| Summary: | 碩士 === 輔仁大學 === 非營利組織管理碩士學位學程在職專班 === 106 === Since biotechnology is an essential evolving item in Taiwan, we assist such as talent development in biotech industry, achievement commercialized, and intellectual property transfer, through transdisciplinary cooperation of industry, government, and academic research organizations, aim to build a new target of “Asia-Pacific Biotechnology and Pharmaceutical Research and Development Industry Center”. However, restricted by the regulation, RAs can only be hired as atypical employees. They are re-recruited annually with no employee benefits, facing risk of infection, pathogenicity, and poor protection.
As a consequence of resource competition and outgoing unsmoothly, RAs who used to work as temporary job choose to retain in order to avoid fierce competition nowadays. In that case, the questions of this research are 1) What is the inspiration of being RA? 2) How the mutual interactions react between individual and his environment? and 3) What are career coping strategies of periodic contract employees? The purpose of this research is to expect an appropriate career development for RA, also reminds the academic research organizations to emphasize the rights of employees.
This essay is based on the Minnesota theory of work adjustment by Dawis & Lofquist and the P-E interaction model. Using semi-structured in-depth interview of qualitative research, contexts of two senior SAs’ interview are analyzed. Researcher finds out that SAs in periodic contract model are willing to work positively in order to renew contract, showing one’s high self-identity. Researcher also finds out that SA will start up a sideline with his/her interest and will run plenty of business for living. Expect this essay will benefit the workers in NPO and other organizations.
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