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美國上市公司高階主管社交關係與潛在股價崩盤危機-來自高爾夫球的證據;Top Executives’ Internal Connectedness and Potential Stock Crash Risk: Evidence from Executives’ Golfing Activity
No full text[[abstract]]本研究使用高爾夫球運動之資料來衡量高階主管之社交關係對股價崩盤危機之影響，並探討CEO與CFO之打球頻率與打球技巧對股價崩盤危機之影響。本研究之研究期間為2015年。依據本研究之實證結果得知CEO與CFO是否為高爾夫之打者對股價崩盤危機無顯著之影響； CEO與CFO的打球頻率對股價崩盤危機無顯著之影響； CEO與CFO的打球技巧對股價崩盤危機無顯著之影響
This study examined whether the top executives’ internal connectedness is associated with stock price crash risk. This study using golfing data to measure executives’ internal connectedness. The research period is 2015. This study found that the coefficients on golf club membership, the frequency of executives played golf and executives golfing skill are not significant
美國CEO從事高爾夫球運動對投資行為之影響;The Effect of CEO Golf Playing on Investment Behaviour
No full text[[abstract]]高爾夫球運動在美國商場上非常盛行，究其原因為球場的環境和氛圍比起辦公室較為放鬆和隱密性更高，有助於順暢的商業談判與溝通，因而對公司績效具正面影響，而高爾夫球球技的好壞也和球者在壓力下之表現情形有關。本研究探討美國CEO從事高爾夫球運動對其投資行為之影響，研究CEO高爾夫球頻率和球技與異常投資之間的關聯性，研究樣本為2015年列於S&P 1500企業之CEO及其列於美國高爾夫球協會(USGA)資料庫GHIN之打球紀錄，而實證結果發現球技越佳之CEO不會有異常投資，顯示其心理特質較為優異，在有壓力的情況下仍能有好的表現，並不會因此有異常的投資額，而CEO打球頻率則和異常投資額之間無顯著關係。
Based on the golfing activities data of CEOs of S&P 1500 firms, this study, examines the effect CEO’s golfing activities and golfing skills on firms’ over/under-investment. We do not find significant evidence to support that CEO’s golfing activities have impact on the extent of firms’ over/under-investment. However, firms with better golfing skill CEOs tend to have smaller over/under-investment. This result suggests golfing skills may contain certain useful characteristics for CEOs to increase the firms’ investment efficiency
S&P 1500 CEO從事高爾夫運動之球技、頻率及社交活動對公司R&D績效表現之影響;The Impact of S&P 1500 CEOs’ Golfing Skill, Frequency and Social Activities on Company’s R&D Performance
No full text[[abstract]]本研究檢驗了公司研發績效與公司高階主管(CEO及CFO)從事高爾夫運動之關聯。並以S&P 1500公司為樣本及根據來自美國高爾夫球協會之GHIN資料庫之高爾夫資料，本研究發現有從事高爾夫運動之CEO及CFO之公司擁有較好的研發投資績效。此外，當CEO打球頻率越高，公司研發投資績效也越好。結果意味著高爾夫球場可作為一個給高階主管交換投資資訊及與其他公司建立有效率之溝通管道的平台。另一方面，本研究發現CEO之球技對公司之研發投資績效有負面之顯著影響，意味球技較佳之CEO可能較為過度自信，導致較差之研發投資績效。 本研究並無發現CFO之球技及打球頻率對公司研發投資績效之顯著影響，表示CFO在公司研發投資之決策中扮演之角色較不如CEO重要。
This study examines the association between the firm’s R&D investment efficiency and the golfing activities of corporate top executives (CEOs and CFOs). Based on a sample of S&P 1500 firms and golfing data obtained from GHIN (Golf Handicap and Information Network), this study find that golfer-CEOs and golfer-CFOs tend to yield better R&D investment efficiency than their non-golfer counterparts. Furthermore, the more frequently CEOs play golf, the better their firms’ R&D investment efficiency. These interesting results seem to suggest that golf court may serve as a useful platform for top executives to exchange investment information and establish efficient communication channel with other firms. On the other hand, this study also find CEOs’ golfing skill has significant negative impact on firms’ R&D investment efficiency, implying that better-skilled CEOs may tend to be overconfident, resulting poor R&D investment efficiency. This study does not find significant impact of both CFOs’ golfing skill and golfing frequency on firms’ R&D investment efficiency, indicating that CFOs may not play as important role as CEOs when it comes to R&D investment decisions
經理人過度自信對影音法人說明會特徵之影響;The Impact of Managers’ Overconfidence on the Feature of Conference Call
No full text[[abstract]]近年來法說會在國內越來越受重視，我國主管機關在102年強制公司上傳法說會的影音檔案，讓投資人可以更即時的觀看內容，迅速的從法說會中獲取資訊，更精準的預測市場未來走向。本研究以過度自信經理人的角度探討其是否會對法說會的特徵造成影響，實證結果發現過度自信的經理人會更願意且更頻繁的召開法說會，並會對法說會中的正面用詞比例產生正向的影響，說明過度自信的經理人會更願意揭露資訊，主動降低企業與投資人間的資訊不對稱，並會使自己以及其經營團隊傳遞更正面的訊息給投資人。
Recently, Investors pay more attention to conference call information. In 2013, our competent authority mandatory require companies to upload their conference call content to company website. This enables investors to get more up-to-date information to predict the stock price more precisely.The purpose of this study is to discuss whether overconfident CEOs affect the features of conference calls. We find that overconfident CEOs are more willing and more frequent to hold conference calls. They also use more positive language during the conference calls. Results of this studies revealed that overconfident CEOs are willing to reduce the information asymmetry between companies and investors. In addition, overconfident CEOs and their management team tend to convey more positive information to investors
YouTube、Dailymotion及愛奇藝線上影音分享平台市場之競爭區位分析-以閱聽人資源角度探討;A Niche Analysis on the Competition among YouTube, Dailymotion and iQiyi：From the Perspective of Audience
No full text[[abstract]]過去電視的出現成為上一代甚至延續至今的娛樂，因為這種熱媒介的享樂帶給人們 愉悅、陪伴、歸屬感等等;但隨著網路世代的演變，線上影音以其更為即時快速;且不 受傳統電視觀看受限的收視模式，開啟新一代收看模式。加上物聯網的加持以及科技環 境的進步，更替線上影音拓展出一條康莊大道。因此許多業者紛紛投身加入線上影音行 列;其中，線上影音分享平台由於結合社群及影音的特性，更讓閱聽人能在觀看之餘還 與他人分享討論。因此，本研究希望藉由探究不同線上影音分享平台的區位與競爭情形， 提供既有業者或是新進業者，甚至是整個線上影音產業目前的產業運作模式，與閱聽人 市場競爭態勢。 本研究從閱聽人資源角度出發，採用 Dimmick(1993)自組織生態學中區位概念發 展而出的區位理論，並利用其中的區位寬度、區位重疊度與區位優勢為分析工具，來探 討目前台灣三大最具討論度的線上影音分享平台-YouTube、Dailymotion 及愛奇藝的發 展利基與競爭優勢。除此之外，本研究亦納入不同人口變項，進一步比較三平台之間的 區位情形，希冀更全面了解不同業者間的的區位市場為何。 本研究主要採取網路問卷調查法，針對同時擁有三個平台一次使用經驗的閱聽人作 為調查對象，然在閱聽人滿足獲得部分還加入深度訪談以結合理論與實務的緊密性，作 為問卷題項的設計。正式問卷於 2016 年 6 月初上線，總計回收 813 份問卷，有效回收 率為 74%。從閱聽人對三線上影音分享平台的滿足獲得因素分析發現，YouTube、Dailymotion 及愛奇藝所使用的閱聽人資源包含「個人情感相關面向」、「平台體驗相關面向」、「社群 互動相關面向」、「平台設計相關面向」與「平台經營相關面向」。至於不同閱聽人特性則 依性別(男/女)、職業(學生/非學生)、使用頻率(高頻/低頻)與觀看程度(低度/中 度/重度)進行區位分析。 綜合本研究結果，發現無論是整體或是不同特質閱聽人，皆以 YouTube 為通才， Dailymotion 居中，愛奇藝為專才者。然 YouTube 與 Dailymotion 在個人情感與平台經營 相關面向區位寬度數值相近，因此兩者在此兩面向上區位重疊度競爭較激烈，且在平台 經營相關面向上不分軒輊。至於愛奇藝整體而言區位優勢分數皆最低，因此和 YouTube 的競爭最合緩;但與同是新進業者的 Dailymotion 在「平台體驗相關面向」、「社群互動 相關面向」與「平台設計相關面向」都是高度競爭。不過三平台各自仍有其優勢而吸引 不同閱聽人，故本研究也進一步根據平台各自特點給予未來市場發展建議，最後也針對 學術及實務上提出相關建議。
People are increasingly viewing, providing, sharing and recommending video content on the Internet. Therefore, the basic aim of this research is to find consumer satisfaction on online video platform. Applying the niche theory and demographics, this study examines the niche of 3 popular online user-shared video website- YouTube, Dailymotion and iQiyi in providing general gratifications. This study conducted an online survey to examine the level of perceived gratification provided by YoTube, Dailymotion and iQiyi. The data showed five-factor solutions for the three platforms. The factor one is called individual affection. The factor two is called platform experience. The factor three is called community interaction. The factor four is called platform design. The factor five is called operation platform. Results indicated that YouTube is characterized by a broad niche. iQiyi is characterized by a narrow niche. Dailymotion had substantial niche overlap with iQiyi, which means a degree of substitutability between them. The least overlap was YouTube and iQiyi because YouTube performed best on competitive superiority while iQiyi was the poorest. The hierarchy that emerged indicated that YouTube was superior to Dailymotion, which was superior to iQiyi. Finally, displacement test indicated that Dailymotion used displaced iQiyi but not YouTube used on resource of operation platform dimension. Implications and directions for future research are discussed
馬來西亞華人電影與國族文化認同建構：以周青元《輝煌年代》為例;Malaysian Chinese Film and the Construction of National/Cultural Identity: The Case Study of Chiu Keng Guan’s Ola Bola
No full text[[abstract]]馬來西亞華語電影近幾年非常活躍，其中周青元的賀歲三部曲中的《一路有你》更創下新高。在這之後，周青元拍了一部以馬來西亞國家足球隊歷史為參考的足球電影《輝煌年代》。雖然故事和人物都是虛構的，但還是引起不少討論和爭議。本研究的研究對象是《輝煌年代》，運用Christopher Vogler所提出的「英雄旅程」分析《輝煌年代》如何建構國族認同，及其如何運用國家象徵。再採用Norman Fairclough 所提出的批判論述分析，從文本層面探討電影再現馬來西亞華人文化認同和國族認同所面對的局限，並進一步分析《輝煌年代》在馬來西亞華人群體中正反兩極的評價。最後，再從社會和歷史的脈絡分析電影中可能傳達的政治隱喻和社會意涵，從中了解馬來西亞華人的處境和糾葛。
In recent years, Malaysian Chinese film making is very active. The Journey, one of Chiu Keng Guan’s directed Chinese New Year trilogy films, successfully hit Malaysia’s box office new records. Later on, Chiu Keng Guan directed a Malaysian football sports film Ola Bola as inspired by the Malaysian national football team. Although the plot and the characters are fictional, the film caused a lot of discussion and controversy.This research is focused on the film Ola Bola. Christopher Vogler's "Hero’s Journey" is applied to analyze how Ola Bola constructs national identity by using national symbols. Moreover, by means of Fairclough's Critical Discourse Analysis, this research examines the limitations of cultural and national identity for Malaysian Chinese as reflected in the film. Furthermore, it evaluates controversial statements within Chinese community regarding the film. Finally, it looks into political and social aspects from social and historical backgrounds in order to understand the situation and disputes for Malaysian Chinese
傳統水產養殖利用顏色感測推算溶氧量示警系統;
No full text[[abstract]]科技的日益進步，物聯網的發展，帶動了時代不斷前進，但反觀傳統水產養殖卻似乎還未與其接軌，不斷的沿用經驗法則所造成的結果常常就是成效不佳， 如何讓科技與傳統水產養殖結合，利用數據化的分析，降低錯誤判斷機率，變成了目前需要克服的一大課題。我們採用物聯網技術，利用小小一塊Arduino面板，接上顏色感測器並同時在設定時間感測目前水顏色，將數據經由白平衡(White Balance)後，回傳正確RGB數值。收集了不同時間點的RGB數據與檢測後的溶氧度後，針對這兩者數據我們做多變量迴歸分析(Multiple Regression Analysis)，推算結果也發現之間有其相關性，也得到在清晨與傍晚七點兩個迴歸式(Regression)。最後本論文設計了一套示警系統，納入推估出來的迴歸式，以最後推算出來的值，針對白蝦養殖所需溶氧量來做警示。溶氧量感測儀器早已在市面上流通，但是成本過高加上實用度不大的情況下，難以被養殖戶所運用，然後我們設計這一套系統不但大大降低成本，且採用的技術可以達到不需人力即可監測，爾後搭配更多自動化工具，將能真正應用於傳統水產養殖，並真正發揮科技存在價值。
The advancement of technology and the development of IOT let the progress of the times, but the traditional aquaculture seems not yet with its convergence. Continuing to follow the rule of thumb is often the result of poor results, The main issues that need to be overcome at present are how to combine technology with traditional aquaculture and use the data analysis to reduce the probability of false judgments.We use a small piece of Arduino Uno R3 and connect to the color sensor to sense the current color of water. After the data through the White Balance, Arduino return the correct RGB values. We performed Multiple Regression Analysis of RGB and Dissolved Oxygen in order to calculate the correlation. A warning system is designed, and the regressive formula is deduced. Finally, the calculated value is used to do the warning.Dissolved oxygen sensor equipment has long been available in the market circulation, but the high cost and the practical degree of the case is difficult to be used by farmers. However, the system we designed not only greatly reduces the cost, but also can monitor without manpower. It will able to truly apply to traditional aquaculture with more automated tools, and truly perform the value of technology
組織文化對員工角色拓展自我效能與 主動行為關係之調節影響- 「世代差異」觀點之探討;The Moderating Effect of Organizational Culture on the Relationship between Role Breadth Self-efficacy and Proactive Behavior - The Persptetive of Generation Difference
No full text[[abstract]]台灣隨著社會型態的改變，在產業結構上也起了變化，從早期的農業化時代轉變成工業科技時代，而在勞動人口的分佈也從46%變成58.7%，而產業型態也從技術型態轉變偏重服務產業。在服務業的型態以百貨公司的勞動人口密集度最大，百貨產業在台灣的平均產值約為2600億元。以北部地區為例，在2008年百貨公司共有14家，在2011年更發展到25家，台灣百貨商場林立，競爭也更為激烈，在如此劇烈的環境變動下，除了商品本身的競爭價值，競爭力的展現就是投入百貨業工作的勞動者了。適度的人員流動可以幫助企業組織新陳代謝，避免組織老化，但是在世代環境的影響下，投入這個市場的勞動者與組織環境的互動行為，常為研究關注的焦點。不同世代的員工對於組織文化對角色拓展自我效能與主動行為也會產生不同的結果。本研究從世代差異的觀點，探討組織文化對角色拓展自我效能和主動行為關係的調節作用，研究結果發現如下:一、角色拓展自我效能對員工主動行為有正向影響。二、角色拓展自我效能與員工主動行為之關係受組織文化之調節影響。三、在年輕世代部份「支持型組織文化」在對「角色拓展自我效能」與「主動行 為」有負向調節影響；在資深世代部份「創新型組織文化」在對「角色拓展自我效能」與「主動行為」有正向調節影響。
Taiwan has changed the industrial structure from the early agricultural-oriented to the industrial technological based. The distribution of the wrokforce changed from 46% to 58.7% during the changing period as well. Therefore, the industrial pattern shifted from technology-oriented toward service. The labor intensity of department stores is the largest among the service sector and its average output values about 260 billion dollars per year. For example, in the area of northearn Taiwan, the number of department stores increased from 14 of 2008 to 25 of 2011. Due to the intensive business, all of department stores are facing increasing competition. In order to survive in this competitive environment, customer service is much more important to creat the influence of customer relationship. No doubt, a high qulity of employees is the key factor of competing with others. To ensure skillful manpower, a reasonable labour turnover is able to rejuvenate the working force with youth labour and to prevent aging issue for the organizations. Because the obvious impact of the new generations, employers and employees relationship has become an interesting topic for researches.The porpuse of this study was to investigate the moderating effect on the relationship between role breadth self-efficacy and proactive behavior, particularly the different moderation among generations. The results of the empirical study were as follows:1.Role breadth self - efficacy positively effects on employee 's proactive behavior.2.Organizational culture moderates the relationship between role breadth self - efficacy and employee 's proactive behavior.3.In the younger generation, the supporting organizational culture negatively moderates the relationship between role breadth self - efficacy and proactive behavior. Differently, innovative organizational culture positively modeartes the relatioship between role breadth self - efficacy and proactive behavior in the senior generation
以低劑量電腦斷層於三度空間進行肺腺癌早期偵測;Early Screening of Lung Adenocarcinoma in Three-Dimensional Space Using Low-Dose Computed Tomography
No full text[[abstract]]根據衛福部統計資料，癌症已連續35年蟬聯國人十大死因之首，其中以肺癌的死亡率最高。肺癌中又以肺腺癌為大宗，且好發於女性患者身上。鑑此，如何在早期篩檢的資料中，發現癌症特徵並進行治療，是對抗肺腺癌的不二法門。本研究與台大和榮總醫院合作取得病患的肺部低劑量電腦斷層影像(Low Dose CT)，透過3D影像重建軟體將2D影像重建成3D模型，並觀察與比較肺腺癌患者腫瘤3D重建後的各種外觀與質地特徵，以期找出能分辨早期惡性與良性腫瘤之關鍵特徵。我們研究指出除了腫瘤體積之外，腫瘤密度變化也與惡性程度高度相關。因此本論文設計了一測量腫瘤密度變化之新穎特徵，稱為3D腫瘤消失速率(Tumor Disappearance Rate)，能更準確區分良性與惡性腫瘤。
According to Ministry of Health and Welfare in Taiwan, Cancer remained the first rank of ten major death caused reasons in the last 35 years which Lung cancer has the highest mortality rate. Among all lung cancers, adenocarcinoma accounts for the majority of them and especially common in female patients. As a result, it is very important to discover the feature of adenocarcinoma and accept appropriate treatment in early stage. The purpose of this research is focused on discovering novel features via 3D reconstruction from 2D LDCT images. Our study indicated that, in addition to volume, the density within the tumor is also highly associated with malignancy of the tumor. This thesis proposed a novel feature called 3D Tumor Disappearance Rate (3D-TDR), which is able to accurately distinguish malignancy from benign tumors
我國就業隱私法制之研究;
No full text[[abstract]]中文摘要企業在招募甄選員工時，為了挑選適合的人才，提高或謀取企業最大利益與價值，會運用各種方式或手段來蒐集求職者的相關資訊，以確保企業聘僱到適合的人員，更可避免求職者假造資料，而獲得受僱機會或竊取企業經營的營業秘密。另求職者礙於求職壓力，對於企業或人資的詢問或測試，為了獲得聘僱的機會，且因為對於隱私權沒有特別重視，對於企業或人資的要求或詢問，都會加以回應。目前對於各種行業求職者所需提供的隱私資料，並沒有一個明確的規範，直至102年6月7日新增制定就業服務法施行細則第1-1條，對於求職者的隱私權才有更進一步的保障。然該如何界定何種是屬於基於經濟上需求或維護公共利益等特定目的之必要範圍，並應與目的間具有正當合理之關聯，且為雇主可以要求求職者或員工提供的隱私資料，目前並沒有詳細的說明。企業或人資主管一不小心即逾越法律界限，侵犯到求職者的隱私權卻不知。透過深度訪談，得知企業與人資目前於招募上所遇到的困境，及求職者於招募時最常遇到的問題，同時整理出未來主管機關在執行上，可以有一個更明確的執行方向，得以讓企業及人資，能有效招募且又不違法之方案，讓好人才進入好企業一展長才，創造企業價值與社會利益。本研究整理出針對就業隱私法制未來執行或修法上的建議共有10項，以達到對求職者就業隱私權的保護，兼顧企業人力資源發展的需求，同時讓主管機關不會有窒礙難行之處。本研究提出建議，如下：1、透過保險來轉移企業風險；2、要求求職人員簽署就業隱私權益告知書；3、訂定員工隱私資料遭受侵害防治措施及申訴管理辦法；4、主管機關應制定就業隱私執行相關準則；5、制定友善職場企業認證相關法規；6、人力銀行納入法律管理；7、增加勞動法的教育法規修習；8、應於法規上制定就業隱私資料限期銷毀；9、提高就業隱私法律位階；10、制定企業勞動教育學習法