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365 Days of Northern Nature: Backyard Almanac: Photo Edition

為了解決OOH的問題，作者Weber, Larry 這樣論述：

Larry Weber’s own ＂backyard＂ is his old farm in Carlton County, Minnesota, where he lives with his wife and son. He was a science teacher for more than 40 years, and he received the Minnesota Secondary Science Teacher of the Year and the National Biology Teacher Association’s Middle School Life Scie

nce Teacher of the Year awards. He has weekly radio phenology programs and a phenology column for a local newspaper. He is the author of Butterflies of the North Woods, Spiders of the North Woods, Fascinating Fungi of the North Woods, Web Watching, and Awesome Autwin. Daily walks on his land keep La

rry in tune with the phenology of our northern flora and fauna. Sparky Stensaas is a naturalist, a publisher, and the author of six books on the natural history of the North Woods. He is a photographer with a passion for all things wild, including birds (duh!), spiders, (wow!), butterflies (ooh!), f

ungi (really?), mammals, moths, and miscellaneous Minnesota stuff. Sparky’s latest venture is Friends of Sax-Zim Bog, a non-profit aimed at educating the public about the natural history of bogs and purchasing and preserving land in one of North America’s premiere birding locations. He lives with hi

s wife, Bridget, and sons, Birk and Bjorn, under the big pines in the Nemadji Valley of northern Minnesota.

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台灣南部地區醫院專科護理師職業倦怠、 工作滿意度與離職意向關係之探討

為了解決OOH的問題，作者盧雅惠 這樣論述：

專科護理師之工作內容因科別屬性、不同執業場所及其單位規定不同而有不同的職務，致使面對多重工作角色要求，衍生出不同程度的職業倦怠與工作滿意度，甚而影響其離職意向。本研究目的為探討台灣南部地區醫院專科護理師職業倦怠、工作滿意度與離職意向之關係。本研究採橫斷式研究設計，立意性取樣，針對台灣南部四家地區醫院，共發放40份問卷調查，回收有效問卷共40份，回收率100%。收案期間為2021年10月01日至2021年12月31日止。研究工具包含哥本哈根疲勞量表(Copenhagen Burnout Inventory, CBI) 評估職業倦怠情形、短式明尼蘇達滿意度量表(Minnesota Satisfa

ction Questionnaire, MSQ)評估工作滿意度狀況及離職意向量表評估離職傾向程度。研究結果顯示，專科護理師以女性、大學教育程度與年齡滿35歲未滿45歲占最多；工作單位為內科、需輪班者及過去一年平均每月薪資45,001至55,000元占多數；專科護理師執業總年資以滿1年未滿3年和滿6年未滿10年最多。「專科護理師人口學特質」之年齡，在「服務對象疲勞」和「整體職業倦怠」有顯著差異，二者皆是滿45歲未滿55歲高於滿25歲未滿35歲；性別與工作班別二項，在「外在工作滿意度」有顯著差異，即男性的「外在工作滿意度」高於女性，輪班者的「外在工作滿意度」高於固定班者。專科護理師「整體職業倦怠

」介於不常感到疲勞到有時感到疲勞之間(M=1.72, SD=0.61)，構面得分最高為「個人疲勞」，介於不常感到疲勞到有時感到疲勞之間(M=1.89, SD=0.60)；「整體工作滿意度」介於不滿意到滿意之間(M=2.99, SD=0.40)，構面得分最低為「外在工作滿意度」，介於不滿意到滿意之間(M=2.79, SD=0.48)；「離職意向」介於不常有離職念頭到有時有離職念頭之間(M=1.38, SD=0.95)。「離職意向」與「整體職業倦怠」有中度正相關(r=0.519, p

Skiing the North Shore: A Guide to Cross-Country Trails in Minnesota’’s Spectacular Lake Superior Region

為了解決OOH的問題，作者Slade, Andrew 這樣論述：

Andrew Slade’s parents first set eyes on each other on the North Shore of Minnesota, and his life has centered there since birth--despite growing up in the Twin Cities. As a kid, he caught nets full of smelt at the Cross River, jumped cliffs into the deep pools of an unnamed North Shore river, helpe

d to band woodcock in the open fields of North Shore homesteads, and shut his eyes tight each time the family wagon drove around Silver Cliff (readers, don’t worry-- today there’s a tunnel through the cliff and Andrew’s eyes stay wide open). With his intrepid father, he had to abandon a mid-1970s as

sault on Carlton Peak due to a lack of recognizable trails. As a canoe guide and outdoor educator in Ely, he learned that ＂sauna＂ is a three-syllable word (sow-ooh-nah). In his twenties, he bushwhacked by snowshoe much of what is now the Manitou-Caribou section of the Superior Hiking Trail. At age 2

8, in his ＂before kids＂ era, he was the editor and lead author of the first Guide to the Superior Hiking Trail. Andrew graduated from the University of Minnesota with a BA in environmental education and from the University of Montana with a MS in environmental studies. His favorite wildflower is Mer

tensia paniculata, the native North Shore bluebell. Andrew has worked for environmental education, parks, and conservation organizations on the North Shore since 1992.

金融科技對金融機構人力資源管理影響之探討

為了解決OOH的問題，作者戴若庭 這樣論述：

金融科技所帶動的數位轉型，對於各國金融機構內部人力配置如組織重組裁撤或將人力轉調為不可避免之事項，故而衍伸出新型態的勞資爭議與法令型態。透過政府統計資料可得知我國金融業分行數與整體從業人數雖開始變化，但不劇烈，裁撤整併案例多好發於外商銀行。國外發展進程較早，已經逐漸面臨衍生之問題，有鑑於今日金融科技創新之研究著重於內部管理層面，對於人力資源、勞資關係鮮少著墨，因此本文經由探討國際組織、新加坡、英國之文獻回顧與整體訪談分析後，本文結論與建議如下：一、臨櫃人員需求減少、技術工程人員需求增加：在此變動情勢下，勞工能有「持續學習與技能再造是新世代必備能力」及特定職位「人力資源從業人員要重視同理心與溝

通力」，方能屹立不搖。二、人力資源政策之變化：所有的變化皆希冀彌平資訊不對稱，因此「政策制定前蒐集員工心聲才能使措施有效益」(一)招募：對外主動及開拓新管道招募多元人才，對內重新定義人才需求，在招募過程中建議「履歷投遞方式適度鬆綁」增加人選投遞意願 (二)教育訓練：導入線上學習平台、舉辦線上教育訓練，需注意「企業內部教育訓練應注意訓練對象與時間分配」(三)薪酬福利：橫向參考同業、縱向參考外部顧問公司(四)員工體驗：入職時的員工服務與關懷、新人力資源政策發布時定期追蹤員工適應狀態。三、勞資關係法規適用：當特定職位勞工被金融科技取代時，除津貼、教育訓練進行培訓外，「國家應從教育體系建立完整教育訓練

鏈」。如欲調動工作職務時需符合「調職五原則」，非不得已需解僱時，需符合「解僱最後手段性」，另外「員工能否主張自願被解僱」也為值得討論之議題。工會在處理相關議題時「會務人員思維應與數位轉型同步」、「企業工會與上級工會資源需持續整合」，才能知己知彼，持續壯大聲勢爭取權益。目前現行法制對員工資料蒐集的界線無明確標準，「員工隱私權的保護刻不容緩」，且客戶資安外洩事件時有所聞，如希冀能與新加坡、英國金融業發展至相同便利性、一站式服務，對「客戶資安議題宜從長計議」。