| Summary: | 碩士 === 樹德科技大學 === 經營管理研究所 === 98 === The 21st century has been hailed as a time of tremendous change in the world of work. Given the accelerated rate and complexity of changes in the workplace, it is not surprising that there are a large empirical practices and growing literatures on the causes, consequences, and strategies of organizational change. For example, a global financial crisis was following by the “subprime mortgage” of the United States in September 2008. While at the time, Lehman Brothers was declared bankrupt, and thus the United States Government took over Fannie Mae and Freddie Mac. The major mortgage firms, investment banks, and insurance group in the United States have deteriorated seriously. The financial crisis finally spread out the whole world quickly from the United States to Iceland, Dubai and Greece. Along with this, The phenomena of economic unrest truly reacted on the employment market of Taiwan. The unemployment rate in the 1st and 2nd half of 2008 and 2009 were 3.87%, 4.42%, 5.73%, and 5.85%, respectively. While the supply conditions of the employees were fixed in the Taiwanese employment market, the raising unemployment rate presented the change need of human resource utilization toward firms’ productivity. Based on the evens already cited, this research conducts resource-based theory (RBT) as a viewpoint with multiple hierarchical regression (MHR) to expand the new findings by: when a student’s competence trained by the both particular programs of academic basic lower-level and professional upper-level, we suggest that the student enables in raising the employment rate. The rationale reason could be: when we consider the component of core competence as creative force, learning ability, and practical experience, the processes of the academic particular programs and the college-firm collaboration can help enhance the student from a labor force to human resource, increasing a employment rate based on a better contribution to firms.
|
|---|
