In recent years, the number of universities in Taiwan has grown significantly, as well as the number of teachers. The conditions for employing university teachers are based on their professional academic and practical background. Therefore, the affirmation of a university teacher's professional and academic qualifications should be supported by his relevant educational background and publications. However, there is a lack of working guidelines and relative measurement tools regarding teachers' professional teaching competencies. At the same time, the Ministry of Education is giving impetus to the promotion of instructional quality. Schools in Taiwan are starting to work on promoting teachers' professional and teaching competencies. However, most teachers in universities are undertaking in service training or studying. The development of university teachers' professional teaching competencies and training is still insufficient in terms of systematic training programs and curriculum design. Therefore, this study utilizes a CBT (Competency-Based Training) model, which is broadly used by professionals of educational curriculum design, integrates it with the popular e learning information technology in order to form an e-CBT Model, and then develops indicators of professional teaching competence in university teachers and a structure for training programs. For future studies, it is suggested that researchers can, in accordance with this systematic model, develop e learning teaching materials. Thus, universities can apply this model to assist teachers' in-service training and professional development, and can expect to increase the overall teaching effectiveness of the school.
This paper explores the optimal licensing contract, in which the manufacture firm holds the equity of the retail firm and licenses the cost-reducing innovation to the vertically integrated firm. The objective of this paper is to investigate the effect of the retail firm's equity on the manufacture firm's licensing decisions. The paper shows that the manufacture firm prefers royalty (fixed-fee) licensing when the manufacture firm holds large (small) equity of the retail firm.
In this study our aims were to identify, in the context of the Chinese business environment, the main components of the professional competence of newly recruited employees that are critical to human resource (HR) performance, and, relative to the prediction of individual and departmental performance, to explore the influences of the identified competencies, and other important human dispositional factors, in terms of supervisors' conscious quality and career aspirations. In Study 1 we conducted in-depth interviews with a representative sample of 13 senior HR managers, in order to identify the key competencies of newly recruited employees. In Study 2 we developed a questionnaire and conducted a survey with 251 HR managers from a variety of enterprises in Taiwan to explore the impact of dispositional manpower quality on performance. We identified key dispositional manpower qualities of subordinates and supervisors and verified the relevance of these qualities in the context of the Chinese workforce. The practical implication of our findings to organizations in China is that organizations should provide more training facilitation to develop these key competencies and dispositional qualities among both managers and new employees.
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