科技與工程學院
Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/5
沿革
科技與工程學院（原名為科技學院）於87學年度成立，其目標除致力於科技與工程教育師資培育外，亦積極培育與科技產業有關之工程及管理專業人才。學院成立之初在原有之工業教育學系、工業科技教育學系、圖文傳播學系等三系下，自91學年度增設「機電科技研究所」，該所於93學年度起設立學士班並更名為「機電科技學系」。本學院於93學年度亦增設「應用電子科技研究所」，並於96學年度合併工教系電機電子組成立「應用電子科技學系」。此外，「工業科技教育學系」於98學年度更名為「科技應用與人力資源發展學系」朝向培育科技產業之人力資源專才。之後，本院為配合本校轉型之規劃，增加學生於科技與工程產業職場的競爭，本院之「機電科技學系」與「應用電子科技學系」逐漸朝工程技術發展，兩系並於103學年度起分別更名為「機電工程學系」及「電機工程學系」。同年，本學院名稱亦由原「科技學院」更名為「科技與工程學院」。至此，本院發展之重點涵蓋教育（技職教育/科技教育/工程教育）、科技及工程等三大領域，並定位為以技術為本位之應用型學院。
107學年度，為配合本校轉型規劃，「光電科技研究所」由原隸屬於理學院改為隸屬本（科技與工程）學院，另增設2學程，分別為「車輛與能源工程學士學位學程」及「光電工程學士學位學程」。
News
Browse
3 results
Search Results
Item 職場推動兩性平權關鍵成功因素之探討(2008) 李瑞禎; Jui-Chen Lee中文摘要 我國自實施「兩性工作平等法」，推動職場的兩性平權以來，因為仍有很多進展空間，所以勞委會於2006年藉由評鑑全國企業內部相關制度，來辦理「兩性平權友善職場」的認證。而因為總共只有六十家事業單位能夠成功獲得認證標章，所以本研究之目的為以這六十家事業單位為研究對象，探討職場推動兩性平權之關鍵成功因素以及可能遭遇之困難問題，和人力資源（推動）部門人員之功能與角色，以供參考。 本研究採用質性與量化的混合研究方法，以多重個案訪談法來蒐集資料，據以設計調查問卷；問卷於專家審查修定後，對這六十家事業單位實施問卷調查法，所得之資料，於整理、分析、比對之後，歸納出以下結論： 一、職場推動兩性平權之關鍵成功因素： 包含了高階主管的支持、高階主管參與平權作為的推動、事業（企業）主對兩性平權的經營理念、員工對組織推動平權目標的認同程度、事業（企業）用人唯才的文化、事業（企業）的形象、兩性平權的教育訓練、兩性平權相關法令的宣導、全體員工共同參與推動平權的作為。 二、職場推動兩性平權可能遭遇的困難： 政府的補助措施不夠、法令規定不足、事業（企業）的經費不足、成員的教育水準不一、對代理職務的工作內容或量無法負荷等問題。 三、人力資源（推動）部門人員之功能與角色： 此部門人員之功能為兩性平權的教育訓練、兩性平權相關法令的宣導、推動兩性平權目標的溝通等。扮演的角色為兩性平權教育訓練與法令宣導的講師，推動兩性平權的推動者、溝通人員與協調人員。 並據此提出以下幾點建議：一、對政府的建議：提高補助措施、補強法令規定。二、對後續有意推動者的建議：從內部組織人事著手、運用並加強人力資源（推動）部門人員之功能。三、對後續研究者的建議：再擴大研究樣本數、研究變項可再增加。Item A Study on Promoting the Gender Egalitarianism of Key Success Factor by Workplace- As an Example of Taiwan's Enterprises.(2009-08-28) Chin-Cheh Yi; Jui-Chen Lee; Pei-Wen Liao; Li-Chun HsuThe social, economic, political and environment rapid changes make the participation of women in the workplace increased the number of people in the global. However the gender differences from men and women equal pay for equal work or equal pay for equal value there are obvious differences. In 2006, Taiwan’s Council of Labor Affairs launched the Friendly Workplace Gender Equality good institutions in the scheme and selection, evaluation by the national internal salary, promotion, the basic rights and interests of the welfare system, awarded to gender equality friendly workplace mark certification. The study purpose was to explore the workplace to promote gender equality a key success factor. And the qualitative and quantitative research methods mixed. The first revision Duncan the internal and external environment analysis and the second have to select 6 respondents’ interviews. Finally the 60 questionnaires issued the cause the Council of Labor Affairs has been certified. The study found that in the workplace to promote gender equality on the critical success factors include: the support of senior management, senior management involved in the promotion of a common view, business owners to operate the gender equality concept, employees of the organization agree with the objective to promote equal rights, enterprise meritocratic culture, corporate image, gender equality in education and training, gender equality laws related to advocacy, all employees involved in the promotion of a common gender equality. And the study was no statistically significant main. The different organizations types, different industries types, different size the Gender Egalitarianism of key success factor by workplace was the same.Item A Study on Promoting the Gender Egalitarianism of Key Success Factor by Workplace- As an Example of Taiwan’s Enterprises(2009-08-28) Chin-Cheh Yi; Jui-Chen Lee; Pei-Wen Liao; Li-Chun HsuThe social, economic, political and environment rapid changes make the participation of women in the workplace increased the number of people in the global. However the gender differences from men and women equal pay for equal work or equal pay for equal value there are obvious differences. In 2006, Taiwan’s Council of Labor Affairs launched the Friendly Workplace Gender Equality good institutions in the scheme and selection, evaluation by the national internal salary, promotion, the basic rights and interests of the welfare system, awarded to gender equality friendly workplace mark certification. The study purpose was to explore the workplace to promote gender equality a key success factor. And the qualitative and quantitative research methods mixed. The first revision Duncan the internal and external environment analysis and the second have to select 6 respondents’ interviews. Finally the 60 questionnaires issued the cause the Council of Labor Affairs has been certified. The study found that in the workplace to promote gender equality on the critical success factors include: the support of senior management, senior management involved in the promotion of a common view, business owners to operate the gender equality concept, employees of the organization agree with the objective to promote equal rights, enterprise meritocratic culture, corporate image, gender equality in education and training, gender equality laws related to advocacy, all employees involved in the promotion of a common gender equality. And the study was no statistically significant main. The different organizations types, different industries types, different size the Gender Egalitarianism of key success factor by workplace was the same.