¡Athe interface of communication is changed into the digit form of the electronic file from the traditional way gradually∙We want make a Chinese font of script that has the characteristics of user¡Alet the interface they used become a script interface with characteristics of other users¡Awhen they are communicate with each other∙ The quantity of the Chinese character is very huge¡Ato deal with all Chinese characters step by step is almost impossible∙In order to solve this problem¡Awe need to reduce the problem level from Chinese character to components of Chinese characters¡Abecause the components of Chinese characters are used as radical in many characters¡Aby this way¡Awe can use fewer input Chinese characters to make a large amount of Chinese characters personalizing∙ First¡Aanalyse all characters in True Type Font file∙Every character has a group of control points∙Calculate the spatial relationship between each control point and other adjacent control points¡Ato judge what stroke type that control point have¡Athen analyse all kinds of stroke types in character to check if there is the characteristics of control points can make some components of Chinese characters∙ Second¡Acalculate features of handwritten radicals in input handwritten Chinese characters which radicals we can recognize in first step¡Athen modify all control points in radical by this features to make radical personalizing∙ Final¡Areplace the personalized radical into all characters which has this radical as components of character to get a personalized True Typr Font file∙

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Diss.--Mainz--Johannes-Gutenberg Univ., 1997. / Bibliogr. p. 390-416.

Thesis (Ph. D.)--University of Texas at Austin, 2001. / Vita. Includes bibliographical references. Available also from UMI/Dissertation Abstracts International.

Thesis (Ph.D.)--Liberty University, 2009. / Includes bibliographical references.

Thesis (M.S.)--Tennessee Technological University, 2008. / Title from title page screen (viewed on Mar. 18, 2010). Includes bibliographical references.

Thesis (M. Sc.)--University of Hong Kong, 2002. / Includes bibliographical references.