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    顯示項目1-25 / 1054. (共43頁)
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    日期題名作者
    2026-07-23 多國籍人來時代的到來:思索如何善用在台國際學生與創造和企業的「雙贏」?;The Upcoming Multinational Talent Era: Exploring How to Leverage International Students in Taiwan and to Attain“Win-Win”Outcomes? 王群孝
    2026-07-23 物以類聚?創業家—投資人配適度對後續績效之影響;Birds of a Feather? How Entrepreneur–Investor Fit Shapes Venture Performance 連婉茜
    2026-07-23 員工導向ESG對內部薪酬差距與員工離職的影響;The Influence of Workforce Esg on Internal Pay Disparity and Employee Turnover 陳明園
    2026-07-09 The Impact of Relaxation Space Design on Employee Job Performance: The Mediation of Psychological Detachment and Resilience;The Impact of Relaxation Space Design on Employee Job Performance: The Mediation of Psychological Detachment and Resilience 施雨萱; SHIH, YU HSUAN
    2026-07-08 企業推動ESG政策與員工價值觀契合度對員工敬業度之影響;ESG Implementation Intensity and Employee Value Congruence: A Response Surface Analysis of Employee Engagement 董立宇; TUNG, LI-YU
    2026-07-08 高階管理團隊特質多樣性與企業生成式AI採用之關聯—以資訊準備度與環境波動性為調節變數;Diversity of Top Management Team Traits and Corporate Generative AI Adoption: Information Readiness and Environmental Volatility as Moderators 徐偉淇; HSU, WEI-CHI
    2026-07-07 如何讓員工建言?世代刻板印象是關鍵-以參與式領導及建言自我效能作為調節變項;如何讓員工建言?世代刻板印象是關鍵-以參與式領導及建言自我效能作為調節變項 陳佳儀; CHEN-CHIA-YI
    2026-07-04 組織縮編陰影下的關鍵對話:對稱式溝通與離職意願關係之雙群體對比研究;組織縮編陰影下的關鍵對話:對稱式溝通與離職意願關係之雙群體對比研究 陳柏元; CHEN, BO-YUAN
    2026-07-01 The Impact of Soft Skills Training on Retention Intention: Learning Agility as a Mediator and Inclusive Leadership as a Moderator;The Impact of Soft Skills Training on Retention Intention: Learning Agility as a Mediator and Inclusive Leadership as a Moderator 周筠潔; Chou-Yun-Chieh
    2026-06-30 主管真誠領導對部屬工作塑造的影響—探討部屬心理資本和部屬主動性人格的中介和調節效果;The Influence of Supervisor Authentic Leadership on Subordinate Job Crafting: Exploring the Mediating and Moderating Effects of Subordinate Psychological Capital and Proactive Personality 賴彥任; LAI, YAN-REN
    2026-06-29 年齡相關變化意識、職業未來時間觀以及中高齡工作者職場成功老化之關係──探討感知年齡歧視的調節式中介作用;The Relationships Among Awareness of Age-Related Change, Occupational Future Time Perspective, and Successful Aging at Work for Older Workers: Exploring the Moderated Mediation Effect of Perceived Age Discrimination 陳宇翔; CHEN, YU-HSIANG
    2026-06-23 Perception of Organizational Politics and Employee Proactive Behavior: The Mediating Role of Knowledge Hiding and the Moderating Role of Social Support;Perception of Organizational Politics and Employee Proactive Behavior: The Mediating Role of Knowledge Hiding and the Moderating Role of Social Support 廖培妤; LIAO, PEI YU
    2026-06-23 那些沒說出口的委屈:階層微歧視對組織承諾的影響與心理契約破壞之中介;Hidden Wounds: The Impact of Hierarchical Microaggressions on Organizational Commitment and the Mediating Role of Psychological Contract Breach 丁于翔; HSIANG, TING YU
    2026-06-22 悖論領導行為對組織公民行為的雙面刃效應:韌性及工作壓力的中介效果與悖論心態的調節效果;The Double-Edged Effects of Paradoxical Leadership Behavior on Organizational Citizenship Behavior: Resilience and Job Stress as Mediators and Paradox Mindset as Moderator 張育薰; CHANG, YU-HSUN
    2026-06-16 中高齡之AI意識、工作活力與退休意圖之關係──探討AI知識之調節式中介作用;中高齡之AI意識、工作活力與退休意圖之關係──探討AI知識之調節式中介作用 李淑筠; LEE, SHU-YUN
    2026-06-15 在學生之工作價值觀對工作投入之影響:以目標導向為中介變項;The Influence of Work Values on Job Involvement Among Students: The Mediating Role of Goal Orientation 梁㝢涵; LIANG, YU-HAN
    2026-06-15 職場孤獨感與網路閒逛: 心理契約履行與組織承諾的序列中介作用;Workplace Loneliness and Cyberloafing: The Sequential Mediating Roles of Psychological Contract Fulfillment and Organizational Commitment 林奕彣; LIN, YI-WEN
    2026-06-15 職場社會勇氣、自尊與職涯自我效能之關聯—以趨近氣質與迴避氣質為調節變項;The Relationship between Workplace Social Courage, Self-Esteem, and Career Self-Efficacy: Approach and Avoidance Temperaments as Moderators 林孟潔; LIN, MENG-CHIEH
    2026-06-12 玻璃懸崖上的永續決策:探討 CEO 性別置換、女王蜂效應與關鍵少數的調節機制;玻璃懸崖上的永續決策:探討 CEO 性別置換、女王蜂效應與關鍵少數的調節機制 葉品謙; YEH, PIN-CHIEN
    2026-03-10 沈默非金!共融領導對建言行為的影響:心理韌性的中介角色與知覺組織圈內人的調節效果;Silence is Not Golden: The Impact of Inclusive Leadership on Voice Behavior—The Mediating Role of Psychological Resilience and the Moderating Effect of Perceived Insider Status 李曉昀; LEE, SIAO-YUN
    2026-03-05 以UTAUT模式探討生成式人工智慧使用意圖與使用行為-以工作不安全感為調節變項;Exploring Behavioral Intention and Usage Behavior of Generative AI Based on the UTAUT Model: The Moderating Role of Job Insecurity 陳彥筑; CHEN, YEN-CHU
    2026-03-02 非正式溝通對員工創新行為的影響—以組織認同和專注能力為序列中介變項;The Impact of Informal Communication on Employees’Innovative Work Behavior: A Sequential Mediation Model of Organizational Identification and Focus Ability 徐琝昕; Hsu, Wen-Hsin
    2026-02-11 遠距工作可以激發創新?探討遠距工作對員工創新行為的影響:以組織自尊為中介效果及賦權領導為調節效果;Can Remote Work Stimulate Innovation? Exploring the Impact of Remote Work on Employee Innovative Behavior: The Mediating Role of Organization-Based Self-Esteem and the Moderating Role of Empowering Leadership 葉又瑄; YEH, YU-HSUAN
    2026-02-03 主管悖論思維之期待與感知一致性對部屬績效之影響-內隱領導理論的觀點;The Impact of Expectation–Perception Consistency in Supervisors’ Paradoxical Thinking on Subordinates’ Performance: An Implicit Leadership Theory Perspective 陳咨宇; Chen, Tzu-Yu
    2026-01-12 情緒操控對員工幸福感的影響─ 以知覺組織支持與員工韌性為調節式中介變項 張淳茵; Zhang, Chun-Yin

    顯示項目1-25 / 1054. (共43頁)
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