Abstract Due to the implementation of shortening working-hour, a lot of enterprises chose to respond to the coming of the ¡§84 working-hour policy¡¨ by reducing salary and freezing personnel matters. Since the medical treatment industry different from other industries considering the fact that the medical treatment industry is a non-profitable institute and also a manpower and cost-intensive industry. This research aims to learn, as far as the shortening working-hour is concerned, whether or not exercising manpower for the medical treatment industry is more difficult than that in other industries. The cognition and viewpoints of the medical treatment industry towards shortening working-hour, and what types of working-hour strategies, educational training strategies, operation cost strategies, and management strategies, should be applied in terms of hospital management. This research aims to study the understanding of the medical treatment industry concerning the shortening of working-hour and their corresponding strategies. 540 copies of questionnaire were dispensed and 133 copies were collected and analyzed through SPSS. The followings are the findings of this research: 1. The understanding of hospitals on shortening working-hour: On the one hand, 56.4% agreed with the implementation of shortening working-hour policy because it helps to moderate the unemployment. On the other hand, over 50% disagreed with the above statement on half of the other entries. The results suggested that hospitals were generally not satisfied by the implementation of the said policy. 2. Hospitals¡¦ strategies corresponding to the shortening working-hour policy: ¡]1¡^57.1% (the highest percentage) choose not to complement when having job vacancy as their working-hour strategy. ¡]2¡^69.9% applied educational training in improving their employees¡¦ to understand on time and cost-reducing as their educational strategy; 64.7% focused to train their employees to have multiple specialties; 54.1% choose to enhance the training on information and computer application, and operating skills. ¡]3¡^75.6% choose to reduce the manpower and expenses under the existing scope as the operation cost strategy; 56.5% choose to enhance the internal information passing and increase the efficiency. ¡]4¡^83.5% choose to improve the manpower exercising as the management strategy; 66.9% choose to simplify the working procedures; 55.6% choose to improve the communications between employer and employees and the collaboration; 54.9% focused on the implementation of the merit system to improve the working efficiency 3. The current situation of hospitals after the implementation of shortening working-hour policy: Over half of the hospitals conform to the Labor Law on daily normal working hour and weekly normal working hour. However, few changes have been made on the ways of employment. For example, although 66.9% hired part-time works, most of them were under 10 part-time workers. Furthermore, as far as contract taking and outsourcing are concerned, the percentage has not exceeded 50%. Nonetheless, as far as educational training is concerned, 51.9% choose to have partial public-holiday and partial private-holiday which suggested that hospitals expected their employees to adopt the partial private-holiday way to improve their professional ability when they have more leisure time after the working hour has been shortened Keywords: shortening working-hour, flexible working hour, working-hour strategy, educational training strategy, operation cost strategy, management strategy

CoordenaÃÃo de AperfeiÃoamento de NÃvel Superior / A presente pesquisa adotou como objeto de estudo as relaÃÃes entre trabalho e atividade na psicologia de A. N. Leontiev. De carÃter teÃrico-bibliogrÃfico, nosso estudo procurou investigar os fundamentos e a estrutura da chamada âteoria da atividadeâ, elaborada inicialmente por Vigotski e sistematizada por Leontiev e que, na atualidade, Ã retomada por estudiosos dos mais diversos campos das ciÃncias humanas, perscrutando, de modo especÃfico, suas relaÃÃes com a categoria trabalho em Marx (1984; 2004; 2005) e LukÃcs (1978; 1981) e suas contribuiÃÃes ao projeto educativo/formativo classe trabalhadora na contemporaneidade. Para o alcance dos objetivos propostos, debruÃamo-nos sobre algumas das principais obras de Leontiev (1978a; 1978b; 1980; 1988; 1999), bem como textos/livros publicados por Vigotski (1988; 1995; 1999; 2000; 2004), Luria (1979; 1988a; 1992), Elkonin (1987; 1988), Davidov (1988) e Shuare (1990), assim como de interpretes brasileiros que pesquisam sobre as elaboraÃÃes da Psicologia HistÃrico-Cultural, especialmente, o constructo teÃrico-prÃtico de Leontiev, a exemplo de Duarte (2004; 2001), Tuleski (2007; 2009), Do Carmo (2008), Barroco (2007a; 2007b), Pasqualini (2006; 2010), Asbarh (2005; 2011), GonÃalves (2005) dentre outros. Ao final, estabelecemos traÃos gerais que comportam o que o autor denomina de âatividade dominanteâ, suas contribuiÃÃes ao processo de desenvolvimento do psiquismo da crianÃa e ao processo educativo/formativo da classe trabalhadora no limiar do sÃculo XXI. / This research adopted as the object of study the relationship between work and activity in the psychology of A. N. Leontiev. Theoretical and literature, our study aimed at investigating the foundations and structure of the "activity theory", developed initially by Vygotsky and Leontiev and systematized by which, nowadays, is taken up by scholars from various fields of humanities, peering, and specifically its relationship with work in Marx (1984, 2004, 2005) and Lukacs (1978, 1981) and their contributions to the project educational / training in contemporary working class. To achieve the proposed objectives, dwelt us about some of the major works of Leontiev (1978a, 1978b, 1980, 1988, 1999) as well as texts / books published by Vygotsky (1988, 1995, 1999, 2000, 2004), Luria (1979, 1988a; 1992), Elkonin (1987, 1988), Davydov (1988) and Shuare (1990), as well as interpreters of Brazilian research on elaborations of Historical-Cultural Psychology, especially the construct of theoretical and practical Leontiev, like Duarte (2004, 2001), Tuleski (2007, 2009), Do Carmo (2008), Barroco (2007a, 2007b), Pasqualini (2006, 2010), Asbarh (2005, 2011), GonÃalves (2005) among others. At the end, we establish general traits that comprise what the author calls "dominant activity," his contributions to the development process of the psyche of the child and the educational process/formation of the working class on the threshold of the XXI century.

As technology keeps integrating further into our personal and professional lives, digital security is a growing concern for our individual and public safety. Email phishing is the most common attack vector, often utilized by malicious actors to trick victims into taking irresponsible actions that benefit the attackers. Phishing attacks targeting large organizations have demonstrated the ability to incur costs that reach great magnitudes. Justifiably, many organizations invest in defense solutions against such attacks. This research investigates the different attack and defense strategies that can affect the success rates for phishing attacks. A retrospective data analysis is performed, on the interaction data of employees with simulated training campaigns, at an organization running a security training program for the last three years, and survey and interview studies with the employees are conducted. The results show that personal qualities such as attachment to the organization, and technological ability have an effect on the employees’ susceptibility to phishing attacks. Attack strategies which exploit human emotions, such as fear through the use of authority, and curiosity through the use of current events, are effective at inducing higher interaction rates. Educational training programs are deemed successful at reducing the employees’ susceptibility to phishing attacks. However, such programs should be implemented carefully to avoid resource waste and produce the sought after results. We determine that a holistic defense strategy should combine multiple security layers, by utilizing technical solutions such as email filters to reduce the number of attempts that are viewed by the employees, with well designed educational solutions, such as the training programs, to reduce the number of interactions with phishing emails, and reporting features to mitigate the potential losses incurred from successful attacks. / Allteftersom teknik upptar en större plats i våra liv blir digital säkerhet en växande fråga för samhällets säkerhet. Nätfiske via e-post är den vanligaste attackvektorn i cyberattacker. Nätfiskekampanjer riktade mot större organisationer har visat sig kunna åstadkomma stora kostnader. Detta orsakar många organisationer att investera pengar ämnade till försvar mot nätfiskeattacker. Den här forskningen undersöker möjliga attackstrategier som används för nätfiskeattacker samt deras framgång, och de olika försvarsåtgärderna som organisationer kan ta. Data från ett IT företag över hur dess anställda påverkas och interagerar med ett säkerhetsutbildningsprogram över 3 års tid, samt enkät och intervjustudier analyseras. Resultaten visar att personliga egenskaper som engagemang för företaget och teknisk förmåga påverkar de anställdas mottaglighet för nätfiskeattacker. Attackstrategier som spelar på känslor, såsom rädsla genom användning av auktoritet, eller nyfikenhet genom användning av aktuella händelser, är effektiva. Säkerhetsutbildningar påvisas vara ett framgångsrikt sätt att minska de anställdas mottaglighet för nätfiskeattacker. Utbildningarna bör dock implementeras noggrant för att undvika resursslöseri och för att försäkra deras effektivitet. Forskningen fastställer att en holistisk försvarsstrategi bör kombinera flera säkerhetslager, genom att använda tekniska lösningar som e-postfilter för att minska antalet försök som de anställda utsätts för, med väldesignade utbildningslösningar för att minska mottagligheten till nätfiske-e-postmeddelanden, och rapporteringsfunktioner för att minska effektiviteten av framgångsrika attacker.

Covers the development of training schools, the history of the North Texas State Teachers College demonstration school, facilities and personnel, curriculum, and a comparison with other studies.

銀行業在一個國家中扮演了重要的角色，許多全國性的金融政策均需透過金融體係靠個別銀行實際執行，而銀行業係服務業之一環，以無形的服務為商品，故人力即成為其關鍵因素。 　　近年來，我國銀行環境隨著金融自由化與國際化而產生了相當大的變化，組織本身之人力資源策略亦應有所調整。本研究即期望經由組織教育訓練與個人生涯發展使組織目標與個人目標之達成最大化，達成雙贏的目的。 　　本研究根據理論文獻的探討與對次級資料的匯整，認為教育訓練係組織為達成組織目標、提昇人員之工作能力而實行之系統；而生涯發展則指個人一生的主要角色之歷程。為提昇組織在實行教育訓練時之效果，則組織在規劃與執行教育訓練時應兼顧個人需求，提昇個人學習動機，藉由瞭解員工在不同生涯階段有不同之生涯需求與激勵因子，和教育訓練之內容加以配合。此外，藉著對員工本身的瞭解，組織在對未來之決策上亦可增加其可行性與降低其風險性。就個人而言，教育訓練的施行則可提昇其工作能力與增加其未來在勞動市場之議價力，且隨著個人能力的提昇，未來之生涯選擇機會亦將增加。 　　本研究分別針對公營、民營與外商銀行作個案式之研究，發現公營銀行主要之問題為受到各種法令的束縛；民營銀行則為資源的不足；而外商銀行為對未來環境的不確定與業務範圍的限制，上述情況使得我國銀行業教育訓練與生涯發展之配合未能有效運作。 　　隨著我國金融自由化與國際化等之趨勢，銀行競爭將日趨激烈，除金融人才之危機外，員工意識與對工作生活品質的要求亦日益提昇。 　　根據本研究發現生涯管理方案係一影響我國金融勞動市場之重要機制，故就組織而言，若欲在勞動市場中取得與留住所須人才，則應實施生涯管理方案，以滿足員工需求並達成組織目標。 　　本研究建議銀行業在人力資源策略之調整上，應兼顧組織不同職位之訓練需求與不同人員之生涯發展需求，實施生涯管理方案。而根據個案研究結果建議：公營銀行應加強組織與人事部門的連結；新銀行對業績過於重視致影響員工之工作權，應有勞基法之保障；而外商銀行之流動率相當高，挖角風盛，故更應照顧個別員工需求，並掌握其生涯訊息，才能掌握所需人才。