教育學院
Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/1
教育學院成立於民國44年6月5日，時值臺灣省立師範學院改制為臺灣省立師範大學，初設教育、社會教育、體育衛生教育、家政教育、工業教育五個學系，發展迄今，本院共設有7個學系（均含學士、碩士及博士班）、5個獨立研究所、1個院級在職碩士專班。
本院為國內歷史最久之教育學院，系所規模、師資，及學生品質向為國內首屈一指，培育英才無數，畢業校友或擔任政府教育行政單位首長及中堅人才、或為大學校長及教育相關領域研究人員、或為國內中等教育師資之骨幹、或投入民間文教事業相關領域，皆為提升我國教育品質竭盡心力。此外，本學院長期深耕學術，研究領域多元，發行4本 TSSCI 期刊，學術聲望備受國內外學界肯定，根據 2015 年 QS 世界大學各學科排名結果，本校在教育學科名列第22名，不僅穩居臺灣第一，更躍居亞洲師範大學龍頭。
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Item Effects of an employee empowerment program for public health nurses in Taiwan: A non-equivalent control-group pretest–posttest study(Wiley, 2008-10-01) Chang, L. C.; Liu, C. H.; Yen, H. W.Aim and objectives. The aim of this study was to examine the effects of an empowerment-based education program (EBEP) on employee empowerment, job satisfaction, job productivity and innovative behaviours for public health nurses (PHN) in Taiwan. Background. Empowerment is an important consideration among nurses trying to function in ever-changing health care and education settings. Several studies focused on the trend of public health nursing revealed that PHN have experienced a severe feeling of powerlessness. Developing empowerment strategies through organisations may be a means of helping employees recognise powerlessness in difficult situations and take appropriate action. Design. Quasi-experimental design. Methods. PHN in two health bureaus in Taiwan were assigned into an empowerment group (n = 29) and a control group (n = 32). Twenty-four hours of the EBEP lasted four weeks included four empowerment classes and four group workshops following each curriculum for PHN to apply principles of empowerment in their work environment. Data were collected at baseline and four weeks after the intervention. Analysis of covariance (ancova) was used to examine the intervention effect. Results. The experimental group reported significantly higher psychological empowerment [F (1,47) = 5·09, MSE = 3·25, p = 0·001, η2 = 0·18] and competence [F (1,47) = 3·96, MSE = 28·78, p = 0·05, η2 = 0·22] and impact [F (1,47) = 4·98, MSE = 44·79, p = 0·002, η2 = 0·20] subscales, job productivity [F (1,47) = 4·88, MSE = 5·18, p = 0·002, η2 = 0·19] and innovative behaviours [F (1,47) = 5·09, MSE = 3·25, p = 0·001, η2 = 0·24] than the control group after the EBEP. Conclusion. The EBEP had significant effect on psychological empowerment and subscales of competence and impact, innovative behaviour and job productivity but no effect on organisational empowerment and job satisfaction for PHN. Relevance to clinical practice. Our findings suggest public health administration could design empowerment-based education to improve employee empowerment and job productivity for PHN. Furthermore, using multiple components to design empowerment education should be considered in further studies.Item Employee empowerment, innovative behavior and job productivity of public health nurses in northern Taiwan: A cross-sectional questionnaire survey(ELSEVIER, 2008-10-01) Chang, L. C.; Liu, C. H.BACKGROUND: Employee empowerment is an important organizational issue. Empowered employees with new ideas and innovative attributes may increase their ability to respond more effectively to face extensive changes in current public health care work environments. OBJECTIVES: The objective of this study was to investigate the relationships between employee empowerment, innovative behaviors and job productivity of public health nurses (PHNs). DESIGN: This study conducted a cross-sectional research design. SETTINGS AND PARTICIPANTS: Purposive sampling was conducted from six health bureaus in northern Taiwan. 670 PHNs were approached and 576 valid questionnaires were collected, with a response rate of 85.9%. METHODS: Structured questionnaires were used to collect data by post. RESULTS: Meaning and competence subscales of psychological empowerment, information and opportunity subscales of organizational empowerment, and innovative behaviors were the predictors of job productivity, only accounting for 16.4% of the variance. The competence subscale of psychological empowerment made the most contribution to job productivity (beta = 0.31). Meaning subscale of psychological empowerment has a negative impact on job productivity. CONCLUSIONS: Employee empowerment and innovative behavior of PHNs have little influence on job productivity. Employees with greater competence for delivering public health showed higher self-evaluated job productivity. The negative influences on job productivity possibly caused by conflict meaning on public health among PHNs in current public health policy. It should be an issue in further researches. Public health department should strengthen continuing education to foster competence of psychological sense of empowerment and innovative behavior to increase job productivity