公益揭弊者保護法解讀、評論與風險
\r\n\r\n楊戊龍
\r\n\r\n《摘要》
\r\n\r\n本文從「適當的人員」將「弊案（妨礙公益的資訊∕不法資訊）」，向「適當的組織∕人員」為「適當的揭發」，則受到「適當的保護」這個架構，解讀及評論公益揭弊者保護法。這部立法關照到揭弊者、弊案、受理機關、程序與舉證標準、保護、救濟、問責等核心構面，是一部相對完整、可操作的制度設計。法律名稱冠以「公益」，提升這部法律的正當性及揭弊者的道德高度。然因為「揭弊者」與「弊案」的定義，存在「法定揭弊者、弊案」與「事實揭弊者、弊案」的落差，使部分基於誠信與公共利益揭發不法者，仍可能游離於法律保護之外。本文認為，即使聚焦在泛公部門組織弊案，凡對不法情事有事實可資之合理相信，並依法定程序向受理機關揭發∕檢舉之任何人，均屬受保護之揭弊者。立法提供多元的揭弊管道及多重的保護措施，非常值得肯定。但法條結構層層嵌套，對一般人形成語言壁壘，可近性偏低。在實踐面，亦有心餘力絀之處，想要揭弊的人士，要有風險管控的意識。
\r\n\r\n[關鍵詞]：公益、揭弊、揭弊者、保護、風險
\r\n\r\nPublic Interest Whistleblower Protection Act: Interpretation, Review, and Risks
\r\n\r\nWulung Yang
\r\n\r\nAbstract
\r\n\r\nThis article analyzes and comments on the Public Interest Whistleblower Protection Act through a framework in which “appropriate person” discloses “wrongdoing” (i.e., conduct unlawful or detrimental to the public interest) to an “appropriate organization or authority” by means of an “appropriate disclosure,” thereby receiving “appropriate protection.” The Act encompasses key dimensions—whistleblower, wrongdoing, competent authority, procedures, evidentiary standards, protective measures, remedies, and accountability—making it a relatively comprehensive and practicable institutional design. By incorporating the term public interest into its title, the Act strengthens its normative legitimacy and enhances the moral standing of whistleblowers.
\r\nNevertheless, the definitions of “whistleblower” and “wrongdoing” create potential gaps: de facto misconducts may be disclosed, yet the persons bringing them to light might not qualify for legal protection. Even when attention is confined to misconduct within the public sector, any person who reasonably believes that wrongdoing exists should, under statutory procedures, be permitted to report it to the competent authority -- without being limited to insiders of broadly defined public organizations.
\r\nThe Act deserves credit for establishing multiple reporting channels and robust protective measures. Yet its intricate, heavily nested structure produces a linguistic barrier that diminishes public accessibility. From an implementation perspective, significant constraints remain. Prospective whistleblowers must be mindful of the Act’s limitations, aware of the risks inherent in disclosure, and employ prudent risk-management measures.
Keywords: public interest, whistleblowing, whistleblower, protection, risk
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/50584/31b417c9-e3e4-49fc-8a6e-73163e83746c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=50589", "title": "新制度主義三大學派的比較與整合：以勞動派遣制度為個案的分析", "內容": "新制度主義三大學派的比較與整合：以勞動派遣制度為個案的分析
\r\n\r\n呂季蓉、林淑芬、陳敦源
\r\n
\r\n《摘要》
\r\n
\r\n中央政府機關總員額法之限制，讓政府日益擴增的業務，必須尋求非典型人力的挹注方得以完成。高彈性、低財政負擔的勞動派遣人力，在引進當時被視為可取代約聘僱人力的高效益制度，卻在大量運用之際，突然劃上休止符、派遣歸零，轉而改採臨時人力與承攬人力，政策的變遷方向出乎意料。針對中央政府勞動派遣制度的變遷，本研究以整合三大新制度主義的視角出發，以其為個案進行學理測試，比較理性選擇制度主義、社會學制度主義及歷史制度主義三大新制度主義的觀點異同，進一步測量比較三者間的比例權重。結果顯示，歷史制度主義對我國中央機關勞動派遣制度變遷的詮釋比例占比最重，但另外兩大新制度主義仍無法被全然取代，是以，吾人以制度理論與實務對話時，應以整合性的視角將三種新制度主義均納入。此外，新制度主義所強調的行動者觀點，在勞動派遣制度變遷的個案上，也觀察到政治行動者間的關係與互動，決定了勞動派遣制度的中止；未來吾人在觀察政府人力管理制度變遷發展上，應多加重視不同政治行動者之間的互動關係，理解行動者們所採取的適切反應，以避免政策變遷造成政府人力資源管理運作的劇烈衝擊。
\r\n[關鍵詞]： 勞動派遣制度、新制度主義、理性選擇制度主義、社會學制度主義、歷史制度主義
Integration and Comparison of the Three New Institutionalisms: A Case Study of the Dispatched Employment
\r\n\r\nChi-Jung Lu, Shu-Fen Lin, Don-yun Chen
\r\n\r\nAbstract
\r\n\r\nThe restrictions imposed by the Act Governing the Total Number of Personnel Headcounts of Central Government Agencies have made it increasingly difficult for the government to handle its expanding tasks. As a result, the government has had to rely on non-traditional workforce solutions to complete its tasks. One such solution, dispatch labor, was introduced as a highly efficient system that allowed government agencies to employ flexible labor with low financial burden, and it was initially seen as a potential replacement for contract employees. However, this system was abruptly discontinued. What began as widespread adoption of dispatch labor shifted to a strategy focused on increasing temporary contract labor. This unexpected shift in policy direction warrants further examination.
\r\nThis study investigates the evolution of the labor dispatch system in central government agencies through the integrative lens of the three main strands of new institutionalism: rational choice institutionalism, sociological institutionalism, and historical institutionalism. By treating this case as a theoretical test, the study compares the similarities and differences among the three perspectives and further assesses their relative explanatory weights. Findings reveal that historical institutionalism offers the most comprehensive explanation for the transformation of labor dispatch policies in Taiwan’s central government. Nevertheless, the other two schools of new institutionalism remain significant and cannot be entirely replaced. Therefore, when engaging in a theoretical-practical dialogue on institutional change, an integrated perspective that encompasses all three institutionalist approaches is recommended. Moreover, the actor-centered focus in new institutionalism is evident in this case, as the interactions and relationships among political actors played a decisive role in the cessation of the labor dispatch system. Future research and policy-making in the domain of governmental human resource management should pay closer attention to the dynamics among political actors to better anticipate policy shifts and mitigate their disruptive impacts on administrative operations.
Keywords: labor dispatch, new institutionalism, rational choice institutionalism, sociological institutionalism, historical institutionalism
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/50589/4ff4c0a7-d6d3-47d3-aa5b-20da5301887e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=50590", "title": "公共服務「動機」之應用與實踐：職能理論的觀點", "內容": "公共服務「動機」之應用與實踐：職能理論的觀點
\r\n\r\n李俊達
\r\n\r\n《摘要》
\r\n\r\n公共服務「動機」（public service motivation, PSM）的概念自從1990年被正式提出後，成為公共行政學界乃至於跨領域的重要議題。除了規範性的學術討論之外，PSM已走向實證研究，更被期待進一步成為實務性的人力資源管理工具。職能是衡量員工具有的潛在基本屬性，這些潛在屬性不僅與職場及即將擔任的職務有關，更可以預期工作績效的表現。職能構面包括技能和知識，也涵蓋自我概念、特質和動機等內隱性職能。職能理論為PSM的研究提供實務應用的框架。具體而言，PSM包括理性動機、規範動機和情感動機，屬於內隱性職能。組織應透過工作分析來確定不同職位所需的職能構面，以及與PSM的搭配。
\r\n在理解PSM的本質後，公部門可以有效地進行人員甄補，確保遴選具備高PSM者。人格測驗能夠有效區辨動機背後的個人特質，因此，透過人格測驗可評估應試者在PSM的表現。相關的人格測驗工具，如評分的傳記資料、以行為為基礎的面試、以及內隱社會認知測驗，都能夠深入理解應試者內在特質。最後，在甄補高PSM的人才之後，對於現職者更需要創造支持性的工作環境，以維持組織成員的PSM。
[關鍵詞]：公共服務動機、激勵、動機、職能、人格測驗
\r\n\r\nApplication and Practice of Public Service Motivation: Perspective from Competency Theory
\r\n\r\nChun-Ta Lee
\r\n\r\nAbstract
\r\n\r\nSince the formal introduction of Public Service Motivation (PSM) in 1990, it has become a significant topic of public administration and interdisciplinary studies. Beyond academic discussions, PSM has progressed into empirical research and is expected to evolve into a practical human resource management tool. Competence is used to measure the underlying characteristics that employees possess, which not only are related to the workplace and the positions they will hold but also predict job performance. Competency dimensions include skills and knowledge, as well as hidden competencies such as self-concept, traits, and motives. Competency theory provides a practical framework for PSM application. Specifically, PSM encompasses rational motives, normative motives, and affective motives, all of which are considered hidden competence. Organizations should conduct job analysis to identify the competence dimensions required for different positions and their alignment with PSM.
\r\nUnderstanding the essence of PSM enables the public sector to effectively recruit personnel, ensuring the selection of individuals with high PSM. Personality tests can effectively observe the personality traits behind motives, allowing for the evaluation of candidates’ performance in PSM. Relevant personality assessment tools, such as scored biographical data, behavior-based interviews, and implicit social cognition tests, can provide a deeper understanding of candidates’ intrinsic traits. Finally, after recruiting high PSM talent, it is essential to create a supportive work environment to maintain the PSM of organizational members.
Keywords: Public Service Motivation, motivation, motive, competency, personality test
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/50590/099a0b77-99bf-45b2-9785-dce3339330b1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=50591", "title": "民眾的政府貪腐程度認知對分階段考試態度的影響：以信任用人機關程度作為中介變數", "內容": "民眾的政府貪腐程度認知對分階段考試態度的影響：以信任用人機關程度作為中介變數
\r\n\r\n楊采妮、周宇芊、胡芷萍、謝智偉
\r\n\r\n《摘要》
\r\n\r\n臺灣公務人員考選多採單一知識性筆試，許多專家批評其缺乏考選效度，因此近年來出現要求改革的訴求。然而，改革進程緩慢，一些文獻歸咎原因出自社會大眾普遍重視考選制度的形式公平而排斥改革。可是，這種論點缺乏直接的實證基礎，為彌補此一不足，本文採用問卷調查法，探索民眾對研議中的新制度（分階段考試）的態度，並嘗試了解其中的影響因素。本文調查對象為18歲（含）以上的臺灣民眾，問卷建置在SurveyCake網上平台，並委託學術問卷代發公司隨機發送給符合本研究調查資格的受試者填寫，最後回收645份有效問卷。本研究使用PROCESS Macro for SPSS，以「政府貪腐程度認知」作為自變數，「信任用人機關程度」作為中介變數，以及「對分階段考試態度」為依變數進行中介分析。整體而言，研究數據反映出受試民眾對分階段考試的態度其實頗為正向，並不排斥分階段考試。至於影響對分階段考試態度之原因，本文的研究結果顯示用人機關信任度完全中介民眾的政府貪腐程度認知對分階段考試態度的影響，也就是政府貪腐程度認知越高，對用人機關信任度越低，連帶降低對分階段考試的支持，此一結果反映出改革能否順利推動將取決於制度設計能否取得民眾對用人機關的信任。
\r\n\r\n[關鍵詞]：公務人員考試、文官改革、民眾態度、政策支持、政府貪腐程度
\r\n\r\nImpact of Perceived Bureaucratic Corruptibility on Citizen Attitudes Toward Phased Civil Service Exams: Mediating Role of Trust in Hiring Agencies
\r\n\r\nTsai-Ni Yang, Yu-Chien Chou, Chih-Ping Hu, Chih-Wei Hsieh
\r\n\r\nAbstract
\r\n\r\nIn Taiwan, civil service recruitment predominantly relies on a knowledge-based written examination, which has been criticized by many experts for its limited validity in selection processes. This criticism has spurred calls for reform in recent years, but the process has been slow-moving. Some literature posits that a contributing factor to this inertia is the societal emphasis on formal equality in civil service recruitment, leading to resistance against change. Nevertheless, no direct empirical evidence supports this assertion. To fill the void, this study aims to investigate public attitudes toward reforms of the civil service examination and to identify the underlying reasons for such attitudes. The research employed a survey methodology targeting individuals aged 18 and above, utilizing the SurveyCake online platform to facilitate the questionnaire. The survey was randomly disseminated through a distribution company that sent the survey link to respondents meeting the study’s criteria. A total of 645 valid responses were obtained. The study employed the PROCESS macro for SPSS to conduct a mediation analysis, wherein “perceived bureaucratic corruptibility” served as the independent variable, “trust in hiring agencies” the mediator, and “attitudes toward phased exams” the dependent variable. Overall, the data indicate a generally positive attitude among the surveyed citizens towards phased exams. Moreover, the findings reveal that perceived bureaucratic corruptibility significantly impacts attitudes toward phased exams, with trust in hiring agencies functioning as a full mediator. Specifically, higher levels of perceived bureaucratic corruptibility are associated with diminished trust in hiring agencies, which subsequently reduces positive attitudes toward phased exams. This underscores the critical priority of civil service examination reform, which is to enhance policy design aimed at establishing trust in hiring agencies.
\r\n\r\nKeywords: civil service examination, civil service reform, citizen attitude, policy support, bureaucratic corruptibility
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/50591/72078f1e-dd25-4f30-bb82-a7ae3f19f345.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=50592", "title": "書評──歐洲公益揭弊者保護新法", "內容": "書 名： Europe’s New Whistleblowing Laws
\r\n\r\n《歐洲公益揭弊者保護新法》
\r\n\r\n作 者：Simon Gerdemann
\r\n\r\n出版年：2023
\r\n\r\n出版社：Universitätsverlag Göttingen
\r\n\r\n頁 數：168頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/50592/98b2f8fb-c2b3-4b18-bd40-3a07f2b360be.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDk5MjIvYjk0MzVjNzUtMjk2Zi00N2FlLThhMWMtMTM0YWJlMDI4MGJhLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE35Y23Meacnykt5bCB6Z2iLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49922", "title": "《文官制度》17卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49922/b9435c75-296f-47ae-8a1c-134abe0280ba.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDk5MjMvMzc5OTEzM2QtZjhmMi00ZGIyLTljNGYtNGUyYzc1MjQyZDVhLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE35Y23Meacnyko5YWo5paHKS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49923", "title": "《文官制度》17卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49923/3799133d-f8f2-4db2-9c4f-4e2c75242d5a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDk5MjQvMmIyNTExZWQtY2IwMS00NDgyLThhMDItN2RiMmRjYmVjYjMyLnBkZg%3d%3d&n=MTctMS0wIOS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49924", "title": "《文官制度》17卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49924/2b2511ed-cb01-4482-8a02-7db2dcbecb32.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49927", "title": "特邀專論──財政收支劃分法修正之省思", "內容": "財政收支劃分法修正之省思
\r\n\r\n徐仁輝
\r\n\r\n《摘要》
\r\n\r\n2024年底立法院三讀修正通過財政收支劃分法，行政院於今（2025）年二月提出覆議，但立法院議決仍維持原案。本研究發現目前我國中央政府支出占各級政府支出比重，與所有OECD國家的平均數相近；但高於聯邦制國家的平均數，而又較單一制國家的平均數低甚多，可見我國強調的均權體制與聯邦制或單一制皆有差異。本研究亦發現我國地方政府稅課收入占其歲入比重，小於OECD國家的平均數；但加上中央統籌分配稅款則高於OECD國家的平均數，意謂著目前的統籌款規模似乎不需過度擴大。直轄市政府歲入超過三成係其自籌的稅課收入，縣市政府自籌的稅課收入僅占其歲入的一成多；至於補助款收入占歲入比，直轄市政府占比約為二成；在縣市政府則超過歲入的一半，突顯縣市政府的財政自主性與財政努力皆有待加強。此次修法的影響是中央政府可自用的收入，占各級政府收入比重將僅剩約50%，顯示我國似已進入財政分權的時代。而今年度有三之二的地方政府分得的統籌稅款足以支應其一半的歲出，可見統籌分配稅款將是地方政府未來最主要的歲入來源，此亦可能降低其財政努力的意願。本文建議健全地方政府理財應：建立財政自我負責的制度、加強開源的財政努力、以及落實廉政治理。
\r\n\r\n[關鍵詞]：財政收支劃分法、財政聯邦主義、財政分權、中央統籌分配稅、補助款
\r\n\r\nReflections on Revision of Act Governing the Allocation of Government Revenues and Expenditures
\r\n\r\nJen-Hui Hsua
\r\n\r\nAbstract
\r\n\r\nIn late 2024, the Legislative Yuan passed amendments to the Act Governing the Allocation of Government Revenues and Expenditures. In February 2025, the Executive Yuan proposed a reconsideration, but the Legislative Yuan voted to maintain the 2024 revision. This article finds that the proportion of expenditures by Taiwan’s central government is closer to the average of all OECD countries. It is higher than the average for federal countries, indicating that Taiwan’s system of equitable rights differs from that of federal states. In contrast, it is significantly lower than the average for unitary states, highlighting the differences with their systems as well. The article also finds that tax revenue of local governments in Taiwan accounts for a smaller proportion of their annual revenue compared to the OECD average. However, when including centrally coordinated tax allocations, it exceeds the OECD average. For municipalities, over 30% of their revenue comes from self-generated tax revenue, while county and city governments have a lower self-generated tax revenue, only accounting for a little over 10% of their total revenue. Regarding the proportion of subsidy income in total revenue, special municipalities account for about 20%, while county and city governments exceed half of their revenue, highlighting their reliance on central government subsidies. The impact of the amendments is that revenue the central government can use will decrease to 50% of the total revenue of all levels of government, indicating that Taiwan is officially entering an era of local (fiscal) decentralization. Two-thirds of local governments this year received a share of the centrally coordinated tax allocations that is sufficient to cover half of their annual expenditures. The centrally coordinated tax allocations become the primary source of income for local governments, reducing the need for their efforts to generate their own financial resources. This article suggests that future financial management for local governments should establish a system of fiscal self-responsibility, enhance efforts to increase revenue, and emphasize integrity governance.
\r\n\r\nKeywords: Act Governing the Allocation of Government Revenues and Expenditures, fiscal federalism, fiscal decentralization, centrally coordinated tax allocation, subsidy
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49927/387c7d75-a02c-4af9-acca-d57106993c2b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49928", "title": "公部門導入目標與關鍵成果（OKR）之預期價值與挑戰初探：以科技發展計畫為例", "內容": "公部門導入目標與關鍵成果（OKR）之預期價值與挑戰初探：以科技發展計畫為例
\r\n\r\n徐明莉、莊文忠
\r\n\r\n《摘要》
\r\n\r\n近年來，企業興起導入目標與關鍵成果（Objectives and Key Results, OKR）工具，包括Intel、Google、Linkedin、X等跨國大型企業都已採用。由於政府過去慣用的關鍵績效指標常被批評，難以顯示組織或計畫的成效，因此，公部門亦開始思考嘗試導入新興的OKR作為績效管理工具，例如：科技部（現已改制為「國家科學及技術委員會」）於2021年將OKR納入施政目標，期望提升公共資源運用效益。由此引發本文的研究興趣：此一由私部門所發展和應用的績效管理工具能否順利導入公部門？與公部門現行的績效管理思維和作法有何不同？對公部門績效管理帶來什麼價值？公部門在推動過程可能遭遇的挑戰為何？
\r\n\r\n本研究選擇科技發展計畫為個案，採用深度訪談法，訪談熟悉我國科技政策及參與科技計畫審查的專家學者，分析OKR導入過程中的經驗與觀察。本研究發現OKR可為科技發展計畫帶來的預期價值：第一，促使管理重心由傳統管考轉向目標設定及關鍵成果實現；第二，培養「以終為始」的目標管理思維，強化目標追蹤與成果調整機制；第三，營造鼓勵創新的容錯文化。在導入過程亦面臨挑戰，包括：目標設定不夠明確或具挑戰性、關鍵成果佐證資料不足或質化成果難以驗證、縱橫向溝通與連結性不足，以及計畫承辦人員與審查專家對OKR認知落差等問題。整體而言，OKR雖具提升公部門績效管理效能的潛力，但其推動仍需克服組織認知與實務操作上的多重挑戰。
\r\n\r\n[關鍵詞]：政府績效管理、目標與關鍵成果、科技發展計畫、關鍵績效指標
\r\n\r\nA Preliminary Study on the Expected Value and Challenges of Introducing Objectives and Key Results (OKR) into the Public Sector: A Case Study of Science and Technology Development Plans
\r\n\r\nMing-Li Hsu, Wen-Jong Juang
\r\n\r\nAbstract
\r\n\r\nIn recent years, companies have increasingly introduced Objectives and Key Results (OKR) tools, with multinational corporations such as Intel, Google, LinkedIn, and Twitter (now renamed X) having adopted it. Because the key performance indicators used by the government in the past have often been criticized for being difficult to show the effectiveness of organizations or programs, the public sector has also begun to consider introducing OKR as a performance management tool. For example, the Ministry of Science and Technology (now renamed the National Science and Technology Commission) made OKR one of its policy objectives in 2021, hoping to improve the efficiency of public resource utilization. This has sparked research interest of this paper: Can this performance management tool developed and applied by the private sector be successfully brought into the public sector? How is it different from the current performance management thinking and practices of the public sector? What expected value does it bring to public sector performance management? What challenges may the public sector encounter in the promotion process?
\r\n\r\nThis study selected science and technology development plans as a case study. We adopted the in-depth interview method to interview experts and scholars who have participated in the review of science and technology plans and are familiar with Taiwan's science and technology policies. The authors then analyzed the experience and observations during the introduction of OKR. This study found that the expected value that OKR can bring to the science and technology development plan is: First, it will direct the management focus from traditional management and examination to goal setting and key results realization; second, it will cultivate the goal management thinking of “starting with the end in mind,” and strengthen the goal tracking and results adjustment mechanism; third, it helps build a culture that encourages innovation and tolerates failure. However, there are also challenges in the introduction process, including unclear or challenging goal setting, insufficient supporting information for key results or difficulty in verifying qualitative results, insufficient vertical and horizontal communication and connectivity, and the gap between the project organizers and the review experts in the understanding of OKR. Overall, although OKR has the potential to improve the effectiveness of performance management in the public sector, its promotion still needs to overcome multiple challenges in organizational cognition and practical operation.
\r\n\r\nKeywords: government performance management, Objectives and Key Results (OKR), science and technology development plans, key performance indicators
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49928/d951f4fe-3736-4ba5-9224-589c5c44d37c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49929", "title": "探究協力創新下公共服務沙盒之運作：以交通部噗噗共乘計畫為例", "內容": "探究協力創新下公共服務沙盒之運作：以交通部噗噗共乘計畫為例
\r\n\r\n徐瑜涓、張鎧如
\r\n\r\n《摘要》
\r\n\r\n本研究以Sørensen與Torfing（2011）協力創新模型作為基礎，結合公共服務沙盒的概念，並參考Jenik和Lauer（2017）所提出的沙盒治理要件，選定交通部的噗噗共乘計畫作為協力創新的研究個案，透過深度訪談了解各地執行計畫的鄉鎮經驗，蒐集質性資料進行分析，進一步探討噗噗共乘計畫面臨的協力創新阻礙，影響噗噗共乘計畫的公共服務沙盒治理因素，以及導入公共服務沙盒緩解協力創新阻礙的做法以及影響。研究發現，噗噗共乘計畫是一項實驗性質的試辦計畫，因欲採用在地人服務在地人的模式，而於協力創新初期面臨法規制度阻礙，故嘗試採用公共服務沙盒試圖突破困境。經由給予彈性法律與監管框架、建立利害關係人生態系統、盤點量能與資源和市場條件等面向的討論，發現建立明確的法規、透過中介機構治理沙盒並與各方溝通協調、獲取各領導者支持、與在地合作並貼近在地組織的理念與取得共識、挖掘在地人力與爭取多元資金皆是重要關鍵。此外，有別於著重市場條件的金融監理沙盒，公共利益指向的公共服務沙盒更強調於政策困境的解決，因此沙盒建置與推動上也需獲得政策支持與透過當地社會網絡的緊密連結。藉由採用公共服務沙盒，有助於緩解協力創新過程中面臨的制度阻礙，並有促進與推動相關法規修正的效果，同時亦有利於緩解面臨的各項組織間阻礙、組織本身阻礙、以及身分阻礙。最終，本研究針對未來政策沙盒實務運作與規劃提出建議，並指出未來研究應更廣泛地探討公共服務沙盒的應用。
\r\n\r\n[關鍵詞]：公共服務沙盒、試驗政策、協力創新、協力創新阻礙、噗噗共乘計畫
\r\n\r\nExploring Public Service Sandbox in the Context of Collaborative Innovation: A Case Study of the BUBU Car-Sharing Program by the Ministry of Transportation and Communications
\r\n\r\nYu-Chuan Hsu, Kaiju Chang
\r\n\r\nAbstract
\r\n\r\nThis study explores the operation of public service sandboxes within collaborative innovation contexts by integrating Sørensen and Torfing’s (2011) collaborative innovation model with the concept of public service sandboxes and applying sandbox governance factors proposed by Jenik and Lauer (2017). The BUBU Car Sharing Program under the Taiwan Ministry of Transportation is selected as the research case. This study utilizes in-depth interviews to collect qualitative data from township experiences and conduct an analysis. The findings show that this pilot program, designed through a “local services for local people” model, faced challenges in the early stage of collaborative innovation due to regulatory constraints. Public service sandboxes were introduced as a strategic approach to deal with these barriers. The research highlights several key factors for successful sandbox implementation: building precise regulations, involving the intermediary organization for management and coordination, securing strong leadership support, working with the community, and ensuring adequate resource allocation. Unlike financial regulatory sandboxes that prioritize market conditions, public service sandboxes focus on resolving policy challenges. This requires robust support from government policy and local social networks for effective implementation. The findings demonstrate that public service sandboxes help mitigate institutional, inter-organizational, organizational, and identity barriers in collaborative innovation processes and contribute to facilitating regulatory amendments. Finally, the study offers practical recommendations for future policy sandbox implementation and underscores the need for broader exploration of public service sandbox applications in subsequent research.
\r\n\r\nKeywords: public service sandbox, pilot policy, collaborative innovation, barriers to collaborative innovation, BUBU Car Sharing program
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49929/0a7c17c1-9aca-49e7-b4c2-4480e5c5938c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49930", "title": "建構公私協力關係中保障公共性之途徑：以新北市國民運動中心為例", "內容": "建構公私協力關係中保障公共性之途徑：以新北市國民運動中心為例
\r\n\r\n張繼中
\r\n\r\n《摘要》
\r\n\r\n我國公私協力受惠於促進民間參與公共建設法的通過，讓公私協力的應用範圍相當廣泛。然而，儘管公私協力的相關文獻眾多，並認為公共性為公私協力的重要特質甚至是基本要件，但是公共性屬於抽象的概念，加上其沒有一致的定義，導致過去文獻少有相關研究。因此，在文獻長期忽略公私協力公共性的情況下，不禁使筆者好奇公私協力關係中涉及的公共性目的為何？在公私協力關係的運作過程中可確保公私協力公共性的手段有哪些？本文將以新北市國民運動中心為例來分析公私協力的公共性目的，並建構出未來在推行公私協力時可保障公共性的途徑。
\r\n\r\n本研究發現法律規範與契約、回應利害關係人的期待與行為及符合組織願景與使命等三種方式，可作為保障公私協力公共性的手段。除此之外，本研究亦發現公私協力的過程，或許可透過公益活動達成推廣及宣傳效果，提升整體的商業利益。作者認為未來若欲進一步保障公私協力的公共性，在公私協力的法律規範與契約中應賞罰分明，積極創造私部門保障公共性的正面誘因。
\r\n\r\n[關鍵詞]：公私協力、公共性、促進民間參與公共建設法、公共利益、國民運動中心
\r\n\r\nEnsuring Publicness in the Public-Private Partnership: A Case Study of National Sports Center in New Taipei City
\r\n\r\nJi-Zhong Zhang
\r\n\r\nAbstract
\r\n\r\nTaiwanese public-private partnership (PPP) has benefited from the legislation of a law that encourages extensive application of public-private partnership. Relevant literature abounds with research on public-private partnership, and publicness is considered as an important characteristic or even a basic requirement of public-private partnership, but publicness is an ambiguous concept and has no clear definition, an issue that has rarely been dealt with. Since our country has neglected the publicness of public-private partnership for a long time, the author can’t help but wonder what is the public purpose of public-private partnership? What are the means to ensure the publicness of public-private partnership in the process of its implementation? This article takes the National Sports Center in New Taipei City as an example to analyze the public purpose of public-private partnership and seek a way to ensure publicness when promoting public-private partnership in the future.
\r\n\r\nThis study finds that legal norms, responding to the expectations and requirements of stakeholders and conforming to the vision and mission of the organization, can be used as means to protect the publicness of public-private partnership. In addition, this study finds that in the process of public-private partnership, it may be possible to enhance the overall commercial interests through the promotional and publicity effects of public welfare activities. The author believes that if we want to further protect the publicness of public-private partnership in the future, we should clearly distinguish rewards and punishments in the legal norms of public-private partnership, and actively create positive incentives for the private sector to protect publicness.
\r\n\r\nKeywords: public-private-partnership, publicness, public interest, collaboration, public value
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49930/60332c2a-8267-4e22-8722-b2b761671d71.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49931", "title": "書評──地方財政健康的衡量與監督", "內容": "書 名： Understanding Municipal Fiscal Health: A Model for Local Governments in the USA
\r\n\r\n《地方財政健康的探討—美國地方政府模型》
\r\n\r\n作 者：Craig S. Maher, Sungho Park, Bruce D. McDonald III, Steven C. Deller
\r\n\r\n出版年：2023
\r\n\r\n出版社：Routledge
\r\n\r\n頁 數：350頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49931/8d19cf54-5f0f-48eb-9300-d9b687a71c08.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDk0NjUvYmE0Y2RiNDQtOGQzYS00YjVlLTk5ZjAtMGVlNDk3YzEyZGU4LnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTbljbcy5pyfX%2bWwgemdoi5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49465", "title": "《文官制度》16卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49465/ba4cdb44-8d3a-4b5e-99f0-0ee497c12de8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDk0NjYvYzRmMzk0NzctZjExNy00MGJhLWE5NTktMDZiYWVjNzllMWY4LnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTbljbcy5pyfX%2bWFqOaWhy5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49466", "title": "《文官制度》16卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49466/c4f39477-f117-40ba-a959-06baec79e1f8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDk0NjcvNmY5NWFmOTUtZmI0ZC00ZmYzLTg0NTktMTFjMmNkOWI1M2ZmLnBkZg%3d%3d&n=MTYtMi0wICDkuLvnt6jnmoToqbEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49467", "title": "《文官制度》16卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49467/6f95af95-fb4d-4ff3-8459-11c2cd9b53ff.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49468", "title": "特邀專論──人工智慧在公共行政的機會與挑戰", "內容": "人工智慧在公共行政的機會與挑戰
\r\n\r\n廖興中
\r\n\r\n《摘要》
\r\n\r\nAI技術的運用為公共行政領域帶來了巨大的潛力，但其應用不僅關乎技術，還涉及深層的治理挑戰。因此，制定針對AI的政策和治理架構，特別是著重透明度與課責性至關重要，以確保AI的好處可以更廣泛地擴及社會大眾，並幫助政府有效管理AI的潛在風險。本文將深入探討AI整合進入政府部門所帶來的各種益處，包括行政流程簡化、服務遞送改善、決策制定優化、參與透明提升等潛在優勢，同時也評估政府部門在AI應用過程中可能面臨的挑戰，包括個人隱私權保護、道德風險、數位包容等方面的相關挑戰。此外，本文提出政府如何強化公務同仁在AI運用發展上的能力，像是AI的趨勢與運用、數位倫理與風險、資料品質與治理、以及數位人文思維。一切AI運用的實踐，都需要公務同仁對於數位或AI相關知識及能力的培養與建立，才能打造出下個階段的智慧政府。
\r\n\r\n[關鍵詞]：人工智慧、公共行政、數位轉型、數位治理、人力資源
\r\n\r\nOpportunities and Challenges of AI in Public Administration
\r\n\r\nHsin-Chung Liao
\r\n\r\nAbstract
\r\n\r\nThe application of AI technology has immense potential for public administration, but it entails challenges that go beyond technical aspects, involving profound governance issues. Therefore, establishing AI-specific policies and governance frameworks, particularly focusing on transparency and accountability, is essential to ensure that the benefits of AI are widely accessible to society and to assist governments in effectively managing AI-related risks. This paper provides an in-depth exploration of the various benefits that AI integration could offer government sectors, including streamlined administrative processes, improved service delivery, optimized decision-making, and increased transparency in public participation. It also assesses the challenges governments may face in adopting AI, such as protecting individual privacy, addressing ethical risks, and promoting digital inclusion. Furthermore, this paper proposes ways for governments to improve public officials’ capabilities in AI applications, including AI trends and applications, digital ethics and risk management, data quality and governance, and digital humanism. For AI applications to be successfully implemented, public officials must develop and strengthen their knowledge and skills, paving the way for the next stage of smart government.
\r\n\r\nKeywords: artificial intelligence, public administration, digital transformation, digital governance, human resources
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49468/bcdbfbaf-dba0-4550-8c22-d93f8243425b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49469", "title": "協力成效與問題的分析：以金擘獎獲獎個案為例", "內容": "協力成效與問題的分析：以金擘獎獲獎個案為例
\r\n\r\n林淑馨
\r\n\r\n《摘要》
\r\n\r\n一般探討公私協力議題者多著眼於制度設計、執行等面向，鮮少關注協力之後的成效。加上協力事業都具有高度社會性，公私協力是否真如理論或政府所言，達到節省政府財政負擔、提升服務品質等目的？又能發揮哪些社會性？乃是本文關心的問題。基於此，本文以第一屆到第十屆金擘獎得獎個案為研究對象，透過系統性的問卷調查，並輔以深度訪談，來了解我國公私協力所產生的成效與問題。
\r\n研究發現，公私協力能帶來的成效有：（一）經濟效益：公部門可以提升效率和降低風險，私部門能提升組織社會形象與知名度；（二）財政效益：減輕公部門的財政負擔，分散私部門的財務風險；（三）社會效益：提升公私部門的服務品質與專業，深化社會服務的領域與範圍。但協力過程中卻也發現，認知差異是最常見的問題，而履約管理是影響協力能否持續的關鍵因素。最後，本文提出影響協力成效的三項因素，分別是：認清協力事業的特質、強化公私部門對協力對象和協力本質的認知，以及提升公部門的長期契約管理能力。
[關鍵詞]：協力、履約管理、經濟性、財政性、社會性
\r\n\r\nAn Analysis of Collaboration Effectiveness and Issues: Examples of Golden Thumb Award Recipents
\r\n\r\nShu-Hsin Lin
\r\n\r\nAbstract
\r\n\r\nResearchers of public-private partnership (PPP) generally focus on system design and execution, and rarely on the effectiveness of the partnership. Partnership programs generally are highly social. Therefore, whether public private partnership truly fulfills the objective to ease government financial burden and increase service quality as theory or government itself claims, or what social traits it shows, are the key focuses of this paper. With the award winners of the 1st to 10th Golden Thumb Award as research subjects, this research aims to understand the effectiveness and issues of PPP via systematic survey and in-depth interviews.
\r\nResearch shows that PPP may achieve the following effectiveness: (1) economic benefit: increase efficiency and mitigate risks for the public sector and enhance social image and reputation for the private sector; (2) financial benefit: reduce financial burden of the public sector and diversify financial risks for the private sector; (3) societal benefit: enhance quality and professionalism of the public sector and expand the scope of social services. However, the most common issue during partnership is the differences in mutual understanding. Contract management is also a key factor in achieving the sustainability of the partnership. In sum, this research proposes three factors which affect the effectiveness of partnership: recognizing the characteristic of partnership, strengthening the understanding of the public sector towards the target and essences of partnership, and enhancing the capability of the public sector in long-term contract management.
Keywords: partnership, contract management, economic benefit, financial benefit, sociality benefit
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49469/5812c4e3-7f1d-4091-9805-6eb02a5d14aa.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49470", "title": "我國資安行政法人被終結的個案研究：斷續均衡理論的修正與應用", "內容": "我國資安行政法人被終結的個案研究：斷續均衡理論的修正與應用
\r\n\r\n李天申
\r\n\r\n《摘要》
\r\n\r\n行政院於2001年起，委託資策會成立技服中心，作為協助政府推動資安的專責機構。馬英九執政後期，決定將該中心改為行政法人性質的資安中心，並改由科技部監督。2016年4月資安中心正式掛牌，但不到兩個月，該行政法人即被新上任的蔡英文政府廢除，回復為原來的技服中心。後來，蔡政府配合政府組織再造，將技服中心再度改制為行政法人。行政法人性質的資安機構，歷經設立、廢止、再設立的過程，是臺灣第一個、也是唯一曾被廢止的行政法人。作者透過文本分析與訪談，運用修正的斷續均衡理論，解釋該行政法人資安中心被終結的原因與過程。本研究發現，本政策終結個案為高度政治性，而促成政策變遷的主因為法案審議不夠嚴謹，以及政治環境發生劇變。
\r\n\r\n[關鍵詞]：行政法人、資通安全、政策終結、斷續均衡、政策變遷
\r\n\r\nA Case Study of the Termination of the Taiwanese Cybersecurity NDPB: The Revision and Application of the Punctuated Equilibrium Theory
\r\n\r\nTien-Shen Li
\r\n\r\nAbstract
\r\n\r\nIn 2001, the Executive Yuan commissioned the Institute for Information Industry to establish the Information and Communication Security Technology Center (ICST) as a specialized agency to assist the government in promoting information security. Towards the end of Ma Ying-jeou administration, the agency was converted into a non-departmental public body (NDPB) called the National Center for Cyber Security Technology (NCCST) and transferred to the supervision of the Ministry of Science and Technology. The NCCST was officially launched in April 2016, but within two months, the NDPB was abolished by the incoming administration of Tsai Ing-wen and reverted to the previous ICST. Subsequently, under the program of government re-engineering adopted by the Tsai administration, the ICST was once again converted into a NDPB. Therefore, the NDPB responsible for information security was established, abolished, and then re-established by two different administrations. It is the first and only non-departmental public body in Taiwan that had previously been abolished. Using textual analysis and interviews and applying the revised punctuated equilibrium theory, the author seeks to explain the reasons and process of the termination of the NCCST as a NDPB. This study found that the termination in this case was highly political, with the main factors contributing to the policy change being lax legislative scrutiny and radical changes in the political environment.
\r\n\r\nKeywords: NDPB, cybersecurity, policy termination, punctuated equilibrium, policy change
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49470/9e21248a-8624-4ec6-ad52-8bbf025e64e1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49472", "title": "生成式AI作為司法人員決策輔助工具的可能性初探：以ChatGPT為例", "內容": "生成式AI作為司法人員決策輔助工具的可能性初探：以ChatGPT為例
\r\n\r\n張巧函
\r\n\r\n《摘要》
\r\n\r\n本文探討生成式AI作為輔助工具應用於司法人員決策過程的可能性，採用文獻回顧及深度訪談法進行研究。首先基於文獻回顧，綜合生成式AI的資料處理流程、司法人員決策影響因素等，提出了以司法人員為主體的研究概念架構，以深度訪談法詢問2位檢察官及3位法官，並由受訪者與ChatGPT就法律問題進行直接互動，研究者再綜合訪談結果進行編碼，就前開概念架構進行理論對話及修正。結果顯示，在組織慣例及個人經驗需求上，司法機關具備有利於導入生成式AI的條件，但司法人員在行使裁量權及作成自由心證的過程中，也可能限制生成式AI的可應用性。最後，本文在理論貢獻方面，提出了生成式AI輔助司法人員決策過程的概念架構；在實務建議方面，提出司法機關導入生成式AI前，應優先處理技術性及自動化偏見問題，並制定審查監督機制，建立具透明性、可被課責的生成式AI，輔助司法人員提升決策效率及品質。
\r\n\r\n[關鍵詞]：生成式AI、決策過程、裁量、偏見、課責
\r\n\r\nA Preliminary Study of Judges and Prosecutors’ Potential Use of Generative AI as a Support Tool in Decision Making: The Case of ChatGPT
\r\n\r\nCarol Chiao-Han Chang
\r\n\r\nAbstract
\r\n\r\nThis article explores the potential of generative AI as an auxiliary tool in the judicial decision-making process. It employed a literature review and in-depth interviews as research methods. Based on the literature review, this article proposed a human-centered research framework that integrates aspects such as the data processing flow of generative AI and factors influencing judicial decisions. Through in-depth interviews with 2 prosecutors and 3 judges, participants interacted directly with ChatGPT on legal issues. Interview results were coded, and theoretical dialogue and refinement were performed using the conceptual framework. Findings indicate that judicial institutions favor the introduction of generative AI, particularly concerning organizational habits and personal experience limitations. However, the discretion power of prosecutors and understanding of the principle of “free proof” by judges may limit the applicability of generative AI. Finally, this article makes a theoretical contribution by proposing a conceptual framework for integrating generative AI into the judicial decision-making process. In practical suggestions, it is proposed that before adopting generative AI, judicial institutions should prioritize addressing technical and automation biases in generative AI, establish audit and review mechanisms, and develop transparent and accountable generative AI systems that can assist prosecutors and judges in improving the efficiency and quality of decision-making.
\r\n\r\nKeywords: generative AI, decision process, discretion, bias, accountability
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49472/8f82c6df-ecaf-4b9b-ba46-28f6564ad87f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49474", "title": "書評──人工智慧於地方政府中的應用可能", "內容": "書 名： Smart Government: Practical Uses for Artificial Intelligence in Local Government
\r\n\r\n《智慧政府：人工智慧於地方政府的實際應用》
\r\n\r\n作 者：Chris Chiancone
\r\n\r\n出版年：2023
\r\n\r\n出版社：Independently published
\r\n\r\n頁 數：126頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49474/b22f84ee-e9ca-4720-94f0-48356210e91d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDkxNjcvZTBkZmIxYjAtNGQwOC00M2JhLTg2OWYtMDRmMjIyZmIyYTljLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE25Y23MeacnynlsIHpnaIucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49167", "title": "《文官制度》16卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49167/e0dfb1b0-4d08-43ba-869f-04f222fb2a9c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDkxNjYvNDI0NWI4ODYtNzE4Yi00MDdmLWEyMzgtYmE1OWRjODIyNmVkLnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTbljbcx5pyf77yI5YWo5paH77yJLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49166", "title": "《文官制度》16卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49166/4245b886-718b-407f-a238-ba59dc8226ed.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDkxNjgvZjc4NWMwZWYtNjJlMi00YjQ1LWIzNWEtNjdiYWI0MjY4MzYzLnBkZg%3d%3d&n=MTYtMS0wIOS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49168", "title": "《文官制度》16卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49168/f785c0ef-62e2-4b45-b35a-67bab4268363.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49175", "title": "特邀專論──我國公務人員考績制度應興革方向之檢視與探討", "內容": "我國公務人員考績制度應興革方向之檢視與探討
\r\n\r\n胡龍騰
\r\n\r\n《摘要》
\r\n\r\n我國公務人員考績法自1987年施行迄今，曾歷經4 次修正；亦曾5 度函送公務人員考績法修正草案至立法院審議，只可惜皆未能完成相關修法程序。在歷次制度修整中，最受關注的即是甲等比例和淘汰機制兩大層面的設計。今（2024）年銓敘部再次提出公務人員考績法修正草案再修正條文，提出諸多結構性的改革設計，期望導正現行考績制度長年來予人詬病的多項弊病。爰此，本文係參酌美國聯邦課責總署及人事管理局針對美國公務人員考績制度所設計之檢視評價原則，並以此探討我國現行公務人員考績制度不足之處，同時介紹本次考績制度修正版本之重點改革方向，繼之再針對當前草案規劃新制仍力有未逮之處加以分析，並嘗試提出本文認為當前規劃新制可再精進之處。
\r\n\r\n[關鍵詞]：公務人員考績法、考績制度、甲等比例、考績潛規則、考績制度評估工具
\r\n\r\nReviewing and Exploring the Direction of Reforming Taiwan’s Civil Servants’ Performance Appraisal System
\r\n\r\nLung-Teng Hu
\r\n\r\nAbstract
\r\n\r\nSince its implementation in 1987, Taiwan’s Civil Servants’ Performance Appraisal Act has undergone four revisions, with five drafts of amendments to the act submitted for review by the Legislative Yuan. Unfortunately, none of these drafts have been looked into long enough to complete the relevant legislative procedures. Throughout these iterations of institutional amendments, particular attention has been paid to the proposed changes to both the proportion of the top grade (Grade A) and the elimination mechanism. In the current year (2024), the Examination Yuan has once again proposed amendments to the Civil Servants’ Performance Appraisal Act, presenting numerous structural reform designs aimed at addressing the longstanding criticisms of the current appraisal system. This paper draws upon the assessment principles adopted by the U.S. Government Accountability Office (GAO) and the U.S. Office of Personnel Management (OPM) for the performance appraisal system of American civil servants. It explores the deficiencies of our current civil service performance appraisal system, introduces the key directions of the proposed amendments to the current appraisal system, analyzes the shortcomings of the current draft in planning the new system, and attempts to propose areas for further refinement of the current proposed new system.
\r\n\r\nKeywords: Civil Servants’ Performance Appraisal Act, performance appraisal system, proportion of Grade A, unwritten rules of performance appraisal, Performance Appraisal Assessment Tool
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49175/fba60bd0-196f-420f-8264-dfa17f9d725a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49176", "title": "年金改革對退休選擇之影響：以臺北市公立國小教師為例", "內容": "年金改革對退休選擇之影響：以臺北市公立國小教師為例
\r\n\r\n呂季蓉、謝宜育、陳敦源
\r\n\r\n《摘要》
\r\n\r\n隨著少子化與高齡化發展，社會人口結構產生改變，使原本的年金制度面臨嚴峻挑戰，不得不進行改革。不少人士擔憂教師會因為退休金縮水而延後退休，年輕老師無法進場注入新血，恐使學生的受教品質下降。然而，年金改革的影響程度，真有如外界所想像的劇烈，讓所有教師都因此延後退休？那麼為何仍然有教師選擇退休而不願意繼續留下呢？或者，年金改革這個因素並不是影響教師退休選擇的主因，而有其他更重要的外在因素或內在因素，讓有些老師寧可不如歸去，而不是受到年金改革的牽制。
\r\n本文嘗試以臺北市公立國小教師為例，針對退休及現職教師各15名，依其性別、年齡、年資等相似條件配對抽樣，進行深度訪談比較，也就是在相似的條件下，探討影響退休與否的差異因素為何，年金改革是否即為主要的考量。結果發現，影響教師退休選擇的因素依序為工作因素、年金改革、財務情形；進一步比較退休與現職教師之選擇差異，工作因素與健康因素則比起財務情形與年金改革來得有影響力；相較之下，工作因素比起年金改革更是影響教師選擇退休與否的主因，據此，政府應有效為年金改革政策辯護，俾利後續改革之推動；學校也應改善工作制度安排或是職場氛圍，避免教師因為工作因素提早退休，非常態的人力新陳代謝危及教育品質，作為未來教育政策改革上審視的重點。
\r\n[關鍵詞]：年金改革、延後退休、退休選擇、配對比較法、臺北市公立國小教師
The Impact of Pension Reform on Retirement Choices: A Case Study of Public Elementary School Teachers in Taipei
\r\n\r\nChi-Jung Lu, Yi-Yu Hsieh, Don-Yun Chen
\r\n\r\nAbstract
\r\n\r\nWith the declining birthrate, aging population, and changes in the social demographic structure, the pension system faces severe challenges and has to be reformed. Many people worry that teachers will turn to postponing retirement, and young teachers will not be able to enter the field, which may lower the quality of teaching. However, will the pension reform really affect teachers’ retirement decision? Of those who are qualified for retirement, under the same condition, some choose to keep working while others choose to retire.
\r\nThe purpose of this research is to investigate the factors affecting the selection of retirement plan after the pension reform. This paper focuses on public elementary school teachers in Taipei city, conducting qualitative interviews with 30 teachers, including 15 retired teachers and 15 currently employed ones. This study compares those retired teachers and currently employed teachers who share similarities in their backgrounds. By using paired comparison method, this research aims at finding the critical factors that cause differences in decision-making on retirement plans. Factors in order of cruciality are “work,” “pension reform,” and “financial conditions.” The most crucial one is “work,” rather than “pension reform.” Based on the result, we suggest schools should improve work arrangements or workplace atmosphere to retain teachers. That should be the focus of future education policy reforms.
Keywords: pension reform, postponed retirement, retirement decisions, paired comparison method, Public Elementary School Teachers in Taipei
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\r\n\r\n吳沛如、蔣麗君
\r\n\r\n《摘要》
\r\n\r\n2020年嚴重特殊傳染性肺炎（COVID-19）疫情爆發，不啻催化各國加速政府數位治理之腳步，更提供推動遠距醫療精進的契機。疫情期間，政府透過數位健保卡推動遠距醫療與照護，以控管疫情蔓延。鑑於數位健保卡將於智慧醫療領域扮演不可或缺的角色，本研究透過文獻探討與文件分析法，探討數位健保卡政策對醫療數位轉型的影響與挑戰。本研究試圖探究相關問題：1.)數位健保卡政策對於政府推動數位轉型之功能與影響為何？2.)數位健保卡對於政府數位治理的問題與挑戰為何？
\r\n本研究結果顯示數位健保卡政策在政府推動數位轉型中具有四大主要功能和影響：1.)整合資訊驅動資料再利用；2.)提升公共服務品質與資源利用效率；3.)「以人為本」之數位科技精進；4.)促進多元跨域與跨部門之協作。最後，本研究分別於行政、法律以及科技議題提出相應的政策建議，以利日後進一步研究者可尋出相關問題之共通解決方法，以利推動數位健保卡之實施。
[關鍵詞]：數位健保卡、數位服務、電子治理、數位轉型、智慧醫療
\r\n\r\nAn Preliminary Study of Digital Government Transformation in the Context of the ‘Virtual NHI Card’ Healthcare Services
\r\n\r\nPei-Ju Wu, Lichum Chiang
\r\n\r\nAbstract
\r\n\r\nIn 2020, the COVID-19 pandemic accelerated digital transformation in governance and prompted the adoption of telemedicine. The “Virtual NHI Card” facilitated medical care for quarantined individuals, aiding disease containment. The purpose of this research is to understand the implications of telemedicine, focusing on its impact and challenges to the digital transformation of healthcare services. This preliminary research employs the method of literature review and document analysis, aiming to answer three key questions: 1.) What are the impacts of the government’s “Virtual NHI Card” policy on the promotion of digital transformation? 2.) What are the factors that influence the promotion of the “Virtual NHI Card”? 3.) What issues and challenges does the “Virtual NHI Card” pose to digital governance?
\r\nThe research results indicate that the Virtual NHI Card policy has four major functions and impacts on promoting digital transformation by the government: 1) Integrating information to drive data reuse; 2) Improving the quality of public services and the efficiency of resource utilization; 3) Advancing people-centric digital technologies; 4) Promoting diverse cross-domain and cross-agency collaboration. The factors influencing the promotion of the Virtual NHI Card policy can be broadly summarized into six categories: 1) Gaps in technological infrastructure and digital skills; 2) Regulatory environment constraints on emerging technologies; 3) Support from the healthcare system; 4) Policy marketing; 5) Users’ acceptance of technology; 6) Data security and trust. Furthermore, the problems and challenges faced during the implementation of the Virtual NHI Card can be summarized into three main areas: 1) The necessity of “Virtual NHI Card”; 2) The legitimacy of “Virtual NHI Card”; 3) The trust and security of “Virtual NHI Card”. Finally, this paper proposes policy recommendations to facilitate further research and identify common solutions to these issues, thereby supporting the implementation of the “Virtual NHI Card”.
Keywords: Virtual National Health Insurance Card, digital services, digital governance, digital transformation,intelligent medicine
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49177/41c771bf-6021-49b2-8604-f811e2a59d51.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49178", "title": "客家文化重點發展區自治或官治之分析：族群治理的觀點", "內容": "客家文化重點發展區自治或官治之分析：族群治理的觀點
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n臺灣於2009年修正地方制度法，賦予縣（市）改制為直轄市法源。縣市改制為直轄市後，許多原採自治的鄉（鎮、市）改制為官治的區；惟因原住民族地方自治需要，2014年修正地方制度法，建構「直轄市山地原住民區」，回復原住民族的自治。又2018年修正客家基本法，保障原採自治但改制為官治的「客家文化重點發展區」之族群語言文化的自主發展。原住民族、客家族群為臺灣的少數族群。本文以歐洲理事會的歐洲地方自治憲章，及歐洲聯盟的「輔助性原則」，演繹出「盡可能接近公民」的「基層自治」概念，並運用少數族群權利保障國際標準，探討臺灣直轄市區級政府之官治或自治，獲致的研究發現為：（1）於少數族群聚居區域，實施地方自治，不但有利於族群治理，而且該自治團體可成為推動族群權利發展的引擎；（2）原為自治的客家文化重點發展區，改採官治後，減損客家人族群治理，並危及客家語言及文化的傳承。為實現國際人權法的少數族群權利保障，反饋至「盡可能接近公民」的「基層自治」概念，本文建議：官治的客家文化重點發展區，應回復為自治，可優先實施於客家人口比例達二分之一的「客語為主要通行語地區」。
\r\n\r\n[關鍵詞]：區級自治、區級官治、直轄市山地原住民區、客家文化重點發展區
\r\n\r\nAnalysis of Autonomy or Appointed District Directorship in Key Development Areas of Hakka Culture: The Perspective of Ethnic Governance
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nIn 2009, Taiwan amended the Local Government Act to create a path for promoting counties/cities into municipalities. When promoted as municipalities, many autonomous townships were transformed into districts led by appointed directors. To respond to the local autonomy needs of indigenous people, the Local Government Act was amended to establish ‘Mountain Indigenous Districts of Special Municipalities’ in 2014. In 2018, the Hakka Basic Act was amended to ensure the development of the Hakka language and culture in the ‘Key Development Areas of Hakka Culture’ in the townships with autonomy that are now districts under appointed directors. Aboriginal and Hakka ethnics are minorities in Taiwan. This paper develops the ‘grassroots autonomy’ of ‘as close as possible to citizens’ idea from the European Charter of Local Self-Government of the Council of Europe and ‘the principle of subsidiarity’ of the European Union, as well as the international standards of minority rights protection, to look at the advantages and disadvantages of appointed directorship versus autonomy of district government in municipalities in Taiwan. This paper concludes that (1) implementing local autonomy where ethnic groups concentrate is not only favorable to ethnic governance but also serves as an engine for promoting the development of ethnic rights. (2) The Key Development Areas of Hakka Culture policy, originally for autonomy but changed to the appointed district directorship, damages the Hakka governance and harms the passing on of the Hakka language and culture. To fulfill minorities' rights and to conform with the ‘grassroots autonomy’ of ‘as close as possible to citizens’ idea, the policy recommendation of this paper is that the Key Development Areas of Hakka Culture should re-adopt autonomy, giving priority to the ‘Hakka language as the main regional language areas.’
\r\n\r\nKeywords: township autonomy, appointed district director, Mountain Indigenous Districts of Special Municipalities, Key Development Areas of Hakka Culture
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49178/24e561b5-6d93-44ce-a8b5-f3cfcf09afc4.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=49179", "title": "書評──領導攻略： 精進考核、績效與專業發展", "內容": "書 名： Leadership Offense: Mastering Appraisal, Performance, and Professional Development
\r\n\r\n《領導攻略：精進考核、績效與專業發展》
\r\n\r\n作 者：Paul Falcone
\r\n\r\n出版年：2022
\r\n\r\n出版社：HarperCollins Leadership
\r\n\r\n頁 數：93頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/49179/f47c769a-8d90-4f6f-90cc-2d1a01c72360.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDgxNzQvNzQ3MmMwMDEtOTA3Yi00OGU0LWIwOTYtNDM4MjRhNjAzYjg1LnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE15Y23Muacnykt5bCB6Z2iLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48174", "title": "《文官制度》15卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48174/7472c001-907b-48e4-b096-43824a603b85.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDgxNzUvOTBmOWYxMmQtZTU1MS00OTI0LTliNDktMTcwN2E0ZTU1MTNlLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE15Y23Muacnyko5YWo5paHKS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48175", "title": "《文官制度》15卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48175/90f9f12d-e551-4924-9b49-1707a4e5513e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDgxNzYvYWRkMjFiMGQtMzZkYy00YTJkLWI2NzktZmZlYTlkN2E0MmEyLnBkZg%3d%3d&n=MTUtMi0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48176", "title": "《文官制度》15卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48176/add21b0d-36dc-4a2d-b679-ffea9d7a42a2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48177", "title": "特邀專論──評分者效應對口試評分公平性影響問題之探討", "內容": "評分者效應對口試評分公平性影響問題之探討
\r\n\r\n余民寧
\r\n\r\n《摘要》
\r\n\r\n口試在甄選人員的應用上已行之多年，歷年相關的研究報告亦多支持採行「結構化口試」的可行性與效用性。但在推行「結構化口試」的措施時，諸多可能干擾口試評分公平性之因素中，多數均可透過標準作業流程來加以排除或改善，唯獨其中一項「評分者效應」，很難從標準作業流程程序中加以排除或控制。因此，本文對此提出一個採行「多面向模型」（many-facet model, MFM）計分的應用建議，以客觀分析口試委員評分資料的各面向因素之估計值—含：考生的能力值、口試問題的難度值、及評審評分嚴苛/寬鬆程度值。根據過去相關文獻記載，應用MFM模型於此類涉及評分者效應的資料分析上，不僅可增進對考生能力值的精確估計，也可以提高整體資料分析的信度值，並得以促進口試評分更具公正性、公平性與正確性。為落實MFM模型能應用於爾後口試評分資料的分析，本文亦建議現成的口試評分表的評分方式必須做改變，從連續型資料屬性的等距性尺規評分（如：在50-59分的成績區間內評出一個分數）改變成離散型資料屬性的次序性尺規評分（如：僅將成績評定成優、佳、普通、差等四個等第），以期降低「評分者效應」對口試評分公平性之干擾影響。
\r\n\r\n[關鍵詞]：評分者效應、結構化口試、多面向模型、評分公平性、評分嚴苛/寬鬆程度
\r\n\r\nA Study on the Influence of Rater Effect on the Fairness of Oral Examination Scoring
\r\n\r\nMin-Ning Yu
\r\n\r\nAbstract
\r\n\r\nOral examinations have been used in selecting personnel for many years, and relevant research reports over the years have also supported the feasibility and effectiveness of adopting “structured oral examinations.” When implementing “structured oral examination” measures, most of the many factors that may interfere with the fairness of oral examination scoring can be eliminated or improved through standard operating procedures. Only one of them -- the “rater effect” -- is difficult to exclude or control from standard operating procedures. This article puts forward a suggestion for the application of “many-facet model” (MFM) scoring to objectively analyze the estimated values of various factors in the oral examination committee scoring data, including the examinee abilities, the difficulties of the oral exam questions, and the severity/lenient parameters of the raters’ grading. According to relevant literature, applying the MFM model to such data analysis involving rater effects can not only improve the accurate estimation of examinee abilities, but also improve the reliabilities of the overall data analysis, and promote more accurate scoring of oral exams to achieve impartiality, fairness, and correctness. In order to ensure that the MFM model can be applied to the analysis of subsequent oral examination score data, this article also suggests that the scoring method of the ready-made oral examination score sheet be changed from an interval scale score (continuous data attribute) (e.g., assign a score within the score range of 50-59 points) into an ordinal scale score of discrete data attributes (e.g., only evaluate the score into excellent, good, average, and poor grades), in order to reduce the interference of the “rater effect” on the fairness of oral examination scoring.
\r\n\r\nKeywords: rater effect, structured oral examinations, many-facet model, grading fairness, grading severity/lenient parameter
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48177/c18e004b-9e1c-4df3-b621-3de25a352445.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48178", "title": "我國國民年金制度的現況與挑戰", "內容": "我國國民年金制度的現況與挑戰
\r\n\r\n申育誠
\r\n\r\n《摘要》
\r\n\r\n我國國民年金保險係社會保險，對於我國實施基礎年金制度扮演非常重要的角色。因此，本文研究目的，包括1.以文件分析法，爬梳國保相關文獻，探討國保的現況與問題分析；2.以「臺灣永續發展目標SDGs」檢視，並勾勒出我國年金制度圖像，提出對我國年金制度改革之研究建議。
\r\n本研究發現我國國民年金具國家主義色彩，其實務核心問題，包括國保的人口群若往其他職域性社會保險流動的情況若明顯，則會影響國保財務安定、且國保財務之現有中央應負擔款項財源第一順位財源公彩盈餘，仍無法解決中央應負擔款項財源不足之問題、國保與勞保調整月投保金額時點不同、年金孤兒，以及年資給付率差異問題。
\r\n另為符合國際潮流趨勢以及確保平等原則，我國國民年金應擴大「大數法則」的理論基礎，提升繳費率，並大量增加投保對象，使其所有國民承接的風險趨一致，才能獲得危險平均化的作用，以兼顧財務永續發展，確保財務健全。
\r\n[關鍵詞]：大數法則、老年年金給付、社會保險、基礎年金、國民年金保險
The Current Situation and Challenges of National Pension System in Taiwan
\r\n\r\nYu-Cheng Sheng
\r\n\r\nAbstract
\r\n\r\nThe national pension system in Taiwan is a social insurance which plays a very important role in the implementation of the basic annuity system. This paper seeks to discuss the pension system’s current situation and problems, review Taiwan's Sustainable Development Goals (SDGs) and give a picture of the basic annuity as part of the pension system, before putting forward research proposals for the reform of pension system in Taiwan.
\r\nThis study found that the national pension system in Taiwan is tinged with nationalism, and one of its practical problems is that the population of the national insurance group moves to other professional social insurance. If it is obvious, it will affect the financial stability of the national insurance. Another problem is that the assumed share of funding by the central competent authority is the first financial source of the public welfare lottery surplus, which cannot solve the central government’s problem of insufficient financial resources for the burden. A third problem is the different timing of the adjustment of the monthly insurance amount between the National Insurance and the Labor Insurance, annuity orphans, and the difference in the yearly accrual rate.
\r\nIn addition, in order to conform to the international trend and ensure the principle of equality, the national pension system should expand the theoretical basis of the “law of large numbers”, increase the payment rate, and increase the number of the insured so that the risks assumed by all citizens tend to be the same, so as to obtain an average risk, taking into account financial sustainability, to ensure financial integrity.
Keywords: law of large numbers, old-age pension payment, social insurance, basic pension, national pension insurance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48178/e64e936b-39bc-4c86-9454-f25b543c6ed1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48179", "title": "家庭照顧假的日韓比較與政策啟示", "內容": "家庭照顧假的日韓比較與政策啟示
\r\n\r\n許雲翔
\r\n\r\n《摘要》
\r\n\r\n隨著女性教育機會普及，女性勞動參率增加，雙薪家庭也同比例上升。然而受到傳統性別角色影響，進入勞動市場的婦女仍須負擔家庭照顧責任。而當家庭成員遭遇醫療或其他緊急情況發生時，為了因應此種壓力，許多雙薪家庭中的一位通常被迫辭去工作，退出勞動市場，在高齡化社會的趨勢下此種抉擇更為常見。如何兼顧工作與家庭，不僅是員工的問題，也是企業主的管理問題，需要政府介入提供協助。本研究選擇與我國相近之日本及韓國進行比較，分析家庭照顧假及家庭照顧留職停薪之成立背景，提出可參考之法令內容方案及政策建議，建立支持性職場，避免女性因照顧而退出勞動，並促進性別工作平權。
\r\n\r\n[關鍵詞]：有薪家庭照顧假、家庭工作生活平衡、女性勞動參與
\r\n\r\nComparison of Family Leave Legislation between Japan and Korea and Its Implications
\r\n\r\nYun-Hsiang Hsu
\r\n\r\nAbstract
\r\n\r\nWith the women's educational opportunities increasing in recent years, the rate of women's labor participation has increased, and the proportion of double-income families has also increased. However, affected by traditional gender roles, women entering the labor market still have to bear family care responsibilities. In response to such pressures, one of the members of double-income families is often forced to quit their jobs and withdraw from the labor market when family members encounter medical or other emergencies. This choice is more common in the aging society. The balance of work and family is not only a problem for employees, but also a management problem for business owners. It requires government involvement to provide assistance. This study compares the paid and unpaid family leave regulations of Taiwan, Japan, Korea. The research suggests policy recommendations for a decree to establish a supportive workplace that promotes equal rights of gender and keeps women from withdrawing from work because of their traditional role as care providers.
\r\n\r\nKeywords: paid family leave, work life balance, female labor participation
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48179/1f0464a9-7c0b-47cd-a22a-e01ea49bdbfb.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48180", "title": "誰來服務比較安心？原住民族地區的民眾對公務員特質偏好的實證分析", "內容": "
誰來服務比較安心？原住民族地區的民眾對公務員特質偏好的實證分析
\r\n\r\n陳文學
\r\n\r\n《摘要》
\r\n\r\n本文基於代表性官僚理論，以55個原住民族地區為研究範圍，藉由電話調查蒐集民眾對公務員的特質偏好，進而以族群別偏好為依變數，運用多項式羅吉斯迴歸探討民眾偏好原住民族或漢人公務員之影響因素。本文所調查的原住民族地區民眾包含原住民族與漢人身分的民眾。本文發現，第一，民眾對公務員的性別、年齡、戶籍地與族群別存在不同程度的偏好，民眾尤其重視公務員的戶籍地特質。第二，女性民眾會偏好女性公務員、民眾會偏好同戶籍地的公務員、原住民偏好原住民族公務員，證明民眾與公務員特質一致性的研究假設。除此之外，民眾所處的客觀環境與社會接觸等兩個變數，也影響了民眾對公務員的族群偏好。最後，本文提出這些研究發現對代表性官僚理論之意涵，同時也對原住民族地區的公務人力管理提出實務建議。
\r\n\r\n[關鍵詞]：代表性官僚、民眾偏好、人口特質、原住民族地區、社會接觸
\r\n\r\nWhose Services Put People at Ease? An Analysis of Public Preferences for Demographic Characteristics of Civil Servants in Indigenous Regions
\r\n\r\nWen-Hsueh Chen
\r\n\r\nAbstract
\r\n\r\nBased on the theory of representative bureaucracy, this study looks into 55 indigenous regions. Through a telephone survey, it collects public preferences for the demographic characteristics of civil servants. Furthermore, taking ethnicity preferences as the dependent variable, the study uses multinomial logistic regression analysis to investigate the influence of public preferences for indigenous or Han civil servants. The survey respondents include both indigenous people and the Han people. The study finds that, firstly, there are different public preferences for the gender, age, household, and ethnicity of civil servants. The public particularly emphasizes the place of household registration of civil servants. Secondly, female respondents tend to prefer female civil servants, the public prefer civil servants from the same townships (cities, and districts), and indigenous people prefer indigenous civil servants. These findings demonstrate the consistency of preferences between the public and civil servants. In addition, the objective environment and social contact also influence the public preferences for civil servant characteristics. Finally, the study presents the implications of these research findings for the representative bureaucracy theory, while offering some suggestions for public human resources management in indigenous regions.
\r\n\r\nKeywords: representative bureaucracy, public preferences, demographic characteristics, indigenous region, social contact
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48180/d578979d-9b6f-45cf-a543-44ba3fb0125a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48182", "title": "地方議會分配政治網絡分析：以南投縣第17與18屆議員提案為例", "內容": "地方議會分配政治網絡分析：以南投縣第17與18屆議員提案為例
\r\n\r\n簡子文、林晏生、張浩也、孫同文
\r\n\r\n《摘要》
\r\n\r\n分配政治的權力圖像為何？是國會研究的一個重要缺口，然地方議會的分配政治研究則更是鳳毛麟角。究竟影響國會分配政治的因素是否能適切解釋地方議會權力運作？仍待進一步探討。基此，本研究以選區、政黨、資深與選戰競爭程度等因子，檢視地方議會分配政治提案的權力運作網絡。
\r\n經檢證，前述因素均無法有效預測分配政治提案網絡中心性。透過網絡分析，政黨與資深程度是影響南投縣議會分配政治權力圖像的重要因子；選區與選戰競爭程度的影響程度雖然依稀可見但並不明顯。
\r\n就實務意涵言，欲提升提案影響力，就必須獲得藍營資深與他黨資淺議員更多的滾木機會，共同推動有利選民的特殊利益。公共管理者應正視分配政治可能帶來的分配失衡疑慮，並輔以調節行動中和之。
\r\n就理論意涵言，國會分配政治影響因素無法有效預測地方議會提案網絡中心性的原因，與提案並非實際利益分配結果不無關係，然中心性指標仍極可能與議員身處的選區實際利益具有潛在關聯。由此，透由中心性指標進一步延伸連結實質政策利益分配結果，可作為未來研究方法上之突破。第二，地方議會之權力運作有著更為深層的影響因素，能否以國會因素延伸討論，有待後續研究進一步考量地方更為深層的社會互動後釐清。
[關鍵詞]：地方議會、分配政治、社會網絡分析、提案、連署
\r\n\r\nSocial Network Analysis of Distributive Politics in Local Councils: An Example of the 17th and 18th Nantou County Council
\r\n\r\nTzu-Wen Chien, Yen-Sheng Lin, Hao-Yeh Chang, Tung-Wen Sund
\r\n\r\nAbstract
\r\n\r\nHow does power project itself in distributive politics? Few studies on this topic have been done in the research of Taiwan’s Legislature, and even fewer on the distribution politics of local councils. Could the factors that affect the distributive politics of the national parliament properly explain the power operation of local councils? It remains to be further explored. Therefore, this study examines the power operation network of local councils in distributing political proposals based on constituencies, political parties, seniority of parliamentarians, and degree of competition in election campaigns, which are important factors that affect the parliament’s distribution politics.
\r\nFirst, it is found through statistical verification that none of these factors can effectively explain the relationship between proposals in local distribution politics. Second, through network analysis, factors such as the seniority of political parties and parliamentarians are important factors that affect the power images of distribution politics in Nantou County Council. Although senior councilors occupied the core positions in the 17th and 18th Council, as the main senior councilors changed their political careers and new councilors rose up, junior councilors began to play another important role in the distribution of political proposal networks in the 18th Council. In terms of electoral districts and electoral competition, some electoral districts continue to have strong connections and interactions. Councilors with less electoral competition are obviously in a marginal position in the distribution political network of the local council, and are less active in putting forth joint legislative proposals. On the whole, the degree of influence of constituency factors and the degree of competition in the election campaign on the local distribution of political proposals and the network of joint signatures for legislative proposals is vaguely visible but not obvious.
\r\nAs far as the practical implications are concerned, in order to further gain more influence in the new round of joint proposals, it is necessary to obtain more opportunities for senior councilors of KMT and junior councilors of other parties to jointly promote special interests that are beneficial to voters. Public managers should face up to the misgivings of distributional imbalance that may be brought about by distributional politics, and take regulatory actions to minimize the potential imbalance.
\r\nIn terms of theoretical implications, the factors that have influenced distributive politics of parliament in the past cannot properly explain the power operation of local councils. The power operation of local councils has deeper influence factors, which cannot be regarded as the same as that of parliament. It needs to be clarified after further research considers the deeper social interaction in the local councils.
Keywords: local council, distributive politics, social network analysis, proposal of bills, petition
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48182/31b31996-8ada-4861-acea-3f1d191729f0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=48183", "title": "書評──公部門的員工心聲、人力資源管理與領導力：多層次的工作福祉", "內容": "書 名： Workers’Voice, HRM Practice, and Leadership in the Public Sector: Multidimensional Well-Being at Work
\r\n\r\n《公部門的員工心聲、人力資源管理與領導力：多層次的工作福祉》
\r\n\r\n作 者：Nicole Cvenkel
\r\n\r\n出版年：2020
\r\n\r\n出版社：Routledge
\r\n\r\n頁 數：313頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/48183/303d995d-9fc3-4b06-8d2f-b07550a06629.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDcwNDIvNTI0YWZlMWQtMjU3NS00ZmZmLTk5NTEtMTkyMGEwZWUzODQyLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE15Y23Meacnyko5bCB6Z2iKS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47042", "title": "《文官制度》15卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47042/524afe1d-2575-4fff-9951-1920a0ee3842.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDcwNDMvOTc3MzU3YTktMDE3ZC00MTA1LWI4MDItZjcxOGYwMjIwYmVlLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE15Y23Meacnyko5YWo5paHKS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47043", "title": "《文官制度》15卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47043/977357a9-017d-4105-b802-f718f0220bee.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDcwNDQvZjA1ZjMwZjQtYTI0My00NzFjLTk2ODQtYTE1NmEwN2RkZGNmLnBkZg%3d%3d&n=MTUtMS0wICDkuLvnt6jnmoToqbEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47044", "title": "《文官制度》15卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47044/f05f30f4-a243-471c-9684-a156a07dddcf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47045", "title": "特邀專論──聘用人員進用制度之檢討", "內容": "特邀專論──聘用人員進用制度之檢討
\r\n\r\n張桐銳
\r\n\r\n《摘要》
\r\n\r\n行政機關以行政契約進用之聘用人員，在制度上被界定為暫時性之專業、技術人力，然而在實務運作上呈現久任化之趨勢；在特定之行政任務，也確實有進用不定期聘用人員之需求。隨著數位發展部之成立所引發之大量進用聘用人員之爭議，也帶來聘用人員制度改革之契機。對於引進不定期聘用人員之疑慮本文認為最主要者係是否牴觸憲法第85條與第86條規定。對此，本文認為，只要確保進用程序之公正性，並不違反憲法第85條與第86條之意旨。至於在改革內容上，本文提出一些思考上之切入點：（1）參考公務人員陞遷法規定之公開甄選程序規定聘用人員之進用程序；（2）不定期聘用人員之進用，為避免過度衝擊考試用人之公務人員制度，應於各機關組織法規明定進用之員額；至於不定期聘用人員法律地位之相關規定，則於聘用人員聘用條例規定；（3）現行聘用人員聘用條例過於簡陋，應於該法詳細規定聘用人員之權利義務。
\r\n\r\n[關鍵詞]：公務人員制度、聘用人員、行政一體原則、行政契約、新自由主義
\r\n\r\nReview of Employment System of Contract Workers
\r\n\r\nTung-Jui Chang
\r\n\r\nAbstract
\r\n\r\nContract workers recruited through administrative contracts are defined as temporary professional and technical manpower in the system, but there is a trend of long-term employment in actual practices. For certain administrative jobs, non-fixed term employees are needed. With the establishment of the Ministry of Digital Affairs, the dispute over the recruitment of a large number of contract workers have also brought about an opportunity for the reform of the employment system. Regarding the doubts about the introduction of non-fixed term contract employees, this article’s author believes that the most important issue is whether it violates the provisions of Article 85 and Article 86 of the Constitution. In this regard, the author believes that as long as the fairness of the access procedure is ensured, it does not violate the intent of Article 85 and Article 86 of the Constitution. For the reform, this article proposes some points for thinking: (1) Refer to the public selection procedure stipulated in the Civil Service Promotion Act to stipulate the employment procedures of contract workers; (2) The employment of non-fixed term contract workers is to avoid excessive impact on the examinations system of employing civil servants, and this should be clearly defined in the organizational laws. As for the relevant provisions on the legal status of non-fixed term contract workers, it should be stipulated in the Employment Regulations; (3) The current Employment Regulations are too simple, and should stipulate in detail the rights and obligations of employees.
\r\n\r\nKeywords: the system of civil service, contract employees, the principle of administrative unity, administrative contract, neoliberalism
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47045/4c7c1a47-a6bd-403b-8ced-8de8677956fd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47046", "title": "新冠肺炎疫情下公務人員對居家辦公評價之實證研究", "內容": "新冠肺炎疫情下公務人員對居家辦公評價之實證研究
\r\n\r\n李俊達、林文燦
\r\n\r\n《摘要》
\r\n\r\n自2019年12月新型冠狀病毒開始蔓延全球，為減少員工前往職場途中的對外接觸，居家辦公成為常見的工作型態。國內在2021年中疫情嚴峻期間，行政院人事行政總處宣布，公務人員輪流分流到機關上班的比例，從三分之一提高為二分之一。本研究以中央政府某部會為研究對象，該部在2021年2月推動「實施居家辦公試辦作業」計畫，並在當年5月底至7月國內疫情最為嚴峻期間，正式施行分流居家辦公。本研究在正式施行期間，針對該部會公務人員發放調查問卷，了解居家辦公的態度。調查結果發現，未來應更加具備時間管理、溝通技巧、強烈的個人責任感、敬業忠誠、數位素養、自我領導力、獨立工作等能力。隨著數位化時代來臨，在人力資源管理策略上，公部門亦應規劃居家辦公的工作條件，營造信任和重視成效的組織文化，讓公務人員未來在選擇工作地點和支持家庭的決策，可以具有更大的靈活性。本研究提出以下三點實務建議。第一，居家辦公衍伸的工作成本應由服務機關承擔，未來在推行時可考慮提供一次性的固定額度津貼。第二，居家辦公應注重員工的人際網絡與組織承諾。在實務上，各機關可先了解同仁居家辦公期間在心理層面的需求，規劃方案內容。第三，因應居家辦公的趨勢與發展，在業務資訊化與服務流程上，建構及持續培訓公務人員共通性的數位職能。
\r\n\r\n[關鍵詞]：居家辦公、遠距辦公、新冠肺炎、數位治理
\r\n\r\nAn Empirical Study on Civil Service Assessment of Working from Home during COVID-19 Outbreak
\r\n\r\nChun-Ta Lee, Wen-Tsan Lin
\r\n\r\nAbstract
\r\n\r\nIn the wake of the outbreak of COVID-19 pandemic in Dec. 2019, work-from-home (WFH) has become a common practice in order to reduce employees’ risk of infection while commuting to and from workplaces. Accordingly, amid the rampant pandemic in mid-2021, the Directorate General of Personnel Administration under the Executive Yuan announced raising the share of government employees going to office for work on a rotational basis to one half of the workforce, from one third. In Feb. 2021, a ministry of central government unveiled “Work-From-Home Trial Plan” for the civil service, which was put into practice during the peak of the pandemic in May-July that year. This study carried out a questionnaire survey of civil service members on their change of attitudes towards the work practice before and after its implementation. The results show the need for civil service members to strengthen the capabilities of time management, communications skill, sense of responsibility, dedication and loyalty, digital literacy, and independent working. With the advent of the digitalization era, the public sector should plan WFH as an alternative work type and cultivate an organizational culture that stresses trust and performance in its human-resources management strategy, thereby giving public functionaries more flexibility in choosing worksites and meeting family needs. The study provides the following three recommendations. First, the extension work cost of WFH should be borne by the organization, and a one-time fixed amount of allowance can be considered in the future implementation. Second, WFH guidelines should include the interpersonal network and organizational commitment of employees. Organization leaders should understand the psychological needs of their colleagues during WFH, and improve employee assistance programs. Finally, in response to the trend and development of WFH, public servants should continue to be trained on digital competence.
\r\n\r\nKeywords: telework, telecommuting, working from home, COVID-19, digital governance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47046/0599b970-6aa7-46b9-9cd2-3d3217411b46.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47047", "title": "疫情期間的公部門職場觀察：談居家辦公與工作家庭衝突", "內容": "疫情期間的公部門職場觀察：談居家辦公與工作家庭衝突
\r\n\r\n曾琤
\r\n\r\n《摘要》
\r\n\r\n因應疫情，無論公、私部門皆面臨職場工作型態的重大變化。居家辦公，不再專屬於民間特定工作性質的工作樣態，或僅限於友善職場的理想性倡議。在疫情期間，我們看到各類性質之公部門，皆配合疫情風險高低而有不同樣態的實踐。從友善職場觀點，我們看似盼來了終於能兼顧工作與家庭的完美安排，但公部門組織，真的因此在疫情期間維持組織效能且同時兼顧了員工的福祉與需求？
\r\n\r\n本研究以公部門具居家辦公經驗者為研究對象，於2021年8月針對新北市政府所屬機關具居家辦公經驗者進行調查，共回收344份有效問卷，透過量化研究探究疫情期間居家辦公者的主觀感受。從工作家庭衝突理論、工作家庭疆界理論出發，探討公部門推行居家辦公過程中，機關所推動之居家辦公措施相關規劃及資源對員工主觀所感知工作家庭衝突之影響。
\r\n\r\n過去無論是工作家庭衝突理論及工作家庭疆界理論，皆無針對居家辦公者（尤其是公部門）做相關的探索，此外在居家辦公相關的文獻中，亦無針對公部門管理者所提供之相關資源進行研究分析。本研究試著運用疆界理論，將現行公部門推動居家辦公提供的資源加以區隔，探究其對於公部門員工工作家庭衝突之影響，另從個人主觀對工作家庭區隔的偏好觀點，探索其與現行公部門居家辦公資源與個人工作家庭衝突感受的交互作用。
\r\n\r\n研究發現，居家辦公之工作資源對於工作家庭衝突有顯著之負向影響。各機關在推行居家辦公時，倘給予同仁相關的工作資源，將會減少同仁在工作與家庭帶來的衝突。若是依照疆界理論，把居家辦公資源分成一般資源、區隔資源及整合資源，一般資源（工作自主、主管支持、組織支持）可顯著降低工作家庭衝突，區隔資源（育兒需求、防疫風險之居家辦公政策）及整合資源（提供居家辦公所需資訊設備及其他資源）皆未顯著降低工作家庭衝突。個人與家庭整合性越高，個人在工作與家庭之間的角色越模糊，工作家庭衝突皆會升高，也就是工作家庭疆界的整合，其實並非產生較少的工作家庭衝突。
\r\n\r\n[關鍵詞]：居家辦公、工作家庭衝突、工作資源、工作家庭疆界理論、友善職場措施
\r\n\r\nWork-Family Conflict and Job Resources among Public Officers with Work-from-Home Experiences during COVID-19 Pandemic
\r\n\r\nTseng Cheng
\r\n\r\nAbstract
\r\n\r\nWork-from-Home (WFH) is not a new concept. Its adoption in the public sector is rather slow. COVID-19 has forced us to find a new way of working, especially during the lockdown in many countries. This research aims to find out how different types of resources influence the work and family conflict when government employees work from home during the pandemic. Under the interaction of the individual employee’s personal preference in the different segment of the resources, how the public sector providing different types of job resources impacts the work and family conflict is discussed. An online survey was conducted among New Taipei City public officers with WFH experiences during the pandemic to investigate their perceptions of work and family conflict. Based on the hierarchical regression analysis of 344 copies of valid questionnaire, the overall work-family conflict on job resources remains a significant negative relationship, the impact of job resources on work-family conflict has a significant negative impact, the general resources and work-family conflict have significant negative relationship. The enhancement of the individuals’ preference for segmentation will strengthen the negative relationship between the segmentation resource and the work-family conflict. The study also found that the support from managers does have an impact on employees’ perceptions of work and family conflict.
\r\n\r\nKeywords: work from home, work family conflict, job resources, work-family border theory, individuals’ preference for segmentation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47047/6b894d45-c33c-4a67-ba9c-ddff4eb12733.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47049", "title": "警察總是權威式的領導嗎？從QCA 方法析探改變警察領導風格之影響因素", "內容": "警察總是權威式的領導嗎？從QCA方法析探改變警察領導風格
\r\n\r\n之影響因素
\r\n\r\n湯汶瑜、洪俊瑋、王俊元
\r\n\r\n《摘要》
\r\n\r\n過去的文獻普遍認為警察在重視紀律、講究服從之準則下，領導者通常會採取較為權威式的領導風格，以確保迅速動員與使命必達。然而無論一般行政機關或企業組織有關於領導之討論，可發現領導風格日趨多元化。本研究主要目的在探討個人的警察領導風格是否改變以及影響之因素。研究方法首先以「回溯」之途徑進行深度訪談，再藉由融合質化與量化優勢的質性比較分析法，透過資料編碼、運算和分析回應本研究問題，並據此延伸出「教育訓練」與「實務管理」之政策建議方向。研究發現，警察領導風格確實會改變，除了在層次上可區分為暫時性切換與本質上改變之外，同時也受到外部因素：「環境與組織因素」、「部屬特質」、「職位特性」與內部因素：「個人特質」、「能力」、「價值觀」之影響，而其中「環境與組織因素」和「能力」是影響警察領導風格改變之關鍵因素。整體觀之，外部因素對於改變結果亦占有較高之比重。
\r\n\r\n[關鍵詞]：警察、領導風格、質性比較分析法（QCA）、教育訓練、改變與切換
\r\n\r\nDo Police Always Conduct Authoritative Leadership? A Study on Influencing Factors of Changing Police Leadership Style by the QCA Method
\r\n\r\nWen-Yu Tang, Jyun-Wei Hong, Chun-yuan Wang
\r\n\r\nAbstract
\r\n\r\nFollowing the principles of discipline and obedience, leaders are often expected to adopt an authoritative leadership style to ensure rapid mobilization and mission accomplishment. However, from the discussion on leadership in general administrative agencies or business organizations, it can be found that leadership styles are becoming more and more diverse. The main purpose of this study is to explore whether an individual police officer’s leadership style has changed and determine the influencing factors. To this end, retrospective in-depth interviews are conducted and followed by a qualitative comparative analysis (QCA), which combines qualitative and quantitative advantages to encode the data, carry out calculations, and complete the analysis in response to the research questions, ultimately coming up with policy recommendations for education training and practical management.
\r\n\r\nThis study found that the police leadership style will indeed change, including temporary switch and essential changes, and is subject to external factors—namely, environmental and organizational factors, subordinate traits, job characteristics, and internal factors (i.e., personal qualities, abilities, and values). “Environmental and organizational factors” and “ability” are the key factors affecting the change of police leadership style. Overall, external factors account for more results of the change.
\r\n\r\nKeywords: police, leadership style, qualitative comparative analysis (QCA), education and training, change and switch
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47049/88a3001d-2087-4ef5-98a9-bd404b9fba18.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47050", "title": "運用協力治理觀點探究臺灣公共事務個案聯盟", "內容": "運用協力治理觀點探究臺灣公共事務個案聯盟
\r\n\r\n呂冠逸、張鎧如
\r\n\r\n《摘要》
\r\n\r\n本研究以臺灣公共事務個案聯盟作為個案，透過檢閱協力治理與協力平臺相關理論文獻，以初始因素、過程要素、成效回饋三個面向作為分析架構，嘗試了解個案聯盟的協力治理過程。透過蒐集與分析訪談資料，研究發現，學研單位為聯盟經營與個案教學發展的領導者，訓練機構則從個案提供者轉變為新個案開發者，而非營利組織則為法律、社群經營諮詢者。從初始因素來看，公部門個案資源與教學面臨的狀況、基於過去的合作經驗，以及共同目標是成員當初參與個案聯盟的主要因素。至於維持聯盟運作的過程要素，則與對過程的承諾、資源共享與互惠、領導力、決策與參與機制等因素有關。成效回饋則以吸引力效應、學習、槓桿作用、以及綜效四方面逐步探討。過程當中個案聯盟同時也面臨資源有限、個案開發與撰寫不易等難題。針對個案聯盟之未來發展，本研究建議可朝強化聯盟成員之間協力關係的穩定性、納入更多利害關係人等方向邁進。
\r\n\r\n[關鍵詞]：個案教學、臺灣公共事務個案聯盟、協力治理、協力平臺、質性研究
\r\n\r\nExploring the Ecosystem for Public Affairs Cases & Centers in Taiwan from the Perspective of Collaboration Governance
\r\n\r\nKuan-I Lu, Kaiju Chang
\r\n\r\nAbstract
\r\n\r\nThis paper studies the case of the Ecosystem for Public Affairs Cases & Centers (EcoPACC) to explore why public servant training organizations, nonprofit groups, and academic institutions establish and participate in the EcoPACC, how members and stakeholders interact with one another during the collaborative process, and evaluate performances of the EcoPACC from the perspective of collaboration governance. By collecting interview data from members and stakeholders, this paper finds that the current situation of case method teaching in Taiwan, past experiences of cooperation among members, and mutual goals achievements among members are key to influencing members’ participation. The critical factors to sustain the collaborations among members are related to the dimensions of commitment to the collaborative process, resource-sharing and reciprocity, leadership, and the mechanism of decision-making and participation. Limited resources and challenges of case writing are difficulties that members and stakeholders are confronted with during the process of collaboration. This paper also evaluates preliminary performances of the EcoPACC from the dimensions of attractor effect, learning, leverage, and synergy. We suggest that the EcoPACC keep improving the stability of collaborative relationships among members, and developing strategies to attract more organizational and individual participants with diverse backgrounds.
\r\n\r\nKeywords: case method teaching, Ecosystem for Public Affairs Cases & Centers in Taiwan, collaborative governance, collaborative platform, qualitative research
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47050/cc19f83f-288c-4a26-87bd-0332335df7d0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=47051", "title": "書評──人力資源資訊系統：公共行政人員指南", "內容": "書 名： Human Resources Information Systems: A Guide for Public Administrators
\r\n\r\n《人力資源資訊系統：公共行政人員指南》
\r\n\r\n作 者：Nicolas A. Valcik, Meghna Sabharwal, Teodoro J. Benavides
\r\n\r\n出版年：2021
\r\n\r\n出版社：Springer
\r\n\r\n頁 數：177頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/47051/95559071-2f50-4793-ab79-f4caaab9d3f9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDYwNjIvNzliYjE4ZWMtMzVkNi00NDBiLTgwZmQtYTYzN2IyNTQyODBhLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE05Y23MuacnyktLeWwgemdoi5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46062", "title": "《文官制度》14卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46062/79bb18ec-35d6-440b-80fd-a637b254280a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDYwNjEvYjExNGZlYjctZmJmNi00Yjc3LWE1NTMtODA0OGNmMmI2ODc2LnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDE05Y23Muacnyko5YWo5paHKS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46061", "title": "《文官制度》14卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46061/b114feb7-fbf6-4b77-a553-8048cf2b6876.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDYwNTkvYjI5NzM0YjgtNjM3OS00ZjY3LWFjNWQtNmZjMWE4YWMxMThhLnBkZg%3d%3d&n=MTQtMi0wX1%2fkuLvnt6jnmoToqbEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46059", "title": "《文官制度》14卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46059/b29734b8-6379-4f67-ac5d-6fc1a8ac118a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46056", "title": "特邀專論──用人機關參與國家考試選人的變革", "內容": "用人機關參與國家考試選人的變革
\r\n\r\n施能傑
\r\n\r\n《摘要》
\r\n\r\n用人組織決定新進同仁，民間企業和其他國家政府部門都是這樣的，臺灣政府國家考試制度卻幾乎都排除用人機關參與決定要用誰的機會，這種模式犧牲用人適任性的真正目標。基於人力資源遴選專業的兩項原則，多階段過濾篩選和多樣化遴選方法，本文提供三個可能改革方案，從考試分發加入用人機關參與制，考試分發和列冊候用雙軌併行制，進展到列冊候用單軌制，並說明如何執行方案的細部作法，一方面增加用人機關參與國家考試遴選人力的角色，同時也確保執行過程遵行公開競爭和被課責。
\r\n\r\n[關鍵詞]：列冊候用、考試分發任用
\r\n\r\nReforming Civil Service Selection Practice through Hiring Agencies’ Participation
\r\n\r\nJay N. Shih
\r\n\r\nAbstract
\r\n\r\nHiring organizations decide who to hire, be they in the private, non-profit or the public sector. This is the common recruitment practice. Yet, Taiwan government is an exception whose hiring agencies almost have no opportunity to select their own new civil servants. People who pass the national examination are appointed to an agency without its consent. This paper offers a three-step alternative to the current practice, from (1) the current system plus hiring agency participation, (2) the current system and the eligibility list system simultaneously, and then to (3) the eligibility list system. Detailed implementation steps are also suggested in consistency with two general principles of human resource selection, including multi-stages of selection and multiple selection methods. Any changes must ensure that they increase the opportunity of the hiring agency to select its newcomers and that the principle of open competition will be strictly followed and violators will be held accountable.
\r\n\r\nKeywords: eligibility list, appointment directly by national examination
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46056/635561e9-6d16-4dbf-9f84-4ba28db4afd0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46055", "title": "運用數位學習科技精進公務人力訓練接受度之前瞻與挑戰：以公務人員升官等訓練為例", "內容": "運用數位學習科技精進公務人力訓練接受度之前瞻與挑戰：以公務人員升官等訓練為例
\r\n\r\n廖洲棚、郭秋田
\r\n\r\n《摘要》
\r\n\r\n公務人員為國家重要人力資源，西方先進各國無不重視公務人力的培訓與發展。面對全球化、專業化及數位化等外在環境發展趨勢，數位學習科技快速地發展與普及，不僅增進學習模式多樣化，亦使學習變得更具互動化、即時化、個人化與社群化。為因應新型冠狀病毒（Covid-19）防疫管制措施對公務人力訓練帶來之衝擊，規劃建置數位化公務人力訓練作法，除可降低疫情帶來之衝擊，亦能為後疫情時代的公務人力訓練方式的精進開展新的契機。本研究為瞭解公務人員對於數位學習的接受情況，在以學習者為中心的教育典範思維下，運用公務人員保障暨培訓委員會專案委託研究案蒐集之資料，並透過科技接受模式的應用，分析曾參與升官等訓練公務人員，對於運用數位學習科技精進公務人力訓練的關切重點以及支持條件。本研究除探索運用數位學習科技精進公務人力訓練的關鍵成功因素之外，也同時研提若干政策建議供相關單位參考。
\r\n\r\n[關鍵詞]：數位學習、居家線上學習、公務人力訓練、升官等訓練、科技接受模式
\r\n\r\nProspects and Challenges of Using Digital Learning Technology to Improve Civil Service Training Acceptance: A Case of Civil Service Training Programs for Promotion
\r\n\r\nZhou-Peng Liao, Tony C. T. Kuo
\r\n\r\nAbstract
\r\n\r\nCivil servants are an important human resource of a country, and most western countries value the training and development of civil servants. Facing the development trend of external environment such as globalization, specialization and digitalization, the rapid development and popularization of digital learning technology not only increases the diversification of learning modes, but also makes learning more interactive, real-time, personal and community-based. In view of the impact of Covid-19 pandemic on the training of civil servants, the planning and construction of flexible and diversified digital training methods for civil servants will not only reduce the impact of the pandemic, but also create a new opportunity for improving the civil servant training in the post Covid-19 era. In order to understand the acceptance of digital learning by civil servants, this study uses the data collected from the research project commissioned by the Civil Service Protection and Training Commission (CSPTC) to analyze the opinions of civil servants who have participated in training for promotion programs. By adapting the technology acceptance model (TAM), this study analyzed the concerns and support conditions of civil servant training using digital learning technologies. In addition to exploring the key success factors and the relationship between these factors in the use of digital learning technology to improve civil servant training, this study also provides some policy recommendations.
\r\n\r\nKeywords: digital learning, online learning at home, civil service training, training for promotion, technology acceptance model
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46055/fee9582d-8e3b-4705-84dd-ae02159481e6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46054", "title": "國考分發與類科對資淺公務人員轉調傾向之影響：公共服務動機為調節變項", "內容": "國考分發與類科對資淺公務人員轉調傾向之影響：公共服務動機為調節變項
\r\n\r\n高于涵、董祥開
\r\n\r\n《摘要》
\r\n\r\n我國舉辦公務人員考試已長達60餘年，迄今始終堅持公平公正公開的用人宗旨，已建立起全國民眾及考生的信任感，成為政府單位取才用人的重要途徑。然而現行考選制度普遍不足以讓機關的職位及工作需求能與個人的能力及特質取得相對應的平衡。就考選的核心價值來說，似有失衡現象，可能導致單位內部人事不穩、人員流動率偏高的現象。有鑑於此，本研究希望探討「分發方式」及「報考類科」對公務人員「轉調傾向」的影響，並探究「公共服務動機」的調節效果。本研究的分析資料來源為臺灣政經傳播研究中心「2020年文官定群追蹤網路調查」，主要研究對象為我國公部門年資10年以下的現職公務人員。經篩選符合本研究議題之變項並排除遺漏值後，分析樣本數為648份。研究結果發現，若公務人員採用受訓成績分發，其轉調傾向會顯著低於國考成績分發。其次，轉調傾向最高的職組為報考經建職組及綜合職組的公務人員。最後，公共服務動機在報考類科對於轉調傾向的影響過程中達到顯著的負向調節效果。若公務人員具備越高的公共服務動機時，會負向加強報考類科對轉調傾向的影響力。本研究依據上述研究發現進行討論並提出國考制度相關之實務建議。
\r\n\r\n[關鍵詞]：資淺公務人員轉調傾向、分發方式、報考類科、公共服務動機
\r\n\r\nThe Effects of Job Placement Methods and Examination Category on Transfer Intention of Junior Civil Servants: Using Public Service Motivation as a Moderator
\r\n\r\nYu-Han Kao, Hsiang-Kai Dong
\r\n\r\nAbstract
\r\n\r\nCivil service examinations have been held in Taiwan for more than 60 years. So far, the principle of fair, just, and open employment has always been adhered to, winning the trust of the public and candidates as well. The examinations have become an important way for government agencies to select and employ staff members. However, the current examination and selection system is generally insufficient to achieve a corresponding balance between the positions and job requirements of government agencies and the abilities and characteristics of individuals. As far as the core value of examination and selection is concerned, there seems to be an imbalance, which may lead to unstable staffing within organizations and high turnover rates. Therefore, this study aims to explore the impacts of civil servants’ “distribution methods” and “category of national examinations” on their “transfer intention”, and to explore the moderating effect of “public service motivation”. The data source of this study was the “2020 Taiwan Government Bureaucrats Survey – Panel Study” by Taiwan Institute for Governance and Communication Research, and the main research subjects were incumbent civil servants with less than 10 years of service experience in civil service agencies. After screening out the variables that conformed to the topic of this study and excluding missing values, the number of samples included in the analysis was 648. The results showed that if civil servants were distributed according to the training scores, their transfer intention would be significantly lower compared with distribution according to the national civil service examination scores. Besides, the occupational groups with the highest transfer intention were civil servants who applied for the economic planning and development occupational groups and general occupational groups. Finally, in the process of category of national examinations influencing the transfer intention, public service motivation had a significant negative moderating effect. In other words, the higher their public service motivation, the more it will negatively strengthen the influence of category of national examinations on their transfer intention. Based on the above research findings, a discussion was conducted and practical suggestions related to the national civil service examination system were put forward.
\r\n\r\nKeywords: transfer intention of junior civil servants, distribution methods, category of national examinations, public service motivation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46054/0e4a8602-97ff-4a6d-93ba-f9c621614226.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46053", "title": "地方政府產業發展能力的挑戰與優化對策", "內容": "地方政府產業發展能力的挑戰與優化對策
\r\n\r\n戴元峰、田玉珏
\r\n\r\n《摘要》
\r\n\r\n中央政府制定國家發展戰略，推動產業創新政策、發展重點產業，其中有效達成目標的關鍵之一是在於地方政府有能力配合推動地方產業發展。為瞭解22個縣市地方政府的產業發展能力，本研究採取探索性研究，探討：地方政府推動產業發展和哪些能力相關？我國地方政府推動產業發展在能力施展上遇到哪些挑戰？有哪些可優化對策？檢視文獻後，本研究整合策略能力、靈活應變能力、資源與管理能力，及政策能力作為地方政府產業發展能力分析架構，透過22個縣市中具產業發展推動實務經驗的領導官員的深度訪談資料分析，詳細檢視四種能力在實際過程中遇到的各種挑戰和有效施展的對策。從研究發現來看，優化這些能力有助於地方產業發展的推動，但是地方政府若要有效獨力推動複雜的產業發展工作不易，許多的對策需要中央和外部專家學者的支持，過程中靈活運用各種模式與策略來和內部、外部各方行動者之間互動、協調與合作。中央能夠重視地方的意見或需求，強化溝通鏈結與共同參與，有助於國家重大產業政策的推動成效。未來可針對個別縣市展開個案調查，具體研究不同能力之間的關聯情況，也可在四種能力構成的分析架構基礎上，制訂地方政府產業發展能力的評估工具。本研究分析的結果，可提供中央與地方在產業政策推動、文官培訓、府際合作、政策溝通的參考。
\r\n\r\n[關鍵詞]：產業發展能力、策略能力、靈活應變能力、資源與管理能力、政策能力
\r\n\r\nChallenges and Optimization Strategies of Industrial Development Capabilities for Local Governments
\r\n\r\nYuan-Fung Dai, Yu-Chueh Tien
\r\n\r\nAbstract
\r\n\r\nThe central government formulates national development strategies, promotes industrial innovation policies, and develops critical industries. The key to effectively achieving goals is the local governments’ capabilities to promote the development of local industries. This study adopts exploratory research to investigate the practical experience of local governments in promoting industrial development. The research questions include: What kind of capabilities are related to the promotion of industrial development by local governments? What challenges did local governments face in developing such capabilities? Which strategies can optimize them? Based on the literature, the author proposes that strategic capability, dynamic capability, resources and management capability, and policy capability constitute the industrial development capability of local governments. The semi-structured in-depth interview method was used to interview local officials with practical experience. This research finds that optimizing these capabilities can help drive local industry development. However, it is not easy for local governments to effectively promote complex industrial development alone. Many efforts require the support of the central government and external experts and scholars, and various models and strategies are used flexibly to interact, coordinate, and cooperate with internal and external actors. When the central government can pay attention to local opinions or needs, strengthening linkages, and joint participation, it will help promote critical national industrial policies. In the future, case studies can be used to explore the relationship between different capabilities, and based on the four capabilities, the capabilities evaluation and development tools can be made. The analysis results can provide reference to the central and local governments in industrial policy promotion, civil service training, intergovernmental cooperation, and policy communication.
\r\n\r\nKeywords: industrial development capability, strategic capability, dynamic capability, resource and management capability, policy capability
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46053/39d411b0-09ff-4a8a-8bc7-7b7023445c3d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46052", "title": "客家孤島語言傳承與周邊族群：以宜蘭大南澳濱海客家為例", "內容": "客家孤島語言傳承與周邊族群：以宜蘭大南澳濱海客家為例
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n客家委員會依客家基本法指定70個鄉（鎮、市、區）為「客家文化重點發展區」，並為「客語通行語地區」。惟「非客家文化重點發展區」內存有客家人高度聚居之「村（里）」，周邊環繞閩南人或原住民等，呈現客家族群孤立於其他族群人口群聚區域之「客家孤島」。「客家孤島」約略可分為「單村式」及「複村式」兩種態樣，宜蘭大南澳為「單村式客家孤島」。本文以文獻分析法，運用Berry涵化理論，探討宜蘭大南澳之濱海客家孤島的形成與發展，獲致的研究發現為：（1）客家人移居大南澳後，形成「客家孤島」，再因族群產業之變化，發展出「半漁半農」（依海營生）的海洋客家文化，產生獨特的「濱海客家孤島」。（2）大南澳濱海客家孤島之客語保存，受到周邊族群的較大社會影響，呈現嚴峻的代際傳承危機，亟需國家政策介入。基於上開研究發現，本文建議應儘速通過客家語言發展法（草案），以客家語言發展法（草案）第4條所定「客語為通行語第三類地區」（村／里），作為推動「客家孤島」發展之引擎。
\r\n\r\n[關鍵詞]：客家文化重點發展區、客家孤島、濱海客家文化、客語
\r\n\r\nLanguage Transmission of Hakka Ethnic Enclaves and Neighbouring Groups: The Example of Marine Hakka in Danan’ao, Yilan Tien-Shen Li, Manabu Terayama
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nThe Hakka Affairs Council has designated 70 townships (cities/districts) as “major Hakka cultural areas” and “regional language areas”. In some villages of the “non-major Hakka cultural areas”, the Hakka people are highly concentrated geographically and surrounded by Minnan or aboriginal people. These villages are called the “Hakka ethnic enclaves”. The Hakka ethnic enclaves could be divided into two types -- “single village” and “complex village”. Danan’ao is classified as “complex village of Hakka ethnic enclave”. This essay employs the research method of literature review, as well as Berry’s model of acculturation, to explore the shape and development of the marina Hakka ethnic enclave in Danan’ao, Yilan. The essay finds that (1) Hakka migrants have transformed Danan’ao into a Hakka ethnic enclave. As the ethnic industry changed, the Hakka people developed the living model of “half fishing and half agriculture” (living depending on the sea). Danan’ao becomes marina Hakka ethnic enclave. (2) Influenced by larger society of the host ethnic Minnan, the Hakka language maintenance faces a serious crisis of intergenerational language transmission in Danan’ao. Without the intervention of government policy, the Hakka language may be irrevocably lost. Based on the above findings, the essay suggests that the government should approve the “draft Hakka Language Development Act” and designate the type 3 Hakka regional language areas (villages), which could promote the growing of the Hakka ethnic enclaves.
\r\n\r\nKeywords: major Hakka cultural areas, Hakka ethnic enclaves, marine Hakka culture, Hakka language
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46052/26d0c06e-042a-4c2b-a48e-8053a3feea85.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=46051", "title": "書評──從需求評估的角度看國家選才", "內容": "書 名：Case Studies in Needs Assessment
\r\n\r\n《需求評估之個案研究》
\r\n\r\n作 者：Darlene F. Russ-Eft, Catherine M. Sleezer
\r\n\r\n出版年：2020
\r\n\r\n出版社：SAGE
\r\n\r\n頁 數：288頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/46051/455d3691-c000-411a-99b6-8bcfe500cebf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDUzNTYvOWE1YmMwZmItOGNmNC00NGYwLThiOGYtMDA1MjZkYzhjMjY4LnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTTljbcx5pyfX%2bWwgemdoi5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45356", "title": "《文官制度》14卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45356/9a5bc0fb-8cf4-44f0-8b8f-00526dc8c268.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDUzNTcvM2YyYzkwNGMtMjE3Yy00ZTI0LWE4ZGUtNzM5NTdmMDE2MTc1LnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTTljbcx5pyfX%2bWFqOaWhy5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45357", "title": "《文官制度》14卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45357/3f2c904c-217c-4e24-a8de-73957f016175.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDUzNTgvOWM0YjZmOGMtZTk2My00NjZhLThlYzMtODc1MzhkMzcxMzM2LnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTTljbcx5pyfX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45358", "title": "《文官制度》14卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45358/9c4b6f8c-e963-466a-8ec3-87538d371336.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45360", "title": "特邀專論──數位發展與文官制度調適：以資料治理為例", "內容": "數位發展與文官制度調適：以資料治理為例
\r\n\r\n蕭乃沂、朱斌妤
\r\n\r\n《摘要》
\r\n\r\n以推動我國數位發展為遠景，本文透過各國實務與相關文獻闡釋對於廣義公務人才管理的挑戰，以具代表性的資料治理作為解析案例，描繪政府組織與文官制度亟待調適的痛點及需求。並主張以多元管道公務人力的培訓發展作為樞紐，提議兼顧預期效益與風險管理的可行調適方向，包括界定共通性與各施政領域數位職能並連動人才延攬與交流機制、整合公務人力資料作為精準培訓與職涯發展的循證基礎、營造更具彈性的數位工作環境等。最後，作者期待數位發展部的成立啟動足以成為契機，促成行政院與考試院主管部會共同研商，並漸進落實兼顧數位創新與均衡穩定的文官制度。
\r\n\r\n[關鍵詞]：數位發展、數位治理、資料治理、文官制度、人才管理
\r\n\r\nDigital Development and Civil Service System Adjustment: A Case Study on Data Governance
\r\n\r\nNaiyi Hsiaoa, Pin-Yu Chub
\r\n\r\nAbstract
\r\n\r\nEnvisioning digital development (DD) in Taiwan, the article explores the challenges to the civil service system (CSS) based on the practice of various countries and related literature. Taking data governance as an example, this paper points out the pain points and needs of public organizations and CSS. Accordingly, the authors advocate training and development of public talents as the hub and propose feasible CSS adjustments balancing benefit, risk and innovation, including (1) identifying shared and unique DD competency standards and talent recruitment mechanism, (2) integrating data as the evidence base for precise training and development of civil servants, and (3) creating a more flexible work environment for digitalized tasks. The authors sincerely expect that the newly founded Ministry of Digital Affairs (MoDA) enables more thorough collaboration between Executive Yuan and Examination Yuan and puts forth a feasible plan that will bring about a CSS with both digital innovation and sustainable stability.
\r\n\r\nKeywords: digital development, digital governance, data governance, civil service system, talent management
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45360/ba695fe3-0b38-4e23-975e-72aedf062cc7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45362", "title": "公務人力高齡化現象下的世代差異及其影響", "內容": "公務人力高齡化現象下的世代差異及其影響
\r\n\r\n董祥開、陳敦源、王光旭、王婷虹、詹慶恩
\r\n\r\n《摘要》
\r\n\r\n一個人出生之背景年代，或多或少都會影響其對於事物的看法與觀點，職場中如何處理「世代差異」的問題，始終都是管理者必須面對的重要課題。在2015年以前，我國公務人員的平均年齡一直維持在43歲左右、初任公務人員年齡則約為27歲上下，而平均退休年齡也均未超過56歲。然而，從2015年後，因年金改革的規劃已逐漸浮現，平均退休年齡呈現逐年緩步上揚的趨勢；而自2018年中，年金改革已確定實施，平均退休年齡隨即出現明顯的升高。據推估，到2031年時，公務人員的平均退休年齡將會比現在增加約7至8歲。也因此，未來公部門中三代同堂的問題將日趨明顯；在我國文化仍相當重視長、幼、尊、卑的情況下，未來是否會因此造成公部門管理或溝通上的問題，值得關注。
\r\n本研究採取「分層隨機抽樣」方式，針對9,000位公務人員進行問卷調查，調查進行之時間為2019年9月至2019年10月，共回收8,243份問卷，占總樣本數之91.59%，其中完整填答之成功樣本共7,549筆，占總樣本數之83.88%。研究結果發現，年改對年輕公務人員的工作士氣及熱忱影響較大，但中世代及資深世代對升遷減緩的感受較深。再者，不同世代間存有明顯的價值觀差異，年輕公務人員對於組織溝通是否順暢一事的認同度普遍較低，也會認為其主管會因為每個人的年齡不同來分配不同的工作，同時認為主管會有叫不動資深部屬的問題。最後，青世代及中世代認為職務輪調對其有實質且正面的幫助、且更看重與職涯發展有關的訓練及課程，而資深公務人員除與職涯有關的課程外，對於退休規畫及養生課程也有相當的需求。本研究根據上述發現提出相關管理及政策建議。
[關鍵詞]：世代差異、職場三代同堂、公部門人力資源管理、公部門高齡化
\r\n\r\nThe Generational Differences and Impacts of Aging Civil Service
\r\n\r\nHsiang-Kai Dong, Don-Yun Chen, Guang-Xu Wang, Ting-Hung Wang, Ching-En Chan
\r\n\r\nAbstract
\r\n\r\nDiscrepancy in opinion exists among different generations. It is always a challenge for managers to deal with the “generation gaps” in the workplace. Before 2015, the average age of our civil servants was around 43 years old, that of the newly recruited about 27, and the average retirement age was never over 56. However, since the discussion and planning of pension reform started in 2015, the average retirement age has gradually increased. At the time that the pension reform was actually implemented in 2018, the average retirement age showed a significant increase to over 57. By 2031, it is estimated that the retirement age of our civil servants will increase by 7 to 8 years. As a result, the issue of “three generations under the same roof” will be much more critical. Given the respect for seniority in our culture, whether such a phenomenon leads to managerial or communication problems in the public sector is worth studying.
\r\nThis research used stratified random sampling to conduct a survey on 9,000 civil servants between September and October of 2019. We received 8,243 responses. Among those, 7,549 responses were complete, resulting in a valid response rate of 83.88%. Results of our analyses showed that the pension reform had much greater impacts on work morale and enthusiasm for the younger generation, while it had greater impacts on the feeling about slower promotion for the middle and senior generations. In addition, younger civil servants not only indicated that their communication with the senior civil servants was not smooth, but also noticed that their supervisors tend to allocate work based on subordinates’ age. More problematic, young supervisors sometimes may not effectively manage or control their senior subordinates. Also, we found that young and middle-aged civil servants regarded job rotation as a useful work setting, and they in general valued courses related to career development more than other courses. However, senior civil servants cared more about courses related to their career, health, and retirement plans. Managerial and policy recommendations were also discussed in this paper.
\r\nKeywords: generation gap, three generations under the same roof, human resource management in the public sector, aging in civil service
性別對公務人員陞遷發展之影響：一項運用人事資料庫的縱貫性研究
\r\n\r\n陳敦源、簡鈺珒、李仲彬、張鎧如、陳玉豐、林錦鈺
\r\n\r\n《摘要》
\r\n\r\n性別因素是否左右了高階公務人員的陞遷？從2018年考試院統計資料來看，女性投入公務機關的比例逐年上升，觀察各官等之性別比例，女性在委任和薦任官等的占比接近六成，但在簡任官等卻只有34.6%，顯示在女性高階職務上的占比偏低。
\r\n本文希望藉由臺灣公務體系累積多年的人力資料庫，嘗試驗證性別因素對陞遷的影響力。本文結合全國公務人力資料庫和銓敘業務資料庫，整理成一份橫跨1988年至2012年的縱貫性資料（longitudinal data），從資料庫中篩選出以同等條件（相當於高考第6職等資格）進入公務體系之人員共50,354人作為分析對象，觀察這群人進入公職後陞任簡任第10職等的情形。
\r\n本文以存活分析（survival analysis）模型進行分析，控制個人能力變數和機關變數之後，觀察「性別」是否為影響公務人力陞遷之顯著因素，並比較不同時期進入公職者的差異。研究發現，陞遷發展的性別差異確實存在，男性陞遷至高階職位的數量多、速度快，最明顯的是發生在第二時期進入公職的那些公務同仁（也就是他們進入公職第13年至第20年之間）。至於第三時期進入公職者，性別因素的影響是消退還是強化，仍有待未來研究持續觀察。
[關鍵詞]：陞遷、公務人員、性別、存活分析、性別統計
\r\n\r\nThe Influence of Gender on Civil Servants’ Career Development: A Longitudinal Civil Service Personnel Database Analysis
\r\n\r\nDon-Yun Chen, Yu-Chin Chien, Chung-Pin Lee, Kaiju Chang, Yu-Feng Chen, Chin-Yu Lin
\r\n\r\nAbstract
\r\n\r\nDid gender influence a public employee’s promotion? According to the 2018 statistics published by the authorities, the proportions of women serving in government was still rising in recent years. However, the propotions of women in the high rank was only 34.6%, much lower than the men.
\r\nIn order to observe the influence of public employee’s gender on career development, we used the official personnel data collected by government. The longitudinal data extended over 25 years. We selected those who joined the public service after having passed the examination of the senior level as a criterion. The samples stood at 50,354. The dependent variable was whether the public employee had been promoted to level 10.
\r\nBesides social demographic variables, we put ability variables and organization variable into the model. We used survival analysis to test the model. This result showed that gender mattered, especially for those who joined the civil service in the 1992-1999 period. The results on those joining the service prior to 1992 and after 1999 were not known, owing to data collection and the personnel laws. Further studies are needed to see how gender affects a civil servant’s career development during these two periods.
Keywords: promotion, civil service, gender, survival analysis, gender mainstreaming
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45363/53f9d135-b719-4bdf-8c65-c8a3b7af49ad.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45364", "title": "數位創新服務下個人目標設定與組織目標認同之關係：以公務員知覺風險為調節變項", "內容": "數位創新服務下個人目標設定與組織目標認同之關係：以公務員知覺風險為調節變項
\r\n\r\n張玲玲
\r\n\r\n《摘要》
\r\n\r\n數位創新遠距提供公共服務是未來治理形式，但其面臨一定程度的知覺風險，尤其是個人工作目標與組織目標的校準議題攸關工作成效。本研究以模擬運用公共服務數位沙盒實驗機制為例，提出以下三項主要研究問題，包括第一，透過目標設定理論探討個人目標達成與其對組織目標認同的關係；第二，檢視個人對於數位創新的知覺風險是否影響個人目標的達成；第三，知覺風險程度是否影響個人對組織目標認同的影響程度。研究結果顯示，首先，個人對於組織應用數位創新有助個人目標達成及組織目標認同有正面看法；其次，個人目標達成對組織目標認同有正向影響，及個人對於組織採用數位創新亦有一定程度的知覺風險，並對組織目標認同為正向影響；第三，知覺風險對於個人目標達成對組織目標認同的提升未具調節效果。最後，本研究指出，政府推動政策時，應協助員工設定工作目標，該目標達成將有助提升員工對組織目標認同，並應培養員工持有科技知識及正確的知覺風險。
\r\n\r\n[關鍵詞]：數位創新公共服務、個人目標設定、組織目標認同、知覺風險
\r\n\r\nRelationship between Individual Goal Setting and Organizational Goal Identification in Digital Innovation Service: Civil Servants’ Perceived Risk as a Moderator Variable
\r\n\r\nLing-Ling Chang
\r\n\r\nAbstract
\r\n\r\nPublic services provided via digital innovation is inevitable for governance in the future, but it creates a certain level of perception risk. Overall effectiveness is driven by alignment of individual goal setting and identifying with organizational goal. This study uses stimulation of public service digital sandbox mechanism to explore three areas in the relationship between individual goal setting and organizational goal identification. Firstly, it uses the Goal Setting theory to explore the relationship between individual’s goal achievement and identifying with organizational goals. Secondly, this study inspects whether an individual’s perception risk of digital innovation can influence his/her goal achievement. Thirdly, the paper explores whether perception risk can influence the level of individual’s identifying with organizational goals. Research results indicate positive recognition of digital innovation can help with individual goal setting and identifying with organizational goals. When an individual can successfully achieve goals and possess a certain level of perception risk of digital innovation within the organization, both factors create positive effect on identifying with organizational goals. Perception risk, however, is not an adjustment variable for increasing the level of individual goal achievement and identifying with organizational goals. This research concludes that government should support employees in setting their goals when pursuing policies, successful goal setting will increase the level of individuals identifying with organizational goals and government should help employees possess technical knowledge as well as accurate perception risk.
\r\n\r\nKeywords: public service of digital innovation, individual goal setting, organizational goal identification, perceived risk
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45364/6e80fd48-8725-405b-8520-4464d96c259c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45365", "title": "日本獨立行政法人制度變遷之經驗分析：從橋本內閣到安倍二次組閣", "內容": "日本獨立行政法人制度變遷之經驗分析：從橋本內閣到安倍二次組閣
\r\n\r\n李天申、寺山學
\r\n\r\n《摘要》
\r\n\r\n在傳統的行政體系中，行政機關肩負政策制定與執行的雙重角色。1980年代起，許多民主國家依據新公共管理理念，廣設與政府保持「一臂之距」並專注於政策執行、降低政治干預的政署，當中又以英國最富代表性。這股「政署化」風潮，在橋本龍太郎執政時吹進日本。對此，橋本內閣成立行政改革會議，經參考與轉化英國經驗後，創設獨立行政法人制度。制度實施之後，在小泉純一郎內閣、第二次安倍晉三內閣期間，又做相當程度的調整。本研究將獨立行政法人的制度發展，視為連續性的動態過程。對此，本研究探討獨立行政法人制度變遷的原因與過程。該經驗可作為我國推動行政改革的借鏡。
\r\n\r\n[關鍵詞]：獨立行政法人、政署、行政法人、制度變遷
\r\n\r\nAnalysis of Changes in Independent Administrative Institutions in Japan: From Hashimoto Administration to Second Abe Administration
\r\n\r\nTien-Shen Li, Manabu Terayama
\r\n\r\nAbstract
\r\n\r\nUnder traditional administrative arrangements, the executive branch has the dual role of policymaking and implementation. Since the 1980s, many democracies have adopted the concept of New Public Management (NPM) and established a wide range of executive agencies that work at arm’s length from the government. These agencies are designed to focus on policy implementation free from political interference. The United Kingdom is one of the most notable examples of the application of NPM in public policy. Japan’s promotion of “agencification” began under the administration of Ryutaro Hashimoto. Hashimoto established the Administrative Reform Council, which proposed the establishment of Independent Administrative Institutions (IAIs) based on the experience of the United Kingdom. The system of IAIs was then subject to considerable changes during the Koizumi administration and the second Abe administration. This study considers the development of IAIs as a continuous and dynamic process. In this regard, this study analyzes the reasons for and processes of the changes in IAIs. These experiences provide a useful reference for administrative reform in Taiwan.
\r\n\r\nKeywords: Independent Administrative Institution; executive agency; agencification; institutional change
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45365/e79a898f-04b4-4d06-b973-2d8556bf9242.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=45366", "title": "書評──官僚體制的藝術：數位轉型中的猴子、刮鬍刀與相撲選手", "內容": "書 名：The (Delicate) Art of Bureaucracy: Digital Transformation with the Monkey, the Razor, and the Sumo Wrestler
\r\n\r\n《官僚體制的藝術：數位轉型中的猴子、刮鬍刀與相撲選手》
\r\n\r\n作 者：Mark Schwartz
\r\n\r\n出版年：2020
\r\n\r\n出版社：IT Revolution Press
\r\n\r\n頁 數：288頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/45366/cb9fc691-59e3-43ba-8663-cd5feb2a14bd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDQ3MDUvNThkZTY5MmUtYjUyMy00YzFhLThlMDItNjAyM2UwYTFiOTk5LnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTPljbcy5pyfX%2bWwgemdoi5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44705", "title": "《文官制度》13卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44705/58de692e-b523-4c1a-8e02-6023e0a1b999.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDQ3MDYvODZlMGExNWEtZjlkNS00YTFkLWI5ZmItYzBkMTI1MmVjOWY4LnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTPljbcy5pyfX%2bWFqOaWhy5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44706", "title": "《文官制度》13卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44706/86e0a15a-f9d5-4a1d-b9fb-c0d1252ec9f8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDQ3MDcvZTlmZjM5MTMtMjhmNC00MDExLThiNTktMzIzNWEwZjU4NWJkLnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CLMTPljbcyX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44707", "title": "《文官制度》13卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44707/e9ff3913-28f4-4011-8b59-3235a0f585bd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44709", "title": "特邀專論──永續城市公共服務者治理職能", "內容": "永續城市公共服務者治理職能
\r\n\r\n蔡秀涓
\r\n\r\n《摘要》
\r\n\r\n本文主要研究旨趣，在於以永續城市觀點為基礎，提出：永續發展與治理職能、永續城市相關課題，以及永續城市治理特性與所需職能等三部分的討論，希望對於我國永續城市的理論與實踐，提供一個結合永續發展與人力資源管理職能理論的參考。
\r\n\r\n從國際組織文獻與相關研究分析發現，永續城市治理特徵有促進城市民主與市民參與、了解與整合城市複雜多元面向、預視城市不確定性與未來發展、控管與處理城市風險和危機等幾項。
\r\n\r\n以上述四項永續城市治理特性為基礎，本文結合職能理論，提出城市公共服務者，應具備：1.透明開放與課責；2.跨域治理與夥伴建立；3.劇本式政策規劃；4.風險管理與危機應變等四項永續城市治理職；以及強化各職能面向的途徑。
\r\n\r\n[關鍵詞]：永續發展、永續城市、職能理論、公共服務、地方政府
\r\n\r\nGoverning Competencies of Public Servants: Perspective of Sustainable City
\r\n\r\nHsiu-Chuan Tsai
\r\n\r\nAbstract
\r\n\r\nA city has to strengthen her governing ability in order to meet increasing challenges brought by globalization, competition and crisis. From the perspective of sustainable development, this paper discusses three issues. First, the capacity of public servants is the most important factor to enhance city governance. Second, sustainable city has to manage and integrate multiple and diverse issues. Third, four characters of sustainable city governing: promoting city democracy, understanding and integrating diversity, previewing uncertainty and developing future development map, and handling risk and crisis. Based on these characters, this paper suggests four governing competencies that city civil servants should have to meet the need and challenges of sustainable city. The four competencies are transparent and open government, governance of cross sectors and partnerships, scenario policy planning, and risk management.
\r\n\r\nKeywords: sustainable development, city governance, competence theory, public servants, scenario policy planning
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44709/233a4e24-602d-434c-a025-4bf24884f716.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44710", "title": "「推力」政策工具的倫理省思", "內容": "「推力」政策工具的倫理省思
\r\n\r\n石振國
\r\n\r\n《摘要》
\r\n\r\n近年來，以整合公共政策、行為經濟學、心理學等領域所發展成的行為政策學在理論與實務上影響力日增，其中推力政策工具，尤其受到關注與討論，在國內也逐漸增加與受到採用。但此種帶有操控性質的方式，亦面臨倫理上的爭議，因此對於推力政策工具進行的倫理省思有其重要性。本文主要透過文獻分析方式，試圖達成以下幾個目的：釐清推力工具的意義、類型及相關質疑；引介推力工具主要倡議者Cass R. Sunstein對於倫理質疑的辯護；再嘗試由政策工具的倫理視角，重新對推力工具進行評估與省思，以做為後續決策者審慎應用的參考。本文首先說明推力工具的意義、多元型態與面臨的爭議，進而闡明Sunstein如何論證推力工具並不符合政府操控的界定及政府的介入有其必要性；再說明Sunstein如何由福利、自主、尊嚴與自治等四種價值為基礎對於推力工具進行辯護。但在評估後，可發現這些辯護方式仍有概念模糊、忽略條件、隱含價值、菁英取向、社會孤立等倫理上的疑慮。本文認為：推力政策工具雖有其優勢，但在運用上仍不能忽略倫理與價值層面的考量，特別是政策參與及社會公正等價值的追求，如此方有助於強化政策認同、鞏固民主體制。
\r\n\r\n[關鍵詞]：推力、政策工具、政策倫理、行為政策學、操控
\r\n\r\nAn Ethical Reflection on “Nudging” Policy Tools
\r\n\r\nChen-Kuo Shih
\r\n\r\nAbstract
\r\n\r\nThe influence of behavioral public policy which integrated the research on public policy, behavioral economics, and psychology has increased in theory and practice in recent years. And nudging tools have attracted extensive attention and discussion especially. In Taiwan, policy tools based on nudge have increased and been adopted gradually. But the characteristic of manipulation for nudging policy tools alarmed some ethical critics. It is vital to evaluate and reflect on these ethical controversies. The main purpose of this article is to elucidate the meanings, contents, and critics of nudging policy tools and to introduce the response to critics of Sunstein, an important proponent of nudging theory. After evaluating and reflecting on the ethical issues of nudging policy tools, the author reminds decision-makers to use nudging tools carefully. This article illustrates Sunstein’s arguments about the necessity of government intervention and the reasons for nudge being incompatible with manipulation. The article also discusses Sunstein’s justifications from the values of welfare, autonomy, dignity, and self-government to consolidate the ethical foundation of nudging tools. Finally, the author points out the ethical doubts of these justifications from Sunstein. These doubts include ambiguous concepts, neglected context, laden value, elitism, and social isolation. The author emphasizes the importance of ethical considerations such as policy participation and social justice for nudging policy tools. These considerations are vital for strengthening policy identification and democratic consolidation.
\r\n\r\nKeywords: nudge, policy tools, policy ethics, behavioral policy science, manipulation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44710/f18ad132-9216-4a19-a9b0-d33bd865ebfc.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44711", "title": "青年公共參與的制度分析：政府青年專責單位與代表性形成", "內容": "青年公共參與的制度分析：政府青年專責單位與代表性形成
\r\n\r\n許雲翔、宋威穎、曾丰彥
\r\n\r\n《摘要》
\r\n\r\n當前青年公共參與主要以各級政府的青年事務專責單位，結合青年代表的模式運作。在行政組織層面，顯與過往單一且集權的架構大相逕庭，但在代表性形成仍承襲統合主義模式，意圖遴選青年領袖吸納此一族群的政治能量。本研究從歷史制度觀點，檢視我國青年專責單位及代表形成方式，釐清其政策形成方式的影響。研究訪談專責機構人員與青年代表，初步發現政策學習統合主義所希望創造的效果並不存在，原本政治疏離的青年族群並無法充分黏著，結果是產生由行政機關所認定各種形式不同的優秀代表，卻沒有辦法廣納青年意見，因而在各級政府均複製過去統合主義的困境。其次在總統青年賦權政見下，各地青年代表性機關政治性強，事務性弱，缺乏清楚組織使命與定位，任務模糊與政策資源配置重複；在各級政府彼此政策學習下，產出為數甚多且相近的政策倡議，卻難以轉化成具體且可執行的世代政策。最後，青年代表在此過程中受到馴化，追認各項符合代表性機關對於青年公共參與想像的補助案，機關亦可滿足關鍵績效指標，兩者形成共生關係，卻偏離了青年賦權的政策目標。透過檢視此一以世代為特徵的代表性機關及其所代表族群，研究提出其應有定位及補強代表性的作法。
\r\n\r\n[關鍵詞]：青年公共參與、代表性行政機關、歷史制度
\r\n\r\nInstitutional Analysis of Youth Public Participation: Government Youth Task Force and Representativeness Formation
\r\n\r\nYun-Hsiang Hsu, Wei-Ying Sung, Feng-Yan Tzeng
\r\n\r\nAbstract
\r\n\r\nIn the wake of the Student Movement of March 18th, 2014 local governments in Taiwan started setting up organizations specializing in youth affairs, hoping to facilitate youth participation in public affairs via representative agencies. Although representative agencies of different forms were established, such as Bureau of Youth Affairs and Youth Advisory Committee, local governments continue to adopt traditional corporatism in terms of representative selection, selecting only a handful of youth leaders as representatives to reap and convert their political energy later. To define the role that representative agencies of this generation should play, this study examines the formation of youth affairs divisions in local governments and the representative selection process in those organizations.
\r\n\r\nFrom the interviews with personnel and youth representatives at youth affairs-specialized agencies, it emerged that policy learning failed to kindle the passion for politics among disillusioned youth, since the approach caused the dilemma resulting from corporatism to metastasize into other regions, besides producing nominal “outstanding” youths or representatives nominated by executive agencies. The implementation of such a policy also prohibited agencies from taking opinions into account from a wider youth population. Moreover, the President’s call for active engagement in politics by the younger generation politicized regional youth representative agencies, compromising their practical functions. A paucity of a clear mission and organizational identity, compounded by obscure objectives and redundant political resources, produced numerous policy initiatives that were difficult to turn into concrete and feasible policies. Finally, a reciprocal relationship was formed between youth representatives and the agencies that train them, with the former proposing subsidy projects in conformity with the latter’s vision for youth participation in politics, helping the latter meet key performance evaluation standards. The reciprocity between the two players made them deviate further away from the policy goal of encouraging youth participation in public affairs.
\r\n\r\nKeywords: youth participation in public affairs, representative agencies, traditional mechanism
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44711/c2cc3f92-693e-4ab0-b2dd-5b00d5ef10a1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44712", "title": "當人工智慧進入政府：公共行政理論對AI運用的反思", "內容": "當人工智慧進入政府：公共行政理論對AI運用的反思
\r\n\r\n黃心怡、曾冠球、廖洲棚、陳敦源
\r\n\r\n《摘要》
\r\n\r\n網際網路與資通訊科技的蓬勃發展，持續對人類社會帶來翻轉性的改變，其中尤以人工智慧技術的發展與應用所帶來的衝擊最為劇烈，因而成為所有推動數位轉型的組織需審慎面對的新興科技管理課題。由於國內對於應用人工智慧於政府數位轉型的研究仍在初期開展階段，且多數聚焦在科技應用面的探討，單純從公共行政理論視角的討論尚不多見。因此，本文透過文獻分析途徑，回顧整理國內外學者討論政府應用人工智慧可能產生的疑慮，並嘗試從公共價值、倫理道德風險與行政裁量權行使等三個公共行政理論的核心議題，反思人工智慧科技運用對公共行政理論發展的挑戰。作者除具體歸納相關挑戰的內涵及其伴隨之影響，亦同時提供若干具體的研究方向與應用策略及導入步驟建議，期藉此引起關心政府數位轉型的公共行政學者及實務工作者對相關議題的重視並及早準備因應，以迎接即將來臨的人工智慧時代，畢竟「科技的良善，始終來自於政府治理的良窳」。
\r\n\r\n[關鍵詞]：政府數位轉型、人工智慧、人機互動、人機協作
\r\n\r\nWhen AI Joins the Government: A Reflection on AI Application and Public Administration Theory
\r\n\r\nHsini Huang, Kuan-Chiu Tseng, Zhou-Peng Liao, Don-Yun Chen
\r\n\r\nAbstract
\r\n\r\nThe flourishing development of the Internet and telecommunications technology continues to bring about irreversible changes in human society. Among them, the development and application of artificial intelligence technology has the most severe impact. Therefore, all organizations that promote digital transformation need to be cautious about emerging technology management issues. As domestic research on the application of artificial intelligence to the government’s digital transformation is still in the initial stage and most of the discussions have focused on the application of science and technology, discussions from the perspective of public administration theory are still rare. Therefore, through literature analysis, this article reviews the concerns of domestic and foreign scholars about the government’s application of artificial intelligence, and attempts to reflect on the challenges of artificial intelligence from the three core issues of public administration theories, including public value, administrative ethical risk, and the exercise of administrative discretion. The authors not only summarize the connotation of the related challenges and their accompanying impacts, but also provide some specific research directions and suggestions of application strategy, hoping to attract the attention of scholars and practitioners of public administration concerned about the government digital transformation to relevant issues and respond to these issues in the early stage of greeting the era of artificial intelligence.
\r\n\r\nKeywords: digital transformation in government, Artificial Intelligence, human-machine interaction, human-machine collaboration
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44712/73f3975a-f06e-4aa5-b9b6-36d73f8befb6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44713", "title": "推動服務型智慧政府的核心引擎：資料治理的挑戰與對策", "內容": "推動服務型智慧政府的核心引擎：資料治理的挑戰與對策
\r\n\r\n李洛維、朱斌妤
\r\n\r\n《摘要》
\r\n\r\n近年來因為資通訊科技（Information Communications Technologies, ICTs）的進步，以及巨量、開放且相互鏈結與的資料（big and open linked data, BOLD）之發展，啟發了政府數位治理（digital governance）的新思維。因應循證公共政策（evidence-based public policy）所提倡之政府施政需以資料驅動的思維，在數位治理的概念下政府部門在資料的管理上更需要革命性的改變，資料治理（data governance）的需求與發展已日趨重要，但從我國推動服務型智慧政府相關計畫來看，政府部門目前對於資料治理的概念仍不夠清楚，也缺乏整體的推動策略。
\r\n\r\n本文首先整理國外政府與學界針對資料治理的定義，以資料生命週期管理（Data Lifecycle Management, DLM）及創新擴散的角度解讀資料治理，並彙整政府部門推動資料治理所面臨的難題。其次透過深度訪談接觸了12位中央與地方政府官員及專家學者，分別從政策面、組織面、人員面、法規面與技術面深入瞭解政府部門推動資料治理的現況與關鍵因素，探討中央部會與地方機關在推行資料治理時所面臨的挑戰與困難。研究發現主管機關並未充分溝通資料治理的意涵，也較聚焦於政策執行面而非政策規劃面，此與國外文獻與實務案例指出資料治理應朝向整體策略規劃的方向努力較為不同。基此，本文也試圖結合DLM的觀點，給出政府部門未來落實資料治理的相關政策建議。
\r\n\r\n[關鍵詞]：資料治理、開放政府、政府開放資料、數位治理
\r\n\r\nThe Core Concept of Service-oriented Smart Government: Challenges and Strategies of Government Data Governance
\r\n\r\nLo-Wei Lee, Pin-Yu Chu
\r\n\r\nAbstract
\r\n\r\nFollowing the development of information communications technologies and big and open linked data, the most recent trend of digital governance is government innovation and data governance. In order to explore how the government can shape its data governance strategies in response to the trend of digital governance, we first review literature regarding the international movement of government data governance, interpret data governance from the perspective of Data Lifecycle Management and the diffusion of public sector innovations. Also, we interview 12 senior civil servants, government CIOs, and scholars to understand factors affecting the implementation of data governance and explore the challenges and difficulties faced by the central ministries and local governments in implementing data governance. According to our research results, we found that government agencies did not fully understand the meaning of data governance, and focused more on policy implementation rather than policy planning, which is quite different from the results of the literature review. Therefore, we try to offer some policy suggestions for government agencies based on the five challenges of implementing data governance presented in this study.
\r\n\r\nKeywords: data governance, open government, government open data, digital governance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44713/74ed1997-1acd-497d-8ef6-7d3d3be33089.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=44715", "title": "書評──數位專業人員的行為職能：理解情緒智力的作用", "內容": "書 名：Behavioral Competencies of Digital Professionals: Understanding the Role of Emotional Intelligence
\r\n\r\n《數位專業人員的行為職能：理解情緒智力的作用》
\r\n\r\n作 者：Sara Bonesso, Elena Bruni, Fabrizio Gerli
\r\n\r\n出版年：2020
\r\n\r\n出版社：Palgrave Pivot
\r\n\r\n頁 數：110頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/44715/2c9dfcc0-66b5-48c5-b5cb-ea971eb8e4c6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDMyNzcvZWE2OWI3MDctYjNiYS00ZmZjLWI0YzItMmY3MDdlMjliZGM3LnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEz5Y23Meacnykt5bCB6Z2iLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43277", "title": "《文官制度》13卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43277/ea69b707-b3ba-4ffc-b4c2-2f707e29bdc7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDMyODEvOGFmOGYyNjItZmFkMi00NDBiLWEwMjUtNTMzNjY5MzJhZWIyLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEz5Y23Meacnyko5YWo5paHLTExMC43LjIzKS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43281", "title": "《文官制度》13卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43281/8af8f262-fad2-440b-a025-53366932aeb2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDMyODIvZmNhYWQzMjAtNGE5Ny00YWU4LWEzMDItMjIxNmQyOGI3ZGIwLnBkZg%3d%3d&n=MTMtMS0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43282", "title": "《文官制度》13卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43282/fcaad320-4a97-4ae8-a302-2216d28b7db0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43285", "title": "特邀專論──邁向後新公共管理時代之政策整合理論初探", "內容": "邁向後新公共管理時代之政策整合理論初探
\r\n\r\n李長晏、陳嫈郁、曾淑娟
\r\n\r\n《摘要》
\r\n\r\n後新公共管理的轉型與修正，隨著世界各國因應全球化、高度風險社會、以及一日千里的資通訊技術驅動下，不論是解決困境的問題挑戰或是超前部署的發展機會，都不斷地推動新一波公共行政的轉型，不論是以政府為中心或是以治理為中心的變革，均呈現出多元價值及多樣政策工具混合的競爭樣貌。同時對政府、市場和公民社會三者的共同治理抱持高度整合期待，強調合作、協調、協同的治理機制運作也成為共同的信念、價值和研究路徑。因此，在後公共管理時代，以全局綜觀協調各種治理機制所進行的政策整合將成為實現後設治理重要策略工具，甚而形成整合典範。
\r\n\r\n政策整合理論研究和實務探析，已日漸成為後新公共管理時代改革的創新趨勢，為了提高政策整合的概念理解，在政策協調與整合的研究中，哪些經驗難題值得分析？哪些理論方法適合解釋整合型政策的協調與整合過程？乃是本文中最主要的兩個研究問題。據此，本文乃透過理論脈絡探究從新公共管理轉向後新公共管理所引發政策整合理論興起且受到關注的背景原因，進而探討政策整合理論的發展圖像、政策整合過程和治理能力的分析框架，以及反思政策整合理論化研究的挑戰等4項問題，來引導政策整合理論架構之建構，進而為後續整合理論研究與實踐奠基。
\r\n\r\n[關鍵詞]：新公共管理、後新公共管理、政策整合、政策協調、整合策略
\r\n\r\nExploration of Policy Integration Theory in the Post-New Public Management Era
\r\n\r\nChang-Yen Lee, Rene Ying-Yu Chen, Shu-Chuan Tseng
\r\n\r\nAbstract
\r\n\r\nThe transformation and modification of post-NPM, as countries around the world respond to globalization, high-risk societies and the rapid development of information and communication technologies, whether it is to solve difficult problems or advanced deployment opportunities, they are constantly promoting a new wave of public administrative transformation. They may be government-centered or governance-centered reforms, all presenting a competitive appearance of a mixture of multiple values and diverse policy tools. At the same time, they hold high expectations for the joint governance of the government, the market and civil society, and the operation of the governance mechanism on coordination and cooperation has also become a common belief, value and research path. Therefore, in the post-NPM era, policy integration through a comprehensive view of meta-governance and coordination of various governance mechanisms will become an important strategic tool for achieving meta-governance, and even forms an integrative paradigm.
\r\n\r\nThe research of policy integration theory and the analysis of policy integration practice will become the trend of reform and innovation in the post-NPM era. In order to improve the conceptual understanding of policy integration, what empirical problems are worth analyzing in the study of policy coordination and integration? Which theoretical methods are suitable for explaining the coordination and integration process of integrated policies? These are the two main research questions in this article. Therefore, this article intends to explore the reasons for the rise of the policy integration theory inspired by the transition from NPM to post-NPM through theoretical context and then explore the four questions: the development image of policy integration theory, the analysis framework of policy integration process and governance capacity, and the challenges of theoretical research on policy integration. These are the four questions guiding the construction of the theoretical framework of policy integration, and then serve as the foundation for subsequent integration theoretical research and practice.
\r\n\r\nKeywords: NPM, Post-NPM, policy integration, policy coordination, integrated strategies
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43285/8603287e-c959-4844-9892-e420b427d2f2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43286", "title": "公務人員為何沉默？公部門權力距離與員工沉默行為對工作滿意度之影響", "內容": "公務人員為何沉默？公部門權力距離與員工沉默行為對工作滿意度之影響
\r\n\r\n傅凱若、郭庭宇
\r\n\r\n《摘要》
\r\n\r\n近年來，員工無聲訊息表達沉默的行為，對於組織創新與變革發展有很大的影響，受到學界和實務界廣泛地關注。然而，在我國公部門卻鮮少針對員工沉默行為進行相關的研究與討論。因此，本文依據Van Dyne等人（2003）對於多元動機下員工沉默行為的觀點，將沉默行為分為消極的默許性沉默、來自害怕的防衛性沉默以及捍衛組織利益的親社會性沉默，探討權力距離傾向對沉默行為的關係，以及沉默行為對工作滿意度之影響。透過網路問卷調查，本研究共蒐集了478位我國公務人員之意見，並運用結構方程式進行分析，研究結果發現，權力距離傾向確實會對默許沉默及防衛性沉默有顯著正向影響，然而，默許性沉默對公部門工作滿意度沒有因果關係。另外，權力距離傾向會透過防衛性沉默，進而影響工作滿意度。最後，本文提出研究的相關建議、限制及未來對於公部門員工沉默的研究方向。
\r\n\r\n[關鍵詞]：員工沉默、權力距離、工作滿意度
\r\n\r\nWhy Are Civil Servants Silent? Exploring the Influence of Power Distance and Employees’ Silent Behavior on Job Satisfaction in the Public Sector
\r\n\r\nKai-Jo Fu, Ting-Yu Kuo
\r\n\r\nAbstract
\r\n\r\nIn recent years, employees’ silent information to express silent behavior have a great impact on organizational innovation and reform and development. While the research of employee silence has received widespread attention from researchers and practitioners, there are few related studies and discussions in Taiwan on employee silent behavior in the public sector. Therefore, based on the perspectives of multiple motivation of silent behavior proposed by Van Dyne, Ang, and Botero (2003), employee silence is classified into three dimensions, including acquiescent silence, defensive silence from fear, and pro-social silence to defend organizational interests. This research explores the relationship of power distance tendency to silent behavior and the influence of silent behavior on job satisfaction. Using online questionnaire survey, this study collected 486 responses from public employees in various public agencies. In terms of structural equation modelling, the results found that the power distance tendency does have a significant positive impact on acquiescent silence and defensive silence. But acquiescent silence has no causal relationship with job satisfaction in the public sector. In addition, the power distance tendency affects job satisfaction through defensive silence. Finally, this study puts forward relevant recommendations, limitations and future research directions for employee silence in the public sector.
\r\n\r\nKeywords: employee silence, power distance, job satisfaction
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43286/6545b3e1-dd05-4698-b400-8bf6a2398faf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43287", "title": "員工幸福感的意涵與影響因素之探討", "內容": "員工幸福感的意涵與影響因素之探討
\r\n\r\n黃煥榮
\r\n\r\n《摘要》
\r\n\r\n近年來員工幸福感已成為組織學者所關切的重要研究主題，本文藉由比較公部門、私部門及非營利部門，來探討員工幸福感的意義，及其影響前因。首先，本文提出三項主要研究問題，包括第一，員工幸福感的意義？其概念包含哪些層面？第二，三大部門員工對於幸福感的認知情況為何？三者之間是否有顯著的差異？第三，在我國的系絡下，影響幸福感主要的個人因素和組織因素有哪些？而這些因素對於幸福感各種層面的影響程度為何？其次，本文檢視幸福感的兩種傳統理論之後，提出一項整合的觀點來衡量員工幸福感，此架構中影響幸福感的前因包括個人屬性、部門特性及工作特性等因素。再者，本文採用次級資料分析法，以中央研究院調查資料中心的「台灣地區社會變遷基本調查計畫」第七期第一次工作與生活組調查資料，並運用變異數分析及多元迴歸等方法進行統計分析及假設檢證。從研究結果顯示，公部門員工的幸福感並未如預期的顯著高於私部門和非營利部門；而影響員工幸福感主要的因素則有工作／家庭衝突，以及工作環境友善性等因素。最後，本文提供關於員工幸福感在理論和實務的建議，以供未來研究的參考。
\r\n\r\n[關鍵詞]：員工幸福感、主觀幸福感、心理幸福感、工作／家庭衝突
\r\n\r\nAn Examination of the Meanings and Antecedents of Employee Well-being
\r\n\r\nHuan-Jung Huang
\r\n\r\nAbstract
\r\n\r\nIn recent years, employee well-being has become an important research topic for organizational researchers. This paper explores the meanings and antecedents of employee well-being among public, private and non-profit sectors. To begin with, we address three sets of research questions about employee well-being. The first is about the meaning of employee well-being and the dimensions of the concept. Second, what is the perception of well-being among employees in the three major sectors? Is there a significant difference between them? Third, in the context of our country, what are the main personal and organizational factors that affect employee well-being? Moreover, to what extent do these factors affect various dimensions of well-being? After reviewing two traditions of research on well-being, we foster a more integrated approach to assessing and measuring employee well-being. It was found that factors associated with well-being, including personal backgrounds, work settings, and other organizational characteristics, could affect the consequences of well-being in the workplace. Then, a major test of our model involves the use of secondary data analysis -- data that was gathered from the Work and Life section of “Taiwan Social Change Survey” (2015, Round 7, Year 1) of Academia Sinica. Analysis of variance and multiple regression were used to analyze the data. Results showed that employee well-being in public sector was not significantly higher than that of private sector and non-profit sector as expected. Furthermore, employee well-being was predictive of gender, work/family conflict, and friendliness of work settings. Finally, the theoretical and practical implications of these results are discussed and potential areas for future research were proposed.
\r\n\r\nKeywords: employee well-being, subjective well-being, psychological well-being, work/family conflict
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43287/fc0c08e7-787e-4472-bf8a-cea9d3981a08.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43288", "title": "競賽與變革：從臉書經營談政府服務品質獎的成果問題", "內容": "競賽與變革：從臉書經營談政府服務品質獎的成果問題
\r\n\r\n陳敦源、楊世暐、呂季蓉
\r\n\r\n《摘要》
\r\n\r\n新公共管理浪潮下，政府為了提升整體效能，嘗試引進各種績效管理策略，其中一項作法就是仿效私人企業建立服務品質獎，期透過樹立典範讓各機關能進行標竿學習以擴散效益。然而，如果參與組織專注於獲獎而非產生有效變革，導致「目標錯置」（goal displacement）的問題，活動展現的績效變成只是表演作秀的曇花一現，這樣的短暫變革，真的值得大家學習嗎？本研究以第八屆政府服務品質獎為例，取得「第一線服務機關」臉書粉絲專頁經營的數據進行分析，運用「關注度」、「主動度」、「參與度」與「傳播度」四項指標，分別比較「得獎」、「入圍但未得獎」、「參獎但未入圍」及「未參獎」四類群組，在「審查前」、「審查中」及「審查後」三個時期的表現，來評估政府服務品質獎的實質成果。
\r\n\r\n經過循證（evidence-based）分析發現，各機關經營臉書粉絲專頁的積極度，除了參照組「未參獎」機關無明顯變化外，另外三組對象都在「審查前」表現較佳，而進入「審查中」階段後便回跌到參獎前水準，甚至比「未參獎」機關還低，形成政府機關臉書粉絲專頁的經營，僅是為獲獎而未能維持變革的問題。作者嘗試提兩大建議，首先，就外部評獎機制來說，推動機關應設有管考追蹤機制，以持續維持變革成果；其次，以內部經營而言，機關應提供相關知識技能與訓練教導人員有效經營網路社群，並就所欲獲得的效果投入同等的資源與人力，同時配合機關長期目標列入組織任務之中，方能獲得政府所期待的變革表現。
\r\n\r\n[關鍵詞]：評獎機制、政府服務品質獎、標竿學習、臉書粉絲專頁、公眾接觸
\r\n\r\nContest and Reform: The Problem of Effectiveness in Government Service Quality Award via Facebook Management
\r\n\r\nDon-Yun Chen, Shih-Wei Yang, Chi-Jung Lu
\r\n\r\nAbstract
\r\n\r\nUnder the influence of the “New Public Management,” Taiwan’s government follows the example of the private sector to establish the “Government Service Quality Award.” But government agencies may put too much effort into winning the award instead of comprehensively improving service quality.
\r\n\r\nWe took the “Government Service Quality Award” as an example to investigate whether the award mechanism actually benefits “Total Quality Management”. We looked at the Facebook Fan Pages of first-line service agencies, comparing the performance of four different groups, including “winners,” “nominees,” “participants,” and “non-participants” during different periods, including “before the award review,” “during the award review,” and “after the award review” using four criteria: “attention,” “degree of initiative,” “participation level,” and “spread.”
\r\n\r\nIt was found that with the exception of “non-participants,” the other three groups had a better performance in the period “before the award review,” and returned to an average level in the periods “during awards review” and “after awards review.” That means although the award may help improve government service quality in the short term, government agencies do not have continued motivation to maintain and improve public service quality in the long term without continued performance reviews.
\r\n\r\nThere are two major suggestions. First, there should be a mechanism to keep track of the effectiveness of “Government Service Quality Award”. Second, in terms of operating Facebook, the agencies should provide relevant training to show staffs how to operate Fan Pages effectively. Lastly, the agencies should invest resources and make operating Fan Pages one of the long-term organizational tasks.
\r\n\r\nKeywords: award mechanism, Government Service Quality Award, benchmarking, facebook fan pages, civic engagement
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43288/8c08663a-cafc-43ae-8bf2-221143c6210f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43289", "title": "客語為區域通行語政策：加拿大經驗之啟發", "內容": "客語為區域通行語政策：加拿大經驗之啟發
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n臺灣《客家基本法》第3條規定客語為國家語言，國家應保障人民以客語為學習語言、接近使用公共服務及傳播資源等語言權利；同法第4條建構客語為區域通行語機制。在加拿大，為深化保障語言少數群體（法語群體）權利，安大略省依《法語服務法》建構「法語指定區」及「法語指定機構」機制。本文以文獻分析法，就國際人權法考察語言權利本質為公民權利，並探討加拿大安大略省之語言法制與實作，獲致的研究發現為：（1）安大略之法語指定機制，不但落實法語少數群體之權利保障，而且成為法語社群「溝通」與「身分認同」之重要支柱；（2）《客家基本法》第3條第2項所保障客語權利，為普遍性規範，各地應提供相同服務水準；但《客語為通行語實施辦法》以「客語為通行語地區」（客家文化重點發展區）為範圍，恐忽略「非」客家文化重點發展區之居民使用客語之語言權利。本文政策建議為：（1）臺灣可建構「客語指定機制」，包含「指定鄉鎮市區部分村里為客語通行語地區」及「客語通行語指定機構」兩種類型。（2）為落實國家語言權利保障，並考量國家語言之多元語種，建議由監察院國家人權委員會之委員1至3人，主責國家語言監察事務。
\r\n\r\n[關鍵詞]：安大略、國家語言、區域通行語、語言監察使
\r\n\r\nThe Policy of Designated National Language Hakka as a Regional Language: Learning from Ontario’s Experience in Canada
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nIn Taiwan, Article 3 of the Hakka Basic Act stipulates the Hakka language is a national language and the state should protect people’s rights to study, access to the public services, and access to the media using the Hakka language. Article 4 establishes the Hakka language as a regional language. In Canada’s Ontario Province, in order to protect the French minority, French designated areas were set up and an agency was designated in accordance with the French Language Services Act. This essay employs the research method of literature review to explore the language right based on the civil rights, as well as to discuss Ontario’s language policy experiences. The essay finds that (1) Ontario’s French designated institution not only protects the language rights of the francophone, but also serves as a pillar of communication and identity in the French community. (2) The people’s language rights, protected by article 3 of the Hakka Basic Act, should have the same level in each city; however, the “Regulations on Hakka Language as Regional Language” are applicable in the Major Hakka Cultural Areas. It may damage the language rights of Hakka people who live in “non-” Major Hakka Cultural Areas. The essay suggests that (1) Taiwan establish a regional language institution, which designates parts of townships/cities as using Hakka language in such areas and establish a bureaucracy to provide the people with language services for communication needs. (2) Taiwan strengthen the protection of people’s language rights while taking into consideration the diversity of the national languages. Toward that end, one to three members of National Human Rights Commission of the Control Yuan should focus on the issues of national languages.
\r\n\r\nKeywords: Ontario; national language; regional language; language ombudsman
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43289/e0d595fb-39d1-4eb4-94b0-903b22c3a76d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=43290", "title": "書評──議程設定：大眾媒體與民意", "內容": "書 名：Setting the Agenda: The Mass Media and Public Opinion
\r\n\r\n《議程設定：大眾媒體與民意》
\r\n\r\n作 者：Maxwell McCombs
\r\n\r\n出版年：2014
\r\n\r\n出版社：Polity Press
\r\n\r\n頁 數：209頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/43290/6ac7f77e-8be2-431c-b24e-8f58eea7b248.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDI5MzYvZmYyYjZhY2QtMTQzYi00ZjAyLWJjN2MtOGNiMmQzYzQ1OGMwLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEy5Y23NOacnykt5bCB6Z2iLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=42936", "title": "《文官制度》季刊-12卷4期＿封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/42936/ff2b6acd-143b-4f02-bc7c-8cb2d3c458c0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDI5MzcvNWViYTY3ODAtYzIxYS00M2RkLTljMzUtMThmYjkyODgxNzU4LnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEy5Y23NOacnykt5YWo5paHKDExMC40LjIzKS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=42937", "title": "《文官制度》季刊-12卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/42937/5eba6780-c21a-43dd-9c35-18fb92881758.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvNDI5MzgvNGMyNmQ2OGItYTgzYS00MTM0LThhYTQtMWU0ODkxNjk1ZjFmLnBkZg%3d%3d&n=MTItNC0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=42938", "title": "《文官制度》季刊-12卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/42938/4c26d68b-a83a-4134-8aa4-1e4891695f1f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=42939", "title": "特邀專論──臺灣2020年新冠肺炎防疫大作戰之啟示：政策工具觀點分析", "內容": "臺灣2020年新冠肺炎防疫大作戰之啟示：政策工具觀點分析
\r\n\r\n張四明
\r\n\r\n《摘要》
\r\n\r\n2020年新冠肺炎國際疫情來勢洶洶之際，臺灣的政府防疫表現備受各界的稱許。本研究以2020年1月至8月底臺灣防疫大作戰為觀察期間，試圖從政策工具理論觀點分別解析：（1）政府選擇及使用的防疫工具類型，（2）影響防疫工具設計與選擇的因素，以及（3）數位科技對政府防疫工具運用的影響等3項問題。
\r\n\r\n本文獲得以下重要發現：其一，政府對新冠肺炎防治採取多元工具併用、硬軟兼施的策略，防疫戰術的優先順序強調先防疫、後紓困，所使用的工具類型非常多樣化，基本上混搭各種不同類型、但相適配的政策工具；其二，防疫工具的選擇與運用是建立在先前經驗與既有的基礎上，因此多數工具是在地連結的、與臺灣環境系絡相關，反映政府治理模式、以及民間社會文化的底蘊內涵；其三，數位科技被廣泛運用於臺灣政府的防疫作為，且有銳化政策工具的效果；如「健保卡」可查詢旅遊史、接觸史和職業別等資訊，成為追蹤管理染疫高風險個案的利器，以及「口罩地圖」等類似推力（quasi-nudge）原理的資訊工具充分發揮對特定標的團體「分眾傳播」的功能。最後，考量新冠肺炎疫情及其他公共治理的挑戰依然嚴峻，本文建議政府應積極開發應用推力原理的新型態政策工具。
\r\n\r\n[關鍵詞]： 新冠肺炎、政府防疫、政策工具、推力
\r\n\r\nInspiration of Taiwan’s Battle against COVID-19 Pandemic in 2020: A Policy Tools Perspective
\r\n\r\nSsu-Ming Chang
\r\n\r\nAbstract
\r\n\r\nAs the COVID-19 pandemic kept raging, Taiwan's epidemic prevention performance has been praised by many countries around the world. From the policy tools perspective, the study explores government's epidemic prevention measures from January to the end of August in 2020, and answers the following three questions: (1) the types of tools selected and used by the governments, (2) factors affecting the design and selection of policy tools, and (3) the impact of digital technology on the use of government tools.
\r\n\r\nThe findings are as follows: First, the governments have adopted a combination of multiple tools, with a combination of hard and soft strategies, and the types of tools used are mixed and very diverse, but corresponding policy tools are matched. Also, the priority of government tactics is epidemic prevention first and bailout later. Second, the selection and application of epidemic-fighting tools are based on previous experience and some existing infrastructures in Taiwan. Therefore, most of the tools are locally connected, contextually related to Taiwan’s environment, reflecting the governance model as well as people’s cultural heritage. Third, digital technology has been widely used by Taiwan’s government in its measures of epidemic prevention, with an effect of sharpening these policy tools. Considering that the challenge of the COVID-19 is still very serious, it is suggested that the government should actively develop new policy tools based on the nudge principle.
\r\n\r\nKeywords: COVID-19, epidemic prevention, policy tools, nudge
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/42939/4f02f294-6b7a-4060-a24b-8cba1ff40d4a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=42940", "title": "初探臺灣離島發展之法律框架再造：英國離島（蘇格蘭）法的啟發", "內容": "
初探臺灣離島發展之法律框架再造：英國離島（蘇格蘭）法的啟發
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n本文運用公共政策理論，以文獻分析法檢視英國（蘇格蘭）、臺灣兩國離島發展問題，及英國《離島（蘇格蘭）法》、臺灣《離島建設條例》之法律框架。本文研究發現為：（1）英國《離島（蘇格蘭）法》兼採新創法規及法規鬆綁，以建構處理離島發展問題之創新制度，並排除（或放寬）其他既存法律對離島發展之限制；（2）《離島建設條例》侷限於離島陸地基礎建設，忽略離島海域發展，且因中央與地方財政能力差距，致使離島開發政策呈現「中央集權化」傾向。基於上開研究發現，本文建議應進行臺灣離島發展法律再造，並參考英國經驗，導入國家離島發展計劃及離島海域發展機制。
\r\n\r\n[關鍵詞]： 離島發展、離島建設條例、蘇格蘭
\r\n\r\nRebuild Taiwan’s Island Development Act: Learning from the Islands (Scotland) Act 2018 of the UK
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nThe essay employs the theory on public policy as well as the research method of literature review, to explore the island development issues in the United Kingdom (Scotland) and Taiwan. The essay discusses the legal framework of the UK’s “Islands (Scotland) Act 2018” and Taiwan’s “Offshore Islands Development Act.” The essay finds that (1) The “Islands (Scotland) Act 2018” introduces new institution to handle the problems of island development and the Act employs the deregulation measures to loosen the control from other laws. (2) The “Offshore Islands Development Act” focuses on the land infrastructure, and lacks marine development policies. As the island government needs the grants from central government, most island policies tend to “centralization”. Based on the findings, the essay suggests that the government should amend the Act to introduce the national islands plan and the marine area development strategy by taking reference from the UK’s experiences.
\r\n\r\nKeywords: island development; Offshore Islands Development Act; Scotland
\r\n\r\n新加坡發展型國家的政經分析：官僚創新、文官制度與治理模式的演變
\r\n\r\n王輝煌
\r\n\r\n《摘要》
\r\n\r\n自1980年代開始，全球化與新自由主義的浪潮猛烈衝擊世界各國，許多東南亞、中南美國家在發展的理論與實務上皆遭遇嚴重挑戰。但，新加坡不但挺住了，更在1980年代中期轉型後再出發，表現亮麗。日本、臺灣等，則在競爭優勢上呈現相當的衰退。
\r\n\r\n本文認為官僚體系在治理上的角色與表現，亦即專業能力與自主性，有其宏觀且自主的形成機制。此機制取決於兩項關鍵因素，包括發展政策的整合程度與高級文官的文官制度。因此，本文將先分兩階段（1959年至1980年代中期之前與1980年代）檢視1959年人民行動黨執政後的發展政策的特色、高級文官的文官制度，以及其在政策過程中所扮演之角色與表現。再由發展政策上的跨領域整合程度與文官制度出發，分析新加坡高級文官在政策上的角色與表現，特別是專業能力與自主性如何形成。
\r\n\r\n最後，本文也將分析官僚在專業能力與自主性上的提升不但大大強化政府的適法性與威權，更使高級文官成為主導人民行動黨、國會與社會的主要力量。在高級文官能襄贊大有為政府的背景下，公民社會不斷萎縮，社群團體對民主政治的自主性參與也漸呈疏離。
\r\n\r\n[關鍵詞]： 政策創新、發展型國家、政聯企業、行政官、輪調與升遷
\r\n\r\nDevelopmental State: Singapore’s Bureaucratic Innovation, Administrative Service, and the Evolution of Its Governing Regimes
\r\n\r\nHuei-Huang Wang
\r\n\r\nAbstract
\r\n\r\nThe raging trends of globalization and neo-liberalism have strongly impacted countries all over the world ever since the 1980s. The developments of Southeast Asian and Central American countries have since faced tough challenges, both theoretically and practically. Amazingly, Singapore has not only held out well till now but also has achieved dazzling performances after she initiated a series of reforms in the mid-1980s. Therefore, Singapore has stood in stark contrast to Japan and Taiwan, both of which have suffered from waning competitiveness during the same period.
\r\n\r\nThis paper argues that there are independent and macro-level processes through which bureaucracies build their professional capacity and autonomy. There are mainly two types of mechanisms in these processes, i.e. the extent of integration among development policies and the Singaporean system of Administrative Service. Consequently, this paper will examine the extent of integration among development policies, features of the Administrative Service, and the role and performance of the Administrative Service in two periods, from 1959 to the mid-1980s and from the mid-1980s to the early 2010s.
\r\n\r\nThen, based on the findings of the extent of integration among development policies and the Singaporean system of Administrative Service, this paper will analyze how the roles and performances of the Administrative Service took shape, and how the professional capacity and autonomy of the Administrative Service were forged.
\r\n\r\nFinally, this paper argues that the significant progress of the professional capacity and autonomy of the Administrative Service have consolidated greatly the authority and legitimacy of the Singaporean government. Meanwhile, the Administrative Service also has become a dominant force over the PAP, the Congress, and the Singaporean society. The civil society of Singapore has dwindled significantly as a result, together with their autonomy and participation in democratic politics.
\r\n\r\nKeywords: policy innovation, developmental state, government-linked enterprises, administrative service, promotion and rotation
\r\n\r\n與主管越相似會讓部屬越滿意嗎？領導部屬交換理論觀點的探討
\r\n\r\n王婷虹、董祥開、詹中原
\r\n\r\n《摘要》
\r\n\r\n所謂「物以類聚、人以群分」，在現實生活中，我們不難觀察到具共通點較多、較相似的兩人，更容易被彼此吸引，從而發展出良好互動關係，同時，部分公務人員實務調查結果顯示出領導實務問題與工作滿意度仍有待改善。本研究希望從「領導部屬交換理論（leader-member exchange theory, LMX）」之觀點，試圖了解當主管與部屬間的「相似性」如何影響工作滿意度。同時，工作滿意度屬複合性概念，本研究期能更聚焦在主管與部屬間的層次，因此使用「部屬對主管滿意度」進行檢驗。基此，本文主要欲探究的問題是：主管與部屬間在哪些面向的相似會影響部屬對主管滿意度？
\r\n\r\n本研究以量化問卷方式針對臺北市區公所各科室公務人員進行調查，並取得33位主管及108位部屬之樣本，得到以下研究發現：領導風格上及性別的相似與否，並不會影響部屬對主管滿意度，但當部屬對主管有高度信任、以及「認為自己受到高度支持」時，不論主管是否真的對其信任或是支持，就能帶來更高的部屬對主管滿意度。據此，本研究發現「部屬如何認知」是相當關鍵的因素：對他們來說，無論主管心中實際是怎麼看部屬的，只要能夠讓部屬有「正面感受」，特別是在「信任主管」及「知覺主管支持」程度越高時，即可對主管有較高的滿意度，也能讓部屬有繼續追隨主管的動力。
\r\n\r\n[關鍵詞]： 領導部屬交換理論、相似性、部屬對主管滿意度、工作滿意度
\r\n\r\nDoes Similarity Increase Subordinates’ Satisfaction? A Perspective of Leader-Member Exchange Theory
\r\n\r\n\r\n\r\n
Ting-Hung Wang, Hsiang-Kai Dong, Chung-Yuang Jan
\r\n\r\nAbstract
\r\n\r\nAs a saying goes, “Birds of a feather flock together,” people with more similarities are more likely to be attracted to each other. Some prior studies showed that when government employees were not satisfied with the leadership of their leaders, it would affect their job satisfaction. This study aims at exploring why leaders make different relationships with different subordinates, from the perspective of Leader-Member Exchange theory, and tries to answer the question of whether the similarity in the level of trust, support from supervisors, and leadership style affect the staff’s satisfaction with supervisors.
\r\n\r\nThis study conducted a questionnaire survey on government employees in Taipei City government. We successfully gathered responses from 33 supervisors and 108 subordinates in total. After analyzing the results, this study found that although the similarity in leadership style and gender did not affect the satisfaction with the supervisors, subordinates still had a high degree of satisfaction with supervisors when they perceived a higher level of trust and a higher level of support from their supervisors. In general, the cognition of subordinates is crucial. For the subordinates, no matter how supervisors think, as long as they trust their supervisors and believe they have enough support, they will have positive attitude toward their supervisors. Hence, as long as the subordinates trust their supervisors and feel they are supported, they are willing to follow orders.
\r\n\r\nKeywords: Leader-Member Exchange Theory, similarity, satisfaction with supervisors, job satisfaction
\r\n\r\n大學教師兼任學校行政職的角色衝突與調適：以政治大學為個案之分析
\r\n\r\n楊禧瓊、黃宗賢、黃東益
\r\n\r\n《摘要》
\r\n\r\n隨著高等教育的職能擴張，大學教師身兼多重身分的情況越發常見。兼任行政職務的大學教師，需要面對複雜的多重身分與工作任務，將可能發生角色衝突的情形，並進一步影響校務治理的績效。作為一個初探性的研究，本研究以研究者們所服務及就學的國立政治大學內兼任行政職務的大學教師作為研究對象，探討大學教師兼任學校行政職務之角色衝突與調適，並輔以質性途徑的紮根理論來呈現教師角色的真實經驗。透過半結構式的深度訪談，建構出教師兼任學校行政職務角色衝突樣態，以及教師面臨角色衝突時的調適策略。
\r\n\r\n本研究將教師所面臨的角色衝突區分為「角色間衝突」與「角色內衝突」。在角色間的衝突中，教師的行政角色會與原有的教學角色、研究角色、家庭角色與專業角色發生衝突。在角色內的衝突中，教師則會受到行政制度、溝通成本、資源有限性與突發性危機等因素的影響，從而無法完全滿足行政角色的期待。不過，本研究也發現，大學教師亦發展出許多調適策略來調適兼任行政職務時所面臨的不同角色衝突。本文補充了角色衝突觀點在國內校務行政研究中的應用，並提出有關大學教師兼任行政職務時的興革建議。
\r\n\r\n[關鍵詞]：高等教育、校務行政、教師兼任行政、角色衝突、調適策略
\r\n\r\n\r\n\r\n
Role Conflicts and Adaptation of Faculty Members Who Serve as University Administrators: A Case Study of National Chengchi University
\r\n\r\nShi-Chiung Yang, Zong-Xian Huang, Tong-Yi Huang
\r\n\r\nAbstract
\r\n\r\nAs a university’s educational functions have expanded, most faculty members have to play multiple roles in their institution. Under this circumstance, the faculty members who serve as university administrators have to deal with complex tasks and play multiple roles, probably finding themselves in a situation of role conflicts. As an exploratory attempt, this article conducted semi-structured in-depth interviews with faculty members who have administrative experiences at National Chengchi University to analyze the role conflicts and their adaptation strategies. By adopting grounded theory for data analysis, we not only constructed faculty members’ modalities of role conflicts when they serve as university administrators, but also discussed the adaptation strategies which they applied in response to the role conflicts.
\r\n\r\nWe divided the role conflicts of faculty members into inter-role conflicts and intra-role conflicts. Regarding inter-role conflicts, we found that faculty members’ administrative role would contradict with other roles, such as teaching role, research role, family role and professional role. In regard to intra-role conflicts, we found that faculty members might be constrained by administrative regulations, communication cost, limited resources and emergency events. To respond to their role conflicts, faculty members who serve as administrators will develop some tactical adaptation strategies. This study sheds some light on institutional research by applying the perspectives of role conflicts, and offers some reform advices for faculty members who serve as administrators in universities.
\r\n\r\nKeywords: higher education, school administration, university administrators, role conflicts, adaptation strategy
\r\n\r\n司法院釋字第760號解釋對警察人事與教育訓練制度之影響
\r\n\r\n吳思緯
\r\n\r\n《摘要》
\r\n\r\n司法院釋字第760號解釋作成後，衍生之關係人多達6,000餘位，警察之人事與教育訓練制度亦須對此做出極大幅度的相應調整，因此本研究所欲討論者，首先地毯式爬梳過往問題以有助於了解並解決本案結構性問題；其次說明釋字內容與因應其之教育訓練模式；再來從教育訓練政策與人事政策兩者，分析本案之因應政策措施將對我國警察制度產生之影響，最後研擬提列雙向相關建議。
\r\n\r\n[關鍵詞]： 釋字760號、人事制度、人力資源、警察政策
\r\n\r\nEvaluating the Influence of Judicial Yuan Interpretation No. 760 on Police Personnel, Education and Training System
\r\n\r\nSzu-Wei Wu
\r\n\r\nAbstract
\r\n\r\nThe Supreme Court has announced the Judicial Yuan Interpretation No. 760 that affects more than 6,000 persons. Accordingly, the police personnel, education and training system must be adjusted substantively. The article aims to evaluate the following issues. Firstly, combing all previous problems to understand and solve the structural problems of the case. Secondly, explaining the content of Judicial Yuan Interpretation No. 760 and its application to the education and training system. Then, analyzing the influence of these policies on the education and training system as well as the personnel system. Last but not least, this paper also makes suggestions for the study of the main topic.
\r\n\r\nKeywords: Judicial Yuan Interpretation No. 760, personnel system, human resources, policy of policing
\r\n\r\n書 名：Rechtswissenschaft als Beruf
\r\n\r\n《法學作為一種志業》
\r\n\r\n編 者：Horst Dreier (Hg.)
\r\n\r\n出版年：2014
\r\n\r\n出版社：Mohr Siebeck Tübingen
\r\n\r\n頁 數：255頁
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\r\n\r\n徐仁輝、邱筠惠
\r\n\r\n《摘要》
\r\n\r\n2020年我國在新冠病毒防疫方面表現傑出，舉世矚目，我國防疫成功關鍵在哪？本文分別從功利主義、自由主義與社群主義的哲學觀，探討公共政策制訂的目的，以及成功的條件。依功利主義的觀點，公共政策的目的在提升社會福利，成功的政策應追求績效；從自由主義的觀點，公共政策出現目的是因為政府的介入，可以矯正市場的失靈，成功的政策須建立在法治基礎上，公開透明與公正，同時照顧弱勢；社群主義重視社群的歸屬感與締結的盟約，政策目的是為了促進集體的安全與繁榮，政策的成功在於加強宣導與溝通，鼓勵全民參與，追求共同目標。陳時中部長在答覆外國媒體詢問時，回答防疫有成的關鍵在於「專家、政府與人民」，即政策制定聽從專家意見、政府決策過程公開透明、以及人民的充分配合。我國防疫政策可謂融合了三大哲學觀點的主張，如政策制定以專業績效為導向、政策執行則依法行政與公開透明，並注重政策的傳播，以爭取國人的信任與形成共識，做到全民抗疫。
\r\n\r\n[關鍵詞]： 公共政策、新冠病毒、功利主義、自由主義、社群主義
\r\n\r\nA Review of Taiwan’s Protection Against COVID-19 from the Perspective of Policy Philosophies
\r\n\r\nJen-Hui Hsu, Yun-Huei Chiu
\r\n\r\nAbstract
\r\n\r\nIn 2020, the outstanding performance of Taiwan in its fight against the COVID-19 pandemic has attracted worldwide attention. What is the key to Taiwan’s success in achieving virus protection? This article discusses the purpose of public policy formulation and the conditions for success from the policy philosophical views of utilitarianism, liberalism, and communitarianism. According to utilitarianism, the purpose of public policy is to improve social welfare, and successful policies should pursue performance. From the perspective of liberalism, the intervention of government can correct market failures. And, successful policies must be based on the rule of law through openness, transparency, and fairness, also taking care of the underprivileged groups. Communitarianism attaches importance to the sense of belonging of the community members and the establishment of the covenant. The purpose of public policy is to promote group security and prosperity. A successful policy should strengthen publicity and communication, and encourage all people to participate in pursing the common goal. Responding to foreign media inquiries, Health and Welfare Minister Chen Shih-Chung said that the key to successful protection from COVID-19 lies in “experts, government, and people,” that is, policy making should follow the opinions of experts, the government’s decision-making process should be open and transparent, and full cooperation of the people is also needed. The policy of Taiwan’s combat against COVID-19 can be described as a combination of these three policy philosophical views. Policy formulation is guided by professional performance, policy implementation is governed by law and transparency, and policy dissemination is emphasized in order to win the trust of the people and form a consensus, to achieve the national goal.
\r\n\r\nKeywords: public policy, COVID-19, utilitarianism, liberalism, communitarianism
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\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n為使客家傳統聚居地區，以制度性傳承客家語言文化，政府於2018年修正客家基本法，建構「成立客家文化區域合作組織」之機制。本文以文獻分析法，運用跨域治理相關理論，探討地方制度法第24條之1所定跨域合作之實作情況，以及成立客家文化區域合作組織可能面臨的議題。本文研究發現為：（1）地方制度法第24條之1關於區域合作組織之實作，以成立區域治理平臺為主，並出現監察院指摘平臺缺乏實質功能而流於形式問題；（2）以往地方政府自主成立之區域治理平臺，其客家區域合作議題多偏重文化觀光；但因修正客家基本法及制定國家語言發展法，客家文化區域合作組織所應推動事項，以「客語復振」及「客家文化傳承」為重心。至於政策建議，本文建議循「議題合作為中心之區域治理平臺」方式，以成立客家文化區域合作組織。
\r\n\r\n[關鍵詞]： 客家文化區域合作組織、區域治理平臺、跨域治理
\r\n\r\nAn Exploration of Establishing Regional Hakka Cultural Cooperation Organization
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nIn order to institutionalize passing on the Hakka language and culture in Hakka traditional areas, Taiwan’s government amended the Hakka Basic Act to create a mechanism for the establishment of regional Hakka cultural cooperation organizations. The essay employs the theory on cross-boundary governance as well as the research method of literature review to explore the implementation of cross-border cooperation, which is regulated by Article 24-1 of the Local Government Act. It also discusses the issues of establishing a Regional Hakka Cultural Cooperation Organization. The essay found that (1) Article 24-1 of the Local Government Act calls for regional governance platforms which the Control Yuan has criticized as being incapable of handling cross-boundary issues. (2) The regional governance platforms, which are organized by local governments, tend to promote Hakka cultural tours. As the government has amended the Hakka Basic Act and introduced the Development of National Languages Act, regional Hakka cultural cooperation organizations should pay attention to the issues of Hakka language revival and Hakka culture promotion. The essay suggests that regional Hakka cultural cooperation organizations could be established in the form of regional governance platform, which focuses on cooperation on specific issues.
\r\n\r\nKeywords: regional Hakka cultural cooperation organization; regional governance platform; across boundary governance
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/40207/39cc6cc2-b866-4580-be62-8c8cdbf8a99f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=40208", "title": "公務人員「單位離職傾向」之 影響因素分析", "內容": "
公務人員「單位離職傾向」之影響因素分析
\r\n\r\n游子正、董祥開
\r\n\r\n《摘要》
\r\n\r\n公務人員經常被外界視為擁有較佳工作保障的職業，也一直被認為與私部門員工相比，普遍有較高的人力流動穩定性，以及較低的離職傾向。然而，較低的離職傾向並不意味著公務人員對自身的工作都有很高的「滿意度」或「承諾感」，反之，公部門在獨有的制度保障與工作缺乏的影響下，公務人員離職傾向的界定相比於私部門員工，出現了更細緻的區分方式，其以內部人力流動的「單位離職傾向（離開現職單位）」為主，而非放棄公務人員身分的「部門離職傾向（離開公部門）」。因此，有鑑於公務人員單位離職傾向的程度較高，本研究嘗試運用量化驗證的方式，確實的探討「個人動機與態度」、「個人與組織間角色衝突」、以及「組織管理與制度」有關因素對公務人員單位離職傾向的影響強度如何，進而瞭解公務人員單位離職傾向的致因與本質。本研究利用次級資料分析法進行分析，資料來源為「第五期臺灣文官調查」，該調查以我國現職公務人員為研究對象，共計有效回收895份問卷。在經描述性統計與順序邏輯斯迴歸分析後，結果發現公共服務動機、工作耗竭顯著導致公務人員單位離職傾向的提升，而工作滿意度、工作公平性則顯著有助於降低公務人員的單位離職傾向；然工作家庭衝突與績效評量公平度卻對公務人員單位離職傾向無顯著的直接影響效果，本研究並根據結果分析之內容進行理論探討與管理意涵之建議。
\r\n\r\n[關鍵詞]： 離職傾向、個人動機與態度、角色間衝突、組織管理與制度
\r\n\r\nFactors of Influencing Civil Servants’ Job Turnover Intention
\r\n\r\nTzu-Cheng Yu, Hsiang-Kai Dong
\r\n\r\nAbstract
\r\n\r\nPublic servants are often regarded as people with better job security than those in the private sector and are considered to have higher human mobility stability and lower turnover intention than private-sector employees. However, a low turnover intention does not mean that public servants have a high degree of “satisfaction” with or “commitment” to their job. On the contrary, the public sector is affected by the unique institutional security and job scarcity, compared with private-sector, and the definition of turnover intention of public servants is more detailed. It is based on the “unit turnover intention” of internal human mobility rather than the “department turnover intention” of giving up the status of public servants. Given that the unit turnover intention of public servants is higher than department turnover intention, this study attempts to use quantitative research methods to explore the factors related to “personal motivation and attitude,” “inter-role conflict between individual and organization” and “organizational management and institution” to determine how strongly they influence the unit turnover intention of public servants and then to understand the cause and nature of the turnover intention of public servants.
\r\n\r\nThis study uses a secondary data analytical method for analysis. The source of the data is the “Taiwan Government Bureaucrats Survey, TGBS V.” A total of 895 valid questionnaires were acquired. After descriptive statistics and ordinal logistic regression analysis, it was found that public service motivation and job burnout significantly increase the unit turnover intention of public servants, while job satisfaction and job fairness significantly contribute to reducing the unit turnover intention of public servants. However, work-family conflict, supervisory leadership effectiveness, and fairness of performance appraisal have no significant effect on the unit turnover intention of public servants. Based on the results of analysis, this study also gave a theory discussion and made some suggestions on managerial implication.
\r\n\r\nKeywords: turnover intention, personal motivation and attitude, inter-role conflict, organizational management and institution
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/40208/cceb8420-62d2-46d4-9cb4-6e8c7ee9e27f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=40209", "title": "我國廉政機構運作現況與檢討： 全觀型治理觀點", "內容": "我國廉政機構運作現況與檢討：全觀型治理觀點
\r\n\r\n陳力葦
\r\n\r\n《摘要》
\r\n\r\n我國政府致力建立廉能政府，包含設立法務部廉政署及施行聯合國反貪腐公約施行法等。然而，從我國貪瀆案件層出不窮及廉潔印象指數尚有進步空間來觀察，可發現我國廉政治理成效有待改善。事實上，我國目前已設有許多廉政機構，包含監察院、法務部廉政署、政風機構、法務部調查局與檢察機關等，目的在落實廉政工作，卻似乎出現碎裂化治理之缺失。研究並釐清上述缺失及提出改革目標與策略，為進行本文之重要動機。本文希望能以全觀型治理之觀點，藉著文獻之檢閱及對廉政實務工作者進行訪談，回答下列問題：我國廉政機構之組織設計與彼此間互動是否存在著碎裂化治理之問題？又應如何運用全觀型治理策略以改善我國廉政機構之運作？
\r\n\r\n本文發現我國廉政機構目前之運作確實存在碎裂化治理的問題，並研提4項有助於我國廉政機構達成全觀型運作目標之策略，包含：以法務部廉政署作為整合平臺、進行廉政機構運作價值整合、採用整合性廉政資訊系統、與持續考訓主動型文官，最終希冀藉由我國廉政機構運作之改善，實現建立廉潔家園之理想。
\r\n\r\n[關鍵詞]： 廉政機構、全觀型治理、碎裂化治理、廉能政府、廉政署
\r\n\r\nAnti-corruption Institutions in Taiwan: A Holistic Governance Perspective
\r\n\r\nLi-Wei Chen
\r\n\r\nAbstract
\r\n\r\nBeginning in 1956 the Investigation Bureau of the Ministry of Justice in Taiwan was charged with monitoring the security of government organizations and corruption investigation. In 1968, the Executive Yuan ordered the Investigation Bureau to take charge of public service ethics, including corruption, dereliction, unsavory behaviors and other acts of government employees that would tarnish the reputation of their organizations. The Statute of Civil Service Ethics was enacted in 1992 and public service ethics units were established in various government agencies to monitor the integrity of the civil service system. The Agency Against Corruption (AAC), after decades of debates, was finally established under the Ministry of Justice in 2011.
\r\n\r\nThese anti-corruption institutions, in cooperation with prosecutors and police units, have separate but intervening jurisdictions and traditions in fighting corruption. The silo mentality and the practices seen in the fragmented governance among these anti-corruption institutions cause confusion and competition in carrying out their duty. This research, supported by in-depth interviews and detailed literature analysis, advocates that holistic governance theory should be applied to foster a governing network based on an AAC centered, information sharing platform to better fight corruption.
\r\n\r\nKeywords: anti-corruption institution, holistic governance, fragmented governance, clean government, Agency Against Corruption
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/40209/6c28c4d6-698e-4232-a308-1ceaa8ea0e3b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=40211", "title": "書評──衡量重要之事： 谷歌、波諾和蓋茲基金會如何以OKR震撼世界", "內容": "書 名：Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs
\r\n\r\n《衡量重要之事：谷歌、波諾和蓋茲基金會如何以OKR震撼世界》
\r\n\r\n作 者：John Doerr
\r\n\r\n出版年：2018
\r\n\r\n出版社：Portfolio/Penguin
\r\n\r\n頁 數：306頁
\r\n\r\n從「社會企業」到「社會創新」之政策變遷分析：多元流程模型的觀點
\r\n\r\n江明修、張浩榕
\r\n\r\n《摘要》
\r\n\r\n隨著社會不斷進步發展，公共服務的需求更加多元，原本政府、公司企業、非營利組織提供服務的方式產生間隙，近年來「社會企業」（social enterprise）成為解決社會問題的新方式，其具備社會與經濟雙重底線目標，相較於非營利組織更有財務自主性，而相對於企業具有更多社會使命。
\r\n\r\n進入新世紀後我國逐漸發展相關政策，但散見於各部會施政計畫中，直到行政院於2014年核定「社會企業行動方案」統整相關政策，然而公共政策並非一成不變，行政院於2018年核定「社會創新行動方案」延續前方案。
\r\n\r\n本研究蒐集政策方案、相關專書、學術期刊、政府資料，並檢閱社會企業、社會創新及政策變遷理論，形成具體研究問題，進而探討從社會企業行動方案到社會創新行動方案的政策過程、受到那些因素的影響、呈現何種政策變遷態樣，以及是否符合政策標的團體需求。
\r\n\r\n本研究依據Kingdon（1984）的多元流程模型的政策變遷影響因素建構研究架構，透過次級文件分析法分析相關研究資料，與政府部門及政策標的團體進行深度訪談，發現執行機關與政策標的團體相同，前後政策是漸進式的政策賡續，而變遷主要力量來自政治流與政策流的互動，執政權輪替影響施政目標轉變，執行機關則因應調整備選方案，但就政策標的團體來說，受到政策影響較小，仍大多專注於自身營運狀況。
\r\n\r\n[關鍵詞]： 社會企業、社會創新、政策變遷
\r\n\r\nAn Analysis of Policy Change from “Social Enterprise” Action Plan to “Social Innovation” Action Plan: The Multiple Streams Model Perspective
\r\n\r\nMin-Hsiu Chiang, Hao-Jung Chang
\r\n\r\nAbstract
\r\n\r\nDemands for public services have increased and diversified rapidly due to continuous social development, and the gap between government, enterprises and non-profit organizations (NPOs) for providing public services has become more significant. To solve social problems arising from the above facts, the concept of “social enterprise” has created a new path. Social Enterprise has multiple characteristics to solve both social and economic problems: it is more financially independent compared to NPOs, and its operators are more aware of social responsibility than leaders of profit-oriented enterprises.
\r\n\r\nWith the advent of the 21st century, the government of Taiwan has developed policies regarding social enterprise. Most of them were not formulated and had been scattered in political projects written by various ministries until the approval of “Social Enterprise Action Plan” by the Executive Yuan in 2014. In a short period of time, this plan has been further changed into “Social Innovation Action Plan” by the Executive Yuan in 2018.
\r\n\r\nBased on the materials collected from policies, monographs, academic journals, public government information and after reviewing theories relating to social enterprise, social innovation as well as policy change, this paper is concerned with the following questions: How does policy change from “Social Enterprises Action Plan” to “Social Innovation Action Plan”? What form of policy change does it demonstrate? Does the change from “Social Enterprises Action Plan” to “Social Innovation Action Plan” meet the requirements of policy target groups?
\r\n\r\nThis paper constructs its research framework based on Multiple Streams Model. The main research methods used in this paper are secondary document analysis and in-depth interviews with government sectors and policy target groups. The result of the research shows that the latter policy is incrementally policy succession of the former policy. Because the executive agencies and policy targets groups remained the same, the main factors to such policy change are the interactions between political stream and policy stream, and the impacts of change in policy goals resulting from political ruling party alternation and the actions made by executive agencies brought about changes in policy alternatives. This paper also finds that, while the action plans do have policy outputs, such policy does not have significant impact on the policy target groups; most entities rather focus on its own commercial operation.
\r\n\r\nKeywords: social enterprise, social innovation, policy change
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39910/046dc0ba-a9fe-4ebd-81ea-16f1323fd369.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39911", "title": "特邀專論──管理才能評鑑途徑的爭議與展望：以「籃中演練」為例", "內容": "管理才能評鑑途徑的爭議與展望：以「籃中演練」為例
\r\n\r\n黃一峯
\r\n\r\n《摘要》
\r\n\r\n以評鑑中心作為評量管理才能的評鑑機制，在歐美國家廣為運用，國內則在近年受到重視。評鑑中心向來有任務基礎與向度基礎的途徑爭議，前者主張應以「標的職位」的具體工作職掌作為培訓與評鑑的標準；後者則強調所管理職務不分功能專業，均可適用共通的能力（向度）評量標準。然而，就職能模式而言，完整的職能必須兼具職掌與向度。本文探討此一爭議的焦點所在，並以籃中演練為例，說明任務基礎途徑的可行性。本文設計任務基礎的警察局派出所所長籃中演練，以31個情境評測10項任務行為，並以警察大學特考班及警佐班學員為施測對象。統計結果顯示，性別、班別年齡、學歷在任務行為成績上有部分顯著差異。作者並對籃中演練未來的應用與研究提出建議。
\r\n\r\n[關鍵詞]： 任務基礎評鑑中心、向度基礎評鑑中心、籃中演練
\r\n\r\nDebate on Assessment Center Approaches and Its Solutions: A Case of In-Basket Exercise
\r\n\r\nIrving Yi-Feng Huang
\r\n\r\nAbstract
\r\n\r\nThe assessment center has been widely used in European and American countries as an assessment mechanism for assessing management expertise, and it has received attention in Taiwan in recent years. Since 1980s, there has long been a debate between supporters of two approaches -- task-based assessment center (TBAC) and dimension-based assessment center (DBAC). The former advocates that the job tasks of the "target position" should be used as the criteria for training and assessment; the latter emphasizes that the common ability (dimension) criteria can be applied to all managerial positions regardless of professional demands. However, according to the competency model theory, full competency means the ability to achieve both task and dimension. This article discusses the focus of this controversy, explore the feasibility of the task-based approach through implementing in-basket exercise. This article designs a task-based in-basket for police station chiefs. It includes 31 situations to assess ten task behaviors, and invites trainees from the Central Police University as subjects. The statistical results indicate that gender, class, age, and educational background have some significant differences in task performance. The author also makes suggestions for the future application and research of the in-basket exercise.
\r\n\r\nKeywords: task-based assessment center (TBAC), dimension-based assessment center (DBAC), in-basket exercise
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39911/ca3b8c69-a99d-4de0-96c2-b0c7831cec96.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39912", "title": "公共服務動機析論：兼論後年改時代提升公共服務動機之策略", "內容": "公共服務動機析論：兼論後年改時代提升公共服務動機之策略
\r\n\r\n李俊達
\r\n\r\n《摘要》
\r\n\r\n應用公共服務動機（public service motivation, PSM）時，必須考量一個核心的根本問題，亦即公共服務動機是一個「人格特質」還是一種「心理狀態」。若為特質則將穩定一致，但若為一種狀態，就可能將隨著時間狀況改變而變異。若公共服務動機為穩定一致的人格特質，理應不輕易受年金改革影響而變動。相對地，目前有關年金改革對於公共服務動機的影響，其看法是將公共服務動機視為一種心理狀態，隨著時間狀況改變而變異。探討年金改革對公共服務動機的影響，或未來在從事相關激勵策略的研究時，必須先釐清公共服務動機究竟是人格特質還是心理狀態。特質說的公共服務動機涉及從個人與工作本身加以提升，其策略包括整合公共服務動機與人力資源管理的過程、創造並傳達工作的意義與目的。狀態說的公共服務動機，其提升的策略創造是一個能夠支持公共服務動機的工作環境，並將公共服務與組織的使命、策略與領導相互整合，以及在社會面建立公共服務的外部正當性。
\r\n\r\n[關鍵詞]：年金改革、公共服務動機、激勵
\r\n\r\nOn Public Service Motivation and Its Enhancing Strategies after Civil Service Pension Reform in Taiwan
\r\n\r\nChunta Lee
\r\n\r\nAbstract
\r\n\r\nWhen discussing public service motivation (PSM), one of the core issues is whether it is a personality trait or a state of mind. A personality trait is a stable characteristic of an individual that is consistent in all situations at all time. However, a state of mind is a transient characteristic that can change over time in different situations. If PSM is a consistent trait, civil service PSM would not be changed by pension reform. If PSM is a transient state, the impacts of pension reform may lower civil service PSM. For personality trait cases, the promotion strategies for PSM need to redesign procedure of human resources management to recruit applicants with PSM and provide on-the-job training by emphasizing work value and meaning. On the other hand, the promotion strategies for state of mind cases are creating a supporting organization environment, integrating commitments, visions and leaderships of public organizations, and building the legitimacy of public service recognized by society.
\r\n\r\nKeywords: pension reform, public service motivation, motivation
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39912/e925a679-e37c-4be2-9fcb-8c41404cb292.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39913", "title": "書評──公共政策的傳播：場域、媒介與行動", "內容": "
書 名：Public Policy Circulation: Arenas, Agents and Actions
\r\n 《公共政策的傳播：場域、媒介與行動》
作 者：Tom Baker and Christopher Walker (Eds.)
\r\n\r\n出版年：2019
\r\n\r\n出版社：Edward Elgar Publishing
\r\n\r\n頁 數：256頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39913/59df395c-648c-4dea-bb12-aadbaba5e325.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk0OTYvNjg1YmJmNmQtYzMzMC00NGE4LWE4M2EtNGJlY2QzZDBlNGJjLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEy5Y23Meacnykt5bCB6Z2iLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39496", "title": "《文官制度》季刊-12卷1期＿封面", "內容": "《文官制度》季刊稿約
\r\n\r\n《文官制度》季刊原為《考銓》季刊，自98年1月起更名，於每年1、4、7、10月出版，凡國內外有關公共行政、公共治理、公共服務、政府體制、公務人力資源管理、知識管理及考銓保訓退撫行政法制等相關論文及書評均歡迎賜稿，以促進相關知識之發展與交流。
\r\n\r\n近期出刊及截稿日如下：
\r\n\r\n（一）第12卷第2期出版日期：109年4月；截稿日期：109年2月29日。
\r\n\r\n（二）第12卷第3期出版日期：109年7月；截稿日期：109年5月31日。
\r\n\r\n為提升《文官制度》季刊學術品質，每篇論文先由編輯委員會初審，通過初審後，論文送請相關學者專家二人匿名審查，依審查結果送請編輯委員會決定，有關審查作業規定，請參考《文官制度》季刊論文審查作業規定；書評則由內部審稿流程審閱，經編輯委員會決定後刊登。
\r\n\r\n歡迎各界踴躍投稿，稿件1式2份並附電子檔，請以掛號郵寄「臺北市文山區11601試院路1號，考試院《文官制度》季刊編輯委員會」，或逕寄電子郵件信箱：jcs@exam.gov.tw。本刊聯絡電話：(02)82366326，傳真：(02)82366246，有關撰寫注意事項，請參考《文官制度》季刊投稿須知及《文官制度》季刊論文撰寫體例。
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39496/685bbf6d-c330-44a8-a83a-4becd3d0e4bc.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk0OTcvNDAxNzMzMGQtN2M5MS00NzdlLWIzMjgtNmRhNWM0MjFkYWQ3LnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEy5Y23Meacn%2bWFqOaWhykucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39497", "title": "《文官制度》季刊-12卷1期＿全文", "內容": "
《文官制度》季刊稿約
\r\n\r\n《文官制度》季刊原為《考銓》季刊，自98年1月起更名，於每年1、4、7、10月出版，凡國內外有關公共行政、公共治理、公共服務、政府體制、公務人力資源管理、知識管理及考銓保訓退撫行政法制等相關論文及書評均歡迎賜稿，以促進相關知識之發展與交流。
\r\n\r\n近期出刊及截稿日如下：
\r\n\r\n（一）第12卷第2期出版日期：109年4月；截稿日期：109年2月29日。
\r\n\r\n（二）第12卷第3期出版日期：109年7月；截稿日期：109年5月31日。
\r\n\r\n為提升《文官制度》季刊學術品質，每篇論文先由編輯委員會初審，通過初審後，論文送請相關學者專家二人匿名審查，依審查結果送請編輯委員會決定，有關審查作業規定，請參考《文官制度》季刊論文審查作業規定；書評則由內部審稿流程審閱，經編輯委員會決定後刊登。
\r\n\r\n歡迎各界踴躍投稿，稿件1式2份並附電子檔，請以掛號郵寄「臺北市文山區11601試院路1號，考試院《文官制度》季刊編輯委員會」，或逕寄電子郵件信箱：jcs@exam.gov.tw。本刊聯絡電話：(02)82366326，傳真：(02)82366246，有關撰寫注意事項，請參考《文官制度》季刊投稿須知及《文官制度》季刊論文撰寫體例。
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39497/4017330d-7c91-477e-b328-6da5c421dad7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk0OTUvZTk2ZDI5MzQtMTRkMy00MThkLWJhYzQtNTUzYTAwYWJkMDUzLnBkZg%3d%3d&n=MTItMS0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39495", "title": "《文官制度》季刊-12卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39495/e96d2934-14d3-418d-bac4-553a00abd053.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39494", "title": "特邀專論──公共政策與市場精巧設計", "內容": "
公共政策與市場精巧設計
\r\n\r\n徐仁輝
\r\n\r\n《摘要》
\r\n\r\n上世紀後期的新自由主義浪潮推動了民營化與解除管制等公共政策的盛行，政府退居二線讓市場機制主導資源配置的呼聲甚囂雲上。然而時至今日21世紀，吾人看到的是企業誠信、金融風暴、貧富差距與社會階層對立等問題，市場化與自由化政策到底出了甚麼問題？顯然過去三、四十年來，自由化主張只是一廂情願的縮減政府的職能範疇（scope），而忽視了政府的執行力。我們過度簡化的將政府與市場二分法，更是只有激起了許多無謂的公共政策辯論。透過分析金融市場與勞動市場個案，發現市場可以承擔更多的功能，但須要做好精巧設計；政府公共政策應扮演好設計者與監督者的角色，只有如此市場機制才能好好運作發揮其功能。本文建議公共政策應朝公共參與、健全法制與強化企業誠信方向努力，同時應注意政策執行力。
\r\n\r\n[關鍵詞]： 民營化、解除管制、市場化、公共政策
\r\n\r\nPublic Policy & Crafting Market Policy
\r\n\r\nJen-Hui Hsu
\r\n\r\nAbstract
\r\n\r\nNeoliberalism encouraged privatization and deregulation in the later period of the twentieth century. Thus the markets occupied the main position to allocate resources in the economy. However, the problems of business integrity, fiscal crisis, and the disparity of rich and poor happen in the twenty-first century. What went wrong with the marketization and liberalization policies? In the past, liberalization policies only focused on the reduction of public scope, and ignored the issue of government execution. The over-simplified classification of government and market also encouraged nonsensical policy arguments. Through the studies of finance market and labor market, we found the market mechanism can take more responsibility but need to be crafted. The public policy should play the role of a designer and monitor to help the markets to work better. Public policy should focus more on public participation, the legal system, and business integrity. The ability of policy execution should not be ignored either.
\r\n\r\nKeywords: privatization, deregulation, marketization, public policy
\r\n\r\n\r\n\r\n
\r\n\r\n
\r\n
公務人員退休年金設計：確定給付制、確定提撥制或雙層制？
\r\n\r\n郭昱瑩、余致力、蔡馨芳
\r\n\r\n《摘要》
\r\n\r\n2017年6月27日立法院三讀通過公務人員退休資遣撫卹法，該法第93條規定「中華民國112年7月1日以後初任公務人員者，其退撫制度由主管機關重行建立，並另以法律定之。」未來新進公務人員之職業退休金制度，究竟應維持現制，採取兼具確定給付與確定提撥之雙層制，或是完全確定提撥制，是當前公務人員退休年金制度改革刻不容緩的議題。
\r\n\r\n本研究由公務人員退休撫卹基金管理委員會協助完成抽樣名冊後，選取10,000位受訪者，透過網路問卷，詢問受訪者對於現行確定給付制的看法，以及確定提撥制與雙層制優、缺點的同意度，總計回收8,275份有效問卷，問卷有效回收率達82.8%。研究發現若退休制度改變，多數現職公務人員仍會續任，且傾向維持現行確定給付制，退休制度若改變，新制採用雙層制的接受度高於確定提撥制，年資較短者對於確定提撥制接受度較高。本研究藉由現職公務人員的調查，了解其想法與觀點，以為未來政策設計參考，研究結果建議制度變革應做好利害關係人管理，對現職公務人員尤須善盡告知責任，促使制度變遷平和順利。
\r\n\r\n[關鍵詞]：確定給付制、確定提撥制、雙層制、年金改革
\r\n\r\nCivil Service Pension Design: Defined Benefit, Defined Contribution or Hybrid?
\r\n\r\nYu-Ying Kuo, Chilik Yu, Hsin-Fang Tsai
\r\n\r\nAbstract
\r\n\r\nIn order to achieve fiscal sustainability, Taiwan reformed its civil service pension system in 2017 by reducing income replacement rate, eliminating beneficial interest payment, delaying pensionable age, and increasing contribution rate. Currently the system is still operating based on the defined benefit scheme and adds the possibility of job transfer by combining working years. Nonetheless, to meet the requirement of the reform, for new members joining the civil service starting in 2023, a new pension system has to be designed. The choice of appropriate pension scheme is an urgent issue for the current pension system in Taiwan.
\r\n\r\nThe research was conducted to understand whether the new civil service pension system should adopt the scheme of defined benefit, defined contribution or hybrid. With the aid of Public Service Pension Fund Management Board, 10,000 online questionnaires were distributed and 8,275 were collected with the valid rate of 82.8%. The findings showed that most civil servants tend to select current defined benefit pension plan no matter how the system changes. For the new pension system, the hybrid system wins more acceptance than defined contribution. The civil servants with short working years prefer defined contribution. The study offers current public servants’ thoughts for future pension design and suggests that stakeholder management has to be improved for effective communication and smooth change.
\r\n\r\nKeywords: defined benefit, defined contribution, hybrid system, pension reform
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39493/2544da79-2d72-4b3f-ad49-3b14642355cd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39492", "title": "情緒智力對工作滿意度之影響： 公共服務動機的中介效果與調節效果", "內容": "情緒智力對工作滿意度之影響： 公共服務動機的中介效果與調節效果
\r\n\r\n董祥開、柳嘉蕙
\r\n\r\n《摘要》
\r\n\r\n對於以服務公眾為志業的公務人員而言，除了須具備較高的公共服務動機之外，該如何調適自身的情緒狀態以回應民眾需求及面對工作上的壓力，已逐漸成為公部門管理的重點之一。本研究之目的即在探討公務人員的情緒智力及公共服務動機對工作滿意度的影響，同時也探究公共服務動機在其中所扮演的角色中介或調節效果。本研究以分層隨機抽樣法抽出731位行政院及所屬機關之公務人員做為研究對象，透過問卷調查之方式蒐集資料，了解我國公務人員的情緒智力概況，同時針對本研究之相關論點進行驗證。本研究結果顯示，公務人員的公共服務動機在情緒智力與工作滿意度之間有「部分中介效果」存在，同時公務人員的公共服務動機在情緒智力與工作滿意度間亦具有調節效果。因此，提升公務人員自身的情緒控管能力與公共服務動機，將有助於提高其工作滿意度，故未來公部門在實務管理方面可朝提升公務人員溝通技巧、精神力養成與壓力調適等能力發展相關課程，並善用員工協助方案及心理諮商服務，讓高情緒智力所帶來的柔性技巧發揮最大效益。
\r\n\r\n[關鍵詞]： 情緒智力、公共服務動機、工作滿意度
\r\n\r\nThe Impacts of Emotional Intelligence on Job Satisfaction: The Mediation and Moderation Effects of Public Service Motivation
\r\n\r\nHsiang-Kai Dong, Chia-Hui Leou
\r\n\r\nAbstract
\r\n\r\nFor public employees who view public service as a noble calling, having a higher level of public service motivation alone may not be sufficient to accomplish their missions. One critical factor is whether the public employees have the ability to adjust their own emotional status when confronted with irrational complaints or blames. This study aims at finding if an individual’s emotional intelligence has any impacts on his/her job satisfaction. Particularly, we would like to know whether public service motivation has mediation effects or moderation effects on the relationship between emotional intelligence and job satisfaction. This study applied the stratified random sampling method based on the current population distribution of the Executive Yuan, and successfully surveyed 731 public employees. Samples are examined to be representative to the population. Results of the statistical analyses show that a person’s emotional intelligence is a critical factor to predict his/her job satisfaction. Also, public service motivation plays both the roles of a mediator and a moderator at the same time. However, we believe that “how much an individual’s emotional intelligence would affect his/her job satisfaction should be conditional to this person’s attitudes toward public service” makes more sense because emotional intelligence and public service motivation do not have an unambiguous causal relationship. How and why emotional intelligence affects a person’s public service motivation is still controversial and debatable. Improving public servants’ ability to deal with their emotion and motivation before serving the public may have positive impacts on their jobs as well as their own career. Accordingly, we suggest that the public sector design training courses to improve public employees’ communication skills, mental strength, and pressure adjustment abilities. The currently implemented counseling service, the employee assistance programs, should be further enhanced to help public employees, thereby maximizing the positive influence of human skills.
\r\n\r\nKeywords: emotional intelligence, public service motivation, job satisfaction
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39492/d4d3bbda-c1aa-4003-a6fe-489ad511894e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39491", "title": "臺北市政府推動員工協助方案之評估", "內容": "
臺北市政府推動員工協助方案之評估
\r\n\r\n呂季蓉、戴存溢、陳敦源
\r\n\r\n《摘要》
\r\n\r\n員工是組織最重要的資產，為了協助員工解決因為個人因素而導致生產力下降的各項問題，企業透過系統化的專業服務，提供「員工協助方案」（employees assistance programs, EAPs），舉凡與組織議題有關的諮詢或是員工本人及家屬所遭遇的困難，都在服務範圍內，透過有效預防或解決因應的方式，讓員工能身心健康地投入工作之中，藉以提升組織效能。
\r\n\r\n我國的員工協助方案不僅在私部門受到重視，政府也從2003年起陸續訂頒相關法規，並於2013年正式訂定「行政院所屬及地方機關學校員工協助方案」，惟公務機關囿於人力、經費、時間等相關資源之不足，能否真正落實員工協助方案，進而提升員工生產力及組織績效，又或者只是流於口號、淪為例行性工作之一環，成為本文主要關注的研究問題。本文嘗試以臺北市政府為例，探究機關內部員工對於此方案的滿意度及其實際之成效，一方面運用問卷調查法回收365份有效問卷（回收率91.25%）進行分析，另一方面輔以深度訪談探究影響員工協助方案推動的因素，藉此提出未來推動方向之政策性建議。
\r\n\r\n研究發現受訪者除了「超時工作方案」外，多數人均對員工協助方案感到滿意，且認為是重要的，雖然普遍認為服務成效較差，但整體而言仍認同員工協助方案有其服務成效；而歸納影響臺北市政府推動的主要因素，包括「長官支持」、「保密倫理制度」及「組織文化」等。有趣的是，研究對象對於推動員工協助方案設置模式的需求程度，與多數文獻所支持「外置式」的論點不同，反而較支持目前「內置式」的推動方式。最後，本研究也發現，臺北市政府推動員工協助方案，在資源整合上與專任人力不足的問題上，確實會影響員工協助方案推動的拓展方式，此部分值得深入研究解決之道。
\r\n\r\n[關鍵詞]： 員工協助方案（EAPs）、混合方法、臺北市政府、多元管理
\r\n\r\nAn Evaluation of Employee Assistance Programs of Taipei City Government
\r\n\r\nChi-Jung Lu, Cun-Yi Dai, Don-Yun Chen
\r\n\r\nAbstract
\r\n\r\nFrom the perspective of human resource management, employees are the most important asset of the organization. In order to improve organizational effectiveness, helping employees solve the performance problems caused by personal factors is more important now. It’s very popular that organizations provide employees with employee assistance programs (EAPs). The consultations related to organizational issues or the difficulties encountered by employees and their families are part of EAPs services.
\r\n\r\nThis study aims to investigate how the Taipei City Government promotes its employee assistance programs, using mixed methods to acquire in-depth and complete data to understand the current situation of those programs and the difficulties during the process of promotion. It also analyzes the factors affecting the results of the implementation of those programs.
\r\n\r\nThis study finds out that respondents were satisfied with the Taipei City Government’s EAPs, except for the “overtime work plan.” Although most respondents thought EAPs are important, they still considered EAPs ineffective. However, as a whole, respondents agreed on the effectiveness of EAPs. Meanwhile, the main factors affecting the Taipei City Government’s promotion of EAPs are senior support, confidential ethics system and organizational culture. Interestingly, different from most literature review, respondents preferred “in-house model” instead of “out-of-house model.” Finally, this study also finds that the problems of Taipei City Government’s promotion of EAPs were the lack of resource integration and the shortage of manpower.
\r\n\r\nKeywords: employee assistance programs (EAPs), Mixed Method, Taipei City Government, diversity management
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39491/198023c2-a759-4d84-80c4-0b3754302389.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39490", "title": "書評──領導就是喚醒生命", "內容": "書 名：Menschen führen - Leben wecken《領導就是喚醒生命》
\r\n\r\n作 者：Anselm Grün（古倫神父），吳信如譯
\r\n\r\n出版年：原著2003，譯著2008（以2016初版12刷為本文評論版本）
\r\n\r\n出版社：Vier Turme Gmbh, Verlag, Munsterschwazach Abtei（南與北文化出版）
\r\n\r\n頁 數：178頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39490/22c9b422-88d6-49af-bbe6-21a51be81b76.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzg4NjIvZDBjY2IwYjgtYWYyMi00NmE1LWFkYzktNGM1ZWIzMzMzMGQwLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEx5Y23NOacnyktLeWwgemdoi5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38862", "title": "《文官制度》季刊-11卷4期_封面", "內容": "《文官制度》季刊稿約
\r\n\r\n《文官制度》季刊原為《考銓》季刊，自98年1月起更名，於每年1、4、7、10月出版，凡國內外有關公共行政、公共治理、公共服務、政府體制、公務人力資源管理、知識管理及考銓保訓退撫行政法制等相關論文及書評均歡迎賜稿，以促進相關知識之發展與交流。
\r\n\r\n近期出刊及截稿日如下：
\r\n\r\n（一）第12卷第1期出版日期：109年1月；截稿日期：108年11月30日。
\r\n\r\n（二）第12卷第2期出版日期：108年4月；截稿日期：108年2月29日。
\r\n\r\n為提升《文官制度》季刊學術品質，每篇論文先由編輯委員會初審，通過初審後，論文送請相關學者專家二人匿名審查，依審查結果送請編輯委員會決定，有關審查作業規定，請參考《文官制度》季刊論文審查作業規定；書評則由內部審稿流程審閱，經編輯委員會決定後刊登。
\r\n\r\n歡迎各界踴躍投稿，稿件1式2份並附電子檔，請以掛號郵寄「臺北市文山區11601試院路1號，考試院《文官制度》季刊編輯委員會」，或逕寄電子郵件信箱：jcs@exam.gov.tw。本刊聯絡電話：(02)82366326，傳真：(02)82366246，有關撰寫注意事項，請參考《文官制度》季刊投稿須知及《文官制度》季刊論文撰寫體例。
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38862/d0ccb0b8-af22-46a5-adc9-4c5eb33330d0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzg4NjEvM2MwODcyOWQtYjVlYy00YWJiLWEwZjUtODRlZWQ4NzRhMzZiLnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CL5a2j5YiKLTEx5Y23NOacnyjlhajmlocpLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38861", "title": "《文官制度》季刊-11卷4期_全文", "內容": "
《文官制度》季刊稿約
\r\n\r\n《文官制度》季刊原為《考銓》季刊，自98年1月起更名，於每年1、4、7、10月出版，凡國內外有關公共行政、公共治理、公共服務、政府體制、公務人力資源管理、知識管理及考銓保訓退撫行政法制等相關論文及書評均歡迎賜稿，以促進相關知識之發展與交流。
\r\n\r\n近期出刊及截稿日如下：
\r\n\r\n（一）第12卷第1期出版日期：109年1月；截稿日期：108年11月30日。
\r\n\r\n（二）第12卷第2期出版日期：108年4月；截稿日期：108年2月29日。
\r\n\r\n為提升《文官制度》季刊學術品質，每篇論文先由編輯委員會初審，通過初審後，論文送請相關學者專家二人匿名審查，依審查結果送請編輯委員會決定，有關審查作業規定，請參考《文官制度》季刊論文審查作業規定；書評則由內部審稿流程審閱，經編輯委員會決定後刊登。
\r\n\r\n歡迎各界踴躍投稿，稿件1式2份並附電子檔，請以掛號郵寄「臺北市文山區11601試院路1號，考試院《文官制度》季刊編輯委員會」，或逕寄電子郵件信箱：jcs@exam.gov.tw。本刊聯絡電話：(02)82366326，傳真：(02)82366246，有關撰寫注意事項，請參考《文官制度》季刊投稿須知及《文官制度》季刊論文撰寫體例。
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38861/3c08729d-b5ec-4abb-a0f5-84eed874a36b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk5MTQvYTYyMGI5ODItMDUwMi00ZDJlLTk0OWUtMGY0MGVjYjI5YzNlLnBkZg%3d%3d&n=MTEtNC0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39914", "title": "《文官制度》季刊-11卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39914/a620b982-0502-4d2e-949e-0f40ecb29c3e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38865", "title": "特邀專論──型塑廉能治理的途徑：組織行為觀點", "內容": "
型塑廉能治理：組織行為的觀點
\r\n\r\n黃榮護、葉益昌
\r\n\r\n《摘要》
\r\n\r\n從美國公共行政的發展歷程來看，每一次的政府改革都是一種制度的選擇，而影響制度成敗與否的關鍵之一，則在於政府部門組織成員是能與民眾建立信任關係，「廉能治理」形象的建立，可以說是建立民眾信任關係的最佳途徑。從組織行為的觀點來看，型塑廉能治理的方式，可以透過「廉政建設的制度建立」與「組織成員廉正行為的養塑」雙管齊下；此外，藉由倫理的教育與實踐，將有助於降低組織成員因「不知道」與「無能力」而產生不廉正的行為，而藉由凝聚組織成員正向團體動力所產生的影響力與約束力，亦將能抑止「無意願」所產生的不廉正行為。簡言之，政府部門除了推動廉政建設，更應著重於探討暨提升組織成員廉正行為途徑，以期達到廉能治理的效能。
\r\n\r\n[關鍵詞]：廉能治理、廉政、廉正、組織行為、倫理
\r\n\r\nShaping Clean Governance: An Organizational Behavior Perspective
\r\n\r\nJong H. Huang, Yi-Chang Yeh
\r\n\r\nAbstract
\r\n\r\nFrom the perspective of the evolving of public administration, every government reform is a system choice, and one of the keys to the success or failure of the system is whether government members can establish trust with the people. The establishment of a “clean governance” image is the best way to build trusting relationships with the public. From the perspective of organizational behavior, ways to shape clean governance can be managed simultaneously through “building an integrity system of governance” and “shaping the integrity of organizational members”. In addition, ethical education and practices imposed on government employees will help to reduce the corrupting behaviors resulting from “ignorance” and “incompetence”. By solidifying the influence and binding force of the organization members towards positive group dynamics, the institution will effectively curb the corrupt practices resulting from bureaucratic inertia. In short, in addition to constructing a governance system characterized and buttressed by integrity, government departments should focus on exploring and boosting ways proper to improve the integrity of organizational members so as to achieve the optimal effectiveness of clean governance.
\r\n\r\nKeywords: clean governance, integrity system, integrity, organizational behavior, ethics
\r\n\r\n\r\n\r\n
\r\n
個案教學是公共管理專業訓練的未來嗎？一個來自實驗研究的循證論述
\r\n\r\n陳敦源、許弘毅、史美強、李翠萍、陳序廷
\r\n\r\n《摘要》
\r\n\r\n自2000年以來臺灣公共事務的學界與實務界開始轉向美國哈佛大學商學院發展出來的個案教學，尋求教育訓練方法上的突破，個案教學儼然成為公務機關專業「訓練教學法的新希望」（pedagogical hope）。然而，「個案教學比起傳統教學成效真的比較好嗎？」的關鍵問題，有賴於「循證基礎」（evidence-based）的支撐。本研究藉由行政院人事行政局地方研習中心（現為公務人力發展學院南投院區）第一次推動個案教學的機會，針對3種不同層級的班別各一期的學員，進行教學方法的實驗設計（experimental design），使用傳統教學法為「對照組」，應用個案教學法是「實驗組」，藉由實施前後測的問卷調查，來確定個案教學法從學員前後測及跨組之差異。本研究結果顯示，兩組學員對上課的評價並無明顯差異，更重要的，如果就實驗與對照組在前後測都有的知識面的測試中，兩組中對照組的知識增加較多，變異較小，但是兩組前後差異的差異檢測，卻沒有統計上的顯著性。本研究除顯示公部門推動個案教學的成效，在知識上並未比傳統教學差，並就進行相關議題的討論。
\r\n\r\n[關鍵詞]： 文官培訓、個案教學、實驗設計、循證基礎的政策、公共管理
\r\n\r\nIs Case Method the Future of Public Management Professional Training? Evidence-based Arguments from an Experimental Design
\r\n\r\nDon-Yun Chen, Hung-Yi Hsu, Mei-Chiang Shih, Tsuey-Ping Lee, Shiu-Ting Chen
\r\n\r\nAbstract
\r\n\r\nSince 2000, the civil service training in Taiwan has entered into an era of case-based learning method. Leaders of training facilities have been trying to change their teaching method from traditional lecturing into case-based learning. The case-based learning has become the “pedagogical hope” of civil service training in Taiwan. However, based on the idea of “evidence-based public policy,” the key practical question should be “whether the case-based learning is more effective than the traditional lecturing?” In this paper, the authors utilize experimental design to evaluate a training course offered by the RCSD, C. P. A. in 2009. In this design, registered civil servants were randomly assigned to “treatment” or “control” groups. Different teaching methods were administrated in different groups. The result shows that there is no significant statistical difference of course evaluation between the two groups. Also, there is no statistical difference of “knowledge acquiring” in both methods. This paper suggests in terms of knowledge acquiring, the performance of the case method is not inferior to traditional teaching. Other issues were also discussed in this paper.
\r\n\r\nKeywords: civil service training, case method, experimental design, evidence-based public policy, public management
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38866/f24cdec1-a2a3-4ec8-ac2b-3c59216c9e9d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38867", "title": "自法警實證研究反思國家考試與勤務運作的性平議題", "內容": "自法警實證研究反思國家考試與勤務運作的性平議題
\r\n\r\n李有容、黃榮護
\r\n\r\n《摘要》
\r\n\r\n本文試圖透過檢視四等法警在分定男女錄取名額上的變化，透過訪談了解國家考試與勤務運作在推動性別平等時面臨之差異。根據10位第一線的利害關係人訪談，探討體格、體能的變化及真實職業資格此概念的引用，了解性別平等及勤務運作上的關係。文章的軸心集中在分定男女錄取名額與法院服務對象的性別比例，以及男女法警在執勤時所面臨的困難與挑戰。根據深入訪談與相關會議紀錄的爬梳，研究者認為，目前國家考試在面對女性考生進行合理性的差別對待時，需要思考的非僅男女的數量問題，而應更審慎探討性別平等在勤務運作時需調整的其他相關事項。故不能簡單地將國家考試制度推動性別不設限的規範，視為性別平等的落實；此乃因性別不設限的相關規定，不僅在實務上依然區分性別，更已造成勤務運作困難與相互怨懟的機會。
\r\n\r\n[關鍵詞]：性別平等、分定男女錄取名額、勤務運作、法警
\r\n\r\nGender Equality Issues in Civil Service Examination and Bailiff Operation: Some Reflections from Empirical Studies
\r\n\r\nYu-Jung Lee, Jong H. Huang
\r\n\r\nAbstract
\r\n\r\nIllustrated by the changes in the gender quotas of court police entrance exam, this paper discusses the gap of gender equality between civil service recruitment and its daily operation. The authors conducted in-depth interviews of ten stakeholders, reviewing their views on gender equality at work. The three foci of this research are: the gender quotas of court police entrance exam, the actual gender-ratio between court police and inmates served, and the challenges and difficulties faced by court police in action. Based on the interviews and detailed analysis of governmental meeting records, the authors conclude that the pursuit of gender equality is not just about the quantity but also the quality of manpower recruited as well as the operation procedures in the public sector. If the daily tasks performed are not sexually indiscriminative in nature, simply abolishing gender quotas (or different standards of examination based on sex) in the recruitment process is likely to cause more troubles and complaints than improving gender equality at workplace.
\r\n\r\nKeywords: gender equality, gender ratio policy for recruitment, operation, court police
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38867/41afe87f-2e58-4e34-a048-404ad60cbe85.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38868", "title": "日本介護契約委託制度之現況與挑戰", "內容": "日本介護契約委託制度之現況與挑戰
\r\n\r\n申育誠
\r\n\r\n《摘要》
\r\n\r\n本文研究目的主要探討日本在高齡化的社會問題影響下，日本政府期待實施介護保險制度，並藉由介護契約委託制度，以提供多元的福利服務，解決目前高齡者的照護需求。因此，本文透過學者專家的相關著作及日本厚生勞動省的官方資料，進行文獻分析。主要針對（一）日本介護保險制度實施沿革，（二）介護保險法與社會福利法下的契約制度，（三）標準化服務契約的實務案例及契約書重要事項，（四）介護支援專門員協助高齡者簽訂介護契約的實務案例，進行論述。
\r\n\r\n最後，本文研究發現指出，日本長期照護的福利服務體系之契約委託制度所強調的是資訊公開，妥適向被保險人說明契約內容，以提升政府施政的行政效能為介護契約委託制度的主要核心價值。另外，針對我國長期照護的啟示則包括：重視契約內容及重要事項的說明，並明確化及撰寫重要事項說明書的同時，強調「使用者本位」的福利服務模式，以及定位「介護支援專門員」的角色，並解決介護契約委託制度所產生的服務使用者與業者之間對於介護契約內容的「資訊落差」問題，以兼顧介護服務的「量」與「質」為重要的特色。
\r\n\r\n[關鍵詞]： 介護保險、政府效能、契約委託制度、福利服務
\r\n\r\nThe Current State and Challenges of the Long-term Care System in Japan
\r\n\r\nYu-Cheng Sheng
\r\n\r\nAbstract
\r\n\r\nThe research objective of this study is to explore the Japanese government’s anticipated implementation of the Long-term Care Insurance System to put the nursing contract system into practice and provide diversified welfare services to cater to the current needs of elderly care as the problem of aging population grows. This study mainly explores the contract system for enhancing the government’s administrative efficiency and establishes a complete long-term care insurance service system. The following are also discussed: (1) The historical background of implementing the Long-term Care Insurance System in Japan; (2) The analysis of the contract system stipulated in the Long-Term Care Insurance Act and the Social Welfare Act; (3) The implementation case studies of the standardized service contract and key points of the contract; (4) Implementation cases of long-term care support specialists in assisting the elders to sign the contract.
\r\n\r\nFinally, it was found that the contract system under Japan’s long-term care welfare service system emphasizes information transparency and an appropriate explanation of the contract contents to the insured in order to enhance the administrative efficiency of government policy, which are the core values of the care contract system. In addition, its lessons to Taiwan’s long-term care include: emphasizing not only contract contents and an explanation of important matters, but also stressing the “user service-based” welfare service model and positioning the role of “long-term care support specialists” while clarifying in writing important points of the contract. Taiwan can also learn from Japan how to resolve the issue of an “information gap” in the care contract content between the service user and the service provider arising from the care contract system, taking into account the importance of both the “quantity” and “quality” of care services.
\r\n\r\nKeywords: Long-term Care Insurance, government efficiency, contract system, welfare services
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38868/286a4a13-ecc7-407c-93c0-929b57e306e7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38870", "title": "書評──外交政策中的公眾參與", "內容": "書 名：Public Participation in Foreign Policy
\r\n\r\n《外交政策中的公眾參與》
\r\n\r\n作 者：James Headley, Andreas Reitzig, and Joe Burton (Eds.)
\r\n\r\n出版年：2012年
\r\n\r\n出版社：Palgrave Macmillan
\r\n\r\n頁 數：239頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38870/98913609-f532-4b6a-aa9b-202b4a989909.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzg2ODAvMmRmYzIyMGYtZGRmNC00MzdkLWJhZmYtODEwODgyNmMxMGM5LnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEx5Y23M%2bacnyktLeWwgemdoi5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38680", "title": "《文官制度》季刊-11卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38680/2dfc220f-ddf4-437d-baff-8108826c10c9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzg2NzkvYzc1ZDc3MDQtMzg1Ni00NzNmLTgzNDgtNzg0ZDk0ODgxOWFhLnBkZg%3d%3d&n=6ICD6Kmm6Zmi5paH5a6Y5Yi25bqmKDEx5Y23M%2bacnyktLeWFqOaWhy5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38679", "title": "《文官制度》季刊-11卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38679/c75d7704-3856-473f-8348-784d948819aa.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzg2NzgvNzMwOTE5ZTgtMzYyNC00NGRhLTgxMmItODQyZDM2OTIzNjMxLnBkZg%3d%3d&n=MTEtMy0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38678", "title": "《文官制度》季刊-11卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38678/730919e8-3624-44da-812b-842d36923631.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38677", "title": "特邀專論──參與式教學與公務人員跨域協調能力建構使力點之反思", "內容": "參與式教學與公務人員跨域協調能力建構使力點之反思
\r\n\r\n胡龍騰、曾冠球
\r\n\r\n《摘要》
\r\n\r\n近年來，隨著公部門日益仰賴跨機關、跨部門協力之模式來解決複雜且成因多元的公共問題，公務人員的跨域協調能力也愈趨受到重視。另一方面，當前公務人員訓練亦漸講求減少傳統的課堂講授，多嘗試結合參與式學習的教學方法，以期提高參訓者的學習和應用效果。不過，在「跨域協調」這門實務課程中，類似應用情境演練與角色扮演之參與式教學的導入，是否能產生事半功倍之效？以及可能帶來的突破和可能的教學限制為何？都是值得我們深入探究的面向。是以，本文乃以行政院人事行政總處公務人力發展學院的「跨域協調研習班」之學員學習單，由當中學員的反思與反饋，試圖釐清和探討這類教學方式可能的較佳「使力點」問題。
\r\n\r\n[關鍵詞]：跨域協調、協力職能、參與式學習、教學使力點
\r\n\r\nA Reflection on the Force Point of Participatory Teaching and Public Employees’ Collaborative Competency Building
\r\n\r\nLung-Teng Hu, Kuan-Chiu Tseng
\r\n\r\nAbstract
\r\n\r\nWhile public agencies are recently apt to address the complicated and wicked problems with cross-agency or cross-sector collaborations as a solution model, public employees’ collaborative competencies are also getting more important. On the other hand, participatory teaching/ learning technique, rather than traditional lectures, is largely encouraged to be applied in civil servant training programs in the last decade. However, it is still yet to be known whether participatory learning techniques, such as situational exercise or role playing, are more suitable than others for public employees’ collaborative competency building. Moreover, what would be the advantages as well as the limitations when we are teaching cross-boundary coordination and collaboration in the public sector by using participatory learning technique? In this regard, this paper aims to clarify what could be the best force-point of participatory learning technique in building public employees’ collaborative competencies by analyzing the feedbacks provided by the trainees who attended the training course of cross-boundary coordination in the Civil Service Development Institute of the Directorate-General of Personnel Administration, Executive Yuan.
\r\n\r\nKeywords: cross-boundary coordination, collaborative competency, participatory learning, force point of teaching
\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38677/35c90aef-7d1a-4c03-9416-4c8f3c104b5c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=38676", "title": "行政院民國108年版揭弊者保護法草案評析", "內容": "
行政院民國108年版揭弊者保護法草案評析
\r\n\r\n楊戊龍、李淑如
\r\n\r\n《摘要》
\r\n\r\n本文從「適當的人員」（who）將「（妨礙）公益的資訊」（what），向「適當的組織∕人員」（to whom）為「適當的揭發」（test），則受到「保護」（protection），即「適格」揭發受保護的架構，評論行政院2019年5月通過適用於公私部門的「揭弊者保護法」草案。本文認為，該份草案社會大眾很難看得懂，立法目的陳述的格局太小，二分法下的公私部門揭弊者定義，加入弊案或程序要件分析後，漏洞很多，最大問題在於納入或排除為「弊案」的標準模糊，而排除一般行政義務違反行為之揭發保護，很可能造成日後重大的公共安全問題。但在揭發程序、受理機關、認定標準及保護等部分有很多值得肯定之處。對於私部門部分，本文建議弊案範圍應納入重大管理不當、企業內部賄賂、違背倫理典則，或對國民健康、公共安全造成具體危險之行為，但基於企業自治的治理原則，除在特定條件下，應鼓勵組織成員先向企業內控機制揭發、自我矯正，基此，也建議公私部門的「弊案」與「揭發程序」分條規定。另外，建議建立懲罰性賠償制度，藉由跨越民法損害賠償以填補損害為原則之法理，來提供揭弊者更優惠的賠償，引導企業法遵，遏止報復情事發生；以及將一定比例的罰鍰用以設立「揭弊者保護基金」，作為支應鼓勵揭弊或補償揭弊者損害之用。關於戴立紳條款部分，因涉及文官制度的核心價值及有其他替代解決途徑，本文不表認同，並呼籲文官制度主管機關應有更積極、負責任的回應，以及建議在揭弊者保護法中增訂：揭弊公務員自首揭弊係揭弊內容所涉犯罪之正犯或共犯，符合法律應為免除其刑者，檢察官應為不起訴處分，以為替代。
\r\n\r\n[關鍵詞]： 揭弊者保護法草案、戴立紳條款、公私部門
\r\n\r\nReviewing the Whistleblower Protection Bill Proposed by the Executive Yuan in 2019
\r\n\r\nWulung Yang, Shuju Lee
\r\n\r\nAbstract
\r\n\r\nThis paper reviews the Whistleblower Protection Bill proposed by the Executive Yuan in May 2019 based on the argument that an appropriate disclosure of information about wrongdoing made by the proper person to an appropriate entity receives protection, i.e. the qualified disclosure gets protection. This paper argues that the bill is a little difficult for civilians to figure out, and the statement of purposes is too narrow for an integrity policy. Furthermore, a few protective loopholes arise in the dichotomy of whistleblowers in the public sector versus those in the private sector. The standard of excluding conducts from wrongdoings is equivocal. Nevertheless, there are commendable provisions regarding disclosure procedures, grounds, protection measures, and entities and persons to whom disclosures may be made. It is suggested that a punitive damage system be established to punish the entities or persons who commit reprisals against whistleblowers. It is also suggested that a protection fund be set up to help and compensate whistleblowers who are discharged or suffer discrimination. In the end, for the sake of protecting the core civil service value of “integrity”, the paper is strongly opposed to the Tai Li-shen provision, and urges the personnel authorities to take proactive measures to amend it. To encourage those civil servants who are involved as accomplices in corruption but seek forgiveness by reporting wrongdoing, it is suggested that prosecutors use the existing non-prosecution system to absolve them of charges before the case reaches trial so that those suspected still have the opportunity to work as public officials in the future.
\r\n\r\nKeywords: Whistleblower Protection Bill, Tai Li-shen provision, public and private sector
\r\n\r\n\r\n
\r\n
公務人力高齡化現象下之人力資源管理對策
\r\n\r\n《摘要》
\r\n\r\n近年來高齡化的議題逐漸受到社會關注與重視，在年金改革後公務人員在職時間將逐步延長，本文主要針對公務人力高齡化的情況及其對人力資源管理之影響進行探討。過去研究指出，公務人力高齡化主要會對組織造成兩個層面的影響：首先是個人工作動機的部分，因退休時間延後、職位開放趨緩，公務人員將可能面臨陞遷速度較過去緩慢的問題，倘若無完善陞遷機制及有效激勵措施，人才流動受阻及工作士氣低落的情況將更明顯；其次是組織管理部分，在高齡化影響下，公部門中三代同堂的現象會日益嚴重，各世代公務人員不僅看事情角度有所不同，對於事情的處理方式亦不盡相同，容易產生組織內領導與溝通的問題，若未能及時解決可能會對組織文化及組織績效產生負面影響。本文先透過文獻檢閱的方式，盱衡各國政府針對公務人力高齡化問題所採行的措施以茲作為人力資源規劃之借鑑，再透過深度訪談及焦點座談了解不同作法在我國公部門實行的可行性，最後本文審視我國公部門人力資源管理之作法並提出相關建議。
\r\n\r\n[關鍵詞]： 公務人力高齡化、人力資源管理、工作動機、世代差異
\r\n\r\nHuman Resource Management Strategies for an Aging Civil Service
\r\n\r\nHsiang-Kai Dong, Tsan-Chi Chien, Pei-Wen Su
\r\n\r\nAbstract
\r\n\r\nIn recent years, the “aging” issue has drawn increasing attention in society. As the pension reform come into force in Taiwan, it is believed that a majority of public employees will stay in the workforce for a much longer period. This study aims at finding the impacts of aging on different aspects of human resource management in the public sector. Prior research indicates that an aging workforce may affect the organizations from two perspectives. Firstly, employees’ work motivation may be affected because it takes longer for the current public employees to be promoted than their supervisors used to be. Such a phenomenon may reduce public employees’ work motivation and satisfaction. Secondly, an aging workforce means people from different generations need to work together for a longer period as well while, at the same time, the age gaps will become wider than before. Such generation differences might lead to leadership and managerial quarrels or conflicts. If the government failed to react promptly to the aforementioned problems, these “quiet crises” may generate negative impacts on government performance. This study examines the strategies used by different countries regarding these matters and adopts the in-depth interview and focus group approaches to explore the possibilities of applying these strategies in Taiwan. Policy and managerial suggestions are discussed in this study.
\r\n\r\nKeywords: aging in civil service, human resource management, work motivation, generation difference
\r\n\r\n\r\n
政府與民間協力之分析：以臺北市親密關係暴力防治業務委外為例
\r\n\r\n洪美仁、吳鴻恩
\r\n\r\n《摘要》
\r\n\r\n在公共事務日益複雜、民眾需求日益增加，但政府的能量有限的狀況下，協力治理成為政府完成許多公共任務所仰賴的模式。服務契約委外是公私協力常見的模式之一，本文研究主旨在運用社會服務契約委外的架構，分析臺北市親密關係暴力防治業務的委外，以提供未來政府委外之建議。研究方法上，採取半結構式的深度訪談，對象包括主管機關與4家受託的民間機構，訪談焦點包括參與者的特性與動機、履約管理制度的設計與成本，以及履約過程的合作與衝突，並討論委外對於經濟效率、效能品質及公平性的影響。研究結果發現，主管機關出於能量有限而採用委外的方式，邀請民間機構參與提供個案服務，民間機構除了在乎政府提供的資源之外，委外對於民間組織轉型和獨立性的影響亦是重要考量，兩造理念上的差距可能使民間團體退出委外的業務。民間團體對於契約設定的指標及履約過程中產生的行政作業的負擔有不少的批評，希望政府可以簡化程序並採用多元指標，以兼顧社會服務的質與量。主管機關設有正式與非正式的溝通管道，民間團體不只運用這些管道，更能運用橫向串聯及向中央反映的途徑表達對於契約指標與社會服務提供模式的不同想法。委外的結果對於成本的下降可能效果不顯著，但民間機構得以藉由在特定地區長期深耕來提升服務的品質與效果，在公平性上則因為民間機構的價值信念而可能對不同性別的民眾有差別待遇，另一方面，母機構資源多的民間機構可以提供超出契約預期的服務，儘管受益的是民眾，卻也可能引發其他地區民眾公平性的疑慮。
\r\n\r\n[關鍵詞]： 公私協力、契約委外、臺灣親密關係暴力危險評估表、社會服務
\r\n\r\nAn Analysis of Government-Citizen Collaboration in the Prevention of Intimate Partner Violence
\r\n\r\nMei Jen Hung, Hong-En Wu
\r\n\r\nAbstract
\r\n\r\nWith the increasing demands from citizens and limited government capacity to satisfy the demands, collaborative governance has become a popular approach to provide public service. Contracting out is one of the commonly adopted approaches of collaboration. This paper uses a framework to evaluate social services contracting out to study Taipei city government’s outsourcing the work of preventing intimate partner violence. Interviews of government officials and non-governmental organizations in charge of providing the service were conducted. There are several major findings. First, government decided to contract out the services due to its limited capacity to fulfill the new requirements by law. Non-governmental organizations care about the resources provided by the government as well as the potential impacts of contracts on the transformation and independence of NGOs. They may consider to leave when they no longer share the same core belief with the government. Second, non-governmental organizations criticize government for excessive red tape and call for the adoption for multiple indicators to evaluate their performance. Third, non-governmental organizations make their voice heard by collaborating with other organizations or participating in decision-making at the central level. Last, contracting out in this case seemed to help enhance the quality of service. However, it may induce inequality between service recipients of different gender or in different administrative areas.
\r\n\r\nKeywords: public-private collaboration, contracting out, Taiwan intimate partner violence danger assessment (TIPVDA), social services
\r\n\r\n\r\n
書 名：Contemporary Approaches to Public Policy: Theories, Controversies and Perspectives《當代公共政策研究途徑：理論、爭議和觀點》
\r\n\r\n作 者：B. Guy Peters and Philippe Zittoun
\r\n\r\n出版年：2016
\r\n\r\n出版社：Palgrave Macmillan Publishers Ltd.
\r\n\r\n頁 數：206頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/38673/a821c370-8c4f-47a9-964c-62dd193719c1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzc3NzUvNTk5OGIxMWUtNjc5ZC00NjJmLTk2YWUtMjM4NTA1ODM1ODQxLnBkZg%3d%3d&n=OTg4MTAyOTU0NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=37775", "title": "《文官制度》季刊-11卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/37775/5998b11e-679d-462f-96ae-238505835841.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzc3NzQvN2Y2NTJmZGEtNGJmMy00N2IxLWE1ZmUtZTczZjZlNWFmY2YxLnBkZg%3d%3d&n=OTg4MTAyNzc3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=37774", "title": "《文官制度》季刊-11卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/37774/7f652fda-4bf3-47b1-a5fe-e73f6e5afcf1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk1MDEvZjE5NTUyNTctYTdiYS00NDIzLTliNjQtYmJjYzRkOWQ4N2RlLnBkZg%3d%3d&n=MTEtMi0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39501", "title": "《文官制度》季刊-11卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39501/f1955257-a7ba-4423-9b64-bbcc4d9d87de.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=37776", "title": "特邀專論──政策設計析論：長期照顧政策為例", "內容": "政策設計析論：長期照顧政策為例
\r\n\r\n郭昱瑩
\r\n\r\n《摘要》
\r\n\r\n政治民主化、經濟自由化、社會多元化，政府面對各式各樣的公共問題，多元利益團體表達不同訴求與價值，政策執行日益複雜。為使政策有效落實，政策設計有其重要性，政策設計包含成果、標的團體、執行機構、法令4項要素，以及工具、規則及假設三者間所構成的連結【PD = E (O, T, A, S) + L (t, r, a)】，簡言之，政策設計主要由行政機關制定法令，透過政策工具、規則與對標的團體的傳達，進而對標的團體產生影響，改變政策認知或行為，順服政策，以獲取政策成果。本文以長期照顧政策為例，論述長期照顧政策的政策設計，凸顯標的團體於公共政策的舉足輕重地位，也展現政策設計與政策執行牢不可破的關聯性。
\r\n\r\n[關鍵詞]：政策設計、長期照顧政策、政策執行、標的團體
\r\n\r\nYu-Ying Kuo
\r\n\r\nAbstract
\r\n\r\nAlong with democratic politics, liberal economy, and plural society, governments at all levels face various problems, claims, and values proposed by different interest groups, making policy implementation even more complicated. In order to carry out public policies, policy design gains its importance through the function of PD = E (O, T, A, S) + L (t, r, a), indicating the elements(E) of policy outcome(O), target group(T), agency(A), statue(S) and the linkage(L) of tool(t), regulation(r), and assumption(a). The paper elaborates on the application of policy design in the area of long-term care policy to demonstrate the crucial influence of target groups and emphasize the connection between policy design and policy implementation.
\r\n\r\nKeywords: policy design, long-term care policy, policy implementation, target group
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/37776/e8fb9ed7-05c2-41c6-a857-2dba6c22c317.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=37777", "title": "潛在文官人才養成的第一哩路：大學多元入學方式的效度分析", "內容": "
潛在文官人才養成的第一哩路：大學多元入學方式的效度分析
\r\n\r\n李仲彬、胡龍騰、陳志瑋、黃婉玲
\r\n\r\n《摘要》
\r\n\r\n政府文官的品質會在三個關鍵時間點受到影響，包含公務人員進入官僚體系前的學校端教育品質、進入公務體系過程之文官考選制度的信效度、以及進入公務體系後文官基礎訓練與在職訓練的成效，而目前多數公務人力資源管理議題的研究，大多著重在前述的後兩個階段上，甚少從最前端的學校教育上切入。本文認為，在學校教育的初始端找到合適的潛在文官人才進行教育，是後續文官體系發展的基礎，公務人力資源管理領域不應該忽略這部分的重要性。臺灣自2002年開始實施大學多元入學方案，主要目的就是要在高等教育端建立起適性選才的環境，讓學生原本的性向和個性，與選擇就讀的科系之間相互契合，並進而透過教育的過程，養成該科系所欲培養人才的特質與能力。
\r\n\r\n本文的主要目的是以國家文官體系中最大宗的行政類科為例，選取臺北大學公共行政暨政策學系與淡江大學公共行政學系106學年度入學之大一新生進行問卷調查，試圖了解透過多元入學管道中的「非考試分發管道」入學生，是否比透過「考試分發管道」入學的學生，來得更具公共行政領域所需之先備特質？討論大學入學多元制度在國家文官的這個職業領域中的篩選效度。
\r\n\r\n研究發現，兩個學校中都有一個學校的申請或繁星管道入學的學生，相較於指考分發者，具有較高的領域認同度、對於未來投身公職有較高的期待、較渴望參與政策制定、從事較多志願服務，但在公共參與的經驗上則不會比較多。因此，整體而言，本文認為多元入學制度對於潛在文官人才教育的適性篩選，可以說是有幫助的。
\r\n\r\n[關鍵詞]： 文官人才養成、大學多元入學、公共行政、適才適所、公共服務動機
\r\n\r\nThe First Stage for Cultivating Future Civil Servants: An Analysis of the Validity of the College Multiple Entrance Program
\r\n\r\nChung-Pin Lee, Lung-Teng Hu, Chih-Wei Chen, Wan-Ling Huang
\r\n\r\nAbstract
\r\n\r\nThree key factors tend to determine the quality of civil servants: education, the civil service recruitment system, and in-service training. Most current studies on public human resource management neglect the influence of education; however, the applicant’s education prior to public employment is critically important because it builds the foundation for the entire civil service. Taiwan has adopted the College Multiple Entrance Program (CMEP) since 2002. The main purposes of the CMEP are to ensure that admitted students’ academic aptitudes and predispositions better fit the fundamental attributes of their chosen disciplines so that their college education can more effectively develop those students into professionals with the desired capacity and traits.
\r\n\r\nThe present study asks the following question: which students better fit their chosen discipline’s desired attributes, the students admitted through school recommendations and applications or those admitted through traditional placement and registration channels? This study uses data from a 2017 survey of 186 freshmen who majored in public administration at National Taipei University or Tamkang University.
\r\n\r\nThe results indicate that for at least one university, the students who were admitted through school recommendations or applications more strongly identified with their chosen discipline, preferred for working in the public sector, showed higher interest in participating in policy making, and were more engaged with voluntary services, though not civic participation. Accordingly, we argue that the CMEP contributes to the cultivation of future civil servants by matching suitable students to the field of public administration.
\r\n\r\nKeywords: cultivation of future civil servants, college multiple entrance program, public administration, person-major fit, public service motivation
\r\n\r\n原住民族自治的善治課題：課責的挑戰
\r\n\r\n黃之棟、許立一
\r\n\r\n《摘要》
\r\n\r\n自2016年，蔡英文總統代表政府向原住民族道歉之後，我國原住民族的自治進程便隨之加速。為達成這個總體的目標，當前的討論多集中在自治後的資源分配、權力配置、疆界劃定等政治性議題；反觀自治之後如何才能有效達到善治（good governance）的目標，論者則鮮少論及。有鑑於此，本文嘗試從公共行政的角度，來分析原住民族自治與課責間的關係。對此，我們指出自治與善治並非兩個對立的命題。事實上，善治與課責其實是一種「防範機制」（safeguards）。這種機制不單是防範與管控而已，同時也蘊含了提升績效和鼓勵積極創新的側面。正因為如此，未來原住民族自治政府上路之後，一樣會有其適用的空間。本文除論述自治與課責的關係之外，更進一步指出課責在原住民族自治中應分為「一般性政府課責」與「原住民族課責」等兩個不同的向度，並宜分別檢視。整體來說，前者與其他行政機關的課責並無二致；後者則因涉及原住民族獨特的世界觀，處理時應具備一定的文化敏感度，才能符合各族獨特的文化與需求。有鑑於原住民族自治非常可能改變我國既有體制，本文也從公共行政與原住民族研究交錯的觀點，對學門間的交錯與互補提出看法。
\r\n\r\n[關鍵詞]： 原住民族、自治、課責、治理、善治
\r\n\r\nAchieving Good Governance for Indigenous Self-government: Some Challenges in Taiwan
\r\n\r\nChih-Tung Huang, Li-Yi Hsu
\r\n\r\nAbstract
\r\n\r\nIn 2016, President Tsai Ing-wen issued an official apology to the Taiwanese indigenous peoples. This apology soon started heated debates on the progress of indigenous self-government. Most of the debates focused on political issues, such as financial supports, jurisdiction, and territory. This article, however, adopts a PA-approach (public administration) by arguing that indigenous self-government and good governance should go hand in hand, as governance and accountability are safeguards of public interests. Given that, it also argues that there are two forms of accountability in indigenous governance. Government accountability is a concept for all contemporary governments; indigenous accountability, however, is a culturally appropriate view for indigenous governments/organizations. It is stressed that PA researchers should stay culturally sensitive. We further argue that as an ever-expanding discipline PA could definitely learn from the experiences of indigenous self-government.
\r\n\r\nKeywords: indigenous peoples, autonomy, accountability, governance, good governance
\r\n\r\n新加坡臺籍輔助警察案例之研究
\r\n\r\n黃俊樹、李宗勳
\r\n\r\n《摘要》
\r\n\r\n本文主要研究新加坡輔助警察制度，運用深度訪談法訪談至新加坡擔任輔助警察之我國國民與新加坡輔助警察公司管理幹部，以深入了解新加坡輔助警察制度及對臺籍輔助警察案例進行分析。
\r\n\r\n新加坡在警力缺乏的情況下，將部分警察公權力委外，促成一種新型態的公私協力，並大膽運用臺籍輔助警察作為國境線上與重要據點的安全維護人力，完整運用第三造警力協助正式員警維安。在輔助警察公司的薪資誘因下，擔任輔助警察成為我國國民未來移民新加坡的另一種管道，輔助警察一職在未來亦將持續吸引我國國民前往新加坡工作。
\r\n\r\n本文建議，第一，我國未來可建立輔助警察相關法規與制度，將警察部分勤、業務委外化，減少警察負擔，進而使正式員警得以專注於重大刑案偵辦與新型態之網路犯罪。第二，建議我國於未來運用居留外僑成為輔助警察，使其成為我國警察與外籍民眾之橋梁，增進我國國內治安。第三，建議政府應與輔助警察公司及人力仲介公司協商，以避免我國國民遭到過長之輔助警察工時剝削。
\r\n\r\n[關鍵詞]：新加坡、第三造警力、輔助警察
\r\n\r\nSingapore Auxiliary Police Recruitment: The Case of Taiwan Recruits
\r\n\r\nJun-Shu Huang, Tzung-Shiun Li
\r\n\r\nAbstract
\r\n\r\nThis study aims to explore the Auxiliary Police system in Singapore through in-depth interviews with Taiwanese who work as auxiliary police officers and supervisors of the auxiliary police company in Singapore.
\r\n\r\nSingapore’s government has been outsourcing part of its police power because of the shortage of police officers, a system that contributes to a new form of public-private cooperation. Fully utilizing the third-party policing for security, Singapore’s government dispatches Taiwanese auxiliary police officers to its borders and important facilities around the country. With appealing wages, the Auxiliary Police system not only draws Taiwanese to Singapore but also becomes a newly developed approach for Taiwanese who desire to immigrate to Singapore in the future.
\r\n\r\nIt is proposed that, firstly, Taiwanese government establish an auxiliary police system to outsource part of police power, which would help alleviate the workload of the Taiwanese police so that they can focus on investigating felonies and cybercrime. Secondly, Taiwanese government can recruit foreign residents as auxiliary police officers who can be the bridge between police officers and foreigners in Taiwan. Thirdly, Taiwanese government should negotiate with auxiliary police companies and human resources agencies which recruit Taiwanese to Singapore to prevent any forms of exploitation of auxiliary police.
\r\n\r\nKeywords: Singapore, third party policing, auxiliary police
\r\n\r\n書 名：How Does a Policy Mean? Interpreting Policy and Organizational Actions
\r\n 《政策的意義是如何？政策與組織行動的詮釋》
作 者： Dvora Yanow
\r\n\r\n出版年：1996
\r\n\r\n出版社：Washington, DC: Georgetown University Press
\r\n\r\n頁 數：261頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/37780/dc25d6a7-f9ce-4881-9673-42036968e555.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzc3NjgvODcyMjQ2YjQtOWVmZi00MmM2LWJmNDktYmM4YjI1MmI2MzY4LnBkZg%3d%3d&n=OTUzMTExMzQzNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=37768", "title": "《文官制度》季刊-11卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/37768/872246b4-9eff-42c6-bf49-bc8b252b6368.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzc3NjcvN2QzMDRhZjUtMTYxNC00MjFjLWI3YTktYWY4YjVhZjJlZWFhLnBkZg%3d%3d&n=OTUzMTExMzMxODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=37767", "title": "《文官制度》季刊-11卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/37767/7d304af5-1614-421c-b7a9-af8b5af2eeaa.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk5MjcvMzhmMmRlNjUtMGIyZC00MTdjLWI3MjAtZjQwN2YyYTNlYWQ0LnBkZg%3d%3d&n=MTEtMS0wX%2bS4u%2be3qOeahOipsS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39927", "title": "《文官制度》季刊-11卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39927/38f2de65-0b2d-417c-b720-f407f2a3ead4.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=37769", "title": "特邀專論──都會災害防救中的協力決策：對市府部門的互動網絡評估", "內容": "都會災害防救中的協力決策：對市府部門的互動網絡評估
\r\n\r\n李宗勳、陳世榮
\r\n\r\n《摘要》
\r\n\r\n災害治理是當前文官制度的重要議題。在過去的幾十年裡，公共行政學術致力研究如何通過合作治理構建災害治理的系統韌性設計，鮮少將協力決策置於災害事故脈絡下進行探究。李宗勳（2017）已在〈大量傷患事件的協力決策治理與系統韌性之比較研究〉乙文探討不同的災害事故類別是否會有不同應變的協力決策治理態樣。本研究則進一步提出信任與分擔、資訊與溝通、課責與規範、領導與指揮等4項協力決策要素，並運用訪問所得的數據資料，利用社會網絡分析觀點與技術，就新北市、臺南市及高雄市市府局處的防災應變互動，進行協力決策的特徵評估，所見優勢與差異可作為未來地方災害防救決策的參考。
\r\n\r\n[關鍵詞]： 協力決策、災害防救、社會網絡分析、市政府、指數隨機圖模型
\r\n\r\nCollaborative Decision-making in Urban Disaster Prevention and Relief: An Interactive Network Assessment of Municipal Agencies
\r\n\r\nTzung-Shiun Li, Roger S. Chen
\r\n\r\nAbstract
\r\n\r\nDisaster governance is one of the critical issues of civil service. In the past ten years, while collaborative governance has been under extensive studies with a view to constructing urban resilience to disasters, collaborative decision-making in the context of disaster management has not received much attention. In his previous study (Li, 2017), one of the authors has discussed whether different patterns of collaborative governance and responses are in line with different kinds of disasters. This paper goes further to argue that collaborative decision-making in disaster governance involves four key elements including trust and sharing, information and communication, accountability and norms, and leadership and command. The paper uses the four elements as criteria, the empirical data collected from interviews and the prospective and techniques of social network analysis to assess the characteristics of collaborative decision-making across three different cities -- New Taipei, Tainan and Kaohsiung. The assessment is based on the interactions and perceptions of municipal agencies and is designed to detect the strength and distinctness of the municipal disaster governance. The results of the assessment are expected to contribute to future local decision-making process for disaster prevention and relief.
\r\n\r\nKeywords: collaborative decision-making, disaster prevention and relief, social network analysis, municipality, Exponential Random Graph Model
\r\n\r\n繁文縟節如何影響公共服務動機？2011年臺灣文官調查資料之分析
\r\n\r\n陳敦源、黃建勲
\r\n\r\n《摘要》
\r\n\r\n公共服務動機被視為公務員的重要特質與工作動力。然而，學界與實務界卻發現，許多人滿懷熱血進入公部門後卻感到無力，其原因來自充滿僵硬與限制的公部門環境，尤其是繁文縟節的束縛。本文討論繁文縟節如何影響公共服務動機，並利用組織與個人連結要素—組織承諾—作為中介變數與解釋機制，進一步探究負面組織結構與個人動機間落差。
\r\n\r\n本文使用2011年臺灣文官調查資料進行分析並發現，繁文縟節與公共服務動機間具有顯著的負向關聯性，尤其在非情感面向的政策制定關注。此外，本文也發現，組織承諾在繁文縟節與公共服務動機之間發揮完全中介的效果，而在繁文縟節與政策制定關注之間則發生部分中介的效果。此結果意謂，繁文縟節的負擔與限制可能降低公務員對於機關組織認同，又隨著認同感或心理連結降低，異化的人員可能傾向以照章辦事取代政策關懷，逐漸失去服務公眾的動力。最後，依據分析結果，提供公共管理者相關改革建議。
\r\n\r\n[關鍵詞]：官僚、繁文縟節、公共服務動機、組織承諾
\r\n\r\nHow Does Red Tape Influence Public Service Motivation? A Study of 2011 Taiwan Government Bureaucrats Survey
\r\n\r\nDon-Yun Chen, Chien-Hsun Huang
\r\n\r\nAbstract
\r\n\r\nPrevious studies have found that public service motivation (PSM) has been an important mindset and driving force for public administrators and that it could be satisfied in public sector settings where they aim at serving the public. However, scholars and practitioners argued that many members of public service feel powerless due to the constraints on the public sector and its inflexibility, especially the so-called red tape. Previous studies paid little attention to the relationship between red tape and PSM as well as the mechanism in which they have interacted. By analyzing survey data from TGBS (Taiwan Government Bureaucrat Survey) in 2011, the author finds that public administrators’ perceived red tape is negatively associated with PSM, in particular policy-making initiative, and that organizational commitment plays a complete mediator role between red tape and PSM, and a partial mediator role between red tape and policy-making initiative. Those results imply that constraints and burdens from red tape may cause alienation of administrators, leading to lower identity toward the organizations they serve, and then to lower PSM, particularly policy-making initiative. In the final section of this paper, research limits and further researches are identified and management suggestions are also provided for public sector.
\r\n\r\nKeywords: bureaucracy, red tape, public service motivation, organizational commitment
\r\n\r\n隔離還是聚合？民主轉型過程中軍人政治態度持續與變遷
\r\n\r\n余一鳴
\r\n\r\n《摘要》
\r\n\r\n軍人是廣義的公務員，在民主化的過程中軍隊往往扮演關鍵性的角色。因此，了解軍人在民主化過程中的政治態度變化，成為觀察民主轉型的重要指標。本文透過1999、2003、2010及2014年等4個時期的實證調查資料，分析16年來軍隊政治態度的變遷狀況。研究結果顯示，國軍在民主化的過程中，除了公民責任感呈現下降的趨勢，其他的政治態度並沒有因為政黨輪替而出現巨幅改變，在與公民角色相關的政治態度上呈現與民間社會一致，而在與軍人角色相關的政治態度上呈現差異。雖然，軍隊在政治信任感普遍不高，但受到文人統制概念的約束，使得軍隊始終扮演著民主體系的捍衛者。
\r\n\r\n[關鍵詞]：文人至上、民主鞏固、文人統制、文武關係、政治發展
\r\n\r\nSegregation or Convergence? Changes of Political Attitudes of Members of ROC Armed Forces during the Process of Democratization
\r\n\r\nYi-Ming Yu
\r\n\r\nAbstract
\r\n\r\nSoldiers are civil servants in a broad sense, and the military often plays a key role in the process of democratization. Therefore, the changes of soldiers’ political attitudes during the democratization process have become an important indicator of democratic transition. This study analyzed 16 years of changes in the soldiers’ political attitudes using empirical data from surveys conducted in 1999, 2003, 2010, and 2014. The results indicated that, apart from a decline in the sense of civic duty during the democratization process, ruling party alternations did not substantially affect other aspects of political attitudes of the Republic of China Armed Forces. Among soldiers, political attitudes towards the role of citizens were found to be consistent with those held by civilians, while differences were observed in the two groups’ political attitudes towards the role of soldiers. Despite the soldiers’ generally low level of trust in politicians, the military continues to play its role as a protector of democracy under the concept of civilian control of the military.
\r\n\r\nKeywords: civil supremacy, democracy consolidation, civilian control, Civil-Military Relations, political development
\r\n\r\n都會客家政策問題：以新北市為例
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n就大臺北地區之客家拓墾史，新北市新莊地區在清朝時期，不但是北臺灣的都會地區，更是客家人拓墾的中心。然而，當代新北市客家意象似乎未見新北市在地文化特色，官方舉辦的義民祭活動也在複製新竹地區的客家意象。融合在地的老客與新客、打造生成於在地的節慶活動、發展鑲嵌於土地的生活經驗，才是新北市自己的客家記憶，亦是發展都會客家的基礎。本文運用公共政策理論，以文獻分析法探索新北市客家拓墾發展及檢視新北市政府官方文書資料，發現新北市客家政策問題為：客家事務以社團為中心，又因客家社團多屬「新客」，致使新北市政府政策作為，忽略在地老客。同時，因客家社團成員老化，不易吸收客家青年，成為「以社團為中介」推動客家事務之困境。本文嘗試提出政策問題之解方：結合「人」與「地」的「客家聚落」，以生成於新北市的民俗文化、節慶活動，鏈結在地居民的生活經驗，形塑新北市客家集體記憶。
\r\n\r\n[關鍵詞]：客家社團、集體記憶、客家聚落
\r\n\r\nPolicy Problems of Urban Hakka: The Example of New Taipei City
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nThe history of Hakka development in greater Taipei shows that the Xinzhuang area was not only the metropolitan area of northern Taiwan but also the hub of Hakka settlements during the Qing Dynasty (1644-1911). However, New Taipei City’s contemporary Hakka image does not show enough local culture and its Yimin Festival just copies Hsinchu’s Hakka image. To build New Taipei City’s Hakka image and promote urban Hakka development, the government needs to integrate the “old-Hakka” and “new-Hakka”, to establish the local festival, and to develop life experiences embedded in the land. This paper employs theories on public policy as well as research methods of literature review to discuss the Hakka development in New Taipei City. It is found that the main policy problem is, Hakka policies are dominated by Hakka associations or groups. Most Hakka groups are organized by “new-Hakka”, leading to a government policy that ignores the local old-Hakka. Meanwhile, members of most Hakka associations are getting old and it has become increasingly difficult for them to recruit young people, increasing the government’s difficulties in promoting Hakka affairs. A solution is suggested that the government help build Hakka settlements, which combine people and lands. In order to establish the Hakka collective memory of New Taipei City, the government should create the local festivals based on local people’s life experiences.
\r\n\r\nKeywords: Hakka society, collective memory, Hakka settlement
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\r\n\r\n作 者：梁文松、曾玉鳳
\r\n\r\n出版年：2013一版三刷
\r\n\r\n出版社：八方文化創作室
\r\n\r\n頁 數：336頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/37773/a107feaa-c32b-4b33-930c-dca19163164e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjM1NTEvOTJjNmNmOTctZTQ4OC00MDE1LWI4YjYtYTg1NmRhOTFiYzFhLnBkZg%3d%3d&n=OTExNDEwNDE3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=23551", "title": "《文官制度》季刊-10卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/23551/92c6cf97-e488-4015-b8b6-a856da91bc1a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjM1NDQvMjAxNmI2YzgtYzU1OC00NzdlLTkyZGYtZjU2NzQwMWIwZjUzLnBkZg%3d%3d&n=OTExNDEwMjM4NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=23544", "title": "《文官制度》季刊-10卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/23544/2016b6c8-c558-477e-92df-f567401b0f53.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjM1NDUvNzczOGYwMjQtOTJhZC00YTM5LWE4Y2EtOTZlZjQ3OWQ0MGNiLnBkZg%3d%3d&n=OTExNDEwNzEyNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=23545", "title": "《文官制度》季刊-10卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/23545/7738f024-92ad-4a39-a8ca-96ef479d40cb.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=23546", "title": "特邀專論──公務人員考績制度未來變革途徑的另類想像：績效管理的觀點", "內容": "公務人員考績制度未來變革途徑的另類想像：績效管理的觀點
\r\n\r\n呂育誠
\r\n\r\n《摘要》
\r\n\r\n本文採用績效管理觀點，一方面重新界定當前我國公務人員考績的概念定位；另方面也探討考績制度設計與執行的可能變革策略與未來發展方向。研究者認為今日考績制度變革之所以困難，除了是因為法制上、實務上與其他人事管理作為高度交互影響，從而增加制度設計的複雜性之外，根本的原因則是缺乏明確定位與功能，以致變革問題難以聚焦，同時也模糊執行時的因果關係。因此本文主張運用績效管理的宏觀思維，回歸以績效改進為中心的工作重點，或較能有效反映個人與機關的實際工作狀況，同時讓考績能發揮持續改善的積極作用。
\r\n\r\n[關鍵詞]：公務人員、考績、績效管理、變革
\r\n\r\nAn Alternative Vision of Reforming Taiwan's Civil Service Performance Evaluation System: The Perspective of Performance Management
\r\n\r\nYue-Chang Lu
\r\n\r\nAbstract
\r\n\r\nThis paper redefines civil service performance evaluation concept identification in the ROC and discusses future development strategies and directions from the perspective of performance management. The author argued that the difficulty of changing the civil service performance evaluation system now lies not only in its highly complex interactions with other personnel management mechanisms, but also in their blur definitions and functions. These problems disturb their cause-and-effect relations and make it difficult to focus on the target of change. This paper tries to use the performance management ideas, including that of a broad definition of performance, in an attempt to bring the improvement concept back as the center of performance evaluation institutions so they can better reflect the real situations of government employees and the government agencies they work in. This will also allow job performance evaluation to play a positive role in continued innovation.
\r\n\r\nKeywords: civil service, performance evaluation, performance management, change
\r\n\r\n\r\n\r\n
繁文縟節與組織績效：以臺灣作為個案觀察
\r\n\r\n陳敦源、簡鈺珒
\r\n\r\n《摘要》
\r\n\r\n「依法行政」是法治國的核心價值之一，但依法行政的背後，政府施政最常被詬病的往往是凡事拖延、沒有效率、缺乏彈性，部門間互踢皮球，使得民眾抱怨政府的運作只是浪費人民的納稅錢。政府施政之良窳，不僅要重視對內的效率與效能，更要正視對外的回應性。上述民眾常遇到的現象，應該如何被定義、觀察與測量？其與組織績效的關聯性如何？
\r\n\r\n本文引用Bozeman（1993）對於繁文縟節的定義，關於繁文縟節現象的捕捉，主要從人事法規、預算法規和採購法規等三大面向進行觀察，探討繁文縟節對組織績效的影響，利用2012年「民主治理下的政府效能：公共服務動機、繁文縟節、與政務／事務關係，臺灣政府文官調查第二期（Taiwan Government Bureaucrats Survey II, TGBSⅡ）」調查資料，分析單元為行政院所屬各級機關的公務人員，有效樣本總計1,464份。
\r\n\r\n研究發現，人事法規對整體組織績效產生顯著的負面影響，進一步觀察，採購法規對組織績效外在層面也有負面影響，至於預算法規則對組織績效則沒有顯著的影響，未來宜謀思改善採購法規和人事法規對組織績效的負面影響。
\r\n\r\n[關鍵詞]： 繁文縟節、組織績效、政府再造、臺灣政府文官調查
\r\n\r\n\r\n\r\n
Red Tape and Organizational Performance: The Case of Taiwan
\r\n\r\nDon-Yuan Chen, Yu-Chin Chien
\r\n\r\nAbstract
\r\n\r\n“Rule of law” is the foundation of a democratic government. However, the government operation is perceived by most people as delaying, inefficient and inflexible. People are just fed with bucket kicking among government offices. As a result, there have been complaints that the government is wasting their tax money. How can we define, observe, and measure these phenomena? What’s the relation between red tape and organizational performance in the public sector of Taiwan?
\r\n\r\nWe adopt the definition of “red tape” given by Bozeman (1993). Briefing the article discussants on organizational performance, we put other variables including development culture, political support, the usage of information technology, and individual background, into our proposed model. It empirically tests the effects of these variables on organizational performance.
\r\n\r\nWhen the results of a survey of 1,464 public employees in central government agencies were analyzed, the hypothesized relationships in the proposed model were confirmed partially. The personnel red tape is found to be negatively related with organizational performance, while the budget red tape has no relation with it at all. In addition, the procurement red tape is negatively correlated with organizational performance on the external aspect. Therefore, any reform effort should focus on the personnel and budget sides of government red tape.
\r\n\r\nKeywords: red tape, organizational performance, reinventing government, Taiwan Government Bureaucrats Survey II
\r\n\r\n日本對公務員政治活動的限制
\r\n\r\n蘇俊斌
\r\n\r\n《摘要》
\r\n\r\n在日本，雖然戰後憲法明文保障人民之集會、結社、言論自由，以及法律之前的平等權利；但是另一方面，因為公務員的特殊地位，使其政治活動受到嚴格的限制，特別是憲法還將公務員視為是需要服務全體國民。因為這些對公務員的人權限制引起不少憲法與法律上的爭論，而且許多的爭論常被訴諸法庭。包括最高法院，日本的法院針對此一議題做出了不少的判決。本文便是以法院的判決為中心，試著研討日本對公務員政治活動的限制，以及因此而引發的爭論。首先檢視二次戰後對公務員政治活動的立法；其次則是分析法院的判決及其引發的爭議；第三是介紹對地方公務員政治活動的限制及其爭論。
\r\n\r\n[關鍵詞]： 公務員、法院、憲法、言論自由
\r\n\r\nThe Restrictions on Public Officials’ Political Activities in Japan
\r\n\r\nChun-Pin Su
\r\n\r\nAbstract
\r\n\r\nJapan’s postwar Constitution guarantees people’s freedoms of assembly, association and expression as well as their equal rights under the law. However, public officials’ political activities are severely restricted because of their special status. In particular, the Constitution regards them as the servants of the whole community. These limitations on public officials’ human rights have caused constitutional and legal debates. Some of the debates have been brought to court. Japan’s courts, including the Supreme Court, have handed down many rulings on this issue. This paper focuses on the court’s rulings and studies the debates about the restrictions on public officials’ political activities in Japan, by examining the legal restrictions on public officials’ political activities after World War Ⅱ. It then analyzes the courts’ rulings on this issue and the disputes arising therefrom. The paper also gives an account of the restrictions on local government officials’ political activities and ensuing disputes.
\r\n\r\nKeywords: public officials, court, Constitution, freedom of expression
\r\n\r\n民主治理下的政務官與事務官互動關係：以「是的，部長！」影集分析為例
\r\n\r\n呂季蓉、林俐君、陳敦源
\r\n\r\n《摘要》
\r\n\r\n民主治理的過程中，常常面臨到政黨輪替的挑戰，特別是新執政團隊與舊官僚體系間，因為兩者不同的價值取向，產生了磨合的考驗。政務官背負政黨與選民期待，有其政治性目標；事務官則受到永業制的保障獨立於政黨政治之外，而被期待應發揮穩定性，確保組織長久發展，並付出絕對的專業忠誠。因為各自捍衛著不同的利益，使得政務官與事務官的互動與調和，深刻影響著政府運作的績效。
\r\n\r\n然而兩者的互動不易被觀察記錄，即便透過訪談或問卷調查蒐集亦有其侷限性，因此本研究選定英國經典影集「是的，部長！」（Yes Minister）作為文本分析的研究對象，將該影集3季共21集的劇情內容，分別針對「決策情境」、政務官與事務官的「價值偏好」及「行為選擇」，和兩者間「互動對政策產出結果的影響」4大主軸進行分析，了解影片中的政務官與事務官有哪些價值或行動上的衝突，其解決方式或互動路徑又有何參考之處，並將政務官與事務官互動模式進行歸納整理，以期對政務官與事務官間的互動有更深入的描摹，進而作為實務上參考、學習與借鏡的範本。
\r\n\r\n[關鍵詞]： 「是的，部長！」、政務與事務關係、價值偏好、行為選擇、影視產品分析
\r\n\r\nThe Interaction between Political Appointees and Civil Servants under Democratic Governance: A Content Analysis of “Yes Minister”
\r\n\r\nChi-Jung Lu, Li-Chun Lin, Don-Yun Chen
\r\n\r\nAbstract
\r\n\r\nAll democratic states face the challenge of ruling party alternations, especially as they relate to the interaction between political appointees and senior civil servants. Political appointees represent political parties and political interests. Political parties and voters have high expectations that these political appointees can achieve certain outcomes. Conversely, civil servants work under a system that protects career bureaucrats, and are expected to develop professional expertise, stabilize the operation of government, and act according to professional rather than political considerations. Due to their different value orientations, political appointees and civil servants frequently have contrasting missions. Reconciling these two types of value is fundamental to ensuring the proper functioning of government. As a result, the interaction between political appointees and civil servants has a critical influence on the performance of government.
\r\n\r\nHowever, it is not easy to directly observe the interaction between political appointees and civil servants. To outsiders, the actual interaction between the two always appears to have taken place in a black box. In order to shed light on this black box, this study analyzes the interaction between appointees and civil servants as depicted in film and television programs. The classic British series, “Yes Minister” was chosen as the study’s research subject due to its skillful and poignant portrayal of interactions between ministers and bureaucrats, allowing a deeper understanding of the issue. The study employs textual analysis as the principal research method. Each of the series’ 21 episodes were textually reinterpreted using the same analytical methods, which were constructed by categorizing the decision-making environment, value orientations, behaviors, and reaction to policy outputs for both political appointees and senior civil servants. After analyzing and categorizing the interactions between political appointees and civil servants, we can learn more about the possible scenarios for their relationship. Practically speaking, political appointees and civil servants can use this study to learn more about their roles and mutual interactions.
\r\n\r\nKeywords: “Yes Minister”, political appointees and civil servants, value preference, choice behavior, film and television product analysis
\r\n\r\n書 名： Crisis Management: Leading in the New Strategy Landscape
\r\n《危機管理：引領新策略樣貌》
編 著：William R. Crandall, John A. Parnell, and John E. Spillan
\r\n\r\n出 版 年：2014 (2nd Ed.)
\r\n\r\n出 版 社：SAGE Publications, Inc.
\r\n\r\n頁 數：356頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/23550/b29bda08-ee04-4f1e-a964-7185da10474d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjI0MDgvNzEyZWJlNWQtNWIyNy00ZDlhLWI1ODYtZmU5OWMxYmNlN2FjLnBkZg%3d%3d&n=ODgyNDE1NDgyOTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22408", "title": "《文官制度》季刊-10卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22408/712ebe5d-5b27-4d9a-b586-fe99c1bce7ac.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjI0MDcvYzk3MjBkZmYtNTk0Yi00MDg2LWEwY2YtNGM4YTRkZGJjNjdjLnBkZg%3d%3d&n=ODgyNDE1NDc0MjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22407", "title": "《文官制度》季刊-10卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22407/c9720dff-594b-4086-a0cf-4c8a4ddbc67c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjI0MTEvMDU3MmE3NWMtYTA3NS00MjYzLThhZTktOTFlNTQzZjMzNzI2LnBkZg%3d%3d&n=ODgyNDE1NTgxNzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22411", "title": "《文官制度》季刊-10卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22411/0572a75c-a075-4263-8ae9-91e543f33726.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22412", "title": "特邀專論──日本介護保險制度之初探：經驗與啟示", "內容": "日本介護保險制度之初探：經驗與啟示
\r\n\r\n林淑馨
\r\n\r\n《摘要》
\r\n\r\n隨著我國人口結構的改變，老化及失能人口快速增加，長期照護需求有快速成長的趨勢。我國長照十年計畫雖始於2008年，但相關討論多圍繞於制度設計，如資金籌措與分配等，加上主管機關散見不同單位，造成服務提供較為完善的縣市多在都會地區，而長照保險也尚停留在規範階段，顯示我國的長照制度仍有相當改進檢討的空間。
\r\n\r\n反觀日本的介護保險制度自2000年實施至今以來，每隔三年進行一次檢討修正。日本的介護保險是社會保險制度改革的第一步，標榜維護老人自立與尊嚴，有照護負擔公平化、服務提供市場化、長期照護社會化、服務選擇自由化等特色，屬於「有選擇的福利」。
\r\n\r\n研究結果發現，藉由日本經驗所獲得的啟示有五：1.將公私協力概念融入長期照護政策；2.長期照護制度的推行與地方自治的落實密切相關；3.資訊公開對於政策執行的必要性；4.服務內容應力求簡明化與區域化；5.實物給付為積極性社會福利的表現。
\r\n\r\n[關鍵詞]：長期照護、長照保險、日本、公私協力、市場化
\r\n\r\n\r\n\r\n
A Preliminary Study of the Japanese Long-term Care Insurance Act: Lessons for Taiwan
\r\n\r\nShu-Hsin Lin
\r\n\r\nAbstract
\r\n\r\nWith the change of population structure, marked by increases in the elderly and the disabled, the need for long-term care grows rapidly. In 2008, Taiwan launched the Ten-year Long-term Care Plan. However, the discussion of the plan centered on the system design, such as funding and distribution. Also, responsible authorities are spread among different government agencies. As a result, metropolitan areas have received better long-term care services than rural areas. It looks the Long-term Care Insurance Act is still at the planning stage. All these indicate that our long-term care system has much room for improvement.
\r\n\r\nThe Japanese Long-term Care Insurance Act was first implemented in 2000, and has since been revised every 3 years. It is the first step to reforming the social insurance system. It is a “welfare system with choices”- a system that respects the elderly and emphasizes fair expenses, marketization of service provision, socialization of long-term care and liberalization of services choices.
\r\n\r\nThis study identifies the following five lessons for Taiwan from the Japanese experience in seeking a good long-term care system: 1. Public-private partnership can be applied on the long-term care system; 2. Long-term care system is highly related to local autonomy; 3. Information transparency is essential to policy execution; 4. The services provided must be concise and localized; 5. Actual reimbursement is an act of proactive social welfare.
\r\n\r\nKeywords: long-term care insurance system, Japan, public-private partnership, marketization
\r\n\r\n\r\n
公務人員考選制度關鍵技術之國際啟示
\r\n\r\n彭錦鵬、李俊達
\r\n\r\n《摘要》
\r\n\r\n選才之核心在於透過適當篩選工具，考察應考人之心理認知、學習能力、學習成果、人格特質，以便為事擇人，適才適所。國外考選制度會因所要考選人才之層次，訂出不同型態的考選方法，而為達到考選效度的要求，政府必須付出較高的成本，研究比較耗費時間、人力和研究能量的考選方法，包括各種邏輯推理測驗、通識測驗、口試、評量中心考試方法等。
\r\n\r\n我國公務人員現行考選制度，往往為了滿足國家考試表面上的公平價值，過度仰賴專業科目的筆試方法，而缺乏針對篩選人才所需的效度測驗，包括多元的通識測驗、人格特質審查等。無論從學理或國際經驗來看，皆屬不理想與落後。本文從為國選擇最適人才的角度，進行學理與歐美國家及亞洲相關鄰國的國際經驗進行重點剖析。同時，基於我國公務人員淘汰機制幾乎難以發揮效果之現實，本文並列舉考選制度改革的障礙，提供解決之道。
\r\n\r\n[關鍵詞]：文官制度、考選、甄募、公部門、公務人員
\r\n\r\n\r\n\r\n
Critical Methods of Civil Service Selection System: An International Experience Comparison
\r\n\r\nThomas C.-P. Peng, Chunta Lee
\r\n\r\nAbstract
\r\n\r\nThe point of public employee selection system is to select the most qualified candidates after testing applicants’ psychological cognition, learning capacity, learning results, and personality. After reviewing international trend and the current civil service system in Taiwan, this paper finds that selection process must be differentiated according to the requirement of job levels to achieve test validity. Government needs to put in adequate resources to develop effective selection methods for achievement tests, cognitive tests, and personality tests.
\r\n\r\nThe civil service examination in Taiwan traditionally tests almost exclusively the applicants' professional knowledge but is valued by society as open and fair. However, Taiwan's current civil service selection system fails to meet the standard of test validity and pales in comparison with those of advanced Asian and Western countries. This paper proposes some recommendations to improve the civil service selection system in Taiwan.
\r\n\r\nKeywords: civil service, recruitment, selection, public sector, public employee
\r\n\r\n\r\n
\r\n
公共行政教育是否造就出更好的公務人員？準公務人員的工作信心與公共服務動機
\r\n\r\n黃朝盟、嚴秀娟
\r\n\r\n《摘要》
\r\n\r\n公共行政教育的主要宗旨在於為國家與社會培育專業行政管理人才，然而我國目前對於行政人員的考選並未將畢業系所或相關訓練納入應考資格之內，而僅以共同的筆試科目做為唯一篩選人才的機制。這種考選方式隱含著行政職工作並不需要專業教育的邏輯。究竟行政是一項長期培養的專業素養？抑或是不論任何學科背景皆可自修獲得的常識？
\r\n\r\n本文嘗試針對準公務人員，評估正式的公共行政教育對其面對公務工作的信心，以及公共服務動機的影響。本研究結果顯示，公共行政教育的確與準公務人員的考試能力與工作信心有重大的正面關係；然而在另一方面，除了提高對公部門的關注度，公共行政教育卻未如預期對於準公務人員的公共服務動機產生明顯的影響。本文最後根據以上的發現提出對公共行政教育及相關的政府考訓用人政策之政策建議。
\r\n\r\n[關鍵詞]： 公共行政教育、國家文官考試、公共服務動機、專業信心、工作態度
\r\n\r\n\r\n\r\n
Does Public Administration Education Make a Difference? A Study on Job Confidence and Public Service Motivation of New Functionaries
\r\n\r\nChaomeng J. Huang, Hsiu-Chuan Yen
\r\n\r\nAbstract
\r\n\r\nPublic administration education is intended to cultivate professional public functionaries. Nevertheless, neither the recruitment tests nor the selection criteria for government employees in Taiwan have taken into consideration the applicants’ background in public administration education. It seems to imply that the administrative work of the government is so simple that it is not deemed necessary to require a formal education in public administration. Is public administration a professional job that takes a long training to do? Or is it just a common sense work of which most people can become fully competent with a minimum level of training?
\r\n\r\nThis study looks at the impacts of public administration education on the professional confidence and public service motivation of a group of government workers in Taiwan who had just passed the civil service entrance examinations and were receiving orientation training during this study. The results of this research confirm the positive influences of public administration education on their technical knowledge and job confidence. On the other hand, however, public administration education does not seem to have the predicted effects on their public service motivation, except for raising their interest in the public sector. Finally, this paper provides several policy recommendations on public administration education as well as on the recruitment, training and employment of public servants.
\r\n\r\nKeywords: public administration education, civil service examination, public service motivation (PSM), professional confidence, job attitude
\r\n\r\n\r\n
\r\n
客家基本法之制定與發展：兼論2018年修法重點
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n本文以文獻分析法，運用公共政策理論及行政法學概念，探討客家基本法之制定（2010年）與修正（2018年），獲致：1.客家基本法之制定與修正，與政策窗開啟（政治流的變化），密切相關。2. 2010年客家基本法以客家族群「集體權」保障為主，2018年客家基本法，將「個人權利」保障機制入法，並實施客語為國家語言、通行語言、教學語言。3. 2018年客家基本法建構出多元的客家政策工具，並以「客語」的保存及推廣為法制建設重心。此外，探索客家文化在「精神」、「物質」、「智力」、「情感」等特徵之總和，應為下一階段法制建設的重心。
\r\n\r\n[關鍵詞]：客家基本法、客家語言、政策窗
\r\n\r\n\r\n\r\n
Legislation and Development of Hakka Basic Act: An Analysis of Act’s Amendments in 2018
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nThe essay employs the literature review method as well as theories on public policy and administrative law to examine the legislation and amendment of the Hakka Basic Act in 2010 and 2018. The main findings include: 1. A policy window was open for legislating and amending the Hakka Basic Act. 2. The Hakka Basic Act 2010 focuses on promoting the collective rights of the Hakka ethnic group; then, the amended Act introduces the personal rights protection mechanism and implements Hakka language as a national language, regional language, and teaching language. 3. The Hakka Basic Act builds various policy instruments to revive the Hakka language, seeking in the next stage to promote a set of distinctive spiritual, material, intellectual and emotional features of Hakka culture.
\r\n\r\nKeywords: Hakka Basic Act, Hakka language, policy window
\r\n\r\n\r\n
\r\n
書 名： 世界の地方創生: 辺境のスタートアップたち
\r\n《世界的地方創生：邊陲的啟動者們》
編 著： 松永安光（著，編集）、徳田光弘（著，編集）、漆原弘（著）、鷹野 敦（著）、中橋恵（著）、鈴木裕一（著）、宮部浩幸（著）
\r\n\r\n出 版 年：2017年6月1日
\r\n\r\n出 版 社：株式会社学芸出版社（日本京都）
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22416/ddc23e61-8d78-4e9a-8997-42dd356ff2f1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzOTIvMWE1NzgxYWQtNDY5Mi00ZjQzLTlmYzgtMzQwZjRkNjgwZjQ0LnBkZg%3d%3d&n=ODYxMTExNTExMzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22392", "title": "《文官制度》季刊-10卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22392/1a5781ad-4692-4f43-9fc8-340f4d680f44.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzOTMvNmJjZWYyODQtNjg2NC00Y2RiLTkwYTUtNTU1NjljYTMwN2I2LnBkZg%3d%3d&n=ODYxMTExNTE0ODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22393", "title": "《文官制度》季刊-10卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22393/6bcef284-6864-4cdb-90a5-55569ca307b6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzOTYvY2E3NGY5ZGUtOGUxNS00NjQzLTgwNWMtNGQ2YzBhMzRhMmJmLnBkZg%3d%3d&n=ODYxMTExNTkzMDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22396", "title": "《文官制度》季刊-10卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22396/ca74f9de-8e15-4643-805c-4d6c0a34a2bf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22397", "title": "特邀專論──循證的政策制定與資料分析：挑戰與前瞻", "內容": "循證的政策制定與資料分析：挑戰與前瞻
\r\n\r\n莊文忠
\r\n\r\n《摘要》
\r\n\r\n在民主國家中，政府在制定政策時，會將社會價值、民眾意見、執政黨理念等面向納入考量。不過，許多的政策形成時不是沒有取得證據的支持，就是在政策執行和結束階段缺乏蒐集證據或建立監測和評估的機制，以致於有些政策未如預期地達成政策目標，甚至有時會出現一些未知的和非預期的負面效果。因此，決策者在發展新的政策或評估既有的政策時，若想要做出優質的決策，應該採取循證的政策制定模式。
\r\n\r\n基本上，循證政策制定是指政策設計應該以分析可取得之資料為依據，而不是依靠主觀判斷或意識型態。尤其是在日益複雜的政策問題環境中，決策者經由證據的取得與應用，有助降低不確定性。本文主要是討論循證的政策制定與資料分析的幾個核心問題：1.如何從民意取向政策制定模式走向循證政策制定模式？2.在不同的政策階段所需要的證據類型為何？3.如何利用循證資料分析支援決策？4.發展循證的政策制定與資料分析的挑戰為何？本文的目的是幫助政策制定者瞭解證據的價值、熟知如何取得有用的證據及在政策過程中善用證據支援決策。
\r\n\r\n[關鍵詞]： 循證政策制定、民意取向政策制定、循證資料分析、領域知識、資料治理
\r\n\r\nEvidence-based Policy Making and Data Analysis: Challenges and Prospects
\r\n\r\nWen-Jong Juang
\r\n\r\nAbstract
\r\n\r\nIn a democracy, the government makes and implements policy based on many inputs, including societal values, public opinion, and the ideals and visions of the ruling party. However, many policies have been formulated in isolation from available evidence or implemented in the absence of a monitoring and evaluating mechanism that gathers evidence of the impacts and effectiveness of the policy. Without such a mechanism, it may be ineffective in meeting policy objectives and in some cases may even have unknown and unexpected adverse consequences. Accordingly, if policy makers want to make good decisions in developing new policies and in evaluating current policies, they should adopt an evidence-based approach.
\r\n\r\nBasically, evidence-based policy-making means that policy design should be driven by analysis of all available data, not by subjective judgement or ideology. It can reduce uncertainty in the increasingly complex environments of policy making by using the best available evidence. In this paper, we discuss the following core questions in evidence-based policy making and data analysis: 1. How to move from an opinion-based approach to an evidence-based one in policy making? 2. What kind of evidence may be required at each stage of policy making? 3. How to implement evidence-based data analysis to support decision-making? 4. What are the challenges in developing evidence-based policy making and data analysis? The main purpose of this paper is to help policy makers understand the value of evidence, gain access to evidence and use it appropriately in the policy making process.
\r\n\r\nKeywords: evidence-based policy making, opinion-based policy making, evidence-based data analysis, domain knowledge, data governance
\r\n\r\n專業職能分歧作為另類的跨域治理議題：以衛生福利部為例之初探研究
\r\n\r\n劉宜君、陳敦源、林昭吟、賴怡樺
\r\n\r\n《摘要》
\r\n\r\n配合行政院組織改造，衛生福利部（簡稱衛福部）於2013年7月23日成立，目標為打造以人為中心的衛生福利網，促進全民健康與福祉作為使命。為此，部內人員的核心職能由衛生醫療範圍擴增為社會福利服務的範疇，業務推動具有跨領域與跨專業的特質。衛政與社政兩個體系的整合，是行政院組織改造諸多議題中，被討論最多的組改課題之一。此外，關於衛政與社政服務的整合研究，可以長照政策推動為代表，相關研究建議衛福部成立後，由部長定期召開長照會報，讓兩個專業能有固定溝通管道，促進彼此之間的相互瞭解與信任。為此，本研究有別於跨部門與跨區域的研究，聚焦於專業分歧的跨域，透過文獻檢閱、問卷調查與深度訪談，以及從內部利害關係人的角度，探討在衛福部的組織體系下，衛政與社政專業的互動與運作。研究發現衛福部存在衛政與社政專業的互動與運作困境，由於衛政及社政兩種不同專業背後的思考邏輯不同，形塑不同的文化，形成專業職能分歧的另類跨域治理現象。研究建議透過不同場合或議題，讓中高階人員瞭解並尊重不同專業的多元性與差異性，強化跨專業合作的可能。
\r\n\r\n[關鍵詞]：跨域治理、跨專業職能、核心職能、職能
\r\n\r\n\r\n\r\n
\r\n\r\n
Professional Divergence as an Alternative Type of Cross-boundary Governance Issue: A Preliminary Exploration Using the Ministry of Health and Welfare as an Example
\r\n\r\n\r\n\r\n
I-Chun Liu, Don-Yun Chen, Chao-Yi Lin, I-Hua Lai
\r\n\r\nAbstract
\r\n\r\nThe Ministry of Health and Welfare was established on July 23, 2013 as part of the organizational reform of the Executive Yuan. The aim was to create an individual-centered health and welfare network to promote the health and well-being of the entire population. To achieve that end, the ministry expanded its staff’s core duties from hygiene and medical issues to the domain of social welfare services. The ministry’s work has both cross-boundary and cross-disciplinary characteristics. The integration of the health system and the social welfare system is one of the most frequently discussed themes among the various issues associated with the organizational reform of the Executive Yuan. Furthermore, research on the integration of the health system and social welfare services has resulted in the promotion of long-term care policies. Relevant studies suggest that after the establishment of the Ministry of Health and Welfare, the minister should hold regular long-term care meetings, so that both professions can share a fixed channel of communication, thereby fostering mutual understanding and trust. In this aspect, this study differs from existing cross-departmental and cross-regional studies, as it focuses on cross-domain professional differences. Through literature reviews, questionnaire surveys, and in-depth interviews, this study was conducted from the perspective of internal dynamics of interests, in order to explore the characteristics of interactional and operating difficulties between the health system and the social welfare system under the organizational framework of the Ministry of Health and Welfare. We found that there were indeed interactional and operating difficulties between the two systems. Owing to the differences in the logic of the two professions, different cultures have formed. The findings of this study suggest that different occasions or issues should be employed to enable middle to senior personnel to understand and respect the diversification and heterogeneity of different professions, which will help to bolster the possibilities for cooperation across disciplines.
\r\n\r\nKeywords: across boundary governance, interprofession, core competence, competence
\r\n\r\n\r\n
\r\n
臺灣長期照顧政策之執行與展望：以公私協力治理觀點分析
\r\n\r\n黃榮源、陳郁函
\r\n\r\n《摘要》
\r\n\r\n臺灣將於2026年邁入「超高齡化社會」，長期照顧需求快速增加。有鑑於此，政府近年來積極推動長期照顧政策，自2008年起執行「長期照顧十年計畫」；2015年6月，通過長期照顧服務法；近期，則全力推動「長期照顧十年計畫2.0」。政府體認到能力與資源有限，必須與企業或非營利組織協力，建立相關治理網絡平台，以期有效整合資源，提供更好的長照服務。然而，如何達到政府與非營利長照服務單位之間協力治理的效能，同時又能維持互惠的合夥關係，是一個值得探討的議題。基此，本研究將以公私協力治理觀點，分析非營利長照服務單位與政府間協力執行臺灣長照服務業務的過程，藉由文獻分析方式，探討公私協力治理的內涵與類型，尤其欲瞭解構成協力之基本要素。在實證上，則透過質性研究方式，訪談學者專家、政府機關及執行長照工作之非營利機構，檢視非營利長照機構與政府機關之間的協力狀況。研究發現：現今長照服務提供較屬於「委託」的型式與架構，較難營造平等互惠的協力夥伴關係；再者，行政作業的簡化、經費補助的方式為影響長照單位參與協力和投入多寡的重要因素；值得注意的是，長照服務「產業化」似乎是未來的趨勢，如何在私部門與非營利長照服務單位之間取得平衡合作，是另一值得思考的議題。
\r\n\r\n[關鍵詞]： 協力治理、公私協力夥伴關係、非營利組織、長期照顧十年計畫2.0
\r\n\r\n\r\n\r\n
Implementation and Prospect of Long-term Care Policy in Taiwan: An Analysis Based on Public-Private Partnership Governance
\r\n\r\nRong-Yang Huang, Yu-Han Chen
\r\n\r\nAbstract
\r\n\r\nTaiwan will enter the so-called “hyper-aged society” by 2026. The demand for long-term care has increased rapidly due to the rising elderly population. In view of this, the ROC government is actively promoting long-term care policies: implemented of the “Long-term Care Ten-year Plan” since 2008, introduced the “Long-term Care Service Act” and enacted on June 3 of 2017. The so-called “Long-term Care Ten-year Plan 2.0” has recently commenced since November 2016. Government recognized its limit of capacity and resources, and seeking to collaborate with private sectors or nonprofit organizations, through related networks or platforms for providing a better service with effective integration of resources. However, how to reach collaboration effectively between the public and the non-profit long-term care units, and also maintain this partnership of equality and mutual benefit, is a subject worth exploring. Based on this, this study makes an empirical analysis of Taiwan’s long-term care policy and service, discusses the relationship between nonprofit organizations and government within the implementation of the Long-term Care Ten-year Plan 2.0 policy. It uses literature review to explore the essence and type of public and private cooperation, and to understand the elements of their collaboration; in empirical, through the qualitative research, interviewed selected executive director of non-profit units, government agencies and specialists, for examining the interactions among organizations and government in policy implementation. The study found that nowadays long-term care service in Taiwan appears a type and structure of entrusted, so that non-profit long units and the government is not a reciprocal status, it is difficult to create equal and mutually beneficial partnership; Moreover, a simplified administrative and funding process, would be important factors that impact the effort and investment of long-term care units which participating in the business. It is worth noting that “commercialize” of long-term care service seems to be trend in the future. How to reach an equilibrium point between private sector and non-profit organizations in the long-term care policy would be another question to think about.
\r\n\r\nKeywords: collaborative governance; public-private partnership; nonprofit organization; Long-term Care Plan 2.0
\r\n\r\n\r\n
如何評估道德政策執行績效？以我國地方政府動物保護績效指標之建構為例
\r\n\r\n吳宗憲
\r\n\r\n《摘要》
\r\n\r\n政府雖然具有「社會價值的權威分配」的功能，但是，每當政府試圖透過行政系統，給予某一特定道德價值正當性時，卻飽受來自各方的指責與反彈，要如何能夠評估道德性質的政策之執行績效，更是難上加難。
\r\n\r\n本文透過德菲法及AHP方法蒐集資料後發現，過往的動物保護行政業務評估時，有過於重視「輸入導向」指標的傾向，雖已往「績效導向」、「結果導向」與「公民驅動導向」指標演進，但「脈絡構面」指標仍未受到重視。因此，在臺灣未來將面臨越發頻繁的道德爭議政策之時，學界有必要對此類指標投注更多心血，才能妥善解決當下面臨的各種道德政策（包括動物保護政策）之困境。
\r\n\r\n[關鍵詞]：道德、道德政策、績效指標、動物保護
\r\n\r\nHow to Evaluate Administrative Performance of Morality Policy? A Case of Taiwan Local Governments’ Animal Protection
\r\n\r\nChuanghsien Wu
\r\n\r\nAbstract
\r\n\r\nEvery time when government tries to give legitimacy to some kinds of morality (such as gay marriage or legalizing abortion), it has to face criticisms from the outside world. That makes it difficult not only to implement a policy, but also to evaluate administrative performance.
\r\n\r\nIn this study, the author applies Delphi and AHP method to the research and makes some conclusions. It is demonstrated that, in the past, animal-protection administrative indicators focused too much on the “input-oriented” perspective. Though it has also involved “performance-oriented”, “result-oriented” and “civil-drive oriented” perspectives, it still neglects “context-oriented” perspectives. When Taiwan is increasingly confronted with various morality issues, it has to concentrate more on “context-oriented” indicators so that these difficulties caused by morality policy (including animal protection policy) can be solved.
\r\n\r\nKeywords: morality, morality policy, evaluation indicator, animal protection
\r\n\r\n書 名： Experiments in Public Management Research: Challenges and Contributions
\r\n《公共管理研究中的實驗：挑戰與貢獻》
作 者：Oliver James, Sebastian R. Jilke, Gregg G. Van Ryzin (Eds.)
\r\n\r\n出 版 年：2017
\r\n\r\n出 版 社：Cambridge University Press
\r\n\r\n頁 數：548頁
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\r\n\r\n徐仁輝
\r\n\r\n《摘要》
\r\n\r\n本論文旨在探討財政撙節政策對於公共行政理論與實務有何影響；藉由觀察OECD主要國家採行的近兩波財政撙節潮流之各項作法，再輔以當時主要的政治思潮主張，可以清楚的分析公共行政的發展方向與內容。石油危機後的財政撙節遇到當時盛行的自由主義，推動新公共管理的誕生。歐債危機後的財政撙節，加速協力治理的運用；社區主義更促使公共治理與公民參與的興盛。本文預計第三波的財政撙節仍將在不遠的未來到臨，因此藉由過去經驗與發展路徑的檢討，相信自由主義與社區的影響仍在；加上人工智慧與大數據的幫助，協力治理與公共治理將更形成熟，行政官僚應扮演好政策教育者的角色，型塑優質公民社會。
\r\n\r\n[關鍵詞]：財政撙節、公共行政、新公共管理、協力治理、公共治理
\r\n\r\nFiscal Austerity and Public Administration
\r\n\r\nJen-Hui Hsu
\r\n\r\nAbstract
\r\n\r\nThe purpose of the article is to explore the impact of fiscal austerity policy on the theories and practices of public administration. Observing the two recent waves of fiscal austerity policies adopted by OECD countries and the mainstream political thoughts, the article gives a clear analysis of the development directions and the contents of public administration. The fiscal austerity after the oil crises and the liberalism thoughts pushed the birth of New Public Management. The austerity programs of European countries following their national debt crises and the rise of communitarianism sped up the adoption of collaborative governance, public governance and citizen participation. The third wave of fiscal austerity will come in the near future. From the experiences and development trends we can see the influence of liberalism and communitarianism still exist, and the collaborative governance and public governance will be further developed with the help of AI and big data. Government officials should play the role of policy educator to encourage citizen participation and help build a strong civil society.
\r\n\r\nKeywords: fiscal austerity, public administration, new public management, collaborative governance, public governance
\r\n\r\n我國政府內部人力市場行為之初探：個人利益與組織利益之權衡
\r\n\r\n蘇偉業
\r\n\r\n《摘要》
\r\n\r\n本文分析我國公務人員跨機關（跨專業）的內部人力市場行為現象，與來自全國各地、各層級機關、不同職系，以及來自高普初考與地方特考入職的公務人員進行深度訪談，剖析他們的請調行為動機、請調取向及技巧、長官反應，以及自身對請調現象之看法，從中反映組織與個人利益之間的角力，反思我國政府人事制度設計之問題。
\r\n\r\n本研究發現我國政府內部人力市場傾向「以員工個人為中心」作為運作機制，導向個人利益而相對犧牲組織利益。雖然人力流動理論上可擴闊員工的經驗及改善總體工作素質，但現實上請調行為大多基於消極動機，反映公務人員的「退縮行為」及機關欠缺人力規劃，請調行為往往傷害機關運作與績效。
\r\n\r\n本研究認為內部人力市場的運作不應過度向個人利益傾斜，制度設計應排除對請調之濫用，堵塞引起投機主義行為之漏洞，同時要紓解個人與組織／主管之間的緊張關係。
\r\n\r\n[關鍵詞]：內部人力市場、人力流動、請調、職系
\r\n\r\nAn Exploratory Study of Government Internal Labor Market in Taiwan: Balance of Interest between Individuals and Organizations
\r\n\r\nBennis Wai-Yip So
\r\n\r\nAbstract
\r\n\r\nThis article analyzes the cross-agency (cross-profession) mobility of civil servants in the government internal labor market. In-depth interviews with staff members from nationwide governments, different levels of agencies and class series, and those recruited through different levels of general examinations and special examinations for local governments were conducted to explore their motivations of transfer, orientation and skill of transfer, responses of their higher-ups, and their reflections on the mobility phenomenon. The analysis underscores the struggle between organizational and individual interests, and helps to facilitate reflections on the design of the government personnel system in Taiwan.
\r\n\r\nThis study finds that the government internal labor market in Taiwan is oriented towards an “employee-centered” mechanism that promotes individual interest at the expense of organizational interest. Job mobility in principle can help broaden job experience and improve job performance. But in fact the mobility is, to a large extent, motivated by negative factors, reflecting the “withdrawal behavior” of the staff and the lack of workforce planning. Therefore, the mobility tends to have a harmful effect on the government.
\r\n\r\nThis study suggests that the mechanism of the internal labor market should not give too much favor to individuals. The institutional design should try to exclude the abuse of the mechanism and close all loopholes incurring opportunism. At the same time, the tense relationship between individuals and organizations/superior officials should be adequately mitigated.
\r\n\r\nKeywords: internal labor market, job mobility, job transfer, class series
\r\n\r\n我國公職人員利益衝突迴避法對地方廉能治理影響之研究
\r\n\r\n莊乃慧、袁鶴齡
\r\n\r\n《摘要》
\r\n\r\n綜觀全球國際政治環境，倡廉反貪已逐漸成為世界各國政府發展之重要目標，亦為全球性公共治理重要議題。國內目前針對廉能治理之研究，多以國家整體為探討對象，針對於地方性反貪腐議題之研究相對較少，因此，如何強化地方政府廉能治理實有進一步探究之必要。
\r\n\r\n觀諸我國歷年來貪瀆之發生，其行政官僚常憑藉龐大公務資源及組織人脈關係，進行不當利益輸送，以獲取自身或關係人利益，甚或國家資產。我國自2000年訂定公職人員利益衝突迴避法，從歷年來違法之裁罰案件及受處分人身分類別分析顯示，地方政府公職人員與其關係人間不當利益輸送情況嚴重，反映出我國地方廉能治理之重大隱憂。
\r\n\r\n為探究國家廉能政策施行於地方治理過程中之執行現況及影響，本文茲以近年來地方政府公職人員違反利益衝突迴避法案件，綜整研析受處分之公職人員身分類別、弊端行為態樣、違反法律規範及效果，藉以發掘地方政府易滋不當利益輸送之貪腐弊端態樣及成因，並結合地方政經系絡環境作一整體性探究，提供我國地方廉能治理之興革建議，期望健全迴避制度之價值法制化，遏阻地方金權政治貪污腐化暨不當利益輸送現況，將地方行政治理導向「公開、透明、課責」之廉能政治。
\r\n\r\n[關鍵詞]：廉能治理、利益衝突迴避、地方治理、反貪腐
\r\n\r\n\r\n\r\n
The Impact of Act on Recusal of Public Servants Due to Conflict of Interest on Local Clean Governance
\r\n\r\nNai-Hui Chuang, Hao-Lin Yuan
\r\n\r\nAbstract
\r\n\r\nFighting corruption and promoting clean government have become the top priorities for governments all over the world. However, the study of clean governance is still focused at the national rather than local level. When localization has become one of the most important issues in the study of global governance, it is necessary to strengthen the study of clean governance in local governments.
\r\n\r\nIn accordance with Taiwan’s corruption records in recent years, it is obvious that cases of transferring unjust interests from local public servants to stakeholders to whom they themselves are closely connected have increased significantly. In fact, the Act on Recusal of Public Servants Due to Conflicts of Interest was enacted in 2000. And according to this study, the transference of unjust interests between local public servants and their stakeholders is serious, reflecting the potential problem of clean governance in local governments.
\r\n\r\nThe purpose of this study is to explore the implementation of the national anti-corruption policy in local governments, primarily focusing on the process of local governance. By classifying the categories of punished public servants, behaviors of corruption, and consequences of violating laws, this study tries to explain why transference of unjust interests occurred in local governments, provide advices to solve corruption problems, and promote the goal of good local governance.
\r\n\r\nKeywords: clean governance, conflict of interest, local governance, anti-corruption
\r\n\r\n再談政治中立還是行政中立？過去的選擇與未來的發展
\r\n\r\n熊忠勇
\r\n\r\n《摘要》
\r\n\r\n我國在2009年6月10日總統令公布制定公務人員行政中立法，從1994年12月30日首次送請立法院審議算起，共歷時14年半，但法案通過後相關疑義並沒有停止。究竟我們通過的是一部什麼樣的中立法？何以有許多學者認為只有「政治中立」（political neutrality），沒有「行政中立」（administrative neutrality）的問題。再者，究竟那些人應該中立？如何中立？在中立法中似乎都找不到完整的答案。
\r\n\r\n本文嘗試從中立法擬議過程的歷史文獻，找尋制定該法的原意，並依據實際執行情形，試圖解答上述疑義。從歷史文獻回顧，發現我國推動中立法的初始原因，是為了確保文官能依法行政、執行公正，並保護文官不受政治干預，至於政治活動的規範反而不是首要考量。此與西方國家有明顯的差異，也因此我國推動行政中立制度，並不是以西方國家的經驗或理論為參照基準，而是基於實務的需求。
\r\n\r\n本文另從官方文獻中，發現主管機關認為政務人員、教師、法官及軍人於行政事務上亦應維持中立，但可另外立法規範。作者於文末建議，配合民主政治之演進，中立法可改為公務人員政治活動規範法，惟如主管機關擬維持目前的行政中立框架，則至少上開人員的中立規範宜儘速建立，才能使我國的中立制度與時俱進。
\r\n\r\n[關鍵詞]：行政中立、政治中立、依法行政、執行公正、政治活動規範
\r\n\r\n\r\n\r\n
Revisiting the Issue of Political Neutrality vs. Administrative Neutrality? Past Choices and Future Development
\r\n\r\nChung-Yung Hsiung
\r\n\r\nAbstract
\r\n\r\nSince the Civil Service Administrative Neutrality Act was enacted in 2009, debates have been going on about its application. This paper aims to show the deficiencies of the Act and then provide suggestions for its improvement.
\r\n\r\nAfter reviewing the historical literature, the author found that the original purpose of the Act is to ensure that the civil servants execute duties in accordance with the law and regulations, that they do so in a just manner and that they will be protected from political intervention when doing their jobs. Therefore, the norms of political activities were not the primary consideration. That’s a significant difference from the western democracies. That is to say, we established the administrative neutrality mechanism based on our own practical needs, but not taking reference from the experience of western countries.
\r\n\r\nThe author also found that the competent authority of the act--Ministry of Civil Service--thought political appointees, teachers, judges and soldiers should maintain neutrality while executing duties; as for how exactly to maintain administrative neutrality, that could be regulated in other acts. Finally, in keeping with the democratic development, the author suggests revising the Act in such a way as to make the norms of political activities the main body of the Act.
\r\n\r\nKeywords: administrative neutrality, political neutrality, rule of law, just execution, norms of political activity
\r\n\r\n書 名： Policy Paradox: The Art of Political Decision Making
\r\n《政策弔詭：政治決策的藝術》
作 者：D. A. Stone
\r\n\r\n出 版 年：2012 (3rd Ed.)
\r\n\r\n出 版 社：W. W. Norton & Company
\r\n\r\n頁 數：408頁
\r\n\r\n性別主流化政策的策略思維與作法：以友善家庭政策作為實踐之道
\r\n\r\n張瓊玲
\r\n\r\n《摘要》
\r\n\r\n近年來，在政府的積極推動之下，「性別主流化」的理念，已從國際上的呼籲，落實到政府各級行政組織及其職掌的政策層面中，也開啟了從強調「婦權」進而強調「性別人權」的時代。為能落實性別平等政策暨打造友善性別環境，本文擬從各類人口的統計數據中，去整理出性別統計（包括公務人員的性別統計），並從性別統計中進行性別分析，如比較國內外的女性勞參率、國內男女兩性的勞參率、婚育率以及公務人員的升遷與離退之性別比例等，來了解我國所面臨的少子女化與人口老化的社會問題之所在，並以性別主流化做為策略性思考，以「友善家庭措施」作為政策思維，期望政府運用各種政策工具，以創建發明各類政策，來分擔傳統社會中加諸在女性身上的家庭照顧工作。故以強化家庭支持系統之政策作為與具性別意識的人力資源管理，才能發揚女力經濟的效益。在訴求性別平權為主流的時代趨勢之下，期望政府中的公務人員，能從強化性別的意識著手，進而研議出具有前瞻性的且富含性別正義的公共政策。
\r\n\r\n[關鍵詞]： 性別主流化、性別統計、友善家庭措施、策略思維、性別正義
\r\n\r\nThe Strategic Thinking and Practice of Gender Mainstreaming Policy: Achieving the Goal by Implementing Family-Friendly Policy
\r\n\r\nChiung-Ling Chang
\r\n\r\nAbstract
\r\n\r\nThe concept of gender mainstreaming, which caught much global attention recently, has prevailed in Taiwan through the government’s active promotion, permeating every level of government and policy-making.
\r\n\r\nThis has opened up an era of gender rights over woman’s rights. To practice the gender equality policy and create the gender-friendly environment, this article sorts out the gender-related statistics, including those of the civil servants. It then conducts the gender analysis from gender statistics to compare Taiwan’s female labor participation rate, labor participation rates of both genders, marriage and birth rate, and the gender ratio of promotion/retirement rates of civil servants with those of other countries. From this, we come to realize the basic problems of low birth rate and aging population which have been affecting our country. Since we use gender mainstreaming and friendly family as references for policy thinking, we hope the government can use any policy tool to create and invent any policy that would share women’s burden of taking care of families in traditional society. To enable women to play a greater role in economic development, we need to strengthen the policies that encourage a strong family supporting system and provide incentives for managing human resources with greater gender awareness. Under the mainstream of equal rights, we hope the civil servants will take the initiative in strengthening gender awareness and then proceed to make good public policies that will realize gender justice.
\r\n\r\nKeywords: gender mainstreaming, gender statistics, family-friendly policy, strategic thinking, gender justice
\r\n\r\n族群影響評估的理論基礎與制度設計
\r\n\r\n孫煒、許雲翔
\r\n\r\n《摘要》
\r\n\r\n消弭族群歧視，促進族群平等進而永續共榮，為各國族群發展重要方向。「族群影響評估」是一項主流化政策工具，能夠促使行政機關檢視相關預算或法案是否具有潛在歧視，或是否能促進平等，推動共榮，進一步促使族群間能夠進行常態性的對話。本研究旨在探討族群影響評估的理論基礎，提出架構中長期計畫與法律案等影響評估的法制設計。由於我國僅有個別族群立法，並不具備整體性的族群法制基礎，研究從檢討多元文化主義與政策切入，在參酌英國政府平等責任與平等影響評估制度設計，整理國際公約及各國法制相關要素後，提出三個適用於族群影響評估的構面與六項指標，並透過訪談及焦點座談，匯聚專家學者意見，研提制度設計與政策建言。本研究顯示族群間若干歷史衝突、語言與政策優先順序等根本性議題，仍未有充分共識，也預示影響評估仍有所限制，其所建立起在政府部門及族群團體間的對話可能徒具形式，亦難一蹴可及，建議族群間需更為密集、持續與面對面的互動，才有辦法促成坦白與健康的對話，才有可能真正瞭解彼此過去歷史傷痕，達到族群間和解。
\r\n\r\n[關鍵詞]：族群影響評估、族群發展政策、政府平等責任
\r\n\r\nTheoretical Bases and Institutional Design of Ethnic Impact Assessment
\r\n\r\nWay Sun, Yun-Hsiang Hsu
\r\n\r\nAbstract
\r\n\r\nEliminating ethnic discrimination, promoting equality, and sustaining prosperity are important policy goals for every country. “Ethnic Impact Assessment (EIA)” can serve as a policy tool to make those policy goals mainstream values by prioritizing budget, reforming related programs or legislative bills, and encouraging ethnic groups to engage in a constructive dialogue with each other on a regular basis. This study aims to review the theoretical base for EIA and to propose the institutional design for assessing the ethnic impact of mid- to long-term programs and legislative bills. Due to the shortage of ethnic legislation in our country, we begin with reviewing multi-culturalism and its policy in western countries. Then, we introduce the design of Public Sector Equality Duty and Equality Impact Assessment in the United Kingdoms and summarize key elements in international treaties. We come up with a checklist for EIA, with three dimensions and six indicators, using it to seek the opinions of academics and ethnic representatives. Policy recommendations for EIA and its design are made after consulting them. The limitation for this study is that fundamental issues such as historical cleavage and hatred cannot easily be solved, so sincere dialogues between ethnic groups are rare and hard to expect, which in turn makes EIA only superficial. We expect that a more intense, face-to-face interaction among different ethnic groups can be realized on this island so that the historical scars can be understood and true racial reconciliation will happen.
\r\n\r\nKeywords: ethnic impact assessment, ethnic development policy, public sector equality duty
\r\n\r\n工作場所性騷擾的成因和影響：臺灣資料的循證分析
\r\n\r\n黃煥榮
\r\n\r\n《摘要》
\r\n\r\n性騷擾為當前重要的社會議題，有許多研究者以此為研究主題進行探討；然而，國內對於工作場所性騷擾主題，已累積相當的成果，但這些文獻大部分是從法制的規範面來探討。當然國內也進行某些經驗性的研究，不過多數的研究是採取質性的訪談法，或小規模的調查研究，其樣本的代表性和可推論性受到較大的限制。由於過去缺少總體資料的統計分析，本文認為有必要透過較大樣本及全面的調查方式，以循證資料為基礎，來探討此一議題，希望能夠彌補此一研究的缺口。
\r\n\r\n本文主要透過「工作場所性別平等概況調查」的次級資料，來探討性騷擾的成因及影響。首先說明工作場所性騷擾的主要意涵、盛行率及嚴重性，其次探討工作場所性騷擾的不同理論觀點，包括社會文化理論、性別角色溢出理論、接觸觀點、組織權力觀點及組織文化觀點等，做為本文提出研究假設之基礎。接著就影響性騷擾的個人因素和組織因素分別提出探討，其中個人的因素包括受害者的性別、年齡、婚姻狀況及教育程度；而組織因素則包括組織層級化、組織特性、工作系絡及申訴制度等。再者則探究性騷擾可能對工作相關結果，包括工作分配、考核、升遷、訓練、福利及離職等因素的影響，最後並根據所推導之研究假設，擬定出分析架構，藉以檢證各項影響因素的內涵及其間的相互關係。從統計分析的結果顯示，個人因素和組織因素與性騷擾的形成有顯著的關係；而性騷擾對組織成員的工作相關結果方面，也明顯地造成不利的影響。
\r\n\r\n[關鍵詞]： 工作場所性騷擾、性別平等、受害者特徵、次級資料分析、循證資料
\r\n\r\nCauses and Consequences of Workplace Sexual Harassment: An Evidence-Based Data Analysis in Taiwan
\r\n\r\nHuan-Jung Huang
\r\n\r\nAbstract
\r\n\r\nSexual harassment has emerged as a significant social problem. Although a large number of researchers have investigated the related issues of workplace sexual harassment, there have been few empirical and nationally representative studies of the prevalence and correlative factors of workplace sexual harassment. This paper tries to use evidence-based data analysis to fill the gap.
\r\n\r\nThis paper uses “gender equality in the workplace survey” of secondary data to examine the causes and consequences of sexual harassment in the workplace. Firstly, the paper introduces the concept, prevalence and severity of workplace sexual harassment. Secondly, it discusses the different perspectives of sexual harassment at work, including socio-cultural theory, sex role spillover, contact hypothesis, formal power and informal power, and organizational culture and climate perspective as a foundation of the hypothesis presented in this paper. It then presents individual and organizational factors that influence sexual harassment, individual factors include victims' gender, age, marital status, education attainment; organizational factors, include organizational hierarchy, organizational characteristics, job context and internal complaint system. Furthermore, the paper explores the impact of sexual harassment on the organization, including work assignments, performance evaluation, promotion, training, benefits and turnover. And finally, based on the hypotheses, this study develops an analytical framework to examine the potential causes and consequences of workplace harassment. As shown by the statistical analysis, both individual and organizational factors contribute to harassment, which has a negative impact on an organization's employees.
\r\n\r\nKeywords: workplace sexual harassment, gender equality, characteristics of victims, secondary data analysis, evidence-based data
\r\n\r\n\r\n
基層食安稽查人員在不同餐飲場所執行風格之比較研究
\r\n\r\n王禕梵、王宏文
\r\n\r\n《摘要》
\r\n\r\n稽查人員面臨基層官僚困境與龐大壓力，為完成目標，他們可能會採用不同的執法風格，而這會影響管制政策執行的成效，本文針對臺灣三個縣市的基層食安稽查人員，運用量化及質化的研究方法，來檢視他們在面對不同類型的餐飲場所時，是否會採用不同的執行風格？以及哪些因素可能會影響其執行風格？
\r\n\r\n主成分分析結果顯示我國餐飲稽查人員的風格，可以用兩個維度進行分類，分別是嚴厲執法程度以及溝通教育程度，利用這兩個分類維度及群集分析，我國食安稽查人員分成三類，分別是溝通協調型、例行公事型以及嚴格執法型；此外，稽查人員在面對夜市攤販時，其執行風格會偏向為例行公事型。最後，本文結果顯示稽查人員的性別、教育背景、年資、及所處地區等，都可能會影響其執行風格。透過本研究，希望各縣市衛生單位在分派稽查人力時，能考量稽查人員的執行風格，以提升我國食品安全管理的成效。
\r\n\r\n[關鍵詞]：政策執行、基層官僚、執行風格
\r\n\r\n\r\n\r\n
A Comparative Study on the Enforcement Styles of Inspectors Towards Different Types of Eating and Drinking Facilities
\r\n\r\nYi-Fan Wang, Hong-Wung Wang
\r\n\r\nAbstract
\r\n\r\nInspectors face the bureaucratic dilemma and great pressure when implementing the law. In order to achieve the goals, they may adopt different enforcement styles, which affect the effectiveness of regulatory policy. This paper aims to investigate the enforcement styles of sanitation inspectors when inspecting different types of eating and drinking facilities in three counties and cities in Taiwan. It also tries to find out the factors affecting their enforcement styles.
\r\n\r\nThe results of principal component analysis show that the styles of the inspectors can be classified by two dimensions, based on the degree of strict enforcement and the degree of communication and education. Using cluster analysis and the above two dimensions, the inspectors can be divided into three styles, i.e. the communication and coordination style, the routine style, and the strict enforcement style. Inspectors tend to adopt routine style when dealing with night market vendors.
\r\n\r\nFinally, the results show that some characteristics of the inspectors, such as gender, educational background, tenure of duty, and areas where they implement the law, are likely to affect their enforcement styles. It is recommended that the local health authorities consider the enforcement styles of their inspectors when assigning them to inspect different eating and drinking facilities. It may improve the efficiency and enhance the effectiveness of food safety management.
\r\n\r\nKeywords: policy implementation, street-level bureaucracy, enforcement style
\r\n\r\n書 名： Beyond Bureaucracy: Towards Sustainable Governance Informatisation
\r\n《超越官僚體制：邁向資訊化永續治理》
作 者：Alois A. Paulin, Leonidas G. Anthopoulos and Christopher G. Reddick (Eds.)
\r\n\r\n出 版 年：2017
\r\n\r\n出 版 社：Springer
\r\n\r\n頁 數：375頁
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\r\n\r\n黃東益
\r\n\r\n《摘要》
\r\n\r\n本文探討近年來資訊通訊科技快速發展，特別是網際網路結合行動載具，成為政治動員的有效工具，其對於全球以及臺灣政治發展的衝擊，以及對於政府治理所造成的挑戰。面對此種衝擊與挑戰，筆者嘗試提出未來學界在治理轉型、組織結構調整、政策管理、以及研究方法方面的議題。筆者也建議在開放政府的大趨勢下，政府應更著重資料及決策的公開，並與學界緊密合作。而公共行政學界也應花費更多心力於這些新興的議題，並考量調整課程結構的可能性，以培養具備處理新興議題的管理人才。
\r\n\r\n[關鍵詞]：資訊通訊科技、電子化政府、電子治理、治理轉型
\r\n\r\nDo ICT Drive Governance Transformation? Trends and Research Issues
\r\n\r\nTong-Yi Huang
\r\n\r\nAbstract
\r\n\r\nThe rapid development of information and communications technology (ICT), notably the combination of the internet and mobile device, has contributed to efficient political mobilization. Such a development not only changes the political landscapes of many countries in the world, but also poses stiff challenges for traditional governance. To face such challenges, the author proposes roadmaps of research on public administration from the perspectives of governance transformation towards participatory governance, organizational adjustment, policy management and research methods. The author concludes that the government should be more open to the public regarding information and policy making, and collaborate more closely with the academia. The author also suggests that public administration scholars should be more dedicated to the research of issues arising from the impacts caused by the ICT. To cultivate more capable students who can deal with the new issues created by the ICT, it is advisable that the public administration departments should consider updating its training programs to cater to the emerging issues that ICT brings to governance.
\r\n\r\nKeywords: information and communications technology (ICT), e-government, e-governance, transformation of governance
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22352/e267a2ef-47bc-43b3-bc5d-2dd0b97b2ccd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22353", "title": "政策創新與官僚角色：臺灣解嚴後治理失能的分析", "內容": "
政策創新與官僚角色：臺灣解嚴後治理失能的分析
\r\n\r\n王輝煌
\r\n\r\n《摘要》
\r\n\r\n解嚴以來，臺灣已經歷三次政黨輪替，民進黨也於2016年首度贏得行政立法一致的主導優勢。然，蔡總統上任一年多來，政府的治理亦與前面兩任總統類似，出現許多狀況。本文將先聚焦審視李登輝總統後期、陳、馬兩任總統時期的治理脈絡，彙總這幾任政府（包含官僚體制）在民主治理上的角色、表現與變遷。
\r\n\r\n其次，本文將針對何種因素導致前述的變遷，檢視流行的幾種理論或說法。之後，本文將根據Carpenter所主張官僚政策創新模式與官僚政策能力與自主性間對應關係的理論，分析臺灣政府與官僚治理能力在解嚴前後的變遷。本文認為民主轉型過程中，政商官僚人脈關係的多元、碎裂化與過度競爭，乃官僚體系治理能力與自主性退化，整體政府施政表現下滑的根本原因。主要政黨應針對深陷在困境中的國家經貿根本問題，提出具體願景與跨領域整合的政策創新，帶領政商官僚與民間菁英共同打造共識∕共同創新冒險，並將所需搭配的文官體制做配套思考與改革，再造官僚體系的專業能力與自主性，才有可能扭轉當前的政經發展困境。
\r\n\r\n[關鍵詞]： 政策創新、官僚角色、跨領域整合、共識型治理、政商官僚人脈
\r\n\r\nPolicy Innovation and the Role of the Bureaucracy: An Analysis of the Governing Disability of Taiwan after the End of Martial Law
\r\n\r\nHuei-Huang Wang
\r\n\r\nAbstract
\r\n\r\nSince the lifting of martial law in 1987, Taiwan has seen three changes of ruling party alternation. In 2016, the DDP achieved for the first time dominant positions in both the administrative and legislative branches. However, even just a little over one year since taking office, President Tsai’s administration has made a series of governing blunders like former President Chen and Ma. This paper summarizes the evolution of the incapacitation of the Taiwanese government and the role of the bureaucratic system from the later years of President Lee, Teng-hui’s terms of office (1996-2000) to the end of President Ma’s (2008).
\r\n\r\nThis paper will then examine popular explanations for the trend of democratic governance failures as outlined before. By applying Daniel P. Carpenter’s approach of policy innovation to bureaucratic autonomy and capacity, this paper argues that in the process of the Taiwanese democratization, power diversification featured by multiplication of politician-bureaucrats-business ties is the root cause of the weakening of bureaucratic autonomy and capacity. Together, down with government performance. Major political parties are responsible for forging consensuses, visions, building governing coalitions across political parties, bureaucrats, and civil groups to pull the country out of the current impasse. They have to initiate cross-disciplinary policy integrations accompanied by bureaucratic reform so as to rebuild bureaucratic capacity and autonomy.
\r\n\r\nKeywords: policy innovation, roles of bureaucracy, cross-disciplinary integration, consensual governance, politician-business- bureaucrats ties
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22353/de517c7c-fe52-4f21-ac57-a267bfbac695.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22354", "title": "公共治理挑戰下的人才模式分析", "內容": "公共治理挑戰下的人才模式分析
\r\n\r\n陳志瑋
\r\n\r\n《摘要》
\r\n\r\n面對全球化、資訊通訊科技進步、氣候變遷、經濟發展、少子化與高齡化等諸多公共議題的挑戰，政府相關機關提出各項政策以為因應。然由於許多議題常處於一種跨界、網絡化的情境中，形成所謂的「棘手政策」，故除了政策規劃因素，尚需政策推動者與執行者，運用府際與跨域合作的技巧、能力與工具，來解決這些複雜難解的跨域問題。本文乃是從「人才」的角度切入，指出各項政策背後都需要政府部門的成員，配合當前環境趨勢演變所需，運用不同的人才模式加以因應。
\r\n\r\n本文採用類型學分析法，根據文獻探討結果，將公共治理的問題區分為單純行政事務問題、府際或組織間關係問題、公私合夥問題和網絡問題四大類，再推演出官僚體制、高階文官制、契約聘僱制和責任任命制四種人才模式。本文指出，從單純官僚體制朝向另三種人才模式，不但是趨勢所在且有其必要性，問題在於這些人才模式的運作，必須符合各機關或各政策領域所需，而且也必須具備成本觀念。如今政府已經開始正視民間企業人才流失和招攬人才的問題，面對未來公共治理的艱鉅挑戰，本文主張公部門人才政策的制定與發展，應開始思考傳統人事行政架構的限制，而從公共治理所面臨環境變遷的角度，在選、育、留、用四大層面，都進行結構性變革，以因應未來的發展需要。
\r\n\r\n[關鍵詞]：棘手政策、公共治理、人才模式
\r\n\r\nThe Analysis of Talent Models under the Challenges of Public Governance
\r\n\r\nChih-Wei Chen
\r\n\r\nAbstract
\r\n\r\nThe executive branch in Taiwan made and implemented different kinds of policy to cope with rising challenges of public issues, like globalization, information communication technologies, climate change, low fertility, and aging society. Many of those problems are “wicked” because those issues often call for cross-department and networking efforts. In the situation of wicked policy, the planner and implementer need to have relevant intergovernmental and cross-departmental coordination. The purpose of this article is to propose different talent models to solve those problems.
\r\n\r\nThis article adopts the method of typology to divide public governance problems into routine affairs, intergovernmental or inter-organizational relations problems, public-private partnership problems, and network problems. Thereafter, four models of talent policy are constructed based on foregoing typology: bureaucracy, senior civil service, workforce outsourcing, and political appointments. Arguably, the trend of bureaucracy model shifting to the other three types is expected and necessary.
\r\n\r\nIn conclusion, this paper suggests each agency should make structural reform in regard to talent selecting, training, retaining, and deployment, which will contribute to attaining each agency’s strategic goal, and solve those public governance issues.
\r\n\r\nKeywords: wicked policy, public governance, talent model
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22354/cfa0650c-c9f2-4cfe-b707-8bfbfe3968bc.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22355", "title": "論直轄市區級自治：英國大倫敦市經驗之借鏡", "內容": "
論直轄市區級政府自治：英國大倫敦市經驗之借鏡
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n本文運用「地方分權」相關理論，並輔以「英國委任分權政府」實證經驗為分析基礎，運用個案研究法，以英國大倫敦市的區級自治經驗為參照個案，討論直轄市區級政府之定位及功能，並論述我國直轄市區級政府改制為自治體的理由及方法。本文的研究發現為：（1）區級政府的功能為提供在地居民之公共服務，應「在地決策」而實施區自治。（2）直轄市之區級自治有利於「住民自治」及「地方治理」的實踐。（3）直轄市區級自治模式可採「選擇憲章制」，由各區自行決定。
\r\n\r\n[關鍵詞]：委任分權政府、大倫敦市、直轄市、區級政府
\r\n\r\nDistrict Autonomy under Special Municipality: A Lesson from Greater London Authority
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nThe essay discusses the role of special municipality and district government by employing the theory of decentralization. The essay borrows the working experience from the UK’s devolved government and Greater London Authority to suggest a way of reforming Taiwan’s district government. The essay adopts the case study method. The main findings of the essay are as follows. First, the district government’s job is providing public service and local autonomy should be implemented for “local decision-making”. Second, the district’s autonomy can meet the purpose of local governance. Third, the government should adopt the “optional charters” for district autonomy and the districts can decide what they want.
\r\n\r\nKeywords: devolved government, Greater London Authority (GLA), special municipality, district government
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22355/19a15eb1-60d7-47c7-9729-2e4a8cf420e7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22356", "title": "書評──女力時代：改寫全球社會面貌的女性新興階級", "內容": "書 名： 女力時代：改寫全球社會面貌的女性新興階級
\r\n\r\n（The XX Factor: How the Rise of Working Women Has Created a Far Less Equal World）
\r\n\r\n作 者：Alison Wolf
\r\n\r\n出 版 年：2015
\r\n\r\n出 版 社：大塊文化
\r\n\r\n頁 數：591頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22356/c3184c1a-f467-4ccc-b281-8b79442109dc.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22357", "title": "書評──公共政策價值", "內容": "書 名： Public Policy Values
\r\n\r\n《公共政策價值》
\r\n\r\n作 者：Jenny Stewart
\r\n\r\n出 版 年：2009
\r\n\r\n出 版 社：Palgrave Macmillan
\r\n\r\n頁 數：240頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22357/6064ebc9-f689-43cf-a9cb-a39c4ea90b04.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMzEvZGNjNmU5OTEtMjZjYS00ZTVkLWFhZTMtZDgxOTBjNzU3M2Y4LnBkZg%3d%3d&n=NzUzMTE0ODM3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22331", "title": "《文官制度》季刊-9卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22331/dcc6e991-26ca-4e5d-aae3-d8190c7573f8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMzIvMmRiZDA5MGItMTMwMS00ZTViLWI3ZDAtMWMxYTljMmIyMDEyLnBkZg%3d%3d&n=ODExNzE2NTAxNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22332", "title": "《文官制度》季刊-9卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22332/2dbd090b-1301-4e5b-b7d0-1c1a9c2b2012.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMzUvMTAyZWFiODQtZWU1Ny00MjQ2LTgyYWItNzQ4MzIzMmJhYWQyLnBkZg%3d%3d&n=NzUzMTE0MTI0NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22335", "title": "《文官制度》季刊-9卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22335/102eab84-ee57-4246-82ab-7483232baad2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22336", "title": "特邀專論──公部門推動參與式預算之經驗與省思", "內容": "公部門推動參與式預算之經驗與省思
\r\n\r\n蘇彩足
\r\n\r\n《摘要》
\r\n\r\n近年來參與式預算蔚為流行，此與其意涵之模糊不清不無關係。特別是在21世紀之後，參與式預算原本在早期具有的激進民主的左翼性格逐漸淡薄，取而代之的是良善治理的典範色彩，同時也成為時下廣受矚目的「開放政府」思潮的一部分，因而更加速其在不同地區的擴散和影響，我國中央部會和若干地方政府也自2015年開始推動參與式預算。
\r\n\r\n本文介紹我國推動參與式預算的主要推動模式：議員建議款模式、委外模式、以及行政機關模式，並描述其初步成果。同時，本文以我國推動參與式預算的經驗為基礎，反思以下幾項議題，以瞭解不同的權力衝突和利益糾葛對於參與式預算所可能帶來的影響和衝擊：第一，政治創業家在參與式預算過程中所扮演的角色為何？其次，是否須將舊政治勢力排除於參與式預算所帶來的新政治空間之外，才能有效地擴大公民參與的包容度和深化參與？最後，檢視我國官僚體系是否已具備承載參與式預算業務的意願和能力？
\r\n\r\n[關鍵詞]：參與式預算、議員建議款、政治創業家
\r\n\r\nParticipatory Budgeting in the Public Sector: Experiences and Reflections
\r\n\r\nTsai-Tsu Su
\r\n\r\nAbstract
\r\n\r\nParticipatory budgeting has become a worldwide phenomenon in recent years. It has become prevalent partly because of its ambiguity. Since early 2000s, the basically leftist character of participatory budgeting has been gradually fading. Instead, participatory budgeting has become one of the best practices of good governance and is regarded as part of open government efforts. This accelerated the diffusion and influence of participatory budgeting in different regions of the world. The central government and local governments in Taiwan also initiated participatory budgeting in 2015.
\r\n\r\nThis paper introduces the primary models for implementing participatory budgeting in Taiwan, namely, the city or county councilor’s discretionary fund model, the contracting out model, and the administrative agency model. It also describes the initial performance of participatory budgeting in Taiwan. To understand the impact of power conflicts and entangling interest involved in the implementation of participatory budgeting, this paper then, based on Taiwan’s experiences, reflects on the following questions. Firstly, what is the role of political entrepreneurs in the participatory budgeting process? Secondly, is it necessary to exclude the established political power from the new political space created by participatory budgeting if one wishes to expand the inclusiveness and deepen civic participation? Lastly, has the Taiwanese bureaucratic system equipped itself with enough capacity to cope with the new challenges that are brought by participatory budgeting?
\r\n\r\nKeywords: participatory budgeting, councilor’s discretionary fund, political entrepreneur
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22336/2bcefc2a-92da-439c-860b-1f8655a440d9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22337", "title": "地方立法的效力與行政權的行使", "內容": "
地方立法的效力與行政權的行使
\r\n\r\n紀俊臣
\r\n\r\n《摘要》
\r\n\r\n本研究旨在探討2016年6月，司法院釋字第738號解釋發布後，地方立法權定位提昇，對地方行政權運作的影響。由於長期以來，臺灣的法學界和法務部門皆堅持「法律保留」（legal preservation）的優越原則，以致地方自治法規的效力（effect），皆定位在較低位階。但地方制度法（Local Government Act）（以下簡稱地制法）於1999年1月公布施行後，臺灣的法制生態已有重大的變化。學界甚至提出「自治條例保留」（autonomous law preservation）的概念，以提升自治法規之法效力。經由該738號之司法解釋，將地方立法定位為如為公益（public interest）所必要，地方自治條例可以制定較之法律更為嚴厲的管制標準（control standard），並不涉違法的情事。
\r\n\r\n正因地方立法效力位階定位之顯著提升，此對地方行政部門的行政作為，應有很重大的衝擊。質言之，該738號解釋發布後，雖尚未看到學界有較為深入的探討，但其將可有效促進地方自治條例的活化，則是當下普遍的法治認知發展，未來自治條例或將取代法律，而成為地方立法的建構基礎。此應係地方自治發展的新里程。
\r\n\r\n[關鍵詞]：地方立法、中央立法、法律保留、地方制度法
\r\n\r\nThe Effect of Local Legislation on the Exercise of Administrative Powers
\r\n\r\nChun-Chen Chi
\r\n\r\nAbstract
\r\n\r\nThe objective of this paper is to understand the influence of local legislative power, which was enhanced by No.738 explanation of Judicial Yuan on June 24th 2016 on local administrative powers. For a long time in Taiwan, the legal sector had taken “legal preservation” as a priority, so local autonomous legislation could not work effectively in the legal system. It means that local legislation was not effective when in conflict with national legislation. This legislative ecology was changed after Local Government Act was implemented. That law is a constitutional law, deriving its legal authority from Constitution and its Additional Amendments of Republic of China. Local legislation that is passed by local councils is named Autonomous Regulations of the Local Government Act. That local legislation will have greater power than national legislations in the following situations：
\r\n\r\n1. When it deals with autonomous matters based on the distribution of power between central and local governments.
\r\n\r\n2. When it deals with regulatory matters based on the principle of legal preservation.
\r\n\r\n3. When it deals with regulatory matters based on the proportional principle of the legal system.
\r\n\r\nThat thinking is confirmed by No.738 Explanation of Judicial Yuan. Local administration and legislatures will have more political powers in the future. This political development will likely change the relations between central and local government. We must continue to study and analyze legal changes.
\r\n\r\nKeywords: local legislation, central legislation, legal preservation, local government act
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22337/cc3d7b8e-d4c8-4341-a22d-65867e7025b0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22338", "title": "跨機關政策協調：我國碳捕存個案", "內容": "跨機關政策協調：我國碳捕存個案
\r\n\r\n許雲翔、林瑞珠
\r\n\r\n《摘要》
\r\n\r\n政策協調為管制執行的機制，是強化單位分工與政策一致性的校準過程，同時減少管制上的冗餘、空白或矛盾。校準過程會在協調與行政機關專業分工間尋求平衡，過去偏重政策協調機制、機關型態的定性研究取向，不能用來解釋管制過程動態的協調行為，機制本身是需要再進一步解釋的對象。研究以碳捕獲與封存政策為例，採用Bouckaert、Peters與Verhoest（2010）等人為政策協調所建構的協調「事權集中∕組織數量」兩構面分析跨年度不同的協調機制，發現機制會不斷配合組織成員的協調需要，從市場、網路到行政類型的協調，再往網路調整。管制碳捕獲與封存涉及不同機關職責，需要政策協調確認專業分工及適用法規，惟注存行為需要更大程度外部政策參與，導引層級節制類型政策協調朝向著重規範形成的網路類型調整。而為實踐減碳承諾，研究建議碳捕獲與封存政策協調進一步往強調政策結果的市場類型調整，如英國能源與氣候變遷部的作法。研究政策意涵在於重新定位行政機關內多樣的政策協調機制，並分就理論層次的政策協調設計與評估原則及實務面碳捕獲與封存政策修正方向提出建議。
\r\n\r\n[關鍵詞]：政策協調、專業分工、碳捕獲與封存
\r\n\r\nInterorganizational Policy Coordination: A Taiwan Case of Carbon Capture and Storage Policy
\r\n\r\nYun-Hsiang Hsu, Jui-Chu Lin
\r\n\r\nAbstract
\r\n\r\nPolicy coordination is seen as a mechanism that aims to enhance alignment of tasks and efforts of public organizations as well as their respective professional field. This mechanism is used to create policy coherence, and to reduce redundancy, vacuum and contradictions in the process of policy implementation. The dynamic alignment process seeks to balance the coordination and specialization across different organizations, which cannot be explained by past research focused on static organizational structure. This study uses carbon capture and storage (CCS) policy as an example and adopts the analytic tool developed by Bouckaert et al. Three types of mechanism—market, network, and hierarchy—are identified in four different coalitions/ committees. We find that the change of types reflects the coordination needs from organization members over an observed seven-year period. This study suggests further adjustment in CCS policy coordination that is needed to fulfill the national commitment under COP21, and proposes a theoretical principal of the design as well as the evaluation of policy coordination.
\r\n\r\nKeywords: policy coordination, specialization, carbon capture and storage
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22338/3dd0cca4-7c88-4a24-b107-f1b9a7a0898e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22339", "title": "必然的謬誤與潛規則的合理性：制度約束下的地方主管年終考績行為", "內容": "必然的謬誤與潛規則的合理性：制度約束下的地方主管年終考績行為
\r\n\r\n曾玟儀、蘇偉業
\r\n\r\n《摘要》
\r\n\r\n對於公務人員考績問題，其中一項重要研究焦點為主管的考核能力，並以「考績謬誤」作為研究命題，及後研究更以主管的「有限理性」作為問題之根源，並延伸解釋他們利用非客觀工作表現的因素作為打考績的根據，即「潛規則」之使用。惟本研究認為，「考績謬誤」在公部門是一個不可避免的結果，而當今「75%甲等上限」機制本質上就會導致「考績謬誤」，惟這上限機制反而使「有限理性」理論無法有效解釋主管的考績扭曲行為。
\r\n\r\n本文利用某地方政府12位一級機關主管的訪談，指出考績扭曲行為是一個十分複雜之現象。主管的考績行為是受到外部課責壓力、自身的誘因結構及其所服務機關的業務性質所影響。而「潛規則」使用從管理角度而言也非完全沒有正當性。本文認為對我國公務人員考績問題之分析不應過度聚焦在主管本身，因為他們面臨很多機關內外部壓力，加上公部門業務績效難以衡量，以及根深蒂固的組織政治與文化習慣，均使得考績實際運作跳脫考績法規制度之要求。也許我們必須重新思考公務人員考績的功能與目的。
\r\n\r\n[關鍵詞]：考績、考績謬誤、潛規則、有限理性
\r\n\r\nInevitability of Errors, Justifiability of Hidden Rules: Behavior of Performance Appraisal under Institutional Constraints
\r\n\r\nWen-Yi Tseng, Bennis Wai-Yip So
\r\n\r\nAbstract
\r\n\r\nRegarding performance appraisal for civil service, one of research focuses is on the personal ability of supervisors in performance rating, with “rating error” as a key issue. This is further attributed to the “bounded rationality” as the root of the problem, which is explored to explain why supervisors rate their subordinates in accordance with non-working-performance factors, i.e., by applying “hidden rules.” However, this paper argues that the “rating error” in the public sector is inevitable. The mechanism of the “75% cap for Grade A rating” is essentially leading to “rating error.” Interestingly, the application of this mechanism invalidates the argument of “bounded rationality” for its impact on the distorted performance appraisal behavior.
\r\n\r\nThis study makes use of in-depth interviews with 12 senior executives in a local government to illustrate the complexity of the distorted performance appraisal behavior. The behavior is subject to the influence of external pressure of accountability, the inherent incentive structure and the job nature of their agencies. The application of “hidden rules” is not completely unjustifiable. This paper suggests that when it comes to performance appraisal, we should not focus too much on the factors of supervisors, because they face enormous pressure from outside and within their agencies. The low measurability of the public sector performance and ingrained organizational politics and culture further make the appraisal behavior deviate from the formal system. Perhaps, we should reconsider the functions and objectives of performance appraisal for the civil service.
\r\n\r\nKeywords: appraisal, rating error, hidden rules, bounded rationality
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22339/fe67eb6f-b5d0-4009-b207-3f0740a0010a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22340", "title": "書評──新加坡政府經驗：動態治理之文化、能力與變革", "內容": "
書 名： 新加坡政府經驗：動態治理之文化、能力與變革
\r\n\r\n（Dynamic Governance: Embedding Culture, Capabilities and Change in Singapore）
\r\n\r\n作 者：梁文松、曾玉鳳
\r\n\r\n出 版 年：2010年
\r\n\r\n出 版 社：八方文化創作室
\r\n\r\n頁 數：336頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22340/45de6798-0e32-4047-a777-56672e7694c4.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22341", "title": "書評──開放政府：全球系絡與未來展望", "內容": "書 名： Open Government: Global Context and the Way Forward
\r\n 《開放政府：全球系絡與未來展望》
作 者：OECD
\r\n\r\n出 版 年：2016
\r\n\r\n出 版 社：OECD Secretariat
\r\n\r\n頁 數：272頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22341/01c2c109-dd60-4e5a-a48e-d907d0d988ba.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMTYvYzZmODE3NTEtMjA0Yy00MTA0LWE4OTUtMDAwMWE2NjI4ZjMyLnBkZg%3d%3d&n=NzMyMTQ1NDM1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22316", "title": "《文官制度》季刊-9卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22316/c6f81751-204c-4104-a895-0001a6628f32.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMTcvNjA2NWQ0MGMtZDk3Mi00MjUyLTlkZDItODBlYzM4ZjNmNDUxLnBkZg%3d%3d&n=NzMyMTQ1NjQzNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22317", "title": "《文官制度》季刊-9卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22317/6065d40c-d972-4252-9dd2-80ec38f3f451.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMjAvMjc4MzNmMTYtNmI3OS00ZTMzLThhNzAtZjFjZDE4NmMzYjg4LnBkZg%3d%3d&n=NzMyMTQ1OTUyNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22320", "title": "《文官制度》季刊-9卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22320/27833f16-6b79-4e33-8a70-f1cd186c3b88.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22321", "title": "特邀專論──主管儲訓課程及評鑑模組建構之研究：以地方政府八等課長為例", "內容": "主管儲訓課程及評鑑模組建構之研究：以地方政府八等課長為例
\r\n\r\n黃一峯
\r\n\r\n《摘要》
\r\n\r\n本文以地方政府薦任第八職等的課室主管為例，探討儲備訓練的課程模組與評鑑架構的規劃，透過專家訪談整理課室主管的工作職掌分為27項及11項管理能力，經問卷調查針對各地方政府蒐集「重要程度」與「運用頻率」的資料，統計發現課室主管最重要的前5項工作分別為：所屬人員的考核與獎懲、預算編列、所屬人員的工作分配、文稿審核、專業業務之督導等。工作頻率較高的5項工作內容是：文稿審核、所屬人員的勤惰管理、所屬人員的考核與獎懲、所屬人員的工作分配、專業業務之督導等。而工作時間分配比重最高的是文稿審閱，其次則是人員管理、專業業務督導與參與各種會議。課室主管所需管理能力最重要的是溝通與協調能力，其次是問題解決能力、表達力、執行力和應變能力。經因素分析將課室主管工作職掌分為5種類型，分別為參與會議與活動、爭取外部資源與協調、內部人員管理、接待外賓與受訪、專業活動督導與回應等，可作為建立課程模組的依據。本文探討工作職掌類型與管理能力的內容效度，建立了工作類型與管理能力評鑑矩陣，可作為後續發展課程內容時的評鑑基準。此外，鑒於資源有限，本文亦採用IF Model，分別將工作職掌的重要程度與運用頻率作為橫軸與縱軸，交叉成四個象限，可排列出培訓課程挑選的優先項目。
\r\n\r\n[關鍵詞]：主管儲訓課程、薦任八等課長、評鑑架構
\r\n\r\nDeveloping Task-based Management Development Program and Assessment Framework: A Case of Grade-8 Supervisors in Local Government
\r\n\r\nIrving Yi-Feng Huang
\r\n\r\nAbstract
\r\n\r\nThis paper aims to explore the design of management development program and its assessment framework for Grade-8 supervisors in local governments through interviews with SMEs and a questionnaire survey of current supervisors in municipal and county governments. The results indicate there are 28 major tasks and 11 managerial competences required of supervisors. The survey statistics indicate the most important tasks for supervisors are subordinates performance appraisal, budgeting, assigning job to subordinates, documents review, and oversight of professional activities. The most important job skills for supervisors are communicating and coordinating, problem-solving, representing, implementing, and crisis management. Through factor analysis, the tasks can be categorized into five types: attending meetings and activities, outsourcing and coordinating, internal HRM, reception and interview, oversight of professional activities. The five types can be further derived as the program modules. The Content Validity Ratio was employed to explore the relations between tasks and managerial competences. The results can be used to design the assessment framework for the program. An Importance-Frequency analysis was conducted to set the priority order of goals when the training resources are limited.
\r\n\r\nThis paper provides practical suggestions for HRD professionals to develop a task-based development program for supervisors. Implementation issues will need further verification.
\r\n\r\nKeywords: management development program, grade-8 supervisors, assessment framework
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22321/275e7085-58ea-47f0-8899-1a1e0fed399d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22322", "title": "民國初年人事行政法制的形成與演變(1912～1928)", "內容": "
民國初年人事行政法制的形成與演變（1912～1928）
\r\n\r\n馮惠平
\r\n\r\n《摘要》
\r\n\r\n19世紀末到20世紀初期，「中國」，這個古老國家遭遇到前所未有的劇變。就國家法制而言，中華固有法系被歐陸法系所取代，其中人事行政法制也不例外地產生了重大變革，以應新局發展。然而，或許因研究領域之不同，抑或史料取得的不易，目前法界對於這段期間人事法制的文獻研究，付之闕如。因此，引發出本文研究的動機和興趣。研究過程中發現：有別於一般人的刻板印象，民國初年的法制史料豐富非凡，令人驚豔！據學者統計各類官制官規不下九百種，總體行政法令規章之數目更高達三千種以上。在這一座浩大而繁複的法制建設工程中，本文以「時間軸」為經；以「問題導向」為緯，涵蓋有關人事行政的組織法、作用法面向，嘗試探討各不同時空環境下的規範制度，以及其背後的司法實踐乃至人民的法意識。期使讀者瞭解我國人事行政法制的形成與演變，並在「不知來，視諸往」的回溯中，發掘珍貴的史實與前人的經驗，提供有關機關決策之參考。
\r\n\r\n[關鍵詞]：人事行政法制、官制官規、人事行政機關、超前立法、法教
\r\n\r\nThe Personnel Administration Legal System’s Forming and Evolving in Early Era Republic of China (1912~1928)
\r\n\r\nHui-Ping Feng
\r\n\r\nAbstract
\r\n\r\nFrom the end of 19th century to the beginning of 20th century, China, an old country, experienced unprecedented changes in its national legal system, meaning its traditional bureaucratic system was largely replaced by Civil Law from Europe, which triggered significant changes in its personnel administration system to meet the new requirements of the time. However, few studies have been made in this area probably because of the difficulty in collecting information about its history. This becomes an initiative for us to explore. While investigating the legal system of the early Republic of China period from 1912 to 1928, we found something quite different from our past impression about the old system. And the most exciting is that there are actually tons of historical documents on this subject. For instance, there were over 900 bureaucratic rules on practice during the period, and this number could be increased to over 3,000 if other administrative orders or decrees were added. In an effort to tell the forming and evolving of this system, this paper presents problem-oriented events in time sequence, covering all the organic acts and regulatory acts under such a different space-time background. We hope this will explain how the people’s consciousness on justice was played a role during that time, and the findings will enable the readers to better understand the forming and evolving of this old legal system, which in turn could contribute to our government’s decision making in the future.
\r\n\r\nKeywords: personnel administration legal system, civil service regulations and rules, personnel administration institutes, prospective legislation, premature Legislation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22322/93df4d54-2234-4be5-a869-fca8ac55fda8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22323", "title": "新加坡就業服務與人力培訓整合機制之研究：以LHUB及e2i為例", "內容": "新加坡就業服務與人力培訓整合機制之研究：以LHUB及e2i為例
\r\n\r\n廖家偉、謝文英
\r\n\r\n《摘要》
\r\n\r\n制度性地整合就業端及培訓端資源，並將效率最大化，向為勞動力市場永續發展的主要關鍵。本研究旨在探討新加坡歷經1997年亞洲金融危機後，如何以勞工、資方、政府三方公私協力合作模式，並分權交由產業導向培訓的「職工總會學習中心」（NTUC LearningHub, LHUB）及有效就業的「就業與職能培訓中心」（Employment and Employability Institute, e2i）共同整合培訓與提供就業資源，造就新加坡長期就業穩定的整合機制。本研究結果如下：1.研究對象對新加坡人力培訓與就業市場有直接關連，該模式採政府、新加坡全國職工總會（National Trades Union Congress, NTUC）及產業等三方合作機制，以協商取代抗爭，此模式維持了新加坡和諧的勞資關係。2.LHUB對新加坡人力發展有重要影響與貢獻，其系統性人力培訓機制深獲產業肯定。3.e2i對新加坡就業服務有重要影響與貢獻，在於其「一站式就業與職能服務」及「產業調查與職缺開發端--強大的開發團隊技術」，制度性地將人力與產業之間的供給與需求緊密結合。4.新加坡面對2008年金融危機，維持低失業率的關鍵原因，在於勞工、資方、政府三方公私協力模式隨時反應市場結構，產業也能隨之轉型所致。最後，根據結論提出規劃建議，作為我國就業服務與人才培訓之參考。
\r\n\r\n[關鍵詞]：新加坡、就業服務、人力培訓、協力治理、公私夥伴關係
\r\n\r\nIntegrating Employment and Training in Singapore: The Case of LHUB and e2i
\r\n\r\nChia-Wei Liao, Wen-Ying Hsieh
\r\n\r\nAbstract
\r\n\r\nHow to integrate employment and training to maximize the efficiency of the resources in the labour market? The objective of this study is to explore the pattern of how the labor, the capitalists, and the government in Singapore cooperated during the 1997 Asian financial crisis to enforce the integration of manpower training and employment services under the industry-led LHUB (NTUC LearningHub) and achieve effective employment in e2i (Employment and Employability Institute) in order to create Singapore's integration mechanism of long-term stable employment. The results of this study are as follows: First, the object of this study had a direct relation to both manpower training and job market in Singapore. The cooperation pattern of NTUC (National Trades Union Congress), capitalists and government have maintained harmonious labour relations and avoided conflicts. Second, LHUB had an important contribution to the development of human resources in Singapore, as industries have full confidence in the manpower training system. Third, e2i had an important contribution to the employment service in Singapore as the “one-stop employment service” and the “ability of industry survey and job development team” have combined industries entirely. Fourth, during the 2008 financial crisis, Singapore maintained a low unemployment rate because of the systemic-cooperation of labor, capitalists and government in response to changes in the market structure, and industries have adjusted themselves in the transition, too. Finally, based on the findings, several suggestions are proposed for the Taiwan government in making its employment and training service policy.
\r\n\r\nKeywords: Singapore, employment service, training, collaborative governance, public-private partnership
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22323/90e31932-1dd9-4162-a9ca-594c30c91665.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22324", "title": "從垂直課責到水平課責：以獨立性探討部長電子信箱之執行困境", "內容": "
從垂直課責到水平課責：以獨立性探討部長電子信箱之執行困境
\r\n\r\n張志鵬、王宏文、蔡逸敬
\r\n\r\n《摘要》
\r\n\r\n本文檢視部長陳情電子信箱中有關警政署部分之實際處理情況，並從課責機制及陳情處理單位的獨立性角度切入，研究結果顯示警政署非常重視民眾的陳情，這顯示在警政署訂定了相關的作業規則、公文的決行層次很高、要求回覆時限很短等現象。這些都會使警察的工作負擔與壓力增加，但民眾陳情的滿意度與信任程度卻不高，常會有自力救濟的行為產生。本文認為因為國內警察陳情信件皆是由警察部門處理，整個過程完全沒有警政署以外的人員參與，這樣的陳情處理機制不夠獨立，無法使民眾信任而透過自力救濟來獲得回應，因此，政府應考慮增加獨立於警察機關外的水平課責機制，以提高民眾信任，並達成民主治理之目標。
\r\n\r\n[關鍵詞]：部長電子信箱、陳情、陳情處理、課責、獨立性
\r\n\r\nFrom Vertical Accountability to Horizontal Accountability: A Study on the Operation of Minister’s Email Account from the Perspective of Independence
\r\n\r\nChih-Peng Chang, Hongwung Wang, Yi-Ching Tsai
\r\n\r\nAbstract
\r\n\r\nThis study aims to investigate the operation of minister's email account of National Police Agency from the perspectives of accountability and independence principle. The results show that the National Police Agency takes police complaints seriously. It establishes the working rules and related rewards and punishments, requires senior-ranking police officers to make final decisions, processes all complaints without exceptions, and responds in a short time. These arrangements increase the workloads and pressure of police officers. However, citizens are not satisfied.
\r\n\r\nThe study finds that the police have responsibility for all aspects of complaint investigations without any involvement of outsiders. As a result, the complaint processing agency is not independent and citizens who do not trust the procedures will seek help from others, such as legislative members and the mass media. The current complaint processing mechanisms are lack of horizontal accountability. It is recommended that the government should establish an independent police complaint processing unit to strengthen horizontal accountability in order to increase public trust and to achieve the goal of democratic governance.
\r\n\r\nKeywords: minister's email account, petition, complaint processing, accountability, independence
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22324/7f6802bb-5e32-4adb-ba04-44d28649ee86.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22325", "title": "書評──公共管理和文官制度之改革", "內容": "書 名： Public Management Reform: A Comparative Analysis- New Public Management, Governance, and the Neo-Weberian State
\r\n\r\n《公共管理改革》
\r\n\r\n作 者：C. Pollitt and G. Bouckaert
\r\n\r\n出 版 年：1st edition (2000); 2nd edition (2004); 3rd edition (2011)
\r\n\r\n出 版 社：Oxford University Press
\r\n\r\n頁 數：第一版314頁；第二版360頁；第三版352頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22325/480fc656-cd8d-49b8-9af3-eeb321a6eddf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMDEvYjk3MTE1MTMtNmE4Ni00NmNjLTk0ODEtODc3N2NiZWIxZTgzLnBkZg%3d%3d&n=NjEyNjE0MzkzNDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22301", "title": "《文官制度》季刊-8卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22301/b9711513-6a86-46cc-9481-8777cbeb1e83.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMDIvZjY3NzlmMmEtMjcyYS00NjI5LTgzZDctOGViM2M2MmFhNDljLnBkZg%3d%3d&n=ODExNjE5MjE0NjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22302", "title": "《文官制度》季刊-8卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22302/f6779f2a-272a-4629-83d7-8eb3c62aa49c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIzMDUvNjgwNGI2ZTktMDZlMC00MjMxLTg2N2EtMmM2NjRiYmIxODM2LnBkZg%3d%3d&n=NjEyNjE0NDcyMjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22305", "title": "《文官制度》季刊-8卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22305/6804b6e9-06e0-4231-867a-2c664bbb1836.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22306", "title": "特邀專論──從E化、M化、U化到？化：電子化政府科技變革樂觀論的反思", "內容": "從E化、M化、U化到？化：電子化政府科技變革樂觀論的反思
\r\n\r\n陳敦源
\r\n\r\n《摘要》
\r\n\r\n電子化政府是近年各國推動改革的各項政策中，少數能享受價值爭議少、好消息多，且民眾持續抱著正面期待的領域，這樣的政策特質也讓各國政府在這個場域中不斷投注心力，以滿足社會的期望；然而，這種夢幻式的變革環境，可能也反映人類社會普遍存在「科技變革樂觀論」的集體心理狀態，與各國政府推動電子化政策所產生行政改革的實際成效存在落差。
\r\n\r\n據此，本文主要的目的，是首先釐清前述「科技變革樂觀論」現象，以美國學者Fountain（2001）的科技制定模型（technology enactment model）為藍圖，討論可以帶來政府體制真正變革的電子化政府政策思維，提醒電子化政府的研究者與實務者，這個領域需要更適當的理論框架，來導引並落實虛擬國家的發展，不能單靠科技追新的衝動而已。
\r\n\r\n再者，本文站在臺灣電子化政府多年研究的基礎上，針對科技樂觀論下的電子化政府改革，提出五項問題進行反思，包括：一、政府電子化的需求面有確實顧及嗎？二、政府電子化變革的組織成本效益划算嗎？三、政府電子化人力資源管理與支援足夠嗎？四、政府建構虛擬國度相關的法令變革有跟上嗎？五、政府的資通科技推動方案都有完整的評估嗎？
\r\n\r\n最後，本文結合了「數位成熟度」的概念，提出臺灣電子化政府轉變政府結構與組織應當聚焦的三個關鍵：其一，數位時代政府流程改造必須納入數位知能；其二，流程的進化必須以服務對象為核心；其三，流程改造的推動策略必須與數位成熟度的轉換相結合，期待臺灣電子化政府的政策推動，在未來能夠真正創造出一個具有全觀式顧客導向治理、能發揮資料潛能的流程、以及主動積極的工作團隊的新世代政府組織。
\r\n\r\n[關鍵詞]： 科技變革樂觀論、資訊通訊科技、電子化政府、政府組織、虛擬國家
\r\n\r\nThe Next Step after Electronic, Mobile and Ubiquitous? Reflections on E-Government’s Technological Optimism
\r\n\r\nDon-Yun Chen
\r\n\r\nAbstract
\r\n\r\nIn most of the nations, e-government policy is one of the rare policy domains where there are few value conflicts but many positive reports as people have a high expectation of it. This almost dream-like environment has been driving government to invest more resources into e-government but also reveals a collective mentality of “Technological Optimism” where there might be gap between expectation and reality.
\r\n\r\nThe purpose of this paper is first to clarify the concept of technological optimism regarding e-government policy. Then, following a technology enactment model created by Jane E. Fountain to theoretically bridge the possible gap between the optimistic expectation and enacting reality, the author claims that those designing and implementing e-government policies should not focus only on pursuing new technologies.
\r\n\r\nSecondly, the author is presenting five-point reflections for both researchers and practitioners in the e-government circle to increase the possibilities of technology-enacted changes. They are: (1) Is the e-government policy demand-driven? (2) Is the e-government policy cost-effective? (3) Is the support of human resources sufficient for the e-government transformation? (4) Are the e-government-related rules and regulations changed as well? (5) Is program evaluation of the e-government plan comprehensive?
\r\n\r\nLastly, the author is introducing a concept of “digital maturity” to make the final point that the digital reengineering in e-government policies should include three strategic focuses: (1) they should be incorporated with digital intelligence; (2) the reform progress should be centered upon the users; (3) changes should be effected in step with the degree of digital maturity in government organizations. Hopefully, the efforts of e-government policy can bring about an agency-wide change of governance by focusing on the customers, tapping into the potential of data, and arousing a passionate work spirit.
\r\n\r\nKeywords: technological optimism, information and communication technologies (ICTs), e-government, government organization, digital state
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22306/50a136d9-0c86-4f71-b41c-63f339aee11f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22307", "title": "災害救援過程中的協力關係：以東日本大地震為例", "內容": "
災害救援過程中的協力關係：以東日本大地震為例
\r\n\r\n林淑馨
\r\n\r\n《摘要》
\r\n\r\n日本為一地震好發國家，歷年來的地震雖對該國造成嚴重的損失與傷害，卻也因而促使日本在災害教育、防災演習和緊急救難組織發展上領先世界各國，並晉升為災害防救績效顯著的國家。2011年3月11日發生的東日本大地震雖重創日本，但在這次救援過程中該國防災體制與公私協力的運作情形乃是值得學習與反思之處。
\r\n\r\n研究結果發現，在東日本大地震的救災過程中，日本共助協力精神的發揮與協力分工體制的建立，以及水平式廣域行政制度的落實，可以減低災害所帶來的衝擊。然而，如何強化非常時期協力體制的運作成效，以及解決水平協力制度所帶來的沉重財政負擔，則是今後所需面臨的課題。此外，藉由日本經驗得知，防災行政雖由國家主導，但需積極整合民間力量並善用中介組織，才能達到減災目的；而廣域防災行政的制度化與協力內容的多元化都是值得我國參考之處。
\r\n\r\n[關鍵詞]：防災行政、東日本大地震、公私協力、廣域行政、非營利組織
\r\n\r\nThe Collaborative Partnership during Disaster Rescue: Using Tohoku Earthquake as an Example
\r\n\r\nShu-Hsin Lin
\r\n\r\nAbstract
\r\n\r\nJapan is located in an area of high seismicity, and earthquakes have brought devastating damages and destructions to the country. But Japan has always been a leading country in the fields of disaster education, disaster preparedness (for example: disaster drills) and emergency rescues, which have led to a significant improvement for disaster rescue and prevention. Although the 2011 Tohoku earthquake had devastated Japan, the public-private collaboration in rescue has provided an opportunity for the global community to study and reflect on.
\r\n\r\nStudy shows that during the rescue of Tohoku Earthquake victims, Japan had established the system of mutual assistance and made good use of division of labor, carrying out horizontal cross-boundary governance which reduced effectively the negative impacts that might have arose from the disaster. However, the challenges that lies ahead is what the government can do to strengthen the partner relationship during emergency and to resolve the heavy financial burden of horizontal partnerships. Moreover, we have learnt from Japan’s experience that although disaster prevention activities are mainly led by government, we will still need to utilize the power of intermediate organizations to integrate private resources with public ones so that we can achieve the goal of reducing damages caused by disaster. Finally, the institutionalization of cross-boundary governance for disaster prevention and the capacity of public-private partnerships for managing different issues are what Taiwan can learn from.
\r\n\r\nKeywords: disaster management, Tohoku earthquake, public-private partnership, wide area administration, non-profit organization
\r\n公共服務中的「面具效應」：情緒勞務觀點的探討
\r\n\r\n黃一峯
\r\n\r\n《摘要》
\r\n\r\n「為民服務」是當代政府對公務人員的基本要求；政府機關以之為提升政府績效的最低標準，規範公務人員必須以「公僕」的態度為民眾提供各種法定的服務。然而，傳統「官員」的文化價值依然根深蒂固。在民粹主義高漲的社會趨勢中，公務人員必須面對一些理盲、情緒化的民眾；久而久之，公務人員經常具備二張面具（一張是工作要求下的「親民態度」，另一張則是公務人員個人面對「刁鑽民眾」產生的不悅情緒），本文稱之為「面具效應」（mask effect）。
\r\n\r\n本文運用問卷調查法，分析新北市民政、社政等直接面對民眾的公務人員認知，探討情緒勞務（emotional labor）與工作滿足、組織承諾的關聯。研究發現留任意願與工作滿足感有關，工作滿足感愈高留任意願愈高；同時亦發現，隨著年齡增長其滿足感程度愈高，留任意願也愈高。其次，本文發現離職傾向會受情緒偽裝與情緒克制的程度所影響，當情緒偽裝程度愈高，則有較高的離職傾向；年齡分析單位低的人員，其工作滿足感低、情緒偽裝程度高，而離職傾向也愈高。第三，本文指出情緒克制對離職傾向有負向影響關係，而年齡分析單位愈年輕的人員，其情緒克制的程度低於年齡分析單位高的樣本，顯示年齡分析單位愈低的人員，受到情緒克制程度愈低的影響，離職傾向愈高。總之，本文研究發現受訪公務人員在履行職務過程中，會出現不等的「面具效應」，因而影響了滿足感與留任或離職傾向，此結果將有助於改進公務人員的臨櫃服務，並作為未來公務人員培訓課程的設計依據。
\r\n\r\n[關鍵詞]：情緒勞務、面具效應
\r\n\r\nMask Effect in Public Service: A Perspective of Emotional Labor
\r\n\r\nIrving Yi-Feng Huang
\r\n\r\nAbstract
\r\n\r\n“Serving the people” is the basic requirement for civil servants in modern society. It's the minimum standard to promote government performance which demands the civil service to possess the attitude of servants to provide services to the citizens. But, the tradition to treat the government employees as officers is still prevailing among the civil service. The civil servants will show a friendly mask for serving the citizens but keep an unhappy face of disliking rude and “ungovernable” people. In the long run, this kind of conflict will cause some problems for the civil servants and will ruin the organizational performance.
\r\n\r\nAn on-line questionnaire survey was conducted to collect the data from street-level civil servants in New Taipei City. The findings indicate the “mask effect” has significant influence on job satisfaction and intention of turnover. It's important for the Human Resource agency to design and provide necessary training to reduce the conflict for civil servants.
\r\n\r\nKeywords: emotional labor, mask effect
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22308/fa3934f3-8ec4-424a-839f-9db6c3a9e037.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22309", "title": "課責是否能提升績效？臺灣政府審計影響之探討", "內容": "
課責是否能提升績效？臺灣政府審計影響之探討
\r\n\r\n蔡馨芳
\r\n\r\n《摘要》
\r\n\r\n政府審計乃國家治理不可或缺之一環，審計機關應持續致力於發揮監督、洞察及前瞻功能，以成為值得人民信賴之典範機關，並有效促進良善國家治理。美國前審計長David Walker於2005年曾表示：「聯邦審計署（Government Accountability Office, GAO）是一個協助提升政府運作效能且負起施政責任的組織。基於此目標，聯邦審計署協助國會監督行政機關運作，洞察提升政府效能的各種方式，並前瞻未來各種挑戰。」然而，審計人員在進行審計工作的傳統信念—透過課責方式可提升施政績效之關係果真存在嗎？課責真的能讓績效提升嗎？抑或只是「吹毛求疵」（nit-picking），針對小錯誤窮追猛打並加以懲罰，最後侵蝕公眾對政府的信任呢？
\r\n\r\n本文採用量化內容分析法，針對國內審計機關所公布之審計績效報告，解構內容並解讀其對行政機關提供公共服務之效能所造成的影響。基於國內審計機關在主要業務上近年來所獲致之成果，在財務上、內控制度上或政策規劃執行上，協助行政機關發現問題並提出可行之解決方式，並獲得行政機關的採納，對於提升政府績效逐漸產生正面效果及影響力；審計報告中糾正建議強調提升計畫之業務及管理效能及改善計畫之規劃。同時其所產生之影響，主要為著重績效預期結果、重視審計建議之接受度、執行情況及對決策過程之影響等「工具型」及「戰術型」之類型及模式。
\r\n\r\n[關鍵詞]：審計、績效審計、課責、審計影響、內容分析
\r\n\r\nCan Enhanced Accountability Improve Performance? The Impact of Auditing in Taiwan
\r\n\r\nHsin-Fang Tsai
\r\n\r\nAbstract
\r\n\r\nAuditing is an indispensable part of governance. The Supreme Audit Institution (SAI) should effectively promote good governance and become a main authority which plays a role for oversight, insight and foresight. David Walker, former Comptroller General of the United States and head of the Government Accountability Office (GAO), said, “We’re in the business of helping government work better and holding it accountable to the people. To this end, GAO provides Congress with oversight of agency operations, insight into ways to improve government and foresight about future challenges. Auditors are intended for their work to improve the performance of the agencies they audited.” However, has auditing actually improved government performance? Or has it undermined public trust ultimately by nit-picking, pouncing on minor errors and punishing?
\r\n\r\nThis paper adopted quantitative content analysis to describe the performance evaluation of the National Audit Office in Taiwan, to deconstruct and interpret the impacts the audit reports might have had on the effectiveness, efficiency and mechanisms of public services. The author concluded that the work of Supreme Audit Institution assists auditees to find problems and provide feasible solutions, some of which have been adopted. Suggestions such as how to promote the projects’ management and implementation, and how to improve the policy planning are emphasized. Gradually auditing has a positive effect on improving performance. In the meantime, the types of impacts of performance auditing in Taiwan are also instrumental and tactical. In other words, action was often taken during the auditing process to remedy failings found in the functioning of a government entity and had impacts on the decision-making process.
\r\n\r\nKeywords: audit, performance auditing, accountability, auditing impact, content analysis
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22309/b38510b2-a117-4edd-b3a7-cf2cca5dc77a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22310", "title": "書評──公共與非營利組織的組織行為", "內容": "
書 名： Managing Human Behavior in Public and Nonprofit Organizations (4th Ed.)（電子版）
\r\n\r\n《公共與非營利組織的組織行為》
\r\n\r\n作 者：R. B. Denhardt, J. V. Denhardt and M. P. Aristigueta
\r\n\r\n出 版 年：2016
\r\n\r\n出 版 社：SAGE Publications Ltd.
\r\n\r\n頁 數：705頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22310/c396745e-9b74-414b-bdb5-dc211616d13b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyODYvODBjMzE3YTEtZGFiZi00NGQ4LWExMWMtNDRmM2M0MGI0MDdiLnBkZg%3d%3d&n=NjgyNDE2MzA0NzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22286", "title": "《文官制度》季刊-8卷3期_封面 ", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22286/80c317a1-dabf-44d8-a11c-44f3c40b407b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyODcvYjM0NjU3MzItNmU0Zi00NDE0LWFhY2UtYTg3MmY2ZTE4YTQ5LnBkZg%3d%3d&n=NjgyNDE2MzIwMi5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22287", "title": "《文官制度》季刊-8卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22287/b3465732-6e4f-4414-aace-a872f6e18a49.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyOTAvMjg5ZDQ4ZDQtODZjOC00OGU5LWIzY2MtMTUyYWU4OTIxMjdkLnBkZg%3d%3d&n=NjgyNDE2MzQxNzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22290", "title": "《文官制度》季刊-8卷3期_主編的話 ", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22290/289d48d4-86c8-48e9-b3cc-152ae892127d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22291", "title": "特邀專論──民主與行政：政黨輪替對文官體系的衝擊與影響\t", "內容": "民主與行政：政黨輪替對文官體系的衝擊與影響
\r\n\r\n余致力
\r\n\r\n《摘要》
\r\n\r\n臺灣過去長年由國民黨掌控中央政權，從未有過政黨輪替的現象，直到2000年總統大選，我國中央政府才產生了首次政黨輪替，開啟了從事相關研究的一個機會，也促使公共行政學界更嚴肅與深入地思索民主與行政的大哉問。本文首先簡要評論臺灣民主轉型的功過成敗，繼而回顧公共行政學術發展中，對民主與行政的思辯，再以2000年與2008年兩次中央政府政黨輪替的經驗，來探討政黨輪替對文官體系的衝擊與影響，最後針對2016年第三次政黨輪替提出一些實務運作與學術研究的建言。
\r\n\r\n[關鍵詞]：民主與行政、政黨輪替、文官體系
\r\n\r\nDemocracy and Administration: The Impact and Influence of Party Alternation on Civil Service
\r\n\r\nChilik Yu
\r\n\r\nAbstract
\r\n\r\nThe central government in Taiwan was controlled by the Kuomintang (KMT) for more than half a century in the 20th century. As a result, scholars did not have the opportunity to conduct relevant research on the phenomenon of party alternation until the first peaceful power transfer in 2000. The first party alternation also triggered academics of public administration to treat the enduring and increasingly big issue of democracy and administration more seriously and in a more in-depth way. The purpose of this paper is fourfold: first, to comment briefly on the positive and negative results of the democratic transformation in Taiwan; second, to review the deliberation of democracy and administration in the context of the intellectual development; third, to explore the impacts of party alternation on civil service, based on the 2000 and 2008 experiences in Taiwan; and finally, to propose some suggestions for government leaders and academic researchers after the third party changeover in 2016.
\r\n\r\nKeywords: democracy and administration, party alternation, civil service
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22291/ab69ec7b-9199-4b08-a48b-21976635626e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22292", "title": "少數族群資源分配政策的理論基礎與跨國經驗：對於臺灣的啟示與反思", "內容": "少數族群資源分配政策的理論基礎與跨國經驗：對於臺灣的啟示與反思
\r\n\r\n孫煒、黃之棟、許雲翔
\r\n\r\n《摘要》
\r\n\r\n隨著新住民移入，臺灣社會少數族群的組成日趨多元，現行以原住民族委員會（以下簡稱原民會）、客家委員會（以下簡稱客委會）及移民署所建構起的族群型代表性機關，在政策資源配置的能力益形不足，其協同機制更與行政組織再造後所依循的政策統合原則有所扞格。本文意圖從理論上探討少數族群資源分配政策的形成基礎，並從實證上觀察各國少數族群行政機關的運作。研究目的在於尋找族群型代表性行政機關、協同治理與政策統合間的調合方式，避免減損族群型代表性行政機關原有的回應能力。研究運用比較研究的架構，首先探討族群型代表性行政機關，協同治理及政策統合的相關論述，並分析六個國家—美國、加拿大、澳大利亞、紐西蘭、比利時及新加坡的少數族群政策資源配置機制，對應臺灣目前的機制與問題，最後提出結論與政策建言。
\r\n\r\n[關鍵詞]：族群型代表性行政機關、政策統合、協同治理
\r\n\r\nThe Theoretical Bases and International Comparison of Resource Allocation among Ethnic Minorities: The Lessons for Taiwan and its Reflections
\r\n\r\nWay Sun, Chih-Tung Huang, Yun-Hsiang Hsu
\r\n\r\nAbstract
\r\n\r\nThe composition of ethnic minorities in Taiwan has diversified with the influx of marriage immigrants over the past two decades. This social development, as well as the principal of policy coordination upheld in recent organization restructuring, have led to the insufficiency of current ethnic-based representative agency to allocate policy resource on the basis of collaborative structure. This study discusses the theoretical bases of resource allocation among ethnic minorities and empirically compares the policies in six countries—the United States, Canada, Australia, New Zealand, Belgium, and Singapore. Without compromising the responsiveness of current ethnic-based bureaucracy, we aim at exploring the adaptation structure that can reconcile the differences within ethnic-based representative agency, policy coordination, and collaborative governance. Conclusions are made under this structure and policy suggestions are given accordingly.
\r\n\r\nKeywords: ethnic-based representative agency, policy coordination, collaborative governance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22292/657635a3-4ce1-4369-b5c7-e9716863c090.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22293", "title": "自我效能與信賴關係對公部門工作績效之影響", "內容": "自我效能與信賴關係對公部門工作績效之影響
\r\n\r\n廖珮妏、謝俊義
\r\n\r\n《摘要》
\r\n\r\n改善政府機關的績效始終是公共行政的重要課題。本研究欲探討公部門成員的自我效能感，包括公部門成員若有自信應付任何突發事件、相信付出努力能解決難題、相信自己擁有處理問題能力，且認為自我遇到難題有解決以及應對的方法，當這些自我效能感愈高時，的確也會反應在工作績效上，包括合作、溝通、規劃、技術、工作品質、工作負荷量與整體工作等也相對上的提升，但基於績效衡量除了關係到個人績效，甚至攸關整體工作，加上組織要運作得當，需要工作成員間相互合作以達成組織目標，包括與主管和員工彼此承諾是可靠、誠實、互相信任、互相幫助、考慮彼此利益這些信賴指標的確影響著績效指標。其研究結果發現，若單純探討自我效能對績效之效果，以及信賴關係對績效之效果，則分別皆有顯著且正向影響，但當研究模型同時放入自我效能與信賴關係時，自我效能則對績效產生顯著負向影響。而探討了自我效能、信賴關係、自我效能與信賴關係的交互作用效果，則發現自我效能並不會對績效產生影響，但信賴關係對績效仍具有顯著且正向效果，而是與信賴關係的交互作用效果對績效產生正向顯著影響。
\r\n\r\n[關鍵詞]：自我效能、信賴關係、績效
\r\n\r\nThe Impact of Self-Efficacy and Fiduciary Relationship on Work Performance in the Public Sector
\r\n\r\nPei-Wen Liao, Jun-Yi Hsieh
\r\n\r\nAbstract
\r\n\r\nImproving government performance is always an important issue of public administration. This study tries to explore public sector members’ sense of self-efficacy from premises that include: public sector members have confidence to deal with any unexpected events, public sector members believe in their effort to solve the problem, they believe they have the ability to deal with the problem and that the problems they have encountered have a solution – there will be ways to cope with the problems. When they have a higher sense of self-efficacy, it will be reflected in their better work performance, including cooperation, communication, planning, technology, quality of work, work load and the overall work. In addition to the performance-based measure of the relationship between the individual performance and overall stake, organizations need well-functioning members to cooperate with each other to achieve organizational goals, including supervisors and employees whose mutual commitments are reliable, who consider each other to be honest, and who trust each other, help each other, consider each other’s interests and trust these indicators does affect the performance indicators. The research found that self-efficacy and fiduciary relationship has significant positive effect on performance. When the model is applied to the self-efficacy and fiduciary relationships, there are significant negative effects on performance. However, the self-efficacy and fiduciary relationship have latent interaction effects on performance. The research finds that self-efficacy has not impacts on performance, the fiduciary relationship has positive significant effects on performance. Self-efficacy and fiduciary relationship have significant positive latent interaction effects on performance.
\r\n\r\nKeywords: self-efficacy, fiduciary relationship, performance ratings
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22293/446ccc71-4842-4087-896d-1a710cf9d87d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22294", "title": "一樣的身分、不一樣的角色：以2008年臺灣政府文官調查庫探索文官回應與類型", "內容": "
一樣的身分、不一樣的角色：以2008年臺灣政府文官調查庫探索文官回應與類型
\r\n\r\n黃建勲
\r\n\r\n《摘要》
\r\n\r\n理論上，在民主治理下，負責任的文官必須回應多元的價值，包括服從、效率、專業、公正、依法行政、公共利益與民意等。實際上，雖然事務文官是身分受到法律保障的永業官員，但因為個別價值認知與偏好，而在政策過程中，對於多元的價值與責任要求，有不同程度的回應，而可能形成不同特性的行政角色。
\r\n\r\n本研究利用2008年臺灣文官調查資料與集群分析方法，針對1,852個有效樣本進行分組，將相似回應特性文官歸於相同組別，而組別間差異盡量最大，以系統性分析國內公務員不同的回應類型，勾勒與詮釋我國文官體系下多元的樣貌與角色。本研究以公益導向、效率、專業判斷、層級服從、依法行政、政治回應與中立等作為集群變數，將樣本分成四組，並分別命名為：專業技術者、自主成效者、公益關懷者、傳統執行者。最後，依據分組結果與特性，本研究也提供人事與組織管理的相關政策建議。
\r\n\r\n[關鍵詞]：回應性、責任、倫理、集群分析
\r\n\r\nExploring the Administrative Roles and Types of Responsible Administrators: An Application of Cluster Analysis in Taiwan
\r\n\r\nChien-Hsun Huang
\r\n\r\nAbstract
\r\n\r\nIn an environment of democratic governance, responsible administrators are expected to respond to multiple values, such as obedience, efficiency, impartiality, competence, and public interest. However, because of their values and preferences, administrators may have different attitudes toward these multiple requests from personal, organizational, and political settings. This study uses data from Taiwan Government Bureaucrats Survey in 2008 and method of cluster analysis to explore different responsive attributes and sub-groups of Taiwan’s bureaucracy. This study relies on seven clustering variables: public interest, efficiency, profession, obedience, law, political responsiveness, and neutrality, to divide into four groups that are labeled by four roles -- "experts", "result-seeking autonomists", "public interest promoters" and "implementing agents". Finally, some suggestions on personnel management, organizations, and ethics are provided.
\r\n\r\nKeywords: responsiveness, responsibility, ethics, cluster analysis, bureaucracy
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22294/95ba0996-5b0d-4d3c-97d0-f59add29dd0b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22295", "title": "書評──觀察政府菁英", "內容": "
書 名：Observing Government Elites
\r\n\r\n《觀察政府菁英》
\r\n\r\n作 者：R. A. W. Rhodes, P.'t. Hart and M. Noordegraaf (Eds.)
\r\n\r\n出 版 年：2007
\r\n\r\n出 版 社：Basingstoke, UK: Palgrave-Macmillan
\r\n\r\n頁 數：245頁
\r\n\r\n\r\n\r\n
書 名：Everyday Life in British Government
\r\n\r\n《英國政府中的日常生活》
\r\n\r\n作 者：R. A. W. Rhodes
\r\n\r\n出 版 年： 2011
\r\n\r\n出 版 社：Oxford, UK: Oxford University Press (OUP)
\r\n\r\n頁 數：349頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22295/97370c77-b3a6-4a1d-8d70-d4de7f55d247.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNzEvNjFlZTRmY2QtYTI3NC00YTE0LWE0MDItYTU2NmYwOWQ3MjYyLnBkZg%3d%3d&n=NjUyNDE1MTQyNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22271", "title": "《文官制度》季刊-8卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22271/61ee4fcd-a274-4a14-a402-a566f09d7262.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNzIvYjAyOTY4MzctNzQyZC00OWEwLThmMTMtMGM5NjRkZjNhYjQ3LnBkZg%3d%3d&n=NjUyNDE1MjY0NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22272", "title": "《文官制度》季刊-8卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22272/b0296837-742d-49a0-8f13-0c964df3ab47.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNzUvOTk5N2RhMmItMWU2Ni00YTg4LWEwYjQtYTk4NTBkOTUyYTg4LnBkZg%3d%3d&n=NjUyNDE1MjgxMzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22275", "title": "《文官制度》季刊-8卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22275/9997da2b-1e66-4a88-a0b4-a9850d952a88.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22276", "title": "特邀專論──文官制度的國際變遷趨勢與我國的改革", "內容": "文官制度的國際變遷趨勢與我國的改革
\r\n\r\n彭錦鵬
\r\n\r\n《摘要》
\r\n\r\n經濟合作暨發展組織（Organization for Economic Co-operation and Development，以下簡稱OECD）國家自1980年代以來全面朝向新公共管理理念改革，因之並建立以職位為基礎的文官制度，同時實施部會分權化管理人力資源。其主要變革包括：公務人力甄選彈性化、改變文官終身保障的地位、採用績效管理、規劃未來公務人力職能、建立高級文官團。
\r\n\r\n第11屆考試院2009年通過「文官制度興革規劃方案」，除統整文官法制外，訂定4個改革面向：提高考試信度和效度、建構高階主管特別管理制度、研修公務人員考績制度、改善俸給與退撫制度。6年下來，這4大面向的改革，最後都未能順利推動完成。
\r\n\r\n本文檢討國際變遷趨勢、我國文官制度現狀後，建議未來改革的重大事項：1.人力結構方面：重新檢視中央政府機關總員額法（以下簡稱總員額法）對公務人力計算的定義及員額上限；2.考選制度改革包括：實行分階段考試、檢討第二階段專業科目、全面實施口試、精簡考試類科及層級；3.績效考核方面：儘速通過公務人員考績法修正條文立法；4.建立行政院優先適用的高級文官團。
\r\n\r\n[關鍵詞]：文官制度、高級文官團、考選、甄募、薪資、績效、人力資源規劃、能力、退休
\r\n\r\nInternational Trend of Civil Service Reform and Implication for Taiwan
\r\n\r\nThomas Ching-Peng Peng
\r\n\r\nAbstract
\r\n\r\nThe New Public Management movement that emphasizes private management principles in the 1980s fosters the position-based civil service systems in many OECD countries. Along with the position-based civil service system, human resources management of OECD countries mostly concentrates on the following reforms: decentralized human resource management, flexible methods of selection, changing civil servant status, rigorous performance management, planning future workforce and competency, and establishing senior civil service.
\r\n\r\nAfter reviewing international trends and the current situation of civil service in Taiwan, this paper proposes reform recommendations. First, review the workforce structure and the quota limit of public employees set by Central Government Agency Personnel Quota Law. Second, carry out examination reform including staged examination, oral tests for all, streamlining professional subjects of the examination and examination categories and levels. Third, legalize the proposed amendment of articles on Civil Service Performance Evaluation Act. Fourth, build a senior civil service team for the Executive Yuan.
\r\n\r\nKeywords: civil service, senior civil service, recruitment, selection, pay, performance review, workforce planning, competency, retirement
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22276/da4d5aef-7d72-48f6-9db9-ace766219033.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22277", "title": "行政服務變革管理之因應策略探討", "內容": "
行政服務變革管理之因應策略探討
\r\n\r\n戰寶華、陳惠珍
\r\n\r\n《摘要》
\r\n\r\n臺灣社會環境變遷迅速，促使各項行政服務措施必須具備創新思維，以因應未來變革之需求，因為成功之變革管理對任何組織皆是至為重要，以利能在目前競爭激烈且不斷變化之情境中生存與發展。然而如何規劃適切可行流程並預防偏誤，進而發揮組織核心價值，實乃行政服務變革管理之重要課題。爰此，本文綜合變革管理、市場區隔、消費價值、共創價值、服務品質等理論觀點，提出三倍速（3´SPEED）之行政服務變革管理的因應策略做法，包含變革前之明辨深思（speculation）與妥適準備（preparation）、變革中之確實執行（execution）、變革後之仔細檢核（examination）與永續發展（development）等層面，期能創造更高之附加效益與達成更佳之變革成效。
\r\n\r\n[關鍵詞]：行政服務變革、變革管理、共創價值、服務品質
\r\n\r\nStrategies for Management Reform of Administrative Services
\r\n\r\nPao-Hwa Chan, Weigh-Jen Chen
\r\n\r\nAbstract
\r\n\r\nDue to the rapid changes of social environment in Taiwan, administrative services should be managed with innovative thinking in response to needs because a successful reform of management is essential to any organization in order to survive and thrive in the highly competitive and continuously evolving circumstances. An appropriate strategy is indispensable to change the management of administrative services to prevent errors, promote performance, and highlight organizational core values. Therefore, based on the concepts of management, market segmentation, consumption value, co-creation value, and service quality, a 3´SPEED framework is proposed for the purpose of greater advantage and better achievement.
\r\n\r\nKeywords: change in administrative service, change management, co-creation value, service quality
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22277/4799d570-02f3-4530-8fe6-2ea5f1c5fcad.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22278", "title": "錯不在我！貪污犯合理化心理機制之探索", "內容": "
錯不在我！貪污犯合理化心理機制之探索
\r\n\r\n余一鳴
\r\n\r\n《摘要》
\r\n\r\n貪污行為是古今中外普遍存在的現象，其衍生的問題及對社會及國家的危害難以估算。隨著民主政治的發展貪污議題愈來愈受世人關注，各國莫不致力於這方面的防治，為此政府設立「廉政署」專責管理，即令如此，政治貪腐議題的研究仍處於相對落後的狀態，究其原因不外乎政治學對貪腐行為的研究多數仍關注於宏觀的制度與結構分析，另一方面則由於微觀途徑也僅著重於個體背景與道德心理特質的分析，甚少從貪腐者心理面向深入理解，形成貪腐研究上的缺口。為此，本研究主要藉由道德疏離的理論視角，針對違犯貪污判決確定之受刑人進行深度訪談。經由本研究訪談發現，貪污犯刑者會透過道德疏離機制，合理化自己的貪污行為，以減輕貪污行為的認知壓力，而這種脫道德的權宜措施，久而久之轉變為個體對貪腐行為的合理化認知。
\r\n\r\n[關鍵詞]：貪腐、認知失調、心理歷程、貪污犯、道德疏離
\r\n\r\nIt's Not My Fault! The Psychodynamic Process of Corruption Convicts
\r\n\r\nYi-Ming Yu
\r\n\r\nAbstract
\r\n\r\nCorruption has been common throughout history until now, and its damage to society and countries worldwide has been immeasurable. With the development of democracy, the issue of corruption has increasingly received attention, and every country has been dedicated to fighting corruption. The government of Taiwan was no exception, establishing the Agency Against Corruption, which aims to promote ethics and integrity and facilitate administrative transparency. However, most studies on corruption have, focused on the institutional and structural backgrounds and few have probed corruption from the perspective of the psychological processes of those found guilty of corruption.
\r\n\r\nTherefore, this study adopts the perspective of cognitive dissonance to examine a case of an individual convicted of corruption. The results show that the person experienced cognitive dissonance in the initial stage. To mitigate the psychological pressure from cognitive dissonance, people convicted of corruption attempt to adjust their thoughts to ameliorate the pressure of corrupt behavior, which was used by the individual investigated in the study to rationalize of corruption.
\r\n\r\nKeywords: corruption, cognitive dissonance, psychodynamic process, embezzler, moral disengagement
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22278/bd637f4b-1058-4cd8-b796-2cd953d259b1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22279", "title": "社會影響因素對我國公務人員數位學習意向及行為之影響：以性別、年齡及經驗為調節變項", "內容": "
社會影響因素對我國公務人員數位學習意向及行為之影響：以性別、年齡及經驗為調節變項
\r\n\r\n陳俊廷、黃明月
\r\n\r\n《摘要》
\r\n\r\n本研究以科技接受與使用整合模式中的社會影響因素構面（含主觀規範、社會因素及形象等子構面）來探討其對公務人員的數位學習意向及行為的影響，並將研究對象之性別、年齡及使用經驗作為調節變項以分析對此過程的影響。本研究研究對象為行政院人事行政總處公務人力發展中心建置之「e等公務園」公務員會員。研究資料除受試者自評資料外，另配合線上學習平台所記錄的認證時數等客觀資料。經統計分析發現：1.公務人員社會影響因素程度越高，其進行數位學習之意願越強，進而進行數位學習；2.性別會對社會影響因素對數位學習意願及行為產生影響；年齡及使用經驗則否。本研究依據研究結果提出結論與建議，提供政府擬定推動公務人員進行數位學習相關政策之參考。
\r\n\r\n[關鍵詞]： 社會影響因素、數位學習行為意向、使用行為、科技接受與使用整合模式
\r\n\r\nThe Social Influence Factors that Affect the e-learning Behavioral Intention and Behaviors of Civil Servants: Gender, Age, and Experience as Moderators
\r\n\r\nJiun-Ting Chen, Ming-Yue Hwang
\r\n\r\nAbstract
\r\n\r\nThis study adopts the social influence factors of the UTAUT model - including dimensions of subjective norm, social factors and image - to understand how the social influence factors affect the e-learning behavioral intention and behaviors of civil servants. In addition, this study uses gender, age, and experience as moderators to analyse how those moderators affect the relationship among social influence factors, e-learning behavioral intention and behaviors. A survey questionnaire was distributed to the members of the internet learning system, “Public Service e-Learning Web”. Thus the research data of this study includes the information gathered both from the members survey and their e-learning records. After a statistical analysis, the findings demonstrate that: 1. Social influence factors have significantly positive effects on e-learning behavior intention and behaviors. 2. Gender moderates the relationship among social influence factors, e-learning behavioral intention and behaviors, but age and experience do not. The results of this study will provide the government with suggestions for policy making in order to motivate civil servants to use e-learning as a learning approach.
\r\n\r\nKeywords: social influence factors, e-learning behavioral intention, e-learning behavior, UTAUT
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22279/12568e9f-d944-46a1-a9e5-575d7c76c104.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22280", "title": "書評──績效統計數據的管理", "內容": "
書 名： The PerformanceStat Potential: A Leadership Strategy for Producing Results
\r\n\r\n《績效統計數據的管理：以結果為導向的領導策略》
\r\n\r\n作 者： Robert D. Behn
\r\n\r\n出 版 年： 2014
\r\n\r\n出 版 社： Harvard University
\r\n\r\n頁 數： 413頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22280/21fbf0a6-786d-479e-be96-999a497726d0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNzAvMjYzZmI3MWEtOTYxNi00N2IyLWI5ZjQtMmQ0YjRlNmJlYTZjLnBkZg%3d%3d&n=NjQxMTEwMjMyODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22270", "title": "《文官制度》季刊-8卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22270/263fb71a-9616-47b2-b9f4-2d4b4e6bea6c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk5MTcvY2U0NGU1MTItYzI2Mi00NzVjLWE3N2MtMjgzMTFjMmQzZjJiLnBkZg%3d%3d&n=44CK5paH5a6Y5Yi25bqm44CL5a2j5YiKXzjljbcx5pyf77yI5YWo5paH77yJLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39917", "title": "《文官制度》季刊-8卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39917/ce44e512-c262-475c-a77c-28311c2d3f2b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNjAvZDg0YWUwMjMtZGUzZi00ZjMyLWI5ZDUtNTk1NWYzZWY2MGQzLnBkZg%3d%3d&n=NjMyMTk1MzIyNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22260", "title": "《文官制度》季刊-8卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22260/d84ae023-de3f-4f32-b9d5-5955f3ef60d3.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22261", "title": "特邀專論──公民社會在公共行政領域的發展趨勢", "內容": "公民社會在公共行政領域的發展趨勢
\r\n\r\n陳金貴
\r\n\r\n《摘要》
\r\n\r\n公共行政在傳統上是以推動政府組織運作及訂定公共政策的理論研究和實務處理為主要方向，然而隨着時代的演變，公民意識上升形成一種新的公民社會現象，民眾不僅勇於表達自己的看法，也會去爭取自己的權益，甚至對抗影響本身利害的政府措施，這種反應使公務人員不能只從政府本身的角度去處理公共的問題，而必須要暸解民眾的想法，並從民眾的需求去設計及推動各種公共政策及相關措施，才能有效展現施政的績效。這種施政思維反應在公共行政的研究領域中，可以看見各種相關新途徑的探討，例如公共治理、公私協力關係、第三部門發展、公民參與、社區發展、公私夥伴關係、民營化、地方治理、公民會議及電子化民主參與的主題。這種發展趨勢顯示政府部門已逐漸從內部公權力為大的思維，走向面對民意和公民社會的考量，然而公共行政相關人員卻缺乏足夠訓練和認知，造成公共行政研究或實務推展的無形圍牆。面對如此的困境，本文試圖從公民社會本身的演變來探討其與公共行政的關係，並從目前學術界和實務界的相關研究和作為，析論公共行政要如何與公民社會結合，以建立公共行政研究和政府部門實務工作的新領域。
\r\n\r\n[關鍵詞]： 公民社會、公共治理、新公共服務、夥伴關係、協力關係
\r\n\r\nThe Trend of the Development on Civil Society in the Field of Public Administration
\r\n\r\nChin-Kuei Chen
\r\n\r\nAbstract
\r\n\r\nTraditionally, public administration focuses on the operation of government and theoretical research of public policy. However, with civic consciousness rising, civil society has been booming. People are not only voicing their opinions publicly, but are also demanding their own rights openly. They even challenge government actions that they claim affect their interests. Therefore, public-sector employees cannot deal with the public problems from their viewpoints; rather, they should try to realize the people’s thoughts first. They must follow the people’s needs to design public policies and provide public services. This is reflected in the new approaches of government operations, such as public governance, public–private partnership, citizen participation, and community development. The development of these trends demonstrates that the government is no longer a major power to control public affairs, but has to share its power with the people and civil society. Actually, most of the public employees are not well trained to understand civil society. This study, therefore, tries to explore the relationship between public administration and civil society based on the changing nature of civil society, and to analyze how public administration can work with civil society, helping to build a new field for the research of public administration and the practice of government.
\r\n\r\nKeywords: civil society, public governance, the new public service, collaboration, public-private partnership
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22261/883889b3-6497-4445-822d-4f687efe6080.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22262", "title": "桃園航空城計畫之治理問題與解決對策—全觀型治理的觀點", "內容": "
桃園航空城計畫之治理問題與解決對策—全觀型治理的觀點
\r\n\r\n呂美暄、柯于璋
\r\n\r\n《摘要》
\r\n\r\n近幾年國際興起一股機場特區開發的熱潮，結合空運、會議、展場或其他相關產業，帶動地區與經濟發展。桃園航空城是我國重要門戶，中央與地方政府為了發展經濟，也制定了「桃園航空城計畫」，並於2009年通過「國際機場園區發展條例」，惟桃園航空城計畫的後續推動計畫並不順利。本研究從全觀型治理的觀點，利用文獻蒐集與深度訪談，分析航空城開發的主要問題──碎裂治理，這些碎裂治理問題包括不同的政府層級、公私部門與專業功能，導致許多機關組織間的政策目標、策略的衝突，而延宕開發計畫。此外，本研究也從協調、整合的觀點，提供具體的改善策略及意見。桃園航空城是典型的跨域問題，跨越不同的政府層級、公私部門與專業功能；因此，本文的研究架構與過程，可以提供其他類似跨域議題的思考與解決途徑。
\r\n\r\n[關鍵詞]：桃園航空城計畫、全觀型治理、碎裂治理、協調、整合
\r\n\r\nGovernance Issues and Resolutions of the Taoyuan Aerotropolis Program: A Holistic Governance Perspective
\r\n\r\nMei-Hsuan Lu, Yu-Chang Ke
\r\n\r\nAbstract
\r\n\r\nThere has been a wave of developing airport areas that integrates air transportation, conferences, exhibiting, and other industries to promote local and economic developments. Because Taiwan Taoyuan International Airport is the nation’s gate, the Central and local governments passed the Taoyuan Metropolis Program and the “Enforcement Rules of International Airport Park Development Act” to develop economy. However, the implementation of the program did not go very well. This study analyzed the main issues of the development program-fragmented governance, from the viewpoint of holistic governance with the methods of literature review and depth interviewing. The issues of fragmented governance include different levels of governments, different sectors, and technical functions, leading to the conflicts of goals and strategies of a variety of bureaucrats and organizations, and hence delay the development program. The Taoyuan Aerotropolis program is basically a cross-boundary problem which crosses different levels of governments, different sectors, and functions. Therefore, the analytic framework and process of this study has the potential to apply to other similar issues with thinking and resolutions.
\r\n\r\nKeywords: Taoyuan Aerotropolis Program, holistic governance, fragmented governance, coordination and integration.
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22262/3db6eac7-8bb6-4e08-8827-8bcef7431da7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22263", "title": "逆境商數與心理擁有感之研究：臺灣省政府個案分析", "內容": "
逆境商數與心理擁有感之研究：臺灣省政府個案分析
\r\n\r\n郭耀昌、鄭國泰
\r\n\r\n《摘要》
\r\n\r\n本文旨在探討臺灣省政府所屬機關員工的逆境商數和心理擁有感的關係，針對臺灣省政府之母體樣本採用大規模的問卷調查（N = 120），在有效問卷回收（N = 104）之後，採用因素分析、信效度分析、相關分析和多元迴歸分析，並以結構方程式進行資料分析，來確認逆境商數和心理擁有感的關聯性分析。本文研究發現：良好的逆境商數能力，可以有助於成員心理擁有感之產生。再者，本文亦發現獲知逆境商數中的持續程度構面（E）對於心理擁有感的產生最具影響性，其不但對於工作的心理擁有感（JPO）有直接關係外，同時也對於引發組織的心理擁有感（OPO）的生成。因此，本文認為當公共組織在思考相關人力資源發展訓練和管理制度以規範員工行為時，可以藉由提昇員工逆境商數能力，以增進員工在組織和工作的心理擁有感，也可改善組織內外在環境，讓組織成員增進對組織整體的擁有感，特別是增進組織成員在逆境商數中挫折容忍力，將能使員工發自內心認同，感覺擁有組織和工作，進而為組織和工作付出其心力。如此，可增進組織成員之逆境商數和心理擁有感能夠有效地提昇員工在組織和工作的向心力和認同，同時也將增進組織整體之績效。
\r\n\r\n[關鍵詞]： 逆境商數、心理擁有感、工作的心理擁有感、組織的心理擁有感
\r\n\r\nA Study of Adversity Quotient and Employee Psychological Ownership
\r\n\r\nYao-Chang Kuo, Kuo-Tai Cheng
\r\n\r\nAbstract
\r\n\r\nThe objective of the study is to examine the relationship between adversity quotient and psychological ownership in Taiwan Provincial Government. Numbers of the valid respondents are 104. The study used factors analysis, validity analysis, correlation, multiple regression analysis and structural equation modeling for data analysis to confirm the relationship between adversity quotient and psychological ownership. According to the results, it can be argued that better adversity quotients can help organisation members’ psychological ownership. Moreover, endurance dimension of adversity quotients has the most directive influence on job-based psychological ownership, and can improve organisation-based psychological ownership as well.
\r\n\r\nKeywords: Adversity Quotient, Psychological Ownership, Organisation-based psychological ownership, Job-based psychological ownership
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22263/8a9049e6-a1ba-4c2c-81e9-049dd439f384.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22264", "title": "當「道德」遇上「審議」：2014流浪犬政策公民會議效果之研究", "內容": "
當「道德」遇上「審議」：2014流浪犬政策公民會議效果之研究
\r\n\r\n胡慧君、吳宗憲
\r\n\r\n《摘要》
\r\n\r\n臺灣當前社會中，同性婚姻、死刑、代理孕母等「道德政策」（morality policy），其背後往往因嵌入矛盾的社會價值與道德衝突，使得政府在管理上面對諸多的挑戰，而近年因「審議轉向」（deliberative turn），使審議民主（deliberative democracy）逐漸蔚為風潮，然而，檢閱相關道德政策文獻，並未多著墨公共審議對道德政策之影響，另方面，公民會議相關研究，亦未特別關切道德政策議題對會議之可能效果。
\r\n\r\n近年來，動物保護漸成為社會關注的公共政策議題，但其背後亦涉及複雜的價值衝突，使得政府決策時常有左支右絀之感，農委會於是希望能透過創新的決策模式，來解決動保價值衝突問題，而這也就是2014年「流浪犬管理政策公民審議會議」的背景。
\r\n\r\n本研究則以該會議作為研究個案，探討其對於利害相關人（公民、農委會、工研院、公民會議執行委員會）之影響，並透過深度訪談、田野調查、問卷調查、文獻分析等研究方法進行資料蒐集與分析。研究發現，除了少數項目不符預期外，道德政策公民會議的影響，不但提升公民知能，甚至使公民更加同理，對於議題思考更加全面，亦使對於議題本身價值論辯的激烈程度降低，同時亦促使公民與政府對話的可能，公民能體諒政府執行的難為之處，此外當政府因道德政策的不可治理性進退兩難時，在執行道德政策之前亦能夠透過審議的對談，探悉議題的癥結點與瞭解公民的意見，進而在設計未來政策方案時，多能朝向公民共識方向前進，使公民會議結論對後續政策影響更具意義與具體。
\r\n\r\n[關鍵詞]：審議民主、公民會議、道德政策、流浪犬
\r\n\r\nWhen Morality Meets Deliberation: Impact of 2014 Consensus Conference of Stray Dog Policy
\r\n\r\nHui-Chun Hu, Chuang-Hsien Wu
\r\n\r\nAbstract
\r\n\r\nIn current society of Taiwan, morality policies such as same-sex marriage, death penalty, and surrogacy form many challenges in governmental management due to contradictions of social and moral values. Recently, deliberative turn has made deliberative democracy trendy. However, on the one hand, not much impact of public deliberation on morality policy could be found in literature review. On the other hand, researches on consensus conference pay little attention to possible effects caused by morality policy.
\r\n\r\nIn recent years, animal protection gradually becomes a focus of public policy. Nevertheless, the government frequently feels lost in decision making because this issue involves complicated value conflict. As a result, the Council of Agriculture (COA) tried to solve the problem with innovative decision-making model that help realize the 2014 Consensus Conference of Stray Dog Policy.
\r\n\r\nThis research takes the conference as a case study to collect and analyze data with in-depth interview, field study, questionnaire, literature review, etc., in order to probe its impact on stakeholders namely citizens, the COA, the Industrial Technology Research Institute (ITRI), and the executive committee of consensus conference. The study found that except for a few items failing to meet expectation, consensus conference on morality policy not only enhances civilian capacity, compassion, and comprehensive thinking, but also reduces the intensity of debate. Meanwhile, it urges the dialogue between the government and citizens, allowing them to understand the difficulty of implementation. On top of that, when the government gets in the dilemma of governability, deliberative dialogue before performing can be the key to explore bottlenecks and public opinion, as well as making future policy and program design more meaningful and concrete toward the conclusion of consensus conference.
\r\n\r\nKeywords: deliberative democracy, consensus conference, morality policy, stray dog
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22264/ba31d36b-f3eb-4190-ae19-a87f3d82fcde.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22265", "title": "書評──公共管理：組織、治理及績效", "內容": "
書 名：Public Management: Organizations, Governance, and Performance.
\r\n\r\n《公共管理：組織、治理及績效》
\r\n\r\n作 者：Laurence J. O’Toole, Jr. & Kenneth J. Meier
\r\n\r\n出 版 年：2011
\r\n\r\n出 版 社：Cambridge University Press (New York)
\r\n\r\n頁 數：331頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22265/bcdea963-088c-4d9c-abc4-aa98c00b1a63.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNTcvN2M0MDIxZTItOWRiOS00OWI2LWJjN2YtMzcyZGFmMTI0ZWUyLnBkZg%3d%3d&n=NTEyMjExMzExMTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22257", "title": "《文官制度》季刊-7卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22257/7c4021e2-9db9-49b6-bc7f-372daf124ee2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNDUvZjE0MDJlOTktNDAyOC00ZjI3LTgwNDktNGMwM2YzZjFjMzEyLnBkZg%3d%3d&n=NTEyMTE0MTc0OTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22245", "title": "《文官制度》季刊-7卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22245/f1402e99-4028-4f27-8049-4c03f3f1c312.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNDgvNjBkOWZjNzMtNmM4OS00NzBiLTlmYTMtZDViMjE3MWM3Yzk3LnBkZg%3d%3d&n=NTEyMTE0NDEyOTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22248", "title": "《文官制度季刊》第7卷第4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22248/60d9fc73-6c89-470b-9fa3-d5b2171c7c97.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22249", "title": "從行政院研究發展考核委員會檢視我國績效體系的形成與發展", "內容": "從行政院研究發展考核委員會檢視我國績效體系的形成與發展
\r\n\r\n蘇偉業、楊和縉
\r\n\r\n《摘要》
\r\n\r\n本文以行政院研究發展考核委員會（以下簡稱研考會）為中心，分析我國績效體系（performance regime）的形成及發展。本文利用Colin Talbot提出的績效體系框架作為切入角度，回顧分析我國如何透過研考會來建立引導績效行為的制度系絡及干預工具。
\r\n\r\n本文指出我國政府績效體系是奠基於國民政府大陸時期蔣中正提出的「行政三聯制」架構，且在大陸統治期間進行了初步的試驗，最終在臺灣生根發展，並由研考會之成立衍生我國由研考體制為代號的績效管理系統。而研考會也為我國推展了一系列的績效干預工具。與西方國家相比，我國的績效體系發展有著自身獨特的脈絡，也發展出自己特殊的績效干預工具─管制考核。同時，我國一直引進大量西方的管理工具，彌補自身績效管理技術不足之問題。
\r\n\r\n透過回顧我國的績效體系，本文會以更為宏觀的角度理解我國政府績效運動，帶出了一個超越組織績效衡量作為分析單位之新視野，為未來有效解釋組織績效行為建立更為完整的框架。
\r\n\r\n[關鍵詞]：績效體系、績效衡量、績效干預、行政院研究發展考核委員會
\r\n\r\nThe Formation and Development of Performance Regime under the RDEC in Taiwan
\r\n\r\nBennis Wai Yip So, Ho-Chin Yang
\r\n\r\nAbstract
\r\n\r\nThis paper analyzes the formation and development of performance regime of Taiwan by zeroing in on the Research, Development and Evaluation Commission (RDEC), Executive Yuan. Making use of the performance regime framework offered by Colin Talbot, this paper explores how Taiwan established institutional context and performance intervention for steering performance behavior.
\r\n\r\nThis paper indicates that the foundation of performance regime of the Taiwan government was laid by the “administrative trinity system” framework initiated by Chiang Kai-shek. The framework was experimented in the Nationalist rule in Mainland China and it was ultimately rooted in Taiwan. The establishment of the RDEC developed a performance management system in the name of “research & evaluation mechanism” The RDEC also promoted an array of tools for performance intervention. Compared with Western countries, the performance regime in Taiwan has its own unique context and has developed its own particular tool for performance intervention － monitoring-cum-evaluation. At the same time, Taiwan also shared a lot of management tools from the West to fill the gap of management skills.
\r\n\r\nThrough this review, this paper will interpret the performance movement in Taiwan from a macro perspective and introduce a better analysis unit beyond the organizational performance measurement. This would help establish a complete framework for accounting for the organizational performance behavior.
\r\n\r\nKeywords: performance regime, performance measurement, performance intervention, the Research, Development and Evaluation Commission
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22249/b197326d-1c47-49e5-80aa-1beaacf3cf74.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22250", "title": "英國委任分權政府制度對臺灣直轄市改革之啟發", "內容": "英國委任分權政府制度對臺灣直轄市改革之啟發
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n臺灣於2010年起進行縣（市）改制為直轄市之地方政府再造，至2014年12月已形成六都（直轄市）規模。於廣設直轄市後，產生了直轄市數量過多、核心與邊陲地區發展差距日增、組織擴編與政府再造精神相違、公共服務品質未有相應之提升、財政紀律更加惡化等問題。臺灣直轄市制度應如何革新？本文以歷史制度論回顧英國地方自治發展經驗，並檢視威爾斯、蘇格蘭、北愛爾蘭委任分權政府之設計機制，在傳統模式的地方分權理論基礎上，建構出修正模式的地方分權理論（雙元分權理論）；再以個案研究方法，分析英國倫敦之發展歷程，論證直轄市之本質為「分權委任政府」，並提出臺灣直轄市制度革新之建議。
\r\n\r\n[關鍵詞]： 縣市改制為直轄市、委任政府、地方主義法、城市協議、地方分權
\r\n\r\nThe Evolution of Devolved Government in the UK: Some Implications for Reforming Taiwan’s Speical Municipality
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nTaiwan amended the Local Government Act in 2009 by giving its central government more power to reform local authorities. In December 2014, the six special municipalities are established in Taiwan. After establishing so many special municipalities, many issues need to be handled, such as the gap between the core and periphery area, the failure of the reinventing government, the less quality of public service, the worse finance of the government. How do we rebuild Taiwan’s special municipality? This paper reviews the experience of the British local government reform and the evolution of the devolved government among the Wales, Scotland and Northern Ireland. This paper employs the historical institutionalism and the case study as methodology. Through analyzing the development of the London, this paper suggests that the special municipality should be classified as devolved government. Moreover, this paper gives some suggestions to rebuild the special municipality in Taiwan.
\r\n\r\nKeywords: County Changes to Special Municipality, Devolved Government, Localism Act 2011, City Deals, Decentralization
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22250/001c4861-448d-48fe-a207-f449c7ec01bb.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22251", "title": "地方政府跨部門協力網絡的運作分析─以臺北市與新北市雙城共飲翡翠水為例", "內容": "地方政府跨部門協力網絡的運作分析—以臺北市與新北市雙城共飲翡翠水為例
\r\n\r\n林煥笙、喬憲新
\r\n\r\n《摘要》
\r\n\r\n近年來，公共問題的複雜程度與牽連範圍日漸提升，中央與地方政府彼此之間皆體認到跨域合作的必要與迫切性，「跨部門協力」遂成為公共行政領域的重要顯學之一。有鑑於此，本文欲探討臺灣地方政府跨部門協力的實務運作，觀察政府在進行跨部門協力的過程中，遭遇哪些問題與困境？又有何問題解決之道？
\r\n\r\n在「臺北市與新北市之共飲翡翠水議題」之個案中，具有相當特殊的背景脈絡與發展過程，箇中原因相當值得深入探究。因此，本文以兩城市之間的共飲翡翠水個案做為研究標的，以跨部門協力之理論概念與網絡觀點做為基礎，透過文獻分析、個案研究與深度訪談資料，審視共飲翡翠水的初始環境結構、跨部門協力過程以及跨部門協力互動限制，探究影響跨部門協力結果的因素，以及影響因素的背後成因，進行相關討論與思考，最後則歸納研究結果與發現，提出結論。
\r\n\r\n初步研究發現，在共飲翡翠水所形成的跨部門協力網絡當中，影響其運作的因素包括目標、資訊與資源、參與、溝通協調、能力與監督課責等，而造成這些影響因素的背後原因，最主要乃是源自於關鍵利害關係人間的政治動態性及權力∕資源不對稱、成員間的信任因素、外在系統影響因素、成員自我利益等因素，其中又以臺北自來水事業處與臺灣自來水公司兩者之間的利益衝突最難以化解，如果中央政府單位能夠針對兩者間的本位主義與自我利益考量予以關注並調和，則共飲翡翠水的目標將可望受到整合與實行，俾以解決此一雙城奪水之爭。
\r\n\r\n[關鍵詞]：跨部門協力、網絡觀點、跨部門協力網絡、雙城共飲翡翠水
\r\n\r\nAn Analysis of the Operation of Cross-Sector Collaboration Networks among Local Governments: The Case of Taipei City and New Taipei City Sharing the Water of Feitsui Reservoir
\r\n\r\nHuan-Sheng Lin, Hsien-Hsin Chiao
\r\n\r\nAbstract
\r\n\r\nIn recent years, public issues have become increasingly complex. Central and local governments have had to focus on cross-sector collaboration, so much so that such collaboration approaches have become a mainstay of governance regimes. In the ongoing processes of economic, social and cultural globalization, the cross-sector collaboration and network perspective has played a major role in forging intergovernmental relations. In light of this, the concept of cross-sector collaboration and network perspective is used in this case study of “Taipei City and New Taipei City sharing the water of Feitsui Reservoir.” By intensively exploring cross-sector collaboration process of sharing Feitsui Reservoir water between the two cities, this paper attempts to interpret the link and interaction with critical stakeholders, and to find out the determinant factors and problems which affect the cross-sector collaborative network process of sharing Feitsui Reservoir water between the two cities.
\r\n\r\nFor the two cities to share the water of Feitsui Reservoir, there is a very special context and a time-consuming processes that are worth exploring and analyzing. This research uses the methods of literature analysis, case study research and in-depth interviews to investigate the key factors in cross-sector collaboration that has actually affected the sharing of Feitsui Reservoir water between the two cities, including the starting conditions, cross-sector collaboration process and interaction and constraints on cross-sector collaboration.
\r\n\r\nThe research finds that the key factors in cross-sector collaborative network in sharing water Feitsui Reservoir water between the two cities include: 1. the dynamics of political systems and power/resource imbalances; 2. the trust and reciprocity among participants; 3. external system context, and 4. the self-interests of participants. Finally, suggestions are provided from the perspectives of boundary spanner, norms of reciprocity and trust, change of management in organizations and accountability.
\r\n\r\nKeywords: cross-sector collaboration, network perspective, cross-sector collaboration network, sharing city water
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22251/f93a8f85-41cb-417d-acd3-2190ceb107ff.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNTIvYjczMjhiNDAtOTgzOS00NDZjLTk1MGItNjUwYTM0ZTEyOWUwLnBkZg%3d%3d&n=NTEyMjExMTEzNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22252", "title": "書評──公共管理與政策上之跨域治理：國際經驗", "內容": "書 名：Crossing Boundaries in Public Management and Policy: The International Experience
\r\n\r\n《公共管理與政策上之跨域治理：國際經驗》
\r\n\r\n作 者：Janine O’Flynn, Deborah Blackman and John Halligan (Eds)
\r\n\r\n出 版 年：2014
\r\n\r\n出 版 社：Routledge (Abingdon, UK)
\r\n\r\n頁 數：315頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22252/b7328b40-9839-446c-950b-650a34e129e0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyNDQvNDI5MjkwYzctOTg0ZC00NDhlLTkxNTctYmU1NTY1ZDIwM2FmLnBkZg%3d%3d&n=NTEyMTEzNTQ2NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22244", "title": "《文官制度》季刊-7卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22244/429290c7-984d-448e-9157-be5565d203af.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMzEvYWIxM2NlOTktYjFkZS00N2RiLTkyYzctODExN2I3N2UyZWRkLnBkZg%3d%3d&n=NTExMzAxNzA1NzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22231", "title": "《文官制度》季刊-7卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22231/ab13ce99-b1de-47db-92c7-8117b77e2edd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMzQvMGZkNmVhNWUtNDlhMC00YmFkLWI0ODUtOTYyYWQ4NDVjNGI0LnBkZg%3d%3d&n=NTExMzAxNzY0NDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22234", "title": "《文官制度》季刊-7卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22234/0fd6ea5e-49a0-4bad-b485-962ad845c4b4.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22235", "title": "我國特別權力關係之演變：歷史制度主義的觀點", "內容": "我國特別權力關係之演變：歷史制度主義的觀點
\r\n\r\n呂炳寬、張毓真
\r\n\r\n《摘要》
\r\n\r\n我國特別權力關係繼受自德、日兩國，在此關係下之公務人員、軍人、學生及受刑人等，其權利若遭受侵害，不得提起行政訴訟救濟；並排除法律保留、司法審查及正當行政程序等原則之適用。然而，隨著時代的變化，人權意識的抬頭，特別權力關係也出現轉變。
\r\n\r\n本文以歷史制度論為研究途徑觀察我國特別權力關係之演變，並以特別權力關係中之公務人員為主要研究對象，探究我國特別權力關係變遷之過程、何種關鍵因素影響特別權力關係之演變以及特別權力關係未來之走向，最後，並提出本研究之建議。
\r\n\r\n[關鍵詞]：特別權力關係、歷史制度主義、路徑依循、公務人員
\r\n\r\nExamining the Special Authority Relationship in Taiwan: Perspective of Historical Institutionalism
\r\n\r\nBing-Kuan Lu, Yu-Chen Chang
\r\n\r\nAbstract
\r\n\r\nThe special authority relationship in Taiwan is adopted from Germany and Japan, under which, if the rights of civil servants, military personnel, students and prisoners are violated, they can’t file administrative litigation to seek remedies. Also, legal principles such as the statutory reservation, eligibility for judicial review, and due process in administrative procedures are ruled out. However, with the changes of time, people are increasingly aware of human rights, and alterations to the special authority relationship are called for.
\r\n\r\nThis article uses historical institutionalism as an approach to observe the evolving process of special authority relationship in Taiwan, exploring the transition, the key factors in the evolving process, and the future trend of special authority relationship, before giving some suggestions in the conclusion.
\r\n\r\nKeywords: Special Authority Relationships, Historical Institutionalism, Path Dependence, Civil Servants
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22235/2f61c5c6-f006-4ea8-bb49-4dd5e5df6eea.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22236", "title": "雲林縣鄉鎮市公所貪瀆犯罪與司法判決樣態分析", "內容": "雲林縣鄉鎮市公所貪瀆犯罪與司法判決樣態分析
\r\n\r\n黃于恬、王振宇
\r\n\r\n《摘要》
\r\n\r\n貪瀆犯罪為公務員瀆職違背其應盡之職責，或濫用其職權，或有違背廉潔、忠實之義務等行為所涉及之犯罪，又鄉鎮市公所為最基層的政府機關，與民眾接觸亦較為頻繁，民眾對鄉鎮市公所貪瀆犯罪感受最為直接。本研究針對雲林縣各鄉鎮市公所近5年（2008-2013年）發生之貪瀆犯罪案例進行個案分析，探討鄉鎮市公所發生貪瀆的背景，及其業務可能觸犯貪瀆業務，與常發生之貪瀆案件類型，並研析探討雲林縣鄉鎮市公所發生貪瀆的成因與司法判決樣態分析。研究建議於廉政政策之重點切入探討，包含反浪費、反腐敗及反貪污，與深入貪瀆犯罪案件調查究責，善盡司法肅貪與行政肅貪之責，期能重新建構公務機關之典範，進而提升民眾對公務機關的信任及認同感，支持政府的廉政作為。
\r\n\r\n[關鍵詞]：貪瀆、公務員、清廉
\r\n\r\nAn Analysis of the Crimes of Corruption and Judicial Decisions in Yunlin County Township Offices
\r\n\r\nYu-Tien Huang, Chen-Yu Wang
\r\n\r\nAbstract
\r\n\r\nThe crimes of corruption refer to any criminal acts committed by civil servants that violate their duties, involve the abuse of power, or violate the obligations of honesty and loyalty. As township offices are the most basic units of government agencies, they have more frequent encounters with the general public. Hence, the public tends to be emotionally sensitive to any crimes of corruption in township offices. This study analyzed the criminal cases of corruption in Yunlin County’s township offices over the past five years (from 2008 to 2013). It examined the background of these cases of corruption in township offices, the job duties that may provoke corruption, the common types of corruption, as well as the contributing factors of corruption, and the types of its judicial decisions. This study recommended the government to start with a focus on incorrupt policies, including anti-waste and anti-corruption. An in-depth investigation on the crimes of corruption and a comprehensive implementation of judicial and administrative anti-corruption practices are expected to reconstruct the image of the public agencies. Hopefully, this can enhance the general public’s sense of trust and identification with public agencies, and motivate them to support the government’s incorrupt practices.
\r\n\r\nKeywords: corruption, civil servant, integrity
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22236/fc88e084-1bff-4246-8a9f-16d514d0b729.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMzcvNmQ1OTMxYzItNTZkYi00ZDRlLWE1MWEtZjE4OTBkZDNhOTU1LnBkZg%3d%3d&n=NTExMzAxNzEyMTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22237", "title": "由美國聯邦政府被禁止人事行為申訴及救濟制度反思我國公務人員保障制度", "內容": "由美國聯邦政府被禁止人事行為申訴及救濟制度反思我國公務人員保障制度
\r\n\r\n劉慧娥
\r\n\r\n《摘要》
\r\n\r\n本文由現行美國聯邦政府被禁止人事行為申訴及救濟之法制及實務運作角度，反思及分析我國現行公務人員保障制度。我國保障制度著重「結果」，為強化我國公務人員保障制度，本文建議我國可參酌以「動機」為基礎之美國聯邦政府被禁止人事行為申訴及救濟制度之優點，適度進行相關調整與修改。
\r\n\r\n[關鍵詞]： 公務人員保障、被禁止人事行為、特別檢察官辦公室、功績制保護委員會
\r\n\r\nReflections on Taiwan’s Civil Service Protection: From the Viewpoint of U.S. Federal Government Prohibited Personnel Practices
\r\n\r\nCaroline H. Liu
\r\n\r\nAbstract
\r\n\r\nThis paper introduces and analyzes U.S. Federal Government Prohibited Personnel Practices appeal system, based on which to reflect on Taiwan’s Civil Service Protection. Influenced by German legal philosophy, Taiwan’s Civil Service Protection focuses on the impact of personnel actions on civil servants, whereas to protect merit system, U.S.’s Prohibited Personnel Practices appeal emphasizes the motives behind the decisions of personnel actions. This paper proposes that to strengthen legal protection for civil servants, Taiwan needs to consider the motives behind personnel decisions in government.
\r\n\r\nKeywords: Prohibited Personnel Practices, Civil Service Protection, Office of Special Counsel (OSC), Merit Systems Protection Board (MSPB)
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22237/6d5931c2-56db-4d4e-a51a-f1890dd3a955.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22238", "title": "書評──全球化時代下的公部門治理：行政傳統的角色", "內容": "書 名：Tradition and Public Administration
\r\n\r\n《傳統與公共行政》
\r\n\r\n作 者：Martin Painter and B. Guy Peters (ed.)
\r\n\r\n出 版 年：2010
\r\n\r\n出 版 社：Palgrave Macmillan (New York)
\r\n\r\n頁 數：274頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22238/b96925a9-728b-4789-a490-5945a7272640.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMzAvYzRjMDA1YjQtNjIwZi00MGFjLWJkYTUtYmNhNDI3ZmVmMGIwLnBkZg%3d%3d&n=NTUxODExNTI1MzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22230", "title": "《文官制度》季刊-7卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22230/c4c005b4-620f-40ac-bda5-bca427fef0b0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMTcvYmVkYThiODktMmI3Yy00NDUxLTg3ZDItNmJjNDkxOGFjMzRkLnBkZg%3d%3d&n=NTUxODExMzE0MDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22217", "title": "《文官制度》季刊-7卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22217/beda8b89-2b7c-4451-87d2-6bc4918ac34d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMjAvMTNlOWFjM2EtMGRjZC00YjUyLWFhNzAtNTYxNTFhMDI4NjQwLnBkZg%3d%3d&n=NTUxODExMzczNjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22220", "title": "《文官制度》季刊-7卷2期_主編的話 ", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22220/13e9ac3a-0dcd-4b52-aa70-56151a028640.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22221", "title": "「語言賽局」與「以過程導向界定 公共利益」哲學思維的一致性", "內容": "「語言賽局」與「以過程導向界定公共利益」哲學思維的一致性
\r\n\r\n許立一
\r\n\r\n《摘要》
\r\n\r\n本文從後現代的解構主義哲學審視黑堡宣言所提出之以過程導向界定公共利益的主張，發現二者之間哲學思維具有高度一致性，並且此一過程取向的主張呼應了後現代主義論者所謂之語言賽局的概念，可為公共對話帶來一定程度的啟發。因此本文，首先闡述了黑堡宣言所主張的界定公共利益之途徑，說明過程取向的意涵；其次，探討了解構主義的哲學觀點，指出其中蘊含之語言賽局的論述基礎；最後，將過程取向的界定公共利益途徑和語言賽局的論述做一結合，呈現其中後現代思維所帶來的啟發。
\r\n\r\n[關鍵詞]：後現代主義、解構主義、黑堡宣言、以過程導向界定公共利益、語言賽局
\r\n\r\nThe Philosophical Consistency of “Language Game” with “Process-Oriented Definition of Public Interest”
\r\n\r\nLi-Yi Hsu
\r\n\r\nAbstract
\r\n\r\nThis article reviews the idea “process oriented definition of public interest (process orientation)” that was suggested by the Blacksburg Manifesto in 1988. The author thinks that the idea “process orientation” is similar to the postmodern deconstructivism proposed by Jean Baudrillard and consistent with the idea “language game”. This article, therefore, elaborates on the idea “process orientation” in the first place. Then, the author analyzes the philosophy of deconstructivism and points out its meanings to language game. Finally, the author tries to estimate the inspirations to public dialogue from the concept of language game.
\r\n\r\nKeywords: postmodernism, deconstructivism, Blacksburg Manifesto, process oriented definition of public interest, language game
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22221/775133a1-6718-410f-b765-fdaf35c4d27a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22222", "title": "我國非營利組織與地方政府協力現況之初探與反思：以臺北市為例", "內容": "我國非營利組織與地方政府協力現況之初探與反思：以臺北市為例
\r\n\r\n林淑馨
\r\n\r\n《摘要》
\r\n\r\n本研究旨在整理歸納我國地方政府與非營利組織協力的相關理論，藉以瞭解地方政府在推動協力時所可能抱持之期待，進而透過實證來瞭解地方政府與非營利組織協力的現況，釐清地方政府和非營利組織對協力的認知，以及雙方經由協力所產生的課題，並進一步探尋非營利組織無意參與協力之理由，用以作為日後改善協力制度與強化協力誘因之基礎，同時也有助於健全協力制度環境之建立。
\r\n\r\n本文以臺北市為例，透過文獻檢閱和問卷調查，來瞭解臺北市與非營利組織協力的現況與問題，並進而加以反思。研究結果發現，雖有高達九成的非營利組織認為，與政府協力有正面意義，但實際上卻也有超過半數的組織缺乏與政府協力的經驗，主要的原因乃是資訊不足所致。此外，多數非營利組織是從官方網站或其他非營利組織等處取得協力的相關訊息，而協力的型態則以委託居多。受訪的組織認為，協力相關法制的建構是北市府最應加強之處，唯有資訊公開和提高經費補助才能提高組織參與協力的意願。也因此，本文認為，從臺北市經驗得知，我國地方政府應明訂協力相關
\r\n\r\n法制，建構公開透明的協力環境，並加強地方人員對非營利組織的認知，同時運用多元的協力型態，而非僅採用單一的委託模式，才能消除非營利組織對協力事務之疑慮，進而提高參與協力之意願。
\r\n\r\n[關鍵詞]：地方政府、非營利組織、協力、臺北市、委託
\r\n\r\nAn Exploration of and Reflections on the Partnership between Non-Profit Organizations and Local Governments: A Case Study of Taipei City
\r\n\r\nShu-Hsin Lin
\r\n\r\nAbstract
\r\n\r\nThis study aims to organize and analyze theories concerning partnership between local governments and non-profit organizations in order to understand what a local government can expect when partnership is implemented. Through empirical survey, we are able to recognize the current partnership between local governments and NPOs and to understand their perspectives on partnership, and the challenges that arise from such partnerships. Furthermore, by exploring the reasons why some NPOs are unwilling to get involved in partnership, we could know how to improve the situation and strengthen the incentives for NPOs in executing partnership which in the long run can help to develop a sound partnership environment.
\r\n\r\nThis study uses literature review and questionnaire survey to understand and reflect on the current situation and problems in the partnership between Taipei City and the NPOs. The study shows that over 90% of NPOs consider it meaningful to maintain a partnership with the government, but over half of the NPOs admit to not having much partnership
\r\n\r\nexperience. The main reason is insufficient information disclosed to the public. Information is largely acquired from government websites or other NPOs and the main mode of partnership is out-sourcing. Organizations that have been interviewed believe that enacting partnership-related laws and regulations is a priority that Taipei City should focus on. Furthermore, the author believes that disclosing more information and increasing government grants will induce NPOs to enter into partnerships with the government. This study concludes that from the example of Taipei City, Taiwan’s local governments should try to make relevant laws and regulations on partnership, build an open and transparent partnership environment, and increase local public servants’ knowledge about NPOs. At the same time, local governments should apply diverse partnership models, rather than relying only on out-sourcing, in order to eliminate the doubts of NPOs and increase their willingness to work in partnership with the government.
\r\n\r\nKeywords: local government, non-profit organizations, partnership, Taipei City, out-sourcing
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22222/455a99cb-716b-4b88-94e3-332ae0fd9264.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22223", "title": "伊甸基金會推動產業化的 跨部門協力模式", "內容": "伊甸基金會推動產業化的跨部門協力模式
\r\n\r\n李柏諭
\r\n\r\n《摘要》
\r\n\r\n自一九八○年代以來，非營利組織開始面臨發展上的挑戰。面對政府在預算上補助的緊縮，以及全球經濟不景氣導致企業與人民捐款的減少，在資源有限與競爭激烈的環境當中，非營利組織如何能一方面發展一套適當的「產業化」策略爭取外部資源，另一方面同時又能維繫本身內在「公共性」價值，將會是非營利組織能否永續經營的重要課題。對此，在理論層面上，本研究擬從「跨部門協力」的角度重新詮釋「第三部門產業化」的討論，並嘗試在同時兼顧「資源」與「公共性」價值的權衡發展之中，延伸出一套具有指示性意涵的中程理論架構，以建構非營利組織永續發展的跨部門協力模式。在經驗層面上，本研究將從伊甸基金會推動社會服務產業化過程中的「研發─訓練─生產─行銷」之經驗，充分說明伊甸基金會如何結合政府與企業形成一個獨特協力治理關係，透過跨部門協力模式的形成與運作，推動社會服務事業的企業化經營。
\r\n\r\n[關鍵詞]：非營利組織、產業化、跨部門協力、社會企業、企業社會責任
\r\n\r\nNPO’s Commercialization Strategy and Cross-sector Governance: A Case Study of Eden Social Welfare Foundation
\r\n\r\nPo-Yu Lee
\r\n\r\nAbstract
\r\n\r\nSince the 1980s, the development of non-profit organizations (NPO) or the third sector has been encountering various challenges. Facing the contraction of government subsidies, as well as global economic slump causing a reduction of donation by enterprises and the general public, how non-profit organizations initiate projects of commercialization in order to preserve the organizational sustainability and maintain the public interests is an important topic. This research is aimed at dealing with the theoretical basis of commercialization of the third sector by examining the issues related to the sector’s operational reconstruction, its development backgrounds, methods and types. The study also looks at a new commercialization strategy that incorporates new resources and public-goods principles. Empirically, through observation of the commercialization process of Taiwan’s Eden Social Welfare Foundation, this study uses multi-sectoral cooperation governance to emphasize the partnership among governments, enterprises and the third sector that co-produce public services. The study combines the research, training, production and marketing of commercialization process of Eden Social Welfare Foundation with Najam’s “4C Model” (cooperation, complementarity, confrontation and co-optation), and details the foundation’s experiences for the reference of all those interested.
\r\n\r\nKeywords: the third sector, commercialization, cross-sector governance, social enterprise, corporate social responsibility
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22223/d5eaf437-e3c7-4b07-a95d-33bede8c2435.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22224", "title": "書評──民眾外包：為什麼民眾的力量正在 驅動引領企業的未來", "內容": "書 名：Crowdsourcing: Why the Power of the Crowd is Driving the Future of Business
\r\n\r\n《民眾外包：為什麼民眾的力量正在驅動引領企業的未來》
\r\n\r\n作 者：Jeff. Howe（郝傑夫）
\r\n\r\n出 版 年：2009
\r\n\r\n出 版 社：Three Rivers Press (New York)
\r\n\r\n頁 數：312頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22224/53e80b29-f9f0-43f9-824d-4ef65bf6c66f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMDUvNDQ4ZjRmYTMtMjJmMC00NDI1LWE2YWQtMTQ3OTVkNDRjNzIyLnBkZg%3d%3d&n=NTM5MTM1MjI1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22205", "title": "《文官制度》季刊-7卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22205/448f4fa3-22f0-4425-a6ad-14795d44c722.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIyMDgvMTJlMjIwNzgtMzRhOS00Mjk0LThkOGMtMDEyODdkM2U1NmQzLnBkZg%3d%3d&n=NTM5MTM1NjM5NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22208", "title": "《文官制度》季刊-7卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22208/12e22078-34a9-4294-8d8c-01287d3e56d3.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22209", "title": "清代州縣官刑政事務倫理守則之研究", "內容": "清代州縣官刑政事務倫理守則之研究
\r\n\r\n顧慕晴
\r\n\r\n《摘要》
\r\n\r\n刑政即今人所言之司法工作。清代州縣官刑政工作內容複雜，包括放告、受理與批詞，檢驗勘丈，證據取得，傳喚拘提，羈押監禁，調處和息，審訊，判決，行刑等；其不僅扮演法官、檢察官角色，亦扮演警官和驗屍官角色。刑政職務是州縣官所做各項業務中與徵稅（催科）同屬最重要的工作之一。清代司法制度，州縣衙門為第一級審判機關，受理一切民、刑案件，司法制度開端於此，其他上級衙門均是覆審性質，故有其基本的重要性，其審判是否公正深深影響百姓福祉與上級覆審之正確。因之，本文擬依據清代州縣官官箴文獻歸納、分析一位地方百里侯在刑政事務上應遵守的倫理守則。由於州縣官刑政事務的多樣與複雜，雖然每一項刑政工作均有其重要性，惟本文分析的重點僅置於其中最重要的兩項--審訊與判決之上。
\r\n\r\n[關鍵詞]：刑政、審訊、判決、倫理守則、官箴、清代
\r\n\r\nThe Code of Ethics of Administration of Justice for Magistrates in Ch’ing Dynasty
\r\n\r\nMuh-Chyng Guh
\r\n\r\nAbstract
\r\n\r\nExcept of taxation, the administration of justice is another most important function of the chou and hsien governments of the Ch’ing Dynasty (1644-1911). A magistrate -- the leader of chou and hsien government -- plays the most critical role in this kind of functions. The chou and hsien yamen (office) is the first tribunal in the whole trial process. Everything related to the administration of justice starts here. The magistrate hears all kinds of cases in his district, including civil and criminal ones. He is not only a judge, but also a prosecutor, police chief and coroner. If he fails to practice any of these duties well, he will be disciplined and punished, as injustice to the public cannot be subsided. There have been numerous books and documents discussing the code of ethics of administration of justice for magistrates of the Ch’ing Dynasty. This article tries to analyze the code of ethics of administration of justice, specifically on trial and verdict.
\r\n\r\nKeywords: The Codes of Ethics of Administration of Justice, Administration of Justice, Magistrate, Ch’ing Dynasty, trial and verdict
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22209/c5781a79-cb00-4e93-a64c-3ee5f6969941.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22210", "title": "初薦任公務人員公共服務動機及其前因之探究", "內容": "初薦任公務人員公共服務動機及其前因之探究
\r\n\r\n潘瑛如、李隆盛
\r\n\r\n《摘要》
\r\n\r\n面對社會的快速變遷與科技的日新月異，如何讓公務人員投入公共服務成為當代公共行政領域的重要議題。鑒於公共服務的動力來自於公共服務動機，本研究採用Perry和Wise所發展的PSM量表，透過初任官（地方特考）及升任官等（委升薦）受訓學員（兩者合稱「初薦任公務人員」）的問卷調查，了解其PSM程度並比較不同背景之公務人員PSM的差異，進而釐清PSM的前因。研究結果顯示我國初薦任公務人員PSM程度與國際相當，在PSM總分、PSM兩構面及部分題項得分則呈顯著差異；且發現年齡、性別及學歷為PSM之前因。本研究結果一方面可用做發展激勵公務人員內在動機策略的參據，另一方面則可做為後續公務人員選考訓用之重要準據，以裨益高效能政府之建構。
\r\n\r\n[關鍵詞]： 公共服務動機（PSM）、公共利益承諾、同情心、自我犧牲、政策制定關注
\r\n\r\nAn Investigation of New Mid-level Civil Servants’ Public Service Motivation and Its Antecedents
\r\n\r\nYing-Ju Pan, Lung-Shen Lee
\r\n\r\nAbstract
\r\n\r\nHow to make civil servants more enthusiastic about the public service in the face of rapid social changes and technological advances has become an important issue in contemporary public administration. The public service motivation (PSM) drives public service behavior but what are the PSM and its antecedents in Taiwan? This study adopts the PSM scale developed by Perry and Wise to conduct a questionnaire survey on trainees who have just passed local special examinations or been promoted from elementary level (collectively, the two groups are called “new mid-level civil servants”) to assess their PSM and to compare PSM among civil servants with different backgrounds to clarify antecedents of PSM. The results indicate that PSM of the new mid-level civil servants in Taiwan is comparable to the international level but there are significant differences in summated scores, the mean scores of constructs and a part of items of PSM between the Taiwan’s public servants and their international counterparts. It is also found that age, gender and educational level are antecedents of PSM. In order to build a highly effective government, these findings can be taken as an important reference not only for future civil service examinations and trainings. The findings can also be applied to develop strategies for motivating civil servants.
\r\n\r\nKeywords: public service motivation (PSM), commitment to the public interest, compassion, self-sacrifice, attraction to policy making
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22210/008ae10a-39bf-4932-ad4b-a56af8d3d09a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22211", "title": "客家文化重點發展區與原住民行政區競合下之族群關係：以苗栗縣泰安鄉為例", "內容": "客家文化重點發展區與原住民行政區競合下之族群關係：以苗栗縣泰安鄉為例
\r\n\r\n王保鍵
\r\n\r\n《摘要》
\r\n\r\n二○一○年，臺灣客家基本法施行，該法中最具創意者為「客家文化重點發展區」，客家委員會依客家基本法於二○一一年公告六九個「客家文化重點發展區」，其中部分的「客家文化重點發展區」與一九四五年起即已存在的「原住民行政區」重疊，並形成「客原複合行政區」。本文以族群理論為分析概念，以深度訪談及焦點座談會為方法，解析「客家文化重點發展區」與「原住民行政區」兩者間之競合關係，嚐試釐清並建構主要的政策問題。
\r\n\r\n[關鍵詞]： 臺灣客家族群、客家文化重點發展區、原住民行政區、族群關係、客家基本法
\r\n\r\nThe Ethnic Relationship between ‘Major Hakka Cultural Areas’ and ‘Indigenous Administrative Areas’: A Case Study on the Taian Township in the Maioli County
\r\n\r\nPao-Chien Wang
\r\n\r\nAbstract
\r\n\r\nTaiwan’s government introduced the “Basic Hakka Law” in 2010 and established 69 ‘Major Hakka Cultural Areas’ in 2011. Some of the Major Hakka Cultural Areas are overlapped with the indigenous peoples’ districts, which were designated from 1945 on, and the overlapped districts might be called the ‘Hakka-indigenous combined districts’. The essay employs the ethnic theory as the analysis theory. In-depth interviews and focus groups method are used to analyze the relationships between the two areas which can be described as competitive and cooperative, while explaining key policy problems of the combined districts.
\r\n\r\nKeywords: Taiwan Hakka Ethnic, Major Hakka Cultural Areas, Indigenous Peoples’ District, Ethnic Relations, Basic Hakka Law
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22211/4d1c1cd6-60be-4856-85f4-b6aee0875b98.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22212", "title": "書評──面對巨量資料時代的海量思維：《大數據》", "內容": "書 名：大數據
\r\n\r\nBIG DATA）
\r\n\r\n作 者：Viktor Mayer-Schonberger and Kenneth Cukier；林俊宏譯
\r\n\r\n出 版 年：2013
\r\n\r\n出 版 社：天下遠見（臺北市）
\r\n\r\n頁 數：318頁
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22212/b83aa82b-2b72-4ed2-a655-af6ff5b467be.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxOTIvNjJhYzYxOTMtOTBkNS00MTU5LWE0NTMtZjY3YTc5YmUyMTdmLnBkZg%3d%3d&n=NTE5OTI5NTY3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22192", "title": "《文官制度》季刊-6卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22192/62ac6193-90d5-4159-a453-f67a79be217f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxOTEvMWNkYTBhZWMtY2FiMi00ODEzLWE4YmQtNTgxYjQyZGViMjEyLnBkZg%3d%3d&n=NTE4MTczNTU3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22191", "title": "《文官制度》季刊-6卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22191/1cda0aec-cab2-4813-a8bd-581b42deb212.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxOTUvNTMzMWExNTYtMzMxNC00ODUwLThjMTEtZjllOTgxNmI1NzZjLnBkZg%3d%3d&n=Ni00LTBf5Li757eo55qE6KmxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22195", "title": "《文官制度》季刊-6卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22195/5331a156-3314-4850-8c11-f9e9816b576c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22196", "title": "從利害關係人途徑析探公部門績效管理：我國地方政府之經驗", "內容": "A Stakeholder Approach to Public Performance Management: Lessons of Taiwan Local Governments
\r\n\r\nChin-Chih Chu, Chun-Yuan Wang, and Ming-Feng Kuo
\r\n\r\nAbstract
\r\n\r\nPerformance management has become a widely adopted governance tool in the public sector since 1970s. Studies have brought about a broad understanding about performance management in the public sector in the
\r\npast three decades; however, little literature has been published on how external factors, such as stakeholders and their influences on performance management. The main question of this study is: how stakeholders in local
\r\ngovernments affect public performance management activities? The meaning of performance management was first reviewed, and its development in the public sector was then discussed. According to the literature, the authors
\r\nidentified three major activities of performance management -- goal setting, performance measurement, and performance feedback. A mail questionnaire survey was conducted on middle managers of agencies/departments in
\r\nTaiwan’s local governments to collect quantitative data. According to the research findings and discussions, some policy recommendations to the practitioners were proposed in the final part of this study.
Keywords: stakeholder, performance management, goal setting, performance measurement, performance feedback, local government
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22196/0a2c5a92-211d-4e23-9141-40309578c02f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22197", "title": "論殯葬服務的紅包文化與改革策略：理性選擇制度論的觀點", "內容": "
The Underlying Phenomenon and Reform Strategies of Red Envelope Culture in Funeral Services: Perspective of Rational Choice Institutionalism
\r\n\r\nKuan-Chiu Tseng*
\r\n\r\nAbstract
\r\n\r\nAs we know, anti-corruption campaigns have been going on all around the world as governments are actively promoting a clean public service and instilling a culture of integrity. This paper is a practice-focused research on the underlying phenomenon of red envelope culture in the field of funeral service. Based on the perspective of rational choice institutionalism, the author explicates and assesses the benefits and constraints of the given reform strategies against corruption developed by departments of government ethics and other related government authorities. Finally,
\r\nsuggestions are provided from the perspectives of service quality assurance and market demand and supply.
Keywords: funeral services, anti-corruption, red envelope culture, rational choice institutionalism
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22197/4f72c6cb-20cf-4bfe-ad47-3a5a54699b2c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22198", "title": "嘉義市議員建議款分配的政治分析", "內容": "
Earmark Grant, one of prerogatives which are reserved for the councillors, can be found in many cities and counties across Taiwan. It has been an open secret for city/county councillors forging tacit agreements with the city/county governments in earmarking funds to be spent on specific projects.
\r\n\r\nDemocratic Progressive Party (DPP) and non-partisan candidates had won Chaiyi City mayoral elections for twenty years. Power structures changed, however, when a divided government ensued following a Kuomintang (Chinese Nationalist Party, KMT) win in the mayoral election in 2006.Tension arose between the city government and the city council. With this in mind, it merits looking into whether a subtle sign can be found and the way of appropriation spending is challenged in the 7th Chaiyi City councillorship (from March 1, 2006 to Feb. 28, 2010).
\r\n\r\nThe author follows theories of distributive politics to determine answers to the above-mentioned questions by focusing on the relationship between political influence and councillors’ earmark grants and the political influence
\r\non election results. The results show that the amount of money councillors obtained through earmark grants was affected by the following factors: constituency needs, a seat on the procedure committee, partisanship, affiliations with a political faction, etc. Moreover, electoral competitiveness in the district and average voter turnout of the benefited borough have contributed to the councillors’ willingness to strive for earmark grants. Councillors who won
\r\nthe election by a narrow margin would be more eager to fight for earmark grants for the next election. Councillors will be more inclined to direct money to particular purposes for the district with higher voter turnout. In addition, councillor’s efforts in earmarking increase significantly in the year of election.
Last but not least, the relationship was found to be weak between the cases and amount of money from earmark grants and the number of vote received between terms. However, there was a significant difference between the change of number of votes received between terms and four independent variables, namely, seniority, partisanship, serving on the procedure committee and affiliations with a political faction.
\r\n\r\nKeywords: Earmark rant, pork barrel politics, theory of distribution, distributive politics
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22198/8e31e23c-d565-4d43-8544-15cebe69210e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxOTkvMWQ0Zjg5MDctYzM5ZC00NWVkLWI5MDgtODllZTNhNDJiY2I3LnBkZg%3d%3d&n=NTE5OTMyNTk3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22199", "title": "書評──黑暗時代的治理：公共服務的實踐哲學", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22199/1d4f8907-c39d-45ed-b908-89ee3a42bcb7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxODEvNGI5N2YyYWYtOTU2ZC00MzQ4LTg5NmUtMTY1ZTg0Yzg0MTM2LnBkZg%3d%3d&n=NDEwMzExMDIwMjc3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22181", "title": "《文官制度》季刊-6卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22181/4b97f2af-956d-4348-896e-165e84c84136.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxODAvOTY1NzA2YjctODg5NS00ZDliLWE2NWItOGRlNDc5NmEwZTMxLnBkZg%3d%3d&n=NDEwMzExMDE4MzA3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22180", "title": "《文官制度》季刊-6卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22180/965706b7-8895-4d9b-a65b-8de4796a0e31.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMzk5NTgvYmU1MmZjMzUtZGQ3MS00Mzc0LTkwMDAtMmY1Njc3ZTQzZDM5LnBkZg%3d%3d&n=Ni0zLTBf5Li757eo55qE6KmxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=39958", "title": "《文官制度》季刊-6卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/39958/be52fc35-dd71-4374-9000-2f5677e43d39.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22182", "title": "中央政府組改與地方行政機關對口單位之調整與改造取向", "內容": "
中央政府組改與地方行政機關對口單位之調整與改造取向
\r\n\r\n紀俊臣
\r\n\r\n《摘要》
\r\n\r\n本文旨在探討中央政府組改（尤指行政院部分）後，地方組織系統，基於對口的方便性和需求性，是否應即進行組改。目前地方政府組織如擬因應此項「對口單位」變動，所謂地方組改可能出現那些問題？組改態樣有哪些？如何修改始符合組織經濟原則？本文均酌加探討，以供地方政府進行組改的參考。
\r\n\r\n[關鍵詞]：組織改造、組織治理、中央政府、地方政府
\r\n\r\nWays of Reforming the Coordinating Units between Taiwan’s Central and Local Governments
\r\n\r\nChun-Chen Chi
\r\n\r\nAbstract
\r\n\r\nThe reform of Taiwan’s central government (focusing on the Executive Yuan) is already underway. Coordinating units need to be established between the central and local governments. This paper discusses whether the structure of local governments also needs to be overhauled immediately in order to facilitate government reform.
\r\n\r\nWhat kinds of problems could arise from the changes in the coordinating units linking the central and local governments? What are the possible types of such linking units? What needs to be done to minimize the costs of government reform? This paper seeks to provide answers to these questions for local governments’ reference.
\r\n\r\nKeywords: organizational reform, organizational governance, central government, local government
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22182/01a341e5-3ee6-471a-934d-d50b939d7e75.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22183", "title": "制度性契約運用於年金改革之可行性研究", "內容": "The Application of Institutional Contract to Pension Reform in Taiwan
\r\n\r\nHeng-Ying Lai*
\r\n\r\nAbstract
\r\n\r\nThe government’s pension scheme has been playing the most important role in Taiwan’s social insurance system. This study seeks to a workable solution to keeping the pension scheme from going broke because of its finance crisis. A proposed pension reform focuses on paying more into the pension, delay of retirement age and a cut in pension benefits. Constitutional justification has been made for paying more into pension funds and delaying retirement age from other jurisdictions and cited as an example by the local academia. However, there have been constitutional arguments against a cut in pension benefits. In japan, the theory of “institutional contract” is adopted to justify the cut in private pension benefits and this approach may be taken as a reference when trying to resolve the same issue in Taiwan.
\r\n\r\nKeywords: pension, pension reform, institutional contract
\r\n\r\n* Associate Professor, Department of Government and Law, National University of Kaohsiung.
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22183/c88ae866-55bc-4666-bbfb-fc7afd6e4bcc.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22184", "title": "我國公務人員數位學習準備度與數位學習意向及行為關係之研究", "內容": "The Relationships among E-learning Readiness, E-learning Behavioral Intention, and Behaviors of Civil Servants
\r\n\r\nJiun-Ting Chen
\r\n\r\nAbstract
\r\n\r\nA key factor to facilitate e-learning effectively is that learners themselves must have a proper motivation and ability. If the learner does not have motivation and ability to engage in e-learning, it will not produce good results even though the government has invested substantive funds and manpower in the training programs. Even with nearly perfect e-learning programs, courses, and internet learning systems, the end result will be disappointing. The purpose of this study is to understand the relationships among e-learning readiness, e-learning behavioral intention, and behaviors of civil servants. A survey questionnaire was distributed to the members of the internet learning system “Public Service e-Learning Web”, and it worked in conjunction with their e-learning records. Using statistical analysis, the findings show that e-learning readiness has significantly positive effect on e-learning behavior intention. However, whether a civil servant will engage in e-learning or not still depends on his/her e-learning behavior intention. The results of this study will provide e-learning coordinators with a means to motivate civil servants to take part in e-learning and to prepare civil servants with the ability to participate in e-learning.
\r\n\r\nKeywords: e-learning readiness, e-learning behavioral intention, e-learning behaviors
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22184/4abd0e04-da17-4b20-ad2e-9e65408614df.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22185", "title": "日本中間支援組織的意義、啟示與課題：以仙台‧宮城NPO中心為例", "內容": "
The Meaning, Inspiration, and Challenge of Intermediary Organization in Japan
\r\n\r\nShu-Hsin Lin
\r\n\r\nAbstract
\r\n\r\nAn intermediary organization is a kind of non-profit organization (NPO) that is established for supporting NPOs. Intermediary organizations emphasize their intermediate traits which let them stand between NPOs and resource providers (the donators or volunteers from government, entrepreneurs or members of the public). Intermediary organizations provide information, consultation, and assessment to help reduce trade cost and gain trust in order to further provide intermediate services which include arranging personnel, financial, material and information resources. Taiwan does not have intermediary organizations; hence, by introducing related theories and case studies of Japan we could further understand the background, content, and the relationship between intermediary organizations and the public sector. This paper then discusses the meaning of intermediary organizations to reflect on what it could bring to the development of NPOs in Taiwan.
\r\nStudy shows that the existence of intermediary organizations has several inspiring meanings: first, such organizations establish another kind of public-private partnership; second, they offer an opportunity to approach an ideal partnership which is based on reciprocity; third, through a 3rd party perspective, intermediary organizations could make up the inadequacy of government. The existence of intermediary organizations is crucial, yet due to their late development and special traits, there are still some shortcomings including: first, the inadequacy of professionalism and specialty, which limit intermediary organizations to a supporting role in which they could only provide venue and equipment rental; second, the lack of finance independency would cause them to rely heavily on government grants and out-sourcing projects; third, privatization of intermediary organizations often channel their services to limited persons who own membership, which contradicts the original intention of setting up intermediacy organizations.
Keywords: partnership, Non-profit organization, intermediary organization, intermediate, privatization, Japan
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22185/23ca5979-864f-4952-a434-552c633f1c4d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNjgvMjZkMWEyMWItMDQwZi00M2JmLTkwMWMtOWIyYzZjYmE1MzM1LnBkZg%3d%3d&n=NDYyNjkzMTE3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22168", "title": "《文官制度》季刊-6卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22168/26d1a21b-040f-43bf-901c-9b2c6cba5335.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNjcvZGRlNDUxOGYtNGU4MS00NDJjLThjYWMtNjMzYjc2NTEzMTFkLnBkZg%3d%3d&n=NDYyNjkyNzI3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22167", "title": "《文官制度》季刊-6卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22167/dde4518f-4e81-442c-8cac-633b7651311d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNzEvNWQwMTMxNjctMDdkYi00YmQxLTg4ODItMmY3ODk1NTY5ZTNkLnBkZg%3d%3d&n=NDYyNjk1NjUyNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22171", "title": "《文官制度》季刊-6卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22171/5d013167-07db-4bd1-8882-2f7895569e3d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22172", "title": "地方政府員額評鑑指標建立與執行之研究", "內容": "
地方政府員額評鑑指標建立與執行之研究
\r\n\r\n呂育誠
\r\n\r\n《摘要》
\r\n\r\n「五都」改制除了改變地方政府的地位與組織規模，也連帶凸顯員額評鑑的重要性，因為除了增加員額數之外，也有必要同時藉由評鑑來檢討機關人力配置與相關人事管理措施的適當性。本文首先從現行中央員額評鑑規定與國外相關研究成果，歸納出地方政府建立評鑑指標的基本考量，在於針對評鑑需求與機關特質進行多層次的規劃；其次則檢視當前地方政府評鑑執行可能產生的問題；最後提出以自我改善為核心的員額評鑑指標，以及各類指標的配套應用與執行建議。
\r\n\r\n[關鍵詞]：員額評鑑、指標、地方政府、執行
\r\n\r\nBuilding and Implementing Personnel Headcounts Evaluation Indicators for Local Governments
\r\n\r\nYue-Chang Lue
\r\n\r\nAbstract
\r\n\r\nThe establishment of “5 Municipalities” in Taiwan in late 2010 has created 4 new city governments except Taipei, thereby highlighting the need for government employee headcount evaluation. For increasing staff brings up deployment and other personnel management problems at the same time. This paper tries to propose local government headcount evaluation indicators through the following steps. First, it reviews legislation and studies before arguing that the indicators should reflect multiple characters and needs of institutions. Then, the author examines the problems of building and implementing indicators for local governments. Finally, the author proposes several self-improvement indicators and demonstrates how these indicators can be used and adjusted.
\r\n\r\nKeywords: headcount evaluation, indicators, local government, implementation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22172/6deccc79-31ec-4fae-ade2-9a3cdecb41cf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22173", "title": "我國移民管理之政策與未來之發展", "內容": "我國移民管理之政策與未來之發展
\r\n\r\n陳明傳
\r\n\r\n《摘要》
\r\n\r\n移民政策是解決移民問題的基本原則或方針，然而我國尚無所謂全盤性的移民或謂人口移動政策。本文將我國與移民政策相關之發展區分為三個階段，其即為：1.早期移民政策之發展，包括移民政策綱領草案與移民政策白皮書；2.近期移民政策之發展過程；以及3.當代移民政策之建構與未來之發展等。
\r\n\r\n其次論述移民管理在實務方面之發展，其中包含我國移民管理相關措施之發展、警政與移民相關議題之新發展方面（包括社區警政與移民管理之全國新住民火炬計畫），以及各國移民管理與社區警政策略之新發展等。其中各先進之移民大國，活用社區警政推展之原則，將新移民融入其社區之成功經驗；以及從移民社區之中，獲取相關的非法移民之情資，均對於我國之移民管理，有甚多值得借鏡之處。
\r\n\r\n最後本文建議我國實宜建立人權與社會安寧兼容並蓄的人口移動政策，以便有效的執法並可結合外來之人力資源。再者，我國亦應建構移民社區資源整合之社區警政新概念。因此，我國之移民政策規劃，因為政治因素之影響，早期並無較完整之關注與規劃，至近期雖因為解嚴與社經之快速發展，以及與兩岸關係改善與全球接軌發展的催化下，逐漸有移民政策綱領與移民政策白皮書的產出。唯在政策、法制規劃面的全方位開展、政策面的落實執行與組織運作面的全力配套推展等方面，並不若移民先進國家的落實而見其成效。質言之，我國雖因社會之快速變遷與發展，而具體之移民政策似乎已漸具其芻形，唯比照先進之移民大國，則在移民法制立法、移民政策規劃與移民組織之確立，以及落實管理與執行等等方面，則仍有相當大的成長與努力之空間。
\r\n\r\n[關鍵詞]：移民政策、移民管理、移民
\r\n\r\nROC’s Migration Policy and Its Future Development
\r\n\r\nMark M. Chen
\r\n\r\nAbstract
\r\n\r\nA nation’s migration policy aims to resolve immigration and emigration issues. However, in Taiwan we do not have a comprehensive migration policy now. This paper divides our migration policy evolution into three phases, namely: 1. the early development of migration policy, including the draft policy and immigration policy white paper; 2. evolving of migration policy development in the last decade; and 3. current development and future trend of Taiwan’s immigration policy.
\r\n\r\nThis article goes on to discuss the practices and new developments of migration administration, including innovations of migration administration, community policing and immigration control, as well as the national “torch program” for new immigrants. Also, based upon various nations’ successful immigration management experiences, this paper tries to figure out a better way of balancing migration control and social security.
\r\n\r\nFinally, this paper recommends establishing a migration policy which pays attention not only to the rights of immigrants but also to homeland security. Only through a comprehensive development of migration policy can we reach the ultimate goals of becoming a developed nation of excellent migration administration.
\r\n\r\nKeywords: Migration Policy, Immigration Administration, Immigration
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22173/c32f4ea6-9b65-4e49-a172-59850fb1150f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22174", "title": "外部環境變遷下的公部門人才管理策略", "內容": "外部環境變遷下的公部門人才管理策略
\r\n\r\n陳志瑋
\r\n\r\n《摘要》
\r\n\r\n政府機關除了要處理常規業務外，愈來愈多重大變故亦不斷考驗著政府的因應能力，促使行政部門有必要益加關切這些重大非常規變故的預防與管理。特別是許多新興複雜議題，如人口老化、少子化、氣候變遷、年金制度改革、公債餘額增加、產業發展、青年失業率等，經年累月而已成為難解的政策難題。
\r\n\r\n本文旨在分析如何運用公部門人才管理策略，來處理來自全球與國家層次不同力量交錯影響的各項棘手公共議題。其次，本文探討人才甄選、能力建立與人才留用這三項人才管理策略的重要內涵，並針對這三項策略內涵，檢視我國現行中央與地方政府的相關人才計畫現況，進而提出三點研究建議如下：
\r\n\r\n第一，強化用人機關的人才導向思維，並根據開放式國家創新系統的需求，在現有考選制度之外直接甄補具有高度協調統合能力的人才，進入機關擔任關鍵的催化角色。
\r\n\r\n第二，針對我國當前外部環境變遷議題，建立與強化協力治理與裁減管理的能力，另應更加重視機關層次的人才能力建立。
\r\n\r\n第三，賦予機關首長更多人事管理責任，以進行機關的策略管理與績效管理。
\r\n\r\n[關鍵詞]：人才管理、人才甄選、能力建立、人才留用
\r\n\r\nDeveloping Talent Management Strategies in Public Sector to Meet Challenges Posed by External Changes
\r\n\r\nChih-Wei Chen
\r\n\r\nAbstract
\r\n\r\nAs governments do their regular work, they are faced with more and more extraordinary incidents that are testing their ability to respond. Some emerging issues, such as aging population, declining birth rate, climate change, annuity scheme reform, public debt balance, industry development and youth unemployment, are all knotty issues for policy makers.
\r\n\r\nThis paper aims to develop talent management strategies for the public sector as part of efforts to address the intractable public issues which are deeply intertwined with global and national forces. On the other hand, this paper focuses on three strategies of talent management: talent recruitment, capacity building, and talent retention. The results can be concluded as follows:
\r\n\r\nFirst, the hiring agency should be given the autonomy to recruit people who have high capabilities of coordination and integration and integrate them into a national system that is geared toward opening up and innovation.
\r\n\r\nSecond, build and strengthen public employees’ collaborative governing ability and cutback management capacity.
\r\n\r\nThird, hold the public agency leader more accountable for human resources management, so they can do their jobs of strategic management and performance management more effectively.
\r\n\r\nKeywords: Talent Management, Talent Recruitment, Capacity Building, and Talent Retention
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22174/79674805-445d-41de-b568-a7ec5c7c6da6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22175", "title": "論政府機關職務代理之法制化", "內容": "論政府機關職務代理之法制化
\r\n\r\n梁永興
\r\n\r\n《摘要》
\r\n\r\n查行政組織，必須由自然人擔任各種職務，始能讓組織正常運作，但自然人有休養生息需要，故職務代理制度存在有其必要性。
\r\n\r\n現行政府機關公務員請假或職務出缺，係依「各機關職務代理應行注意事項」辦理職務代理事宜，惟因該規定屬行政規則位階，內容規範並不完整，且考試院會同行政院送立法院審議之「公務員基準法」草案第四十五條，訂有授權考試院會同行政院訂定職務代理之管理辦法，故實有重新架構職務代理制度之必要。
\r\n\r\n各機關職務代理應行注意事項著重在現職人員代理資格，及聘僱非現職人員代理出缺職務之條件，於職務代理定義、代理人及被代理人權利義務之規範、工作責任歸屬及法律效果，並不明確，致實務操作上常生困擾，亦減損政府運作效能。
\r\n\r\n又除國外立法例外，私法人不論為營利之公司法人，或非營利之財團法人，同樣須自然人擔任各種職務，推動法人業務運作，也多設有職務代理制度，雖與政府組織不盡相同，但於目前政府治理參考公司治理精神下，仍有參考之價值；本文藉由文獻研究法，從實務學說及相關國內外立法例，探討政府機關完整職務代理架構之雛型，並試擬職務代理管理辦法草案，供主管機關及各界之參考。
\r\n\r\n[關鍵詞]：職務代理、法定代理、指定代理
\r\n\r\nA Research on the Legalization of Job Substitute in the Government
\r\n\r\nYung-Hsing Liang
\r\n\r\nAbstract
\r\n\r\nIn a government organization, every task needs to be assigned to a staff worker so the organization can operate normally. However, a worker by nature needs to take a rest whenever necessary. Therefore, a system of job substitute is required to operate a government organization.
\r\n\r\nWhen government employees ask for leave or when a job vacancy opens, the government needs to follow “the directions of job substitute in the government” to handle the job duties. However, this directive is part of administrative regulations and its content is not defined clearly.
\r\n\r\nThe Executive Yuan and the Examination Yuan have sent their draft “Standards Act of Government employees” to the Legislative Yuan for review. Article 45 of the Standards Act authorizes the Examination Yuan to design measures for job substitute. This shows it is necessary to create a new regulation governing job substitute in the government.
\r\n\r\nThe content of “the directions of job substitute in the government” emphasizes the qualifications for substituting current employees and the conditions for recruiting replacements when job vacancies are available. However, the definitions are not clear about job substitute, the responsibility, legal effects and the rights and obligations of proxies and the employees on leave. This may result in trouble in practice -- in other words, it may reduce the effectiveness of government operation.
\r\n\r\nOther than legislative exceptions, the private sectors also need workers to operate the organization and require a job substitute system for the same purpose as the government. Although their organizations are not exactly the same as the government, their job substitute system is still worth the reference by the government in the spirit of learning from the private sector.
\r\n\r\nBy analyzing literature, including practice doctrines and related legislations, this paper explores the prototype model of government employee job substitute structure. Also, draft job substitute regulations are provided for reference.
\r\n\r\nKeywords: job substitute, statutory agents, the agent of the authority
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22175/8544a09c-7968-4906-8888-c53e33d0d83b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNTQvMjc3ZTI0OWMtOGE4OS00YjJiLTk2YTQtMDAyZmIxNDY5N2QxLnBkZg%3d%3d&n=NDMxMDE2MDExNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22154", "title": "《文官制度》季刊-6卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22154/277e249c-8a89-4b2b-96a4-002fb14697d1.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNTMvYTAzMzhhOGYtYzE3NS00N2QyLWIxMzgtOGFjNjk0N2MwM2RhLnBkZg%3d%3d&n=NDMxMDE1NTg1NTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22153", "title": "《文官制度》季刊-6卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22153/a0338a8f-c175-47d2-b138-8ac6947c03da.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNTcvZjdkZWVjMjktOWQwMy00ZGExLWFhYzctNDA0YjdiMzIyOWE2LnBkZg%3d%3d&n=NDMxMDE2MjI2NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22157", "title": "《文官制度》季刊-6卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22157/f7deec29-9d03-4da1-aac7-404b7b3229a6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22158", "title": "是誰告訴人民政府表現如何？政府績效、公共資訊、與外電新聞的守門人之研究", "內容": "是誰告訴人民政府表現如何？政府績效、公共資訊、與外電新聞的守門人之研究
\r\n\r\n陳敦源、呂季蓉、孫玟秀
\r\n\r\n《摘要》
\r\n\r\n[研究目的與動機] 民主政治能否發生作用，基於一個關鍵環節：「人民具有應用公共資訊判斷政府表現的能力」；這是一個公民能力（citizen competence）的議題。更是一個大眾傳播媒體的「議題設定」（agenda-setting）的問題，本研究從公共管理者民主治理的需要出發，試圖回答「是誰告訴人民政府表現如何？」的問題；作者以世界經濟論壇（The World Economic Forum, WEF）發表「全球競爭力報告」（global competitiveness report）的公共資訊傳播過程為例，討論這個由媒體等「守門人」（gate keepers）所串聯起來的過程，對民眾了解政府表現具有什麼影響？以及該影響對公共管理者的啟示為何？
\r\n\r\n[研究方法與資料] 本文以二○○三到二○○五年為研究年限，蒐集WEF發布全球競爭力報告的過程中，國內新聞媒體報導等三個階段的新聞文件分析為主、輔以訪談資料，回答下列問題：一，WEF年度競爭力評比資訊進入臺灣的路徑為何？有哪些新聞守門員？二，臺灣媒體如何獲得國家競爭力評比資訊？如何解讀之？三，政府單位在其中扮演什麼角色？是否能影響臺灣媒體解讀這類資訊？這種影響是有利還是有害於民主治理的運作？
\r\n\r\n[結論與建議] 研究結論：首先，在WEF的個案中，主要的守門人是政府（不同部門、政黨）、媒體、與研究機構；再者，媒體對於WEF公佈指標的報導除了加入臺灣相關的資訊之外，並加入媒體的黨派立場；最後，由於民主憲政制衡與政黨競爭的關係，行政部門並沒有壟斷新聞報導內容的能力，這也是媒體自由化的結果。本文提出下面四點實務建議：一、公共管理者「媒體識讀」能力的需要，可以從了解新聞守門員在影響輿情的關鍵角色開始；二、多元社會與制衡制度中，政府機關更需要敏感與回應，才能維繫與形塑政府的形象與政策立場；三、公共管理者新聞價值的創造，可能面臨專業性與回應性的倫理衝突問題；四、網路（包括社會網絡媒體）的發達，非新聞專業的新聞守門員可能更多元，是公共行政下一波媒體識讀研究，應該注意的焦點。
\r\n\r\n[關鍵詞]： 民主治理、政府績效、公共資訊、大眾傳播、守門人、新聞媒體
\r\n\r\nWho Tells People How a Government Is Doing? -- Government Performance, Public Information and Imported News “Gate Keepers”
\r\n\r\nDon-Yun Chen, Chi-Jung Lu, Wen-Show Sun
\r\n\r\nAbstract
\r\n\r\nThe effectiveness of democratic governance depends on citizens’ ability to utilize public information to discern the performance of their government. The problem is not only related to citizen competence but also to the communicative capacity of the media in a democracy. In this research, we utilized WEF’s annual Global Competitiveness Report to reveal the process of international news communication to examine how various so-called new media “gate keepers” influence the outcome of news reports in the newsmaking process. Our research looks into three questions: 1, What is the path of WEF news being formed in Taiwan and who are the major “gate keepers”? 2, How do the local media acquire the WEF news and how do they reproduce it? 3, What role are governments playing in the process? Do their involvements alter the content of the news? Do their activities reinforce or undermine the democratic process in Taiwan? Results show that major gate-keepers are the government, media, and research institutes. Media will add information about Taiwan to the news and, at the same time, use their partisan preferences in reproducing the news. Government actors do not have the dominant role in the process but will always be at the center of the news. Practical suggestions from this study are: (1) Media literacy is one of the critical competences for contemporary public managers; (2) More sensitive and real-time media response is needed in government public relations efforts; (3) There might be an ethical dilemma when professionalism and responsiveness clash with each other; (4) The rise of the Internet and social media should be on the top of academic exploration into the area of media and public administration in the future.
\r\n\r\nKeywords: democratic governance, government performance, public information, mass communication, gate-keeper, news media
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22158/483d2316-dbac-489b-8f19-e357cd327a31.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22159", "title": "員額評鑑對政府人事管理與人力運用影響之研究", "內容": "員額評鑑對政府人事管理與 人力運用影響之研究
\r\n\r\n呂育誠
\r\n\r\n《摘要》
\r\n\r\n隨著「行政院組織改造」啟動，並以精簡行政院所屬機關組織與員額為基本原則，使得員額評鑑不僅是重要配套作為，更會連帶改變各機關業務、編制，以及人員任職的權利義務，基於此，執行評鑑除了應考量技術層面的變動外，更應注意其對機關人事管理與人力運用的影響。本文主張員額評鑑的關切重點不只是機關人員數目增減而已，更重要的，是應將評鑑作為組織績效管理，以及人員知能與職能表現的整合機制，並且藉此發揮評鑑的積極效益，亦即將評鑑結果作為機關進行人事管理與人力運用的基本依據：一方面促使機關各項運作與政策目標更密切結合；另方面也提供人員創新與自我提升的動力。
\r\n\r\n[關鍵詞]：員額評鑑、人事管理、組織變革
\r\n\r\nPersonnel Headcounts Evaluation: Its Influences on Civil Service Management and Deployment
\r\n\r\nYue-Chang Lue
\r\n\r\nAbstract
\r\n\r\nIn connection with the organization reform of the Executive Yuan whose main point is staff reduction, Personnel Headcounts Evaluation (PHE) serves not only as a technical procedure but also as a change agent that will influence the work, size, and even sense of duty of government employees. PHE plays a more important role in influencing personnel management and deployment than just a technical change. This paper argues that PHE can be developed as an integration mechanism to motivate performance and improve the competence of civil service. Besides, PHS can bring positive effects -- by integrating different actions and goals of a government agency, as well as by motivating self innovation and development of civil service.
\r\n\r\nKeywords: Personnel Headcounts Evaluation (PHE), civil service management, organization reform
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22159/9a881be6-acc0-49c4-82ae-6cfb72857386.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22160", "title": "國家考試多元評量之實踐：以警察特考情境測驗為例", "內容": "國家考試多元評量之實踐： 以警察特考情境測驗為例
\r\n\r\n吳斯茜
\r\n\r\n《摘要》
\r\n\r\n多元評量是精進國家考試的重點策略之一，但目前使用最廣的筆試應如何突破以拉近考、用之間的距離，亦至關重要。本文以雙軌分流新制之警察特考辦理的情境測驗作回應，此為國家考試首例，亦有三年的實施經驗。首先說明情境測驗的概念及在人事甄選的運用，繼而回顧警察特考設置情境測驗的政策背景，理解命題大綱的設計思維，以及分析情境測驗對於警察教育的影響，並由此經驗模式提出可供國家考試精進筆試制度的具體建議。
\r\n\r\n[關鍵詞]：多元評量、警察特考、情境測驗、學習遷移、工作知識
\r\n\r\nThe Practice of Multiple Assessments for National Examination: The Case of the Situational Test of Police Examination
\r\n\r\nSzu-Chien Wu
\r\n\r\nAbstract
\r\n\r\nThe use of multiple assessments is one of the key strategies to improve national examination. It is important to narrow the gap between examination and employment with the most popular assessment tool - pencil and paper test. The purpose of this article is to share experiences of the situational test of police examination. The situational test was initiated for new two-track police examination and has been implemented since 3 years ago. This article introduces the concept of situational test and its application for personnel selection. The article then reviews its policy background, the process of establishing test outline and the impact on police education system. Finally, based-on this practice example, several concrete suggestions for improving national examination are proposed.
\r\n\r\nKeywords: multiple assessment, police examination, situational test, learning transfer, job knowledge
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22160/7294d235-97ad-4945-bb15-cb910e5777e2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22161", "title": "公務人員休假制度之法理與實務探討：以勞工特別休假為對照", "內容": "公務人員休假制度之法理與實務探討：以勞工特別休假為對照
\r\n\r\n馮惠平
\r\n\r\n《摘要》
\r\n\r\n中國古時農業社會生活步調緩慢，工作與休閒並非涇渭分明，似乎並無特別規範官吏休假之必要。時至今日，社會已進入高度分工的科技時代，型態與結構迥異過往，安逸平穩景況不再，代之而起是社會環境快速變遷，以效率、競爭及緊張為發展象徵。就公務人員而言，藉由「休假」使其脫離工作壓力，從中不僅恢復既有能力，更進一步激發內在潛能，當是一重要課題。「休假」，究竟是否係公務人員的權利？按服務年資計算休假日數是否合理？有給休假是否需要再補助？未休假加班費是否有存在的必要？凡此，皆有值得探究之處。本文欲藉由文獻研究法，對照勞工特別休假相關規範與法理，從探討休假的意義、功能及法律性質談起，繼而簡介先進國家相關休假制度，復進一步論述我國公務人員休假制度沿革，最後，做出相關檢討及修法建議，俾供有司參考。
\r\n\r\n[關鍵詞]：有給休假、未休假加班費、休假補助、請求權、形成權
\r\n\r\nJurisprudence & Legal Practice on Civil Servants’ Vacation System: Compared with Labors’ Special Vacation
\r\n\r\nHui-Ping Feng
\r\n\r\nAbstract
\r\n\r\nIn an agricultural society, the pace of life was slow and there was no clear borderline between work and rest. So there was no need to regulate vacation affairs for government agencies. But things changed as we entered a new era of rapid scientific and technological development marked by an increasingly delicate division of labor. The social environment has become highly competitive and efficient, prompted by rapid changes. For those who work under such circumstances, it’s necessary to release their work pressures through vacation. In other words, they want to be recharged for a while, and then come back to work with renewed energy. It is also believed that their potentials can be well instigated through moderate relaxation. Therefore the vacation system planning has become an important subject for us. While some questions are left for further consideration, such as whether the vacation designed for civil servants could be seen as a right, whether it is reasonable to calculate the days of vacation based on their seniorities, whether it is necessary to provide allowance when they have already got permission for vacation, or whether we should keep the overtime pay for not taking vacation.
\r\n\r\nThis article explores the true meaning, functions and legal features of our vacation system designed for government employees by going through relevant literatures and comparing it with the relevant rules and legal principles of our laborers’ special vacation system. The paper then looks at some examples of vacation systems of other advanced countries and the history of ours own system. In conclusion, the author puts forth a consolidated legal suggestion for our government policy making.
\r\n\r\nKeywords: vacation with pay, overtime pay for no vacation, vacation allowance, the right to claim, the right to form
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22161/57be0aba-1771-4b9b-9f08-9830a1ea2218.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNjIvYThhOTI2MjktZTk2ZC00NjJhLWE0NjMtYmY1MmI0Njk1N2FjLnBkZg%3d%3d&n=NDMxMDE2ODU1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22162", "title": "考試院文官制度季刊論壇實錄", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22162/a8a92629-e96d-462a-a463-bf52b46957ac.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNDAvYWEzNzYzMjUtNDU5OC00YWQ1LWE4NTQtNGU5NDJkMWNlMjZhLnBkZg%3d%3d&n=MzExMjc5MjkzOTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22140", "title": "《文官制度》季刊-5卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22140/aa376325-4598-4ad5-a854-4e942d1ce26a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMzkvNGVlZDAzMmYtNmZmMC00M2M3LWI0ZGItOTZkZDJkYmYwNzMzLnBkZg%3d%3d&n=MzExMjc5MjU1OTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22139", "title": "《文官制度》季刊-5卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22139/4eed032f-6ff0-43c7-b4db-96dd2dbf0733.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxNDMvMTdmMTIyZDItNGViOC00NDhiLWIyMWItY2JmOWU2ZGFkNzAxLnBkZg%3d%3d&n=MzExMjc5MzYxMDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22143", "title": "《文官制度》季刊-5卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22143/17f122d2-4eb8-448b-b21b-cbf9e6dad701.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22144", "title": "實踐公務員倫理法制的範圍與方法：國際趨勢與臺灣現況", "內容": "實踐公務員倫理法制的範圍與方法：國際趨勢與臺灣現況
\r\n\r\n蔡秀涓、陳敦源
\r\n\r\n《摘要》
\r\n\r\n臺灣從經濟自由化到政治民主化的發展，曾經被譽為二次「奇蹟」，然而，臺灣人民在一次又一次的公部門貪腐訊息當中，卻又對目前民主治理品質存有很深的疑慮；從國內外幾項重要的相關調查則可看出，我國政府總體公務員的倫理表現，有必要進行重建。因此，本文認為臺灣該如何建構一個不同於威權體制時代、且符合國際上民主國家發展趨勢的全新公務倫理法制體系，是一個重要的焦點。本文首先從文獻回顧討論公務員倫理法制與民主治理的關係及重要性、相關意涵、以及有效性原則的基礎概念。接著，在相關的理論基礎之上，本文討論國際組織對於公共服務倫理法制的相關建議，以及選擇包括英、美、德、加、日、韓等六個經濟合作暨發展組織國家的相關倫理法制建設，從適用對象、核心價值、程序與法典化程度、規範面向與標準、負責機構等五個面向進行綜合分析，這些分析顯示，健全預防及管理倫理問題相關機制，以及強化高度倫理表現之組織領導與文化，是國際之共同趨勢。最後，本文再將這些跨國比較的內容，與臺灣目前倫理法制的現狀進行比對，藉此展現臺灣面對國際倫理法制建設的現狀，可以進行的相關改革方向。最後本文分別從健全預防與管理倫理問題基礎建設，以及強化高度倫理表現相關機制兩個面向，提出以下六項臺灣未來可以進行的倫理法制建設方向：（一）儘速建構一個統合性倫理法典；（二）更加強化政治中立價值與政治活動規範面向；（三）離職後規範應更加嚴格；（四）具體與豐富化公務員倫理法制核心價值（五）重新思考廉政署之位階；（六）持續強化公務員倫理教育、倫理領導與公民社會參與。
\r\n\r\n[關鍵詞]： 公務員、倫理法制、民主治理、行政倫理、公共服務倫理
\r\n\r\nThe Scope and Method of Implementing Civil Service Ethics: A Taiwanese Case Study with International Comparison
\r\n\r\nHsiu-Chuan Tsai, Don-Yun Chen
\r\n\r\nAbstract
\r\n\r\nThe political democratization in Taiwan has been hailed as the “second miracle” following the economic miracle that began in the 1960s. However, more and more reports about corruption in government have led Taiwanese to think twice on the second miracle. As a result, the ethical quality of the new democracy has become the focus of democratic consolidation in the future. In this paper, we first review the importance, legal implications, and principle of civil service ethics framework. It is vital to sustaining democratic institutions in a new democracy such as Taiwan. From a forward looking perspective, implanting the public service ethic framework means transforming Taiwanese government from authoritarian into democratic governance. Secondly, we use Canada, Germany, Japan, Korea, the United Kingdom, and the United States as comparing countries to illustrate the development of civil service ethical framework, which includes the target group, core values, procedural & codified level, regulating standards, and organizational arrangements. We find that while there are diverse ways to implement civil service ethics, the aim -- to improve the ethic underpinning of governance -- is the same for all nations. Lastly, we compare current Taiwanese public service ethic framework with these six countries and suggest that (1) Taiwan needs a unified law on public service ethics; (2) Traditional administrative ethics should be replaced by public service ethics; (3) Political neutrality and activities should be emphasized; (4) The “revolving door” doctrine should be enforced; (5) Reconsider the organizational level of the Agency against Corruption; and (6) Keep promoting public service ethic education.
\r\n\r\nKeywords: public service, legal code of ethics, democratic governance, administrative ethics, public service ethics
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22144/7997a234-f06c-4449-a913-793fc314f8c6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22145", "title": "我國消防人員陞遷制度之研究", "內容": "我國消防人員陞遷制度之研究—以臺南市政府消防局為例
\r\n\r\n馬群傑、宋鎮照、林寶玉
\r\n\r\n《摘要》
\r\n\r\n完善的消防人員陞遷制度有賴良好的法制規範。然而，基於縣市政府的合併以及各縣市政府消防局之人事任免權為縣市首長所有，故在實務運作之程序上，亦產生諸多值得探討之議題。鑑此，本研究乃以臺南市政府消防局為例，期由此探究出我國當前消防人員陞遷制度所面臨之困境與問題。進言之，研究者先進行績效評估及陞遷制度等進行文獻探討，再以半結構式深度訪談臺南市政府消防局之消防人員對於個人基本條件、職場表現、外在因素、陞遷滿意度等相關看法，將所得資料進行分析歸納，了解消防人員對現行影響陞遷的因素及對陞遷的看法，俾由此探討出切合我國現況發展的消防人員陞遷建議，以供未來政府制定消防人事制度與政策之參考。
\r\n\r\n研究結果發現：一、基層消防人員陞遷受限於警大條款。二、資績條件優異者且人際關係等外在因素良好者可加速陞遷。三、陞任評分標準表不可因人而改。四、機關首長具有相當陞遷決定權，應以公平、公正、客觀原則處理人事陞遷。以及五、辦理小隊長職缺資績評分之分數均應公布，不宜只公布獲得陞遷人員的名單。根據上述之研究發現，及本研究所提出之相關建議，強化消防人員陞遷之公平性與公正性外，並提供政府日後制定消防人員人事條例之參考，俾益消防人員陞遷制度的修正與改善。
\r\n\r\n[關鍵詞]：消防人員、陞遷制度、績效評估、臺南市政府消防局
\r\n\r\nTaiwan’s Promotion System for Firefighters: The Case of Fire Bureau of Tainan City Government
\r\n\r\nChun-Chieh Ma, Jenn-Jaw Soong, Pao-Yu Lin
\r\n\r\nAbstract
\r\n\r\nThe “Promotion Appraisal Scoring Form” is one of the important game rules in the operation procedures. However, the personnel appointment and removal of the firefighting bureaus are controlled by the head of a city or county government. Therefore, several critical issues arise. Relevant scientific literatures cited in this study include the articles regarding promotion system as well as performance appraisal. Furthermore, the semi-structured interview of firefighters at the Fire Bureau of Tainan City Government is conducted to collect the opinions of their own basic conditions, working performance, external factors and promotion satisfaction. Collected data are summarized and analyzed.
\r\n\r\nThe research findings are summarized and concluded as follows: (1) The promotion of the grass-root firefighters is actually confined by the Clauses of the Central Police University. (2) Anyone with both excellent working performance and interpersonal skills is more likely to be promoted. (3) The rules for the “Promotion Appraisal Scoring Form” should not be changed for the sake of any specific individual. (4) The organizational chief with promotion discretions shall deal with the personnel promotion in a fair and objective way. And 5.The scoring results to promote and fill the vacancy of a team chief shall be publicized; the current practice of publicizing name lists only is inappropriate. Based on aforesaid research findings, some suggestions have been put forth.
\r\n\r\nKeywords: firefighters, promotion system, performance appraisal, fire bureau of Tainan city government
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22145/4a51f059-afc8-48e3-952d-9313b23e6f89.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22146", "title": "幼托整合政策對國小附幼教保員管理之影響：新竹市的經驗與啟示", "內容": "幼托整合政策對國小附幼教保員管理之影響：新竹市的經驗與啟示
\r\n\r\n胡至沛、吳筱苹
\r\n\r\n《摘要》
\r\n\r\n本文主要在探討《幼兒教育及照顧法》通過後，當中對於國小附幼增置之行政教保員與教學教保員規範，對於實際上幼兒園的運作與管理的影響，特別針對人員的進用方式、人事與行政業務管理，以及在工作職掌等內容。對此，本文以全國率先實施幼托整合的新竹市為例，透過問卷調查與深度訪談，以說明分析：首先、教保服務人員對於不同法令進用不同身分別人員的看法及認同程度，其次、增置教保員（行政教保員）之工作職掌與管理現況，最後教保服務人員對於班級一師一保配班機制的意見及看法。
\r\n\r\n根據實證調查分析結果，本文的主要發現與建議有：第一、政策說明不夠清楚，導致增置教保員之目的眾說紛紜，第二、教保相同職務進用法令應相，第三、工作職掌規畫清楚，第四、新竹市政府同時實施一師一保的配班制度，毀壞了增置教保員政策的美意，第五、建議其他縣市維持二師制度，第六提供介聘的機會。本文經由實證調查分析與發現，希望有助於發掘現場的問題及衝擊，以提供各界參考，使能共創優質的幼教品質。
\r\n\r\n[關鍵詞]：幼托整合、幼兒教育及照顧法、教保員
\r\n\r\nThe Influences of Integrated Preschool Policy on the Management of the Education Protection Officer in the Nursery Affiliated with Elementary Schools: The Experience and Implication in Hsinchu City
\r\n\r\nJhih-Pei Hu, Siao-Ping Wu
\r\n\r\nAbstract
\r\n\r\nThis study focuses on the “The Act of Early Childhood Education and Care,” which states that “Each nursery affiliated with elementary school should hire one more education protection officer.” The purpose of this study is to understand whether the additional education protection officer has influenced the operation and function of nursery schools. This study takes Hsinchu city as an example, because it is the first city to implement this policy in Taiwan. The main points of the research include investigating the opinions and viewpoints of education protection officers with regard to the new law; understanding the duties of the additional education protection officer and how these positions are managed by the nursery affiliated with elementary schools; and investigating the viewpoints and opinions of the additional education protection officer with regard to each nursery school teacher.
\r\n\r\nAfter analyzing the empirical data from the questionnaire survey and in-depth interviews, this study summarizes six findings and suggestions: First, the explanation of the integrated preschool policy is not clear enough, as many different definitions have been given. Second, the same job should be defined by a corresponding recruiting act. Third, clear job responsibilities and planning are called for. Fourth, Hsinchu city assigns one teacher and nursery in the class – a practice that has side effects. Fifth, other country governments should maintain two teachers in one classroom. Six, education protection officer should be given equal work opportunities.
\r\n\r\nKeywords: integration of preschool, the act of early childhood education and care, education protection officer
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\r\n\r\n韓保中
\r\n\r\n《摘要》
\r\n\r\n一九七○年代末臺灣以中央集權形式，在新竹地區規劃與整合科技產業發展，建立龐大的科技產業聚落，形成官、學、研、產緊密合作的網絡關係，竹科經驗被視為臺灣「國家創新系統」的代表，此後更向中南部新設園區，加上個別地區的特色產業，逐漸發展出新的「區域創新系統」。隨著臺灣地方政府自治意識強化，創新已非中央政府專營獨占事務，地方首長為了增加地方競爭力與稅收來源，無不強化相關投資與發展，將創新成果視為重要政績，而地方政府的角色，也有配合執行、參與創新及主動創新三類。臺灣的創新系統研究，多關注在國家與區域創新系統發展，或強調產業、群聚與經營面向，公共行政與政策、地方政府及治理策略等研究相對較少。本文為研究初探，將梳理我國創新系統研究的類型與方向，並指出地方政府創新治理研究的必要性與可供研究省思之處。
\r\n\r\n[關鍵詞]：國家創新系統、區域創新系統、地方政府、地方治理
\r\n\r\nA Preliminary Study of Innovation Governance of Local Governments in Taiwan
\r\n\r\nBao-Chung Han
\r\n\r\nAbstract
\r\n\r\nIn the 1970s, Taiwan’s central government started to develop high-tech industries through a centralized approach. It created large-scale high-tech clusters which highlighted strong networks among the state, academia, labs and industries. The centralized way of developing the high-tech sector in Hsinchu area was lauded as the cornerstone of Taiwan’s national innovation system. The HsinChu experience was later imitated when Taiwan established similar technological parks in central and southern Taiwan. Now, many counties and cities in Taiwan have set up their local science and industrial parks, nurturing many distinctive industries and gradually developing them into regional innovation systems. As local government agencies were strengthened, innovation was no longer monopolized by the central government. Many local governments invest heavily in innovation for the sake of increasing competitiveness and tax revenue. The fruitful results of innovation would be regarded as an achievement of the local government, which plays three roles in innovation sphere in Taiwan -- reactive accommodation, active participation and proactive innovation. The academic studies of innovation systems in Taiwan mainly concentrate on national and regional levels, the industrial perspectives, cluster effects, and innovation management and little attention has been paid to the innovation governance and policies of local governments. This article, as a preliminary study, reviews innovation studies in Taiwan and demonstrate the importance of innovation initiatives of local governments. This paper concludes with some reflections on the research related to innovation and governance.
\r\n\r\nKeywords: national system of innovation, regional system of innovation, local government, local governance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22147/dba668a6-5e38-4997-a6a0-5cbc7bd67428.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMjUvYjc2MjUzMmMtMThmMC00Y2Y1LWI5NjctYzU0MzAzNjc3YTU3LnBkZg%3d%3d&n=MzgyMjExNTY0NjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22125", "title": "《文官制度》季刊-5卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22125/b762532c-18f0-4cf5-b967-c54303677a57.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMjQvNTQzNTZjYTYtODYxMC00ZjRmLWJjNDctYjg0NGVkNzM4Y2VlLnBkZg%3d%3d&n=MzgyMjExNTY3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22124", "title": "《文官制度》季刊-5卷3期_全文 ", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22124/54356ca6-8610-4f4f-bc47-b844ed738cee.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMjkvYTU0NjliYjMtMGE0MC00Mjg1LTgyOTMtNGUwYjQ4OTQ5ZTUyLnBkZg%3d%3d&n=MzgyMjEyNTYxODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22129", "title": "《文官制度》季刊-5卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22129/a5469bb3-0a40-4285-8293-4e0b48949e52.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22130", "title": "臺北市政府人事人員情緒勞務初探", "內容": "臺北市政府人事人員情緒勞務初探
\r\n\r\n黃一峯、吳斯茜、陳衍宏
\r\n\r\n《摘要》
\r\n\r\n在顧客導向的要求下，第一線接觸顧客的人員常要承擔情緒勞務，其努力管理情緒以表現出促進顧客滿意的臉部表情、肢體行為或聲音，但長期克制個人內在真正情緒，則可能導致工作倦怠，使情緒耗竭。人事人員一向被視為「公僕的公僕」，必須對「內部顧客」提供相關的人事服務，本文以臺北市政府人事人員為調查對象，探究其對情緒勞務、工作倦怠、工作滿意度的認知程度。經因素分析將情緒勞務分為「基本情緒表達」、「內心戲碼」及「表面功夫」三個向度，統計結果顯示不同學歷、不同年齡、不同職務的人事人員對於情緒勞務有顯現差異；另迴歸分析則顯示，「表面功夫」與「基本情緒表達」愈高，「工作滿意度」愈高；「基本情緒表達」愈高，「工作倦怠」愈低，而「內心戲碼」與「表面功夫」愈高，則「工作倦怠」愈高。本文屬初探研究，未來仍需考慮擴大調查範圍，並增加樣本的多樣性。
\r\n\r\n[關鍵詞]：情緒勞務、人事人員、顧客導向
\r\n\r\nA Study of Emotional Labor of HR Staff in Taipei City Government
\r\n\r\nIrving Yi-Feng Huang, Szu-Chien Wu,Yen-Hung Chen
\r\n\r\nAbstract
\r\n\r\nRequired to offer customer-oriented services, organizational employees need to employ proper emotional labor -- which refers to efforts at managing emotions including facial expression, body language, and voices -- to satisfy clients. Research literature indicates that burnout will be caused when employees are required to restrain emotions too much.
\r\n\r\nIt’s a common rule in democratic society that government employees are public servants who are supposed to provide kind, fast and convenient services to citizens. In Taiwan, HR staff are required to act as ‘servants to the civil servants’ by providing HR services to government employees, i.e. internal customers. A survey questionnaire was distributed to the HR staff in Taipei City Government in 2012 to explore their perceptions about emotional labor, burnout, and job satisfaction. After factor analysis, emotional labor can be categorized into three factors -- primary emotion, surface-acting, and deep-acting. The statistics indicate that there are significant differences among education, age, and position of subjects. The regression analysis indicates that the more an HR staff member gets at surface-acting and expressing primary emotion, the higher his or her job satisfaction will be. The more his primary emotion gets expressed, the less will be his chances of burnout. And the more one gets at deep-acting and surface-acting, the more will be one’s chances of burnout.
\r\n\r\nThis paper, as a pilot study, explores some meaningful results which can encourage further research based on a larger sample size.
\r\n\r\nKeywords: emotional labor, government HR staff, customer orientation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22130/fad0cdda-6eb3-456d-8fec-44c69ed6a44f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22131", "title": "基層公務員的情緒壓力與工作滿足感關係之研究—以交通部公路總局新竹區監理所人員為例", "內容": "基層公務員的情緒壓力與工作滿足感關係之研究—以交通部公路總局新竹區監理所人員為例
\r\n\r\n謝俊義、張毓琪、黃于恬
\r\n\r\n《摘要》
\r\n\r\n在現在充滿競爭的環境中，公家單位也如同服務業一樣，將服務品質及民眾需求視為工作中重要的一部分。基層人員在工作時不僅要付出勞力與腦力，在面對民眾時的情緒表達與良好的服務態度已經成為工作中重要的一環。但是壓抑或過度情緒表達可能會增加工作壓力、產生工作倦怠感等影響，甚至導致身心俱疲、影響身體健康等負面效果。本研究旨在瞭解公路監理機關人員組織因素、情緒勞務及工作滿足感之現況與因果關係。本研究採用問卷調查法，以交通部公路總局新竹區監理所各轄站編制及非編制內人員為研究對象，並透過結構方程模式進行資料分析及驗證假說。研究結果顯示真實表達工作行為有利於提升工作滿足感，而虛假掩飾工作行為不利於工作滿足感的提升。其它如服務氣候、顧客導向，以及人員與組織契合度對情緒勞務（包含真實表達工作行為與虛假掩飾工作行為）與工作滿足皆有正向或負向顯著影響。本研究建議公路監理主管機關暨各相關業務單位，正視公路監理人員的情緒勞務程度問題，改善工作環境品質等，降低公路監理人員工作壓力或工作倦怠感等不利因素。
\r\n\r\n[關鍵詞]： 情緒勞務、工作滿足感、服務氣候、顧客導向、員工與組織契合度
\r\n\r\nA Study of the Casual Relationships of Emotional Press and Job Satisfaction - The Employees in Hsinchu Motor Vehicle Office, Directorate General of High Ways, Ministry of Transportation and Communications as the Example
\r\n\r\nJun-Yi Hsieh, Yu-Chi Chang, Yu-Tien Huang
\r\n\r\nAbstract
\r\n\r\nIn the present competitive environment, the government is likened to the service industry which regards service quality and consumer needs as an important part of their work. Street-level bureaucrats not only work hard physically and mentally, but also try hard to show good service attitude and appropriate mood when facing clients. However, constraining or exceeding the mood expression will probably increase work pressure and chances of burnout, and even cause serious physical and mental fatigue, and have negative effects on health. This research aims to understand the status and casual relationships of organizational factors, emotional labor and job satisfaction for personnel in a local Motor Vehicle Office. This research surveyed the street-level bureaucrats in Hsinchu Motor Vehicle Office, Directorate General of Highways, Ministry of Transportation and Communications. It then analyzes the data and verifies the hypotheses through structural equation modeling (SEM).
\r\n\r\nThe findings demonstrate that deep acting is advantageous to the promotion of job satisfaction, while surface acting the work is disadvantageous to job satisfaction. Other factors such as service climate, customer-oriented policy, as well as employee-and-organization fit have significant positive or negative influences on job satisfaction. This research suggests that the Motor Vehicle Office pay attention to the problems of emotional labor and improve the quality of work environment. These steps can reduce work pressure, work burnout, and other adverse factors.
\r\n\r\nKeywords: emotional labor, job satisfaction, service climate, customer oriented, employee and organization fit
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22131/b96eb875-ff29-44ec-98f0-ab4239344e9d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22132", "title": "政府部門機關委外的迷思與挑戰", "內容": "政府部門機關委外的迷思與挑戰
\r\n\r\n曾冠球、方凱弘
\r\n\r\n《摘要》
\r\n\r\n機關委外不同於傳統的部分業務（如服務或勞務）委外，專指公部門將土地或建物交由民間機構負責興（重）建，進一步（或單純）委由這類機構負責營運。實務上，由於是機關整體委外，因此這類建物或館舍大多早已存在，只是比較老舊或不合時宜，策略上政府當局乃轉而思考委由民間機構負責重建——期望透過民間資金、創意及管理技術的挹注，提升公共建設或服務的品質，其中ROT或OT是實務上常見模式。儘管這類「促參」（Private Participation in Infrastructure Projects）業務看似非常實務取向，但理論上，我們仍可將其置於「公私夥伴關係」（Public Private Partnerships, PPPs）的概念底下，並聚焦於公共行政與管理學者比較關心的市場條件與組織管理層面，分析這類政策工具執行上存在的理論與實務落差。本研究透過一場由臺北市政府重點局處代表所組成的焦點座談，按照機關委外的事前、事中、事後程序，開放與會者自由討論，並仿照紮根理論研究法進行文本分析與資料呈現，文末討論則是聚焦於：如何排除機關委外過程中公共利益可能受到潛在傷害的來源。
\r\n\r\n[關鍵詞]： 機關委外、促參、公私夥伴關係、重建-營運-移轉、營運-移轉
\r\n\r\nThe Myths and Challenges of Government Agency outsourcing
\r\n\r\nKuan-Chiu Tseng, Kai-Hung Fang
\r\n\r\nAbstract
\r\n\r\nWith the increasing popularity of “private participation in infrastructure projects,” more and more government agencies are (re)constructed and/ or operated by private-sector organization -- so-called ROT or OT in practice. In this way, government authorities exchange distinctive resources with private corporations and vice versa in order to reap the benefits of collaborative synergy. In this article, the authors explore the critical myths and challenges that practitioners may face while utilizing this emergent policy tool in terms of market condition and internal managerial capacity, especially under the theoretical framework of “public-private partnerships.” Methodologically, a focus group interview of 10 key agency representatives from Taipei City Government is our data collecting strategy, and the data are analyzed via the grounded theory method. To prevent public interest from being damaged, discussions and implications are also provided based on the different stages of implementation of agency outsourcing.
\r\n\r\nKeywords: agency outsourcing, private participation in infrastructure projects, public-private partnerships, ROT, OT
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22132/27a84d86-95e6-41ef-9440-83f2b1e3b896.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22133", "title": "杜絕不當的政商利益輸送─重構公務員旋轉門條款", "內容": "杜絕不當的政商利益輸送─重構公務員旋轉門條款
\r\n\r\n范宜愷、林志潔
\r\n\r\n《摘要》
\r\n\r\n廉能治理已成為全球各國政府的施政目標，公務員除了通過國家考試證明自己有能力外，更須具備清廉的態度，清廉除了打擊貪污，更包含公務員在職時與離職後之利益衝突迴避，在要求清廉的同時，須以更高的道德標準看待公務員。公務員離職後之就業限制（利益衝突）問題特別值得注意，係因近年來國內外均相繼爆發離職公務員的貪瀆醜聞，而其不法之利益輸送與勾結不易為外人所知，但對公共利益與國家威信之傷害往往難以估計。
\r\n目前國內此領域之文獻相對較少，多集中於歷次修法提案、工作權之探討或外國立法例之研究。公務員服務法第十四條之一（旋轉門條款）之立法目的良善，卻因現行規定不夠周延，造成認事用法之困難與各界之抨擊，修法應係在所難免，大法官釋字第六三七號解釋亦表示應修法。故本文除整理歷次修法建議之內容外，另蒐集國內違反旋轉門條款之判決9案，歸納各案例之事實、爭點與理由，找出院檢或不同案例中司法見解矛盾之處；又因上述判決未能完全反映現行規定之不足，許多案例或疑似個案僅停留於媒體報導或不（緩）起訴處分階段，事實未見公開與明確，故本文補充外國立法例，以完整研析現行法之不足，進而提供修法建議，期能在我國廉政向前邁進的過程中貢獻一己之力。
[關鍵詞]：公務員離職後之就業限制、利益衝突迴避、旋轉門條款
\r\n\r\nFending Off Interest Peddling by Reestablishing the Revolving Door Clause
\r\n\r\nYi-Kai Fan, Chih-Chieh Lin
\r\n\r\nAbstract
\r\n\r\nGood governance is the most important political goal in many countries around the world. In addition to passing the national exam to prove their knowledge and ability, civil servants shall uphold the integrity principle. Integrity means fighting corruption and avoiding conflicts of interests. Greater attention shall be paid to conflicts of interests after the resignation of civil servants, because it usually involves corruption and improper funneling. Illegal funneling is difficult to discover but its damage to public interests and national prestige is enormous. Therefore, we need to evaluate civil servants with a higher ethics standard.
\r\n\r\nCurrently there are few literatures regarding funneling and the revolving door policy. These rare articles usually focus on the history of lawmaking, the right of work, or the introduction to other countries’ laws. Compared to traditional data on the subject, this paper tries to make a new and comprehensive analysis of the issue.
\r\n\r\nThe author of this paper believes that the legislative purpose of the Article 14-1 of “Civil Servant Work Act” (Revolving Door Clause) is good; however, it is difficult for prosecutors and the justice system to enforce the law. Such legislation has triggered criticism. To amend this outdated law is therefore necessary. In fact, the Judicial Yuan Interpretation No.637 has indicated that the Act should be amended. Besides analyzing previous proposals for amendment, this article collects 9 cases which involve violations of the revolving door clause. This article summarizes the facts, issues, reasons, and contradictory opinions, and offers the author’s arguments. This article also compares foreign legislation and proposes a new legal model to handle the issue of funneling and to combat corruption and related crimes in Taiwan.
\r\n\r\nKeywords: employment restrictions after resignation of civil servants, conflicts of interests, revolving door
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\r\n民102年4月
\r\n‧I‧
\r\n主編的話
\r\n公共行政的發展中，有幾個重大的轉換時期，在美國出現在60年代，因引入社會科學，逐漸脫離政治領域，而出現「新公共行政」，重新強調公共行政要重視社會價值，而後公共行政走向以加強政府管理，提升績效為主，導致「公共管理」名詞的出現，甚至有雷根總統推動民營化和第三者政府的做法，促使契約外包的方式進入行政學的領域，但對公共行政的主要脈絡仍沒有太大的影響；直至奧斯本與蓋柏樂所著「新政府運動」一書出版後，帶出「企業型政府」的概念，以企業的開創性、市場性、績效性及競爭性，對公共行政的實務界造成重大影響；但學術界卻以淡化的方式處理，即使克林頓總統大力加持，並以此為基礎，推動「國家績效評估」，仍未能使其被學術界大加引用。但是英國柴契爾夫人主政時,推動民營化、效率化、效能化及經濟化，強硬的將企業管理的方法引入公部門，使政府進入市場化、競爭化、績效化及顧客導向，這種革命性的作法，英國學者胡德稱之為「新公共管理」，取代了無法有效解決當時政府問題的「舊公共行政」，也捲動了全世界不論是已開發或開發中國家的政府再造，由於此種政府改革影響面太大，也回擊美國的傳統公共行政或附屬於行政學中的公共管理，因此將接近新公共管理概念的「新政府運動」（政府再造）稱之為「新公共管理」，如此平衡及銜接新公共管理的美國化，可見新公共管理的巨大影響力。
\r\n我國政府推動行政革新多年，較為完整的改革在82年行政院連戰推動的「行政革新方案」，以推動廉能政府為目標，87年蕭萬長當行政院長時，推動「政府再造」運動，其總目標為引進企業管理精神，建立一個創新、彈性、有應變能力的政府，以提昇國家競爭力，其參考的概念即是奧斯本與蓋柏樂所著的「新政府運動」一書，也就是美式的新公共管理，當時配合政府再造，許多政府機關都辦理「企業型政府」的演講，90年陳水扁當總統時，成立「政府改造委員會」，他自己出任主任委員，其第一要務為行政院組織的改造，其改造策略為去任務化、地方化、法人化及委外化，並於93年公布「中央行政機關組織基準法」，馬英九總統在99年公布「中央政府機關總員額法」及「行政院組織法修正案」並於101年開始實施，至
\r\n‧文官制度季刊‧ 第五卷第二期 民102年4月
\r\n‧II‧
\r\n此我國的政府再造才算完成，近20年的努力，才能有此成果，值得肯定，但在政府再造的研商過程時，著力在儘速完成，因此有許多的妥協和強制，當要真正實施時，方出現各種爭議，影響政府再造的進程，同時20年的時空改變，在各組織功能運作已趨成熟之際，卻要其改變習慣的組織領域，重新去適應新的狀況，需要些時間來調整，也要給予能彈性修正的空間，才能在各組織情同意合下，完成組織的精簡和合併，使組織在未來的運作更為順暢，由於世界各國推動新公共管理多年後，均有檢討與修正，我國在推動政府再造20年來，是否也應有相對的檢討與調整，使其更能配合當代的運作。
\r\n本期共刊登四篇不同性質的論文，第一篇是我國高階文官培訓，運用評鑑中心法的信效度分析，針對公務人員保障暨培訓委員會辦理高階文官發展性訓練，採取評鑑中心法進行參訓人員遴選及訓練結束後之學習層次評估，進行實證分析，以瞭解是否能有效評鑑高階文官職能。該論文先檢視國外先進國家評鑑中心法之發展趨勢，再對保訓會辦理高階文官發展性訓練，運用評鑑中心法之定位、規劃目標及作法進行論述，並以保訓會運用評鑑中心法辦理之相關活動，驗證評鑑中心法之信效度，發現具有良好之內容效度、評分者間信度及效標關聯效度，惟建構效度仍有不足，最後提出公部門精進評鑑中心法之未來展望。
\r\n第二篇主題是從俸給結構與退休所得，論公務人員退休年金給付制度之改革，並討論信賴保護原則，該文以考試院近期函送立法院審議之公務人員退休撫卹法草案相關規定為基礎，從「俸給結構」與「退休所得」兩途徑加以分析及探討，依其發現提出其建議，並對信賴保護原則是否適用於此次公務人員年金改革，從三階段保護信賴原則及釋憲實務二方面進行析述，據以實際操作論證，提出建議。
\r\n第三篇主題為公私協力關係，以社區大學公辦民營的案例，探討政府為加強協力關係，搭配運用因利誘導策略，其執行結果產生許多非預期的衝擊，因此對採取此種策略的協力關係進行探討。該研究以政策工具之設計、施用及成效為論述基礎，先說明協力關係的常理與變異，再探討政府對民間夥伴施用誘因機制，對協力關係所產生的影響，並以公辦民營的社區大學為例，透過文獻分析及深度訪談，歸納分析社區大學公辦民營之協力關係發展系絡，並從辦學場所、獎補助金、評鑑辦法、學位授予等四項辦學相關誘因機制，經由訪談實證資料，瞭解協力關係如何受到影響及產生何種合產績效，發現因利誘導對於協力關係會有非意圖或反功能影
\r\n主編的話
\r\n‧III‧
\r\n響，顯示公私兩造應重新面對社大定位及公辦民營之法理基礎，政府也需積極主導協力關係之維繫，避免控制與依賴，維持平衡與互賴。
\r\n第四篇論文探討組織權力、組織透明度與組織正義和政府績效之影響，該論文藉由2012年的台灣文官調查所得的資料加以運用分析，以循證的公共行政研究為基礎，試圖去釐清在公部門組織內的組織正義行使，及內部透明度的程度，是否對績效管理有因果關係的連結，以及這三者間在績效的影響表現上形成怎樣的關係，增進政府績效的阻力和推手到底為何。該文先確定重要變項的定義與測量方法，使用問卷調查所得資料加以分折，運用多元迴歸分析建立模型，發現要獲得良好的政府績效，政府的內部管理要公平，同時要進行資訊公開及透明化的處理，才能讓員工知覺在組織中，願意為組織整體的績效所效力。
\r\n本期的四篇論文的性質和方向都不同，第一篇針對我國高級文官培訓，所採用的評鑑中心法進行信效度分析，結合實務與理論的基礎研究，對我國未來高級文官訓練方法的規劃設計有重要影響；第二篇的主題方向為公務人員退休年金給付制度的改革，它是當前政府人事改革的重大議題，也是社會所囑目的焦點，該文針對改革草案加以理性分析，同時也討論公務人員年金改革是否適用信賴保護原則，作者依討論結果提出個人見解，在輿論有不同聲音的爭議中，該論文平實理性的分析，對此議題發展有其參考價值；第三篇以因利誘導來探討公私協力關係的運作，不同於一般研究的肯定公私協力關係，而發現其運作上有負功能的存在，值得未來相關主題研究者的參考；第四篇是以研究調查所得資料庫的數據，依所設模型提出資料，加以分析，以證實其相關假設，這是近年來，公共行政界的另一種量化研究途徑，有其發展的意義。
\r\n本刊從本期開始增加五位女性編輯委員，加強本刊編輯陣容，未來將逐步調整本刊的編輯方向，使本刊能以更充實的學術和實務發展內容，提供作者更多投稿的空間以及讀者更多的選擇，最後仍要感謝編輯委員們及考試院的編輯同仁，在大家共同努力下，使本刊能順利出刊。
\r\n文官制度季刊
\r\n主編 陳金貴
\r\n2013年4月30 日
\r\n‧文官制度季刊‧ 第五卷第二期 民102年4月
\r\n‧IV‧
我國高階文官培訓運用評鑑中心法之信效度分析與展望
\r\n\r\n蔡璧煌、吳瑞蘭、施佩萱
\r\n\r\n《摘要》
\r\n\r\n近年來，公務人員保障暨培訓委員會（以下簡稱保訓會）辦理高階文官發展性訓練，業採評鑑中心法進行參訓人員遴選及訓練結束後之學習層次成效評估，惟如何有效評鑑高階文官職能，是評鑑中心法之信效度所面臨之重要課題。本文經由檢視國外先進國家評鑑中心法之發展趨勢，針對保訓會辦理高階文官發展性訓練運用評鑑中心法之定位、規劃目標及作法進行論述，再依保訓會運用評鑑中心法辦理之相關活動，驗證評鑑中心法之相關信效度，結果發現具有良好之內容效度、評分者間信度及效標關聯效度，惟建構效度仍有不足。最後，在相關驗證成果基礎上，參酌國外發展趨勢，提出公部門精進評鑑中心法之未來展望，並持續追求評鑑之科學化及公平性。
\r\n\r\n[關鍵詞]：職能評鑑、評鑑中心法、高階文官發展性訓練
\r\n\r\nThe Reliability, Validity and Future Prospects of the Assessment Center Method Adopted for the Training of Senior Civil Service
\r\n\r\nBih-Hwang Tsai, Jui-Lan Wu, Pei-Hsuan Shih
\r\n\r\nAbstract
\r\n\r\nThe “Take-off Program for Senior Civil Service” implemented by the Civil Service Protection and Training Commission (CSPTC) has employed the Assessment Center Methodology to select trainees and perform assessment of the learning level and effectiveness after the training. Among the major issues that arise when using the Assessment Center Method is how to effectively assess competencies of individuals. This paper discusses the position, the goal and the process about the Assessment Center Methodology employed by CSPTC. Through a review of the development of the Assessment Center Methodology applied recently by foreign firms, CSPTC has conducted studies to verify the reliability and validity of the Assessment Center Methodology. According to our findings, the Assessment Center Method indeed possesses a high level of content validity, inter-rater reliability and criterion-related validity, but is short of construct validity. Finally, on the basis of the findings and the development of Assessment Center Methodology, this paper suggests some ways of improving the Center’s efficiency, including standardizing the assessment and making assessments on a fully scientific basis.
\r\n\r\nKeywords: competency assessment, assessment center, development training for senior civil service
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22096/ac1ecf78-c0f1-46e3-903f-5d3c9c25bd3d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22097", "title": "從俸給結構與退休所得論公務人員退休年金給付制度改革—兼論信賴保護原則", "內容": "從俸給結構與退休所得論公務人員退休年金給付制度改革—兼論信賴保護原則
\r\n\r\n馮惠平
\r\n\r\n《摘要》
\r\n\r\n公務人員退休年金制度屬於「軍」、「公」、「教」、「勞」四大年金制度之一，其改革規劃方案不單涉及數十萬現職與退休公務人員的經濟權益，亦為其他年金改革的具體指標及比較標的。既然年金制度改革攸關許多人未來重大權益之變動，當然為眾所關注之焦點。不難想見法案最後送立法院審議時，在各方角力下，必將遭遇諸多之質疑與挑戰。因之，本文以考試院函送立法院審議之公務人員退休撫卹法草案相關規定為基礎，從「俸給結構」與「退休所得」兩途徑探討之。又，信賴保護原則是否適用於本次公務人員年金改革，眾說紛紜，尤其是對於實體法上已取得財產權利的退休公務人員，其是否有信賴利益？是否必須加以保護？又如何保護？凡此影響退休年金給付制度之設計甚鉅，爰一併探討，以期做為立法者最後決定之參考。
\r\n\r\n[關鍵詞]：退休年金、所得替代率、信賴保護原則
\r\n\r\nOn the Reform of the Public Service Pension System from the Perspectives of Remuneration Structure and Retirement Income
\r\n\r\nHui-Ping Feng
\r\n\r\nAbstract
\r\n\r\nThe Civil Servant Retirement Annuity System is one of Taiwan’s four major annuity systems designed for military, public service, teaching and labor personnel. Since the programs of reforming and planning the retirement annuity will not only influence hundreds of thousands of incumbent and retired civil servants but will also become a concrete indicator as well as a comparison to other annuity reforms, it can be foreseen that after the Act of Reforming Annuity System is sent to the Legislative Yuan for approving, the government will definitely face plenty of suspicions and challenges from the outside. This article will first focus on the structure of civil servants’ remuneration and retirement income, which can be derived from the upcoming act (drafted by the Examination Yuan and delivered to the Legislative Yuan on April 12, 2013) governing both the public functionaries’ retirement and the compensation given to their surviving dependents.
\r\n\r\nMeanwhile, controversies have arisen over whether the Principle of Legitimate Expectation may apply while enforcing the reform on annuity system, especially on those who have already secured the property rights under the current legal system. Is it necessary for us to protect these rights based on the principle? Or how do we ensure such protective mechanism while enforcing the new retirement and annuity system in the future? All of these concerns about our future annuity system are discussed here as a reference for our legislators.
\r\n\r\nKeywords: retirement annuity, income replacement rates, the principle of legitimate expectation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22097/ae0f59ac-8060-4371-a71d-15e2a0a8833b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22098", "title": "因利誘導與協力關係 ──以社區大學公辦民營為例", "內容": "因利誘導與協力關係 ──以社區大學公辦民營為例
\r\n\r\n呂佩安
\r\n\r\n《摘要》
\r\n\r\n基於「新公共管理」精神所衍生出之政策工具──協力關係（public-private partnerships, PPPs）──應超越過往單純外包、私有化、契約委外之模式，立基於公私共同承擔整體責任之公共課責，建立長久關係。原初立意良善的協力關係開展之後，搭配運用以強化關係的因利誘導（inducement），經政府設計、施用，其執行結果產生許多非預期的衝擊。
\r\n本研究以政策工具之設計、施用及成效為論述基礎，首先簡要說明協力關係的常理與變異；其次探討政府對民間夥伴施用誘因機制，對協力關係所產生的影響。復次，本研究以社區大學公辦民營為例，透過文獻分析及深度訪談，歸納分析社區大學公辦民營之協力關係發展系絡，以及辦學場所、獎補助金、評鑑辦法、學位授予等四項辦學相關誘因機制，如何影響協力關係及合產績效。本研究發現，因利誘導對於協力關係的非意圖或反功能影響包括：無自有校地之民間承辦者承擔較大風險，逐漸轉向不對等、不情願的協力勉強，民間協力的多元化、社區化、去體制化等優點被削弱，對短期行為與粗廉規劃的不當激勵，不均衡的單向課責；渠等現象顯示出，公私兩造應重新面對社大定位及公辦民營之法理基礎，政府也需積極主導協力關係之維繫，避免控制與依賴，維持平衡與互賴。
[關鍵詞]：政策工具、因利誘導、協力關係、社區大學、公辦民營
\r\n\r\nInducement and Public-Private Partnerships: a Case Study of Privatized Community Colleges
\r\n\r\nPei-An Lu
\r\n\r\nAbstract
\r\n\r\nThe policy instrument, derived from the spirit of “new public management,” public-private partnerships (PPPs) ideally ought to be based on public and private sectors undertaking the public accountability reciprocally and, furthermore, transcend outsourcing, privatization and contract-out for building a sound and long-term relationship. After the PPPs with good intention have been initiated, the government plans and implements inducement for strengthening the relationship between the public and private sectors. Surprisingly, it has resulted in many unexpected shocks.
\r\n\r\nThis study is grounded upon the planning, implementing and outcome of policy instrument. First, the author makes a description of normality and variation of PPPs; second, he probes what impacts have been made on PPPs from inducement; third, with a case study of privatized community colleges, he uses literature analysis and interviews to induce the context of development of privatized community colleges and its PPPs, and how the inducements (i.e. campus, grant-in-aid, performance assessment and degree meriting) influences PPPs and the performance of coproduction. The finding of this study is that the inducements do have some unintentional and even dysfunctional impacts on PPPs: first, the private contractors without their own campus would bear higher risks; second, the relationship between the public and private sectors tends to become asymmetric and reluctant collaboration; third, the advantages of collaboration such as service diversity, community-based services and deinstitutionalization would be reduced; fourth, improper encouragement for myopic behaviors and hasty task planning could happen; and fifth, there could be unbalanced and one-way accountability of the private contractors. These situations show that both public and private sectors have to deliberately deal with the orientation and legal foundation of privatized community colleges. In the meantime, the government should lead a symmetric and reciprocal partnership positively and try to keep the private sector from being controlled and dependent, and to keep the relationship well-balanced and interdependent.
\r\n\r\nKeywords: policy instruments, inducements, public-private partnerships, community colleges, privatization
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22098/dfeeb2ed-01bc-45df-9e2f-462afda49cf9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22099", "title": "組織權力、組織透明度與組織正義和政府績效之影響性研究", "內容": "
\r\n組織權力、組織透明度與組織正義和政府績效之影響性研究
呂佳螢
\r\n\r\n《摘要》
\r\n\r\n「對外資訊公開」與「決策透明」，是衡量國家的民主化程度與實質民主績效測量的重要指標，但是，「對內組織的資訊公開」與「內部的決策透明」對於民主績效的影響性仍是未解之迷。本文藉由二○一二年的臺灣文官調查資料 ，以循證的公共行政研究（evidence-based public administration）為基礎，試圖去釐清在公部門組織內，非正式化的組織權力對於政府績效的影響性為何；以及組織內的組織正義行使，及內部透明度的程度，是否對於績效管理有因果關係之連接，以及這三者（組織權力、組織正義以及組織透明度）在績效的影響表現上又是形成怎樣的關係，增進政府績效的政府阻力和推手到底為何。
\r\n本文首先確立重要變項的定義與測量方法，使用1,475份的隨機抽樣調查問卷資料，其資料來源為陳敦源教授所主持之「民主治理下的政府效能：公共服務動機、繁文縟節、與政務∕事務關係（臺灣文官調查-II」的國科會調查研究計畫。在研究分析上則使用多元迴歸分析建立模型。
\r\n在研究成果上，發現在影響組織績效的變項原因上，「組織權力」雖然對績效有影響，但卻會被組織的公開程度所弱化掉，也就是說當組織制度中真正要重視的是「組織透明度」以及「組織正義」的管理，才能產出比較好的績效，而非增進個人的組織權力。尤其特別要重視組織內關於「資訊透明」以及「分配正義」的行使，如能將內化為組織文化的重要組織精神，就能夠激勵文官在組織內更求表現，導出更好的組織績效成果表現。
[關鍵詞]：政府管理、績效、組織正義、組織透明度、組織權力
\r\n\r\nA Study of the Relationships among Organizational Power, Organizational Transparency, Organizational Justice and Performance of Government:
\r\nA Case Study of the TGBS II, 2012
Chia-Ying Lu
\r\n\r\nAbstract
\r\n\r\nGovernment information disclosure and transparency in decision-making are important indicators to measure the democratization performance of the country, but the transparency of decision-making within the organization for the government performance remains a mystery.
\r\n\r\nThis article uses the 2012 TGSB (II) survey data. It tries to understand the organization of the public sector by looking into whether there is a causal relationship between organizational justice, organizational transparency and organizational power for government performance. This study is based on evidence-based public administration research, using multiple regression and survey research methods, with 1,475 valid samples of the central civil service of Taiwan.
\r\n\r\nIn the research, the organizational transparency and organizational justice as the main factors which affecting organizational performance. Although the organizational power affect performance too, but in a high degree of organization transparency is not applicable. Recommended in the organization management must focus the information transparency and distributive justice exercise, which can motivate the behavior of the civil service, and Promote better performance results.
\r\n\r\nKeywords: government management, performance, organizational justice organizational transparency, organizational power
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22099/f6b0e38c-3b43-4b1b-8b6a-f544fbac790f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwNzkvMjc2YjM0Y2EtNDQyMi00MDE5LTg2MGEtNTY5OWU5MTliYzg4LnBkZg%3d%3d&n=MzI4MTQzMDQ3MzUucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22079", "title": "《文官制度》季刊-5卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22079/276b34ca-4422-4019-860a-5699e919bc88.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMjIvOTk0NDI5MjMtYTRkMS00YTRhLTlmNzktNzAyYjI0ZWY1YTJmLnBkZg%3d%3d&n=MzgxNjE2NDgyMjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22122", "title": "《文官制度》季刊-5卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22122/99442923-a4d1-4a4a-9f79-702b24ef5a2f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwODIvY2Y4NGYyYzctNjg3Mi00YjU2LTgzN2YtM2I3NTRjMWMxNjcyLnBkZg%3d%3d&n=MzI4MTQzNTMzNjMucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22082", "title": "《文官制度》季刊-5卷1期_主編的話", "內容": "
\r\n主編的話
\r\n
\r\n政府在推動各項政策或行政措施時，會因為時空的轉換、執政者的想法、社會的反應及民眾的需求，需要有新的作為，因此改革成為政府的一種決心，通常政府的改革可以分成三個面向，第一個面向是組織面，因為原來的組織結構或功能受到組織功能的新發展或縮減，無法有效對應新事務，必須加以調整，所牽涉的部分可以是部會間組織的合併或精簡，例如中央行政組織改造案、或是台灣省政府精簡虛級化，也可以是因組織定位的改變而產生的改變，例如五都升格的組織架構的提昇，也有各行政機關因內部任務或工作需要，而有組織的調整措施，例如地方政府因地方特性，設置原住民或客家委員會等行政部門，這些組織的調整由於有適當的作業時間，同時也能考量受影響員工的情境，雖然有較大的變動，一般而言，在其過程中，較少有不滿的反應。第二個面向是管理面，因為社會反應行政績效不佳，或是政府有新的施政理念，或是受到外國政府改革的影響，需要新的觀念或管理運作方式，因此推動新行動，大的行動如行政革新、政府改造、行政法人、行政中立、民營化等，小的行動如各行政機關推動組織學習、標竿學習、服務品質管理、契約外包、策略管理、政府行銷、電子化政府等，雖然這些新觀念或新措施會帶給公務人員新的壓力或新的挑戰，畢竟是針對行政事務的改變，對公務績效的運作或提升有其實質效應，公務人員只要調整態度即可適應，而且不斷的改革，對他們而言，也已習慣去調適新的要求。
\r\n政府政革的第三個面向是人事改革，因為時代的變化，公務人員的人事制度也需要有所改變，使政府在公務人員的取才、用才、育才、留才等方面能有更好的結果，以促使政府的運作更有績效，因此人事改革可以從理論的新發展去進行，例如引進人力資源管理及人力資本的觀念，視公務人員為重要的資源或資本，配合組織目標，採取策略性的管理，使人力能發揮最高的效能，因而組織必須要關切員工的工作和生活，使其能在組織的照顧下，集中心力努力工作；人事改革也可以因為事實的需要，修改人事法規，使人事行政的運作能更有效能，例如考試制度的改進、公務人員訓練方案的改進、考績制度的修改、公務人員退撫制度的調整，公務彈性用人規定的法制化等，這些改變是針對公務人員而來，因而會影響公務人員的權益問題，自然會有較強的反應，因此人事改革需要更大的用心和耐心，不僅要達到改進的目的，也要考量公務人員的心態，強力的改革可以從制度面的角度達成目標，但忽略員工的心理面，所造成的員工影響，可能會帶來另一方面的負作用，公務人員制度需要改革，但公務人員也需要政府的關懷和尊重，這也是近代人力資源管理會加入關切員工的觀點之故，因而推動人事改革的態度跟其他改革有所不同，這是推動人事改革時，不能忽略之處。
\r\n本期共刊出四篇論文，第一篇研究公務人員福利事項權屬與法制化，討論重點為年終慰問金的刪減，此論點曾引起社會輿論的熱門話題，因此該文以此主題加以探討，具有時代意義。該文認為行政院近期在立法部門強烈壓力下，作出大幅刪減退休公務人員年終慰問金之決策，衍生出許多公法上的問題，由此角度，藉由文獻研究及立法學研究等方法，探討公務人員福利事項之分工權屬、項目及適用法令、有否法律保留原則適用等，並提出相關檢討及修法建議，以期作為有關機關政策決定的參考。
\r\n第二篇論文為我國推動公務人員考績丙等比例的政策衝突分析，此主題也是近年來公務人員考績制度改革中的最具爭議的議題，該文認為考試院在修改公務人員考績法時，要以明文規定具強制性的考績丙等比例來達到汰劣的目的，但遭遇行政機關、立法現及司法體系的反彈，造成政策衝突的現象，因此該文透過文獻分析法，先回顧我國推動公務人員考績甲等與丙等比例的歷程，再從議題、各政府部門的反應、平面媒體與網路等三個面向，分析推動考績丙等比例的政策衝突，並歸納出利益、權力及選票三項核心的衝突，主張考績制度需要改革，以提升政府績效，但對於是否要設丙等比例，作者提出其個人見解。
\r\n第三篇為台灣六都「1999熱線」的質化分析，用以揭開地方文官回應民意的秘箱，由於傾聽民意、回應民意已成為施政最重要的工作，為改善政府與公民關係，各地方政府加強運用資通訊科技，做為加速傾聽與回應民意的管道，近年來地方政府依循企業客服中心而設立的1999市（縣）民熱線，而地方文官的裁量判斷，成為民意是否能被有效回應的關鍵，該論文藉由對台北市、新北市、台中市、台南市、高雄市以及桃園縣等六都處理「1999熱線」陳情案件之主政文官的深度訪談分析，以及相關理論文獻的對話討論，綜合提出研究結果。
\r\n第四篇主題是影響原住民族鄉鎮市區公所原住民族消極代表性的因素，該論文基於代表性官僚理論，以原住民族地區55個鄉鎮市區公所為研究對象，並以機關為分析單位，運用多元迴歸分折，探究影響原住民族消極代表性的因素。
\r\n在測量原住民族消極性代表方面，採用代表指數法與Pitts指數兩種測量方法，另外也採用敏感度分析，確認原住民族消極代表性的最適條件，最後在研究發現中，提出討論與政策意涵，該論文的研究除了彌補國內缺乏消極代表影響的探討之外，對於原住民族公務人員的甄補以及原漢之間的互動，也有重要的啟示意義。
\r\n本期的前兩篇論文都是以具有較多爭論的議題探討，本刊基於學術中立，尊重審查委員與作者的互動意見，其論文所提意見不代表本刊的立場，由讀者自行判斷，第三篇針對六都1999熱線的民意回應來探討，是不同於相同主題的獨特角度的分析，值得中央及各地方政府參考改進，第四篇更針對原住民族的消極代表性探討，也是一般少有的探討主題，總之，這四篇論文都有其特色，值得用心一讀。
\r\n從本期開始，編輯委員稍有變動，新陣容的成員會本著本刊一向嚴謹的態度，更加用心於論文的審查及刊出，同時本刊也在此基礎下，得到許多大學的學術認可，同意本刊為符合教師升等的重要刊物，因此特別要感謝過去的編輯委員、審查委員、作者及編輯人員的辛苦，也希望作者及讀者繼續支持本刊，使本刊能有更好的學術貢獻。
\r\n
\r\n文官制度季刊
\r\n主編 陳金貴
\r\n2013年1月30日
\r\n
\r\n
公務人員福利事項權屬與法制化研究—從刪減年終慰問金談起
\r\n\r\n馮惠平
\r\n\r\n《摘要》
\r\n\r\n早期公務人員待遇微薄，政府為安定公務人員生活，使其於發生各種急難事故時，能獲得適當之濟助，特採行各種福利措施，以補平時俸給之不足。嗣政府逐步調高公務人員待遇，自民國80年代以後，公務人員待遇與民間待遇差距逐漸縮小彌平。近年來，全球經濟不景氣，國內經濟隨之低迷不振，基層勞工薪資不升反降，造成一般民眾相對剝奪感加增。面對此一「不患寡而患不均」之大環境氛圍，行政院近期在立法部門強烈壓力下，作出大幅刪減退休公務人員年終慰問金之決策，由此，衍生出許多公法上值得探討的問題。本文欲藉由文獻研究及立法學研究等方法，探討公務人員福利事項之分工權屬、項目及適用法令、有否法律保留原則適用等，並提出相關檢討及修法建議，以期作為有關機關政策決定的參考。
\r\n\r\n[關鍵詞]： 法制化、法律保留原則、年終慰問金、公務人員福利事項、再授權禁止原則
\r\n\r\nA Study of the Jurisdiction & Legalization of Civil Service Welfare—The Issue of “Cutting Year-end Consolation Money”
\r\n\r\nFeng, Hui-Ping
\r\n\r\nAbstract
\r\n\r\nThis paper tries to explain why and how the consolation money policy, related rules and measures were made, and whether the Principle of Law Reservation can be applied to this policy. The author also tries to look at the issue from legislative points of view in a hope to provide a consolidated legal suggestion for the reference of the government in policy making.
\r\n\r\nThe consolation money was originally designed as a measure to support civil servants’ livelihood because their average salary was rather low as compared to other private-sector workers before 1990’s, and this gap was gradually narrowed after the government started to raise the average salary for civil servants since the 1990s.
\r\n\r\nHowever, this measure for civil servants can no longer be sustained because most of our workers (especially lower-level ones) are facing the fact that their salaries have been shrinking under the threat from the global economic downturn, pushing the government to cut some welfare for civil servants and forcing them to share the economic pain.
\r\n\r\nTo deal with this problem, the Executive Yuan has decided to cut the 2012 year-end consolation money for retired civil servants under the pressure from the Legislative Yuan, a move that created a big controversy especially over public law.
\r\n\r\nKeywords: legalization, the principle of legal reservation, the year-end consolation money, civil Service welfare, the principle of prohibiting re-authorization
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22083/fc40b047-769a-466b-8ee4-f2ae9d8c2574.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22084", "title": "我國推動公務人員考績丙等比例的政策衝突分析", "內容": "
我國推動公務人員考績丙等比例的政策衝突分析
\r\n\r\n李天申
\r\n\r\n《摘要》
\r\n\r\n長年以來，我國公務人員的考績制度未充分彰顯「汰劣」的功能，故考試院試圖修改《公務人員考績法》，明文規定具強制性的考績丙等比例來加以改善。然而，考試院在推動修法的過程中，丙等比例與淘汰條件都有「由嚴轉鬆」的趨勢，顯示來自於行政機關、立法院、司法體系的反彈強烈，發生政策衝突。本文透過文獻分析法，首先回顧我國推動公務人員考績甲等與丙等比例的歷程。繼而從「議題」、「各政府部門的反應」、「平面媒體與網路」等三個面向，探討推動考績丙等比例的政策衝突。之後，本文從關於丙等比例的各種不同意見中，歸結出三項核心的衝突，包括：利益、權力、選票。最後，本文主張考績制度需要改革以提升政府績效與公共利益，但對於是否要設定丙等比例，持保留的態度。
\r\n\r\n[關鍵詞]： 政策衝突、公務人員考績法
\r\n\r\nAn Analysis of Policy Conflict in Reforming Taiwan’s Civil Service Performance Evaluation System by Setting a Grade C Ratio
\r\n\r\nTian-Sheng Li
\r\n\r\nAbstract
\r\n\r\nBecause the civil service performance evaluation system in Taiwan has been dysfunctional, the Examination Yuan is now attempting to amend the Civil Service Performance Evaluation Act by setting a mandatory ratio of Grade C. However, during the legislative process of the amendatory act, the strictness of relevant regulations continually declines, reflecting the emerging policy conflict among Examination Yuan, administrative agencies, the Legislature and the judicial branch of the government. The author uses document analysis to review the process of setting grade A and C quotas in attempts at reforming Taiwan’s civil service performance evaluation system. The author then analyzes the policy conflict in the reform on grade C ratio from three dimensions: (a) the issue, (b) response of public sectors, and (c) print media and Internet. Further, from various opinions about grade C, the author summarizes three core conflicts— interest, power and vote. Finally, this paper concludes that civil service performance evaluation system in Taiwan needs to be changed in order to improve government performance and public interest, but it does not strongly recommend setting a mandatory ratio of Grade C.
\r\n\r\nKeywords: policy conflict, civil Service performance evaluation act
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22084/095ad53c-9a11-4d12-9f40-89e2c5ffd6e0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22085", "title": "揭開地方文官回應民意的「秘箱」：台灣六都1999熱線的質化分析", "內容": "揭開地方文官回應民意的「秘箱」：台灣六都1999熱線的質化分析
\r\n\r\n廖洲棚、陳敦源、廖興中
\r\n\r\n《摘要》
\r\n\r\n隨著我國民主發展的深化，「傾聽民意、回應民意」已成為政府最重要的工作。政治系統回應公民需求不僅僅是民主理論與實務的核心問題，更是政府與公民關係維繫的關鍵。為改善政府與公民關係，各地方政府紛紛運用資通訊科技（Information and Communication Technologies, ICTs），做為加速傾聽與回應民意的管道，如從早年的市長信箱，到近年各地方政府依循企業客服中心（call center）而設立的1999市（縣）民熱線。各地方政府雖設置「1999熱線」受理民眾陳請，卻無法改變地方文官得依職權裁量回應民意的事實。地方文官的裁量判斷，無可避免地成為民意能否被政府有效回應的關鍵。為瞭解「地方文官究竟是如何回應民意？」的問題，本文藉由對臺北市、新北市、臺中市、臺南市、高雄市以及桃園縣等六都處理「1999熱線」陳情案件之12名在職主政文官的深度訪談分析以及相關理論文獻的對話討論，逐步揭開地方文官回應民意的秘箱（secret box）。
\r\n\r\n[關鍵詞]：回應性政府、行政裁量權、1999市民熱線、公民關係管理
\r\n\r\nUncovering the “Secret Box” of Local Civil Servants’ Responsiveness: Qualitative Analysis of the 1999 Citizen Hotline in Six Taiwan Cities
\r\n\r\nZhou-Peng Liao, Don-Yun Chen, Hsin-Chung Liao
\r\n\r\nAbstract
\r\n\r\nWith the democratic consolidation in Taiwan, “listening and responding to people” has become the core value of governments at all levels. In order to improve the government-citizen relationship, many local governments of Taiwan use the Information and Communication Technologies (ICTs) as a means to listen and respond to public opinions, such as the early Mayor’s Mailbox and the recent 1999 Citizen Hotline for city residents. However, even if government uses ICTs, public opinion still needs to be responded by civil service system. Because the civil servants exercise discretion with their professional preference, there may be a gap between civil servants’ response and citizens’ preference. Therefore, it is necessary to pay attention to the “secret box” (bureaucratic responsiveness). In order to understand the “secret box”, this paper uses the 1999 Citizen Hotline of Taipei City, New Taipei City, Taichung City, Tainan City, Kaohsiung City and Taoyuan County as sample cases, to explore “how do the local civil servants respond to the public?” To answer this question, this study adopts the qualitative grounded theory method. The authors interviewed twelve local civil servants who dealt with the calls of 1999 Citizen Hotline in the six cities and county, and summarize their opinions to explore the theoretical framework of local civil servants’ responsiveness, as well as the key factors which would influence their responsive process.
\r\n\r\nKeywords: responsive government, administrative discretion, 1999 citizen hotline, citizen relationship management
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22085/9ee5a948-b7b1-4330-b4e9-e4eb67394e85.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22086", "title": "影響原住民族鄉（鎮、市、區）公所原住民族消極代表性的因素", "內容": "
影響原住民族鄉（鎮、市、區）公所原住民族消極代表性的因素
\r\n\r\n陳文學
\r\n\r\n《摘要》
\r\n\r\n本文基於代表性官僚理論，以原住民族地區55個鄉（鎮、市、區）公所為研究對象，機關為分析單位，運用多元迴歸分析，探究影響原住民族消極代表性的因素。在原住民族消極代表的測量上，本文採用代表指數法與Pitts指數兩種測量方法。經過統計分析發現，第一，當機關首長具有原住民身分時，機關的原住民族代表指數或Pitts指數都會比較高。第二，當機關所在區域的原住民人口百分比愈高，機關的原住民族代表指數與Pitts指數反而會愈低。另外，本文也進一步運用敏感度分析，確認原住民族消極代表性的最適條件，譬如當機關首長為原住民並且該機關所在地的原住民人口比例為77% 時，原住民族消極代表指數為最佳消極代表。最後，基於研究發現，提出討論與政策意涵。透過本研究，除了可以彌補以往國內缺乏消極代表影響因素的探討之外，對於原住民族公務人員的甄補以及原漢之間的互動也有重要的啟示意義。
\r\n\r\n[關鍵詞]：代表性官僚、民主行政、原住民公務人員、原住民族地區、甄補
\r\n\r\nThe Determinants of Indigenous People’s Passive Representation in Taiwan: An Analysis of the Indigenous Township Offices
\r\n\r\nWen-hsueh Chen
\r\n\r\nAbstract
\r\n\r\nBased on the theory of representative bureaucracy, this paper uses the data of 55 Indigenous Township Offices to explore the factors affecting the passive representation of the indigenous people in Taiwan. We adopt the Representative Index and Pitts Index to measure the indigenous communities’ passive representation of the Indigenous Township Offices. The findings show that the ethnicity of township head and the indigenous proportion of the population both affect the passive representation. Furthermore, the study finds the conditions of perfect passive representation of the indigenous people. In conclusion, we discuss the research implications and propose policy suggestions which might help the recruitment of indigenous civil servants and facilitate interactions between the indigenous minorities and the Han majority.
\r\n\r\nKeywords: indigenous civil servants, indigenous region, democratic administration, representative bureaucracy, recruitment
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22086/1cafd61e-c263-4953-8f10-a3501aee5155.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwNjcvZTdjMTVmZjctZThhMC00NTg1LWFmZTctYWRhN2NjZmE1YjBhLnBkZg%3d%3d&n=MjEyMzIwMTg1NTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22067", "title": "《文官制度》季刊-4卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22067/e7c15ff7-e8a0-4585-afe7-ada7ccfa5b0a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMjEvZTJiOGUxOTAtNjcwYy00MDdmLWEzNzItZjc5OGE5YWMwYjJmLnBkZg%3d%3d&n=MzgxNjE2NDUzNzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22121", "title": "《文官制度》季刊-4卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22121/e2b8e190-670c-407f-a372-f798a9ac0b2f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwNzAvMDY2ZmQ1MjItM2M2OS00NzI1LWI4OTQtZTg3ODY5MWUxMmZhLnBkZg%3d%3d&n=MjEyMzIwMjA0NzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22070", "title": "《文官制度》季刊-4卷4期_主編的話 ", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22070/066fd522-3c69-4725-b894-e878691e12fa.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22071", "title": "美國政府公務員制度之改革（1990s-2010s）：以喬治亞州、佛羅里達州和國土安全部為例", "內容": "
美國政府公務員制度之改革（1990s-2010s）：以喬治亞州、佛羅里達州和國土安全部為例
\r\n\r\n柯三吉
\r\n\r\n《摘要》
\r\n\r\n本文旨在透過以美國喬治亞州、佛羅里達州和國土安全部的個案分析，來探討當代美國政府激進公務員制度之變革。本文首就美國政府激進公務員制度之核心概念-任意雇用關係進行探討。該核心概念應用於美國各級政府的彈性用人制度，雖涉及美國憲法問題，而引發美國公務員採取政治和法律手段對抗，反對取消「正當理由保護」和尋求憲法保護。然美國各州多數各級法院判例顯示，職位分類公務員雖有工作保障權，但採用任意僱用關係，係為合法制度。本文引述美國學者的評論，認為激進公務員制度，因缺乏可靠的方案評估，大多數州尚未顯現成果，但各州仍持續進行改革。然George W. Bush總統的國土安全部公務員制度變革實施結果，則因國會內政黨對立和聯邦政府各工會反對，於二○○九年Barack Obama總統就任時提出「寧靜管理議程」而宣告終止，論者認為這應是美國傳統憲政體制和政黨政治運作之體現。
\r\n\r\n[關鍵詞]： 美國、激進公務員制度、喬治亞州、佛羅里達州、國土安全部
\r\n\r\nCivil Service Reform in the United States of America(1990s-2010s): The Case Analyses of Georgia State, Florida State and Department of Homeland Security
\r\n\r\nSun-Jyi Ke
\r\n\r\nAbstract
\r\n\r\nThis paper attempts to investigate radical civil service reform in the United States of America by the case analyses of Georgia State, Florida State and Department of Homeland Security (DHS). This paper reviews core concept of radical civil service reform--at-will employment. At-will employment adopted by all levels of U.S. government is to reform civil service for managerial flexibility. Undoubtedly, those reforms would meet a great deal of political and legal resistance. None of the plaintiffs, however, prevailed on their constitutional claims. Finally, as this paper quotes U.S. academics as saying that strong political or public support for radical reforms has not materialized in most states mainly because of a lack of credible program evaluation and a shortage of evidence to prove their merit. At-will employment of DHS disclaimed 2009 because of partisan politics and unions opposition after President Barack Obama was inaugurated.
\r\n\r\nKeywords: U.S.A., radical civil service, Georgia State, Florida State, Department of Homeland Security
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22071/33dfee41-2812-4b8c-85a2-85451c94505f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22072", "title": "從消極規避到積極應用：政府資訊公開法下建構「臺灣文官調查資料庫」的芻議", "內容": "從消極規避到積極應用：政府資訊公開法下建構「臺灣文官調查資料庫」的芻議
\r\n\r\n陳敦源、蕭乃沂、蘇偉業
\r\n\r\n《摘要》
\r\n\r\n政府資訊公開法自二○○五年底公佈實施以來，相關改革常圍繞在保障人民知的權利、或導正官民間資訊不對稱等政治的課題上，在這樣氛圍之下，從「政府知識與資訊管理」（Government Knowledge and Information Management, KIM）面向的討論，往往被邊緣化了；在「保密vs.公開」的拉鋸戰中，政府忽略了與民間協力開發並應用（re-use）龐大公共資料的重要性，事實上，政府失去了創造並應用循證（evidence-based）改革知識，提升政府效能的機會。本文意圖從透明課責與循證公共管理的角度，以二○○八年的一項國科會資助的臺灣文官調查研究為起點，提出我國政府在資訊公開的積極應用面向上，應朝建構「臺灣文官調查資料庫（Taiwan Government Bureaucrat Survey, TGBS）」而努力。不論從管理實務與學術研究的角度來看，文官體制改革一直都是各國持續的關注焦點，雖然重要性比不上政治改革，但卻是臺灣政府追求民主治理績效的關鍵所在，需要有更新的方法來進行改革。本文首先介紹二○○八年所執行的臺灣文官調查，奠基於「全國公務人力資料庫」進行抽樣與問卷設計的運用經驗，並參考國內類似的跨年調查資料庫（例如臺灣選舉與民主化調查、臺灣地區社會變遷基本調查、臺灣教育長期追蹤資料庫等），探討由本調查成果擴展為「臺灣文官調查資料庫」的可行性與其相關管理議題。在應用層面上，該資料庫的建構，可以在未來進行政府人力資源管理、以及更廣泛的公共行政與政策相關研究與實務議題的研究，進而提出具有循證基礎的資訊產出。最後，透過以上的探討，本文提出政府推動資訊公開政策一個重要且前瞻的方向，希冀從政府知識與資訊管理的角度，在資訊通訊科技快速發展的時代，引導政府人力資源管理邁向循證管理的積極路徑，以提升政府在變動劇烈的民主時代中，能有穩定且客觀的人力資源改革的知識來源。
\r\n\r\n[關鍵詞]： 政府資訊公開法、臺灣文官調查、循證公共管理、政府知識與資訊管理、人力資源管理
\r\n\r\nFrom Passive Avoidance to Proactive Application: A Proposal for Building Taiwan Government Bureaucrats Survey Database (TGBS) under the FOIA
\r\n\r\nDon-yun Chen, Naiyi Hsiao, Bennis So
\r\n\r\nAbstract
\r\n\r\nSince the introduction in 2005 of the Freedom of Information Act (FOIA) in Taiwan, researchers have mainly focused on people’s right to know and how to ease the problem of “information asymmetry” between government and citizenry. Not much attention was given to discussing the possible added value from the perspective of government knowledge and information management (KIM). Because of the preoccupation with the controversy over openness vs. secrecy, the government has not been able to develop and re-use government information to create useable and evidence-based managerial knowledge to improve government effectiveness. In this article, we use the 2008 Taiwan Government Bureaucrats Survey (TGBS) to illustrate the possible benefits of establishing Taiwan Government Human Resource Management Database. Some crucial reforms are needed to establish this kind of managerial database and some possible topics of research are discussed to show the potential benefits that will be created by the reform efforts to revitalize the effectiveness of our government.
\r\n\r\nKeywords: freedom of information act (FOIA), Taiwan government bureaucrat survey (TGBS), evidence-based public management, government knowledge and information management (KIM), human resource management
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22072/9bc051b5-efe2-47b9-b002-643541a37fdd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22073", "title": "地方政府施政績效管理：政務人員與事務人員認知之比較", "內容": "地方政府施政績效管理：政務人員與事務人員認知之比較
\r\n\r\n黃榮源、張筵儀、王俊元、郭銘峰
\r\n\r\n《摘要》
\r\n\r\n公部門績效管理在學理與實務界的發展，近十餘年來在國內外已廣受重視。民國九十三年，行政院研究發展考核委員會參酌中央政府機關施政績效管理制度，頒訂「地方政府施政績效作業手冊」供地方政府參考施行。由於中央與地方政府系絡不同，導致效果不彰，該手冊已於民國九十九年停止適用。惟在政府施政之回應性及績效審計等要求下，地方政府對於其施政績效管理議題仍然非常關注。另一方面，在組織管理制度發展與變革的過程中，其內部成員往往會有不同的認知與反應。文獻中指出，積極的組織成員會從制度發展中尋找新機會，而消極者則易傾向抗拒變革；然而，關於我國地方政府政務人員與事務人員如何看待與因應當前施政績效管理制度之問題，目前仍相當缺乏系統性之檢視。
\r\n有鑑於此，本研究旨在瞭解目前我國地方政府中，政務與事務人員對於施政績效管理的看法為何？又其雙方的認知有何不同？在回顧關於地方政府績效管理以及組織行為等相關理論之後，本研究主要貢獻在於從態度面與行為面建構了政治∕行政對於施政績效管理認知的四種分類：即開創型、服從型、漸進型，以及拒斥型。並透過實際問卷調查的方式，針對台灣22個縣市政府中的488個一級機關單位，廣泛蒐集政務人員及事務人員之量化資料。最後將政務人員與事務人員之認知結合地方政府施政績效管理之看法，得出本文研究發現：政務與事務人員對於施政績效管理制度確實有不同的信心、認知與看法。研究建議未來關於落實施政績效管理之制度，則可針對這些不同的看法來發展出不同之策略。
[關鍵詞]：地方政府、績效管理、政務人員、事務人員
\r\n\r\nPerformance Management in Local Governments: A Survey of Political Appointees and Civil Servants in Taiwan
\r\n\r\nEric Rong-Yang Huang, Yan-Yi Chang, Chun-Yuan Wang, Ming-Feng Kuo
\r\n\r\nAbstract
\r\n\r\nPerformance evaluation and management have been adopted by Taiwanese central level authorities since decades ago. Most of local governments did not take action until 2004 when a relevant system was introduced. However, this system was terminated in 2010 due to poor results. From the viewpoint of policy responsiveness and performance audit requirement, local governments still pay close attention to a look for a proper mode of performance management.
\r\n\r\nIn response to the impacts of globalization and new public policy issues, many countries have adopted different kinds of performance measurement mechanism to become more efficient and provide better public services - part of efforts to promote their decision-making and execution abilities. Literature has also shown that local governance has now become one of core issues of public governance in Taiwan. Nevertheless, how do people inside government institutions view the process changing of management mechanism changed? What are the differences between political appointees and civil servants in their attitudes toward and expectations to current local government performance management in Taiwan? Unfortunately, the empirical data and information are insufficient.
\r\n\r\nThis study begins by reviewing literature of governmental performance management and organizational behavior for exploring analytic framework of research. Four categories of political/administrative views of performance management are identified in this research. They are creativeness, compliance, incrementalism, and resistance. Then, some 488 first-level departments in 22 municipals and county (city) governments in Taiwan were been surveyed through the questionnaires. A total of 976 questionnaires comprise for two respondents in every select department including the director or deputy-director and, the staff member responsible for performance management of the department were sent out and 644 valid responses were returned, yielding a return rate of 65.98%. The results show some differences in the beliefs, recognition and attitudes toward government performance management between political appointees and civil servants. Hence, it may identify these divergences can be identified to adopt various strategies for performance management of local governments.
\r\n\r\nKeywords: local government, performance management, political appointee, civil servant
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22073/3eb1df9b-912d-47b7-b34f-ba7add41628d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22074", "title": "國際文教行政人員職能分析之探討─ETA 職能模式之應用", "內容": "
國際文教行政人員職能分析之探討—ETA職能模式之應用
\r\n\r\n邱玉蟾
\r\n\r\n《摘要》
\r\n\r\n因應全球化的趨勢及兩岸關係的發展，教育部國際文教行政工作不僅在量的方面大幅成長，教育國際化的功能也大為擴張。政府組織改造後，國際文教行政人員必須提升職能，才能有效協助教育部推展教育國際化工作。本文在探討職能分析的概念與方法後，選用「美國勞工部就業及訓練局」（The Employment and Training Administration, U.S. Department of Labor, ETA）所開發的「職能模型」（Competency Models）進行國際文教行政人員職能分析，並據以提出對考、訓、用、教的改進建議。
\r\n\r\n[關鍵詞]：國際文教行政人員、職能分析、ETA職能模型
\r\n\r\nThe Study of the Competency Analysis of the International Cultural and Educational Administrators: An Application of ETA Competency Models
\r\n\r\nJulie Chiu
\r\n\r\nAbstract
\r\n\r\nDue to the globalization and development of the cross-Taiwan Strait relations, the work at the Bureau of International Cultural and Educational Relations, Ministry of Education has been dramatically increased compared with 20 years ago in terms of quantity and functions in educational internationalization. Looking into the future, the international cultural and educational administrators in the Ministry must enhance their competency to facilitate the internationalization of education at every level. Applying the competency models developed by the Employment and Training Administration, U.S. Department of Labor (ETA), this research conducted a competency analysis of the international cultural and education administrators in the Ministry of Education and proposed suggestions to improve the chain of recruitment examination, training, employment and education.
\r\n\r\nKeywords: international cultural and educational administrators, competency analysis, ETA competency models
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22074/4c1a7840-e166-4955-bc52-011aabe5e887.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwNTQvZTYxNjlkNzgtOWRjNS00NTUzLTlmZDEtNDY2M2UyOWQ1N2MyLnBkZg%3d%3d&n=MjgzMTE3OTM3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22054", "title": "《文官制度》季刊-4卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22054/e6169d78-9dc5-4553-9fd1-4663e29d57c2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMjAvMzQ5OTBjZDAtMWQ1MS00OTRiLThhMjMtNzNlODFmZTM4YTcwLnBkZg%3d%3d&n=MzgxNjE2NDM0ODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22120", "title": "《文官制度》季刊-4卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22120/34990cd0-1d51-494b-8a23-73e81fe38a70.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwNTcvNWQ2OTczMmItYTY5Zi00ZTZhLWJkNDYtMWRiYWZjZjg4ZjcwLnBkZg%3d%3d&n=MjgzMTE3MjAzMjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22057", "title": "《文官制度》季刊-4卷3期_主編的話 ", "內容": "傳統公部門的人事研究，大部分以人事制度本身或其衍生出來的問題加以探討，因此比較會偏向靜態和規範性的研究，後因社會科學研究方法的引進，採用調查方法的量化途徑，使人事研究可以有更動態和接近實務的數據資料，然而往往因遷就調查樣本的考量，無法做較大的推論，是以雖有不同的論述，也難以窺見公務人員的全貌。事實上，考試院、銓敘部、考選部每年都有自身業務相關的統計資料，對全國公務人員有各種詳細的統計資料，可以從這些資料中推估許多公務人員的動態資訊，例如全國公務人員人數為34萬人、全國公務人員女性人數占39.16%、全國公務人員平均年齡為43.4歲、全國公務人員具大專以上教育程度者占84%，其中博士占0.98%、碩士占15.50%、大學畢業者占38.31%，從上述數據中可以知道我國公務人員的學歷高、平均年齡中高層、女性公務人員逐年增加，透過這些統計資料可以發掘更多我國公務人力的情況，由此角度，有需要或有興趣瞭解及研究我國公務人力者，可以運用許多開放的公務人力統計資料，從而找出公務人力研究的新論點，提供理論和實務運用的參考。
\r\n本期論文共有四篇，第一篇為原住民族公務人員結構及其意義的相關研究，主要資料是依據民國一○○年銓敘統計年報的數據，從原住民族公務人員結構的現象加以分析，分析的要素分別是擔任公務人員的管道、公務人員人數的變化、性別的差異、學歷區隔與官等分布、擔任公職的屬性、族群人數的落差等，經由資料的反應，可以說明大部分原住民公務人員為何選擇操作性較高的公職，也可藉由文化的因素理解某些族群公務人員數量的較多或較少，透過整體資料的析論，該文提出相關的建議事項。
\r\n第二篇為考試錄取公務人員訓練機制問題與制度變革限制因素，以民國九十四年至九十八年間所執行的高考三級一般行政類科為研究標的，其探討主題來自我國考試錄取公務人員訓練多採「占缺訓練」而非「不占缺訓練」，引發其實務運作結果，可能導致受訓者心態可能會有不夠嚴謹之慮，同時以「筆試成績高低」作為分配占缺依據，演變成允許尚未訓練期滿成績及格的受訓人員，能享有考試錄取人員的對待，更因機關用人需求殷切，影響落實考試錄取人員訓練篩選的功能，透過此種背景說明，分析我國公務人員訓練機制運作的現況問題，以及影響改推不占缺訓練的制度變革因素，經由檢閱相關文獻及運用問卷調查法，進行統計分析，綜合提出公務人員考試錄取人員訓練之「現況問題」及制度變遷「影響因素」，提出研究發現與建議。
\r\n第三篇為國際文官行為標準之研究，主要探討國際文官所擁有的特權及其應有之行為標準，國際文官不同於外交人員，外交人員是國家代表，代表的是國家利益，因此擁有外交豁免權，而且是絕對豁免權；國際文官服務於國際組織，效忠的對象是國際組織，目的在追求最多人民的福祉，擁有行為豁免權。二者角色及功能有所不同，但常引起混淆，因此為釐清二者，此篇論文先從國與國間之國際治理需求與國際文官之發展加以析述，再論及為使國際組能達到效率、獨立、負責與開放的公共服務，聯合國大會下設立國際文官委員會，以加強職員的運作效能，並於二○○一年通過「國際文官行為標準」，賦予國際文官更多職責，此論文詳細介紹行為標準的條文及國際文官委員會的運作情形。
\r\n第四篇為臺灣公務人員職場精神力之發展與培訓現況，以訓練課程為探討核心，作者認為職場精神力是個人對生命意義及工作目的的醒覺，成為一股在職場中，從精神層面驅使組織成員行為的力量，因此公部門未來需以「精神力領導」或「職場精神力」做為改革新方向，並把精神力層次的發展，落實到實務與教育上。該文先論述職場精神力的範圍與概念，以做為論證基礎，進而蒐整我國「國家文官學院」及「公務人力發展中心」所開設的公務人員訓練課程，探討相關課程與職場精神力主題之間的相關性及相異性，研究結果發現公務人員訓練課程，著重於核心能力的培養，涉及職場精神力內涵的課程比例極少，建議應增加公務倫理訓練課程，及將職場精神力納入訓練課程規劃。
\r\n本期四篇稿件中，所討論的主題和內容雖是在人力資源管理的範疇中，但每篇的研究取向均有其特殊性，超越一般圍繞在人事制度的傳統探討。第一篇是從原住民族公務人員結構去分析原住民族公務人員的現況，有助於政府在進用及培育原住民族公務人員整體規劃的重要參考；第二篇是深入瞭解考試錄取公務人占缺和不占缺訓練的問題，對執行多年的公務人員考取訓練的改革規劃，有重要參考價值；第三篇是國際文官行為標準的探討，提供我國在參與國際組職時，對其成員的運作有更進一步的認識；第四篇討論公務人員職場精神力的發展，此主題在公部門甚少探討，但由此介紹，可擴大公務人員激勵方面的相關研究。從這些獨特研究的刊登，可見本刊物對引進新觀念的開放態度，未來也歡迎有創見的論文來投稿。
\r\n
\r\n最後要感謝本刊的編輯委員、審稿委員及考試院的編輯同仁，由於大家的合作和用心，才能使本刊順利出刊，同時也要感謝各篇論文的作者，由於你們的支持，本刊才能有高水平的稿件，希望你們及讀者們繼續投稿，支持本刊。
\r\n文官制度季刊
\r\n主編 陳金貴
\r\n2012年7月22日
原住民族公務人員結構及其意義：以100年度為例
\r\n\r\n巴蘇亞‧博伊哲努（浦忠成）
\r\n\r\n《摘要》
\r\n\r\n自國際到國內法制，均主張維護原住民族參與國家事務及公務的權益，而具備文官資格與基本專業的公務人員，殆為原住民族直接參與國家事務的主要代表。文官素質攸關行政效能，跟人民的生活品質有密切的關係；尤以原住民族公務人員面臨的議題往往具備特殊性，執行原住民族行政事務的法律也與一般事務有別。原住民族公務人員結構現象的要素如：擔任公務人員的管道、公務人員人數的變化、性別的差異、學歷區隔與官等分布、擔任公職的屬性、族群人數的落差等，有的屬於整體的現象，如原住民族教育整體水準與主流社會的落差，明顯反映在公務人員的數量或規模、官等與職等的高低分布，也能藉以說明何以大部分原住民公務人員為何選擇操作性較高的公職；有些現象可以藉著文化的因素去理解，如女性公務人員的數量、某些族群公務人員數量明顯比較多或少、男性高階文官比女性為高等。根據考選部針對公務人員特種考試原住民族考試用人機關滿意度與及格人員適任度調查，在整體工作表現、適應情形、綜合考評、滿意度，用人機關對本考試及格人員之表現給予相當正面肯定；惟在專業知能方面，用人機關對考試及格人員給予「尚可」的評價有四成以上。顯示特種考試原住民族考試及格人員的專業知能需要再強化。本文結論爰提出建議。
\r\n\r\n[關鍵詞]： 原住民族、公務人員、結構、文化
\r\n\r\nThe Structure and Meaning of Indigenous Public Servants: The Case of Indigenous Public Servants in 2011
\r\n\r\nChung-Chen Pu
\r\n\r\nAbstract
\r\n\r\nThe legal systems of this country as well as other countries call for maintaining the rights of the indigenous peoples to participate in national affairs and civil service. Those with civil servant qualifications and professional abilities will be the main representatives of an indigenous community’s direct involvement in national affairs.
\r\n\r\nThe quality of civil servants has a direct bearing on administrative effectiveness and directly affects people’s quality of life. Public employees from indigenous communities usually have to handle matters of special concerns as the laws dealing with the communities’ affairs are somewhat different from the laws governing other communities.
\r\n\r\nKey elements in the structure of indigenous civil servants include the channels through which they are recruited, the changes in their numbers, gender differences, educational backgrounds and rankings, and gaps in the numbers of populations of different tribes. Some of these elements can be seen in the overall structure of the nation’s civil servants, such as the overall educational level of indigenous communities, which is somewhat below the national level. Other factors can be explained from the cultural backgrounds of the indigenous communities and the mainstream society, such as the number of female government employees, why there are more male senior civil servants than female ones, and why a certain ethnic group has more civil servants than others.
\r\n\r\nAccording to surveys done by the Ministry of Examination, government agencies have given positive comments on the eligibility, adaptation to the working environment and the overall performance of indigenous civil servants. However, just over 40 percent of the surveyed agencies gave an “acceptable” evaluation to indigenous civil servants who have passed civil service exams, an indication that their professional knowledge and ability need to be strengthened. This paper recommends that tests on professional abilities be emphasized in future civil service exams for the indigenous people.
\r\n\r\nKeywords: indigenous, civil servant, structure, culture
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/15/relfile/9323/22058/760c16a8-57b3-48ee-afa9-443fe36bc3f8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22059", "title": "考試錄取公務人員訓練機制問題與制度變革限制因素：以「高考三級一般行政類科」為例", "內容": "考試錄取公務人員訓練機制問題與制度變革限制因素：以「高考三級一般行政類科」為例
\r\n\r\n陳秋政
\r\n\r\n《摘要》
\r\n\r\n本文旨在探討我國考試錄取公務人員訓練機制的「現況問題」，以及影響其制度變革的限制因素。但考量研究資源與時間有限，僅將研究範圍限縮於「民國九十四年至九十八年高考三級一般行政類科」為例。在檢閱二手文獻後，運用問卷調查法蒐集相關資料，進行交叉分析、單因子變異數分析及相關分析等描述性統計。
\r\n文末以研究分析成果為基礎，依序從「受訪群體間認知不同」、「受訪群體內意見分歧」及「問題認定較具共識」等三個層面，進一步說明「現況問題」的內涵。另外，就影響公務人員訓練機制變革的限制因素而言，則分從「受訪群體內意見不同」及「較具共識的影響因素」提出說明。
[關鍵詞]： 公務人員訓練、考試錄取人員訓練、訓練篩選機制、高考三級一般行政類科
\r\n\r\nThe Problems of Civil Service Training Mechanism and Constraint Factors of Its Institutional Change for Personnel Newly Qualified through the Civil Service Examination: The Case of “General Administration Series” in the “Civil Service Level Three Senior Examination”
\r\n\r\nJosé Chiu-C. Chen
\r\n\r\nAbstract
\r\n\r\nThis paper was exploring the current problems of training selection mechanism for the personnel newly qualified through the civil service examination, and looking for constraint factors of its institutional change. Consider the limited research resource and time, the research scope was narrowed to the “general administration series” in the “civil service level three senior examination” during 2005~2009. Starting from the literature review, then the questionnaire survey was applied to collect research data. For getting better understanding, the descriptive statistics of cross tabulation, one-way ANOVA and correlation analysis were implemented.
\r\n\r\nThe research result was entailed orderly in three dimensions to explain the content of current problems perceived by respondents. They were “different perception of the problems among respondent groups”, “different opinion within individual respondent group”, and “question items with higher consensus”. As for the constraint factors of civil service training’s institutional change, the related findings were explained through the dimension of “different opinion within individual respondent group” and “question items with higher consensus”.
\r\n\r\nKeywords: civil service training, training for personnel newly qualified through the civil service examination, mechanism of training selection, civil service level three senior examination, series of general administration
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22059/5c065a70-c187-4d7b-9b75-1538de76095d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22060", "title": "國際文官行為標準之研究", "內容": "
國際文官行為標準之研究
\r\n\r\n黃靖麟
\r\n\r\n《摘要》
\r\n\r\n本研究在探討國際文官所擁有的特權及其應有之行為標準。首先，說明國際文官之意涵，其與外交人員之差異。基於兩者代表、功能之不同，而享有不同的特權。基本上，外交人員是國家的代表，代表派出國之國家元首，因此擁有類似於國家元首之司法特權，亦即「外交豁免權」，以確保其職權之行使，並維護外交關係之正常發展。外交豁免權又分為「絕對豁免權」與「功能性豁免權」兩種。外交人員之特權是絕對豁免權，與國際文官之功能性豁免權（行為豁免權）有所不同。國際文官效忠的對象是國際組織，目的在追求最多人民的福祉，與外交人員之代表國家利益有所不同。據此，國際文官擁有的特權是功能性豁免權，僅在執行職務所產生之犯罪行為享有行為豁免權。
\r\n再者，國際組織成立之目的在於追求人類最大的幸福，因此國際文官必須放下母國利益，而致力於國際組織之最大利益，以達到「善治」之目標。聯合國為追求此目標，於二○○一年大會通過《國際文官行為標準》，做為國際文官行為標準之依據，主要規範其工作關係、利益迴避、與成員國間之關係、與國際社會及媒體之關係、資料利用與保護、尊重不同習俗與文化、安全與保障、個人行為、就業與活動參與、因職務受外界饋贈或榮譽等規定。
\r\n外交人員因《維也納外交關係公約》受到絕對的豁免保障，而國際文官僅及於與其工作相關之範圍，且該行為標準亦明定，當國際文官受到刑事審判時，也同時違反了國際文官之行為標準，而無外交人員所享之司法特權。
[關鍵詞]： 國際文官、國際文官委員會、國際文官行為標準、功能性外交特權、維也納外交關係公約
\r\n\r\nThe Standards of Conduct for the International Civil Service
\r\n\r\nEmpoler Jin-Lin Huang
\r\n\r\nAbstract
\r\n\r\nThis paper discussed the privileges of international civil service and the standards of behavior required of international civil service. First, this paper explained the definition of international civil service and the difference of diplomats. Because of their differences of representation and function, they have different privileges. Mainly, a diplomat is the representative of his country, represents the head of state, and has the judicial privilege similar to the head of state. The privilege is diplomatic immunity to ensure that he can execute the authority and keep normal diplomatic relations. Diplomatic immunity has two kinds, one is “absolute immunity” and the other is “functional immunity”. The privilege of diplomat is absolute immunity that differs from the functional immunity (acts immunity) of international civil service. International civil service work for international organization, they pursue the goal of welfare of most people in the whole world, and that is different with diplomats that represent the interests of their country. Accordingly, international civil service has the functional immunity, and only when the suspected crime is committed while executing his official duties can the suspect enjoy this privilege.
\r\n\r\nFurthermore, why the international organizations were established was to seek the happiness of most people in the world. Then, international civil service should lay down the interests of his country, and devoted to the most interests of the international organization for the goal of “good governance”. The congress of UN passed “The Behavior Standard of International Civil Service” in 2001 for this goal to be the norm of behavior standard of international civil service. The standards are the relationship of international civil service, benefit evasion, the relationship with member nations, the relationship with international society and mass media, material use and protection, esteem for different customs and cultures, security and safeguard, personal behavior, to get a job and participate in activities, others offering gifts or honor because of the position.
\r\n\r\nFinally, it shows the difference between diplomats and international civil service in the cases of Liu and Kahn. A diplomat has absolute immunity because of “Vienna Convention on Diplomatic Relations of 1961”, but international civil service has little reference to work. It shows the value of “Behavior Standard of International Civil Service” in the cases of Kahn is that only when loyally executing the mission of international organization that can be protected with international law. The standard also said that international civil service violated the rule when he had a criminal judgment. Therefore, international civil service only when executing the mission has the protection of international administrative court and doesn’t have other privilege of diplomats.
\r\n\r\nKeywords: international civil service, international civil service commission, standards of conduct for the international civil service, functional diplomatic immunity, Vienna convention on diplomatic relations
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22060/db4c6fb4-170d-4114-8549-32b2ba3edd53.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22061", "title": "臺灣公務人員職場精神力之發展與培訓現況：以訓練課程為探討核心", "內容": "臺灣公務人員職場精神力之發展與培訓現況：以訓練課程為探討核心
\r\n\r\n李俊達
\r\n\r\n《摘要》
\r\n\r\n許多公共行政與管理學者指出，公部門未來必須以「精神力領導」或「職場精神力」做為改革新方向，同時應該把精神力層次的發展落實於實務與教育上。就我國公部門的情況而論，目前是否已關注到職場精神力的課題，並且進而落實成為公務人員培訓課程的內容，是個值得探討的問題。本文先論述職場精神力的範圍與概念，以做為論證的基礎，進而蒐整我國「國家文官學院」及「公務人力發展中心」所開設的公務人員訓練課程，據以探討相關課程與職場精神力主題之間的相關性及相異性。研究結果發現，現行的公務人員訓練課程，絕大多數仍著重於核心能力的培養，涉及職場精神力內涵的課程比例極為稀少，顯見該重要之議題尚未受到應有之重視。同時，目前公務倫理訓練課程的確實有其必要性，惟本文建議，除了向受訓者介紹公務倫理守則的內容以及相關規範外，更重要的應該從根本做起，將職場精神力納入訓練課程規劃。
\r\n\r\n[關鍵詞]：精神力、靈性、職場、人力資源、訓練
\r\n\r\nDevelopment of Civil Service Workplace Spirituality in Taiwan: Current Training Courses
\r\n\r\nChun-Ta Lee
\r\n\r\nAbstract
\r\n\r\nMany scholars specialized in public administration and management have pointed out that the spiritual leadership and workplace spirituality (WS) are inevitable orientations for public sector reform. Moreover, the spirituality of public service must be considered and evaluated during the recruitment process and spiritual development has to be integrated into training and education. This article first defines the scope and concept of WS and then analyzes whether the idea of WS exists in the current training courses provided by the National Academy of Civil Service and the Civil Service Development Institute in Taiwan. The results show that the overwhelming majority of civil service training courses emphasize the importance of core competence, but ignore the enhancement of WS. In addition to courses on public service ethics, which focus on teaching trainees the “whats” programs with greater emphasis on WS ought to be provided to foster self-awakening among public servants on the “whys.”
\r\n\r\nKeywords: spirituality, workplace, human resource, training
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22061/814b0424-bff5-48c6-b580-b78e6a1b5434.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwNDEvZmQzMWU1YWQtMDY4OC00OGYwLWI5ZjMtYjkyMjc2YjU1MjhiLnBkZg%3d%3d&n=MjYxMTAzMTI0NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22041", "title": "《文官制度》季刊-4卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22041/fd31e5ad-0688-48f0-b9f3-b92276b5528b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTkvOTlkODJmMmMtZDMyMi00ODQzLTlkN2EtNjE4YTlhZDViZDI4LnBkZg%3d%3d&n=MzgxNjE2MjkxNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22119", "title": "《文官制度》季刊-4卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22119/99d82f2c-d322-4843-9d7a-618a9ad5bd28.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwNDQvYjMzN2IxZDAtMjBiYS00Y2Y5LTkxM2ItN2IyNTlmMDczM2I2LnBkZg%3d%3d&n=MjYxMTA0NjM1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22044", "title": "《文官制度》季刊-4卷2期_主編的話", "內容": "
\r\n主編的話
\r\n
\r\n文官制度的建立主要是維持公務人員龐大體系的有效運作，不僅是從制度的規範來促使公務人員能夠依規定遂行其職責，有效執行公務，也依法受到身分、工作、職位及生活的保障，因此在訂定制度時，會受到當時的時空背景的影響，也會在多方利害關係下有所衝突、協商及妥協，而所訂出的制度或法規，雖不是最好的成果，卻是利害關係人所能接受的結果，這種多方妥協的法制，在初期運作時，固然要有適當的宣傳及說明，使公務人員能夠理解新法規對其的作用，使其運作順利，但是在推動多年後，可能會受到新環境及新思維的影響，對原制度有所檢討，進而推動法規的修正或制度的改革，當然在改變的過程中，利害關係人會有所堅持、抗拒或要求，若只是單方向的要求改革，會有許多的阻力，因此另一次協商及妥協是必要的過程，但已運作的法令規章，若是有所變動，會牽涉到許多的法規連動或利益消長，也可能是當年妥協的原因，因此新變動必須也要同時去回溯當年立法的背景，才能減少新法帶出舊問題的困擾，不僅未能解決問題，反而製造更多問題，也就造成每當改革，就會有要求提出許多配套措施的想法，以解決此端推進，他端卻突出的情況，因而遲滯改革的進行，因此更多的協調溝通是必要的手段，所以周延的規劃和準備更是不可缺，如此才能顯示改革的用心，也是較容易說服不同意見者及減少抗拒改革的做法。總之，文官制度的不斷改革有其必要性，但其影響的是眾多公務人員的利害關係，不能視同一般的行政改革，要有更多層的考量，才能達到預期的目的。
\r\n本期審查通過四篇稿件，其主要內容分別介紹如下：
\r\n第一篇以建國百年文官制度的回顧與前瞻的角度，來探討我國考績制度意涵的演變與發展，有別於一般以問題導向的角度來探討考績制度，而採用歷史制度論的研究途徑，歸納考績制度發展歷史，並觀察其在「考績的意涵」、「固定比例的運用」、「考績標準的授權」、「考績制度與文官制度間的關係」等四議題上所呈現的制度特徵，比較分析從建國初期制度建立開始，逐步演化成今日整體制度架構的內涵，對照出目前考績法修正所面對的問題與挑戰，藉由分析過去考績制度修訂經驗，提出待處理的課題及可能的思考途徑。
\r\n第二篇是以析論公務人員特種考試限制應考資格對人民基本權之影響為主軸，探討國家考試中，因機關特殊需求而舉辦的特種考試的應考資格限制，我國憲法第十八條規定人民有應考試服公職之權，因此訂定公務人員特種考試規則，限制應考資格，可能侵犯人民在考試的平等權及工作權，而建議不要限制資格，要完全給予人民參加考試的機會，於考試及格後，再輔以基礎及實務訓練，而後再淘汰不適任的人員，以保障人民基本權與機關特殊需求人才的平衡。
\r\n第三篇進行公部門訓練應用「問題導向學習法」（PBL）之成效評估，並以2010年地方行政研習中心地方機關科（課）長班為探討個案，針對到中心受訓一周的學員們，以「蚊子館」的問題導向個案進行PBL教學，在完成教學最終的小組報告之後，以所進行的問卷評量為基礎，討論PBL進行教學的成效評估，從所得的成效結果，提出相關的建議。
\r\n第四篇是「五都」新制下區公所法制定位與治理職能之研析，探討的主題係以五個直轄市及所屬區公所為研究對象，藉由文獻探討、焦點團體座談之研究方法蒐集資料，釐清縣市改制為直轄市的初期，「區公所」法制定位與治理職能等相關議題，進而分析鄉鎮市改制為區後，區公所可能面臨的治理議題，包括「一致性與差異性」、「權限劃分」、「人力資源分配」、「區長職等」與「區整併」等問題，並提出政策建議。
\r\n本期四篇稿件中，有三篇是針對現行文官制度的制度、法令及實驗的不同角度，去檢視目前其運作的問題，由於所採用的研究途徑，與一般的論述不同，所得的結論與建議也有不同的思考，可以提供學術及實務上的另一層考量；而第四篇探討五都的區公所定位，更是目前五都化中最有不同意見的議題，但卻少有相關研究的論文，因此該文以實證方式將現況呈現，有其重要的參考價值。
\r\n最後要感謝本刊的編輯委員、審稿委員及考試院的編輯同仁，在他們的認真和支持中，才使本期順利出刊，同時也要感謝本期的投稿者能將其重要的研究心得交付本刊登出，使本刊能有優質的作品，維持高度的學術水平。
\r\n文官制度季刊
\r\n主編 陳金貴
\r\n2012年4月30日
建國百年文官制度的回顧與前瞻─考績制度意涵的演變與發展
\r\n\r\n許峻嘉、呂育誠
\r\n\r\n《摘要》
\r\n\r\n本文採用歷史制度論研究途徑，以歸納考績制度發展歷史，並觀察其在「考績的意涵」、「固定比例的運用」、「考績標準的授權」、「考績制度與文官制度間的關係」等四議題上所呈現的制度特徵。在歷史制度論觀點下，考績制度變遷或發展，係與不同文官制度轉變階段之重要事件具有關連性，亦即從建國初期制度建立開始，逐步演化成今日整體制度架構內涵，故當前考績法修正所面對的問題與挑戰，也與其不同階段發展過程中的制度特徵，具有密切關連性。基於此，藉由分析過去考績制度修訂經驗，或可提供未來制度改進時，考慮或處理的問題焦點。
\r\n本文內容乃從目前考績法草案，以及考績制度發展歷程，比較分析前述四項制度特徵，最後提出待處理的課題及可能的思考途徑。筆者認為考績制度變革的關鍵，除了需對這些待解決課題進行制度調整外，尚需凝聚各方共識，以形成利於變革之環境，方可有效落實改革工作；同時也唯有在制度傳承與時空轉變間尋求調和，考績制度變革才能一方面與文官制度發展脈絡緊密契合；另方面也能在人員與組織等不同需求間發揮最大效益。
[關鍵詞]： 公務人員考績、文官制度、歷史制度論、考績制度、考績法
\r\n\r\nCenturial Review and Prospect of Civil Service of Republic of China: Change and Development of Performance Evaluation Institution
\r\n\r\nJyun-Jia Shiu, Yue-Chang Lue
\r\n\r\nAbstract
\r\n\r\nThis paper studies four institutional characteristics of the performance evaluation (PE) institution of ROC, including “content,” “ratio,” “delegation of evaluation standard” and “relationship with civil service,” and tries to compare different characteristics between development stages.
\r\n\r\nThe ROC’s PE institution is not only part of the civil service; it is also the result of historical development of the civil service. So, its problems and challenges are closely related to the development process of civil service. That means if we want to look into PE’s future development, we have to analyze and learn from PE’s historical experiences.
\r\n\r\nFor this reason, this paper looks at three issues from the Historical Institutionalism perspective: first, analyze institutional characteristics of PE amendments; second, compare different PE development stages and key issues; and finally identify problems and offer possible solutions to them. The authors argue that the key to successful changes of PE depends not only on institutional alternatives for solving problems but also on building consensus and environment that would be instrumental to building institution. Only when institutional development and context change match each other, can PE institution follow the steps closely of civil service development and help civil service organizations and employees achieve their best performances.
\r\n\r\nKeywords: civil service performance evaluation, civil service institution, historical institutionalism, performance evaluation (PE) institution, performance evaluation law.
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22045/4c430de2-0106-457e-866e-77c409e64758.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22046", "title": "論公務人員特種考試限制應考資格對人民基本權之影響", "內容": "
論公務人員特種考試限制應考資格對人民基本權之影響
\r\n\r\n林全發
\r\n\r\n《摘要》
\r\n\r\n國家考試除高普、初等考試為全國性的一般考試，另有因機關特殊需求而舉辦的特種考試等兩大管道。兩者雖為公務人員之考試，但應考資格限制方面則有其差異性，依憲法第十八條規定人民有應考試服公職之權，公務人員特種考試與高普、初等考試，均列屬為人民的基本權。限制應考資格，固然符合機關之特殊需求，但特殊需求應指工作或業務上之需求，而非完全對人之特殊需求。因此，訂定公務人員特種考試規則，限制應考資格，則可能侵犯人民在考試的平等權及工作權。若將公務人員特種考試讓人民有參與考試之機會，於考試及格後再輔以基礎及實務訓練，淘汰不適任之人員。在保障人民基本權與機關特殊需求人才之間則能取得平衡。
\r\n\r\n[關鍵詞]： 社會基本權、基本權、考試權、公務人員特種考試
\r\n\r\nThe Influences of Qualification Limits on People’s Fundamental Rights in Civil Service Special Examinations
\r\n\r\nChuan-Fa Lin
\r\n\r\nAbstract
\r\n\r\nThere are two major national examinations: one is common examinations, including Civil Service Elementary Examinations, Civil Service Junior Examinations, and Civil Service Senior Examinations; the other is Civil Service Special Examinations for special government organizations. They are both civil service examinations, but the limits on qualification are different. According to Article 18 of the R.O.C Constitution, which stipulates “The people shall have the right to take public examinations and hold public offices.” It is the fundamental rights of the people to take these two major examinations. Although qualification limits are set for the special needs of government organizations, the limits should be professional rather than personal. Since equal rights and employment rights of the people may be violated by the qualification limits in Civil Service Special Examinations, the examinations should be fully open to all of the people. People who pass the examinations may take basic and practical training, and be screened out if they are not qualified. Therefore, a balance must be maintained between protecting people’s fundamental rights and the special demands of government organizations.
\r\n\r\nKeywords: social fundamental rights, fundamental rights, examination powers, Civil Service Special Examinations
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22046/a0192166-8272-4a4a-b26a-ad0d6b7817e7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22047", "title": "公部門訓練應用「問題導向學習法」之成效評估：以二○一○年地方行政研習中心地方機關科（課）長班為例", "內容": "公部門訓練應用「問題導向學習法」之成效評估：以二○一○年地方行政研習中心地方機關科（課）長班為例
\r\n
\r\n陳敦源、吳祉芸、許耿銘
《摘要》
\r\n\r\n台灣公務人員的教育訓練，目前正進入一個硬體改變到軟體轉換的時代，面對外在民主多元社會的諸多行政效能的要求與解決問題的挑戰，從訓練發展的方法上求取突破，成為台灣主要訓練機構近年所追求的一條變革之路；本研究以行政院人事行政局地方行政研習中心於二○○九－二○一○年所舉辦，應用「問題導向學習法」（Problem-based Learning, PBL）教學在地方政府科長班的機會，針對這些來到中心接受一週訓練的學員們，以「蚊子館」的問題導向個案所進行的PBL教學，在完成教學最終的個案小組報告之後所進行的問卷評量為基礎，討論以PBL進行教學的成效評估。
\r\n本研究得到下面四點結論，第一，學員對於課程各面向的綜合滿意度，對於他們給與PBL學習法的評價是有正面的關係，學員越滿意課程的「運作架構」（logistics），將會影響到他們對於PBL學習效益的評估；第二，學員對於課程知覺效益的評估，對於學員對PBL學習效益的評估是有正向影響；第三，前面兩項獨立變數對於PBL學習效益的影響，知覺效益是比滿意度來得明顯與更重要；最後，參與的程度對於PBL學習效益是有單獨的影響，但是，一旦將參與程度與滿意度及知覺效益放在一起分析，參與程度的影響力消失了。
\r\n前面四點結論導引到本文提出推動PBL教學的建議：其一，教學評量應該從「滿意度」為核心，轉向以評估「學習效益」為核心，其二，擴大上課參與似乎是近年政府推動非傳統教學法的核心價值之一，但是，訓練機構不應只在形式上擴大參與，而必須在開法課程內容上，要花更多的資源或是研究，了解學員工作環境中可以被用來增加學員知覺效益的因子，如重要的實務問題、相關可能的解決辦法等，讓參與式的學習方法可以真正具備實質的學習效益。
\r\n[關鍵字]： PBL教學、地方行政研習中心、教育訓練、成效評估、人力資源發展
An Evaluation of Problem-based Learning in Public Service Training: The Case of 2010 Mid-Level Managers Training Course in the Regional Civil Service Development Institute, DGPA
\r\n\r\nDon-Yun Chen, Chih-Yun Wu, Keng-Ming Hsu
\r\n\r\nAbstract
\r\n\r\nBecause of democratization, the training and development of Taiwanese civil servants have gone through a transformational stage in the past decade. Not only has the structure of training organizations changed drastically, the methods used to train civil servants have also been altered. Many experiments of adopting new training methods other than traditional lecturing have flourished. However, not enough attention has been paid to how these changes have impacted training effectiveness.
\r\n\r\nIn this paper, the authors use a new program initiated by the Regional Civil Service Development Institute, Central Personnel Agency from 2009 to 2010 to implement a training evaluation. The program installs a 12-hour Problem-based Learning (PBL) session into a week-long training course for middle managers from local governments. Four results are presented. First, the logistics of the training course has a positive impact on how trainees evaluate the PBL effectiveness. Second, the trainees found that the utility of the PBL has an obvious impact on their effectiveness evaluation. Third, the perceived utility is more importantly related to effectiveness evaluation than satisfactory ratings. Lastly, the rate of participation has an independent impact on the effectiveness, but, an analysis of perceived utility and satisfactory rating shows that the participatory influence was minimal.
\r\n\r\nTwo suggestions can be derived from this research. First, in the era of changing training method from traditional lecturing to trainee-centered PBL, training evaluation should be focused on learning effectiveness rather than trainee satisfaction. Second, quality improvement of training courses should be focused on increasing perceived utility of the course rather than the quantity of participation.
\r\n\r\nKey words: Problem-based Learning (PBL), The Regional Civil Service Development Institute, DGPA, training and development, outcome evaluation, public sector human resource development
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22047/10cd2ff8-c580-4ae8-98af-acf290ff438e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22048", "title": "「五都」新制下區公所法制定位與治理職能之研析", "內容": "
「五都」新制下區公所法制定位與治理職能之研析
\r\n\r\n葉明勳、劉坤億
\r\n\r\n《摘要》
\r\n\r\n本文以我國目前五個直轄市為研究對象，藉由文獻探討、焦點團體座談及深度訪談之研究方法蒐集資料，嘗試釐清及探討縣市改制為直轄市初期，「區公所」法制定位與治理職能等相關議題。本文首先針對直轄市「區公所」制度演進作一介紹，進而從委任委託過程中，探討區公所的法制定位，以釐清市府、各局處與區公所的關係；繼之，說明鄉鎮市改制為區後，其治理職能的轉變，並利用質性資料，分析區公所可能面臨的治理議題，包括「一致性與差異性」、「權限劃分」、「人力資源分配」、「區長職等」與「區整併」等問題，並試圖提出政策建議，例如落實「區政會議」與「區務會議」的功能，以避免前述問題發生。最後，本文發現，區公所究竟是直轄市政府的「派出機關」？亦或是民政局之「附屬機關」？在法制定位與實際狀況下，目前確實仍有極大的認知落差和爭議；另外，隨著鄉鎮市改制為區後，原先的自治權限及業務功能已移撥到市府相關局處中，未來直轄市授權區公所的業務範圍和權力幅度，仍須在如何有效強化區公所的服務傳遞能力，以確實提升行政效率與效能的前提下，逐步調適。
\r\n\r\n[關鍵詞]：區公所、法制定位、治理職能
\r\n\r\nThe Legal System and Governance Competency of the District Authorities in Taiwan’s Five Special Municipalities
\r\n\r\nMing-Hsun Yeh, Kun-I Liu
\r\n\r\nAbstract
\r\n\r\nThe article attempts to expound and study the legal system and governance competency of the district authorities in Taiwan’s five special municipalities by literature review, focus group interview and in-depth interview. First, we take a look at the institutional evolution of the district-level authorities and clarify the relationship among the city government, bureaus and district offices in the process of delegation of duties. Second, the authors explain the change of the governance competency of district offices after the reorganization of counties and cities into special municipalities, and analyze which new governance issues the district offices may face by the use of qualitative data, including “consistency and differences,” “the division of authority,” “the allocation of human resources,” “the grade of district mayor” and “the combining district.” Besides, we make some policy proposals in order to solve aforementioned problems. Finally, we consider that the gap between legal system and reality is still wide regarding the positioning of district-level authorities. In the future, the scope of mission and power on the district-level authorities must be gradually adjusted on the premise of effectively strengthening service delivery capacity of the district office in order to enhance administrative efficiency and effectiveness.
\r\n\r\nKeywords: district authorities, the positioning of legal system, governance competency
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22048/7cce2468-e65c-46db-9e51-a7999f2c466e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwMjgvNzFmMzk0MzEtOWRjMS00ZjgxLTgyNDYtNjIxMWMwNzZmZjQyLnBkZg%3d%3d&n=MjMxMjAzMjU1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22028", "title": "《文官制度》季刊-4卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22028/71f39431-9dc1-4f81-8246-6211c076ff42.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTgvY2E4MzUzOGEtZWE1OS00MDk2LWIyZmYtMmZkYmIyOGI0OWNmLnBkZg%3d%3d&n=MzgxNjE2MjA1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22118", "title": "《文官制度》季刊-4卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22118/ca83538a-ea59-4096-b2ff-2fdbb28b49cf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwMzEvNWI5NTY3YzMtYzJkZS00NjlhLWI4OGYtNWI4N2E3M2Y0NDZkLnBkZg%3d%3d&n=MjMxMjAzNjMzNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22031", "title": "《文官制度》季刊-4卷1期_主編的話", "內容": "
本期論文共有四篇，第一篇為檢察事務官人力運用制度之研究，檢察事務官之法定角色被認為是檢察官之偵查輔助機制，其法定職權係實施偵查工作，為檢察官的助理。自設立以來，逐年增加員額，但檢察機關仍表示工作負荷過重，人力嚴重不足，有鑑於檢察人力資源之運用係影響檢察效能及司法改革是否成功之關鍵因素，因此該論文透過文獻分析法，探討日本檢察事務官之制度沿革與人力資源概況，以及國內檢察事務官人力配置及運用情形，透過焦點團體座談的質性方法，以深入分析檢察事務官在「人力配置與工作負荷」、「人力運用」及「陞遷」等層面的現況，並以「問卷調查法」，針對擇定個案，調查檢察官、檢察事務官及書記官三類核心人力，進行工作時數調查，據以檢討人力運用上是否有工作負荷過重的問題，綜合不同研究結果，該文提出檢察事務官人力運用制度的建議。此論文以實證方式探討檢察事務官的實際人力運用情形，對許多高喊人力不足的機關，可以參考其研究方法，以提出足以支持的數據和理由，這是此論文的貢獻。
\r\n第二篇是政府契約人力之政策定位與現實，由政府內部人力市場的角度，探討我國政府契約人力之問題，主要是針對我國人事機關對契約人力之官方應然性定位與執行現實之落差，以及依據西方公務人力運用理論之策略定位與我國現實之落差。該文首先比較全球化下的公務人力彈性化與我國的政策取捨，並剖析我國政府在近年人事制度改革中對契約人力的政策定位，透過官方及學術文獻分析指出落差之所在，經由政府內部人力市場的命題，來勾畫出常任文官與契約人力在我國政府內部人力市場的相對性，而內部人力市場是指在封閉組織系統內的人力流動議題，亦即如何靈活運用內部人力，該文認為我國政府內部人力市場對常任文官的開放性，相對於契約人力的封閉性，卻呈現基層常任文官的高浮動性及低落的組織承諾，而契約人力反而呈現穩定及對組織高度依附性，有異於一般的人力運用策略理論，這種現象值得關心政府人力運用者的注意，不管是否同意其觀點，至少可以擴大人力問題的思考空間。
\r\n第三篇是政府人力資源的招募管理，以公務人員高普考試為例，該文認為過去政府有許多人力資源方面的探討，卻忽略選拔階段的招募管理，而對考選制度的討論也多著重於選拔技術的改善，較少討論考選機關的考前招募措施，該文從招募管理相關文獻著手，將招募管理分成四個階段，分別為招募準備、尋找應徵者、吸引應徵者和篩選應徵者，並歸納出組織角色、招募來源、招募行動者、招募活動和招募訊息內容等五個關鍵項目，討論考選機關所採取的措施，發現考選機關已有進行招募性質的活動，但招募人員未具備相關專業、招募活動流於表面和招募訊息單一性的缺失，未能落實招募管理應盡的事務，而這些缺失是由於組織職權設定、業務排擠和員額限制性因素造成，最後針對上項問題提出改進建議，該文以眾人最熟悉卻缺乏關注的人力招募主題來深入探討，有其另類的價值。
\r\n第四篇為跨域治理概念落實的挑戰與展望，這是近年來探討地方政府的熱門議題。「跨域」的字面意義為跨領域或跨區域，也可視為跨越多重領域，在公共行政領域中，較多用在不同政府組織間、中央與地方政府間、公私部門間或是共同處理公共事務的方式，該文將跨域觀念應用在地方政府中，以府際關係為主軸，期望超越傳統以政府層級或機關本位的限制，宏觀的考量不同來源與類型的影響力量，同時依地方政府的特定地理的特性，重視區域間的交流與合作，此種觀點會增加概念範圍與內涵豐富化，造成落實時的成本與不確定性，因此先從「跨域治理」概念發展沿革，探討府際關係轉變為跨域治理過程中相關因素的內涵，其次從概念落實的應然與實然面，分析需克服的阻礙與成本，最後提出整合式的跨域治理執行模式。該文認為跨域治理的關鍵，不在於概念本身或相關技術，而在於各參與者主觀的共識與客觀的條件，此獨特見解是該文重要結論。
檢察事務官人力運用制度之研究
\r\n\r\n彭錦鵬、江瑞祥、陳秋政、李俊達
\r\n\r\n《摘要》
\r\n\r\n為襄助檢察官執行法院組織法第六十條所定職權，我國於一九九九年建立檢察事務官制度。檢察事務官在檢察體系內之任務日漸繁重、角色愈趨受到重視。本研究首先以文獻分析法，探討日本檢察事務官之制度沿革與人力資源概況，以及國內檢察事務官人力配置及運用情形。透過焦點團體座談的質性方法，本研究深入分析檢察事務官在「人力配置與工作負荷」、「人力運用」及「陞遷」等層面的現況。本研究同時以「問卷調查法」，擇定1個北部地區之地檢署，針對檢察官、檢察事務官、書記官3類檢察機關核心人力進行工作時數調查，以進一步探討是否在人力運用上存有工作負荷過重的問題。根據各項研究結果，本研究並提出檢察事務官人力運用制度之建議。
\r\n\r\n[關鍵詞]：檢察官、檢察事務官、人力資源、人力合理化
\r\n\r\nA Study of Human Resource Management of Prosecutor Investigators
\r\n\r\nThomas Ching-Peng Peng, Ri-Sharng Chiang, José Chiu-C. Chen, Chun-Ta Lee
\r\n\r\nAbstract
\r\n\r\nThe institution of Prosecutor Investigators was established in 1999 to assist Prosecutors in executing their official duties as regulated by Article 60 of the Law of Court Organization. As time goes by, the duties of Prosecutor Investigators have become increasingly heavy, and the importance of their roles has also grown in the prosecutorial system. By reviewing the historical literature, the authors first analyzed human resource management of Prosecutor Investigators in Japan and Taiwan. Secondly, interviews with 32 prosecutorial practitioners were conducted to look at the problems concerning Prosecutor Investigators from three perspectives: manpower allocation and workload, manpower exercise, and promotion. Thirdly, a questionnaire survey of daily working hour was conducted on Prosecutors, Prosecutor Investigators and Clerks in a District Prosecutors Office for evidence-based data of individual workload. This study concludes with the results of our findings and proposes some suggestions for human resource management of Prosecutor Investigators.
\r\n\r\nKeywords: prosecutor, prosecutor investigator, human resource, manpower rationalization
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22032/20097356-2e87-4af0-9bfd-9522702f1e8e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22033", "title": "政府契約人力之政策定位與現實", "內容": "政府契約人力之政策定位與現實：政府內部人力市場之啟示
\r\n\r\n蘇偉業
\r\n\r\n《摘要》
\r\n\r\n本文是探討我國政府契約人力（指約聘僱人員）之政策定位與現實落差之問題。這包括我國人事機關對契約人力之官方應然性（normative）定位與執行現實之落差，還有就是依據西方公務人力運用理論之策略定位與我國現實之落差。
\r\n\r\n本文首先比較全球化下的公務人力彈性化與我國的政策取捨，並剖析我國政府在近年人事制度改革當中對契約人力的政策定位，透過對官方及學術文獻分析指出落差之所在。本文強調落差問題本質是牽涉到常任文官與契約人力之間的相對關係。現存的學術文獻反映出一種有趣的現象，就是機關基層常任文官所呈現的高浮動性及低落之組織承諾，而契約人力則反而呈現穩定及對組織高度依附性。這現象違背了國內研究常引用的Lepak及Snell的人力運用策略理論。
\r\n\r\n就此，本文提出政府內部人力市場命題來勾畫出常任文官與契約人力在我國政府內部人力市場的相對關係。本文認為政府內部人力市場對常任文官的開放性，相對於對契約人力的封閉性，促成上述的有趣現象。這現象有別於國外的一般情況，使我國公務人力生態產生一定的特殊性，因而「內部人力市場」應成為相對於國外而言更為重要但尚待開發的我國人事行政學術議題。故最後，本文提議我國政府的人力資源運用策略應納入內部人力市場作為變項來重新為常任文官與契約人力定位。
\r\n\r\n[關鍵詞]：契約人力、政府內部人力市場、組織承諾、公務人力、常任文官
\r\n\r\nThe Policy Line towards Government Contract Personnel and Reality in Taiwan: A Perspective from Government Internal Labor Market
\r\n\r\nBennis Wai Yip So
\r\n\r\nAbstract
\r\n\r\nThis paper tries to examine the gaps between the policy line towards government contract personnel system and the reality in Taiwan, which refer to the gap between the normative position of the personnel authority and the reality at the implementation level as well as the gap between the strategic position derived from the western public human resource theory and the real situation in Taiwan.
\r\n\r\nThis paper first compares and contrasts the global trend of public manpower flexibilization with the corresponding policy line in Taiwan, then zeroing in on the policy line of the recent reform of government contract personnel. Policy gaps are identified through an examination of official documents and literature. The author proposes that the policy gaps have formed as a result of the relative positions of career civil servants and contract employees. Existing literature projects an interesting phenomenon that grassroot career civil servants are highly mobile and their organizational commitment is relatively low, while the contract employees are ironically stable and more attached to organization. This phenomenon works against the oft-quoted human resource architecture developed by D. P. Lepak and S. A. Snell.
\r\n\r\nIn response, this paper advances some government internal labor market (GILM) propositions to reframe the relative positions of career civil servants and contract employees. The author argues that the above phenomenon, which is seldom found in other countries, is caused by the accessibility of career civil servants and the inaccessibility of contract employees to the GILM. The GILM should be a significant but underdeveloped issue of public personnel administration for Taiwan. Finally, this paper suggests that the government consider the GLIM as a variable in making the strategy of government human resource management and reposition the manpower of career civil servants and contract employees.
\r\n\r\nKeywords: contract personnel, government internal labor market, organizational commitment, public manpower system, career civil servant
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22033/21a3d394-4411-4f26-a1fa-cdf61fb4542b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22034", "title": "政府人力資源的招募管理─以公務人員高普考試為例", "內容": "政府人力資源的招募管理─以公務人員高普考試為例
\r\n\r\n余韶誠
\r\n\r\n《摘要》
\r\n\r\n過去幾年來，政府人力資源不管是在學術界或實務界皆有廣泛的討論，然而多忽略與選拔階段密切相關的招募管理；另一方面，針對考選制度的討論也多著重於選拔技術的改善，較少討論到考選機關舉辦考試前所採取的招募措施。本文從招募管理相關文獻著手，整理出招募準備、尋找應徵者、吸引應徵者和篩選應徵者等四個階段，並且歸納出組織角色、招募來源、招募行動者、招募活動和招募訊息內容等五個在招募管理中的關鍵項目。接著以上述內容為基礎，討論考選機關所採取的措施，嘗試解讀實務運作中可能的不足。本文發現考選機關已有進行招募性質的活動，但是有著招募人員未具備相關專業、招募活動流於表面和招募訊息單一性的缺失，未能落實招募管理應盡的面向，而這些缺失是由於組織職權設定、業務排擠和員額有限等制度性因素所造成。最後，本文認為考選機關應扮演公職工作說明和形象塑造的主導性角色，使應徵者能夠對政府工作有完整性的認識。除此之外，文中也提出考選組織設計和分發制度運作等人事行政上的問題，認為這兩個問題間接影響招募管理的落實。本文所提出的討論，藉由招募管理的介紹，對政府人事管理現況有不同面向的詮釋，兼而使政府人力資源管理有全面性的發展。
\r\n\r\n[關鍵詞]：人力資源管理、招募管理、考選制度、高普考
\r\n\r\nThe Recruitment in Public Sector Human Resource Management: Take Civil Service Senior and Junior Examinations as Example
\r\n\r\nShao-Cheng Yu
\r\n\r\nAbstract
\r\n\r\nFor the past few years, there have been comprehensive discussions about the government’s human resource management from both the practical and academic perspectives, but the connection between recruitment management and the selection of government employees has received little attention. Discussions on the examination system in Taiwan focused more on improving the techniques of selection than on the recruitment measures before the examination-selecting phase. This paper looks into relevant government documents regarding four phases: preparing recruitment, seeking applicants, attracting applicants and screening applicants and studied five key elements: organization, sources, actors, activities and work information. Based on the literature review, the paper discusses the measures by the Ministry and tries to explain the deficiency in the practice. This paper finds some defects: 1. the recruiters’ lack of specialty, 2. superficial activities and 3. one-sided information. These defects are caused by the original design of the institution’s functions, crowding out of work and limited numbers of personnel. Finally, this paper concludes that the Ministry of Examination should play a positive and dominant role in providing details of work and shape the image about civil service that help applicants have a better understanding of this work. In addition, this paper raises the personnel issues about organizational design and work distribution that may affect to carry out the recruitment operation. The recruitment management issues discussed here are expected to help promote the different interpretation and comprehensive development of public sector human resource management.
\r\n\r\nKeywords: human resource management, recruitment management, examination system, civil service senior and junior examination
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22034/91072f09-ae55-4036-8d72-bd964d69fe29.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22035", "title": "跨域治理概念落實的挑戰與展望", "內容": "跨域治理概念落實的挑戰與展望
\r\n\r\n呂育誠
\r\n\r\n《摘要》
\r\n\r\n當府際關係更重視跨地理區域間的合作，並納入地方政府內部與外部利害關係人時，「跨域治理」乃成為今日地方政府研究與實務上的重要課題。然而也由於概念範圍與內涵豐富，而可能加落實時的成本與不確定性。本文首先從概念發展沿革探討從府際關係轉變為跨域治理過程中，相關影響因素的內涵；其次從概念落實的應然與實然層面，分析需克服的阻礙與成本；最後提出整合式的跨域治理執行模式。筆者認落實跨域治理除了要從概念面權衡正面與負面效益外，更應在地方特色與欲處理的問題的基礎上，評量主觀需求與客觀條件的可能組合，並使各參與者間的權利與責任能相互衡平並名實相符。
\r\n\r\n[關鍵詞]：跨域治理、府際關係、府際合作、整合、治理
\r\n\r\nThe Implementation of Cross-Regional Governance: Challenges and Prospect
\r\n\r\nYue-Chang Lue
\r\n\r\nAbstract
\r\n\r\nInter-governmental relationship is a critical issue in the study of cross-regional governance when cooperation has become a mainstream value and stakeholders are exerting greater influences over government operations than before. As cross-regional governance covers a wide range of issues, its implementation could be costly and may entail uncertainty. This paper includes three sections: First, the author takes a look at the definitions and influences of cross-regional governance from the perspective of the development and transformation of its concept. Second, the author studies the cost of and obstacles to implementing cross-regional governance from the aspects of both theory and practice. Finally, the author tries to provide an integrative implementation model of cross-regional governance. The author argues that cross-regional governance is not a common or definite solution to inter-governmental problems; on the contrary, it’s important to evaluate the pros and cons of the idea. Only when we can assess the multiple subjective and objective combinations of implementation choices based on the needs and objectives of joint local governments will cross-regional governance be a good solution to balancing the rights and duties of local stakeholders.
\r\n\r\nKeywords: cross-regional governance, inter-governmental relationship, integration, governance
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22035/2f6eb15a-e840-4f2f-8cf9-4214d7f26302.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwMTUvZDRkNTY5NmMtZGJmNC00YjdkLTlhYzItYzU5MTg1ZTk2ZDY2LnBkZg%3d%3d&n=MTEyNDE3MzU0NTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22015", "title": "《文官制度》季刊-3卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22015/d4d5696c-dbf4-4b7d-9ac2-c59185e96d66.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTcvYjNkYTBkNmYtZWQ0Yy00MjQ1LWEzNDUtZjE1ZDkxODgzNGEyLnBkZg%3d%3d&n=MzgxNjE2MTcxMDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22117", "title": "《文官制度》季刊-3卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22117/b3da0d6f-ed4c-4245-a345-f15d918834a2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwMTgvMDFmN2ZkNDAtMjMwOC00YmQ3LThjZDItYjA4ZTYzZmNhZTAxLnBkZg%3d%3d&n=MTEyNDE3Mzc0NDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22018", "title": "《文官制度》季刊-3卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22018/01f7fd40-2308-4bd7-8cd2-b08e63fcae01.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22019", "title": "我國高階文官培訓挑戰與因應策略：前瞻研究觀點", "內容": "
我國高階文官培訓挑戰與因應策略：前瞻研究觀點
\r\n\r\n陳秋政、江明修
\r\n\r\n《摘要》
\r\n\r\n文獻分析指出我國高階文官培訓需要在制度面、執行面加強對公共服務內部與外部環境的回應，前者意指回民眾的期待，後者則是全球的挑戰。為釐清當前我國高階文官培訓的制度現況、主要挑戰與因應策略為何？本文首先檢閱相關文獻，探討當前我國高階文官培訓的制度現況及其面臨的挑戰。其次運用深度訪談法約訪各方專家，獲取對我國高階文官培訓現況、問題、策略與發展議題的實務經驗與見解，藉以產生德爾菲問卷設計架構，據以設計德爾菲問卷，並續行問卷前測與正式問卷的必要調整及施測。最後運用前瞻研究（foresight study）方法，以兩輪德爾菲問卷調查結果為基礎，召開情境規劃與劇本撰寫座談，邀請三方專家共同確認未來十年我國高階文官培訓的影響因素，分類後據以形成兩條發展軸線、劃分出四項發展可能，並從中擇二深度探討其內容及其與影響因素之間的關係強度與方向，提出兩套情境劇本。
\r\n\r\n就研究發現與建議而言，主要建立在德爾菲問卷的分析結果。在內部環境的挑戰部分，研究指出五項當前培訓制度的挑戰，其中二項達成「高度共識」、三項達成「中度共識」。在外部環境的挑戰部分，研究指出四項主要挑戰，其中三項達到高度共識、一項達到中度共識。此外，也相對地產生八項因應策略。本研究採用多元研究方法，最終以「環境回應力」、「法制創新」為軸線，分別代表「高階文官培訓問題診斷」及「高階文官培訓策略倡議途徑」，將我國高階文官培訓機制改革思維區分為「保守思維（穩定）、企業家心態（發展）、妥協心態（緩進）、官僚思維（倒退）」等四類，並將台灣高階文官培訓的現狀定位於「保守思維（穩定）」的狀態，同時據此提出兩項「積極發展」、「保守穩定」情境，分別代表發生「想要的未來狀況」（發展型）及「不想要的未來狀況」（倒退型）的發展劇本。
\r\n\r\n[關鍵詞]：高階文官、培訓制度、前瞻研究、情境規劃
\r\n\r\nChallenges and Coping Strategies of Senior Civil Service’ Training System in Taiwan: A Perspective of Foresight Study
\r\n\r\nJosé Chiu-C. Chen, Min-Hsiu Chiang
\r\n\r\nAbstract
\r\n\r\nLiteratures have pointed out that the training systems for senior civil service in Taiwan should address challenges from both internal and external environments. The former refers to the expectations from citizens, while the latter is the challenge from around the globe. To clarify the current status of training system for senior civil service in Taiwan, major challenges, and coping strategies, we have first reviewed a wide range of literatures to explore the current status and challenges of Taiwan’s training system for senior civil service. Secondly, we have conducted in-depth interviews among various experts to get their insights on the status, issues, strategies, and development for the training of senior civil service in order to design a framework and draft a Delphi questionnaire, which was then put to some pre-tests and adjusted, before being turned into the official version. Some further tests have also been conducted on the finalized questionnaire before its release. Finally, based on the foresight study approach and the results from two rounds of Delphi questionnaire survey, we have held scenario-planning and scenario-writing seminars, in which experts have been invited to discuss and reach consensus on the factors that may affect the training system for senior civil service in the next 10 years. Those factors have then been classified and used to form two axis and to develop four possible scenarios, from which two have been chosen for in-depth analysis to explore the relationships between the contents and the influencing factors in terms of intensity and direction. After all these efforts, we have then officially proposed two sets of scenarios.
\r\n\r\nOur findings and recommendations have been mainly based on the analysis of the Delphi questionnaire survey. In terms of challenges to internal environment, our research points out that the current training system faces five challenges. Among them, experts have reached a “high degree of consensus” on two challenges and a “moderate consensus” on the other three. In terms of challenges to the external environment, our research indicates that there are four major challenges. We have reached a high degree of consensus on three of them and a moderate consensus on the other one. In addition, we have also developed eight coping strategies in relation to those challenges. In this study, we have used multiple research methods, and ultimately developed two axis, namely “environmental responsiveness” and “legal innovation,” separately representing the “diagnosis of senior civil service training” and “strategic initiative to senior civil service training.” Following this line of logic, we have then divided the reform thinking of senior civil service training system into four categories, including “conservative thinking (stability)”, “entrepreneur mentality (development)”, “compromising mentality (muddling through)”, and “bureaucratic thinking (backwardness).” We have positioned the current status of Taiwan senior civil service’ training system as “conservative thinking (stable)”, based on which we have then proposed two scenarios, namely “positive development” and “conservatively stable”, representing “desired future state” (developmental type) and “undesired future conditions” (regressive type), respectively.
\r\n\r\nKeywords: Senior Civil Service, Training System, Foresight Study, Scenario Planning
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22019/2d7832df-23c7-4a33-a41b-5c257aae32a9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22020", "title": "建立全球架構高階文官培訓制度之研究", "內容": "建立全球架構高階文官培訓制度之研究
\r\n\r\n賴富源
\r\n\r\n《摘要》
\r\n\r\n當前世界各國為因應二十一世紀的挑戰，莫不積極從事各項行政改革，進行國家發展的整體策略規劃與文官體制之改造。其中又以高階文官素質的良窳與國家競爭力的提升關係最為密切。爰此，高階文官培訓已成為世界各國人事行政運作的重要課題。本研究從全球治理觀點探討我國高階文官培訓制度，並針對現行高階文官培訓所面臨的問題與缺失作一全盤性的檢討與分析。研究對象係以中央機關簡任第十二職等以上主管或非主管人員之常任文官為對象。
\r\n\r\n本文在相關文獻探討部分，首先就全球化與全球治理作概要說明，並從全球化對高階文官的挑戰、政府改造與文官制度改革的接軌等作歸納與探討。在核心能力部分，則探討全球化下高階文官能力提昇總體策略及轉型趨勢。在他山之石部分，則介紹英、美、新、法、德、日等六國高階文官培訓經驗，以作為我國借鏡參考。接著，則評估我國高階文官培訓作法與缺失。最後，則針對本文所作研究結果，提出結論與建議。
\r\n\r\n[關鍵詞]： 全球化、全球治理、高階文官、培訓法制及體系、核心能力
\r\n\r\nBuilding a Global Framework on the Training System of Senior Civil Service
\r\n\r\nFue-Yuan Lai
\r\n\r\nAbstract
\r\n\r\nIn response to the challenges of the 21st century, countries around the world are actively engaged in various administrative reforms on national development and civil service system. Among them, the quality of senior civil service has the greatest bearing on national competitiveness. Therefore, training senior civil service has become an important issue in personnel administrative operation around the world.
\r\n\r\nThis paper analyzes the existing problems and shortcomings of the training system for senior civil service in Taiwan from the perspective of global governance. The samples cited in this study are the senior civil servants in the central government in managerial or non-managerial positions at the 12th job level and higher.
\r\n\r\nIn the section of literature review, I summarized and discussed globalization, global governance, and challenges of globalization. Government reform and civil service system reform are analyzed. In the section on core competencies, strategies in enhancing the senior civil service abilities and the changing trends are discussed. Senior civil service training systems from the United Kingdom, the United States, Singapore, France, Germany, and Japan are also introduced as a reference.
\r\n\r\nThe paper then proceeded to evaluate the training system in Taiwan. Finally, the paper summarizes the findings and presents some recommendations in conclusion.
\r\n\r\nKeywords: Globalization, Global Governance, Senior Civil Service, Training System, Core Competencies
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22020/e2c95583-9732-4330-836e-3c49418248f7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22021", "title": "我國高階主管特別管理制度之規劃策略—兼論英、美、荷、韓四國與我國之比較", "內容": "我國高階主管特別管理制度之規劃策略—兼論英、美、荷、韓四國與我國之比較
\r\n\r\n郭倩茜
\r\n\r\n《摘要》
\r\n\r\n據OECD於二○○○年對其會員國的調查顯示，現代國家治理的核心關鍵中，公部門領導能力是最需要加強的一環，鑑此，考試院文官制度興革規劃方案其中「建構高階主管特別管理制度」一項，乃規劃就高階主管之拔擢、陞遷、考核、俸給等事項制定特別法律，建立有別於現行一般公務人員之特別管理制度，培訓任用高階主管，作為推動國家政務之主軸。
\r\n\r\n目前我國高階主管特別管理制度之建制重點包括：「嚴謹選拔」、「進文官學院專業訓練」、「建立國家高階主管人才庫」、「成立跨部會之甄選培育委員會」、「建構專屬俸給制度」與「建構嚴格考核及退場機制」等六大項。且為使我國高階主管特別管理制度具生態性及可行性，政策思維雖參考歐美等先進國家高級文官管理制度之優點與成功經驗，但仍以我國特殊國情為基礎進行規劃，例如遵循憲法考試用人之基本規範，並未開放外部競爭而採封閉式設計；但當今公私部門人事管理的普世通則－功績原則，則仍為框架整個高階主管特別管理制度的規矩工具，以及規劃策略的精髓與靈魂。
\r\n\r\n[關鍵詞]：高級文官、人才庫、功績原則、高階主管
\r\n\r\nThe Planning Strategy of Senior Executives Administration System in Taiwan: And its Contrast with United Kingdom, United States, Netherlands and Korea
\r\n\r\nChien-Chien Kuo
\r\n\r\nAbstract
\r\n\r\nIn 2000, OECD made a survey for its members and found that among all pubic departments in modern countries, leadership was the most in need of improvement. Based on the finding, the Examination Yuan asked Minister of Civil Service to draft a plan on the selection, promotion and transfer, performance evaluation, and payment in the administration system for senior executives. Through those issues, it could establish a special and different administration system from the current one, including training, development, and employment of executives, and use this system as the main scheme to push ahead government administration.
\r\n\r\nSo far, this system includes six key points: “Rigorous Selection”, “Professional Training at the National Academy of Civil Service”, “Building a Talent Bank of Executives”, “Establishing a Committee of Cross-Department Selection and Cultivation”, “Setting up an Exclusive Salary System”, and “Designing a Quality Evaluation and Exit Mechanism”.
\r\n\r\nThis study not only refers to the advantages and successful experiences of senior civil service from advanced countries, but also considers the special situation in Taiwan, so that its conclusion will be more feasible and more conducive to building a culture for an advanced civil service. For example, the study finds that Taiwan has followed the basic rules of examinations as stipulated in the Constitution that are close-ended, not open to external competitions.
\r\n\r\nFurthermore, Taiwan’s system uses the merit principle as the general rule to manage civil service. This principle is restricting the Senior Executives Administration System, and thus the essence of its planning strategy.
\r\n\r\nKeywords: Senior Civil Service, Talent bank, Merit principle, Senior Executive Service
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22021/a2e701a6-9002-4f26-aca5-174b4dc4eda9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22022", "title": "公務人員俸給制度之法理探討", "內容": "
公務人員俸給制度之法理探討
\r\n\r\n馮惠平
\r\n\r\n《摘要》
\r\n\r\n公務人員的權利，其中最重要、最實際者莫過於俸給權。就公務人員個人而言，如果沒有俸給，就不能養家活口，基本的生活需求也就無法滿足，其他權利都將成為空談，遑論為興趣及理想而工作；就政府機關而言，如何以較高的薪酬條件，藉以吸引或延攬民間優秀的人才，使其有意願至公部門服務，並且在滿意其俸給下，能夠無後顧之憂，專心致志為國家服務，並提升機關服務品質及行政效率。由此可見，公務人員俸給不單僅止於滿足個人生活所需，亦具有「招才」、「留才」及「用才」的作用。
\r\n\r\n本文以「公務人員俸給」為研究標的，首先，藉「對待給付」、「生活照顧」、「身分品位」、「高薪養廉」等四項理論，以及「俸給法定」原則，交叉穿梭地建構出整幅俸給制度藍圖；其次，針對我國的俸給制度，包括沿革及制度之運作，予以簡單的介紹；此外，結合法理與制度之運作，作一交叉論證，分析檢視我國公務人員俸給的法規及制度運作後，發現考試院與行政院兩院權限分工的不明確，亦導致公務人員俸給制度至今仍未能真正落實法制化之主因；最後，參酌相關俸給法理原則，提出相關建議意見，以期作為有關機關未來修法的參考。
\r\n\r\n[關鍵詞]：公務人員俸給制度、俸給權、對待給付、生活照顧、身分品位
\r\n\r\nA Legal Study of Civil Service Pay System
\r\n\r\nHui-Ping Feng
\r\n\r\nAbstract
\r\n\r\nBased on the fact that the basic livelihood of a civil servant cannot be supported without payments from the government, the Payment Right should be the most significant among the basic rights for all employees in the Civil Service. And it is crucial for a government because better payment may provide more attractive incentives for those who want to work in the public agencies and stay longer. Meanwhile, good salaries can be helpful for making civil servants more satisfied with their working conditions, thus both the quality and efficiency of public service may be enhanced. From this point of view, a well-functioning payment system for civil service is extremely important for the government to recruit, use, and to retain qualified workers.
\r\n\r\nThis article, focusing on the subject of Civil service Payment, will use theories or principles like “Correspondent Grant”, “Livelihood Supporting”, “Grade Status of Civil Service”, “Preventing Corruption with High Salaries”, and “Legalizing the Paying System for Civil Service” to construct a blueprint of the whole practice for our government’s payment system . Next, the past experience of how our pay system worked will be introduced as a tool to make a thorough review of the system, which makes us realize how badly the blurring job requirements for personnel of the Executive Yuan and the Examination Yuan influence our pay system, and makes it so difficult to be legalized. Finally, some devices are provided honestly for our government to amend relevant acts to improve our pay system.
\r\n\r\nKeywords: Civil Service Pay System, Payment Right, Correspondent Grant, Livelihood Supporting, Grade Status of Civil Service
\r\n\r\n\r\n\r\n
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22022/6e81c887-cfa2-4739-a651-1af1e588ad87.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwMDIvZWUwMmIzMDktNzE1My00OTc1LThjODMtZjJkZGRjOTMxY2IzLnBkZg%3d%3d&n=MTk1MTcxNDMzNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22002", "title": "《文官制度》季刊-3卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22002/ee02b309-7153-4975-8c83-f2dddc931cb3.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTYvNWI0YmZlYzEtOGYwNS00MDkzLWJjODctNGI2ZDJkZjNiYzUyLnBkZg%3d%3d&n=MzgxNjE2MTU4NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22116", "title": "《文官制度》季刊-3卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22116/5b4bfec1-8f05-4093-bc87-4b6d2df3bc52.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIwMDUvNmU3ODQ0OWUtY2M3Yi00N2MwLWE3OTEtM2QxMmIwYWU0NjBlLnBkZg%3d%3d&n=MTk1MTcxNjM1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22005", "title": "《文官制度》季刊-3卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22005/6e78449e-cc7b-47c0-a791-3d12b0ae460e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22006", "title": "全球化下我國公務人員之人權保障初探：以公務人員保障法為例", "內容": "
全球化下我國公務人員之人權保障初探：以「公務人員保障法」規定為例
\r\n\r\n邱華君
\r\n\r\n《摘要》
\r\n\r\n二十一世紀最引人矚目的話題是與「全球化議題」有關者；身處任一角落的國家，以及人民各式各樣的生活層面，很難擺脫全球化的框架而不受其影響。
\r\n\r\n在人權方面，為落實一九四八年之「世界人權宣言」，聯合國於一九六六年通過「公民與政治權利國際公約」及「經濟社會文化權利國際公約」，兩公約，然因政治環境影響，我國始終未能落實與之有關人權理念。為促進我國人權發展，並迎接全球化的挑戰，於民國九十八年十二月十日公布施行是「公民與政治權利國際公約及經濟社會文化權利國際公約施行法」（以下簡稱「兩公約施行法」），對於我國提昇國際人權形象，建立與世界接軌的態勢，甚有助益。本文探討的是公務人員人權，針對公務人員保障法相關法令之規定及大法官解釋，審視其是否符合人權保障的理念，並分析公務人員之實質與程序人權保障救濟內涵，建議配合修正相關法令，各級政府機關必須加強公務人員人權保障觀念及落實，以避免侵害公務人員人權。
\r\n\r\n[關鍵詞]： 全球化、人權、公務人員保障法、復審程序、申訴、再申訴程序
\r\n\r\nA Study of the Protection of Human Right in Taiwan under the Globalization Trend: Based on the Civil Service Protection Act
\r\n\r\nHwa-Jiun Chiou
\r\n\r\nThe hottest topic in the 21st century is globalization. All life-styles in every corner on earth, every kind of life style is all under the frame of globalization and cannot escape from the effect come together.
\r\n\r\nIn terms of human rights, to carry out the Universal Declaration of Human Rights, the UN had passed the International Covenant on Civil and Political Rights and International Covenant on Economic, Social and Cultural Rights. However, for political reasons, Taiwan is still unable to fulfill the ideas in these two covenants. To promote the idea of human rights, and to face the challenge of globalization, two Rights and Enforcement Acts went into force on December 10, 2009.
\r\n\r\nTo face the challenge of globalization, many governments are making their utmost efforts. The remedial measures for protecting human rights are also being developed in response to the trend. This paper discusses how to protect human rights in the age of globalization, particularly the relevant but rarely raised problem of public servants’ human rights. To understand whether the protection of public service human rights is in agreement with two Rights Covenants, focusing on the Civil Service Protection Act and related regulations, we review the related regulations to figure out whether they are consistent with the idea of human rights. We conclude by proposing a revision of the Civil Service Protection Act while government agencies should try hard to understand completely and then fulfill the idea of human rights protection.
\r\n\r\nKeywords: Globalization, Human Rights, Civil Service Protection Act. Re-confirmation Procedure, Appeal and Re-appeal Procedure
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22006/6cd8af1d-14b9-4ad4-b9f0-3de697d52fee.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22007", "title": "民主治理中之資訊交易關係：以臺北市政府府會聯絡機制為例之研究", "內容": "民主治理中之資訊交易關係：以臺北市政府府會聯絡機制為例之研究
\r\n\r\n陳敦源、郭政瑋
\r\n\r\n過去台灣對於行政立法關係的研究，多屬於憲政體制選擇或是職權運作公法基礎的政治觀點，一直缺乏公共行政觀點的討論，就如行政學鼻祖Woodrow Wilson所言，即便我們能夠建構（frame）一部憲法，如何去運作（run）依然是困難的問題。民主治理的制度設計從不信任（distrust）出發，在立憲時刻建構分權制衡的體制；然而，為了讓政府能有效的運作，365天的行政立法互動關係，必須在結構衝突當中尋找合作的制度性途徑，而聯絡機制就是引導行政與立法機關合作的重要機制，值得從民主治理的角度進行深入研究。
\r\n\r\n本研應用以深度訪談法為主的質化研究工具，對臺北市府會聯絡機制進行網絡式的接觸，包括現任、卸任的府會聯絡人、議員及其助理、單位首長、及記者共30人接受訪談，最後，作者再藉著「非數值資料分析軟體」—NUD‧IST，對訪談文本內容進行現象重構與回饋的工作，最後據此作出結論。
\r\n\r\n本研究主要結論有三點，其一，從歸納的結果來看，資訊交易是行政立法互動的關鍵本質，我們從府會聯絡人平時主要工作內容清楚地觀察到這項事實，而其工作策略的核心，在於首長授權、業務熟習程度、以及信任關係建立與維繫；其二，聯絡機制合作建構的理論論述，應該放在長期「重複互動」（iterated interaction）的框架中才有意義，並且要注意府會聯絡工作中，調合「課責」與「效率」兩個需要，因此「透明」的概念就產生府會聯絡機制設計上的弔詭性（dilemma）；最後，本研究接下來的經驗範疇與方法應用，可以朝向地方政府比較、工作價值或能力分類、以及個案討論，在方法上則不論是從Q-methodology、封閉式問卷、或形式理論，都可站在本文所產生的基礎上，更深入研究公共行政與民主政治的關係。
\r\n\r\n[關鍵字]： 民主治理、行政立法關係、府會聯絡機制、資訊交易、政治管理
\r\n\r\nInformation Transactions in Democratic Governance: A Case Study on Taipei City Government’s Legislative Liaison Mechanism
\r\n\r\nDon-yun Chen, Cheng-wei Kuo
\r\n\r\nAbstract
\r\n\r\nExecutive-legislative relations are at the core of democratic governance. However, literature on this topic usually focuses on constitutional engineering and legal perspectives. For the purpose of public management, we need a public administration perspective on this issue from a public manager’s viewpoint. Also, examining the daily operation of the legislative liaison reveals the “secret of efficiency” of democratic governance. In this paper, the authors adopt qualitative method of face-to-face interview with 30 persons whose jobs are related to the legislative liaison mechanism in Taipei City Government. Then we utilize a qualitative data analysis software called “NUD．IST (Non-numerical Unstructured Data by techniques of Indexing Searching and Theorizing)” to analyze text-based interview data. Our conclusion is three-folds. First, we find that the nature of the legislative liaison mechanism is information transactions. Second, three factors are critical for establishing an effective legislative liaison mechanism: trust-building, professionalism, and delegation from leadership. Finally, we discover a fundamental conflict between trust-building behavior in the liaison mechanism to encourage cooperation and the purpose of check-and-balance to distrust elected officials. Further research on this topic is needed to reveal the reality of the executive-legislative relations in democratic governance .
\r\n\r\nKeywords: Executive-legislative Relations, Democratic Governance, Legislative Liaison Mechanism, Information Transactions, Political Management
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22007/87aba06a-4eec-4ef6-b86c-14a11a717e11.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22008", "title": "論「知、情、意」的中道文官", "內容": "
論「知、情、意」的中道文官
\r\n\r\n邱志淳
\r\n\r\n《摘要》
\r\n\r\n本文從佛家論點鋪陳中道文官的內涵及修行次第。首先論述中道與中道文官的意涵，以及中道與文官「心」價值與倫理的關係；其次論述「知」的中道文官的內涵及修持（包括四諦、六度之“持戒”、八正道之“正念、正見、正思惟”）；再次論述「情」的中道文官的內涵及修持（包括四無量心、六度之“禪定、忍辱、布施”、八正道之“正定、正業”）；最後論述「意」的中道文官的內涵及修持（包括六度之“精進、般若”）。「知」的文官以「照見清淨心」為前行，文官應該具足戒德清淨，擁有清淨、美麗的心！「情」的文官以「常行一直心」為正行，從「行」攝受慈悲心及菩提心，貫徹文官菩薩行！「意」的文官以「勇猛精進心」為結行，精進文官中道行！經由以上循序漸進、次第修持，得以修煉、養成一位兼具「知」、「情」、「意」的文官，他既是氣度恢宏、才德兼具，更是自覺覺他、利樂有情的大丈夫。
\r\n\r\n[關鍵詞]：中道文官、四諦、八正道、知、情、意
\r\n\r\nOn Being an “Informed”, “Affectionate” and “Sentient” Middle-Path Civil Servant
\r\n\r\nChiu, Chih-Chun
\r\n\r\nAbstract
\r\n\r\nThis study examines the content and practice of a middle-path civil servant from the Buddhist point of view. First, the author describes the meanings of the middle path and a middle-path civil servant as well as the relationship between the “heart” value and ethics which a civil servant should uphold. Second, the author discusses the content and practice of an “informed,” “affectionate” and “sentient” civil servant who realizes the middle-path values. The main conclusions are: an “informed” civil servant should have a pure and beautiful mind; an “affectionate” civil servant should actively follow the Buddhist teachings; finally, a “sentient” civil servant should firmly take the middle path. A civil servant with these three valuable virtues will become a true man with great characteristics dedicated to serving not just human beings but also all sentient beings.
\r\n\r\nKeywords: middle-path civil servant, four noble paths, eight noble paths, informed, affectionate, sentient
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22008/0b4cd197-a2d8-4054-b494-fe172f85d524.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22009", "title": "從策略性人力資源與知識管理的觀點探討具有持續性競爭優勢的政府組織設計", "內容": "從策略性人力資源與知識管理的觀點探討「知識與政策發展部」組織設計
\r\n\r\n彭安麗、洪崇豪
\r\n\r\n《摘要》
\r\n\r\n面對現今全球化知識經濟時代的到來，世界各國政府已從80年代前的福利導向國家轉化為競爭導向的國家（Fougaer, 2006），國與國之間的競合關係日益密切，各國政府如何統整與創造國家競爭策略與擘劃國家未來發展方向以迎接他國的挑戰，將是現今政府組織再造最重要的課題。也因如此，政府與政府間的戰爭已從傳統「硬實力」上的武力軍事、資源……等等的競爭，轉變為以「軟實力」為主像是在經濟、文化等層面上的較量，進而從世界經濟中獲取國家最大利益；而我國目前正處於整體產業與國家發展方向之關鍵轉型階段，為是否能朝先進國家邁進與提昇國民所得之重要時刻，但現今政府的思維與架構卻停滯不前，難以面對各國的挑戰與競爭，而具競爭力的政府必須擁有幾項特質：1.能快速反應內、外在的各項變化；2.組織各部會的規劃與功能要能徹底執行以發揮綜效；3.能清楚瞭解本國與主要競爭國家間之優劣勢；4.能依照其優劣來規劃出國家未來發展願景與競爭策略。
\r\n\r\n本文的主要研究方向以知識管理為觀點，藉由設立「知識與政策發展部」將各部會長期累積之知識資本妥善加以保存與應用，在碰到相關問題時能迅速的研擬出解決方式，且此部本身就是一個跨部會的組織，能夠在各項政策的研發、制定、執行與改善的過程中做好應有的整合與應用，並依國家整體發展策略之需求導入以策略性人力資源為主軸的組織改造，將公部門人力資源與政府整體策略進行整合從根本革新政府組織，使政策推動與執行能更完善且更有效率，進而建構具有持續性競爭優勢的政府組織，作為厚植臺灣軟性國力之基石，於國際競爭中建立屬於的臺灣的獨有特質與不可取代之地位。而政府各部門如何掌握與運用知識使其能發揮最大綜效，以規劃整體國家方向與政策之實踐，則是本文所要探討的核心論點。
\r\n\r\n[關鍵詞]：持續性競爭優勢、知識管理、策略性人力資源管理
\r\n\r\nA study on organizational design of the “ministry of knowledge and policy development”: A View of strategic human resource and knowledge management
\r\n\r\nPeng An-Li, Hung Chung-Hao
\r\n\r\nAbstract
\r\n\r\nThis paper explores how to establish a “Department of Knowledge and Policy Development” from the perspective of knowledge management, so as to keep and apply the accumulated knowledge capital in every government department. Through this Department, solutions can be designed quickly to solve problems encountered by the government. This Department is a trans-department organization which can integrate and apply all research and development by different sectors to the drafting, implementation, and modification for every policy. In addition, this Department introduces the organizational transformation that focuses on strategic human resources according to the need of Taiwan’s overall development strategies, integrates the human resources of public departments and government’s entire strategies, and reforms governmental organizations fundamentally. Thus, policy advancement and implementation could be more intact and efficient. Next, the governmental organizations with continuous competitive advantage would be established and serve as the foundation of Taiwan’s soft power. In this way, the unique characteristics of Taiwan and its non-replaceable position could be established amidst fierce international competition. The core issue that this paper discusses is how every department from the government masters and applies the knowledge so that the knowledge can have its greatest synergy – a synergy that can be used to plan the nation’s overall development strategy as well as to implement the national policy.
\r\n\r\nKeywords: sustainable competitive advantage, knowledge management, strategic human resource management
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22009/523ba5ad-05e5-4079-a6ed-edd6a41147e5.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5ODkvMjVlNzBkMmItNTc2NC00N2YwLWJjNWYtYjc4N2U4ZDQ2NWNiLnBkZg%3d%3d&n=MTYxMTA3NTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21989", "title": "《文官制度》季刊-3卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21989/25e70d2b-5764-47f0-bc5f-b787e8d465cb.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTUvZWJhZmJiOTEtOWFjNy00NzMxLTk1OWItNGQzZmE4YjYwZmI3LnBkZg%3d%3d&n=MzgxNjE2MTEzMzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22115", "title": "《文官制度》季刊-3卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22115/ebafbb91-9ac7-4731-959b-4d3fa8b60fb7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5OTIvMTlhNTRmOGUtZjUyMS00NDc5LTk4MTgtY2FkMjQ1NjA5ODJhLnBkZg%3d%3d&n=MTYxMTA5MzA3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21992", "title": "《文官制度》季刊-3卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21992/19a54f8e-f521-4479-9818-cad24560982a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21993", "title": "整合性行銷溝通：強化政策宣導與溝通的利器", "內容": "
整合性行銷溝通：強化政策宣導與溝通的利器
\r\n\r\n黃俊英
\r\n\r\n《摘要》
\r\n\r\n政府的政策宣導和溝通常不夠清楚明快，甚至老是慢半拍，容易造成民眾的誤解和疑慮，讓政策的美意打折，影響政策的推動和績效至鉅。本文主要在介紹整合性行銷溝通的重要概念和做法，並從政府部門的角度說明如何運用這些工具來增進政策宣導與溝通的能力和成效。
\r\n\r\n整合性行銷溝通的工具很多，主要有廣告、促銷、公關、人員銷售、直接行銷和口碑行銷等六種，這些工具都必須小心地加以協調和整合，使成為一個協同一致的溝通組合。本文分別檢視各種工具的特性和內容，並以「二○一一客家桐花祭」的溝通活動為例說明各種行銷溝通工具的整合運用。
\r\n\r\n政策溝通的流程雖然是由政府部門開始，把訊息經由溝通通路傳遞給閱聽者（民眾或其他群體），但在發展整合性行銷溝通時，則要先從確認閱聽者開始。發展整合性行銷溝通的步驟依序是確認目標閱聽者、決定溝通目標、設計溝通內容、選擇溝通通路、設定預算、決定溝通組合、衡量溝通效果等七個步驟。由於溝通內容的設計及溝通通路的選擇這兩個步驟的內容較為繁雜，本文除了簡要介紹各個步驟的內容外，也特別針對溝通內容及溝通通路這兩個部分做了較詳細的探討。
\r\n\r\n整合性行銷溝通是強化政策宣導與溝通的一項利器，公務人員應充分了解它的功能與內容，並善用這一利器來爭取民眾或其他公眾群體對政策的認同和支持，有效達成政策目標。
\r\n\r\n[關鍵詞]：政令宣導、政策溝通、整合性行銷溝通、置入性行銷、客家桐花祭
\r\n\r\nIntegrated Marketing Communications: A Useful Tool for Improving Policy Communications
\r\n\r\nJun-Ying Huang
\r\n\r\nAbstract
\r\n\r\nPolicy communications are usually not done clearly and quickly enough to clarify public misunderstandings and doubts in time, impairing implementation of the policy and its performance. This article aims to introduce the concept and practices of integrated marketing communications (IMC) and explore how IMC can be applied to improving the effectiveness and performance of policy communications.
\r\n\r\nIMC involves a variety of tools, including advertising, sales promotion, public relations, personal selling, direct marketing and word-of-mouth marketing. Each tool has its unique characteristics and costs. Policy communicators must blend or integrate these tools carefully into a coordinated communications mix.
\r\n\r\nSeven steps must be taken by the communicators when developing an effective IMC program: identifying the target audience, determining the communications objectives, designing the communications, selecting communications channels, setting the communications budget, deciding the communications mix, and measuring communications campaigns.
\r\n\r\nIMC is a useful tool for improving policy communications. It is a necessity for government officials in charge of policy communications to fully understand the important role IMC plays. They must also be able to make the best use of IMC so as to elicit the desired responses from the target audience and to achieve policy goals and objectives.
\r\n\r\nKeywords: policy propaganda, policy communications, integrated marketing communications, product placement, Hakka Tung Blossom Festival
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21993/4c7886dc-615b-4c52-a4b5-3fea73623aad.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21994", "title": "政府高階策略層次人力跨業間交流的變革與議程管理", "內容": "政府高階策略層次人力跨業間交流的變革與議程管理
\r\n\r\n施能傑
\r\n\r\n《摘要》
\r\n\r\n為期參與和影響政府政策形成方向和有效執行的策略層次人力，更具備處理國內和國際快速變化環境的治理能力，許多國家朝向增加直接開放外界人士跨業的人事制度，而非完全依賴長期培育現職人員逐步陞遷的制度。台灣中高階文官的人事制度基本上採取封閉型內部人力陞遷制度，擔心直接外補制度會產生許多負面效果。本文主旨是討論，如何在不影響及原有制度的基礎下，又可借用跨業人力交流機制的變革作法－包括來自民間營利企業、專業服務機構、非營利組織和甚至自然人的交流。文中第一部分提出如何進行跨業人力交流的構想，第二部分再以此為個案討論人事政策變革所涉及的議程管理。
\r\n\r\n[關鍵詞]：政府高階主管、跨業人力交流、議程管理
\r\n\r\nA New Initiative for Executives Exchange Program between Public and Private Sectors and Its Agenda-Setting Management
\r\n\r\nJay N. Shih
\r\n\r\nAbstract
\r\n\r\nExecutives and managers at the leading positions in the government play a very important role in leading the administrative team in the right direction and making sure that policies are implemented effectively. It’s increasingly necessary for these senior-ranking civil servants to have strategic and creative thinking as well as enthusiasm which may not be offered sufficiently from the internal promotion and succession planning programs. Many OECD nations try to deal with this critical task through secondment or exchange programs by establishing a fixed-term mobility among government officials, private and non-profit organizations’ executives. This paper first presents the idea and designs the alternative, taking care not to radically affect the basic personnel system that has been institutionalized in Taiwan for decades. By adopting the theory of organizational change, this paper then offers suggestions regarding how to make this new idea prevail the difficult process of agenda-setting.
\r\n\r\nKeywords: public executives, personnel exchanges among organizational sectors, agenda-setting management
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21994/7f1903c2-8def-44d9-a65d-95af610d4c2b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21995", "title": "公務人力資源管理之性別議題與對策：組織建築模式之分析", "內容": "公務人力資源管理之性別議題與對策：組織建築模式之分析
\r\n\r\n黃煥榮、方凱弘、蔡志恒
\r\n\r\n《摘要》
\r\n\r\n隨著女性主義的思潮發展，性別議題也在組織研究與人力資源管理的領域中逐漸獲得重視。學者Mary Guy曾將阻礙女性在組織中發展的困境歸納為玻璃天花板、玻璃牆、黏糊地板與地板暗門等四種現象，而本文也試圖從甄選任用、培育訓練、升遷發展及職場生活等四個面向，討論在我國公部門人力資源管理的系絡中，這些阻礙女性事業生涯發展的現象是以何種形式呈現，並提出處理的對策。本文發現，包括玻璃天花板、玻璃牆、黏糊地板與地板暗門等 四種女性職場發展的障礙都存在於我國公部門組織中，而筆者也建議應透過更積極的作為促使組織結構之改變，有效地移除妨礙女性 在公部門組織中生涯發展之障礙。
\r\n\r\n[關鍵詞]：性別議題、組織建築、玻璃天花板、性別歧視、性別主流化
\r\n\r\nGender Issues and Suggestions for Public Personnel Administration: An Analysis of Organizational Architecture Model
\r\n\r\nHuan-Jung Huang, Kai-Hung Fang, Chih-Heng Tsai
\r\n\r\nAbstract
\r\n\r\nWith the development of feminism, researchers have been paying more and more attention to gender issues in organizational studies and human resources management. Mary Guy used metaphors such as glass ceilings, glass walls, sticky floors, and trap doors to describe the barriers on the way of woman’s career advancement. Based on the dimensions such as recruiting, training, promotion, and retaining, this paper intends to see whether barriers identified by Guy exist in Taiwan’s public personnel management, and how these barriers could be removed. It is found that barriers including glass ceilings, glass walls, sticky floors, and trap doors can all be found in Taiwan’s public organizations. As a result, this paper recommends that more proactive measures be applied to restructuring the organizations in order to remove the barriers that prevent woman’s career advancement in public institutions.
\r\n\r\nKeywords: gender issues, organizational architecture, glass ceiling, sexual discrimination, gender mainstreaming
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21995/b6d9cd72-7395-4d14-b3a0-70985b8b5a0b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21996", "title": "我國基層消防隊員考選方式對工作認知與效能之影響分析", "內容": "我國基層消防隊員考選方式對工作認知與效能之影響分析
\r\n\r\n胡至沛、陳建淳
\r\n\r\n《摘要》
\r\n\r\n隨著社會與氣候環境的變遷，災害的形式和種類日益複雜，這個現象更突顯了災害防救的重要性，然而基層消防人力的不足和人員素質問題，也是目前消防人力規劃上所面臨之重大隱憂。本研究以工作認知、工作效能和教育訓練等面向為基礎，探討不同考選方 式下，消防人員之工作認知與效能是否有差異？經過深度訪談和問卷調查方式的比對分析，主要的發現有：首先，正期生消防隊員所表現的工作認知與效能，較特考生為佳；其次，正期生消防隊員對於第一線救災救護表現較，特考生對於文書企畫能力之工作表現較佳；第三，特考生教育訓練時間明顯不足，對於其工作認知與效能 的展現，有顯著的影響；最後，目前消防警察特考方式著重筆試，未納入術科和體能測驗，如此篩選之人員，未必符合實際工作需求。
\r\n\r\n本研究經由實證調查分析與發現，希望有助於未來消防人力政策發展上，推動更充足的教育訓練措施，以及規劃更為符合實際需求之考選方式，促進基層消防隊員發揮更好的工作效能。
\r\n\r\n[關鍵詞]：基層消防人員、工作認知與效能、考選方式
\r\n\r\nAn Analysis of the Effects of the Methods of Recruiting Street Level Firefighters on Their Work Cognition and Performance
\r\n\r\nChih-Pei Hu, Chien-Chun Chen
\r\n\r\nAbstract
\r\n\r\nThis analysis compares two approaches of recruiting street-level firefighters and takes a look at how these two approaches have affected their work cognition and performance. By interviewing the stakeholders through questionnaires, this analysis has found the following results: First, firefighters who have graduated from police academy have relatively good work cognition and work performance; Second, firefighters who have graduated from the police academy perform better in disaster rescue missions, and nonpolice academy graduates are good at project planning and paper work; Third, firefighters who are non-police academy graduates do not receive enough professional education and training, a drawback that has a great influence on job performance; Fourth, the fire fighting entry examination focuses only on writing tests, without making physical and technical requirements, resulting in a gap between the students’ knowledge and needed skills.
\r\n\r\nBased on the empirical findings, this analysis expects to be of help in the development of firefighting human resources by proposing more adequate measurements for education and training, and designing a better recruiting mechanism－which hopefully will help street level firefighters achieve their best performance.
\r\n\r\nKeywords: street level firefighter, work cognition and performance, recruiting approach
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21996/de7a5fc2-c2b5-415b-b63d-d4405f6a1589.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5NzYvMjc0Y2UyY2EtZGU3YS00ZGE3LWJlMzAtNDJmY2RmYmYzZjNmLnBkZg%3d%3d&n=MTIyNTE1NTI0MTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21976", "title": "《文官制度》季刊-3卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21976/274ce2ca-de7a-4da7-be30-42fcdfbf3f3f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTQvOTE0MTdiZDItY2FkMC00YzUwLTgxN2MtNGEyMTY3Zjg1MDAxLnBkZg%3d%3d&n=MzgxNjE1NTYzMDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22114", "title": "《文官制度》季刊-3卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22114/91417bd2-cad0-4c50-817c-4a2167f85001.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5NzkvYzQ0ODQ0ZTctMDQyYS00M2QwLTgyMDgtMDQ4MWMzYWQyODAyLnBkZg%3d%3d&n=MTIyNTE1NTM1NzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21979", "title": "《文官制度》季刊-3卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21979/c44844e7-042a-43d0-8208-0481c3ad2802.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21980", "title": "長期照顧體系組織改造策略分析：全觀型治理觀點", "內容": "長期照顧體系組織改造策略分析：全觀型治理觀點
\r\n\r\n江大樹、梁鎧麟
\r\n\r\n《摘要》
\r\n\r\n打造一個精實、彈性、高效能的政府組織，提升國家競爭力，乃當前行政院組織改造的願景目標。二○一○年一月十二日，立法院三讀通過行政院組改配套法案，將原本37個部會精簡為29個，正式開啟這一波政府組織改造工程。其中，整合衛政、社政兩個體系而新設的衛生福利部，也是一項眾所矚目的組織整併方案。隨著台灣高齡人口快速成長，對長期照顧體系的需求日益殷切，以往分屬衛生、社福兩個不同部門的政策規劃與執行，難免存在因專業分工所導致的本位主義，造成各項服務輸送屢見扞格不入現象。因此，衛生福利部未來是否及如何能有效整合長期照顧體系，徹底解決現行組織運作的碎裂化問題，特別值得關注。
\r\n\r\n本文藉由全觀型治理所強調的組織協調、服務整合等興革理念，嘗試分析當前長期照顧體系的問題與缺失，進而提出衛生福利 部成立後應有的興革策略。筆者提出兩個主要論述：（一）各種協調策略並行：在整合成為單一部會組織前，應先透過全觀型協調策略，進行組織間相互資訊流通；中央與地方政府的衛政及社政部門彼此互動，應採容忍性制度協調型態；至於，政府部門與外部行為者間應採取分立或權變協調型態。（二）建構五項全觀型整合策略：規劃一套長照資訊系統、研發長照體系跨域服務方案、中央與地方政府定期舉行長照會報、領導者應具備創造符號與衝突管理的技巧、提供組織學習機會。
\r\n\r\n[關鍵詞]：長期照顧體系、組織改造、衛生福利部、全觀型治理
\r\n\r\nHolistic Governance Strategies for Long-Term Care System in Taiwan Government’s Organizational Reform
\r\n\r\nTa-Shu Chiang, Kai-Lin Liang
\r\n\r\nAbstract
\r\n\r\n'Reinventing the government' is an important governance issue in Taiwan. The Executive Yuan will be restructured in 2012 with three main goals: downsizing the government, enhancing organizational adaptability, and boosting governance effectiveness. Taiwan is a fast aging society. Its government has proposed many social welfare policies for the elderly. A well-known one is the ‘long-term care system’ that has been implemented by the Executive Yuan. However, departmentalism has been a major problem for the long-term care system in the past two decades. “Fragmented government” and “wicked problems” have become main issues in this system. The proposed Department of Health and Social Welfare is a crucial government ministry that is expected to solve existing problems and offer better services to the elderly.
\r\n\r\nHolistic governance is a new theory in contemporary public administration that offers a critical perspective in this study. “Coordination” and “integration” are core concepts of this theory. By holistic governance, we emphasize strategies of coordination, including toleration of a specific set of institutions, separation and contingency. Finally, we propose five strategies of integration, such as integrating information systems, developing cross-boundary projects, holding regular conferences among central and local governments, changing organizational culture and managing conflicts, and offering opportunities for learning.
\r\n\r\nKeywords: long-term care system, organization reform, department of health and social welfare, holistic governance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21980/e58e77b0-2cb3-44ec-b69f-bc85ab291c33.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21981", "title": "協力治理觀點下公共管理者的挑戰與能力建立", "內容": "協力治理觀點下公共管理者的挑戰與能力建立
\r\n\r\n曾冠球
\r\n\r\n《摘要》
\r\n\r\n「協力治理」是一個新概念，泛指一般民眾或公共及私人機構等多元利害關係人，透過開放、深度與平衡的溝通與對話之途徑，參與公共事務以建立某種程度之共識，或提供公共服務。顯然地，從公共政策角度而言，協力治理的優點是可以獲致政策正當性、回應性，以至於效能性，但無可避免地得犧牲某些行政效率，至少從制度與結構觀點來看可以得到這樣結論。由於新治理工具日益普遍使用，我們有必要了解什麼是公私協力與夥伴關係，為何產生這樣的詞彙，特別是公共管理者如何面對此概念底下相關挑戰。本文作者汲取「個體能動者觀點」（individual agency perspective）的知識傳統，以合理化上述問題之延伸討論，並建議日後應多關注公共管理者協力能力建立的根本問題。
\r\n\r\n[關鍵詞]：協力治理、公私夥伴關係、個體能動者觀點、協力能力建立、跨域管理者
\r\n\r\nThe Challenges Confronting Public Managers and Their Capacity-Building: The Perspective of Collaborative Governance
\r\n\r\nKuan-Chiu Tseng
\r\n\r\nAbstract
\r\n\r\n“Collaborative governance” is a new concept which broadly refers to multiple stakeholders, the general public and private bodies engaging in public affairs via open, in-depth and balanced communication and dialogue to reach – to some extent – a consensus or deliver certain kinds of public services. Apparently, the advantages of collaborative governance are to gain policy legitimacy, responsiveness and even effectiveness in terms of public policy but, inevitably, at the expense of certain administrative efficiency from the institutional and structural standpoints. With the increasing pervasiveness and utilization of new governance tools, it is crucial to grasp what public-private collaboration or partnerships means and why the term generates new challenges and, in particular, how public managers face these challenges. In this study, drawing upon the perspectives of individual agencies, the author tries to explicate and address the problems above, and goes on to suggest that the issue of capacity-building for collaborative public managers should be seriously taken into consideration.
\r\n\r\nKeywords: collaborative governance, public-private partnership, individual agency perspective, collaborative capacity-building, boundary spanner
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21981/0dd8cff2-81e1-47bd-8256-4993aba23d80.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21982", "title": "論資排輩還是工作表現？年資因素對於我國公務人員績效考評影響之研究", "內容": "論資排輩還是工作表現？年資因素對於我國公務人員績效考評影響之研究
\r\n\r\n陳敦源、蘇孔志、簡鈺珒、陳序廷
\r\n\r\n《摘要》
\r\n\r\n考績制度的運作困境和改革方向，近年來引起實務界和學術界熱烈的討論與爭辯。其中最為人所訾議的，就是考績制度的運作根本與績效管理精神相違，反而「論資排輩」才是公務人員績效考評的決定因素。然而卻沒有相關研究同時處理考績制度運作的實證面 與規範面問題。有鑑於此，本文將要回答以下幾個核心的問題，包括年資因素（norm of seniority）是否為影響考評的重要因素？年資因素是否應該作為考評指標？以及年資因素為何會演變為考評的替 代標準（proxy standard）。
\r\n\r\n在實證面上，本研究主要運用訪談法和統計分析法，探討過去八十四年至九十七年間中央政府公務人員的考績等次與年資相關因素（包括新進與否、服務年資、官等及職等）的關連性，研究證實年資確為影響考績的重要變數。接著，本研究從政府績效環境的本質、考核者有限理性的決策能力以及受考核者存有代際正義觀點等三面向，探討長官和部屬之間在考績互動上，存在不完全契約 （incomplete contract）的問題，使得兩者皆依賴年資這類非正式規則（informal rules）作為公正考評的替代標準，於是造成公部門考績制度運作的困境。
\r\n\r\n至於如何建構更加公平客觀的考績制度？本研究認為，唯有透 過扭轉當前考績制度所形塑的誘因結構，也就是在未來制度設計上強化考績資訊的「分辨」機制、建立「誘因相容」（incentive compatibility）且能自我執行（self-enforcing）的機制，以及建構使考核者將代理成本內部化的制度環境，才能回應實務界亟待提升的政府效能。
\r\n\r\n[關鍵詞]：考績制度、年資倫理、循證途徑、非正式規則
\r\n\r\nNorm of Seniority or Performance Appraisal? An Analysis of the Performance Appraisal System (PAS) in Taiwanese Public Sector
\r\n\r\nDon-Yun Chen, Kung-Chih Su, Yu-Chin Chien, Shiu-Ting Chen
\r\n\r\nAbstract
\r\n\r\nHow to reform the Performance Appraisal System (PAS) in Taiwan’s civil service has been hotly debated in recent years. One of the reasons is that the current PAS is not based on objective indicators but rather on informal norms, such as the norm of seniority. In this paper, the authors will use evidence-based approach to answer the following two questions: Is seniority a critical factor for the PAS that has diminished other factors? What role should the norm of seniority play in the PAS?
\r\n\r\nIn this paper, the authors will use two principle research methods. One is to analyze a dataset from the Examination Yuan to answer the first question of the influence of seniority on the practice of the PAS in Taiwan. Also, face-to-face interviews were utilized to answer the second question of what kind of a role of the norm of seniority should play in the PAS.
\r\n\r\nLastly, this paper will inform those who are concerned with the reform of Taiwan’s PAS in three ways. First this paper presents an evidence-based argument on how the seniority norm is influencing the PAS. Second, the information provided by this paper will have various practical implications for the future reform of the PAS. Lastly, the result of this research can be as a base for further research on the function of informal rules in the PAS in particular, and on the effectiveness of the PAS in general.
\r\n\r\nKeywords: Performance Appraisal System (PAS), norm of seniority, evidence-based public administration, informal rules
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21982/3b131c4f-4115-4818-a39c-765dc12d5655.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21983", "title": "公務人員人格發展與公共服務", "內容": "公務人員人格發展與公共服務
\r\n\r\n蔡明華
\r\n\r\n《摘要》
\r\n\r\n當今的公共服務強調政府的角色是「服務」而非「領航」。若回歸到人的本質，居服務核心之公務人員的人格特質及其人格發展實居關鍵地位。透過人格的潛移默化，可以發展出公務人員的不同能力與行為，進而影響公共服務的效果並促使公共利益的實現。
\r\n\r\n有鑑於公務人員人格發展在公共服務上極具重要性，本文分別從政府機關中與公務人員及公共服務有關的內、外在因素，進行剖析並釐清公務人員人格發展與公共服務的關係。內在因素係指政府 機關的組織文化、公務人員制度、行為規範、裁量行為；外在因素係指公民導向及外部環境。
\r\n\r\n本文透過內、外在因素的分析中發現，一般而言，公共服務與公務人員人格發展彼此關係密切，並呈現正向相關。即當提昇公務人員人格發展時，公共服務效果跟著提高；當公共服務效果提高時，公務人員人格發展亦隨之提昇。反之亦然。因此，為提高公共 服務的效果，改善公共服務並提昇公務人員人格發展應是政府施政的重要課題。
\r\n\r\n[關鍵詞]：公共服務、公務人員人格發展、組織文化、公民導向、 公共利益
\r\n\r\nPersonality Development of Civil Servants and Public Service
\r\n\r\nMing-Hua Tsai
\r\n\r\nAbstract
\r\n\r\n“Service” rather than “steering” is the catchword for government role in public service nowadays. From what we know about human nature, a civil servant’s personality and its development are critical to government service. The ability and behavior of civil servants would also be improved by developing their personality and that, in return, would better serve public interests.
\r\n\r\nIn view of the importance of personality development of civil servants, this article is devoted to analyzing the relationship between personality development and public service from several standpoints before coming to several important conclusions.
\r\n\r\nNormally the personality of civil servants will positively interact with public service. That is to say, the better civil servants develop their personality, the better they will serve the public. On the other way round, the better public service is, the better public servants will develop their personality, and vice versa. Therefore, in order to maximize public interests, improving public service and developing the personality of civil servants are two key issues on which the government should focus.
\r\n\r\nKeywords: public service, the personality development of civil servants, organizational culture, citizen guidance, public interests
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21983/8e0c3e96-3490-45fa-96a0-572ce11f2a5c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5NzIvZTdmOWMzOWMtMGNjNC00OTQ5LWEzZGQtODEwODQyODBmMWM5LnBkZg%3d%3d&n=MDExMjkxOTM2NzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21972", "title": "《文官制度》季刊-2卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21972/e7f9c39c-0cc4-4949-a3dd-81084280f1c9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTMvMzIwZDE1YjAtYjVhNS00NDI4LWE5NTQtNTQ4M2MwNDg4MWJlLnBkZg%3d%3d&n=MzgxNjE1NDQ1NjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22113", "title": "《文官制度》季刊-2卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22113/320d15b0-b5a5-4428-a954-5483c04881be.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5NzUvZmFiNjNjMWQtYjU1YS00MTgwLWE4MjQtNDU0ODdkMDNlMjQyLnBkZg%3d%3d&n=MDExMjkxOTM3MTI3MS5wZGY%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21975", "title": "《文官制度》季刊-2卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21975/fab63c1d-b55a-4180-a824-45487d03e242.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21964", "title": "跨域公共事務的管理邏輯：治理演化的類型分析", "內容": "跨域公共事務的管理邏輯：治理演化的類型分析
\r\n\r\n李柏諭
\r\n\r\n《摘要》
\r\n\r\n隨著近代跨域公共事務功能領域的外溢影響、多元議題的相互聯結，以及多元行為者的過程涉入之演進，「跨域問題」一則涉及跨越轄區範圍（jurisdiction）的實際地理範疇或空間領域，一則更是涉及了管理領域的多樣性變革。建立一套新型態治理模式所欲揭示的關鍵邏輯在於更能符合各種多元需求的因應體系，以追求實質善治（good governance）的目標。本研究就解決跨區域公共事務的諸多跨域管理制度試圖作一全盤整合，並類型化分析治理理論，就「垂直關係─水平關係」面向和「府際關係─公私協力關係」面向建構跨域治理的四種演化類型：中央與地方府際關係（第一面向）、地方政府間關係（第二面向）、政府機關與公民社會關係（第三面向），以及政府機關與企業組織關係（第四面向）。
\r\n\r\n就跨域公共事務的管理邏輯而言，在治理面向上，政府組織有必要重視如何透過突破單一層次的「平面治理」，朝向多層次的「立體治理」之思維模式建構，已成為晚近從事跨域治理研究的學者之一大挑戰。本文擬以新制度論（new institutionalism）所提出的相關學理，透過制度變遷所出現的「路徑依賴」（path dependence）現象，解釋公共事務產生跨域性的質變同時，政府治理模式如何進行變革以順應當代時空需求，最後進一步解釋全局治理（holistic governance）的演化，如何企圖為連結「平面治理」與「立體治理」之間的層際藩籬，找尋一個可以貫穿的管理邏輯。
\r\n\r\n[關鍵詞]：跨域治理、多中心治理、公私協力、社區主義、全局治理
\r\n\r\nAn Evolutionary View of Governance Theory on Transboundary Public Affairs
\r\n\r\nPo-Yu Lee
\r\n\r\nAbstract
\r\n\r\nAlong with the development of transboundary public affairs, the mode of governance needs a set of new management ideas which pursues the goal of good governance. This research uses the vertical-horizontal relationship and intergovernmental and public-private partnership to construct four governance models: (1) The central and local government’s relationship; (2) Among local government’s relationship; (3) The government and civil society relationship; (4) The government and enterprises relationship. Based on the new governance of transboundary public affairs, how government transforms itself from traditional government to holistic governance poses a big challenge for governance research scholars. Finally, focusing on the new institutionalism, this article discusses the path dependence to explain the evolution from traditional government to holistic governance.
\r\n\r\nKeywords: transboundary governance, polycentric political system, public-private partnership, communitarianism, holistic governance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21964/d7203e3d-4703-4fb5-8531-1cd1e75fd2ad.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21965", "title": "公務人員型塑廉能價值及建構廉能政府個案分析：社會判斷法的調查", "內容": "公務人員型塑廉能價值及建構廉能政府個案分析：社會判斷法的調查
\r\n\r\n陳正料
\r\n\r\n《摘要》
\r\n\r\n為了回應民眾對「廉能政府」的期盼，考試、行政兩院紛推動型塑公務員「廉能價值」案，以扭轉民眾眼中貪腐印象及建構廉能政府目標；為避免型塑廉能價值工作重蹈以往價值改革失敗覆轍，學者認為有效掌握公務員對型塑案真實看法直接攸關型塑工作最終能否成功。鑒此，本文採取判斷分析研究途徑「社會判斷理論」方法探討我國公務員對型塑「廉能價值」認知相關訊息，發現公務員在心理認知上出現以「專業、廉正」價值作為型塑廉能價值內涵與組成之傾向；也發現採「廉正、專業」價值相關措施型塑之效果最佳，採取「關懷」價值相應措施出現「事倍功半」現象，採取「效能」價值相應措施效果則無。建議政府推動型塑公務員「廉能價值」時應聚焦於「專業、廉正」價值的培養，區分公務員類別並分採心理偏好較高之價值進行型塑，較能完成型塑工作及建構廉能政府。
\r\n\r\n[關鍵詞]：廉能政府、廉能價值、判斷分析、社會判斷理論
\r\n\r\nA Case Study of Shaping Civil Servants’ Values of Integrity and Competency and Building a Government of Integrity and Competency: The Approach of Social Judgment Theory
\r\n\r\nCheng-Liaou Chen
\r\n\r\nAbstract
\r\n\r\nIn response to the public’s expectation for an “honest and competent government”, the Executive Yuan has been promoting a “Project of Shaping Civil Servants’ Values of Integrity and Competency” since 2008. However, most of the practitioners and scholars pointed out, to promote the reform successfully in the pluralistic-democratic era, the government should ascertain that the civil servants realize the true values of the reform. In addition, to assure successful reform, the government should collect the civil servants’ viewpoints in advance so as to make a good strategy. Hence, to avoid a repeat of previous failures in reform, how to grasp the psychological and cognitive information of the civil servants toward the project of forging honesty and competency values is the key to making the reform a success.
\r\n\r\nThis study, adopting social judgment theory, investigates the cognition status toward shaping honesty and competency values from central and local government civil servants. The results indicate that the civil servants tend to take professionalism and integrity, rather than effectiveness and personal care, as the insight and components of shaping honesty and competency values. Moreover, the shaping effect is the best while adopting programs related to integrity and professionalism, whereas the program related to compassion is better, and the program related to effectiveness is the worst.
\r\n\r\nThis study also suggests that the government consider excluding effectiveness and compassion, and simply adopt professionalism and integrity as the components of shaping honesty and competency values. In addition, the government should focus on the cultivation of the ideas and cognition associated with integrity and professionalism, choosing government officials more inclined to uphold those values from different agencies to carry out the value-shaping project. In this way, the project will be effectively completed and a government of integrity and competency will be built in the long run.
\r\n\r\nKeywords: the honest and competent government, the honest and competent value, judgment analysis, social judgment theory
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21965/7a4fd482-9f12-42b9-abd8-ccd3b0e28634.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21966", "title": "我國獨立行政機關權力分立與行政組織法之觀察", "內容": "我國獨立行政機關權力分立 與行政組織法之觀察
\r\n\r\n徐良維
\r\n\r\n《摘要》
\r\n\r\n「獨立行政機關」制度在國外已行之有年，但在我國則係新興議題。獨立行政機關乃係代表「專家」角色的行政權中「更具專業」的角色，這樣的「專家中的專家」，可能造成「權力分立的失衡」、「行政一體與責任政治的破壞」以及「行政監督與獨立空間的衝突」等問題。為釐清獨立行政機關的輪廓，本文乃以憲法「權 力分立」的視野及「行政組織法」的相關法律爭議來探討之。
\r\n\r\n[關鍵詞]：獨立行政機關、權力分立、行政一體、釋字第六一三號解釋、行政中立
\r\n\r\nAn Observation of the Separation of Powers in Taiwan’s Independent Administrative Authorities and the Administrative Organizations Act
\r\n\r\nLian-Wei Hsu
\r\n\r\nAbstract
\r\n\r\nIndependent administrative authorities in other countries have been in existence for years, but in Taiwan this is something new. The independent Regulatory Commission's role of “insisting on professionalism” in the administrative power represents the “expert” role. Such an “expert of all experts” or elitist mentality may throw the separation of powers off balance, damage the unitary executive theory and politics of accountability, and create a conflict between administrative supervision and independent execution of administrative duties. This article discusses relevant issues from the constitutional perspective of “separation of powers” and the administrative organizations act.
\r\n\r\nKeywords: independent administrative authority, separation of powers, unitary executive theory, J.Y. Interpretation No.613, spoils system
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21966/2761a8e7-5c44-4d52-9527-c7f24fd66a67.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21967", "title": "評估公務人員行政中立法之禁止行為對公務人員基本權利之影響", "內容": "評估公務人員行政中立法之禁止行為對公務人員基本權利之影響
\r\n\r\n林全發
\r\n\r\n《摘要》
\r\n\r\n公務人員行政中立法於二○○九年六月十日公布實施，為我國行政中立開啟新的里程碑，其內涵與原則為：依法行政、公正執行、行使行政中立之行為分際及權利義務有明確的法律依據可遵循。主要目的在使公務人員不偏袒任何黨派，不介入政治紛爭，以全國人民為服務對像，進而提昇政府行政效率與效能。
\r\n\r\n依公務人員行政中立法第九條規定對公務人員於下班、請假及非執行職務時不得參與政治活動，銓敘部法規司解釋並無違反憲法保障言論及無侵害公務人員權益，因僅限制公務人員不得支持或反對特定之政黨、其他政治團體或公職候選人政治活動或行為，如：站台、遊行或拜票等。但公務人員於下班、請假或非執行職務時，亦為人民的一份子，應考量是否侵犯人民之基本權利、人格權，或屬憲法價值之人性尊嚴。因此，在解釋或修正行政中立法時，應省視公務人員之基本權利是否受到保障與尊重。
\r\n\r\n[關鍵詞]：基本權利、行政中立法、人性尊嚴、人格權、政治團體
\r\n\r\nEvaluating Impact of Forbidden Behaviors in Civil Service Administrative Neutrality Act on Civil Servants’ Fundamental Rights and Interests
\r\n\r\nChuan-Fa Lin
\r\n\r\nAbstract
\r\n\r\nThe Civil Service Administrative Neutrality Act was proclaimed and implemented on June 10, 2009, marking a milestone for Taiwan’s administrative neutrality. The act was enacted on the principle of ensuring lawful administration, just execution, administrative neutrality, and adequate regulations on the involvement in political activities. The main purpose is to prevent civil servants from taking sides in political parties and interfering in political troubles. As a result, civil servants would be able to serve the people, and the performance of the government administration will be enhanced. According to the Civil Service Administrative Neutrality Act, civil servants shall not participate in political activities during off-duty hours. The Department of Personnel Planning and Regulations, Ministry of Civil Service explains that the prohibition does not violate the constitutional freedom of speech, or harm the rights and interests of civil servants. For the reason it merely prohibits civil servants from participating in political activities or display such behaviors for political parties, groups, or public office candidates that the civil servants support or oppose. For example, they are banned from showing support during election campaigns or demonstrations, and from soliciting votes for public office candidates. On the other hand, civil servants are also members of the general public during their off-duty hours. Therefore, their basic rights, moral integrity rights, and human dignity in the constitution should be considered. As a result, at the time of explaining or amending Civil Service Administrative Neutrality Act, civil servants’ fundamental rights should be respected and taken into serious consideration.
\r\n\r\nKeywords: fundamental rights, Civil Service Administrative Neutrality Act, human dignity, moral integrity rights, political groups
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21967/80fed7e6-7f68-43fd-b1fa-c6417cd876da.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5NTAvNmUxYTdmMzEtOTI3MS00MWJhLWJkZGUtNjU1MWQ5ZGEzNDkzLnBkZg%3d%3d&n=MDgzMTEyMzQ0OTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21950", "title": "《文官制度》季刊-2卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21950/6e1a7f31-9271-41ba-bdde-6551d9da3493.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTIvNjg4NTNlZWQtYzYxMy00MzUzLTk0NDMtNGViODJlNzA4NGZlLnBkZg%3d%3d&n=MzgxNjE1NDM0ODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22112", "title": "《文官制度》季刊-2卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22112/68853eed-c613-4353-9443-4eb82e7084fe.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5NTMvYTE5OWIwMmEtMjczNy00ZTdjLTgxZGUtNmFhZDk5ZDAyZjM4LnBkZg%3d%3d&n=MDgzMTEyMzg0OTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21953", "title": "《文官制度》季刊-2卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21953/a199b02a-2737-4e7c-81de-6aad99d02f38.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21954", "title": "契約型政府的概念與實務：資訊與福利服務議題中的政府角色", "內容": "契約型政府的概念與實務：資訊與福利服務議題中的政府角色
\r\n\r\n孫本初、傅岳邦
\r\n\r\n《摘要》
\r\n\r\n隨著社會的發展與經濟的成長，各國政府都面臨人少事多的問題，但是受限於預算、人力與專業等因素，往往無法提供使民眾滿意的服務，當前政府部門藉由簽約外包、業務分擔、共同生產、解除管制等方式將部分職能業務轉由民間部門經營的民營化政策遂蔚為風潮。本文採用文獻分析法，探討部分服務仰賴契約執行的契約型政府的概念及其重要實務，首先引介契約型政府的內涵，包括民營化與簽約外包、契約、契約型政府的角色；其次探究政府資訊的簽約外包與交易，以及政府福利服務的簽約外包等議題中的政府角色內涵。
\r\n\r\n關鍵詞]：契約型政府、民營化、簽約外包
\r\n\r\nThe Concept and Practice of Government by Contract: The Role of Government in Information and Welfare Issues
\r\n\r\nBen-Chu Sun , Yueh-Pang Fu
\r\n\r\nAbstract
\r\n\r\nPrivatization, based on which governments transfer their functions partly to the private sector by contracting out, load shedding, coproduction and deregulation, has become increasingly common recently. This essay first introduces the concept of government by contract, including privatization, contracting out, contract and the role of contractual government. Second, it explores the concept of role playing in government by contract around information and welfare issues through literature analysis.
\r\n\r\nKeywords: government by contract, privatization, contracting out
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21954/18acc03d-5f90-4211-bfe2-94c0eb21b5b8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21955", "title": "公私協力夥伴關係的弔詭", "內容": "公私協力夥伴關係的弔詭
\r\n\r\n陳敦源、張世杰
\r\n\r\n《摘要》
\r\n\r\n從一九九○年代末期開始，新公共管理在理論與實務方面，已逐漸被新治理的論述及相關實務活動所取代。理論上，新治理比新公共管理更強調公私部門之間的合作與信任關係；在實務上，目前將公私協力夥伴關係視為是「後新公共管理時代」解決公共問題的萬靈丹。這種樂觀的氛圍，讓人容易忽略公私協力夥伴關係運作的一些弔詭現象，關鍵的是，這些現象所引發的非意圖結果，讓學界與實務界不得不正視，新治理的論述對於契約型政府和以第三者政府作為政策工具的限制條件，仍缺乏深入的分析討論。本文將先從學術界與實務界對公私協力夥伴關係的定義開始討論，發現到目前為止大家對這定義仍然是莫衷一是，但不少學者專家相信協力式網絡關係的經營，是公私協力夥伴關係成功的核心要件。接著，本文從公共政策價值選擇的兩難困境和非意圖結果的角度，指出公私協力夥伴關係所可能會出現的弔詭現象，因此，學界或實務界若對公私協力夥伴關係抱持過度天真的期待，將會忽略弔詭現象對公私協力夥伴關係所造成的運作困境，以及所產生公共資源的浪費。不過換個角度來看，如果學界與實務界能夠領會這些弔詭現象所帶來之反省效果及其背後的學習意涵，將更能以務實與平衡的態度來推動公私協力夥伴關係的各類型方案。
\r\n\r\n[關鍵詞]：公私協力、新公共管理、新治理、弔詭、非意圖結果
\r\n\r\nThe Paradoxes of Public-Private Partnerships
\r\n\r\nDon-Yun Chen , Shih-Jye Chang
\r\n\r\nAbstract
\r\n\r\nFrom the late 1990s onwards, New Public Management (NPM) has been gradually replaced by the new governance discourse and relevant practices. Theoretically, compared with NPM, the new governance accentuates collaboration and trust between the public and private sectors. Practically, academics and practitioners nowadays tend to conceive public-private partnerships (PPPs) as a panacea to public problems in the era of post-NPM. This kind of atmosphere makes it easy to overlook some paradoxes, including the creation of unintended consequences, in the operation of PPPs. These paradoxes imply that the new governance discourse has yet to devote more analytical discussion to government by contract and the limits of third-party policy tools. This article attempts to indicate that there are some types of paradoxes in the PPPs, derived from value choice dilemmas of public policy and unintended consequences. In sum, this article discovers that although there has not been a clear-cut definition of PPPs among academics and practitioners until now, there has been a general consensus that how to manage and maintain collaborative networks is the most important factor for the success of PPPs. However, this article also argues that if we are over optimistic about collaborative networks, we will fail to notice some operational predicaments resulting from the paradoxes of PPPs. Nevertheless, if we could appreciate the implication of reflective learning from these paradoxes, we will be able to implement a variety of PPPs projects in a more pragmatic and balanced way.
\r\n\r\nKeywords: public-private partnerships, New Public Management, the new governance, paradoxes, unintended consequences
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21955/2e5e48e4-4f54-42fa-b487-0c4892094db9.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21956", "title": "治安策略暨民間化治安體系之發展趨勢：以新竹市警察局之「三區共構」為例", "內容": "治安策略暨民間化治安體系之發展趨勢：以新竹市警察局之「三區共構」為例
\r\n\r\n陳明傳、李金田
\r\n\r\n《摘要》
\r\n\r\n全球甚多民主國家，例如英、美、日、加拿大等刑事司法體系中已存在著很多的民間化機構。其中英、美、加、愛爾蘭、盧森堡、波蘭等國之私人警衛甚至超出警察的總人數。除此之外，一些 非營利性之民間組織、志願團體、義工等亦如私人警衛一般大量的 存在於民主社會，來協助警察或刑事司法機關，共同維護社會安寧。
\r\n\r\n作者引述警政策略發展之各類新趨勢，以及民間化治安策略各國實例，暨保全業與私人警衛之發展現狀，論述民間化治安體系之發展確實在治安維護效率與效果方面，有其一定之時代需求與優勢。最後，以新竹市警察局在此方面之革新實驗為例，說明我國警政在此方面發展進程以及未來賡續研發之方向。
\r\n\r\n[關鍵詞]：警政民間化、民間化治安體系、警政策略
\r\n\r\nNew Development of Police Strategy and Privatization of Social Protection: Hsinchu City Police Bureau as an Example
\r\n\r\nMark Ming-Chwang Chen , Jin-Tian Lee
\r\n\r\nAbstract
\r\n\r\nPrivatization is a global trend in the criminal justice institution and its managerial practices. Nowadays, the number of people working in the private security has exceeded that in the public security, i.e. the police force, as can be seen in U.K., Canada, Ireland, Luxemburg and Poland. In addition, the Non-Governmental Organization (NGO), volunteer and neighborhood watch of various private sectors are booming with the rapid development of the private security. And these new social protection institutions have greatly boosted the police and Criminal Justice agencies in their efforts to safeguard society.
\r\n\r\nThe authors describe the new development of this trend and cite various nations’ privatization practices to explain this trend, showing that privatization of social protection really works in terms of maintaining community safety and stability. Further, this paper uses Hsinchu City Police Bureau as an example of successful experimentation of this new strategy.
\r\n\r\nKeywords: privatization of policing, privatization of social protection, strategy of policing
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21956/49eedaf5-c123-4e5c-8fa0-ce2e2eca316a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21957", "title": "促進民間參與公共建設為何成為台北市政府的選擇？-交易成本理論的初探性應用", "內容": "促進民間參與公共建設政策為何成為台北市政府的選擇？ －交易成本理論的初探性應用
\r\n\r\n吳宗憲、曾凱毅
\r\n\r\n《摘要》
\r\n\r\n根據資料顯示，台北市政府促參案件中存在著民間公司透過代理人結構謀求私利益而影響公共利益的問題，但吾人卻也發現近年來促參政策數量仍然大行其道，並未因代理人問題的曝光而有減少，經本研究對利害相關人進行深度訪談之後了解，政府官僚並非「無法」或「無能」知悉企業所造成的代理人問題，只是政府在了解這些代理人問題之後，相較於其全盤的「交易成本」最大化考量，仍然必須做出「刻意忽略」代理人問題的「不得已」選擇。本研究即是透過交易成本理論當中的承諾成本、代理成本、決策成本以及風險及不確定性成本等概念，用來說明此種政府在選擇政策時刻意「設計出的無效率」（inefficiency by design）現象。
\r\n\r\n[關鍵詞]：台北市促進民間參與政策、交易成本理論、代理人理 論、公私協力
\r\n\r\nWhy Has the Policy of Promoting Private Participation in Infrastructure Projects Become the Choice of Taipei City Government? - Pioneering Application of Transaction Cost Theory
\r\n\r\nChuangh-Sien Wu, Kai-Yi Tseng
\r\n\r\nAbstract
\r\n\r\nAccording to available data, the policy of promoting private participation in infrastructure project in Taipei city has caused serious principle/agent problems. However, the cases of promoting private participation are still increasing. We find that public servants know the principle/agent cost, but after comparing total transaction costs, they still choose to promote private participation in building the city’s infrastructure to provide public service.
\r\n\r\nIn the article, we’ll show how commitment cost, agent cost, decision cost and uncertainty cost -- the so-called transaction cost -- can be combined to demonstrate government’s inefficiency by design.
\r\n\r\nKeywords: promotion of private participation in infrastructure policy in Taipei city, transaction cost theory, agent theory, public-private cooperation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21957/3668f46c-132a-409b-a1ae-a73f79fb753d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21958", "title": "政策企業家化解政策衝突之研究", "內容": "政策企業家化解政策衝突之研究
\r\n\r\n魯炳炎
\r\n\r\n《摘要》
\r\n\r\n近年來，國內學術界對於政策企業家的研究文獻愈來愈豐富，但主要仍是聚焦於以理論概念論述其角色扮演和如何扮演好這個角色為主，而比較缺少從化解政策衝突的層面，探討政策企業家對政策議題的掌控，圍堵政策爭論的擴張，乃至於化解政策衝突策略的提出。本文基於國內外政策衝突管理相關研究文獻的評析，從政策企業家在政策衝突過程所扮演角色的重要性出發，提出政策企業家化解政策衝突的研究架構，強調其角色的扮演必須要從被動的化解政策衝突轉化到主動的進行議題管理，透過對政策議題界定和議程設定的能力，明辨政策衝突的本質，進行具有建設性的對話和回應性的傾聽，以提供多元的政策備選方案，從而有助於決策者最後的政策選擇。
\r\n\r\n[關鍵詞]：政策企業家、政策對話、政策衝突、議題管理
\r\n\r\nA Study of Policy Entrepreneurs’ Settling Policy Conflicts
\r\n\r\nWilbur Bing-Yan Lu
\r\n\r\nAbstract
\r\n\r\nBased on the review of literature regarding the work of policy entrepreneurs, which focuses on the theoretical foundation and concepts about the roles they play, this study explores the policy conflict dimension of policy entrepreneurs and expansion and containment strategies of policy actors. Beginning with the discussion of policy conflict management and characteristics and capabilities of policy entrepreneurs, the author extends his discussion about Pralle’s strategies of expansion and containment and then presents the framework of policy entrepreneurs’ work on settling policy conflicts. As issue expansion and containment strategies are part of the larger battle over issue definition, the researcher puts forth the ability of issue definition and agenda-setting and emphasizes effective communication and mediation. And more important, policy entrepreneurs should move from passively settling policy conflicts to taking the initiative of issues management, and work on policy discourse which is significant to convince policy stakeholders and provide more diverse and valuable policy alternatives to decision-makers when they make the final policy choice.
\r\n\r\nKeywords: policy conflict, issues management, policy discourse, policy entrepreneurs
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21958/de200166-3cc4-4f6f-b773-1bd8c6b06e19.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5MzcvNWIyM2U0ZmMtZmYxMy00ZTI5LWFiY2ItMmQ2NDFiNjM0MGY4LnBkZg%3d%3d&n=MDUyODE2MjQ0NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21937", "title": "《文官制度》季刊-2卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21937/5b23e4fc-ff13-4e29-abcb-2d641b6340f8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTEvY2YzOGIyMWUtNGE3Yi00Y2FjLWEwMmQtMzY1ZmE5OGY3ZmY4LnBkZg%3d%3d&n=MzgxNjE1MzE1NjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22111", "title": "《文官制度》季刊-2卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22111/cf38b21e-4a7b-4cac-a02d-365fa98f7ff8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5NDAvNzRlOGNjODEtMWY4ZC00MGE2LWE2MWUtNGJlYWRmMTcxYWUyLnBkZg%3d%3d&n=MDUyODE2MjczNTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21940", "title": "《文官制度》季刊-2卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21940/74e8cc81-1f8d-40a6-a61e-4beadf171ae2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21941", "title": "網絡社會的責任領導", "內容": "網絡社會的責任領導
\r\n\r\n蕭宏金
\r\n\r\n《摘要》
\r\n\r\n責任領導是兩造社會互動過程中，其所發生的關係性與倫理性現象。傳統社會環境穩定，因此，領導統御文獻大部分都著重領導者和追隨者在組織內部關係的探討，追隨者並被定義為基層員工。隨著社會開始變遷，官僚垂直式領導統御受到考驗。系絡決定領導統御的效能，現代公共治理由官僚治理轉型為網絡治理。網絡系絡講求彈性、開放與多元利害關係人平等互動，與傳統社會系絡特徵不同，是傳統領導統御在政策網絡適應重要課題。領導者如未能改變領導統御的模式，將產生治理危機。因此，本文試圖從組織內外為數眾多利害關係人互動之觀點來討論責任領導議題。從關係與倫理的角度出發，重新審思領導統御在利害關係人網絡社會中扮演責任領導的關鍵議題，定義責任領導、歸納出責任領導者的要素與品質。最後，模擬Mintzberg管理角色途徑，本文從利害關係人觀點提出責任領導的理想角色與角色內容說明，提供利害關係人網絡社會中一個責任領導者完整多元角色的指引。
\r\n\r\n[關鍵詞]：責任領導、利害關係人理論、網絡社會、領導統御角色、關係智商
\r\n\r\nResponsible Leadership in Networked Society
\r\n\r\nLuke Hsiao
\r\n\r\nResponsible leadership is a social-relational and ethical phenomenon which occurs in the processes of social interaction. The environment of traditional society is very stable, while the prevailing leadership literature has for the most part focused on the relationship between leaders and followers in the organization and defined followers as subordinates. As society changes, hierarchical style of leadership is confronted with challenges. The context determines the effectiveness of leadership. Modern public management governance is transformed from bureaucratic governance into network governance. The characteristics of network context are its flexibility, openness as well as interaction with multi-stakeholders. If leadership style didn't change to meet the needs of networked society, governance crisis will likely occur. This article demonstrates a perspective that leadership takes place in the interaction with a multitude of followers as stakeholders inside and outside the corporation. Using an ethical lens, we discuss leadership responsibilities in a stakeholder society with a model of the leadership role. A "roles model" of responsible leadership is adopted, which gives a gestalt to a responsible leader and describes the different roles he or she takes in leading stakeholders and businesses in society.
\r\n\r\n社會行銷的顧客思維
\r\n\r\n林博文
\r\n\r\n《摘要》
\r\n\r\n本文基於三項論點來探討顧客導向的社會行銷思維。第一個論點是社會行銷的顧客思維導源於消費者主義與全面品質管理的觀念。第二個論點從社會行銷性質的剖析，論述產品導向與生產導向的組織中心思維，無法有效改變標的團體行為的謬思所在。第三個論點為基於所有社會行銷的決定都必須從顧客的思維來考量，引證Jerome E. McCarthy（1968）的「4P」到Don E. Schultz、Stanley I. Tannenbaum與Robert F. Lauterborn（1992）「4C」，以及跨越世紀後C. Dev與D. Schultz（2005）的「SIVA」，說明社會行銷的顧客思維的轉變與實質內涵，做為進一步形塑具市場導向（market driven）、傾聽顧客心聲，竭盡所能尋找可能的方法，協助標的團體，排除競爭行為的壓力，改變行為，改變社會的有效途徑。
\r\n\r\n[關鍵詞]：顧客導向、組織中心導向、消費者運動、4C、SIVA
\r\n\r\nThe Customer Mindset of Social Marketing
\r\n\r\nPo-Woun Lin
\r\n\r\nAbstract
\r\n\r\nThis paper discusses the customer mindset of social marketing from three points of view. The first is that the customer mindset derives from consumerism and total quality management. The second viewpoint explains the myth that product-oriented and production-oriented organization centered mindset cannot change the behavior of the target group. The third is that the right mindset of social marketing should be an attempt to meet the customer’s needs. The conclusion emphasizes the importance that the 4P mix should shift from production orientation to customer orientation, and use the 4C and SIVA to transform the model.
\r\n\r\nKeywords: customer orientation, organization centered, consumer movement, 4C, SIVA
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21942/48e576c6-7e7d-4116-a28c-14e13f487b86.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21943", "title": "影響政治 vs. 干涉政治：台灣遊說制度的解剖", "內容": "影響政治 vs.干涉政治：台灣遊說制度的解剖
\r\n\r\n石振國
\r\n\r\n《摘要》
\r\n\r\n在多元民主社會中，遊說不但是公民表達意見與反應需求的正當管道，也具有提供立法輔助的功能，但其也衍生出接近管道不平等等令人憂心的問題，因之，如何透過建置良善的遊說制度，使其在影響政治與干涉政治之間取得平衡，實為攸關民主有效運作的重要課題。本文應用理論導向評估的架構，分別對我國遊說法的建置內涵、執行環境與結果進行評估，發現遊說法在立法意旨與相關規範，如：遊說者強制登記、遊說紀錄公開、旋轉門的禁止、違法遊說的重罰等規定，均屬進步性的立法，頗值得肯定。惟在遊說者所涉範圍的界定與執行機關的誘因機制設計上仍有所缺漏，極可能成為滋生違法遊說的溫床。再就遊說法的執行環境而言，因現行遊說法採機關分散執行設計，在主管機關缺乏強有力執行監督的情況下，欠缺達致良善治理網絡所需的有效安排，復以強制性的執行模式致使標的團體缺乏主動順服的動機，制度本身又無法引進多元公民團體參與的機制。凡此這些執行環境上的不利因素，均可能導致遊說法的美意無法落實。再據結果評估來觀察，主管機關有心無力、資訊公開無法確實到位、遊說者不願配合、執行機關無法移送違法行為、委託遊說又非容易接近等問題，恰說明處置內容雖然完善，然在缺乏有力執行環境的配合下，要達到遊說法所揭櫫的崇高目標恐非易事。針對前述評估結果，本文亦提供部分政策建議，以做為未來修法參考。
\r\n\r\n[關鍵詞]：遊說、遊說法、理論導向評估
\r\n\r\nInfluencing Politics vs. Intervening Politics: The Anatomy of Lobbying Institution in Taiwan
\r\n\r\nChen-Kuo Shih
\r\n\r\nAbstract
\r\n\r\nIn a democratic society, lobbying is not only a channel for citizens to express their opinions and demands, but it also has the function of legislative subsidy. However, it has also created the problem of unequal accessibility owing to the unhealthy implementation environment. In order to create a balance between influencing politics and intervening politics, establishing a holistic lobbying system is an important issue of effective operation of democracy. This paper applies theory-driven evaluation to evaluate the content, implementation environment and outcome of the Lobbying Act in Taiwan. Based on this evaluation, the paper finds that legislative goals and relevant rules, such as the enforcement of lobbyist registration, disclosure of lobbying records, prohibition of “revolving-door” governing the relations between lobbyists and former public officials and severe punishment regulations of illegal lobbying, are very progressive and constructive. However, a vague definition of lobbying and a lack of incentives for government institutions to implement relevant regulations may induce illegal lobbying. As regard to the evaluation of implementation environment, target groups did not have the willingness to comply with related regulations owing to the fact that diversified government bodies are given the mandate to implement the Act and yet none has the power of oversight; there are no effective arrangements of good network governance. Finally, the goals of information disclosure, compliance of lobbyists and punishment of illegal lobbying were not achieved according to the outcome evaluation. Some policy suggestions were provided against the flaws of the Lobbying Act.
\r\n\r\nKeywords: lobbying, Lobbying Act, theory-driven evaluation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21943/c4dda990-d2d6-468a-b002-9e4615ddc8c0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21944", "title": "從地方政府運用約聘僱人員之調查剖析我國契約公務人力之改革", "內容": "從地方政府運用約聘僱人員之調查剖析我國契約公務人力之改革
\r\n\r\n蘇偉業
\r\n\r\n《摘要》
\r\n\r\n本研究以實證研究的方法，透過調查我國地方政府（主要為高雄市、台中市及花蓮縣）的約聘僱人員運用情況，回應一些對約聘僱人員制度變革的長期疑慮，並提出改革之建議。本研究發現，由於我國的特殊公務人力狀況，約聘僱人員實為機關基層事務的穩定人力，並非簡單的臨時或補充人力。透過對機關主管的深度訪談，及對公務人員與約聘僱人員之問卷調查，本研究發現很多專家學者對約聘僱人員制度改革的普遍疑慮並不合理。本研究認為，新版「聘用人員人事條例草案」之改革建議過度保守；對約聘僱人員制度的改革，理應考慮他們的生涯發展及這類人力跟常任文官間之相對優勢作為規劃重點，有效利用這類契約人力的優勢，提升機關的工作效益。
\r\n\r\n[關鍵詞]：約聘僱人員、彈性化、聘用人員人事條例、地方政府
\r\n\r\nOn the Reform of the Government Contract Staff System in Taiwan: An Investigation of the Practice of Local Governments
\r\n\r\nBennis Wai-Yip So
\r\n\r\nAbstract
\r\n\r\nThis study attempts to respond to some lasting concern about the reform of government contract staff system and to propose some policy suggestions through an empirical research on the management of contract staff in three local governments in Taiwan (Kaohsiung City, Taichung City and Hualian County). The research finds that the contract staff plays the role of a stable workforce in the frontline of government agencies. They are not simply a temporary and supplementary workforce. In accordance with the in-depth interviews with the officers-in-charges in the government agencies as well as a questionnaire survey with civil servants and contract staff, it is found that the popular concern among specialists and scholars is not justifiable. This study argues that the reforms proposed by the new version of the draft ordinance for regulating contract personnel are too conservative; and that the reforms should take account of the career development of the workforce as well as its comparative advantage against the career civil servants, making better use of this kind of contract workforce to enhance the performance of government agencies.
\r\n\r\nKeywords: contract staff, flexibilization, personnel ordinance for regulating contract staff, local government
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21944/9c967273-0e40-472a-8f9e-be66d8170205.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5MDcvOTU3MTFmMWItZmI4Yi00ZWRjLWI3M2ItMjcwOTNkNzhiMTk2LnBkZg%3d%3d&n=MDMzMDExMjM3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21907", "title": "《文官制度》季刊-2卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21907/95711f1b-fb8b-4edc-b73b-27093d78b196.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMDkvYTI3NzFmOTEtN2FjMy00NTFhLTljNjEtOWQxMjFjYTdlODExLnBkZg%3d%3d&n=MzgxNjE1MjQ0ODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22109", "title": "《文官制度》季刊-2卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22109/a2771f91-7ac3-451a-9c61-9d121ca7e811.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5MTAvNTRlNWNlMzctYjBiYy00NzljLTlmMTYtOTM4MGM3YTRiYzMzLnBkZg%3d%3d&n=MDMzMDExMTQ1MjcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21910", "title": "《文官制度》季刊-2卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21910/54e5ce37-b0bc-479c-9f16-9380c7a4bc33.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21911", "title": "落實行政民主理念與建構相關體制：以互動管理探討兩岸直航對澎湖的影響及因應策略為例", "內容": "落實行政民主理念與建構相關體制：以互動管理探討兩岸直航對澎湖的影響及因應策略為例
\r\n\r\n汪明生、黃于恬、劉陳昭玲
\r\n\r\n《摘要》
\r\n\r\n行政民主是民主國家行政治理的主要發展趨勢，在政策制訂與決策過程中，期與民眾有更積極的互動溝通，瞭解更多元之民意及其偏好，有利於政策品質之提升。故此，近幾年公民參與政府決策呼聲日趨增加，倡議公民會議之舉行即是一例。本研究運用互動管理之公共論壇平台，以澎湖縣因應兩岸直航為主題，邀請澎湖縣產、官、學、民、媒各界代表24位，進行多元觀點之交流，理性論證，互動管理結合名義群體技術與詮釋結構模式法的程序分析方法，釐清各策略間之增強關係，製作增強結構關係圖，釐清各項策略推動之優先強化順序及目標方向，終經參與者審酌修改結構圖，確認因應兩岸直航十二項策略之共識。研究結果擬供政府相關決策者於研議兩岸政策之參考與回應，並期政府相關部門深入基層傾聽民眾心聲，以公共論壇之理性論辯、民主多元之方式交流，促進公民意識的培養，提昇公民社會的水平，落實公民治理的目標。
\r\n\r\n[關鍵詞]：互動管理、兩岸直航、行政民主
\r\n\r\nThe Implementation of the Concept of Administrative Democracy and Its Institution Construction: Using Interactive Management to Explore the Impact of Cross-Strait Direct Transportation on Penghu and Its Adaptive Strategies
\r\n\r\nMing-Shen Wang, Yu-Tien Huang, Chao-Ling Liu
\r\n\r\nAbstract
\r\n\r\nAdministrative democracy has become a major trend for administrative governance in democratic countries. In the process of policy-making, administrative organizations are more willing to interact and communicate with the public to understand public opinions better so that the adopted policy is of higher quality and can satisfy public demands. As a result, in the recent years citizens have been increasingly calling for participating in the government’s policy-making process, such as through the proposed citizen conferences. Using an interactively managed public forum platform, this research explores the issue of the adaptive strategy adopted by Penghu County in response to cross-strait direct transportation. We invited 24 representatives from the industry, government, academic institutions, private organizations, and the press in Penghu County to share their versatile perspectives and to participate in rational debate. We combined the Interactive Management (IM) with Nominal Group Technique (NGT) and the process analysis of Interpretive Structural Modeling (ISM) to identify the reinforced relations among each strategy, and to generate a relations diagram of the reinforced structure. It was to verify the priority of reinforcement for each strategy and their directions. After the participants modified the structural chart, there was finally a consensus on the 12 strategies in cross-strait transportation. The research result could serve as references for the government policy-makers in making cross-strait policies. We expect that the related government departments could listen to heed people’s opinions and communicate with them through rational debate in a democratic and open-minded fashion at public forums. This may help cultivate civil awareness, upgrade the standard of a civil society, and realize the objective of citizen governance.
\r\n\r\nKeywords: Interactive Management, Cross-Strait Direct Transportation, administrative democracy
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21911/60707626-2e77-4cb6-901d-dae33b2caae7.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21912", "title": "從民主治理觀點論新臺中直轄市之行政區劃策略", "內容": "從民主治理觀點論新臺中直轄市之行政區劃策略
\r\n\r\n黃建銘
\r\n\r\n《摘要》
\r\n\r\n本文嘗試由民主治理的角度加以觀察，認為民主治理的建構途徑在於公民社會的形塑，民主制度發展至今，已出現諸多問題，故民主治理給予吾人重新思考傳統民主機制的盲點，進而調整民主制度的潛在缺失，而形塑公民社會似乎成為建構民主治理機制的重要途徑，用以帶動民眾對政策資訊的認識與運用，並強化參與政策之意願。
\r\n\r\n為改善未來市與區的對應關係、為能建立均衡發展的生活圈域、為能建立符合實際發展現況的區域規劃以及作為體現民主治理的基礎，新臺中直轄市成形後即必須處理「區」的行政區域重劃。然而在「區」行政區域的調整過程中，卻面臨若干挑戰，如「區」行政區劃議題較難引起公民參與意願、「區」行政區劃恐有集體思維傾向、生活圈域的實質改變被忽略以及委託人與代理人間的利益存在衝突的可能性等，故必須從民主治理的角度思考因應策略，吾人認為面對現今新臺中直轄市的局勢，必須強化文官對民主治理價值的體認、透過政策行銷提振公民參與意願、擴大公民參與途徑以及突破政策慣性，從多元角度思考區域規劃，如此當能克服「區」行政區劃本身的困境，並導入公民力量，以形成更周全的規劃方案。
\r\n\r\n[關鍵詞]：民主治理、直轄市、臺中市、行政區劃
\r\n\r\nOn Strategies of Administrative Divisions for New Taichung Municipality: Democratic Governance Perspective
\r\n\r\n\r\n\r\n
Jian-Ming Huang
\r\n\r\nAbstract
\r\n\r\nThis paper contends that civil society is the foundation of democratic governance. Up to now, many problems have been found in democratic systems, so traditional democratic systems have to be reviewed through democratic perspective and be adjusted to solve some problems. Molding civil societies seems to be an essential approach to setting up the mechanism of democratic governance. By that way, people can get and utilize policy knowledge, thereby strengthening policy participations.
\r\n\r\nIn order to reform intergovernmental span of the new Taichung city, efforts must be made to build balanced living area and set up the foundation which fits in with real regional development as instrument of realizing democratic governance. It is very important to draw up the plan of district divisions. However, there are many challenges in the process of adjusting district divisions, including citizens’ lack of concern over the issue, group-thinking about district divisions, neglecting changes of real living areas and conflicts of interests between principals and agents. Hence, we have to figure out some strategies to deal with the situations. Some suggestions will be put forward, including strengthening civil servants’ understanding of democratic governance values, improving citizens’ policy participation by policy marketing, enlarging citizens’ participation access and overcoming policy inertia. It is necessary to draw up the planning about districts divisions through multiple thinking. By that way, some difficulties hindering district divisions will be conquered and there will be a comprehensive program in the future.
\r\n\r\nKeywords: democratic governance, municipality under Executive Yuan, Taichung city, administrative division
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21912/0814e046-be4e-4b25-98f0-efc83c05a86f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21913", "title": "平等原則對公務員執行公務的意義", "內容": "平等原則對公務員執行公務的意義
\r\n\r\n蔡明華
\r\n\r\n《摘要》
\r\n\r\nRobert B. Denhardt與Janet V. Denhardt在所提出的新公共服務觀點中特別強調，「公民參與」和「社區建設」是政府執行政策的主要焦點。
\r\n\r\n公務員執行公務時，公民參與是適當且必要的，特別是在公務員行使自由裁量權時，透過公民參與監督可有效避免因裁量權行使的不公平所帶給人民的傷害。而當公務員執行社區建設時，因事涉公共資源的分配，與人民及社區的利益糾葛既深且廣，如何確保人民的基本權利、維護社會的公平正義、追求社區公共利益的最大化、健全民主政治的實行、進而實現社會富裕、國家長治久安的長遠目標等等，不僅需要公民參與監督，更有賴於公務員執行公務時對「平等原則」正確而有效的堅持。
\r\n\r\n平等權是所有基本權的基礎，是憲法所保障的人民基本權利，也是民主制度建立與國家權力行使之基磐。有鑑於平等原則具有關鍵性的重要意義，因此本文針對公務員執行公務時應遵守的平等原則進行研究，除了從公務倫理、公務員的裁量權、規範及政治等四個面向進行探討之外，最後亦對「公務人員行政中立法」及「公務人員基準法草案」的未來走向歸納出一些建議。
\r\n\r\n[關鍵詞]：新公共服務、公民參與、公共利益、社區建設、平等原則
\r\n\r\nThe Significance of Equality Principle to Officials in the Implementation of Public Affairs
\r\n\r\nMing-Hua Tsai
\r\n\r\nAbstract
\r\n\r\nAccording to the viewpoint of the new public service which was advocated by Robert B. Denhardt and Janet V. Denhardt, a primary focus of implementation is citizen engagement and community building.
\r\n\r\nWhen the public affairs including the discretion are exercised by officials, citizen engagement must be properly applied to prevent the right of citizen from being damaged. In order to protect the basic right of people, to maintain social justice, to pursue the maximum interests of community, to have a healthy democracy, to build a wealthy society and finally to achieve the long term peace, stability and prosperity of the nation, when an official carries out the community building which always relates to the benefit of the community and each citizen more or less, not only are citizen participation and supervision required, the insistence of the official on the principle of equality is also absolutely necessary.
\r\n\r\nEquality is the base of the citizen basic right. Equality itself is one of the most important basic right which is normally stipulated in the constitution. Actually equality is the essential ground of democracy and national power. In consideration of the importance of the equality principle as a key to the modern democratic country, this article would like to analyze and study the subject from four different perspectives: the ethics of the official, the discretion of the official, the stipulation of the law including the constitution and the factors of political affairs. And at the end several suggestions for “the law of administration neutrality for officials” and “the draft code of behavior for officials” were offered as the conclusion of this paper.
\r\n\r\nKeywords: new public service, citizen engagement (or participation), public interests, community building, equality principle
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21913/ef91f11a-5024-4195-bde4-affaee0ad8c0.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21914", "title": "我國公務人員保障法申訴制度之研究", "內容": "我國公務人員保障法申訴制度之研究
\r\n\r\n林全發
\r\n\r\n《摘要》
\r\n\r\n我國公務人員長久以來，深受特別權力關係影響。因此，在其權利受損害時，無法提起救濟。經歷大法官會議解釋而逐漸放寬，至民國八十五年立法院依我國憲法第八十三條及憲法增修條文第六條考試院掌理公務人員之保障法意旨，而制訂公務人員保障法。此時，公務人員與國家的關係為特別法律關係，而非特別權力關係。因公務人員保障法在實體上或程序上均有欠周詳，亦不具體，故於民國九十二年大幅修正。
\r\n\r\n公務人員保障法修正後，從保訓會於審議決定再申訴事件資料上看，撤銷成立事件仍然偏低。基於他山之石可以攻錯，除比較中國公務員申訴控告制度外，並分析我國公務人員保障法準用之謬誤及實務上的見解，認為申訴、再申訴事件適用標的須有具體事實，否則，不予處理或不受理，顯然在保障公務人員權益上仍有不足。因此，思考申訴、再申訴適用標的應包括個別性、一般性、抽象性的事件，不應限定具體事件，亦能透過司法救濟獲得保障。
\r\n\r\n[關鍵詞]：申訴、再申訴、控告、司法救濟、特別權力關係
\r\n\r\nA Study of the Appeal System of Civil Service Protection Act in Taiwan
\r\n\r\nChuan-Fa Lin
\r\n\r\nAbstract
\r\n\r\nThe rights of civil servants in Taiwan have been affected by the special rights. As a result, the interpretation from the Council of Grand Justices has gradually released the restrictions. According to the constitution amendment, the Legislative Yuan formulated Public Servants Security Act in 1996. From then on, the relation between civil servants and the nation is not based on special right, but special laws. Because Public Servants Security Act in 1996 is relatively incomprehensive, a substantial amendment was made in 2003.
\r\n\r\nAfter the amendment, the revocation rate is still low. This study not only compares the appeal system of the civil service in China, but analyzes the fallacy of Taiwan’s Public Servants Security Act. The results show that the appeal and re-appeal cases, which should be based on facts, are not applicable. Therefore, individuality, generality, and abstraction should be considered in each case. Thus the right of civil servants can be protected by judicial remedies.
\r\n\r\nKeywords: appeal, re-appeal, charges, judicial remedies, special power relationships
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21914/040edea2-2dde-4b14-944d-b05325d23645.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21915", "title": "公教人員保險制度之養老給付年金制之探討", "內容": "公教人員保險制度之養老給付年金制之探討
\r\n\r\n王文忠
\r\n\r\n《摘要》
\r\n\r\n公教人員保險制度建制迄今，業已超過半個世紀，經過五十餘年的運作，在實務上累積了豐富的經驗，同時亦累積了一定的改革能量。台灣社會早已進入老齡化社會，國民年金制度業於民國九十七年十月一日開辦，勞保年金制度亦在民國九十八年一月一日實施，老年經濟安全網現已逐步建立，反觀公教人員保險制度之養老給付尚未建立年金制度，對同為老年經濟安全網範疇之公保養老給付，是否應予年金制，即頗值探討。本文主要問題意識在於探討公教人員保險制度之養老給付，是否需要改革？是否需要建立年金給付制？若可，那麼其改革的基本內容又是什麼？現行法又要作如何的對應？為此，本文分別就公教人員保險制度之立法變革、養老給付之性質與目的、養老給付現況之分析、養老給付需要改革嗎？改革理論框架與制度設計、養老給付改革的基本原則、養老給付改革之實際等項，分別加以分析討論。將分析討論的結果，提出一個改革的基本圖像，以供實務的參考。
\r\n\r\n[關鍵詞]：公教人員保險、養老給付、年金制度
\r\n\r\nAn Analysis on Pension Annuities of Government Employees' and School Staff's Insurance
\r\n\r\nWen-Jong Wang
\r\n\r\nAbstract
\r\n\r\nThe main ideology of the content is based on whether the government employees' and school staff's insurance needs a pension reform and whether the annuity regime is realistic for pension. If answer is for sure, what subject matters should be addressed for amendment? Which part of the existing law and regulations should be amended? Therefore, this article separately takes widespread aspects into account regarding legal evolution, purposes and legal characteristics of pension, analysis and demand of the current pension system, fundamental principles of pension reform, and theoretical framework and mechanism designed for the government employees' and school staff's insurance. Ultimately, the basis of this research will refer to a basic framework of practical reform.
\r\n\r\nKeywords: government employees' and school staff's insurance, pension, annuity
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21915/1cb3885d-9149-4701-8f78-7def56f83021.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5MjAvNDBkNGFiNWYtOWQ3MS00MGUyLWE1ZWMtNTkwNWFmOGZiZDA5LnBkZg%3d%3d&n=MDUyODE0MTczMTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21920", "title": "《文官制度》季刊-考試院八十周年慶特刊_封面", "內容": "考試院八十周年慶特刊
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21920/40d4ab5f-9d71-40e2-a5ec-5905af8fbd09.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMTAvMTEzNWExOWUtZGM5MC00NjgzLThlY2QtZTExNTY1MGI1Nzc2LnBkZg%3d%3d&n=MzgxNjE1MjY1MTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22110", "title": "《文官制度》季刊-考試院八十周年慶特刊_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22110/1135a19e-dc90-4683-8ecd-e115650b5776.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE5MjMvYTcxMWE4ZmQtYmM5Zi00MzA3LWE5NzAtOTZjODIxNzBhMjgxLnBkZg%3d%3d&n=MDUyODE0MzExNDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21923", "title": "《文官制度》季刊-考試院八十周年慶特刊_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21923/a711a8fd-bc9f-4307-a970-96c82170a281.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21924", "title": "文官體制變革之論證", "內容": "文官體制變革之論證
\r\n\r\n蔡良文
\r\n\r\n《摘要》
\r\n\r\n文官體制變革是一個無止盡的永續過程，我國晚進文官體制運作的缺失主要為抑制公務人員的創造力、限制創新思維空間，以及未能建立文官長制度。至於當前我國文官制度應先釐清公法或公共管理思潮，以配合國家發展需要。惟以變革之策略上，筆者以為政治性理念思維可借鏡外國，但有關行政性之文官制度與運作技術 等，應由本土化開展。易言之，文官體制變革必須在憲法精神下，進行抉擇與建構。爰配合其功能面向，分就國家考選體制、政府用 人體制、績效俸給與福利制度、績效考核與淘汰機制、行政中立法 制發展、退撫體制變革等六項工程面向，予以逐項論證後，方能釐正導引未來的發展方向。
\r\n\r\n[關鍵詞]：文官體制、考選體制、績效考核、行政中立、退撫制度
\r\n\r\nArgument on Civil Service System Reform
\r\n\r\nLiang-Wen Tsai
\r\n\r\nAbstract
\r\n\r\nCivil service system reform is an on-going and long-lasting process without end. The main defects of our lately-implemented civil service system are suppression of civil servants’ creativity, restraint of innovative thoughts, and failure to establish a civil service commanding system. At present, the priority work for our civil service system is to distinguish between the ideological trends of public law and public management so as to cater to the need of national development. However, in terms of reform strategy, I believe we can learn from and refer to the experiences of other countries in respect of political ideology and thinking and, on the other hand, we should take the initiative in localizing the administrative system as well as the implementing techniques. In other words, choices must be made and institutions built in order to reform the civil service system in the spirit of the Constitution. As a result, this article tries to provide an argument on the reform from six perspectives, i.e. the national examination system, the civil servants recruitment system, the performance-based remuneration and welfare system, the performance evaluation and elimination mechanism, development of legal system for administrative neutrality, and pension fund system, in line with the functions of civil service system so that the future direction of development can be clarified and recommended.
\r\n\r\nKeywords: civil service system, examination system, performance rating, administrative neutrality, retirement and indemnity system.
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21924/b0b427b5-90df-4b13-b395-368d209f707d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21925", "title": "國家文官學院的成立與核心任務的設定", "內容": "
國家文官學院的成立與核心任務的設定
\r\n\r\n邱志淳、黃榮護
\r\n\r\n《摘要》
\r\n\r\n立法院已三讀通過將國家文官培訓所改為國家文官學院，未來國家文官學院將負責高階公務人員中長期培訓之研究及執行工作。此項進展印證我國公務人員訓練進修體制，從分治、共治到善治的 演變，也是政府各部門的運作，從分工制衡、協調到合作的過程。
\r\n\r\n國家文官學院發展願景，在於「整合國家訓練資源、打造優秀 文官團隊、發揮綜效以達成善治」，結合文官核心價值─廉正、忠誠、專業、效能、關懷。彰顯其使命，衡諸其願景、使命與核心價 值，以及高階文官培訓與國際交流之任務，國家文官學院應定位為國家級公務訓練機關。
\r\n\r\n展望國家文官學院未來發展，雖有近、中、長程工作重點，但應皆以培養高階文官之核心職能為中心，尤其是培養其倫理與政治管理能力，並落實全球化培育思維，努力朝向「國際級」的訓練機關邁進。
\r\n\r\n[關鍵詞]：文官改革、高階文官培訓制度、核心能力
\r\n\r\nFounding and Core Task of National Civil Service Institute
\r\n\r\nChih-Chun Chiu, Jong-Huh Huang
\r\n\r\nAbstract
\r\n\r\nWith the ROC Legislative Yuan passing the third reading of a revised bill mandating its status upgrading, the National Civil Service Institute (NCSI) is legally trusted with the ultimate responsibility of cultivating high-ranking civil servants in the mid- and long-term along with relevant research and execution work. This legal milestone has doubtlessly witnessed the progressive evolution of our civil service training system from divided governance, shared governance, to good governance, a process corresponding to the working logic of governmental agencies based on the division of labor, coordination and eventually collaboration. In a nutshell, the NCSI has a mission of achieving good governance by means of “integrating national training resources, cultivating a distinguished civil service team, and maximizing the combined effects.” The five core values – integrity, loyalty, professionalism, efficacy, and care – manifest NCSI’s mission. Judging from its vision, mission and core values, NCSI is rightfully seen as a national institute. As its near-, mid- and long-term goals are clearly delineated, NCSI should, regarding its outlook for future development, still center on its core competency of cultivating ranking officials, with greater emphasis on developing their ethics, political management competence as well as global thinking ability. It is hoped that NCSI will someday be recognized as a training institute of international capacity and reputation.
\r\n\r\nKeywords: civil service reform, ranking civil servant cultivation system, core competency
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21925/51739ccc-913a-4032-a907-c91319efb6e6.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21926", "title": "公務倫理：整合公共治理的概念", "內容": "公務倫理：整合公共治理的概念
\r\n\r\n盧建旭
\r\n\r\n《摘要》
\r\n\r\n考試院對於文官制度的興革首要，在於建立公務倫理，形塑優質組織文化。惟其在於訂出公務倫理的核心價值，並統整公務倫理法制體系時，須要體認公務倫理研究仍處於失焦狀況。雖然公務倫理的法制化是必然的發展，這次改革提議卻未論及我國傳統人際關係的差序格局，且過度重視原則性的要求與控制，更損及公務人員的自我倫理行為選擇。不管是法治思考、或者回應民眾需求，公務人員身為公務倫理的行為主體，面對不同關係的多元價值環境，不能侷限於國家機關、市場顧客、或者公民社會的單一觀點。本文期望考試院在建立公務倫理時，有二項改進建議，第一除建立法制及訂立核心價值之外，在教育訓練層面上，仍須要以個案方式提供公務人員認知多元價值及差別關係時，如何適當地表現出倫理行為與決策。第二是提供一個整合型的公共治理模式，提供公務人員以協力觀點處理不同利害關係者的多元倫理價值。
\r\n\r\n[關鍵詞]：行政倫理、整合型公共治理、社會關係
\r\n\r\nAdministrative Ethics: A Concept of Integrated Public Governance
\r\n\r\nLancelot Lu
\r\n\r\nAbstract
\r\n\r\nThe primary goal of civic service reform proposed by the Examination Yuan is the establishment of administrative ethic system with supportive organizational culture. The paper is to argue, while attempting to integrate core values into an administrative ethic system, lacking of focus in the field of administrative ethic is an undeniable truth, either in the United State or in Taiwan. The argument is to challenge the three fundamental assumptions for the reform proposal. Being a rational actor, civic servants need a prudent guidance to direct their ethical behavior as well as decision in a web of diverse social relationships. This requirement for situational consideration in ethic dilemma is certainly not sufficient for an ethic code or lawful system. Two suggestions are made to solve those problems. First, case studies for guidance are recommended for teaching multiple perspectives of civic servants on administrative ethics. Secondly, there is a need for an integrated model of public governance for civic servants as a collaborative mechanism with diverse social players.
\r\n\r\nKeywords: administrative ethic, integrated public governance, social Relationship.
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21926/9bb1ed04-3ca7-4755-a637-bf6579fd5a26.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21927", "title": "中央與地方政府對地方人事制度的視框衝突", "內容": "中央與地方政府對地方人事制度 的視框衝突
\r\n\r\n李衍儒
\r\n\r\n《摘要》
\r\n\r\n地方制度法自一九九九年一月二十五日公布施行迄今已逾十年，開啟我國地方自治的新局面。惟就人事制度而言，我國自威權轉型以來，中央政府對於地方人事制度仍持威權體制時期一條鞭式的管制心態；地方政府則基於民選地方行政首長實踐政策承諾之必要性、人事制度之因地制宜、地方首長人事權之完整性、地方機關職務列等偏低等理由為立論基礎，一方面希冀另訂地方公務員法以為解決之道；另一方面，又希望中央與地方公務人員能夠適度交流，其間所生矛盾弔詭的情形等，均導致中央與地方政府對地方人 事制度產生嚴重的視框衝突。因此，本文試圖就問題現況、歷史系絡及國外相關制度加以分析，歸納我國中央及地方政府對地方人事制度之視框衝突，並試圖參酌治理與民主行政等相關理論進行視框批判，以探究我國是否有另訂地方公務員法制之必要，提供後續可行方向。
\r\n\r\n[關鍵詞]：視框衝突、一條鞭、治理、民主行政
\r\n\r\nFrame Conflict on Local Personnel Systems between Central and Local Government
\r\n\r\nYen-Ju Lee
\r\n\r\nAbstract
\r\n\r\nPromulgated on January 25, 1999, Taiwan’s Local Government Act has been enforced for more than a decade, ushering local self-government into a new era. After authoritarian transformation of our country, the central government still holds an authoritative attitude, coming from “one-whip” control system toward the local personnel system. The local government, staffed by the elected officials, however argued for its independence of personnel system based on the need to fulfill its policy promises, flexibility of local personnel system, comprehensive power of appointment and employing, and the low ranking of personnel system in local government. The local government therefore calls for the legislation of the Local Civil Service Act on one hand, while on the other hoping that the public employees of central and local governments can be rotated or transferred to a moderate degree. This paradox leads to a serious frame conflict between the central and local government personnel systems. This article attempts to analyze the current situation, the historical context and the related institutions of other countries so as to summarize the reasons for frame conflict between the central and local authorities. In addition, based on governance and the democratic administration theories, the author offers a critical point of view on frame conflict to explore whether our country has to pass the Local Civil Service Act while at the same time providing some clues for further research.
\r\n\r\nKeywords: frame conflict, “one-whip” system, governance, democratic administration
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21927/4273ed71-a07d-4663-8e2e-c4fa68902e1e.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21928", "title": "個體績效問責", "內容": "個體績效問責
\r\n\r\n林水波
\r\n\r\n《摘要》
\r\n\r\n公共組織的設置向皆在追求執掌業務的績效，以達成組織的願景及標的對象的想望。而這項願景及想望之達成，有賴組織成員以 個體或參與總體的努力來完成。本文射準個體這個層面的績效問責探討，首先剖析這項問責的功能所在，用以證成正當性的基礎。再來建構必須問責的標的，用以引領從事問責者在推動問責的準據。最後根據績效產出的三項定素：意願提升、能力養塑及機會提供，設計策略以排設績效勝出的源頭，強化對利害關係人的問責度。
\r\n\r\n關鍵詞]：績效問責、表現意願、表現機會、表現能力
\r\n\r\nAccountability by Micro-Performance
\r\n\r\nShoei-Po Lin
\r\n\r\nAbstract
\r\n\r\nThe purpose of establishing public organization is to maximize its performance and then to achieve organization's vision and the hope of target groups. The achievement of this vision and hope heavily depends on employee's efforts through individual and collective behaviors. The paper takes aim at micro aspect and attempts to explore this type of accountability by performance. First, it anatomizes functions of accountability by micro-performance in order to justify its basis of legitimacy. Second, it constructs targets or criteria of accountability to be used by the responsible person or agency. Third, it addresses three preconditions of performance and designs its promotion strategies respectively through the willingness to performance, the capability to perform, and the opportunity to perform. Finally, this paper advocates that effective implementation of these promotion strategies is to create origins of performance and strengthen organization's accountability for its stakeholders.
\r\n\r\nKeywords: accountability by performance, willingness to perform, opportunity to perform, capability to perform
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21928/0a69c26d-c7f8-4f33-a913-0fc61c12933b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21929", "title": "參與治理是趨勢？或是迷思？", "內容": "參與治理是趨勢？或是迷思？
\r\n\r\n陳恒鈞
\r\n\r\n《摘要》
\r\n\r\n政府隨著民眾需求的增加，在公共服務提供的角色扮演日益擴大。行政官僚在提供服務時，擁有相當程度的自主性，以致政策透 明度與開放性不足，公民卻無法對其予以課責。近來，此種作法遭受挑戰，尤其是來自不滿政府服務的公民，其主要訴求是直接參與 政府的服務提供。
\r\n\r\n傳統公共行政與新公共管理將公民視為被動接受政策結果的角色，忽略其對於民主發展與公共事務處理的貢獻。時至今日，眾多學者認為社會日趨複雜、多樣與動態性，著實無法依賴政府單獨承擔公共服務的責任，必須與私部門或第三部門共同承擔推動政策責任。然而，這是一項必然趨勢？抑或只是迷思？基此，本文所探討的問題將聚焦於公民參與決策的利弊分析。
\r\n\r\n本文主旨並非說明參與治理是一項迷思，而是以務實觀點進行 反思，強調在採行一項新理念之前，應以全觀性觀點，審慎思考其 可行性，避免產生東施效顰效果。事實上，我國在既有的政治文化 以及決策方式下，實施參與的治理情形，尚無法像西方國家普遍。 即使如此，本文仍建議政府應開放管道，俾利公民參與決策。果如此，兩造在互信基礎上，相互協商、學習，取得政策共識，將可提 升政策的信賴度與正當性。
\r\n\r\n[關鍵詞]：參與治理、民主行政、治理結構、官僚體制、市場競爭
\r\n\r\nWhat Is Participatory Governance? A Trend or a Myth
\r\n\r\nHen-Chin Chen
\r\n\r\nAbstract
\r\n\r\nThe role of government has expanded dramatically over the past few years in providing essential services to the general public. Seen in greater details, these services were made by government bureaucrats who possessed a high degree of autonomy but who were not directly accountable to the affected citizens. Recently, these trends have been challenged as many citizens are dissatisfied with the outcomes of services. The main method to improve this is through the direct inclusion of members of the public in state agencies.
\r\n\r\nA range of drivers has been identified to explain the popularity of participatory governance. However, are we witnessing a fundamental transformation or just the latest fad of public service? The purpose of this paper is to analyze the benefits and detriments of having citizens directly involved in decision-making regarding public affairs.
\r\n\r\nThe argument here is not to suggest that participatory governance is a myth; rather, this paper intends to engage in a more realistic discussion, especially under the circumstances of political culture and the method of decision-making. Finally, this paper suggests that successfully engaging citizens in the policy-making process will enhance credibility and legitimacy.
\r\n\r\nKeywords: participatory governance, democratic administration, governance structure, bureaucratic system, market competition
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21929/af735af3-2447-4432-b2e6-8caea312c538.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21930", "title": "利害關係人對互動管理的瞭解與應用", "內容": "利害關係人對互動管理的瞭解與應用
\r\n\r\n蕭元哲
\r\n\r\n《摘要》
\r\n\r\n傳統組織與環境裏利害關係人的互動關係是各自獨立且一對一的。現代學者認為組織事實上是生存於一個複雜且關係交錯的網絡中。本文使用契合觀念瞭解組織競爭、互補與合作本質中利害關係人的互動關係與管理，並以三種契合形式瞭解利害關係人多元屬性之互動方向、強度與綜效。再以Mitchell、Agle和Wood（1997）之利害關係人特性理論，嘗試透過政府、公民與員工三類利害關係人團體，闡明其各自在自然環境保護議題上的多元屬性與影響力。
\r\n\r\n[關鍵詞]：利害關係人網絡、利害關係人多元屬性、利害關係人特性、策略性契合
\r\n\r\nUnderstanding and Application of Interaction Management among Stakeholders
\r\n\r\nLuke Yuan-Che Hisao
\r\n\r\nAbstract
\r\n\r\nWhile stakeholder relationship has traditionally considered an organization’s interactions with stakeholders in terms of independent and dyadic relationships, recent scholarship has pointed to the fact that organizations exist within a complex network of intertwining relationships. This paper adopted the concept of “fit” for understanding the stakeholder’s effects upon the organization of competing, complementary and cooperative stakeholder interactions. Three forms of fit are used to understand stakeholder multiplicity based upon the direction, strength, and synergies of the interacting claims. Additionally, the stakeholder identification and salience of Mitchell, Agle, and Wood (1997) provides a relevant and significant explanation of the nature and effects of stakeholder interaction. Three stakeholder groups (governments, citizens and employees) and the stakeholder issue of concern for the natural environment illustrate a hierarchy of the multiplicity strength of influence of these three stakeholder groups.
\r\n\r\nKeywords: stakeholder networks, stakeholder multiplicity, stakeholder salience, strategic fit
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21930/e6ccf2c3-c003-4392-94ec-a23c2715c57f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21931", "title": "公民導向的政策績效與公民信任：意見領袖對台北縣政府十大施政主軸成果之看法", "內容": "公民導向的政策績效與公民信任：意見領袖對台北縣政府十大施政主軸成果之看法
\r\n\r\n蔡志恒、鄭錫鍇
\r\n\r\n《摘要》
\r\n\r\n台北縣政府於兩年前提出十大施政主軸做為整體縣政之發展策略，相關的政策包括：（一）縣市合作－大哉北縣、（二）文化教育－人文北縣、（三）廉能政府－創新北縣、（四）城鄉發展－優質北縣、（五）交通運輸－便捷北縣、（六）產經觀光－發展北縣、（七）環境永續－潔淨北縣、（八）防洪治水－河都北縣、（九）社福醫療－福利北縣及（十）公共七安－安心北縣等。就微觀績效理論而言，公民的信任可以經由執行和行銷政府政策的過程，藉著「認知－滿意－信任」的因果模式提昇其程度，因此，本研究者使用調查及量化統計方法，以瞭解台北縣基層意見領袖對十大施政主軸之認知、滿意及信任度，並檢測此一理論模式之個別因果路徑。整體而言，本研究者發現前述「認知－滿意－信任」的因 果模式確實存在，更有助於預測整體政策之公民信任，更重要者，意見領袖最為關注其中之「公共七安」政策，認知度較低，值得台 北縣政府加強改進。
\r\n\r\n[關鍵詞]：十大施政主軸、微觀績效、公民信任、績效評估
\r\n\r\nPolicy Performance and Civic Trust from Citizen Perspective: Evaluating Taipei County's "Ten Mainstream Policies" from Opinion Leaders
\r\n\r\nChih-Heng Tsai, His-Kai Chen
\r\n\r\nAbstract
\r\n\r\nThe Government of Taipei County has claimed “Ten Mainstream Policies” to be its holistic strategies for two years. The subjects of this series of policies included: 1.cooperating with Taipei City, 2.shaping high-quality culture and education, 3.being a clean government, 4.balancing the development between cities and counties, 5.constructing a convenient transportation system, 6.promoting county tourism, 7.ensuring environmental sustainability, 8.controling flood, 9.improving health and social welfare, 10.ensuring the safety of the public. From the viewpoints of micro-performance theorists, civil trust could come from the casual mode of “recognition-satisfaction-trust” by executing and marketing government policy. The whole trust might accumulate by the trust of every single policy. Thus, we used the quantified method to measure civic trust of “Ten Mainstream Policies” of Taipei County and test the related paths of this causal model. Finally, we found that the path of “recognition-satisfaction-trust” existed and it could help predict the whole trust. Importantly, the main concern of opinion leaders is the public safety policy, which is still marked by a lackluster performance.
\r\n\r\nKeywords: Ten Mainstream Policies, micro-performance, civil trust, performance evaluation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21931/51dc6bea-f54c-4198-b8b2-388924303bb8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21932", "title": "貪腐防制處方：政策工具觀", "內容": "貪腐防制處方：政策工具觀
\r\n\r\n邱靖鈜
\r\n\r\n《摘要》
\r\n\r\n反貪腐是二十一世紀最重要的全球性政治運動，清廉更是衡量國家發展的重要指標之一。因此，如何建構一個「有廉」與「有 能」的政府，是政府主事者所必須嚴肅面對的重大課題。而要達至廉能治理的境界，必須有一套完整的貪腐防制處方，方可以達至目標。本文以政策工具的觀點，提出六種政策工具的類型：權威型、誘因型、授能型、系統變遷型、符號象徵型、學習型，作為思考貪 腐防制的工具，用這項觀點可以使得主事者在擬定相關政策時，可以更全局與全面的「套案」架構思維，不斷研擬與修正相關的作為，並用以評估與省視現今貪腐防制工具的優劣勢，擇用最適當的政策工具，冀以達至貪腐防制之目的。
\r\n\r\n[關鍵詞]：貪腐、反貪腐、政策工具、民主治理
\r\n\r\nThe Prescription for Corruption Control: Policy Instrument Perspective
\r\n\r\nJing-Hung Chiu
\r\n\r\nAbstract
\r\n\r\nFighting corruption has become a global political movement in recent years. Integrity is the most important measurement index of national development. Therefore, political leaders should consider it seriously to construct a government of integrity and competence. In order to reach the goal of clean governance, it has to have complete prescription of corruption control. This article, from the viewpoint of policy instrument, raises six types of policy instruments: authorities, incentives, capacities, system change, symbolism, and exhortation and learning. We could deliberate corruption control instrument through these six types and policymakers may design a “complete set of policies” so they can operate in a holistic framework while examining the strength and weakness of corruption control instruments. Proper policy instruments arrangement will accomplish the mission of corruption control.
\r\n\r\nKeywords: corruption, anti-corruption, policy instrument, democratic governance
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21932/3819e013-e4cd-4628-a4b7-9235ccf2b345.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4OTIvMjk2Y2RlYmQtMzYwMS00NDIwLWI4NjgtMDMwNzIyOWVlODUzLnBkZg%3d%3d&n=MDEyOTExMjQzMzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21892", "title": "《文官制度》季刊-1卷4期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21892/296cdebd-3601-4420-b868-0307229ee853.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMDgvOWQzNzExMzctZmMxZS00ZWZkLTgzNGYtMjI1ZWVkNDEwZjcwLnBkZg%3d%3d&n=MzgxNjE1MjM3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22108", "title": "《文官制度》季刊-1卷4期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22108/9d371137-fc1e-4efd-834f-225eed410f70.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4OTUvYTc3MWY4YTAtNzhjZS00ZjBiLWJjZDctNGRlNGQ3YzRjNzhhLnBkZg%3d%3d&n=MDEyOTExMjYxNzcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21895", "title": "《文官制度》季刊-1卷4期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21895/a771f8a0-78ce-4f0b-bcd7-4de4d7c4c78a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21896", "title": "政府行銷的理念與實踐", "內容": "
政府行銷的理念與實踐
\r\n\r\n黃俊英
\r\n\r\n《摘要》
\r\n\r\n本文主要在介紹政府行銷的內涵，並探討政府部門如何有效運 用行銷來滿足顧客需要，達成施政目標。顧客導向是行銷的核心理 念，對政府來講，民眾就是顧客。政府應推動民眾導向的施政，站 在民眾的立場去思考和執行各項施政方案。
\r\n\r\n策略性政府行銷管理的流程包括確定施政方案目的、進行情勢 分析、選擇目標群體、設定行銷目標、發展行銷組合方案、執行與 評估績效等六個步驟，本文分別檢視了每一個步驟的內容。
\r\n\r\n行銷組合包括產品、價格、通路及推廣等決策。「產品」是指 可提供給民眾用以滿足某種民眾需要的任何東西或提供物。「價 格」代表民眾付出的成本或代價，政府可運用貨幣性誘因、貨幣性 懲罰、非貨幣性誘因與非貨幣性懲罰等價格工具來鼓勵民眾配合和 支持政府的施政。「通路」是指民眾取得政府各項產品的管道或途徑，政府應設計多元而便捷的通路，方便民眾取得政府提供的產品。「推廣」是一種溝通，政府要運用整合性的行銷溝通，讓民眾 知曉、相信、喜愛並樂予支持政府的施政。
\r\n\r\n為善用外部資源，政府需要發揮創意，分別與私營企業、非營利組織和其他政府機構組成策略聯盟，形成策略夥伴關係，俾能更 有效地服務顧客，達成施政目標。
\r\n\r\n[關鍵詞]：政府行銷、顧客導向、民眾導向、行銷組合、策略聯盟
\r\n\r\nMarketing for the Government: Concepts and Practices
\r\n\r\nJun-Ying Huang
\r\n\r\nAbstract
\r\n\r\nThe article aims mainly at introducing the proper way to go about doing marketing in the public sector. It also discusses the appropriate marketing approaches and tools that can be applied to government agencies to improve their performances in solving the problems of their target customers.
\r\n\r\nThe strategic government marketing management process consists of six steps, including deciding the purpose, conducting situation analysis, selecting target customer groups, choosing specific objectives, developing marketing mix decisions, and implementing and evaluating performances. Each of the six steps is examined in the article.
\r\n\r\nThe marketer’s task is to design integrated marketing activities to create, communicate, and deliver value for carefully selected target customers. The marketing activities are usually classified as marketing mix of four broad categories, or 4Ps of marketing, i.e., product, price, place, and promotion. Government marketers need to make appropriate marketing-mix decisions for satisfying and influencing their target customers. Each of the four Ps of marketing is also discussed in the article.
\r\n\r\nWith a view to making the best use of outside resources, government marketers need to form strategic alliances with private businesses, nonprofit organizations, and other government agencies. They need to give creative ideas of finding strategic partners.
\r\n\r\nKeywords: government marketing, customer orientation, marketing mix, strategic alliance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21896/a57866d6-21e4-4163-a321-355e3922cc51.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21897", "title": "行銷型政府的治理模式：政策行銷與政策網絡整合的觀點", "內容": "行銷型政府的治理模式： 政策行銷與政策網絡整合的觀點
\r\n\r\n孫本初、傅岳邦
\r\n\r\n《摘要》
\r\n\r\n基於當前社會急遽變遷、行政人員轉變為服務導向以及公民參 與觀念提升等因素，政府部門採取適當的行銷策略與方法，凝聚民 眾共識，可有效利用資源，改善生產力，並增加政策執行成功的機 率，達成為民眾謀福利的目標。由公共部門所推動的行銷活動，遂 愈趨普遍。本文採用文獻分析法，首先從行銷的概念引介政策行銷 的內涵，包括定義、功能、原則、行動者、工具、環境、模式；其次引介羅德斯（Rhodes）的政策網絡理論，繼而以政府的治理模式為基礎，整合政策行銷與政策網絡理論，建構涵蓋靜態與動態面的 行銷型政府治理模式。
\r\n\r\n[關鍵詞]：行銷型政府、政策行銷、政策網絡
\r\n\r\nThe Governance Model of Marketing Government: The Synthetic Perspective of Policy Marketing and Policy Network
\r\n\r\nBen-Chu Sun , Yueh-Pang Fu
\r\n\r\nAbstract
\r\n\r\nPolicy marketing activities have become increasingly common currently. This essay first introduces the concept of policy marketing in terms of definition, function, principle, actor, tool, environment and model. Second, it introduces the concept of policy network argued by R. A. W. Rhodes. Lastly, it constructs the governance model of marketing government with static and dynamic dimension that include by the theoretical synthesis of policy marketing and policy network through literature analysis.
\r\n\r\nKeywords: marketing government, policy marketing, policy network
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21897/447db7fa-6241-44f4-801e-aca030702c93.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21898", "title": "地方政府行銷：區域主義下的創新競爭策略", "內容": "地方政府行銷： 區域主義下的創新競爭策略
\r\n\r\n陳暉淵
\r\n\r\n《摘要》
\r\n\r\n近年來，學術界及實務界常使用「創新體系」（Innovation System）概念來說明生產者與使用者在科技建制和生產體系中的互動關 係，並強調生產體系創新能力的重要地位。基於此，本文界定創新 的意涵是一種策略競爭，運用開創新的產品、新的服務方式、新的 技術、及新的市場等等，來創造新的各種可能機會。奠基在創新體 系的論述下，本文主要探討地方政府行銷的策略性思考，藉以展現 地方的競爭優勢，尤其是在區域主義的發展趨勢中。在分析的層次上，本文從區域的角度出發，首先討論全球化下區域內治理活動的相關概念，例如：區域整合、區域間主義、區域治理、府際治理及 跨域治理等；其次，探討創新競爭策略的觀點，強調創新體系的價 值被連結在區域的系絡中，區域創新的主體、中介、學習、互動、 網絡及策略等面向是討論的重點；最後，聚焦在行銷的主軸上，除 了回顧地方政府行銷的傳統理論外，本文嘗試整合區域與創新的觀 點，提供若干區域創新競爭策略的政策建議給宜蘭縣政府，期待能發揮拋磚引玉的功效。
\r\n\r\n關鍵詞]：區域主義、創新競爭策略、政府行銷、創新體系
\r\n\r\nLocal Government Marketing: An Innovative and Competitive Strategy under Regionalism
\r\n\r\nHuei-Yuan Chen
\r\n\r\nAbstract
\r\n\r\nIn recent years, both the academic community and the practitioner community have often used the “innovation system” concept to explain the interactive relations set up by the producers and users in the production system, and to emphasize the important position of the innovational ability in that system. According to this view, this paper defines innovation as a kind of competitive strategy, employing the new products, new services, new techniques, new markets and so on for creating any possible chances. Based on the theories of the innovation system, this paper mainly inquiries into the thinking of the strategy in the local government marketing, showing the competitive advantage of the locality, particularly in the trend of regionalism. With the analytical and regional views, this paper sets out to discuss the related concepts of regional activities under globalization, such as regional integration, interregionalism, regional governance, intergovernmental governance, cross-boundary governance and so on. Besides, this paper explores the perspective of innovative competitive strategy, emphasizing that the value of innovation system should be linked to the regional context, and arguing that the subject, intermediary, learning, interaction, network and strategy of regional innovation should be the points of discussion. Lastly, focusing on the axis of marketing, this paper not only reviews the related theories of local government marketing, but also tries to integrate the viewpoints of region and innovation, in order to provide some policy suggestions to Yilan County Government, and to expect to “throw out a minnow to catch a whale.”
\r\n\r\nKeywords: regionalism, innovative competitive strategy, government marketing, innovation system
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21898/67816012-d7c9-42bd-a800-f04706ab320a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21899", "title": "台北市節能減碳政策之研究：以政策行銷角度分析", "內容": "
台北市節能減碳政策之研究： 以政策行銷角度分析
\r\n\r\n黃榮源、謝耀霆
\r\n\r\n《摘要》
\r\n\r\n公部門服務的主要目標在於創造公共價值，公共政策制定過程 重視民眾的偏好選擇，是民主社會基本價值之所在。因此，公共政策的執行除了強調政策方案制定的合理性與課責性外，政府主動積 極地「行銷」政策，以贏得民眾對其認同，亦十分重要。本文將以公部門政策行銷概念為面向，分析近年來台北市政府節能減碳政策 推動之過程。主要目的在了解台北市政府的政策行銷作為，對其節 能減碳成果的可能影響。透過文獻分析並佐以訪談內容後發現，未 來台北市政府在節能減碳政策的推行上，對民眾的倡導和教育是行 銷政策成敗的關鍵，並應藉由與民間團體良好的互動，共同達成節能減碳生活化的目標。
\r\n\r\n關鍵詞]：政策行銷、節能減碳、溫室氣體、台北市政府
\r\n\r\nA Study of Taipei City’s Policies for Energy Saving and Carbon Reduction: Policy Marketing Perspective
\r\n\r\nRong-Yang Huang , Yao-Ting Hsieh
\r\n\r\nAbstract
\r\n\r\nThe fundamental value of a democratic society in the policy making process has always been the preferences of the general public. Therefore, the implementation of policy means not only the pursuit of rationality and accountability, but also the necessity of “marketing” its policies vigorously in order to gain support from the public. This paper uses a policy marketing perspective to analyze the processes of the Taipei City Government’s drive for energy-saving and carbon reduction. The main purpose of this research is determining if these marketing actions facilitate the output of energy-saving and carbon reduction policies. After empirical analysis and interviews, it concludes that the informing/educating approach would be the best way for governments to promote relevant environmental policies. Also, a better interaction with some partner groups may facilitate the obtaining of the goal of low carbon-emission life.
\r\n\r\nKeywords: policy marketing, energy-saving and carbon reduction, greenhouse gas emissions, Taipei City Government
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21899/9241adbc-3b35-404d-b208-dde67b686709.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21900", "title": "台灣文官的公共服務價值觀與新公共服務精神的比較：經驗調查初探", "內容": "台灣文官的公共服務價值觀與新公共 服務精神的比較：經驗調查初探
\r\n\r\n蔡秀涓
\r\n\r\n《摘要》
\r\n\r\n本文藉由「二○○八台灣文官意見調查」部分實證資料，初步 瞭解處在台灣民主系絡中，我國文官最重視的公共服務價值觀有哪 些，並嘗試與被視為是目前公共行政研究相關學派中，因為倡議以 「民主」、「公民意識」與「公共利益」等公共服務價值觀，可能 較有助於民主發展的「新公共服務學派」進行比較。研究結果發 現，我國文官之公共服務價值觀，除了與新公共服務學派之主要價 值觀並不完全一致以外，亦與傳統公共行政與新公共管理有所區別，而呈現出一種屬於將「專業」價值視為是最重要公共服務價值 的特色。台灣文官所重視的公共服務價值觀，呈現出對民主治理具 有基本面的正面貢獻，但仍潛藏部分風險的特色。
\r\n\r\n[關鍵詞]：新公共服務、民主治理、文官、公共服務價值
\r\n\r\nComparing Public Service Values in Taiwan Bureaucracy and the Spirit of New Public Service: An Exploratory Survey
\r\n\r\nHsiu-Chuan Tsai
\r\n\r\nAbstract
\r\n\r\nPublic administration theories and practices have experienced dramatic changes, and new developments are on the way. After experiencing a paradigm shift from traditional public administration perspectives to New Public Management approaches, we are now witnessing an emerging third school. This third school, focusing on civil servants’ and government’s responsibility to uphold democratic and social criteria, is called New Public Service.
\r\n\r\nTaiwan has been in a period of democratic transition since the prior authoritarian government lifted martial law in 1987. Because many traces of influence from this regime are still found in some Taiwanese government agencies, whether Taiwanese bureaucratic values correspond to the democratic government ideas of the New Public Service needs to be explored.
\r\n\r\nThis paper used the data of the 2008 Taiwan Government Bureaucrats Survey to answer the above question. In sum, this paper finds out “democracy” is not always considered the most important value of public service by Taiwanese bureaucrats.
\r\n\r\nKeywords: New Public Service, democratic governance, public service value
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21900/d98fbbed-440c-41ad-87dd-54452c696b36.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21901", "title": "公務員協力能力的建立及策略契合", "內容": "公務員協力能力的建立及策略契合
\r\n\r\n陳志瑋
\r\n\r\n《摘要》
\r\n\r\n我國行政機關推動策略性人力資源管理，目前還在起步與試行 階段，因此在這項管理作為上猶有許多可以介入與改進的空間。為 因應此過程，本文分析：在當前跨域治理的需求與趨勢下，公部門有必要透過制度規範和行為誘因，建立機關成員的協力能力，以協 助達成組織的策略目標，並對各種跨域問題或府際關係的處理，能 因應外部環境的挑戰。因此，公務員的協力能力有必要連結組織策略管理過程，以建立策略契合的關係。
\r\n\r\n本文採用文獻分析法，耙梳並分析有關論述，發現：公務員協 力能力乃是策略能力的一環，需以達成組織的策略目標為原則，除可強化組織的人力資本、結構資本與關係資本外，亦可因應外部環 境變遷的挑戰。為建立協力能力，領導角色轉變、員工參與策略，以及組織資源整合，都是需要配合的前提條件。為建立協力能力，訓練和學習為其主要途徑，與使命、願景、價值、目標、利害關係人和課責等六個領域進行連結，促使策略性人力資源管理的架構， 得能和組織的整體發展充分契合。
\r\n\r\n本文結論指出：協力能力不是高層管理者所專屬，而應該普及 到所有階層的組織員工。其次，組織在建立協力能力的同時，也應 在法制上充實策略性人力資源管理的內涵，以免無法達到策略契合的目標。
\r\n\r\n關鍵詞]：協力能力，策略契合，策略性公共人力資源管理
\r\n\r\nCapacity-Building and Strategy: Aligning of Collaboration for Civil Service
\r\n\r\nChih-Wei Chen
\r\n\r\nAbstract
\r\n\r\nSince Taiwan is just beginning to promote strategic public human resources management, there are lots of management practices for us to improve its quality. The purpose of this article is to research the necessity of collaborative capability building for the civil service with documental analysis, since they have to deal with more and more cross-boundary issues or issues of intergovernmental relations. To increase public organization capacity, this paper takes collaboration capability as a strategic issue, and argues that it has to be aligned into strategic management process, that is, the strategic alignment. As a result, the strategic public human resource management can be realized, and more attention can be paid to the strategic management in public sector.
\r\n\r\nThis paper takes collaborative capability as a vital strategic capacity. Then, the paper discusses the conditions and approaches of collaborative capability building. Finally, this article argues that collaboration capability should be aligned to missions, visions, values, goals, stakeholders, and accountability of public organizations, and that strategic capability of collaboration is not exclusive to top management, but involves all echelons of public organizations. This article concludes that legislations of public strategic human resources management should be emphasized so that the goals of strategic alignment could be achieved.
\r\n\r\nKeywords: collaboration capability, strategic alignment, strategic public human resource management.
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21901/d81153e8-0699-4444-a95a-a27306f2e455.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4NzgvMDdjYTRjYzEtMTIzNS00Y2VmLWFiY2QtNTRiMWQwYWY1MjVkLnBkZg%3d%3d&n=MDEyOTExMTUzMDcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21878", "title": "《文官制度》季刊-1卷3期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21878/07ca4cc1-1235-4cef-abcd-54b1d0af525d.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMDcvMTJiODQzYzktN2NkOC00ZDE2LTg3YzEtZGNlODAzZjE0OWE1LnBkZg%3d%3d&n=MzgxNjE1MTgyMTcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22107", "title": "《文官制度》季刊-1卷3期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22107/12b843c9-7cd8-4d16-87c1-dce803f149a5.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4ODEvMDVmYzZlNzctMGRlOS00ZThhLThkN2UtMjk1MmY0NWQ4Njk5LnBkZg%3d%3d&n=MDEyOTExMTcyNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21881", "title": "《文官制度》季刊-1卷3期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21881/05fc6e77-0de9-4e8a-8d7e-2952f45d8699.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21882", "title": "公務人力年齡結構分析及對人力資源管理的意涵", "內容": "公務人力年齡結構分析及對人力資源管理的意涵
\r\n\r\n施能傑
\r\n\r\n《摘要》人力資源管理研究領域近年來積極倡議重視人力資本的影響 性，此與組織人口學有其諸多近似性，認為組織內部人力資源眾多 個人特性與背景所構成的整體性圖像，對員工行為或態度可能更具 影響力。現有文獻上鮮少對政府部門狀況進行系統性和長期變化性 的分析，本文聚焦於年齡結構，分析二○○一至二○○八年間全國 行政機關和衛生醫療機關非醫事人力的公務人員變化狀況，細分為 全國、一般行政部門簡薦委公務人力、警察官人力和各級政府行政 部門等四類說明之。最後部分根據前述的事實發現，討論其對幾個 人事政策與管理，以及民主治理面向上的重大意涵，供有興趣研究 者或主管機關進一步思考因應對策。
\r\n\r\n[關鍵詞]：組織人口學、年齡結構、行政人員、警察人員
\r\n\r\nThe Changing Age of Civil Servants in the Administrative Service Branch in Taiwan and Its Implications for Public Personnel Policies
\r\nJay N. Shih
\r\nAbstract
\r\nThe impact of human capital on organizational performance has been increasingly advocated by the human resource management research community. The similar argument can be also found in the theory of organizational demography which suggests many important employees’ characteristics, such as age, education, experience etc., collectively will provide more explanatory power for employee behaviors than other organizational factors. The literature however has not included many efforts for investigating the demographic trend in the public sector. This paper focuses on the age dimension of civil servants in the administrative service in Taiwan. It analyzes the current status and the trend from 2001 to 2008 by four categories. Based upon the result, this paper finally raises several important issues related to public personnel policies and democratic governance for further discussions.
\r\nKeywords: organizational demography, age, civil servants, policemen
電子化政府的影響評估： 內部顧客的觀點
\r\n\r\n黃東益
\r\n\r\n《摘要》
\r\n\r\n本文嘗試透過文獻檢閱及理論的耙梳，找出解釋電子化政府對 內部顧客影響的諸種因素，建立初步的分析架構。進一步以我國中 央及地方政府公務人員的網路問卷資料，以因素分析的方法探索電 子化政府對公務人員的影響構面。最後則以統計迴歸分析使用者特性、電子化政府的有用認知、電子化政府與工作的相容程度、IT能力及IT在工作的需求度等自變項，找出其對電子化政府影響面向的 可能解釋力。本研究所取得變項資料的分析顯示，電子化政府對於 公務人員的影響分成「工作幫助度」、「對民眾服務回應力」以及 「工作受監督壓力」等面向。受訪者對電子化政府工作幫助度以及電子化政府對民眾服務回應力，普遍有正面的評價，同時也認為電 子化政府造成工作上受監督的壓力。迴歸結果顯示年齡、委任相對 於薦任人員、工作外的使用電腦時數及電腦能力、電子化政府與工 作相容程度、對電子化政府的有用認知等變項，是解釋電子化政府 對公務人員影響構面的各個顯著因素。此結果顯示科技接受模型及 計畫行為理論的重要變項，是解釋電子化政府對內部顧客的影響的 顯著因素。研究也顯示電子化政府造成年齡較小者以及工作 IT 需求 高的公務人員工作受監督壓力。根據以上發現，本研究提出實務建 議以及未來研究方向。
\r\n\r\n[關鍵詞]：公務員、電子化政府、影響評估、內部顧客
\r\n\r\nExploring the Impact of E-Government: Perspective from Internal Customers
\r\n\r\nTong-Yi Huang
\r\n\r\nAbstract
\r\n\r\nThrough literature review, this article first constructs an analytical framework by identifying and incorporating the factors explaining e-government’s impact on civil servants. Based on the Internet survey data collected from public officials in Taiwan’s central and local governments, this study uses factor analysis to explore the dimensions of e-government’s impact on public officials. Regression analysis is further conducted to detect the explanatory power of demographic variables, perceived usefulness of e-government, work compatibility, IT capability, and need for IT on work. The findings suggest that e-government impact on civil servants based on the items we use in this study could be divided into three categories: helpfulness in work, usefulness in responding to citizens and pressure of being supervised. Our respondents are in general positive toward e-government in terms of its helpfulness in work and its usefulness in responding to citizens. The results of regression analysis indicate that age, lower rank vs. middle rank, computer usage outside work, IT capability, work compatibility, perceived usefulness are explanatory variables of e-government impact on civil servants. These findings suggest that variables in technology usage theory and planned behavior model could be extended to explaining e-government impact. Despite positive impact of e-government on civil servants, this study also finds that e-government increases our respondents’ pressure of being supervised. Based on the above findings and the methodological constraint of this study, this article proposes suggestions for practitioners and further research agenda.
\r\n\r\nKeywords: civil servant, e-government, impact evaluation, internal customer
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21883/a530c9d7-9c8b-449c-99c5-b62681101c77.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21884", "title": "協力理論在跨界人力資源管理的應用：以「政府機關與績優民間機構人才交流實施辦法草案」為例", "內容": "協力理論在跨界人力資源管理的應用：以「政府機關與績優民間機構人才交流 實施辦法草案」為例
\r\n\r\n許耿銘
\r\n\r\n《摘要》
\r\n\r\n人力資源是組織的重要資產，而公務人力資源之良窳，與政府 施政的績效息息相關。不過，政府機關文官制度的特色與優點，迥異於民間機構在高科技與專業領域的彈性化與競爭力。近年來逐漸受到重視的公私協力理論，其目的即為透過公私部 門各自的優點，彌補彼此的差距。本文即以公私協力理論為基礎， 選定「政府機關與績優民間機構人才交流實施辦法」作為個案，探 討公私部門之間在人力資源上相互協力的新興模式，最後提出建構 我國公私部門人才交流機制的策略建議。
\r\n\r\n[關鍵詞]：人力資源管理、公私協力、協力理論、人才交流
\r\n\r\nTheory of Public-Private Partnership and Its Implications for Human Resource Management: A Case Study of the Draft of the “Mechanism for Exchange of Personnel between the Public and Private Sectors”
\r\n\r\nKeng-Ming Hsu
\r\n\r\nAbstract
\r\n\r\nHuman resource is a crucial resource for all organizations. The quality of civil service manpower resources is closely tied to the effectiveness of government. However, the characteristics and advantages of national civil service system are different from the flexibility and competitiveness of high technology and other professional enterprises.
\r\n\r\nRecently, the theory of “public-private partnership” is an important idea to narrow the gap between public and private sectors. The paper is based on the theory of public-private partnership and the draft rule on the “Mechanism for Exchange of Personnel between the Public and Private Sectors” was selected as a study case. Finally, this paper summarizes its suggestions for developing mechanisms for the exchange of personnel between the public and the private sectors.
\r\n\r\nKeywords: human resource management, public-private partnership, theory of public-private partnership, personnel exchange
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21884/f98fccae-dd4a-4fb2-93f8-6464af27acbf.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21885", "title": "建成圓環再生計畫失敗因素之探討：參與治理觀點", "內容": "建成圓環再生計畫失敗因素之探討：參與治理觀點
\r\n\r\n陳恒鈞、梁瑋倩
\r\n\r\n《摘要》
\r\n\r\n本文主要運用參與治理觀點，剖析建成圓環再生計畫失敗的原 因。在計畫推動過程中，政府皆依法舉行說明會，並與業者、當地 居民進行意見交換，冀望藉由公私部門相互合作，產生綜效。豈 料，開幕不久，便因商家生意不佳，而結束營業。
\r\n\r\n據此，本文將由參與落差角度，探討該項計畫何以未能達成預 期目標？首先說明參與治理的意涵與影響因素的重要性，其次，經由建成圓環的文獻分析與前測訪談，初步得知產生政策落差的四大 主因：政府自主性與商議能力、建築商所持的理念、公民參與能力 與心態以及說明會制度的功能，並以此作為研究架構的影響因素， 同時設計訪談提綱與八位政策利害關係人進行訪談。最後，運用質化分析套裝軟體，針對訪談結果進行分析，提出結論。
\r\n\r\n研究結果顯示：（1）依法行政侷限政府的自主性與商議能力， 雖然符合程序精神，卻無法發揮政府的實質效能；（2）說明會僅發揮告知與徵詢民意的片面功能，無法具體回應民眾的需求；（3）政府與建築團隊所持理念主導改建計畫，以致疏忽最終使用者的需 求；（4）公民參與政策因欠缺專業知識，無法提升治理能力，又往 往淪為民粹，一味反對專家的意見。由於上述四項主因交互影響， 導致建成圓環再生計畫失敗。
\r\n\r\n關鍵詞]：建成圓環、參與治理、參與落差、公民參與
\r\n\r\nIdentifying Factors of the Fiasco of the Jian-Chen Roundabout Regeneration Project: Participatory Governance Perspective
\r\n\r\nHen-Chin Chen , Wei-Chien Luang
\r\n\r\nAbstract
\r\n\r\nThe main purpose of this paper is to apply the perspective of participatory governance to explore the fiasco of Jian-Chen Roundabout regeneration project. During the process of regeneration, Taipei City Government convenes the public meetings in accordance with the law. However, the policy still failed. Therefore, this paper plans to analyze the gap between policy intention and policy outcomes.
\r\n\r\nThis paper first of all explores the theory of participatory governance. Secondary, using documentary analysis and interviews with the main stakeholders, the results point out four causes for participation gap and its significant factors. Besides, it also applies the core concepts to design the outline of the interview. Finally, the paper uses the software of MAXQDA to explain the results of in-depth interviews.
\r\n\r\nThe findings in terms of participatory gap can be summarized as follows: (1) the rule of law limits the autonomy and the ability of government negotiation; (2) the institution of public meetings cannot promote the substance of participatory governance; (3) experts and technocrats cannot appreciate the importance of citizen participation; and (4) the capacity of participatory governance of citizens needs to be upgraded.
\r\n\r\nKeywords: Jian-Chen Roundabout, participatory governance, participatory gap, citizen participation
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21885/795949c9-f471-409a-be56-3035fdd10e13.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21886", "title": "政策企業家於政策行銷過程的角色扮演", "內容": "政策企業家於政策行銷過程的角色扮演
\r\n\r\n魯炳炎
\r\n\r\n《摘要》
\r\n\r\n本文基於公共政策行銷與政策企業家的理論概念和研究文獻， 探討政策企業家是否一定要來自公共部門體制內做為討論的起點， 並將政策企業家界定為行政部門的政策企業家，包括行政首長、政務官、以及事務官，據以提出他們是「擁有特殊人格特質，具備企 業家精神，並且能夠促成創新思維與作為」的定義。而在複雜政策 環境的限制之下，公共組織有可能成為創新的障礙，因此政策企業 家必須善於溝通協調，才會具備分配資源的能力，而富有持續學習 省思的責任感和企圖心，也才會有能力促成創新的思維與作為，將 願景轉化成為實際的政策成果。本文最後提出公共部門政策企業家 的應有作為，而且強調新聞媒體對於公共部門政策企業家在推展政策行銷時的重要性，並以其基於公共利益，瞭解並學習政策行銷的 專業，加強「對上（國會監督）」、「對外（政策行銷）」、「對 內（部際協調）」、以及「對下（府際溝通）」四個層面整合性行 銷傳播技能做為最後的總結。
\r\n\r\n[關鍵詞]：公共政策行銷、政策企業家、創新、整合性行銷傳播
\r\n\r\nThe Roles of Policy Entrepreneurs in the Policy Marketing Process
\r\n\r\nBing-Yan Lu
\r\n\r\nAbstract
\r\n\r\nBased on theoretical concepts and literature review of public policy marketing and policy entrepreneurs, the policy entrepreneurs in this study acknowledge their limits in the complex policy contexts. Beginning with the discussion of whether policy entrepreneurs come from the public sector only, the author defines policy entrepreneurs of the public sector, including political, executive, and bureaucratic entrepreneurs, as those with particular personality characteristics and public entrepreneurship who initiate and facilitate innovative thinking and behavior. While surrounded by a network of policy actors involved in the innovation process, they are good at coordination and communications. More important, they are able to allocate scare resources and capable of continual learning, which enables them to turn vision into reality. The study puts forth suggestions for policy entrepreneurs to improve their innovative behavior and emphasizes the pivotal importance of the mass media to policy marketing. In the final part, the author presents skills of integrated marketing communications for policy entrepreneurs, on behalf of public interests, such as parliamentary surveillance, policy marketing, interagency coordination, and inter-governmental communications.
\r\n\r\nKeywords: innovation, integrated marketing communications, public policy marketing, policy entrepreneur
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21886/ec4c1613-1855-42cf-8ef2-53d218fc3105.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4NjIvNGQ1NWEwMjUtZWVmMS00MjE0LTlhY2QtNjk4ZmQyODAzMzdhLnBkZg%3d%3d&n=MDEyOTExNTQzNzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21862", "title": "《文官制度》季刊-1卷2期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21862/4d55a025-eef1-4214-9acd-698fd280337a.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMDYvMzM2NjRlZTMtMjQxNy00ZDlhLWE4ZGYtYjU5ZmRiNTQxNzI4LnBkZg%3d%3d&n=MzgxNjE1MTc4NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22106", "title": "《文官制度》季刊-1卷2期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22106/33664ee3-2417-4d9a-a8df-b59fdb541728.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4NjUvYjI2NGUzM2YtZWU4Zi00YWYyLWIzMDItNThhMTIwOGRkNTg0LnBkZg%3d%3d&n=MDEyOTExNzMzNzEuUERG", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21865", "title": "《文官制度》季刊-1卷2期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21865/b264e33f-ee8f-4af2-b302-58a1208dd584.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21866", "title": "政策遲延", "內容": "政策遲延
\r\n\r\n林水波
\r\n\r\n《摘要》
\r\n\r\n政策遲延是政治體系時常發生的現象，但一直並非學術研究的 題材。本文基於這項確實存在的研究落差，首先以人類為何拖延所 建立的公式，推導出政治體系的職司者，何以在政策形成或發展的 旅程上出現遲延的成因，藉以警醒決策者的關注，得能適時適刻地 作出決策，對應迫切需要處理的問題。其次，一方面深究政策遲延 時，政治體系所要承擔的代價，以催促主事者要把握時機，減輕代 價的承受；另一方面探索在政策遲延之後，主事者如若有效運用多 出的時間，或可創造出更多的機遇或效驗。
\r\n\r\n[關鍵詞]：政策遲延、政策效益、政策代價、密度遲延、時間管理
\r\n\r\nPolicy Delay
\r\n\r\nShoei-Po Lin
\r\n\r\nAbstract
\r\n\r\nPolicy delay is a common phenomenon in the policy making process and it is not a subject matter being studied by policy researchers. This paper attempts to bridge this research gap and motivate policy researchers to pay attention to this issue. Three themes are discussed here: causes, costs and benefits of policy delay. The first discourse is to seek the general causes of policy delay by using the model of human procrastination in order to warn policy makers to address the urgent problem encountered by the political system. The second topic is to give an in-depth analysis of the costs incurred by the political system owing to policy delay. Finally, the paper proposes that policy makers have to use extra time caused by policy delay to come up with better policy solutions.
\r\n\r\nKeywords: policy delay, policy efficacy, policy cost, density delay, time management
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21866/ed553141-9905-448c-b5a5-95811099e790.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21867", "title": "透明之下的課責：台灣民主治理中官民信任關係的重建基礎", "內容": "透明之下的課責： 台灣民主治理中官民信任關係的重建基礎
\r\n\r\n陳敦源
\r\n\r\n《摘要》
\r\n\r\n透明化是民主課責的重要前提。在公共資訊不對稱的結構當 中，名義上的主人「人民」事實上只是被動、無知、與徬徨的被統 治者；近年台灣由於政府貪腐事件層出不窮，人民對政府信心低 落，結果是民眾緊縮民主授權的範圍與內容，讓行政部門行動益受 限制，減損主動為民謀福的能力；在層層的防弊制度下，行政部門 顯得更為「官僚」，而民眾的設限反應就更為激烈，形成「官民信 任關係的惡性循環」，讓民主治理（democratic governance）的可能 果效大打折扣。
\r\n\r\n本文藉由資訊經濟學（Economics of Information）的相關論點， 對「官民信任關係惡性循環」下的行政控制之原理與內涵進行反省，提出以下的四點結論，意圖化解我國民主治理官民信任的惡性 循環。第一，本文認為，課責是平衡民主（回應）與專業（責任） 的重要制度性安排，透明之所以是課責機制主要的元素，在於行政 程序控制能夠解決資訊不對稱問題，壓制政府不當作為，進而提振 民眾對政府的信任；第二，就公共資訊財產權歸屬問題上，寇斯定 理（Coase Theorem）讓我們確定公共資訊的「財產權」（property rights）應歸屬於人民，這也是許多包括政府資訊公開等法治建構的 倫理基礎，過去威權體制下文官體系「權力隱晦」的心態，應該據 此調整；第三，本文也指出，行政程序控制的效果，主要是「事先 的承諾」（pre-commitment）的政策工具設計行為，讓遊戲規則與 結果之間有合理的連結，保護民眾權益，這也讓我們看見傳統憲政 主義以分權制衡與言論自由為手段之外，公共行政所可能對民權維 護的積極貢獻所在；第四，本文也指出，因為課責者具備「策略回 應」（strategic reactions）的能力，行政程序公開的機制設計，還需 要更深入考量受監控者的策略行為，包括監控行動的隱密性、資訊 的關鍵性、完整性、與可理解性。
\r\n\r\n[關鍵字]：透明、課責、信任、民主治理、資訊經濟學
\r\n\r\nAccountability through Transparency: The Foundation of Rebuilding Trust between Government Officials and Citizens under Democratic Governance in Taiwan
\r\n\r\nDon-Yun Chen
\r\n\r\nAbstract
\r\n\r\nDemocratic accountability requires transparency. After electoral democratization has been achieved in Taiwan, citizens have become the bosses of the nation. However, because of the problem of information (or professional) asymmetry in democratic governance, citizens are usually bosses in name only. People’s frustration over corruption in recent Taiwan has led the citizen-government trust relationship into a vicious cycle. It is urgent to rebuild trust by institutionally committing reforms which can place government activities under the sunlight or in a fishbowl. In this paper, the author utilizes the economics of information to analyze the reform efforts of promoting transparency through administrative procedural controls. The author concludes that: First, the central idea of administrative procedural controls is to solve the problems of information asymmetry between citizenry and government. Second, the moral ground for this reform is the idea that the property rights of government information belong to the citizenry. Third, the key effect of procedural openness is a reasonable linkage between the rules of the game and the ensuing results. Such a linkage is made possible by the designing of an information policy instrument with the nature of precommitment. Lastly, administrative procedural controls require responses to the problem of strategic reactions between those controlled personnel in the government and citizen controller outside of the government.
\r\n\r\nKeywords: transparency; accountability; trust; democratic governance; the Economics of Information
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21867/4c435716-4739-4b9a-bf6b-71817451b138.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21868", "title": "英國文官制度改革的彈性化策略：一個歷史制度途徑的分析", "內容": "英國文官制度改革的彈性化策略：一個歷史制度途徑的分析
\r\n\r\n黃榮源
\r\n\r\n《摘要》
\r\n\r\n英國文官制度歷經多次改革，其面貌已經大幅改變 1854 年《諾斯考特—崔佛利恩報告》（Northcote-Trevelyan Report）所建立的型 態，正朝向一個私部門人力資源管理的方向演進，尤其是 1988 年起 推動之「續階計畫」（the Next Steps），及因之而建立的「執行機 關模式」（Agency Model）為變革策略的核心。從新制度主義的角 度分析，英國文官制度變革是在舊有制度和歷史基礎之上進行的， 實際上的一連串轉變，仍是以傳統的價值為核心。從實務面看，目 前英國公共服務人力，除任職核心部會（department）人員外，有近 八成隸屬於各類執行機關（agency），加上國營事業、非部會公共 機構（NDPBs）等具有公共服務性質的單位，使英國行政體系呈現 彈性與多元特色。持正面看法者認為這個現象可以解決公部門人力 不足現象，也可使英國文官體系重視績效表現的文化漸漸確立；但 疑慮者則擔心人事成本會不降反增，一些間接的成本也會隨之出 現。同時，也認為過度依賴契約公務人力，對長期公共服務的提供有負面衝擊，最終將會傷害公務單位之屬性和固有能力。
\r\n\r\n[關鍵字]：英國文官制度、契約公務人力、續階計畫、執行機關模 式、新制度主義
\r\n\r\nThe Flexible Strategies of the UK Public Service Reforms: A Historical Institutional Approach Analysis
\r\n\r\nRong-Yang Huang
\r\n\r\nAbstract
\r\n\r\nUK civil service system which was established by the Northcote-Trevelyan Report in 1854 has dramatically changed since the reforms in the past two decades. Since the Next Steps programme and agency model have become core strategies of civil service reform from 1988 onward, the drift in civil service towards more flexible forms of private sector human resource management has been widely noted. This paper uses institutionalist framework to explore the UK civil service reforms since 1979, and argues that these changes were based on previous institutional arrangements and historical processes. Apart from members who work in core departments, nearly 80 per cent of UK civil servants are now employed in various agencies, staterun enterprises or the NDPBs. In recent times, using short-term contract employees for public services delivery has become more obvious in the public sector. Some argue that contract workers play an important role in filling vacancies, helping to maintain the levels of service delivery. In addition, their use offers a better chance for the UK to establish performance-oriented culture in public services. Others argue against this, however, saying they in- crease both personnel and operational costs significantly. A further risk is that growing dependency on contract workers may be undermining the very functions of government offices and their competencies.
\r\n\r\nKeywords: UK civil service, public service employment, Next Steps, Agency model, new institutionalism
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21868/0af072b0-2d3d-4584-8e05-05be57f4be86.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21869", "title": "考試院擬定之「聘用人員人事條例」草案對現行公務人員體制影響之研究", "內容": "考試院擬定之「聘用人員人事條例」草案對現行公務人員體制影響之研究
\r\n\r\n柯三吉
\r\n\r\n《摘要》
\r\n\r\n本文旨在探討考試院擬定之「聘用人員人事條例」草案對現行 公務人員體制之影響。在理論上，本文引用彈性雇用關係架構，強 調運用「任意關係」機制，可避免非常任公務人員運用「追擊權 利」，造成「官僚混亂的問題」。惟本條例草案尚未經立法院審議 通過，因此，在研究方法上，本文並非對執行問題和影響進行全面 性調查研究，而係就各級政府指派出席人員在十場座談會中所提出 對本條例草案之意見，並比較美國、英國、德國和日本等國相關法 規規定，進行綜合分析。最後，本文對本條例草案提出以下政策性 建議：（1）應堅持公平、公開之功績原則，相關條文仍應符合憲法 和公務人員考試法之規定，（2）本條例草案所規範之國家與聘用人 員之法律關係，宜界定為「私法契約關係」，（3）「機關」和「獨 立機關」之聘用人員比例，仍以不超過預算員額數 5% 為原則，（4）各級地方政府應依聘用人員結構需求之類別、人口聚居數等因 素，訂定不同進用比例，惟宜限制在 10% 至 20% 之間，（5）本條例如立法通過，宜先由中央政府實施，再評估和修正後，方始全 國全面實施。
\r\n\r\n[關鍵詞]：聘用人員人事條例、彈性雇用關係、功績制原則
\r\n\r\n\r\n\r\n
A Study of the Impact of the Draft Regulations for Contract-Based Employees on the Current Civil Service System
\r\n\r\nSun-Jyi Ke
\r\n\r\nAbstract
\r\n\r\nThis paper attempts to study the impacts of the Draft Regulations for Contract-Based Employees (DRCE) proposed by the Examination Yuan on the current civil service system. The theoretical framework of this study is based on the flexibility employment paradigm which describes how to avoid bureaucratic chaos caused by the dismissal of contract-based employees. This is an empirical study that was supported by ten seminars held in Taiwan and comparative analyses of contract-based employees regulations in the USA, the UK, Germany and Japan. The policy implications are as follows: (1) The related articles of DRCE should be in accordance with the Constitution and Civil Service Examination Act, (2) Legal relationships between the government and contract-based employees regulated by DRCE could be defined as private contracts, (3) The percentage of contract-based employees in administrative or independent agencies should not exceed 5% of the total employees in each agency, (4) The 10% to 20% percentage of contract-based employees of local governments should be based on different criteria as recommended by each local government, (5) DRCE enacted by Legislative Yuan should be implemented by the central government first and then local governments .
\r\n\r\nKeywords: Draft Regulations for Contract-Based Employees, flexibility employment, merit principles.
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21869/7968fd3a-eced-41bd-ad23-200d0e581d77.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21870", "title": "人事權的地方分權與實踐：以民國九十六年地方制度法第五十六條及第六十二條修正為楔子", "內容": "人事權的地方分權與實踐： 以民國九十六年地方制度法第五十六條 及第六十二條修正為楔子
\r\n\r\n楊戊龍、熊忠勇
\r\n\r\n《摘要》
\r\n\r\n民國九十六年七月地方制度法（以下簡稱地制法）的修正，牽 動：(1)縣（市）政府單位及所屬機關的精簡及(2)縣（市）政府一級 單位主管∕機關首長職務屬性及列等的調整兩個後續議題，後者直 接影響公務人員利益、關乎選票，才是民意代表關注的問題。事實 上，從地方自治合憲化、法制化以來，縣（市）首長、民意代表、 地方公務人員所關心者也在於此。本文分析地方政府一級機關首長 ∕單位主管職務屬性之改變與列等提昇的學理基礎及其操作模式， 並指出透過立法院主導修正地制法，成為地方政府公務人員職等列 等及其他資源提昇的捷徑後，中央人事主管機關對地方政府重要職 位的職務列等已失調控權，未來地方政府將會利用此一途徑爭取更 多的人事權。
\r\n\r\n[關鍵字]：地方制度法、職務屬性、職務列等、一級單位主管／機關 首長
\r\n\r\nDecentralization of Personnel Authority to Local Governments: A Discussion of 2007 Amendment of Local Government Act Articles 56 and 62
\r\n\r\nWu-Lung Yang, Chung-Yung Hsiung
\r\n\r\nAbstract
\r\n\r\nThe July 2007 amendment of the Local Government Act (hereinafter referred as the Act) touches upon: (1) the streamlining of county (city) government units and related subordinate agencies; and (2) the attributes of level-1 unit heads (subordinate agency heads) and adjustment of pay grades by job function. Of these, the latter has a direct bearing on the interests of civil servants and voter support, making it a primary concern for elected representatives. Since the institutionalization of local autonomy, i.e. ruled by the constitution and the law, this has become a chief area of concern among county (and city) governments, elected representatives, and local civil servants. This paper offers an analysis of the academic basis for modification of the attributes of major local government positions and elevated pay grade rankings and related modes of operation. Further, it notes that using the Legislative Yuan-led revision of the Local Government Act as a shortcut for the advancement of pay grades and other resources, central government personnel authorities have lost regulatory authority over major local government pay grades, so that in the future counties (and cities) and even towns and villages will exploit this avenue to gain greater authority over personnel matters.
\r\n\r\nKeywords: Local Government Act, professional position attributes, pay grade, level-1 unit heads/subordinate agency heads
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21870/d5eab6a1-ee61-4408-9251-2e10d3e4fbfd.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21871", "title": "考績丙等制度設計評估：以適法性與妥適性為分析焦點", "內容": "考績丙等制度設計評估：以適法性與妥適性為分析焦點
\r\n\r\n黃榮護、林建宏
\r\n\r\n《摘要》
\r\n\r\n本文乃從設計評估的觀點，分析考試院研議之「公務人員考績 法」及「公務人員考績法施行細則」修正草案有關丙等之規定，是 否符合一般法律的原理原則，以及能否符應 William N. Dunn 政策推 介之六個選擇標準。結果指出，考列丙等規範之法律位階有違反法 律保留原則之虞、規範考列丙等之要件不夠明確、考列丙等應踐行 之正當法律程序及救濟制度未盡周延，並且考列丙等人數設百分之 二的門檻限制，在實務運作上將窒礙難行。根據上述分析結果，本 文提出應以明確的考列丙等要件取代百分之二限制、考績丙等要件 應規範在法律位階、辦理考績丙等過程應踐行正當行政程序，及不 服考績丙等處分，無論係首年或連續二年者，均應許提起行政爭訟 等建議，以供考試院未來進一步修正前述草案之參考。
\r\n\r\n[關鍵字]：設計評估、政策推介、考績制度、法律保留原則、正當法 律程序
\r\n\r\nAssessing the Design of the Performance-C Rating System for Civil Servants in Taiwan
\r\n\r\nJong H. Huang, Chien-Hung Lin
\r\n\r\nAbstract
\r\n\r\nThe study tries to review the proposed amendments to the “Civil Service Performance Evaluation Act” and its enforcement rules which the Examination Yuan has drafted, particularly those dealing with the Performance-C Rating. From the design-evaluation perspective, the study aims to clarify if the new regulations meet the general principles of appropriate laws and correspond closely to the six selection criteria specified in the model of policy recommendation by William N. Dunn. The research results can be outlined as follows. First of all, the proposed provisions of performance-C-Rating run the risk of violating the legal reservation principle. Second, the conditions leading to a C-performance rating are not sufficiently specified. Third, due process of law and the grievance-redressing system to be invoked and executed when rendering performance evaluation are far from thorough or comprehensive. In addition, imposing a limit of two percent of the workforce as qualified for the C-performance rating will invite tough challenges and great difficulties, virtually making it impossible to implement. According to the analysis above, the study puts forth a few suggestions for the Examination Yuan to consider as it continues to fine-tune the relevant provisions. For one thing, specific conditions and circumstances should replace the two-percent threshold rule, while the C-rating as part of the performance appraisal system should be explicitly regulated by law. Also, due process of law should be fulfilled in administering the evaluation process. A concluding point is that the right to commence a proceeding of Administrative Litigation by anyone unsatisfied with a C-rating disposition, be it the first or second time in sequence, should be respected and granted.
\r\n\r\nKeywords: design evaluation, policy recommendation, performance appraisal system, the principle of legal reservation, due process of law
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21871/99c8ad9e-70c9-40c9-b951-497c51b9aca2.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21872", "title": "改進公務人員考績制度的議題探討：公平原則觀點", "內容": "改進公務人員考績制度的議題探討：公平原則觀點
\r\n\r\n張瓊玲
\r\n\r\n《摘要》
\r\n\r\n吏治清明，首重考核正確，績效考核制度若未能彰顯公平原 則，則必將影響公務人力資源的發展與組織士氣。故考績制度的內 容及作法，攸關著公務人力的開發，及人與事配合的適當性。然而，若考核之評定未能體現「公平」、「公正」的道理，則考評亦 將流於形式，不為人尊重。 現行「公務人員考績法」經多次修正、研議，仍因時代之演 變，對公務人員之考核恐有未盡周延之處，進而影響公務人員對考 績公平性的認同。依照考績法規定，考績應本綜覈名實、信賞必罰 之旨，但現行這套考核之程序及方法，運作起來是否真能符合這項 宗旨，作準確客觀之考核，實值吾人探討。從考績的理論看來，考 績有其積極功能亦有其消極功能，然不論考績制度應是著重「行政 性功能」或「發展性功能」，其終極目的在於是否達到「公平」的 效益，讓受考核者不覺得質疑或委屈。因此，公平考核的另一大課題即是：考績指標的訂定與考績的民主參與是否一併受到關注。另外，長久以來所探討的甲等考績設限問題，是否有違公平原則？亦 是一大議題。本文透過文獻資料與考核制度理論的檢視，及歷年來考績等第 的分析，檢討我國現行公務人員考績制度是否能達到「公平考核」的精神？提出研究心得與考績法部分條文修正意見，供政府及各界 參考。
\r\n\r\n[關鍵字]：公平原則、考績制度、考績指標
\r\n\r\nCurrent Issues on Civil Service’s Performance Appraisal System: Equal Principle Perspective
\r\n\r\nChiung-Ling Chang
\r\n\r\nAbstract
\r\n\r\nCorrect appraisal is the first priority of good civil service management. If the performance appraisal system cannot manifest the equal principle, it will impact the development and the morale of government manpower. Thus, the contents and practice of performance appraisal system have a bearing on the development of government manpower and the proper coordination between people and work. If the appraisal does not show “equality” or “fairness”, it will become a paper work and no one will pay attention to it. The current “civil service’s performance appraisal system” has been discussed and revised many times. Due to the changes of time, it cannot cover every aspect of the system and sometimes its effects are not accepted by the civil service. According to the Civil Service Performance Evaluation Act, awards and penalties should both be taken into account when implementing it. Whether the procedure and method of this current system meets the purpose of objectiveness and accurateness is worth exploring. By the theory of performance appraisal system, it has positive and negative functions. It should focus on “management function” or “development function”. Its final goal is to have the benefit of “equality,” the people who are appraised would accept its result without any question or grievance. Thus, another main topic of equal appraisal is to design the performance index and make the whole process more democratic. Another topic is whether setting a limit on the number of government employees given the “first grade” merit violates the equality principle. By using the references data and the theory of the appraisal system together with the performance through the years, we hope to exam the current civil service’s performance appraisal system to meet the spirit of “equal appraisal.” We then provide the research result by suggesting some modifications of the Civil Service Performance Evaluation Act to the government and all those concerned.
\r\n\r\nKeywords: equal principle, performance appraisal system, performance index
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21872/9b5d394c-e52d-4977-99e3-ec7237f1ce55.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4NDYvZWZlMzA0ODQtNjNmZS00ZjdhLTg0ZTUtZTlkZTc4NDg5YTM1LnBkZg%3d%3d&n=MDEyOTEwNTAzODcxLnBkZg%3d%3d", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21846", "title": "《文官制度》季刊-1卷1期_封面", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21846/efe30484-63fe-4f7a-84e5-e9de78489a35.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjIxMDUvYmVhZjhkMGQtMmUwYS00NmY3LWE3NmItMmM0ZjNkZDA1NTdiLnBkZg%3d%3d&n=MzgxNjE1MTQ3NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=22105", "title": "《文官制度》季刊-1卷1期_全文", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/22105/beaf8d0d-2e0a-46f7-a76b-2c4f3dd0557b.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "1", "下載網址": "https://ws.exam.gov.tw/Download.ashx?u=LzAwMS9VcGxvYWQvMS9yZWxmaWxlLzkzMjMvMjE4NDkvMWViODgwNWUtZGUxMS00NzlhLWExMTQtZTAxMzVkZWY1MjlmLnBkZg%3d%3d&n=MDEyOTEwNTM1NzEucGRm", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21849", "title": "《文官制度》季刊-1卷1期_主編的話", "內容": "", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21849/1eb8805e-de11-479a-a114-e0135def529f.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21850", "title": "廉能政府的理論意涵", "內容": "廉能政府的理論意涵
\r\n\r\n林鍾沂、王瑞夆
\r\n\r\n《摘要》
\r\n\r\n我國政府在廉潔與能力上皆面臨嚴重考驗之際，公共服務人員是否兼具道德能力和專業技術能力成為廉能政府得否實現之鎖鑰。因此，本文透過 Bowman 等人所建構的技能三角和Dobel提出的判斷三角來顯示，公共服務人員的核心能力不僅止於專業技術能力，更應廣及道德能力與實踐智慧，而將它們視為廉能政府的核心職能。唯在廉潔的實踐上，勢必會面對多元價值的困境，如何在多元價值之中，建立以公共信任為基本使命的施政藍圖，則是努力的方向。再者，在廉與能若無法兼得之下，其邏輯思考如何？何者在前，何者在後？Kouzes與Posner的實證分析、美國行政倫理守則的內涵、Covey 與Merrill 的信任理論皆揭示了，在「道德能力為本、專業技術能力為輔」的前提下，追求廉能政府的實現較為可行。
\r\n\r\n[關鍵詞]：大眾信任、技能三角、判斷三角、倫理三角、倫理困境
\r\n\r\n\r\n\r\n
Theoretical Implications of a Clean Government
\r\n\r\nChung-Yi Lin, Ruei-Feng Wang
\r\n\r\nAbstract
\r\n\r\nOur government faces serious challenges on maintaining integrity and competence. Public officials who have moral competence and professional skill are the cornerstone of a clean government. For this reason, the core competence of public officials should not confine to professional skill, but extend to moral competence and prudence. According to James S. Bowman et al. viewpoints, the professional edge must contain the skills triangle: technical competencies, leadership competencies, and ethical competencies. Furthermore, while J. Patrick Dobel discussing public integrity, triangle of judgment would compass the legal-institutional model, the personal responsibility model, and the effectiveness or implementation model.
\r\n\r\nHowever, in applying moral competence, we encounter the ethical dilemma. Building public trust in the public service is our direction of governmental operation. But, when integrity and competence are not compatible, which sway first priority in logic of concern is the issue of decision making. Kouzes & Posner’s empirical study, implication of administrative ethical codes in America, and Covey & Merrill’s trust theory imply that the realization of a clean government depends on moral competence at first and then professional skill.
\r\n\r\nKeywords: public trust, skills triangle, judgment triangle, ethical triangle, ethical dilemma
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21850/ef0681e9-0197-4aea-ad73-8a5e543c16cb.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21851", "title": "公務員服務法「旋轉門條款」規範內容之研究", "內容": "公務員服務法「旋轉門條款」規範內容之研究
\r\n\r\n柯三吉、劉宜君、曹瑞泰、張惠堂
\r\n\r\n《摘要》
\r\n\r\n本文旨在探討我國公務員服務法第十四條之一，即所謂「旋轉門條款」規範內容之執行問題。在理論上，本文引用議題網絡理論，強調參與者在公私部門間的網絡進出，使政府得主動引進私部門的專才來協助政府制定政策。從美國、英國、加拿大、新加坡、日本和德國等國公務員法規中旋轉門條款之比較和國內三場座談會的綜合分析，本文對現有條款提出以下政策性建議：（1）應修正為將職務禁止改採特定行為之禁止，（2）應將行政刑罰取消，回歸刑法和遊說法，（3）考試院應設置「獨立審查委員會」，並制定政務官、高級文官和事務官的不同審查許可辦法，（4）離職公務員再任職於營利事業，必須事先經過獨立審查委員會許可，並須定期申報財產。
\r\n\r\n[關鍵詞]：公務員服務法「旋轉門條款」、議題網絡理論、英日事前審查委員會
\r\n\r\n\r\n\r\n
The Study of Revolving Door Regulations in Civil Servants Act
\r\n\r\nSun-Jyi Ke, I-Chu Liu, Ruey-Tai Tsao, Hui-Tang Chang
\r\n\r\nAbstract
\r\n\r\nThe purpose of this article attempts to study the problems of revolving door regulations in Civil Servants Law (CSL). The theoretical framework of this study is based on issue networks theory which describes how to move in and out of the networks between government officials and private sector employees. This is an empirical study that was supported by three seminars in Taiwan and comparative analyses of revolving door regulations in the US., the UK., Japan, Canada and Germany. The conclusions are as follows: (1) The regulations of the prohibition of certain jobs in private sectors should be revised to the prohibition of certain behaviors, (2) Violators should be punished by Criminal Act and Lobby Act, (3) Government should establish an independent committee to conduct prior scrutiny of retirees or people applying for jobs in private sectors.
\r\n\r\nKeywords: revolving door regulations, issue networks theory, UK Scrutiny Committee
\r\n\r\n\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21851/c777034a-9654-4d59-b2cb-cfbdb47d783c.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21852", "title": "如何消除貪污：四種途徑之分析", "內容": "
如何消除貪污：四種途徑之分析
\r\n\r\n王政
\r\n\r\n《摘要》
\r\n\r\n近年來，反貪污已成為一股全球性的運動，本文首先探討貪污的概念、發生原因、及其影響，再以律師途徑、商人途徑、經濟學家途徑、公民途徑等探討消除貪污的具體措施。雖然各國曾採用上述途徑有效降低貪污，但可能必須付出相對的社會成本作為代價，因此，本文建議政府採取符合我國國情的措施改善貪污問題。在律師途徑方面，應檢討現行的法律與制度並落實執法，藉以嚇阻貪污行為；在商人途徑方面，可以提高公務員的士氣和榮譽感，重視其生涯規劃和促進升遷的公平性；在經濟學家途徑方面，政府可經由推動經濟自由化和行政革新減少貪污機會，相關措施包括解除管制、簡化行政流程、運用電子化政府以促進資訊及採購的透明化；在公民途徑方面，應加強公共教育，定期舉辦貪污調查，藉以喚起民眾反貪的意識，並且鼓勵非政府組織共同參與打擊貪污。
\r\n\r\n[關鍵詞]：貪污指數、尋租、扈從關係網絡、裙帶關係、良善治理
\r\n\r\nHow to Eradicate Corruption: The Analysis of Four Approaches
\r\n\r\nCheng Wang
\r\n\r\nAbstract
\r\n\r\nAnti-corruption has become a global trend in recent years. First, this paper discusses the concepts, causes, and consequences of corruption. Then it uses the lawyer’s approach, the businessman’s approach, the economist’s approach, and the citizen’s approach to analyze the measures of corruption eradication. Although other countries have employed these approaches and effectively reduced corruption, their success might be achieved at the expense of social costs. Therefore, this paper advises the government to adopt measures in accordance with the country’s circumstance in controlling corruption. On the lawyer’s approach, the government should review its institutions and laws, and enhance law enforcement to deter corrupt behaviors. On the businessman’s approach, the government can increase public servants’ morale and honor, focus on their career planning, and ensure the fairness of promotion. On the economist’s approach, the government can reduce the opportunities of corruption by conducting economic liberalization and administrative reform. The practical measures include deregulation, the simplification of administrative process, and the promotion of transparency of public information and procurement via e-government. Finally, on the citizen’s approach, the government should devote itself to public education and conduct survey regularly so that the public awareness of corruption can be aroused. It can also encourage non-governmental organizations to participate in fighting against corruption. Keywords: Corruption Perceptions Index (CPI), rent-seeking, patron-client networks, nepotism, good governance
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21852/d409cdd6-5b3e-4182-9ff7-f8dd34d421ed.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21853", "title": "公務倫理思維及其實踐行動的再思考：從人性假定出發", "內容": "公務倫理思維及其實踐行動的再思考：從人性假定出發
\r\n\r\n許立一
\r\n\r\n《摘要》
\r\n\r\n公共行政人員的行動必然受到個人價值和信仰的影響，而合於公 平正義的價值體系正是公務倫理應被填充的內容，此即本文所欲論述 之內涵。本文首先闡述公共行政主流論述─管理主義對於行政人員的 人性假定，進而剖析其導引之公共行政人員倫理思維和實踐行動的限 制。其次根據前述反思，重塑公共行政人員的人性假定。最後，依據 重塑的人性假定，勾勒公共行政人員所應採取的宏觀倫理思維及其實踐行動。
\r\n\r\n[關鍵詞]：公共行政人員、公務倫理、人性假定、主動的—社會的自我
\r\n\r\nRethinking to Discourse of Ethics of Public Service and Ethical Praxis: From the Assumption of Human
\r\n\r\nNature Li-Yi Hsu
\r\n\r\nAbstract
\r\n\r\nThe actions of public administrators are influenced by their values and beliefs. The value systems of justice and social equity, therefore, must be the major content of ethics of public service. Firstly, the author explicates the assumptions of human nature in dominant discourses of public administration that is the so-called managerialism containing determinism and atomism, and further analyzes the limitations. Secondly, this article redefines assumption of human nature about public administrator, and finally constructs the macro vision about ethics of public service and its praxis that public administrators should possess.
\r\n\r\nKeywords: public administrator, ethics of public service, assumption of human nature, active-social self
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21853/7a3d5099-6421-4255-9dbd-31cc6e8f7197.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21854", "title": "從公務倫理觀點重建廉能政府", "內容": "從公務倫理觀點重建廉能政府
\r\n\r\n張哲琛
\r\n\r\n《摘要》
\r\n\r\n無論古今中外，廉能政府向來是人民仰望追求的目標，馬總統於 選前之廉能政策白皮書中即指出八項廉政革新工作，並於當選後積極 推動實踐，以期根除積弊，澄清吏治。本文從營造廉能政府的肇因、 公務倫理之意涵、反貪倡廉的國際性視野，民主課責機制，以及對我 國當前營造廉能政府之作法加以說明，相信在逐步完善我國文官制 度，強化公務倫理內涵後，必能使每一位公務人員面對倫理判斷時， 均能正念分明地作出正確且適當的決定，繼而重建公義廉能政府，為 國家永續發展奠定堅實之基礎。
\r\n\r\n[關鍵詞]：廉能政府、公務倫理、課責、永續發展 邀稿論文。
\r\n\r\nReconstructing a Clean Government: Public Service Ethics Perspectives
\r\n\r\nChe-Shen Chang
\r\n\r\nAbstract
\r\n\r\nNo matter in what countries or what time in history, a clean government is always what citizens desire for. After the presidential campaign, President Ma Ying-jeou actively carried out a clean government reform programs which he proposed in his campaign white paper, hoping to remove long existing abuses and retain civil service disciplines. This article discusses issues including the factors of the establishment of a fair government, the implications of civil service ethics, the international aspects on anti-corruption and the current approaches the ROC government implement to build a fair government. After the civil service system is improved and the concept of ethics is strengthened, we believe that all civil servants will unquestionably make the right decisions whenever they face ethical judgments. A clean government can then be obtained to form a sound foundation for the sustainable development of the country.
\r\n\r\nKeywords: clean government, public service ethics, accountability, sustainable development
\r\n", "相關檔案連結": [ "https://ws.exam.gov.tw/001/Upload/1/relfile/9323/21854/182a5907-db42-4746-8438-d67c01ffb4e8.pdf" ], "相關連結": [], "相關圖片": [], "相關影音": [] }, { "ArticleType": "0", "下載網址": "", "Link": "", "網址": "https://www.exam.gov.tw/News_Content.aspx?n=620&s=21855", "title": "廉能政府與公務倫理之探討", "內容": "廉能政府與公務倫理之探討
\r\n\r\n陳清秀
\r\n\r\n《摘要》
\r\n\r\n馬總統在就職演說明確宣示，新政府重要任務之一就是要樹立廉 能政治的新典範，新政府上台後，「廉能」亦為行政院施政方針之 一，人事行政局本於行政院之人事政策幕僚機關立場，為打造廉能新 公務團隊，協助公務人員對自我角色有正確之認知，從「心」實踐公 務倫理價值規範，隨即蒐集各國立法例（英國、美國、加拿大、日 本、新加坡、波蘭）及「經濟合作發展組織」OECD 會員國之主要倫 理核心價值（概述如本文），經由廣徵建言，全民參與修正公務人員 核心價值，研擬「公務倫理守則」十二則，強化倫理實踐，內容嚴 謹，以突顯當代之公務核心價值。 行政院前頒布之廉政倫理規範主要在於防貪腐部分，而該守則草 案規範內容則比較廣泛，除了防貪之消極性之外，還包括從積極性之 自我升華層面，以增進行政效能，建立優質新公務團隊。本文並針對 下列主題加以論述（一）公務倫理之意涵，除了包括積極追求社會公 道與正義實踐之「主觀責任」外，亦包括符合工作職務規範之「客觀 責任」。（二）公務倫理與廉能政府建立之關係。（三）倫理十二守 則相關實務案例。
\r\n\r\n當一個公務員能力行上述十二守則，並內化為自己之行為修持，時時惕厲自己，廉潔自持，自能成為廉能政府之優質公共服務員，而 博得人民之尊敬與信賴，促使政府施政早日達弊絕風清之境界。
\r\n\r\n[關鍵詞]：廉能政府、OECD會員國、倫理核心價值、公務倫理守 則、廉政倫理規範
\r\n\r\n\r\n\r\n
An Analysis of a Clean Government and Public Service Ethics
\r\n\r\nChing-Hsiou Chen
\r\n\r\nAbstract
\r\n\r\nPresident Ma Ying-jeou in his inaugural address declared that to set a good example of a clean government is one of the most important missions for the new government. To build a new clean civil servant team which not only carries out the policy but also enhances a new self-reflection of individual civil servant is one of the major objectives of the new government. The author collects related data from different countries and briefly summarizes the core ethics values of OECD members in this article. The author also accepts suggestions and invites the participations from all walks of life, moreover, revises the core values of the civil servants and then the CPA enacts the Public Service Ethics, which differs from the Clean Government Act mainly regulating the anti-corruption range. The Public Service Ethics enforces the self-fulfillment for civil servants and aims to build an outstanding team.
\r\n\r\nThis article also points out the following aspects: 1. The content of public administration ethics include the pursuit of social fairness and justice practice (responsibility) as well as the job specification code referred to “duty”. 2. The relationship between Public Service Ethics and building of clean government. 3. The practice of 12-code from Public Service Ethics. The civil servants can carry out the 12-code and internalized within themselves. They should be alerted always. We do hope that the new government shall accomplish the mission--to build a new clean government and each civil servant to become outstanding and to earn the respect and trust of the people.
\r\n\r\nKeywords: a clean government, OECD members, core ethics, public service ethics, the clean government acts
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\r\n\r\n顧慕晴
\r\n\r\n《摘要》
\r\n\r\n貪污防治是古今中外所有國家為防止公共資源浪費，提振行政效 率，激發文官士氣和促進政治穩定的利器之一。然而，貪污犯罪具有 高度的犯罪黑數。因之，如何透過行政體系內部公務人員的檢舉，以 遏止貪污，不失為良策。為了讓公務人員勇於檢舉，就必予以激勵， 使其有強烈動機，採行檢舉之行為。本文擬從增強理論（reinforcement theory）檢視台灣公務人員貪污檢舉的相關法規與制度，探討其現況 與缺失，並提出改進之道，以期對我國政府的肅貪有所啟發。
\r\n\r\n[關鍵詞]：貪污、檢舉、激勵、增強理論
\r\n\r\nA Study of the Enactments of Whistle-Blowing of Civil Service for Anti-Corruption: Reinforcement Theory Approach
\r\n\r\nMuh-Chyng Guh
\r\n\r\nAbstracts
\r\n\r\nMost of the people and governments around the world will agree with the policy that anti-corruption is not only an excellent mean to prevent public funds from wasting, but also a significant method to promote the efficiency in administrative operations, and an important way to advance the legitimacy for the existing regime. However, corruption of the government has a trait of highly dark figure. It means only a small percentage of corruptions are discovered, while most of the corruptions are not known. So, it is very important for a government to encourage civil servants to whistle blow corruption from the inside. However, the critical point for inducing civil servants to expose corruption is if the government offers good and enough rewards to whistle blowers. The second one is if the government provides the sufficient protections to ensure the safety of life and human rights for him/her and their family. The first part of this article intends to analyze the legal enactments for corruption whistle-blowing. The second part attempts to express the defects of these enactments in terms of Reinforcement Theory. The third part recommends some suggestions for the government to reform the legal enactments to strengthen the willingness of civil service to whistle blow corruption in the government.
\r\n\r\nKeywords: corruption, whistle-blowing, motivation, reinforcement theory
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