科技與工程學院

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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」。

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學院網址：http://www.cot.ntnu.edu.tw/

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    以DMIP平台經營數位影視資訊服務關鍵成功指標之研究
    (2005) 施偉朕
    網路技術成熟與媒體匯流趨勢，造就三合一（Triple-Play）服務的興起。我國部分電信業都面對電信、DSL 市場日趨飽和，開始提供數位影視多媒體資訊（Digital Multimedia Information）服務，以尋求新的獲利方式。 這類服務利用Intranet或是Internet為傳輸管道，提供數位影視多媒體資訊服務，配合機上盒（Set-Top-Box）轉碼，且終端接收設備為電視機，本研究將其定名為DMIP平台服務（Digital Multimedia Information Platform Service）。 我國目前有中華電信公司的MOD服務，以及數位聯合電信公司的DFC服務，在國際上屬於先行者之列，相關的經營、發展情況都具有指標性的意義，深具研究重要性。 新的平台服務，面對複雜且多元的市場競爭，需要新的經營管理模式，必須瞭解決策時重要的關鍵成功指標。因此本研究以我國DMIP平台服務業者為對象，蒐集相關文獻資料，使用Porter的五力分析架構進行文獻分析，做為求取關鍵成功因素的模式，再藉由業界人士的深度訪談，砲認DMIP平台經營數位影視資訊服務之關鍵成功指標，並給予相關業者建議。 最後研究結論確立「內容層面」、「規模經濟」、「資源運用」、「客戶需求」、「經營模式」等五項為DMIP平台服務之關鍵成功指標。 研究建議業者應維持「潛在新進者」的位置；等待進入機會點為「電視全面數位化」；此外，應特別關注點為「引發周遭之產業效應」；以期業者在進入DMIP平台服務時，能避免不必要的損害，獲得最大的成功效益。
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    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.
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    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.