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

學院網址：http://www.cot.ntnu.edu.tw/

Browse

Author: search.filters.author.Li-Chun Hsu

Search Results

Now showing 1 - 10 of 10
  • No Thumbnail Available
    Item
  • No Thumbnail Available
    Item
  • No Thumbnail Available
    Item
  • No Thumbnail Available
    Item
    A Study of the Middle-Aged Employees Re-Use of Human resources-the case of the SYNVISION Technology Services.
    (2009-01-01) Pei-Wen Liao; Chin-Cheh Yi; Chieh-Ku Tseng; Li-Chun Hsu
  • No Thumbnail Available
    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 Hsu
    The 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.
  • No Thumbnail Available
    Item
    A Research of Taiwan Financial Holding Group After Merger Key Talent Retaining Importance and Satisfaction: A Case of Under Finance Holding
    (2009-08-28) Chin-Cheh Yi; Hsiu-Fei Chen; Li-Chun Hsu; Pei-Wen Liao
    The financial industry in Taiwan must continually reinvent itself in order to better compete with others. Every financial holding corporation has to become more proactive towards the goal of being No.1 in this industry. In the process of reorganization, the competition environment is expected to be along the lines of “The big is always big” and “Necessity of integration between different industries is high”. Following these concepts, the financial holding corporation should be focusing on “talent”, with emphasis on personnel integration and continuous training. With the competition in the finance industry becoming so intense, being able to command and maintain a core pool of invaluable human resources will be the strategic key to the final victory. This thesis adopts the method of questionnaire survey and takes the subsidiary of a financial holding company as a research subject. In the course of this research, we also provided a questionnaire to understand the attitude and satisfaction level the talents have for the job. Through this research, we will be able to provide the subject company recommendations for retaining their talent in the company. This research uses the Importance-Performance Analysis to process quantitative data. We found that the items that are located in the focus areas include “the job is full of challenge and fulfillment”, “the opportunity for promotion”, and “employee welfare and payment”. We provided some recommendations based on these parts to the subject company for reference.
  • No Thumbnail Available
    Item
    A Study of the Middle-Aged Employees Re-Use of Human resources-the case of the SYNVISION Technology Services
    (2009-08-28) Pei-Wen Liao; Chin-Cheh Yi; Chieh-Ku Tseng; Li-Chun Hsu
    The trend of the global population aging, therefore middle-up aged of human labor increasing each year. The middle-up aged employees of experienced and good interpersonal skills, the business can be planning and management willhelp to enhance the competitiveness of enterprises. Career development model and the career development system - alink the organization needs and individual needs on based theoretical models. This study interviews the SYNVISIONTechnology Services manager, director and employees. Finally, the seven policies: (1)the senior human resourcesmanagement (2)on the re-hiring of senior staff assessment (3)regulation of the human cost of retirement to re-engage Employment (4) the same benefits the pay adjustment(5)to reach the target production incentives (6) arrangementsfor the job redesign (7)on-the-job training. Through the implementation of the strategy for human use, allow middle- up aged employees of human re-development organizations to achieving the desired outcome of the performance.)
  • No Thumbnail Available
    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 Hsu
    The 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.
  • No Thumbnail Available
    Item
    Applying Structural Equation Models to Study the Influence of Job Characteristics, Organization Commitment, and Job Satisfaction: A Case of Construction Industry in Taiwan
    (2009-08-28) Chin-Cheh Yi; Peter Lin; Li-Chun Hsu; Pei-Wen Liao
    Since the last decade, Taiwan industry faced with economical negative growth, because insufficient domestic demand and outward moving trend to China. The headquarters staying in Taiwan have to face even more harsh conditions, which come from the global market competition structure change and industrial development in straitened circumstances. Therefore, when introducing foreign labors is important competitive strategy on the whole business environment. This research investigates the implementation between job characteristics, organizational commitment, and job satisfaction as well as strength of their manifest indicator. Based on related literatures, this research using structural equation modeling to develop a framework. Using data collected from 440 foreign labors in construction industries. The data analysis methods included descriptive statistics, alpha analysis, confirmation factor analysis and structural equation model (SEM). LISREL results revealed that two hypotheses were correct. The empirical results indicate that strong and positive relationship between job characteristics, job satisfaction and work satisfaction have a direct and indirect impact. But organization commitment from the “organizational characteristics” have an indirect impact, through the “organizational commitment” to strengthen and help improve the job satisfaction; Moreover, the findings suggest that job autonomy is better than others variable in job characteristics. Second, organization commitment is the most medicate variable in this model. Finally, organizational commitment mediates the effects of job characteristics on job satisfaction. A final structural equation model was developed yielding highly acceptable fitness statistics with X =122.99, D.F.=26, P=0.000, GFI=0.938, AGFI=0.889, RMR=0.016, RMSEA=0.078. Therefore, judged by the conventional criteria for acceptable model fitness, the research model was considered structurally fit.
  • No Thumbnail Available
    Item