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A manager¡¦s growth can reflect the type of culture, environment, and institution of an organization. In addition, great career progresses contribute to a positive growth of both the company and the manager. In the past, most research focuses on how to build up a succession planning and some studies investigate how a manager¡¦s behavior, personnel traits, and style of leadership can influence the organization. With Narrative Inquiry, this article focuses on career development of some senior managers to investigate their learning progress to help researchers remodel (review) the managers¡¦ career experiences. This research expects to reveal the managers¡¦ roles and styles. Besides, the findings will lay bare their behavior and cognition with the organization through their own narratives. The environment and opportunities created by the organization motivate the managers to keep learning in their careers. Furthermore, the managers usually make good use of the challenges they have faced to experiment their concepts in action so as to obtain experiences for transforming their opinions and action. The managers¡¦ learning progresses, which have a great impact on their cognition and construction of the roles they play, also shows that learning behavior and construction of role will be interactive. The research purports to illustrate the forces and factors that will impact the managers in their careers in the organization and help the organization to build an appropriate environment beneficial both to the managers and the companies they work for.

Abstract The purpose of this study was to explore the differences among college students¡¦ personality traits, gender identities and types of expected occupations. One hundred ninety-one participants were selected by convenient sampling for completing Gender Role Identity Scale, Expected Occupational Type Scale, Big Five Inventory Chinese version, Sexist Attitudes toward Women Scale Chinese version and personal information questions in 2010 to 2011. Frequency distribution, descriptive analyses, independent t-test and analysis of variance were conducted for answering research questions. The initial findings were as follows: 1. The highest percentages of females college students¡¦ gender role identity types was androgynous¡]30.77%¡^; The highest percentages of male college students¡¦ gender role identity was masculine¡]31.63%¡^. 2. Students¡¦ background (i.e. sex, college, parenting style and birth order) presented non-significant relationship to gender role identity types. 3. Female college students expected to engage in female-related occupations while males preferred in male-related occupations. 4. Feminine college students presented non-significant difference in take male-related jobs. 5. Female and male college students presented non-significant differences on big five traits. 6. Masculine college students tended to have higher scores on extraversion and be more emotional stability than Feminine college students. 7. Androgynous college students have the highest scores on openness than these feminine and undifferentiated college students. 8. Females tended to have better gender equality perceptions. 9. There were non-significant differences on sexist attitudes toward gender scores between different gender role identity college students.

This study examines a new method for conceptualizing and measuring roletaking ability. Role-taking is defined in a manner that facilitates further theory building and testing. The task of designing and validating a measure of role-taking that departs from the self-evaluative measures currently used is undertaken and validated with an experimental design. A computer-based survey instrument is created consisting of video and written vignettes designed to test subjects’ ability to predict their study partner’s behavior. It is found that one type of vignette is more suitable for measuring role-taking accuracy than is the other. Females, regardless of experimental condition, record higher role-taking scores than do their male counterparts. Subjects’ self-reported role-taking accuracy is not correlated with their actual role-taking accuracy scores. Because this is the case, it leads to a re-thinking of the meaning of studies that use self-reported ability as the sole measure of role-taking ability. An additional finding is that participants seem to overestimate individual differences. Personality factors measured by the Big Five Inventory were not correlated with role-taking accuracy.

The main purpose of this research is to investigate the supervision behaviors , role stress and task performance with different personality traits of workers in hospitals. The effects on subordinate¡¦s task performance from different supervision behaviors are explored. In this study , there are 210 effective questionnaires from four hospitals. The main findings of the empirical study are as follow: 1. The higher role stress of the subordinate suffer , the lower task performance they show; the two variables show negative correlation. 2. The higher perceptions employees have toward the supervision behaviors, the higher task performance they show; the two variables show positive correlation. 3. The higher perceptions employees have toward the supervision behaviors, the lower role stress they suffer; the two variables show negative correlation. 4. The study proved that role stress is the medium factor between supervision behaviors and task performance. Key word: supervision behaviors, role stress, role conflict, role ambiguity, role overload, task performance.

The mission of university libraries have been taking to support or reinforce academic researches and teaching, however the newly established exhibition space for the arts exhibitions are one of the services which is increased recently. For the needs of adapting to the external environment, the visual exhibitions have been transformed into the digital ones. The purpose of the study is to examine the role and function of the exhibitions held in the national university libraries in Taiwan. The research centers on the various conditions in the environments of the arts exhibitions that held in the national university libraries in recent. This study contains three major parts: the first part discusses the experiences from museums of holding exhibitions and the theoretical frame about the ¡§university library exhibitions¡¨. The second part is the comparison of the different organizations which hold exhibitions, such as museums, public libraries, and arts centers, in addition to the integration of three exhibition models by university libraries. The third part analyzes the common elements of library exhibitions and the types of exhibitions by applying the management SWOT approach. The findings of this study indicate that the ¡§university library exhibitions¡¨ possess the same functional roles as the traditional museums in the aspects of education, culture, researches and entertainment. Different types of exhibitions reveal these functions by different standards. The study also discovered that the superiority of the ¡§university library exhibitions,¡¨ was mostly in the aspects of education, culture, and researches. As far as the aspect of entertainment, though been admitted as one function, is not particularly addressed. In the future, some efforts might be added to university library exhibitions, such as the playing of a public role, the development of the audience and readers, also the tendency of being a cultural industry. The study concludes with the following suggestions: preparing proper library exhibition policies, expanding the function of ¡§exhibition¡¨ to the level of performance, promoting the inter-library exhibitions and exhibition loans, transforming the charge-free exhibitions into a cultural business, re-utilizing the space in libraries, considering the benefit of the corporation among different departments in the campus, extending the sensation of aesthetics into communities and developing the library audience based the idea of life-long continuing education.

This is a study to answer ¡§who am I ?¡¨ in educational context. ¡§Who am I ? ¡¨ is the beginning of self identity. Identity uncover one¡¦s images of himself as a way of understanding his practice, explicitly seeking a link between image and practice. By concerning identity and education, this study focus on preservice teacher¡¦s identity. The purposes are investigating preservice teacher¡¦s identity and the factors influencing it. The participants are five elementary preservice teachers. This study employs the qualitative research as the methodology for this study. The qualitative research is base on the way of one-year interview to collect the information and use the interview document to record the feeling and experience by writing word to word. The main findings are summarized as follows: 1. Preservice teacher¡¦s identity is constructed by interaction between self and others in practical training. 2. Preservice teacher¡¦s identity includes multiple role performances. 3. Facing the identity confusion, preservice teacher presents passive resistance. 4. Preservice teacher¡¦s identity affects perfprmances in practical training and obtaining teacher identity. 5. Colleagues help a lot in practical training. This study show the model and the pictures (role performances) of preservice teacher¡¦s identity. the model provides a framework to realize preservice teacher¡¦s identity. Finally, some suggestions are proposed for student teachers, teacher preparation system and future studies.

A Study on Volunteers¡¦ Job Satisfaction from Job Characteristics and Role Playing of Museum Docent ¡GA Case study of Kaohsiung Museum of Fine Arts. The functions of museum become into four fields, the research, book reservation, exhibition and education, from initial preservation and display. Recently, the museum emphasizes the humanities spirit and leisure life so that it focuses the functions on entertainment, leisure and consumption besides artistic education. How to let people feel the museum is an inseparable part in the life when they close to museums. People feel the interpretation of exhibition and discover the possibilities of knowledge from the visiting process and participation experience. The museum is a place where provides people to study and entertain. Docent volunteers in the first line of education promotion integrate essence from each department to interact with people and provide them the new esthetic experience. However, it¡¦s not easy to train a professional docent volunteer who does not only has the specialized knowledge , but also has scientist's research spirit, archaeologist's careful valuation, historian's value critique, writer's esthetic language and educationist's experience transformation. Therefore, how to let the docent volunteers working constantly not to back out of the team that tests the managing interaction pattern of staffs in museums. The docent volunteer is a special role between the staff in the museum and audiences. If they do their best in the wok, they will obtain more identification with value from audiences. The researcher takes the case study of Kaohsiung Museum of Fine Arts to discuss the effect upon job satisfaction of volunteers from the job characteristics and role playing of museum. The job characteristics and role playing of docent volunteers that is influential for job satisfaction and that was discovered by depth interview, field study, work participation and analysis. The research provides the ideas about planning the recruitment and execution project for administrators working in the museums and emerging museums.

In the era of knowledge economy, the foundation of the organization is not money, material capital, or technology, but is human capital and knowledge. During the recent years, Taiwanese enterprises have faced the trend of globalization. For many international companies, their overseas subsidiaries have grown at a rate faster than ever before. Therefore, researchers have begun to emphasize on the management issues of overseas subsidiaries, especially in the human capital. The purpose of this research is to develop a framework of strategic human capital at the subsidiary level in international companies. In this framework, we first categorize international human capital at the subsidiary level. Then the analyses of the determinants of international human capital are undertaken. Using a sample of Taiwanese companies who have subsidiaries operating globally, we test a set of hypotheses among the variables. The major findings of this study are listed below: I. The international company¡¦s human capital can be categorized into three types: 1. Input of human capital; 2. Transformation of human capital, including the executive¡¦s leadership of knowledge and vision, and employees¡¦ ability of entrepreneurship and innovation; 3. Output of human capital. II. Based on the cluster analysis, four different strategic roles of overseas subsidiaries have been found. 1. Integrated player; 2. Implementor; 3. Local Innovator; 4. Moderate subsidiary, instead of a global innovator. III. Different characteristics of organization also bring different composites of human capital. 1. Investment ratio of a parent company has significant differences on input of human capital. 2. The established years of a subsidiary have a significant difference on input of human capital. 3. Employees in different geometrical areas have significant differences on the employees¡¦ ability of entrepreneurship and innovation. 4. The number of employees has significant differences on input of human capital. IV. Strategic roles of overseas subsidiaries (including inflow of knowledge and outflow of knowledge) are the crucial determinants of international human capital (including input of human capital, the executive¡¦s leadership of knowledge and vision, employees¡¦ ability of entrepreneurship and innovation, and output of human capital). However, their relationships are moderated by subsidiary¡¦s characteristics of organization.

There are more and more women in Taiwan are running their own business. Therefore women entrepreneurs¡¦ sex-role attitudes and their operating characteristics are worthy to study. The interview concludes that the sex-role attitudes of women entrepreneurs can be divided into two parts ¡X family role and work role. In family, women entrepreneurs take part in traditional role taking the most responsibility of house working and child rearing. At the same time, they also take an active role in decision-making and risk-taking in business. She needs to share household duty to keep balance between family and work with her family, her mother or mother in law, and babysitter or servant. The sex-role attitude of spouse will affect the marital relations. If the husband does not support wife¡¦s entrepreneurship and at the same time the wife could not put her family as the first priority, they would have frequent quarrel or argument. Women entrepreneurs have an operational weakness that is they doesn¡¦t have plentiful business¡¦ network. The reason may they didn¡¦t spend much time to set their connection with other business partners but spend most time stay at home after work. When Women entrepreneurs require the emotional support or some business¡¦ suggestions, they usually appeal to their friends. The results to analyze their entrepreneurial behaviors are as follow, although some women entrepreneurs launch their own business for making money but they still want to achieve the goals of personal development and customer satisfaction etc. Besides, they measure their performance in social contributions, good interactions between customer and employee not just only in growth of market share and increase in profit.