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Research on consumer viewing intention by using generative AI tools to produce short videos
No full text補正完畢國際Taipei, TaiwanKO
A Research on the Legal Issues Related to Employment Tests.
No full textWith the advance of science and technology, different types of tests are widely applied to the selection procedure by the employers, relevant issues become more and more prevalent. To clarify the legal issues about the usage of tests in the workplace, this article will introduce the practice of the laws respectively in the US, the UK, and Taiwan, analysing the similarities and differences among them, and come up with the proper way to deal with the issues regarding tests.
As we all know, human resources are the most important asset of the enterprise. To make sure the job applicants or the employees have sufficient competence to complete the tasks and are able to make the most profits for companies, a large number of employers would implement the tests to find out the characteristics, health condition and competence of them so that the best employment decisions can be made. There is nothing to be blamed that the employers pursuit the best profits, whilst in the selection process the employers probably discover the innate and unchangeable defects of the applicants or the employees, and take further adverse action against them, which can lead to a chain of issues concerning employment discrimination and privacy.
In the US, the implementation of employment tests doesn’t necessarily constitute discrimination even if the employer obtain the personal information of the applicants or the employees through tests. Under the anti-discrimination laws, the action of the employers will not be able to be seen as employment discrimination unless the applicants or the employees suffer adverse treatment after taking the tests. The American with Disability Act, in substance, has its name of anti-discrimination law, also has the function of indirectly protecting workplace privacy. Even though the employers are allowed to conduct the employment tests, they cannot take any adverse action against the employees, except for the special conditions set by the law.
In contrast, relevant laws in the UK focus on protecting personal privacy, which means tests done by employers will be treated as the privacy issues. Once the employer collect information from the applicants or the employees without following the requirements of relevant laws, he or she might constitute infringement of the workplace privacy. The Data Protection Act and the Employment Practice Code put the limitation on employers’ rights to gather those information they need from the applicants or the employees, especially information which can be categorized as what is so-called “sensitive data”. Upon collecting, processing or using the personal information of employees through the tests, the employers are asked to make sure they meet one or more requirements before performing the tests. Also, the sensitive data can be obtained only if the employers meet at least one special requirement, which has the stricter limitation. On top of that, the eight principles regulated in the Data Protection Act play an important role in workplace privacy protection. The employers who would like to gather information of the employees must follow all the principles. Even employers who can legally implement the tests to acquire the information from the applicants or the employees, also need to ensure the information being processed properly and have no adverse effects on the applicants or the employees.
In Taiwan, tests in the workplace would be regarded as the privacy issues in principle. Currently, Article 5(2) of Employment Service Act and the Article 1-1 of the Enforcement Rules of Employment Service Act are the mainly relevant laws which regulate employment tests. Also, the Personal Information Protection Act in Taiwan covers the issues about collecting, processing and using the personal information. Furthermore, there are also some laws set from the perspective of anti-discrimination, which are beneficial to the establishment of the laws concerning employment tests in Taiwan.
After further analysis of different legal systems in the US, the UK and Taiwan, it’s clear to discover the issued treated in different way in different legal systems. As the employment tests are used widely and frequently, the concern for the issues arise, the article suggests that the dual system avoiding employment discrimination and protecting the workplace privacy should be established without overlap. Also, the laws must be flexible, adjustable and in line with the social development.補正完畢國際Melbourne, AustraliaTW
帶有顯示幕的充電樁
No full text專利證號：M661887專利狀態：已取得專利專利類別：新型專利公開號：M661887本創作係提供一種帶有顯示幕的充電樁，包括充電樁嵌入板，其特徵在於：所述充電樁嵌入板上設置有樁體槽，所述樁體槽一端設置有顯像槽，所述樁體槽與顯像槽之間相連通，所述樁體槽內設置有充電樁本體，所述充電樁本體固定連接有顯示幕固定框，所述顯示幕固定框內設置有螢幕，所述顯示幕固定框設置在顯像槽內，該創作將共用充電寶與支架結合起來，使用者在對移動設備充電的同時可以通過該帶有支架的充電寶固定和支撐移動設備，無需使用者同時手持該移動設備和充電寶，該結構可以解放使用者的雙手，提高用戶對該共用充電寶使用體驗的滿意度。補正完畢TW
高等教育退學之提供面因素分析-學校教學資源和入學管道招生名額配置對大學生退學人數的影響
No full text本文主要探討高等教育供給面因素對大學退學人數的影響。本研究搜集105至108學年度國內一般大學各學系之校務資料、入學管道名額、學業退學制度等資料，分別以生師比和「回流率」衡量學校的教學資源和入學管道招生名額配置是否合宜之指標，來分析教學資源和入學管道名額配置之高等教育供給面因素分別與主動退學及成績退學之關聯性，在控制學校及學系的固定效果後，實證結果發現影響公立校系及私立校系的主動退學、成績退學之供給面因素不同。不適宜的入學管道名額配置所造成的高回流率會降低校系的指考最低錄取成績，會使各校系招收到指考成績較預期更低的指考生，導致公立校系有更多的主動退學及私立校系有更多的成績退學。此外，本文發現繁星推薦及個人申請缺額回流後的最終指考名額比例與生師比是影響私立校系主動退學的關鍵因素。最後，成績退學人數與學校的學業退學制度具有顯著的關聯性。紙本TW
大中華地區主管領導風格與員工工作後果之關連：以自我觀為調節變項
No full text本研究目的為探討主管「轉換型領導」與「交易型領導」風格與員工工作後果(包括：工作滿意度、組織公民行為、組織承諾、工作績效)之間的關聯，並探討員工自我觀的調節作用。有效樣本為784名全職員工，其中台灣樣本446名，大陸樣本338名。資料分析採用階層迴歸來驗證假設，結果顯示：1) 轉換型領導是四個後果變項的預測因子，交易型領導是工作滿意度與組織承諾的預測因子。 2) 自我觀會調節轉換型領導與工作後果的關聯。當員工具有高度「社會取向」自我觀，會「強化」轉換型領導對工作績效的正向效果，會「弱化」交易型領導對工作滿意度的正向效果。而當員工具有高度「個人取向」自我觀，則會「弱化」交易型領導對組織公民行為的正向效果。顯示員工之自我觀為領導效能的重要權變因子補正完畢TW
工作與家庭的意義對因應職家衝突的影響─華人雙文化自我觀之展現
No full text工作與家庭研究已累積了相當豐富的研究成果，但研究成果大多發表自西方國家，從生態系統理論的觀點，不同文化背景會形塑不同的價值觀、教育體制、家庭結構，最終影響到個體的發展，故不同國家的文化背景差異可能會影響工作與家庭研究結果。工作與家庭衝突是一種壓力感受，而個人賦予角色或壓力源的「意義」是造成壓力感受的關鍵因素，即個人賦予工作與家庭意義會影響個人對工作與家庭衝突的感受與因應。「自我觀」則是心理系統運作、日常生活中與他人、團體及社會互動的基礎，會影響個體對工作與家庭意義之界定。故本研究將從華人文化之「自我觀」－個人取向、社會取向與折衷自我的自我觀角度切入，探討個人如何界定工作與家庭的意義，以及如何影響工作與家庭介面的互動。本研究採用個別訪談之質性研究方法，藉深入訪談讓受訪者用豐富的生活體驗來詮釋個人的職家衝突歷程，並從中窺見個人「自我觀」對工作與家庭意義之界定，以及對職家衝突感受與因應策略選擇的影響。研究發現不同的「自我觀」，確實有截然不同的職家互動情形，工作與家庭意義是一種「主觀的意義」，基於個人建構之工作與家庭的意義，個人會投注不同的心力，而當職家衝突產生時，個人的抉擇也會有所不同。補正完畢TW