國際與社會科學學院

Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/9

宗旨-全球視野與在地實踐
在全球化的今天，臺灣身處亞太新興發展區域的樞紐地位，是東北亞及東南亞的節點， 也是傳統與創新兼具的活力島嶼。本院站在這些潮流之上，提供學生全球視野及在地實踐的學習。
目標-培養複語素養與文化能力
本院外籍生占全院學生之四分之一，已是全校外籍學生之二分之一，以提供學生全球視野及在地實踐的學習。全球國際的視野意味著學生要具備複語素養與文化能力，係以美國外語教學學會認定的5C能力，包含：運用語言溝通的能力(Communication)、體認多元文化的能力(Cultures)、貫連其他學科的能力(Connections)、比較不同語言文化的能力(Comparisons)、及學以致用的能力(Communities)。

本院為外籍學生開設相當豐富的華語文化、社會政經、全球管理、跨文化合作、及社會實踐等課程，幫助外籍學生熟悉華人文化與社會，並透過與本地學生一起學習過程，共同建構國際全球視野。除了華語課程外，本院也提供在地學生多種語言的課程，包括英語、法語、德語、西語、日語、韓語及俄羅斯語等。學生亦可連結各獎學金與獎勵措施，申請赴外國知名大學交換或短期留學。

本院透過具「全球視野」特色的各種課程，開闊學生的視野與胸襟；也透過「在地實踐」的各種考察與實習活動，深耕台灣與世界的連結網絡，以達到培育具全球視野與在地實踐之國際人才。
特色-跨文化交織與跨領域學習
為確保學生畢業時具備複語素養與文化能力，本院提供國際華語、東亞文化與政治經濟、歐洲文化與觀光、社會工作、大眾傳播、國際人力資源等多種學程與課程供學生修習，朝跨學科、跨語言、跨文化等多元學習邁進。本院強調跨領域的學習，並分為三個主軸：
華語文教育
培養各專業領域所需之國際華語人才，使其熟習海內外華人社會與文化，並具備跨文化素養與溝通能力，藉此促進區域間的文化交流，進而厚植全球華語文化的軟實力。
區域研究
聚焦東亞與歐洲研究，透過學生至業界或機構或歐洲合作學校的實習與參訪，培育具「文化思想與應用」、「政經與區域發展」 之跨文化教學及研究人才。鼓勵學生赴外交換與國際學術交流。
社會科學
國際人力資源以全英語授課，幫助學生具備全球化職場素養和人力資源專業知能。傳播則培育具新傳播科技產製、分析與決策能力之大眾傳播專業人才。社工以家庭與社會工作領域為主，培育專業社會工作人才，透過多元對話與學習，建構全球化與在地化專業社會工作視野。
學系
華語文教學系
結合數位科技與華語文相關資源進行跨領域研究，培養華語教學與研究人才、促進華語教學專業化與國際化。
東亞學系(政治學研究所)
聚焦東亞，培育「文化思想與應用」、「政經與區域發展」之教學及研究人才。
研究所
大眾傳播研究所
跨越科技、國界與文化之跨界人才。開創新媒體、新思維與新批判之新時代人才。掌握網路資訊社會脈動、領先趨勢思維之前瞻人才。
國際人力資源發展研究所
培育人力資源發展與管理之專業人才。培育國際化與跨文化管理之專業人才。
社會工作學研究所
培育以家庭與社會工作領域為主之專業社會工作人才。整合社會工作理論與實務方法，加強學術與實務互動，訓練具國際視野和多元文化能力專業社會工作人才，建構全球化與在地化專業社會工作實踐。
歐洲文化與觀光研究所
以歐洲文化為經，觀光研究為緯，對歐洲進行全新的通盤研究，培育兼具國際宏觀和深厚人文素養的文化研究與觀光專業人才。
研究中心
全球客家文化研究中心
著重三大方向的研究發展：臺灣客家研究、中國大陸客家研究、東南亞（全球）地區客家研究。
原住民族發展中心
致力於建立原住民族研究知識論，融合及傳承原住民族知識文化之原住民族教育，謀求原住民族與文化之永續發展。
東亞文化與漢學研究中心
努力邁入全球的漢學與文化研究以及與歐美兩洲漢學機構的交流和合作。
社會工作與家庭研究中心
致力於社會工作在家庭相關議題之跨界及跨領域的交流與合作。以及建構社會工作與家庭相關領域之國際視野與本土化專業發展。
僑務政策研究中心
針對我國與其他國家的僑務政策、僑務組織進行研究，提供政府有關僑務工作發展之意見，並與國際上相關學術機構進行合作。

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    The Relationship among Emotional Intelligence, Job Satisfaction, and Organizational Commitment in the Banking Sector in The Gambia
    (2012) Isatou A.F. Jallow; Isatou A.F. Jallow
    Despite the large number of studies that examined the antecedents of organizational commitment, fairly little is known about its relationship with emotional intelligence and job satisfaction in developing countries. Hence, the aim of this study was to examine the relationship between emotional intelligence and job satisfaction on organizational commitment of employees among six banks in The Gambia. A Quantitative research design was used and thus, a convenience sampling of 200 employees were drawn from the six banks selected for this study. Three scales: Emotional Intelligence from Wong and Law (2002); Spector’s (1985) Job Satisfaction and the Organizational Commitment from Meyer, Allen and Smith (1997) were employed to collect data from the participants. The data analyses involve the use of One-Way ANOVA, Pearson Product Moment Correlation and Simple Linear Regression. The findings from the One-Way ANOVA analysis indicates that among the five demographic variables chosen for this study, only level of education had a significant difference on organizational commitment. Furthermore, the findings from the correlation and regression analysis show that emotional intelligence and job satisfaction is positive and has a significant effect on organizational commitment. Similarly, emotional intelligence was also positively and significantly related to job satisfaction. Based on the outcome of the study, it is recommended that managers and human resource practitioners to consider incorporating emotional intelligence assessment into the educator hiring process as well as determine the job satisfaction levels of employees as a basis for forming training budgets and retention strategies. It is hoped that these programmes will enhance and retain valuable employees especially in The Gambia banking industry.
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    An Investigation of Factors Affecting Bank Employees’ Retention in The Gambia
    (2014) 孫莉娜; Mariam Jaye Sowe
    This research was conducted in The Gambia whose population is about 1.8 million with a total of 13 banks and over 70 branches in all in the country. With the market greatly liberalized which has eventually resulted in an increased competition in the domestic financial system, banks end up competing for the same customers who are increasingly aware of their many choices. In addition, as job mobility increases, a high rate of turnover and job hopping has been created with bank employees moving from one job to another and this has created a growing interest on what needs to be done to retain employees. Thus, this research investigated job satisfaction, organizational commitment and compensation satisfaction as factors that can affect employee retention for the attainment of greater organizational performance of bank employees in The Gambia. The samples included employees in the top five banks in The Gambia and purposeful sampling was used to select the cases for inclusion in this research. 155 people responded to the questionnaire by submitting hard copies as well as online submissions. The study adopted validated measurement instruments from researchers who have conducted studies in these constructs. Data for this research was analyzed using quantitative research method. Descriptive statistics, correlation analysis and multiple regressions were used to analyze the data. Based on results of this study, job satisfaction and organizational commitment are found to be significant predictors of retention while compensation satisfaction had an inverse relationship with retention. Based on the findings and the research process, some recommendations are provided.
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    台灣社福機構之志工留任因素探討
    (2014) 陳遠晴; Yuan-Ching, Chen
    本研究之目的為探討影響志工留任因素，並採用組織架構中的個人、群體、組織之三構面分層探究各項因素。此研究中的參與者可分為兩種：一則為曾經或是現在服務於社福機構中達三年或三年以上的志工，二為曾經過是現在服務於社福機構終達三年或三年以上的志工管理、經理者。為求研究結果的多樣性與結果應用的普遍性，所有參與者分別來自不同的社福機構，並以結構式訪談得出較深入的訪談結果。此研究的結果貢獻於實務界中的志工管理相關議題。
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    The Relationship between Training and Development and Organizational Commitment of Private Service Companies in Mongolia: Job Satisfaction as the Mediator
    (2019) 穆易白; ABAI MURAT
    In this permanently and aggressive developing marketplace, training and development and organizational commitment are focused on those essential and important factors in an organization. There are many researchers have been investigated the factors in the organization such as training and development and organizational commitment. Also, there are several studies found that job satisfaction positively related to training and development as well as organizational commitment. This study proposed to investigate the relationships among training and development, organizational commitment and job satisfaction as a mediating role within the private service companies in Mongolia. The data collected via online survey, 250 full time employees was analyzed with SPSS and AMOS. The results of the hypotheses test confirmed that training and development is positively related to organizational commitment. Results also showed that job satisfaction mediated the relationship between training and development and organizational commitment. The findings of this study also provided knowledge in the practical way to the private companies in Mongolia with perception of training and development, organizational commitment, and job satisfaction.
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    Leadership Matters? The Moderating Effects of Perceived Transactional and Transformational Leaderships on Career Plateau and Organizational Commitment in Belize
    (2017) 古瑞希; Delsie Loreni Ku
    The organizational structure and workplace environment is continuously changing and adapting. As a result, career plateau is more salient in the workplace, resulting in consequences such as reduced organizational commitment and challenges to management. Numerous researches on career plateau have supported the theory that a plateaued employee is harmful to the organization’s success, but few focus on the effects of career plateau in developing countries. Likewise, there is limited focus on how leadership can influence the outcome of organizational commitment in plateaued employees. This study sought to confirm the relationship between career plateau and organizational commitment, with a focus in the moderating roles of transactional and transformational leaderships, particularly in the context of Belize. Data collected, using an online questionnaire, from 247 full-time employed Belizeans, with at least one year tenure with their organization was analyzed. The linear and hierarchical regression analyses were used to confirm the negative correlation between plateaued employees and their affective and normative commitments, and a positive correlation to their continuance commitment. As well, the moderating effects of transactional and transformational leaderships on this relationship were analyzed. The findings show that plateaued employees display reduced affective commitment to the organization, and transactional leadership behaviors strengthen this negative relationship. The results also show that plateaued employees display reduced normative commitment to the organization; however, transformational leadership moderates this negative relationship. What's more, the results also showed that plateaued employees display higher continuance commitment, and transformational leadership strengthens this relationship.