in this area.
在這個區域。

And I think you can think of it as they are just
我認為你可以認為它們只是

taking different routes to go to this ultimate goal
採取不同的路線來達到這個最終目標

of productivity and satisfaction.
生產力和滿意度。

So for example, industrial psychologists may focus on
例如，工業心理學家可能會關注

how to select people, how to train people,
如何選人、如何培養人、

how to appraise the performance,
如何評價績效，

so that we can make them more productive
以便我們能夠提高他們的生產力

and satisfied with their job.
並對自己的工作感到滿意。

Organizational psychologists, on the other hand,
另一方面，組織心理學家

are interested in the interpersonal relationships
對人際關係有興趣

in the workplace.
在工作場所。

So as you can see, maybe they do leadership research.
正如你所看到的，也許他們進行領導力研究。

How do people in the team setting interact with each other
團隊環境中的人們如何相互交流

so that you will make them more productive or satisfactory.
這樣你就能讓他們更有成效或更令人滿意。

Then now that OHP is emerging field
那麼現在 OHP 是一個新興領域

within the industrial organization psychology,
在產業組織心理學中，

and you can say that this is quite interdisciplinary,
你可以說這是一個非常跨領域的事情

so to speak.
可以這麼說。

So we are interested in the ways to improve
所以我們對改進的方法很有興趣

the quality of work life and make people safe,
工作生活品質並確保人們安全，

healthy, and happy, generally enjoy the good well-being
健康、快樂、普遍享受美好幸福

in the workplace.
在工作場所。

However, the ultimate goal is so that they can be healthy,
但最終的目的還是為了讓他們能夠健康，

so that they can be productive and happy in the workplace.
使他們能夠在工作場所中高效且快樂。

So some of the topics that you may encounter
所以你可能會遇到的一些話題

in the OHP field is workplace violence and bullying.
OHP 領域的重點是工作場所暴力和霸凌。

I just heard about the huge news in Taiwan
剛剛聽到台灣的大新聞

where the employees were signed
員工簽名的地方

because of the workplace bullying.
因為職場霸凌。

High workload and workplace stress,
高工作量和工作壓力，

and their work life balance.
以及他們的工作生活平衡。

So this is where my research fits in.
所以這就是我的研究的切合點。

And if you think about it,
如果你仔細想想，

how to think about the research on work
如何思考工作研究

and non-work interface.
和非工作介面。

I would say that we are taking a holistic view
我想說的是我們正在採取整體觀點

about the worker.
關於工人。

So most of the time in the IO psychologist,
所以大部分時間在IO心理學家中，

we focus on the worker himself or herself.
我們關注工人本人。

So for example, let's say you are going to think
舉例來說，假設你會想

if I am productive right now, if I'm happy now,
如果我現在很有成效，如果我現在很快樂，

you are going to think about me as an assistant professor
你會以為我是助理教授

from NCCU giving a talk, invite a talk.
來自國立政治大學的演講，邀請演講。

And then you are going to think about my skills,
然後你會考慮我的技能，

my education, and so on.
我的教育等等。

If I were to take a work and non-work lens
如果我要帶工作和非工作鏡頭

to understand my performance and satisfaction,
了解我的表現和滿意度，

you must think about what are the roles
你必須考慮角色是什麼

that I have in my life.
我生命中擁有的。

So I am a daughter, I am an older sister,
所以我是一個女兒，我是一個姐姐，

I have siblings and family in Korea.
我在韓國有兄弟姊妹和家人。

I have wife, I'm a mother of two kids,
我有妻子，我是兩個孩子的母親

I am a daughter-in-law.
我是媳婦。

So perhaps I am here happily giving the talk
所以也許我很高興在這裡發表演講

because my husband agreed to pick up two kids
因為我先生同意接兩個孩子

in the afternoon.
下午。

And let me enjoy the intellectual interaction
讓我享受智力互動

with the Ching Hai University student.
與清海大學學生。

For example, if my kids were sick,
例如，如果我的孩子生病了，

maybe they would have interfered my ability to come here
也許他們會幹擾我來這裡的能力

and concentrate in my talk.
並專注於我的演講。

So I think thinking about work and family
所以我認為考慮工作和家庭

to understand worker is to really think about
了解工人就要真正思考

what's going on in their life broadly
他們的生活中發生了什麼

and how they bring those experiences across the domains
以及他們如何跨領域帶來這些經驗

to be able to promote wealth, happy, and so on.
能夠促進財運、幸福等等。

So before I get into the two specific studies,
所以在我開始這兩項具體研究之前

I'm just going to talk about the theoretical framework
我只是講一下理論框架

or the construct that are most frequently studied
或最常研究的結構

because that's going to be consistent
因為這樣會保持一致

in my two studies later on.
在我後來的兩項研究中。

So if you want to understand how the work
所以如果你想了解它是如何運作的

and non-work domain influence with each other,
和非工作領域的相互影響，

then there will be positive influence
那麼就會產生正面的影響

and negative influence across the two domains.
以及跨兩個領域的負面影響。

So I put it here as a work-family enrichment and conflict.
所以我把它放在這裡當作工作與家庭的充實與衝突。

However, you can replace this as a work-non-work conflict.
但是，您可以將其替換為工作與非工作衝突。

So the main focus is that there will be some interaction
所以主要的重點是會有一些互動

across the two different roles or domains of the life.
跨越生活中的兩個不同角色或領域。

And some of them might be very positive,
其中一些可能非常積極，

some of them might be negative.
其中一些可能是負面的。

And as you can see, the key here is that it's bi-directional.
正如您所看到的，這裡的關鍵是它是雙向的。

So for example, if you are praised at work,
舉例來說，如果你在工作上受到表揚，

when you go home, you will carry the positive mood
當你回家時，你會帶著正面的情緒

and maybe you'll be nicer to your husband
也許你會對你丈夫更好

or your wife or your kids.
或你的妻子或你的孩子。

Vice versa, if you had a really nice evening,
反之亦然 如果你度過了一個非常美好的夜晚

that helped you to recover from job stress.
幫助您從工作壓力中恢復過來。

The next day, maybe you will be able to focus better,
第二天，也許你能更集中註意力，

you have full energy so that you can work better.
你有充沛的精力，這樣你才能更好地工作。

In terms of the negative aspect,
從消極方面來看，

I think it doesn't need much explanation.
我想這不需要太多解釋。

If you had a long and draining workday,
如果你度過了漫長而疲憊的一天，

then negativity is going to follow you
那麼消極情緒就會跟著你

into your private domain, shaping your interaction,
進入您的私人領域，塑造您的互動，

thoughts and behaviors in the non-work domain.
非工作領域的想法和行為。

And vice versa, if you had a very bad fight
反之亦然，如果你們打得很慘

with your significant other or something bad going on
與你的另一半或發生不好的事情

in your private life, you cannot just shut it off
在你的私人生活中，你不能就這樣關閉它

when you're coming into office.
當你上任時。

It's going to somehow influence your behavior at work.
它會以某種方式影響你的工作行為。

So this is some nice framework to have.
所以這是一個不錯的框架。

So when you look at how work and non-work
所以當你看看工作和非工作的方式時

interact with each other,
彼此互動，

you can actually examine four different kinds of constructs.
您實際上可以檢查四種不同類型的構造。

So positive influence from work to family,
從工作到家庭都有如此正面的影響，

positive influence from family to work,
從家庭到工作的正面影響，

and the negative work to family and family to work.
以及工作對家庭和家庭對工作的負面影響。

So we just established that.
所以我們剛剛確定了這一點。

So the two studies that I conducted during the COVID,
所以我在新冠疫情期間進行的兩項研究

I conducted in Singapore.
我在新加坡指揮過。

So we moved in the middle of the pandemic, so 2020 July.
所以我們是在疫情期間搬家的，也就是 2020 年 7 月。

And we had to reschedule the international move
我們不得不重新安排國際搬遷

because of the lockdown that happened in Singapore.
因為新加坡發生了封鎖。

And at the time, I was finishing up my grant
當時，我正在完成我的補助金

because I knew I was going to be moving.
因為我知道我要搬家了。

And then this nice opportunity came in.
然後這個好機會就來了。

I, as a psychologist, researcher,
我，作為一名心理學家、研究員，

and also in general a positive person,
總的來說也是個正面的人，

I thought maybe I can make some good research
我想也許我可以做一些好的研究

out of this opportunity.
脫離了這個機會。

So this study was focusing on the informal caregivers
所以這項研究的重點是非正式的照顧者

of the older adults.
的老年人。

So these are the people just like us
所以這些人就像我們一樣

who are not professional caregiver.
非專業護理人員。

So these are people who have their full-time jobs.
這些人都有全職工作。

And then instead of the childcare,
然後代替育兒，

or sometimes in addition to the childcare,
或有時除了照顧孩子之外，

they have the responsibility to care
他們有責任照顧

for the older parents or relatives.
為年邁的父母或親戚。

This is a growing segment in many Asian societies,
在許多亞洲社會中，這群人正在不斷成長，

including South Korea, Taiwan, Singapore.
包括韓國、台灣、新加坡。

So it's more and more people have elder care responsibility
所以越來越多的人承擔起照顧老人的責任

rather than childcare responsibility.
而不是照顧孩子的責任。

And previous research established
並且先前的研究已經建立

that if everything is being equal,
如果一切都平等的話

these people tend to have negative health
這些人的健康狀況往往不佳

because it's more stressful and demanding.
因為壓力更大，要求更高。

And elder care puts a slightly different kind
而老年護理則略有不同

of demand on people because as time goes by,
人們的需求隨著時間的推移，

children supposedly become more independent,
據說孩子變得更加獨立，

supposedly, whereas elderly people become more dependent.
據推測，老年人變得更加依賴。

And elder care always has a very painful ending,
而養老總是有一個很痛苦的結局，

which ends with a death.
以死亡告終。

So it's kind of a different kind of demand
所以這是一種不同的需求

and people experience it as very challenging matter.
人們認為這是非常具有挑戰性的事情。

So it kind of sets a nice stage
所以這就搭建了一個很好的舞台

that important segment of people that we need to study.
我們需要研究的重要人群。

And of course, their challenges were amplified
當然，他們的挑戰也被放大了

during the pandemic.
疫情期間。

And I think we all had a hard time during the pandemic
我認為在大流行期間我們都度過了一段艱難的時光

that doesn't need to be emphasized.
這無需強調。

But if you think about these people
但如果你想想這些人

who are working while taking care of the elderly people,
一邊工作一邊照顧老人的人，

so there was a lockdown
所以出現了封鎖

that interrupted the work care routine.
這打斷了工作護理程序。

And especially for the older adults,
尤其是對於老年人來說，

they were considered to be a vulnerable group
他們被認為是弱勢群體

against the virus because of a lot of chronic disease
由於許多慢性疾病而對抗病毒

and everything.
和一切。

So they had the limited accessibility
所以他們的可及性有限

and availability for their medical use,
以及其醫療用途的可用性，

medical services during the COVID pandemic
新冠疫情期間的醫療服務

because all healthcare system was about COVID.
因為所有的醫療保健系統都是關於新冠的病毒。

So these people receive less attention in the literature.
因此這些人在文獻中受到的關注較少。

A lot of people talk about in-flight parents, homeschooling,
很多人談論飛行中的父母、在家自學、

but these people also had a lot of challenge
但這些人也面臨許多挑戰

during the pandemic.
疫情期間。

And I think reading a lot of studies
我認為閱讀很多研究

about all the challenges,
關於所有的挑戰，

then who doesn't know that you have a hard time?
那誰不知道你過得很辛苦呢？

And I was hoping that we find some evidence
我希望我們能找到一些證據

that at least we learned something
至少我們學到了一些東西

or we got some good out of it.
或者我們從中得到了一些好處。

So that's why I programmed this research,
這就是我編寫這項研究的原因，

named it as a research for civil lining.
將其命名為民用襯裡研究。

So I'm going to briefly talk about the two studies.
所以我將簡要地談談這兩項研究。

The first study was about resilience.
第一項研究是關於復原力的。

And the second study was about
第二項研究是關於

working with balanced self-advocacy.
平衡自我宣傳。

But both of the studies were coming from the same data set,
但這兩項研究都來自同一資料集，

which I conducted by commission by the Ministry of Social
我是受社會保障部委託進行的

and Family Development in Singapore.
和新加坡的家庭發展。

So these are the shared data for two manuscripts.
這些是兩篇手稿的共享數據。

One is published, one is under review.
一篇已發表，一篇正在審核中。

So in general, they are full-time working
所以一般來說，他們都是全職工作

and informal caregiving in Singapore.
以及新加坡的非正式照護。

I started with about 200 people,
我一開始大約有200人，

but over time there was some attrition.
但隨著時間的推移，出現了一些磨損。

Middle-aged, working full-time,
中年，全職工作，

and then care for the elderly about 10 hours per week.
然後每週照顧老人10小時左右。

Mostly women, which is reflection
主要是女性，這是反思

of actual general population of the caregiver.
照顧者的實際總人口。

And some of you may know that Singapore
你們有些人可能知道新加坡

is a multi-ethnic society,
是一個多民族的社會，

comprising the Chinese descent, Malay or Muslim descent,
包括華人血統、馬來血統或穆斯林血統，

and then Indian descent.
然後是印度血統。

But majority is the Chinese descent,
但大多數是華裔，

and that's where most of the participants were coming from.
這就是大多數參與者來自的地方。

And this is relatively highly educated people,
而這都是受過高等教育的人，

because we recruited from the university staff.
因為我們是從大學招募的人員。

Mostly caring for the biological mother,
主要照顧親生母親，

only have elder care responsibility.
只承擔照顧老人的責任。

And similar to Taiwan, in Singapore,
與台灣類似，在新加坡，

it's quite common to hire a foreign domestic helper.
聘請外籍家庭傭工是很常見的事。

And it's much more affordable.
而且價格更實惠。

But we wanted to make sure that these people
但我們想確保這些人

don't have the domestic helper,
沒有家庭傭工，

because once you hire,
因為一旦你僱用了，

I think you don't do day-to-day much.
我覺得你日常做的事情不多。

So we thought that maybe the relationship
所以我們認為也許這種關係

that we are interested in might be disguised.
我們感興趣的內容可能偽裝了。

So we prioritized those people
所以我們優先考慮這些人

who do not have the domestic helper.
沒有家庭傭工的人。

So in terms of the data collection,
那麼在資料收集方面，

so right before the pandemic occurred,
所以在疫情發生之前，

it's I think early 2020,
我想是2020年初

so I was finishing up the project with the original sample,
所以我正在用原始樣本完成這個項目，

and there was this plan to be just debt study.
這個計劃只是債務研究。

And then when the pandemic occurred,
然後當疫情發生的時候，

I thought maybe we could follow that up
我想也許我們可以跟進

using additional funding.
使用額外資金。

So we asked them to take more surveys.
所以我們要求他們進行更多調查。

And there was a nationwide lockdown in Singapore,
新加坡全國實施封鎖，

which the government doesn't admit
政府不承認

that it was a lockdown.
這是一次封鎖。

It was a circuit breaker,
這是一個斷路器，

which was just not a lockdown,
這並不是封鎖，

but it was actually a lockdown.
但這其實是封鎖。

So during the lockdown,
所以在封城期間，

I think it lasted about two to three months.
我認為它持續了大約兩到三個月。

Nobody could go out and be restricted
任何人都不能外出並受到限制

in terms of essential, et cetera, et cetera.
就本質而言，等等等等。

So this original data became baseline,
所以這個原始數據成為基線，

and then we collected the data
然後我們收集了數據

in the middle of the lockdown.
在封鎖期間。

And then right after the lockdown is lifted,
然後就在封鎖解除後，

we collected more and more data.
我們收集了越來越多的數據。

And then during that time,
然後在那段時間裡，

there was some attrition,
出現了一些磨損，

some of them were not working,
其中一些沒有工作，

care recipient passed away, and so on.
照顧對象去世，等等。

So we don't know if this is because of the COVID or not,
所以我們不知道這是否是因為新冠病毒，

but anyway, so this is the data
但無論如何，這就是數據

that we used for most studies,
我們用於大多數研究的

so the three time points.
所以這三個時間點。

So the first topic is about the resilience.
所以第一個主題是關於韌性。

So these are the main things that we were interested in,
這些是我們感興趣的主要內容，

whether and how the interface
是否以及如何介面

between work and elder care changed,
工作和養老之間發生了變化，

whether that trajectory or change is damaging
該軌跡或變化是否具有破壞性

in a way that everyone is saying
以每個人都說的方式

that pandemic was so difficult.
那場大流行病是如此困難。

So does it mean that conflicts skyrocketed
那麼這是否意味著矛盾激化

and that nobody experienced enrichment
沒有人經歷過豐富

or experienced really bad?
還是經歷真的很糟？

Or did people exhibit some resilience or even growth?
或者人們是否表現出了一定的韌性甚至成長？

I'm going to talk about that in a minute, what that means.
我稍後會討論這意味著什麼。

And we wanted to know whether the trajectory
我們想知道軌跡是否

of the experience is differed
的體驗不同

depending on their resources.
取決於他們的資源。

So personal resources, organizational resources,
所以個人資源、組織資源、

and family resources.
和家庭資源。

This is under review.
此事正在審查中。

So I want to highlight it in terms of the resilience.
所以我想強調一下韌性。

I think the counseling graduate student
我認為輔導研究生

may be familiar with this.
可能對此很熟悉。

I became interested in this topic
我對這個主題產生了興趣

and learned a lot during this project.
並在這個計畫中學到了很多。

So to study resilience,
所以要研究韌性，

we need to differentiate demonstration of the resilience
我們需要區分展示韌性

and capacity for resilience.
和應變能力。

So the demonstration of resilience
所以表現出韌性

is when you follow certain outcome over time,
是當你隨著時間的推移遵循某些結果時，

and then you can infer whether or not
然後你可以推論是否

this person was resilient as a function of the trajectory.
這個人的彈性取決於他的軌跡。

So if, for example,
因此，例如，如果

this is a theory that we are building on.
這是我們正在建立的理論。

So let's say if you are following up the job performance
假設您正在追蹤工作績效

or maybe depressive symptoms or work-life balance,
或可能有憂鬱症狀或工作與生活的平衡，

if you see that no change
如果你看到沒有變化

despite the difficult time or adversity,
儘管遇到困難或逆境，

there would be evidence for the resilience.
將會有證據證明其復原力。

If there's a trajectory for the increasing depression,
如果憂鬱症有加重的軌跡

then there would be there's no resilience.
那就沒有韌性了。

So that's one way to think about resilience.
所以這是思考彈性的一種方式。

Following some outcome longitudinally
縱向追蹤一些結果

and then check the trajectory.
然後檢查軌跡。

And then a lot of times people say,
然後很多時候人們會說，

resilience, you are so resilient, you are so resilient.
韌性，你是如此的韌性，你是如此的韌性。

That might be reflecting capacity
這可能反映了容量

for you to demonstrate resilience
讓你展現韌性

when you encounter the adversity.
當你遇到逆境時。

So this capacity are various resources
所以這個能力就是各種資源

that may include it,
這可能包括它，

maybe in terms of personality,
或許從性格上來說，

you're very optimistic.
你很樂觀。

Open-minded in the community, it's very supportive.
在社區中思想開放，非常支持。

Family-wise, you have very understanding spouse.
家庭方面，你有一個非常善解人意的配偶。

Organization-wise, very family-supportive supervisor.
組織方面，非常支持家庭的主管。

If you happen to have those resources,
如果你剛好擁有這些資源，

when you encounter some adversity,
當你遇到一些逆境時，

you may be more likely to demonstrate resilience
你可能更有可能表現出韌性

on any given outcome.
對任何給定的結果。

And in this case, the outcome of interest
在這種情況下，興趣的結果

was work-elder care interface.
是工作與老人照護的介面。

So this is basically,
所以這基本上是，

we had a good reason to assume
我們有充分的理由假設

that people may demonstrate some resilience
人們可能會表現出一定的韌性

because previous research studying war situation.
因為之前的研究是研究戰爭局勢。

I mean, pandemic was challenging,
我的意思是，大流行是具有挑戰性的，

but there are far more challenging
但還有更具挑戰性的

and bad things going on in Korea,
以及韓國發生的壞事，

in the world, not Korea.
世界上，不是韓國。

If you think about it,
如果你想一想，

people tend to show some resilience
人們往往表現出一定的韌性

against all these difficult times.
對抗所有這些困難時期。

So why not against the pandemic?
那為什麼不對抗疫情呢？

So we thought maybe in general,
所以我們認為也許總的來說，

people demonstrated some resilience.
人們表現出了一定的韌性。

So hypothesis one was that we assumed
所以假設一是我們假設

that when we follow these four outcomes,
當我們遵循這四個結果時，

we expected that there will be some resilience
我們預計會有一定的彈性

to be demonstrated.
待論證。

And then the second hypothesis
然後是第二個假設

were about the capacity for resilience.
是關於恢復能力的。

I just talked about the resources.
我剛剛談到了資源。

So what we were interested in,
所以我們感興趣的是

in terms of the personal resource,
從個人資源來看，

is the trade resilience.
是貿易彈性。

So if you are a person who tend to bounce back
所以如果你是一個容易反彈的人

from the difficulties,
從困難中，

then this might be not so challenging for you as well.
那麼這對你來說可能也不那麼具有挑戰性。

In terms of the work,
就工作而言，

we are interested in the direct supervisor,
我們對直接主管有興趣，

whether you think your supervisor is supportive for you,
您是否認為您的主管支持您，

understanding that you have life outside of the work.
了解工作以外你還有生活。

And then in the family domain,
然後在家庭領域，

whether your family is interested in your work
你的家人是否對你的工作感興趣

and trying to help you to be the best worker possible.
並盡力幫助您成為最好的員工。

So hypothesis two, three, four,
所以假設二、三、四、

were the accordingly for resilience
相應的彈性

and family supportive supervisors and family support,
以及家庭支持主管和家庭支持，

that those people who have more of these resources
那些擁有更多這些資源的人

are more likely to demonstrate resilience
更有可能表現出韌性

in all these four outcomes.
在所有這四個結果中。

All right, so I already talked about the data structure
好吧，我已經講過資料結構了

and we analyze it with the growth curve modeling to follow.
我們用下面的成長曲線模型來分析。

So this is the demonstration of the resilience
這就是韌性的表現

I will quickly talk about.
我很快就會講到。

So red is bad, so it's conflict.
所以紅色是不好的，所以它是衝突的。

Blue is good, so it's enrichment.
藍色是好的，所以它是豐富的。

And dash is from work to non-work.
而破折號則是從工作到非工作。

And then the solid line is from non-work to work.
然後實線是從非工作到工作。

So as you can see, the conflict, if you follow the red,
正如你所看到的，如果你沿著紅色走，就會發生衝突，

it increased compared to the baseline,
與基線相比有所增加，

but it kind of shows that it's maintained somehow in the way
但它有點表明它以某種方式得到維護

rather than the skyrocketing.
而不是暴漲。

And then the enrichment.
然後是充實。

This one actually, if I remember correctly,
其實這個，如果我沒記錯的話，

was not significant change.
沒有顯著變化。

So some sort of resilience as well.
所以也有某種彈性。

And most strikingly,
而最引人注目的是，

elder care to work enrichment actually increased.
養老工作的豐富性其實有所提升。

So people experience that their elder care responsibility
因此人們體會到他們照顧老人的責任

somehow makes them to be a better worker
以某種方式使他們成為更好的工人

while going through the pandemic.
在經歷疫情的同時。

And then this is now showing
然後現在顯示的是

as a function of the trade resilience.
作為貿易彈性的函數。

This is the average.
這是平均值。

And when we compare those people
當我們比較這些人時

who have more trade resilience,
誰具有更強的貿易彈性，

so they are good here.
所以他們在這裡很好。

And then those people who are lower
然後那些地位低下的人

in the trade resilience, not as resilient.
在貿易彈性方面，沒有那麼有彈性。

So as you can see, the growth of the work
正如你所看到的，工作的成長

to elder care conflict was,
老年人照護衝突是，

the slope was much flatter among people
人與人之間的坡度就平坦多了

who appraise themselves to be more resilient.
他們認為自己更有彈性。

And similarly here, so the conflict
同樣這裡，所以衝突

from elder care to work increased,
從照顧老人到工作增加，

but the slope is less salient
但坡度不太明顯

among the people who are more salient, more resilient.
在那些更突出、更有韌性的人中。

And then here, the work to elder care enrichment decreased,
然後在這裡，豐富老年人照護的工作減少了，

but among those people who are resilient,
但在那些有韌性的人中，

it was no significant change.
這並沒有什麼重大變化。

So even though when they were going through,
所以即使當他們正在經歷的時候，

starting to work from home and elder care and everything,
開始在家工作、照顧老人等等，

they were able to somehow manage
他們能夠以某種方式管理

similar level of the resilience.
相似的彈性水平。

And this one is a similar topic.
這是一個類似的主題。

And in terms of the other works,
而就其他作品而言，

this one should be gone, sorry.
這個應該消失了，抱歉。

This is a mistake.
這是一個錯誤。

Like this, yes.
像這樣，是的。

So when we look at the resources,
所以當我們查看資源時，

family supportive supervisor behavior
家庭支持性主管行為

was effective for all outcomes.
對所有結果都有效。

So it kind of really highlights
所以這真的很突出

that during the crisis time,
在危機時期，

support from the organization
組織的支持

and your direct supervisor is really, really important.
你的直接主管真的非常非常重要。

However, work supportive family
但家庭支持工作

was not significant enough to make any differences
沒有顯著到足以產生任何差異

in terms of the trajectory.
就軌跡而言。

And then these are some supplemental analysis
然後是一些補充分析

because we were wondering why it matters.
因為我們想知道為什麼它很重要。

So why those people who are trait resilient
那為什麼那些具有特質彈性的人

and who have more supportive supervisor,
以及誰有更多支持的主管，

how did they experience different trajectory?
他們如何經歷不同的軌跡？

And this is actually building up on the earlier model,
這實際上是建立在早期模型的基礎上的，

maybe you remember here, the theory.
也許你還記得這裡的理論。

There are three different processes that were discussed.
討論了三個不同的過程。

So whether those people who have more resources,
那麼那些擁有更多資源的人，

maybe they appraise adversity differently.
也許他們對逆境的評價不同。

Maybe if I'm resilient, oh, working from home, it's nothing.
也許如果我有韌性的話，哦，在家工作，那沒什麼。

It's not very challenging to me.
這對我來說不是很有挑戰性。

Perhaps it's appraisal differences.
或許這就是評價的差異吧。

Perhaps it's coping.
或許這就是應對。

So it's not that I'm saying it's not difficult thing,
所以我並不是說這不困難，

but I know how to handle it.
但我知道如何處理。

So maybe the coping differences.
所以也許是因應方式的差異。

And maybe people are different in terms of
也許人們在以下方面有所不同

whether they seek help or utilize help
他們是否尋求幫助或利用幫助

in a more appropriate and effective way.
以更合適、更有效的方式。

So these are the three possibilities
所以這是三種可能性

that we tested in supplementary analysis.
我們在補充分析中進行了測試。

So for example, if you have more resources,
舉例來說，如果你有更多資源，

perhaps these demands during the lockdown
也許在封鎖期間這些要求

are not very demanding.
要求不是很高。

The results suggest that indeed,
結果表明，確實，

the people who appraise their supervisor
評價其主管的人

more family supportive,
更多家人的支持，

their perceptions of the work demand
他們對工作需求的看法

did not increase during the pandemic.
疫情期間並未增加。

So that's one evidence.
這是一個證據。

And then the second one is whether those people
然後第二個就是那些人是否

who have more resources cope with demands better,
誰擁有更多資源更好地因應需求，

which means the relationship between the demand
這意味著需求之間的關係

and the work-elder care experiences
以及工作照顧老人的經歷

are ameliorated among these people.
在這些人中得到改善。

So what we found is that those people
所以我們發現那些人

who are high-try resilience,
具有高復原力的人，

there was less impact of the work demand
工作需求影響較小

on the work-elder care conflict.
關於工作與養老的衝突。

So it kind of goes back to the literature saying
所以這可以追溯到文獻中說

that resilience people actually have very down-to-earth
人的韌性其實是非常腳踏實地的

understanding of what the reality.
了解什麼是現實。

It's not that they deny that the reality is bad.
這並不是說他們否認現實是糟糕的。

So they acknowledge, they accept it,
所以他們承認，他們接受，

and then they think about more effective ways
然後他們思考更有效的方法

to deal with it.
來處理它。

So it's kind of coincide with our finding.
所以這與我們的發現有些吻合。

And then the final is about the seeking help
然後最後就是尋求協助

and utilizing help.
並利用幫助。

So we were wondering whether the contextual resources
所以我們想知道上下文資源是否

coming from the organization and family,
來自組織和家庭，

whether they might be only effective
它們是否可能只有效

to certain type of people.
對於某些類型的人。

So what we found is that family support,
所以我們發現家庭的支持

only we found no main effect.
只是我們沒有發現主要影響。

What we found is that the supportive family
我們發現，家人的支持

was effective in reducing elder care to work conflict
有效減少照顧老人與工作的衝突

only among people who are resilient.
只存在於有韌性的人身上。

So it kind of tells us that even when there are help coming,
所以這告訴我們，即使有幫助到來，

if you are not ready to use,
如果您還沒準備好使用，

if you don't know how to utilize those help,
如果您不知道如何利用這些幫助，

perhaps it's no use.
也許沒有用。

So in terms of the wrapping it up,
所以就總結而言，

showing some sort of resilience
表現出某種韌性

when you follow the trajectory.
當你沿著軌跡前進時。

And the term resilience is very important.
彈性這個詞非常重要。

We were very happy to see that organizational help
我們很高興看到組織的幫助

is more important than the family support.
比家人的支持更重要。

So it kind of speaks to the business and corporations
所以這對企業和公司來說是有意義的

that in times of the crisis,
在危機時刻，

they should play more active role
他們應該發揮更積極的作用

to support all employees rather than leaving this
支持所有員工而不是離開這個

as an individual private problem.
作為個人的私人問題。

And finally, we found supplementary findings
最後，我們發現了補充發現

that the mechanisms of why these resources may work
這些資源發揮作用的機制

could be different.
可能會有所不同。

It looks like trade resilience is more about coping,
看起來貿易彈性更多的是應對，

whereas having supportive family is supportive supervisor
而擁有支持的家庭就是支持的主管

is about appraisal of the work demand.
是關於工作需求的評估。

All right, so quickly moving to the second study.
好吧，那麼很快就進入第二項研究。

So this study was about self-advocacy
所以這項研究是關於自我倡導的

and you may have heard what doesn't kill you
你可能聽過什麼不會殺死你

make you stronger.
讓你更堅強。

So as we all survive the pandemic.
因此，當我們都在大流行中生存下來時。

So the main question is whether or not
所以主要問題是是否

some individuals learn something from the crisis
有些人從危機中學到了一些東西

and reap some benefits.
並獲得一些好處。

And then I was interested in whether the perceptions
然後我感興趣的是這些看法是否

of the self-advocacy during the pandemic
疫情期間的自我維權

was the important thing.
是最重要的事。

So this was published recently.
所以這是最近發布的。

Now they're speaking of the fun fact, this is my husband.
現在他們正在談論一個有趣的事實，這是我的丈夫。

So we do research together.
所以我們一起做研究。

All right, so I think I can skip the self-advocacy part
好吧，所以我想我可以跳過自我宣傳部分

because everyone knows self-advocacy.
因為每個人都知道自我辯護。

Self-advocacy is good and it's malleable,
自我宣傳是好的，而且是可塑的，

meaning that based on your previous experiences,
這意味著根據您之前的經驗，

it can change.
它可以改變。

And self-advocacy is domain specific, right?
自我宣傳是特定領域的，對嗎？

So I have very high self-advocacy about public speech.
所以我對公開演講有很高的自我主張。

I have very low self-advocacy about driving.
我對駕駛的自我主張非常低。

I never drive in Taipei.
我從來沒有在台北開車過。

So in this study, we are interested in
所以在這項研究中，我們感興趣的是

work-family balance self-advocacy.
工作與家庭平衡的自我倡議。

So this is when you consider yourself,
所以當你考慮自己時，

are you confident that you can achieve work-family balance
您有信心實現工作與家庭的平衡嗎

attending to all different role demands and so on.
滿足所有不同的角色需求等等。

So I think the hypothesis is pretty straightforward
所以我認為這個假設非常簡單

because it's based on the Ben-Jura theory.
因為它是基於本-朱拉理論。

We believe in the benefit of the self-advocacy.
我們相信自我倡導的好處。

So those people who were confident in achieving
所以那些有信心實現目標的人

work-family balance in baseline,
基線工作與家庭平衡，

they should somehow achieve work-family balance
他們應該以某種方式實現工作與家庭的平衡

even during the pandemic.
即使在疫情期間。

So the main effect, and we think that might be
所以主要的影響，我們認為可能是

because the self-advocacy helped them
因為自我宣傳幫助了他們

to deal with the demands during the pandemic time.
以滿足疫情期間的需求。

So those people who are higher on the self-advocacy
所以那些自我主張較高的人

should demonstrate weaker negative effects
應表現出較弱的負面影響

between the demand and the work-family balance.
需求與工作與家庭平衡之間的關係。

And then most important, okay, we talk about,
然後最重要的是，好吧，我們討論，

we study two different kinds of demand.
我們研究兩種不同的需求。

One is the general role demand,
一是一般角色需求，

and the other one is difficulty with the technology
二是技術難度

because during the pandemic,
因為疫情期間，

everyone suddenly had to work from home,
每個人突然都必須在家工作，

setting up their own office.
設立自己的辦公室。

So maybe the technology demands is quite a difficult part,
所以也許技術要求是比較困難的部分，

and we wanted to make it parallel.
我們想讓它平行。

So we studied the care technology,
於是我們研究了護理技術，

but here, care technology is not being fancy
但在這裡，護理技術並不花哨

about taking care of the elderly.
關於照顧老人。

It was mainly communication technology.
主要是通訊技術。

So WhatsApp, online, using technology
所以 WhatsApp，在線，使用技術

to keep in touch with your elderly care recipients.
與您的老年護理對象保持聯繫。

So we expected that the difficulty,
所以我們預計困難，

more difficulty you experience,
你經歷的困難越多，

the work-family balance should be lower,
工作與家庭的平衡應該降低，

but if you are confident,
但如果你有信心，

that effect might be reduced.
這種影響可能會減弱。

And then most importantly, I wanted to see whether,
然後最重要的是，我想看看是否，

controlling for the pre-pandemic self-efficacy.
控制大流行前的自我效能。

Those people who indeed experienced work-life balance
那些真正經歷過工作與生活平衡的人

even during the lockdown,
即使在封鎖期間，

when we follow them up after the lockdown,
當我們在封鎖後追蹤他們時，

did their self-efficacy improve?
他們的自我效能感提高了嗎？

So it's like, oh, I achieved work-life balance
所以就像，哦，我實現了工作與生活的平衡

even during the lockdown.
即使在封鎖期間。

I can do it now, even during the everyday time.
我現在就能做到，即使在日常生活中。

So that's what we were most interested in.
這就是我們最感興趣的。

Same data.
相同的數據。

And then these are the results.
然後這些就是結果。

So as expected, those people who were more confident,
所以果然那些比較自信的人，

you know, to do work-family balance,
你知道，為了平衡工作與家庭，

they indeed reported higher work-family balance
他們確實報告了更高的工作與家庭平衡

during the lockdown.
封鎖期間。

And these are the hypothesis two.
這是假設二。

So about general demands and hypothesis three
那麼關於一般需求和假設三

about the care technology.
關於護理技術。

We expected that it would be moderated
我們預計它將得到緩和

by the pre-pandemic self-efficacy.
透過大流行前的自我效能感。

What we found in terms of the significant interaction
我們在顯著互動方面發現了什麼

is only in the relationship between work demands
只是工作需求之間的關係

and work-family balance,
以及工作與家庭的平衡，

and care technology and work-family balance.
以及護理技術和工作與家庭的平衡。

I'll talk about why we think
我會談談為什麼我們認為

that might be the case in a minute.
過一會兒可能就是這種情況。

And in terms of the pattern, this is like this.
而且從格局上來說，是這樣的。

So the same legend, blue is good.
所以同樣的傳說，藍色就好。

So higher self-efficacy people,
所以自我效能感較高的人，

even when they perceive higher work demands
即使他們認為工作要求更高

or higher self-efficacy,
或更高的自我效能感，

their work-life balance didn't decrease.
他們的工作與生活平衡並沒有減少。

However, those people who were not confident
然而那些不自信的人

as a function of the higher demands and more difficulty,
隨著更高的要求和更大的難度，

their perceived work-family balance was lower.
他們認為工作與家庭的平衡程度較低。

And then the most exciting part is that indeed,
然後最令人興奮的部分確實是，

after we controlled work self-efficacy in the baseline,
當我們將工作自我效能感控制在基準後，

there was a significant increase
有顯著增加

as a function of the self-efficacy.
作為自我效能感的函數。

There was a significant increase
有明顯增加

as a function of the work-family balance experience
作為工作與家庭平衡體驗的函數

during the pandemic.
疫情期間。

So this study demonstrate the benefits
所以這項研究證明了好處

of the self-efficacy in crisis.
危機中的自我效能感。

And we think the selective result of the interaction
我們認為相互作用的選擇性結果

kind of speaks to the domain specificity
有點說明了領域的特殊性

of the self-efficacy.
的自我效能感。

Because self-efficacy is not a panacea.
因為自我效能感並不是萬能的。

It cannot solve every problem.
它不能解決所有問題。

So we find that work demand
所以我們發現工作需求

and the care-related technology might be more
與護理相關的技術可能會更多

in the everyday ring of the challenge
在日常的挑戰中

that might be addressed
這可能會得到解決

by work-family balance self-efficacy.
透過工作與家庭平衡自我效能感。

If you think about it,
如果你想一想，

maybe the care demands during the pandemic
也許是疫情期間的護理需求

or work-related technology difficulty,
或與工作相關的技術困難，

it might be something beyond
它可能是超越的東西

that everyday work-family balance self-efficacy can solve.
日常工作與家庭的平衡自我效能可以解決。

For example, the work-related technology difficulties
例如，與工作相關的技術困難

was all about, I remember I had to set up the VPN.
就是這樣，我記得我必須設定 VPN。

I couldn't access my Singapore NTU intranet system
我無法存取我的新加坡南洋理工大學內部網路系統

from home.
從家裡。

So I think that might be addressed
所以我認為這個問題可能會得到解決

by technology self-efficacy,
透過科技自我效能感，

not by work-family balance self-efficacy.
不是透過工作與家庭平衡的自我效能感。

So that might be why.
所以這可能就是原因。

And our research kind of shows
我們的研究表明

that there's a hope about the virtuous cycle.
良性循環是有希望的。

So during the everyday time when we are not in crisis,
所以在我們日常沒有遇到危機的時候，

if we somehow educate people or train people
如果我們以某種方式教育人們或訓練人們

to be more confident about achieving work-family balance,
對實現工作與家庭平衡更有信心，

indeed, when there is some crisis,
確實，當出現危機時，

you will be able to achieve work-life balance.
您將能夠實現工作與生活的平衡。

And then as a function of that experience,
然後根據這種經驗，

your self-efficacy may grow even further
你的自我效能感可能會進一步提高

so that there could be a potential virtuous cycle.
這樣就可以形成潛在的良性循環。

So to recap, today I very quickly talk about my research.
回顧一下，今天我很快地談論我的研究。

My research talk about the long arm of the job.
我的研究討論的是工作的長臂。

I think those people who do the research on work-family
我認為那些研究工作與家庭的人

are familiar with this.
對此很熟悉。

That means your work experience is,
這意味著你的工作經驗是，

even after you leave your office,
即使你離開辦公室之後，

even after you close your office door,
即使你關上辦公室門後，

are going to have a long arm to follow you
將會有長臂跟隨你

in your private domain.
在您的私人領域。

And my research highlights the work and non-work issues
我的研究突顯了工作和非工作問題

in the aging society because to date,
在老齡化社會中，因為迄今為止，

research mainly talk about employee parents
研究主要談員工家長

and how the childcare creates additional challenge
以及兒童照顧如何帶來額外的挑戰

for the workers.
對於工人來說。

But my research suggests that elder care
但我的研究表明，老年人護理

and those people who care for the elderly
以及那些照顧老人的人們

may need to receive more research attention.
可能需要更多的研究關注。

And then finally, the two studies I talked about
最後，我談到的兩項研究

are showing some positivity that occurred
正在表現出一些積極的一面

over the pandemic and in terms of the silver linings
關於大流行病和一線希望

that occurred during the hard times.
那發生在困難時期。

All right, so that's all.
好吧，就這樣。

Thank you.
謝謝。

If you have any questions, feel free to ask.
如果您有任何疑問，請隨時提問。

Thank you.
謝謝。

Thank you.
謝謝。

Thank you.
謝謝。

Thank you.
謝謝。

Thank you.
謝謝。

Okay.
好的。

Questions?
問題？

This is your opportunity to practice
這是你練習的機會

your English speaking.
你的英語口說。

Oh.
哦。

What?
什麼？

Yeah.
是的。

Or if you don't want to, you don't
或者如果你不想，你就不會

want to speak in English in public,
想在公共場合說英語，

then you can probably tell me what you want to ask,
那你可以告訴我你想問什麼

and I will translate for you, I guess.
我想我會為你翻譯。

Questions?
問題？

I was not expecting this.
我沒想到會這樣。

I'm a lot more interested in the language.
我對語言更感興趣。

So I was wondering, from your perspective,
所以我想知道，從你的角度來看，

what happened at all.
究竟發生了什麼事。

Thank you very much for your great talk.
非常感謝您的精彩演講。

Thank you.
謝謝。

I learned a lot.
我學到了很多。

But I have a question about your book study.
但我有一個關於你的書本研究的問題。

I'm kind of curious whether you have checked
我有點好奇你是否檢查過

whether there could be neurogenous
是否可能有神經源性

within the foundation with the indicators of the work life
在工作生活指標的基礎上

of work family enrichment and work life by work family
工作家庭的豐富性和工作家庭的工作生活

companies with great indicators of the company
公司指標優的公司

by CCTV work profiles of the major group of least
央視主要弱勢群體工作概況

equal membership.
平等的會員資格。

And then, with that information, you
然後，有了這些訊息，你

can further infer using a picture
可以透過圖片進一步推斷

to see whether different profiles were
查看不同的設定檔是否

repeated by different indicators.
不同指標重複。

I'm wondering whether you have checked
我想知道你是否檢查過

whether there could be a profile.
是否可以有一個設定檔。

I think it's interesting thought.
我認為這是一個有趣的想法。

I think the sample size is interesting
我認為樣本量很有趣

to see that kind of analysis.
看看這樣的分析。

But if I were to check in the latent profile studies,
但如果我要檢查潛在的概況研究

not about the work and elder care,
與工作和養老無關，

but what family in general, and then
但一般來說什麼家庭，然後

they seem to show there are four or five different profiles,
他們似乎顯示有四到五個不同的配置文件，

and all are predicted by those commonly work hours, family
而這一切都是由那些平常的工作時間、家庭狀況來預測的

status, and all those things.
地位，以及所有這些事情。

I think there might be a mix of activity in this sample.
我認為這個樣本中可能存在多種活動。

But unfortunately, there's not really any.
但不幸的是，實際上沒有。

Thank you.
謝謝。

Any other questions?
還有其他問題嗎？

Anyone?
有人嗎？

This is your opportunity to shine.
這是你發光的機會。

I will try not to question myself.
我會盡量不去質疑自己。

Well, think about it.
好吧，想想看。

So let me ask the question while you're thinking about it.
所以讓我在你思考的時候問這個問題。

So I'm curious about your sample for,
所以我對你的樣本很好奇，

I think I missed this, but you didn't
我想我錯過了這個，但你沒有

talk about your example for the sentences, right?
談談你的句子例子，對吧？

Same sample.
相同的樣本。

Oh, the same sample.
哦，同一個樣本。

So I'm curious about these people,
所以我對這些人很好奇

because I never actually lived in Singapore.
因為我從未真正在新加坡生活過。

But what I've heard about is a lot of, almost all,
但我聽過很多，幾乎全部，

everyone has a domestic helper.
每個人都有一個家庭傭工。

So I just wonder where you found those people,
所以我只是想知道你在哪裡找到這些人的

and they feel special, or special to you.
他們感覺很特別，或者對你來說很特別。

I don't think almost everyone has the domestic helper.
我不認為幾乎每個人都有家庭傭工。

I think it depends on the health status of the recipient.
我認為這取決於接受者的健康狀況。

So I think maybe what we found is a little bit
所以我想也許我們發現的是一點點

conservative estimation, because most of the people who
保守估計，因為大多數人

they were caring for were pretty independent.
他們所照顧的人非常獨立。

They were not married, and they were not actually
他們沒有結婚，實際上也沒有結婚

requiring severe medical help.
需要嚴重的醫療協助。

I think when the care recipient reached that state,
我想當被照顧者達到那種狀態時，

that's maybe more common.
這可能更常見。

But I can see that it might not be reflecting
但我可以看到它可能沒有反映

of the general population, because it's quite common.
對於一般人來說，因為這是很常見的。

OK.
好的。

Keep going.
繼續前進。

So I won't keep going.
所以我不會再繼續下去了。

That's why it's called power.
這就是為什麼它被稱為權力。

So I just wonder, because part of me thinks that, of course,
所以我只是想知道，因為我的一部分認為，當然，

these people are different from, they're not entirely
這些人是不同的，他們並不完全是

individual, they're still different from the rest
個人而言，他們還是和其他人不一樣

who actually have domestic helpers.
實際上有家庭傭工的人。

But at the same time, because my household
但同時，因為我家

used to have a domestic helper, who are elderly as well.
以前有家庭傭工，也是老人。

So I feel like maybe the results will still
所以我覺得也許結果還是會

replicate for them as well.
也為他們複製。

Because it's true that they don't
因為他們確實不這樣做

actually understand their rationale for not recruiting
真正理解他們不招募的理由

them in the first place.
他們首先。

But at least in my experience, there
但至少根據我的經驗，有

are just other kinds of comments.
只是其他類型的評論。

For example, maybe I didn't have to take care of the elderly
比如說，也許我不需要照顧老人

myself, but I will want the elder to do this or that.
我自己，但我會希望長輩這樣做或那樣做。

And there is that kind of related.
還有這樣的關係。

Right, right, right.
對，對，對。

Because I guess maybe physical burden is reduced somehow,
因為我想也許身體負擔在某種程度上減輕了，

but worry and psychological, like planning, organizing,
但擔心和心理上的，如計畫、組織，

monitoring, could actually create a different kind of event.
監視，實際上可以建立不同類型的事件。

Yeah, I agree with that.
是的，我同意這一點。

We have ongoing data collection in Taiwan
我們正在台灣持續收集數據

using similar scope.
使用類似的範圍。

And we think that data that we are recruiting everyone,
我們認為我們正在招募每個人的數據，

but measuring whether they hire the minimum or not.
而是衡量他們是否僱用了最低限度的員工。

So perhaps maybe we can explore whether the dynamic is different.
所以也許我們可以探討動態是否有所不同。

Because we are trying to have a bigger data set.
因為我們正在嘗試擁有更大的資料集。

OK.
好的。

Anyone?
有人嗎？

I'm very weak, though.
不過我很虛弱。

It's something I saw someone raising their hand.
我看到有人舉手了。

No?
不？

Yeah.
是的。

Yes.
是的。

Thank you for having me.
謝謝你有我。

My single question.
我的單一問題。

OK.
好的。

OK.
好的。

Organizations should create more flexible policy
組織應制定更靈活的政策

to support their employees.
支持他們的員工。

How to do that?
怎麼做呢？

Usually, flexible arrangement, I think, could be successful.
我認為，通常情況下，靈活的安排是可以成功的。

I think I would advise that organizations
我想我會建議組織

must have evaluation system that is performance-oriented.
必須有以績效為導向的評鑑制度。

I think a lot of worry and distrust
我認為有很多擔憂和不信任

about the flexible arrangement comes
關於彈性安排來

because people think, unless you are right in front of me,
因為人們認為，除非你就在我面前，

you think that you are not working.
你認為你沒有工作。

And I always say in my class, if the manager is using how long
我總是在課堂上說，如果經理花了多久時間

you are staying in your office as an indicator
作為一個指標，你留在辦公室

of your performance, your manager is not doing his or her job.
從你的表現來看，你的經理沒有做好他或她的工作。

Probably the same thing.
可能是同一件事。

Yeah.
是的。

So I think what's necessary is that there
所以我認為有必要的是

must be some alternate system between the manager, supervisor,
必須是經理、主管之間的某種替代系統，

and subordinate.
和下屬。

And that might require some more planning and meeting.
這可能需要更多的計劃和會議。

Because you guys need to decide what has to be done
因為你們需要決定必須做什麼

and what is the right amount of work, which
以及什麼是合適的工作量？

can be done anywhere, at any time.
可以隨時隨地進行。

I think that's kind of the prerequisite.
我認為這是一個先決條件。

Making people to work flexibly with a cognitive job,
使人們能夠靈活地從事認知工作，

it's not difficult, right?
這並不難，對吧？

You just give the technology and then let them work.
你只需提供技術，然後讓他們發揮作用。

But whether or not it's going to work,
但不管能不能成功，

I think that performance system has to be creative
我認為表演系統必須有創意

before enrolling that kind of program.
在註冊此類項目之前。

So I think that's the solution.
所以我認為這就是解決方案。

Any other questions?
還有其他問題嗎？

Maybe last one?
也許是最後一張？

If no, then I have one.
如果沒有，那我就有一個。

No, I just wanted to jump on this opportunity.
不，我只是想抓住這個機會。

Because you moved.
因為你搬家了。

You said you moved from working in Taiwan
你說你從台灣工作搬家了

basically during the second half of the pandemic.
基本上是在疫情下半年。

I'm just curious.
我只是好奇。

Can you talk a little bit about any differences
你能談談任何差異嗎

in the society or on the working track, whatever, in the workplace?
在社會上還是在工作軌道上，無論如何，在工作場所？

I'm just curious.
我只是好奇。

OK.
好的。

I think we first have to agree that professor position
我認為我們首先必須同意教授的職位

and co-workers are unusual population.
和同事都是不尋常的人群。

I mean, so I always careful that whether my experience
我的意思是，所以我總是小心我的經歷是否

reflects of the Singaporean workforce
反映新加坡勞動力

and Taiwanese workforce.
和台灣勞動力。

I will first say that.
我首先這麼說。

I think in terms of my day-to-day execution of my job
我認為就我的日常工作執行而言

in the university, I don't feel much different.
在大學裡，我並沒有感覺到太大的不同。

My job expectations are very similar.
我的工作期望非常相似。

Students are equally quiet.
學生們同樣安靜。

I'm sorry.
對不起。

I can't follow Korea and Taiwan.
我追不上韓國和台灣。

So I think quite similar.
所以我覺得很相似。

Outside of the work that I do, however,
然而，除了我所做的工作之外，

I think mainly the language is the main barrier for me.
我認為主要是語言對我來說是主要障礙。

Because here I cannot do the things on my own.
因為在這裡我無法獨自完成這些事。

I feel a lot of additional hurdles.
我感到還有很多額外的障礙。

It looks like I can speak Mandarin, and I don't.
看起來我會說普通話，但我不會。

It looks like I can speak Mandarin, and I don't.
看起來我會說普通話，但我不會。

So that actually puts me in a lot of trouble.
所以這實際上給我帶來了很多麻煩。

People either take me as rude and arrogant or fun, stupid.
人們要不是認為我粗魯、傲慢，就是認為我有趣、愚蠢。

So I think that's the only difficulty.
所以我認為這是唯一的困難。

Other than that, not much.
除此之外，沒有太多。

I think in general, Taiwan has little more reading room.
我覺得整體來說，台灣的閱覽室不多了。

I would say.
我會說。

So the expectation and stress is higher in Singapore and Korea.
因此，新加坡和韓國的期望和壓力更高。

Life pace is much faster than in Taiwan.
生活節奏比台灣快很多。

So I think that might be the...
所以我認為這可能是...

Korea might be the worst, if that matters.
如果這很重要的話，韓國可能是最糟糕的。

So I recently had an MBA field trip with Taiwanese students from NCCU.
所以最近我和國立政治大學的台灣學生一起進行了一次MBA實地考察。

And a lot of students observed that Korean seems to be very busy,
而且很多學生觀察到韓國人似乎很忙，

very tight, very stressed.
非常緊張，壓力很大。

So one thing that surprised my students is that in Korea,
所以讓我的學生感到驚訝的一件事是在韓國，

in MRT station, in the transfer,
在捷運站，在轉乘處，

like stations where you can transfer to another line,
例如你可以換乘另一條線路的車站，

there will be a note in front of each door.
每扇門前都會有一張紙條。

You are going to be able to transfer faster.
您將能夠更快地轉移。

Because people want to save time.
因為人們想節省時間。

So if you are taking brown line, you should go into 4-3.
所以如果你走棕色線，你應該進入4-3。

Because if you want to change to red line,
因為如果你想換成紅線，

that's going to be the best way to transfer.
這將是最好的轉移方式。

So like this kind of detail kind of surprised Taiwanese students.
所以像這樣的細節讓台灣學生感到驚訝。

Like Koreans always think about the next thing.
就像韓國人總是思考接下來的事情。

Always think about improving.
總是想著改進。

I think it can be a good thing, but also it can be very stressful.
我認為這可能是一件好事，但也可能會帶來很大的壓力。

Singapore might be somewhere in between, I think.
我認為新加坡可能介於兩者之間。

So maybe that's one difference.
所以也許這就是區別之一。

I think Taiwanese are friendlier to foreigners.
我覺得台灣人對外國人比較友善。

In general, Singaporeans and Taiwanese both are nice to Koreans.
總的來說，新加坡人和台灣人對韓國人都很好。

I think that Koreans are very friendly, at least in front of me.
我覺得韓國人很友善，至少在我面前是這樣。

But in general, I think there is a little more confidence against foreigners in Singapore.
但總的來說，我認為新加坡對外國人的信心稍強。

Oh really?
哦真的嗎？

There are a lot of foreigners?
外國人多嗎？

Maybe also discriminatory, maybe.
也許也有歧視。

I can say this because I am a foreigner.
我可以這樣說，因為我是外國人。

I think in Singapore, the social value is clear in terms of the merit that you bring to the society.
我認為在新加坡，社會價值是很明顯的，就是你為社會帶來的好處。

So you have to prove yourself that you are helpful to Singapore.
所以你必須證明自己對新加坡有幫助。

And maybe you are very clear in how to be treated depending on your merit.
也許你很清楚如何根據你的優點來對待。

Yeah, maybe.
是的，也許吧。

And I think in Taiwan, relatively speaking, fairness and equality is more driving social value.
而且我覺得在台灣，相對來說，公平、平等更能驅動社會價值。

As a foreigner.
作為一個外國人。

You can ask any other people.
你可以問任何其他人。

Thank you very much.
非常感謝。

Okay.
好的。

Thank you.
謝謝。

Let's give a last round of applause to Dara Dato.
讓我們把最後一次掌聲送給達拉拿督。