鄰近類別 考古題 [15/15] 類別統計 近3年內發表的文件: 73(11.72%) 含全文筆數: 623(100.00%) 文件下載次數統計 下載大於0次: 623(100.00%) 下載大於100次: 598(95.99%) 檔案下載總次數: 595798(97.91%) 最後更新時間: 2026-10-30 03:30 上傳排行 資料載入中..... 下載排行 資料載入中..... 最近上傳 組織DEI氛圍對員工工作投入之影響：歸屬感、工作滿意度與團隊協同效能之... 主管關懷對話對員工倦怠、留任與主動求助意願關係之研究：論心理安全感之中... 日式管理中的世代共融：以台灣日商企業的Z世代工作價值觀為例;Gener... 融入才能推薦！在台韓資企業台籍員工知覺跨文化溝通能力對員工推薦意願之影... 當目標被傳達，意義誰來承擔？ 跨層級治理下詮釋責任缺口與策略型HR角色... 員工體驗對於工作敬業度之影響—以心理安全感與學習行為為序列中介變項;T... 面試官不合宜行為對應徵者之影響：世代差異與薪酬水準之調節效果;面試官不... 員工作為組織偵探：公司與主管層級人力資源制度落實訊號不一致下的員工解讀... 培養人資職務為公司策略夥伴與職務接班梯隊之歷練軌跡研討— 以職務輪調與... 藍領招募管道與職缺關鍵字對應徵成效之影響 以A公司為例;藍領招募管道與...

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顯示項目1-25 / 623. (共25頁) 1 2 3 4 5 6 7 8 9 10 > >> 每頁顯示[10|25|50]項目

日期	題名	作者
2026-09-02	組織DEI氛圍對員工工作投入之影響：歸屬感、工作滿意度與團隊協同效能之中介效果;組織DEI氛圍對員工工作投入之影響：歸屬感、工作滿意度與團隊協同效能之中介效果	張佳琦; CHANG, CHIA-CHI
2026-08-24	主管關懷對話對員工倦怠、留任與主動求助意願關係之研究：論心理安全感之中介角色;The Relationships Among Supervisor–Employee Caring Conversations， Job Burnout， Retention Intention， and Help-Seeking Intention: The Mediating Role of Psychological Safety	汪士瑋; WANG, SHIH-WEI
2026-08-12	日式管理中的世代共融：以台灣日商企業的Z世代工作價值觀為例;Generational Integration in Japanese-Style Management: A Case Study of Generation Z Work Values in Taiwanese Subsidiaries of Japanese Enterprises	陳羿陵; CHEN, YILING
2026-07-16	當目標被傳達，意義誰來承擔？ 跨層級治理下詮釋責任缺口與策略型HR角色之再理解;When Goals Are Communicated: Reconceptualizing the Interpretation Responsibility Gap and the Strategic Role of HR in Cross-Level Governance	陳舜琦; CHEN, SHUNCHI (VALERY CHEN)
2026-07-16	融入才能推薦！在台韓資企業台籍員工知覺跨文化溝通能力對員工推薦意願之影響—以組織認同為中介、工作滿意度為調節變項;融入才能推薦！在台韓資企業台籍員工知覺跨文化溝通能力對員工推薦意願之影響—以組織認同為中介、工作滿意度為調節變項	胡至葦; HU, CHIH-WEI
2026-07-15	員工體驗對於工作敬業度之影響—以心理安全感與學習行為為序列中介變項;The Impact of Employee Experience on Work Engagement: The Sequential Mediating Roles of Psychological Safety and Learning Behavior	江慈徽; HUI, CHIANG TZU
2026-07-13	面試官不合宜行為對應徵者之影響：世代差異與薪酬水準之調節效果;面試官不合宜行為對應徵者之影響：世代差異與薪酬水準之調節效果	張濰衣; YI, CHANG WEI
2026-07-10	員工作為組織偵探：公司與主管層級人力資源制度落實訊號不一致下的員工解讀與反應;EMPLOYEES AS ORGANIZATIONAL DETECTIVES: EMPLOYEE INTERPRETATIONS OF AND RESPONSES TO CROSS-LEVEL INCONSISTENCY BETWEEN ORGANIZATION- AND SUPERVISOR-LEVEL HRM IMPLEMENTATION SIGNALS	謝美君; HSIEH, MEI-CHUN
2026-07-08	培養人資職務為公司策略夥伴與職務接班梯隊之歷練軌跡研討— 以職務輪調與單一歷練制度為例;Exploring the Development Trajectories for Cultivating HR Roles as Corporate Strategic Partners and Succession Pipelines: Taking Job Rotation and Single-Role Specialization Systems as Examples	劉皓瑋; LIU, HAO-WEI
2026-07-07	工作滿意度、留任意願與組織公民行為之研究：論職場友誼的調節作用;A Study on Job Satisfaction， Retention Intention， and Organizational Citizenship Behavior: The Moderating Role of Workplace Friendship	婁方貞; LOU, FANG-CHEN
2026-07-07	利潤中心對創業家精神之影響以心理安全感為中介變數;The Effect of Profit Centers on Entrepreneurship with Psychological Safety as a Mediating Variable	劉明晏; LIU, MING-YEN
2026-07-07	藍領招募管道與職缺關鍵字對應徵成效之影響 以A公司為例;藍領招募管道與職缺關鍵字對應徵成效之影響 以A公司為例	蕭佳騏; SIAO, JIA-CHI
2026-07-06	回望中的重量：工作鑲嵌如何透過工作意義與組織懷舊影響員工回任意願;The Weight of Looking Back: The Influence of Job Embeddedness on Boomerang Intentions through Meaning of Work and Organizational Nostalgia.	黃奕婕; CHIEH, HUANG YI
2026-07-06	被接住還是被留下？職場性騷擾後的組織回應;被接住還是被留下？職場性騷擾後的組織回應	王晨馨; HSIN, WANG CHEN
2026-07-06	部屬悖論追隨行為、組織公民行為與任務性績效之關聯探討-全觀思維的調節式中介效果檢驗;A Study on Paradoxical Followership Behavior， Organizational Citizenship Behavior， and Task Performance：A Test of the Moderated Mediation Effect of Holistic Thinking	楊琇如; Yang, Hsiu Ju
2026-07-01	悖論領導行為對員工知識分享行為的影響：以工作複雜度為調節變項的探討;悖論領導行為對員工知識分享行為的影響：以工作複雜度為調節變項的探討	吳俐瑩; WU, LIYING
2026-06-29	中高齡員工之AI意識對情緒耗竭與內部感知就業力之關係—以職涯適應力為調節變項;The Relationship Between AI Awareness， Emotional Exhaustion， and Perceived Internal Employability Among Middle-Aged and Older Employees: The Moderating Role of Career Adaptability	陳惠芝; CHIH, CHEN HUI
2026-06-29	觸碰生命的律動：妥瑞職人職場主體性重構之敘說探究;觸碰生命的律動：妥瑞職人職場主體性重構之敘說探究	許源忠; CHUNG, HSU YUAN
2026-06-25	AI意識對中高齡員工情緒耗竭與繼續工作意願之影響—探討AI自我效能的調節式中介效果;The Impact of AI Awareness on Emotional Exhaustion and the Intention to Continue Working among Middle-Aged and Older Workers: Exploring the Moderated Mediating Effect of AI Self-Efficacy	王菁璽; WANG, CHING-HSI
2026-06-25	悖論領導行為對部屬知識分享之影響：以領導－部屬交換關係為中介變項，部屬悖論心態為調節變項;The Impact of Paradoxical Leadership Behavior on Subordinate Knowledge Sharing: Leader-Member Exchange as a Mediator and Subordinate Paradoxical Mindset as a Moderator	王雅慧; HUI, WANG YA
2026-06-24	員工離職精準預測模型－以IBM公開資料集為例;A Precision Prediction Model for Employee Attrition: A Case Study Using the IBM Public Dataset	林家銘; LIN, CHIA-MING
2026-06-22	中高齡工作能力、職涯未來時間觀和職場成功老化之關係—探討感知年齡歧視的調節式中介關係;The Relationships Among Work Ability， Occupational Future Time Perspective， and Successful Aging at Work: A Moderated Mediation Analysis of Perceived Age Discrimination	郭至恆; KUO, CHIH-HENG
2026-06-22	當升遷來敲門：主管授權型領導與組織支持對員工升遷決策之影響;When Promotion Knocks: The Impacts of Empowering Leadership and Perceived Organizational Support on Employees′ Promotion Decisions	張純琪; CHI, CHANG CHUN
2026-06-15	主管悖論領導行為對部屬工作效能之影響：不確定性規避之調節效果;The Impact of Supervisors’ Paradoxical Leadership on Employees’ Work Effectiveness: The Moderating Role of Uncertainty Avoidance	楊忻倢; YANG, SIN-JIE
2026-05-21	人力資源管理人員如何因應人工智慧之挑戰：認知與策略;人力資源管理人員如何因應人工智慧之挑戰：認知與策略	管健元; KUAN, CHIEN-YUAN

顯示項目1-25 / 623. (共25頁) 1 2 3 4 5 6 7 8 9 10 > >> 每頁顯示[10|25|50]項目