Recent media articles have illustrated different human resource management problems within Zara Sweden and the retail industry in Sweden. In these articles numerous employees speak about mistreatment and abuse at Zara Sweden. A union official states that Zara is not a unique case, but more so a representative case of the retail industry. Adding to this Zara Sweden has not performed well financially and they state that they are still trying to adapt to the Swedish market.   There is plenty of research explaining the relationship between human resource management and performance. Furthermore, a lot of research urges international companies to be locally responsive especially in their people management. To understand the level of local responsiveness it is important to first examine the cultural disparity between the organization and the employees, for this Hofstede’s cultural dimension was used. With this background the study explores Zara Sweden’s level of local responsiveness as well as their general human resource management practices from three perspectives. Semi-structured interviews have been used to understand the employee perspective. The two other perspectives come from the Annual reports produced by both Inditex and Zara and media articles.   Our findings demonstrate that media perspective and employee perspectives comply well with each other. However, there is a great disparity between the annual report perspective and the other two perspectives. The results show three major HRM liabilities, the sole use of internal promotion, general employee dissatisfaction and the lack of local responsiveness. Our aim is that this study will benefit the Swedish retail industry, to perhaps understand performance issues through study. Also, benefit Zara and Inditex if they have similar problems in other countries and the study might explain their lack of financial performance in the Swedish market. In general, this research could assist companies that are expanding into the Swedish market, seeing it emphasis the importance of regional adaption.

The objective of this research is to investigate and develop an efficient and seamless data transport protocol for a heterogeneous wireless mobile network. In next-generation network, most of heterogeneous wireless mobile networks will be combined and complementarily constitute a hierarchical network. To integrate different networks, many challenging issues should be solved. In this thesis, an efficient and seamless data transport mechanisms are explored. We investigate the problems that the current transport control protocol (TCP) will experience within the heterogeneous mobile network. In a heterogeneous network, a mobile host experiences drastic changes in network condition during a session. Traditional TCP struggles with abrupt network changes by intersystem handoff and cannot work efficiently in this environment. We propose a TCP scheme to be tailored to the heterogeneous mobile network to support seamless data transport. In the proposed scheme, a TCP is informed the impending handoff events and works differently based on a handoff type. Simulation results present the proposed algorithm improves throughput, stabilizes data transmission rapidly, and provides a seamless data transfer. We also propose an adaptive resource management scheme within a 3G cellular network based on a users priority level to reduce the call dropping and blocking rates. In a heterogeneous network, a network that provides smaller bandwidth may struggle with handed-off calls being served with a higher bandwidth. Therefore, a resource management algorithm should be defined so that an ongoing call is not dropped by a handoff and provides seamless data transfer. We propose an adaptive resource management scheme based on downgrading the quality of some existing services in a 3G cellular network. We analyze the system capacity, call blocking rate and call dropping rate of the proposed algorithm, and simulate the performance variation of the downgraded traffic. The results show that the proposed scheme increases system capacity, and decreases the call dropping rate at the cost of small delay of the downgraded data traffic.

Abstract Through depth interviews and qualitative research techniques with print media and electronic media organizations, this study will discuss about job stressors of the employees in News organizations. This study is also to explore the personal coping strategies of facing work stress. And to the end will further unveil how media organizations assist journalists to deal with work stress. The result shows that the job stressors from media organizations contain three categories: work factors, personal factors, and environment. It emphasizes how the variable environments cause group members¡¦ physical and mental unrest and tension continuous process. First one is ¡§work factors¡¨ and it contents include at least three elements. They are the nature of work (time pressure, heavy workload, the work itself, working conditions, fairness, and nervous), organizational factors (organizations¡¦ roles and structure, role ambiguity, role conflict, and organizational climate and culture), and social relations at work (work place relationships, lack of social support). The second category is "personal factors". It includes individual itself, such as incentives, occupational health, and family, but career development, for example, the chance of professional development. The last one is "environment". This category includes economic and technological uncertainty and other total 18 kinds¡¦ sources from three major sorts. Furthermore, the ¡§coping strategies¡¨ of facing job pressure has five different types. Those types are classified as problem-centered, emotion-centered, appraisal-centered, avoidance-centered, and religion-centered. They all emphasize that organizations¡¦ members will use both the usable resources and experiences along with self-awareness to determine how to solve or reduce their working pressures. Moreover, journalists usually receive several kinds of assistance from media organizations to deal with their work stresses. Usually, the employees will gain a long vacation after a period of consecutive working days. They also receive social or emotional support through communications, such as verbal encouragement, or informational support such as the class of spiritual growth and development, etc. Also, the research found which the interviewees using religion-centered strategies to face their job stresses is a new discovery. This strategy has never been found in the reviewed literatures, or previous relative studies. The researcher believes this discovery will help the scholars engaging in the job stress-related follow-up studies as the basis for further research III and application. In conclusion, based on the interviews, the researcher suggests that the media organizations should extend the time of socialization procedure for freshmen. They also need to provide appropriate equipments for their employees, and strengthen the social supports. By this, the organizations will be able to prevent the journalists burning out, and improve their working satisfaction in order to promote their commitment with the media organizations.

As the tendency of globalizes and regionalization of enterprise management develops, enterprises in the world have to face an extremely important subject of multiple human resource management. Whether the enterprise is classified as globalize, cross-nation or regionalization, it should face and plan the strategy of its human resource management more appropriately, which is the core part and the foundation of an enterprise. The range and object of this research is based on Taiwan High Speed Rail Corporation and its employees. The company, THSRC, is one of the largest BOT projects in the world. Employees of THSRC with their profession in construction management, operation management at railway area, were recruited from many different countries. The research of investigating the manage method and organization climate of THSRC, can surely provide a great reference to some regional enterprises during the process of transit to globalized enterprises. The purpose of this research is trying to examine the relationships among the perceptions of human resource management practice, organizational, organizational Capability and working behavior. Also, this research intends to investigate the affection of differenct business model to human resource management practice and organizational Capability. We conclude the research result as follows: The human resource management practice has a positive affection on organizational capability. The human resource management practice has a positive affection on enterprise goal. The working attitude and behavior has a positive affection on organizational capability.

With Chief Human Resources Officers in Taiwanese-based Enterprises as the study of objects, this paper applies Mr. Feng-lee Lin¡¦s (2009) ¡§The Perspective of the Resource-building Mechanism¡¨ as the Theoretical framework, and researching into its functional management model in China. The purpose of this paper is to see if this position, CHO, can bring up efficiency in areas of individual, employee, and organizational performance management, and the efficiency as a whole as well. Key figures were interviewed, secondary data were collected, applied, analyzed to get the following conclusions: 1. The functionalities of CHO in Taiwanese-based Enterprises in Mainland China include: People management, Things management, and Self-management. 2.The key elements of management functions are professional knowledge, communication skill, and self-concept. The three react upon each other, and have causal relationship between them. 3. Due to the complexity in environment, regulations and policies, CHOs in Taiwanese-based Enterprises in mainland China face more challenges in inter-cultural management, enterprise management staff mobility, the uncertainty in effectiveness of enterprise performance management system and quantitative mechanism.

To meet global market competition and knowledge economy era, enterprise has put accent on developing its own human resource. Many corporations expect to become a learning organization to deal with the situation and, therefore, they have paid much attention to the function of internal education and training for employees. To build an effective employee-training system has become a critical process in enterprise management. However, common routine training activities cannot reach the goal of internal training. To meet the problem, ¡§Corporation University (CU)¡¨ was born. Some international companies have built up their corporation universities which have brought advantages and benefits to organization. The phenomenon has made the concept of CU spread out worldwide. Some native companies followed them to build their CUs. However, it is not sure whether the practical working conditions of native CU can meet the standard of CU. This study takes case study as research methodology and research targets contains two international and four native CUs. In this study, the fundamental background, organizational framework (operation system), operational situation (including components of instructors and learners¡Bcourse planning and content¡Bways to proceed learning course¡Bfund resource and expenditure¡Bevaluation and verification for learning) and working efficiency for each CU were discussed to acquire the whole practice of each CU. Additionally, the related literature was reviewed and CUs were summarized as four types of function levels by past researchers: training and development¡Borganization learning¡Bknowledge management¡Bstrategic management. Moreover, based on the classifications, the research targets are classified and analyzed to explore the reasons why they were built and examine their working efficiency. By examining the research targets with their fundamental backgrounds and operational situations, it is shown that the function levels of native CUs cannot be labeled as ¡§strategic management¡¨ mostly. After surveying the practical operations of four native CUs, several problems are discovered as follows: native corporations build their CUs because of popularization not need; a feasibility study is not conducted before setting up their CUs and the function level of CU is not clear; CU only play a role of extension of internal education and training system for employees; there are some problems for native CUs to work with academy institutions; there is room of improvement in instructors and courses of native CUs; learning resources of CU cannot be acquired by each employees; learning evaluation and verification are not implemented seriously by CU¡¦s executives. Therefore, base on the discovered problems and explored issues, this study provides some specific suggestions for companies who have operated CUs practically and a referable direction for following researchers.

Voluntary associations representing numerous types of recreation users and environmental issues have flourished across the landscape in America. However, the literature has not sufficiently studied these associations and their role in collaborative natural resource management. A lack of understanding of voluntary associations has not only limited managers’ ability to accommodate changing values of the American public, but also resulted in tremendous costs for land management agencies. This dissertation was aimed at gaining a better understanding of outdoor recreation and environmental voluntary associations and their involvement in collaborative forest management. Five objectives guided this study: (1) assessing the organizational characteristics of voluntary associations; (2) exploring organizational concerns about forest management issues; (3) examining organizational leaders’ experiences in collaborating with the Forest Service; (4) evaluating the perceived effectiveness of collaboration efforts with the Forest Service, and (5) developing and testing a social psychological model to predict members’ participation in organizational activities. To achieve our research goals, a case-study approach utilizing a mixed-methods research framework was employed. The Sam Houston National Forest (SHNF) located in New Waverly, Texas served as the geographic focus of this research. Semi-structured interviews and a web-based survey were conducted with members in selected voluntary associations that are currently involved in collaborative forest management at SHNF. The findings identified stakeholder attributes and interests, validated assumptions held regarding voluntary groups and assessed collaboration effectiveness, and helped to uncover alternative explanations for members’ differential participation in voluntary associations. The study offers a conceptual bridge linking several areas of study including inter-organizational collaboration, environmental communication, outdoor recreation studies, and volunteerism.

The traditional manufacturing industry in Taiwan in these few years have been severely challenged by the changing business environment. Under the public opinions that how the traditional industry gets rid of the fate of becoming the declining industry, there are still some companies achieving their success implicitly. To accompany with human resource practices, they create unique competitive advantages and values to overcome the threat by the economic depression and globalization competitiveness. A case study method is used in this thesis. Ten companies in traditional manufacturing industry with superior organizational performance and histories of transformation or related actions for business growth are targeted to explore how the traditional manufacturing industry strengthens or develops different human resource abilities according to different transformation strategies while facing different evolutional opportunities. In this thesis, internal fit of universalistic perspective and external fit of contingent perspective are used to investigate the internal mutual fitness among the human resource practices within the organization respectively. A set of core human resource practices which fit the characteristics of traditional manufacturing industry in Taiwan will be proposed as the core of integrated human resource practices. In addition, from the point of external fit, this thesis also explores the fitness of human resource practices and organizational strategies. To the companies with different transformation strategies, including changing strategic frame, investing resources, changing processes, and solidifying relationships, appropriate human resource practices should also be addressed to strengthen and develop the correspondent dynamic human resource abilities as needed. Therefore, the following propositions are proposed in terms of the inductive inference of interviewing with the ten cases and reviewing the related literature extensively. Propositions 1: The core human resource practices for traditional manufacturing industry in Taiwan are: Focus on employees¡¦ steadiness, hard-working spirits, and employee disciplines while recruiting, high wages, extensive benefits, incentives with cash payment, behavior-oriented and results-oriented performance appraisal, on-the-job training and skill development, promotion from within, harmonious employer-employee relationship, and long-term job security. The more the organization implements those practices, the more the organization could attain competitive advantages and receive superior organizational performance. Propositions 2: In accordance with different transformation and growth anchors, the human resource practices are also different. There are four anchors of transformation strategies including strategic frames, resources, processes, and relationships. Proposition 3: In terms of reengineering strategic frames as the transformation strategy, the organization should emphasize innovative ability while implementing human resource practices. To reverse employees¡¦ value by hard-culture reengineering, the organization could receive knowledge and ability which is different from the one supporting the old strategic frames. Proposition 4: In terms of investing resources as the transformation strategy, the organization should emphasize intensive ability while implementing human resource practices. To intensify and retain the original core techniques, the organization could upgrade the core techniques to the advanced level in order to expand the potential markets. Proposition 5: In terms of changing processes as the transformation strategy, the organization should emphasize participative ability while implementing human resource practices. The organization could accentuate operation efficiency in order to attain the main purposes of reducing cost and improve quality. Proposition 6: In terms of solidifying relationships as the transformation strategy, the organization should emphasize service ability while implementing human resource practices. The organization could draw on the strength of each to offset the weakness of the other among the stakeholders in order to develop competitive advantages.

First of all, we put an emphasis on the global market status of TFT-LCD, which is also our government¡¦s most important economic investment in the near future. We think it is necessary for Taiwan cooperating with Japan to reach the global No.1 place in TFT-LCD industry since Japan initiates and masters many related technologies. A-Company; however, gets such right chance for multinational combination by taking good use of some key factors¡Xorganization integration, communication and human resources management. Because TFT-LCD products get short-lasting life and fast-advancing technology, A-Company must be greatly expanding its investment annually. Although the company has independent technologies, it still has to rapidly enhance its competitiveness on global purchase, global distribution and global service through making cooperation with other technical corporations. Thus, how to take advantage of both companies¡¦ interior resources to create even more high values is meaningful to A-Company. This research shows that organization integration, personal factors, organization promises and individual defense will affect merger achievements. We design a questionnaire and use SPSS for quantification analysis to strengthen the reliability and validity of our research. Lastly, we bring out the final results and conclusions for A-Company reference. According to the questionnaire we find out that, A-Company employees think the high-level managers play quite an important role in the organization integration; their communication and expression on human resource management will directly affect merger achievements. Nevertheless, the company seems not participate in the consolidating planning before combination and not elaborate on the communication after that which leads it into negative effects after combination. From this, we deeply realize that ¡§Manpower¡¨ is the most emphasized resource for consolidating business. Our conclusion is that many failure factors of overseas or domestic combination business are also applied to TFT-LCD Company, and therefore, we think that the success factors during its merger can be imitated by other industries as well. Anyhow, it¡¦s a real pity for A-Company¡¦s not taking good application to academic researches and some successful measures from other business. In sum, there are not only multinational cooperation but also multicultural races merging in the special TFT-LCD industry which reveals a fact that the affiliation of academia will speed up this industry¡¦s growth.

Because of the advance of Internet and the outsourcing, multi-company cooperation is imperative under this circumstance. In order to monitor states between partners during execution, this thesis develops exception handling mechanisms based on Web service stack. After detecting exceptions, the first step is to make use of the fault handler and compensation handler provided by the BPEL4WS specification to roll back planned or even executed business processes belonging to the same scope to the original state. The second step is to utilize the resources searching mechanism, including BE4WS and BCME, to find suitable substitutes to make a replacement or find fitting partners to cooperate with the original one. The third step is to take advantage of the extensibility, flexibility and scalability of BPEL4WS business process to adjust and re-form a new one to handle this unexpected situation. This study uses the LCD supply chain as an example to evaluate the proposed exception handling mechanisms. The result shows that the proposed methods obtain encouraging performance. The major contribution of this research is the initiation efforts on developing exception handling mechanisms based on Web service technologies to improve the exception handling performance.