創意商品的開發一般而言不但要兼顧新奇、效率而且還要面對較高的不確定性、較短的開發期。像工業設計，是一種需要不斷產生產品變異的同時，又要維持一定開發速度與產品風格的開發方式。由於創意商品的生產具有不確定性特徵，即投入產出之間的關係不再是簡單的線性關係，而是非常複雜的多元關係。 過去的產品開發研究，大都未考慮到不確定性問題，某些研究雖考慮到不確定性問題，但是卻沒有兼顧新奇問題的探討，更有一些研究強調過去經驗的重要性，但是進一步將過去經驗納入管理機制中的研究也不多見。由於創意商品開發的特性，有別於過去生產線式的產品開發，若以一般的管理型態並無法完全掌握這些特殊性，且在工業設計對企業的重要性和密切關係與日俱增之下，設計活動似乎有必要加以有效的管理。 基於上述原因，本研究主要是以演化觀點為理論基礎，透過演化因素的探討，並藉由創意產生機制(變異)、評價機制(選擇)與共同知識的結構及存量(保留)，以說明創意產業中知識或創意的變異、選擇與保留之管理，以及這些因素對於創意商品開發績效的影響。簡單地說，整個創意商品的開發過程，可以視為是一個創意元素受演化因素影響，達到改變其商品效果與開發速度的過程。而組織中經理人的角色便在於藉由操控演化影響因素，有意識地管理創意活動過程，進而提高組織生存與發展的機率。 本研究針對國內設計服務業為研究對象，進行問卷調查研究。從結果中發現，首先，在創意產生機制中的平行專案(水平變異)和團隊交換(垂直變異)的目的，前者是藉由加入複數之個人將創意之池擴大；後者是透過團隊交換的方式增加創意碰撞的機會，以擴大創意之池。而由統計分析可知，兩者在一定程度上都有助於擴大創意之池，進而提高產出符合品質要求的設計成果之機率。 其次，在評價機制部分，藉由設計過程中頻繁地查核及多重評價準則的篩選，有助於符合條件的設計創意加速脫穎而出，但是其彼此間的關係並不是單純的線性關係，而是先升後降的倒U型關係。再者，共同知識的精細化程度越高，越能促進創意產生機制中創意發想的開展，而知識存量越高，越能促進評價機制對於開發速度的正向影響。本研究的貢獻，在於補充了產品開發研究中，缺乏處理模糊前端的問題、對於創新與創造力研究，補足缺乏有效管理機制的問題、對於組織內層次演化觀點之研究，提供了可操作性的量化研究、對於設計產業的創意管理提供了初步的解答。 / Generally speaking the development of the creative products should not only give consideration to the novelty, efficiency and face higher uncertainty, shorter life cycle. Like the industry design, it is one kind of development way, while needing to produce the products and make a variation constantly, and also it is need to keep develop speed and products style. Because the production of the creative products has uncertain characteristics, that relation between the input and output is no longer simple linear relations, but very complicated multiple relations. Products developmental research in the past, not mostly considering the uncertain problem, some studies may consider the uncertain problem, but there is not discussion which gives consideration to the novel request, some studies may puts emphasis on the importance of experience even more, but they seldom put the previous experience into the mechanism of management. Because the development characteristic of the creative products, is different from the product development of the production line type, if with the general management type will be unable to completely keep the particularity, and under the circumstances that the industry design, more and more to the importance of enterprises, it need to manage effectively in design activity. As stated above, this research is mainly to regard the evolutionary view as the theoretical foundation, through the discussion of the evolutionary factors, and the mechanism of creative generation (variation), the mechanism of evaluation (selection), and the structure and stock of common knowledge (retention), in order to explain the creative management of variation, selection and retention in creative industry, and the influence of the performance on the creative products in these factors. To put it shortly, Development process of the creative products, it is a creative element that is influenced by the factor of evolution, and change the outcome of the product effect and developing speed. And the manager's role is to enhance the probability that evolutionary process will generate organizational survival and prosperity. This research carries on the questionnaire and makes investigations to design company as the research object at Taiwan. Find from the result, at first, the purpose of the parallel project (horizontal variation) and the team exchange (vertical variation) in the mechanism of creative management, the former expands the pool of idea by joining the plural individual; The latter offers more opportunities that the idea collides by way of team exchange, in order to expand the pool of idea. And can know by statistical analysis, the two both contribute to expanding the pool of idea, and then improve the probability of design achievement that the output accords with the quality request. Secondly, in the evaluation mechanism, the screening of frequently checking and multiple evaluation criterion in the design process, that promote the suitable creative to appear with higher speed, but its relation between each other is not the simple linear relations, but the inverted-U relation. Moreover, when the categorical degree of common knowledge is higher, can promote the expansion of the idea in the mechanism of creative generation, and knowledge is the higher in stock, can promote the influence of the mechanism of evaluation on developing speed. The Contribution of this research, is supplement to study on new product development, which lack the problem of dealing with fuzzy front, study with creativity and innovation, fill the gap which lacks the effective mechanism of management under study creativity and innovation, to the research that the intra-organization evolutionary perspectives, have offered effective quantity studied, offered the preliminary answer to the creative management in design industries.

隨著經濟狀況不景氣，失業率居高不下，社會治安日趨惡化。因此政府不斷進行各種維護治安、掃蕩犯罪組織專案工作，但從各種民意調查資料顯示，民眾對於政府在「治安」、「交通」施政滿意仍然未見上升。警察除了維持治安、疏導交通或處理一般民眾爭端，甚至還需要協助他單位執行公權力。在警力不足的情形下，往往必須犧牲家庭甚至個人身心健康，以貫徹治安使命。繁重的工作、身心健康及家庭生活難以兼顧，但並無相關配套鼓勵措施或者健全的福利制度，使得員警在工作崗位上負擔極大的壓力。部分員警家庭因此破碎，或鋌而走險、甚有自戕及從事違法犯紀之行為，造成警察形象為民眾所詬病的原因。 研究者自警察大學畢業迄今，已從事警察領導職務多年，經常接觸基層執行勤務員警。由於警察任務性質屬於全時及經常處於高度壓力的狀況下，相對地造成員警對於自己所從事的工作，有相當不同的工作意向。尤其警察工作經常於深夜服勤，生活方式日夜顛倒，與家人共處時間短暫，工作上面又臨績效壓力。在此種品質不佳的生活與工作條件下，家庭問題及婚姻生活與工作特性對於員警工作意向影響極大。 為瞭解員警治安意向、職場與家庭意識，本研究採問卷調查法針對治安、職場與家庭三大項目，調查ㄧ三六題次的問題，以確認受試者認為作好哪一項措施，對於治安之維護有重大影響力以及對該項措施的滿意程度。並在進行問卷調查後，再針對所得資料處裡，採取「理想型」之建構模式，進行質化分析。即以多元方法交叉檢視，採取「主─輔設計」方式，以質化的研究為主，以量化方式作為輔助之功能。 本研究發現如下： 壹、治安意向方面：其原因不外為重案緩判，影響治安（本研究發現員警認為法官對於飛車搶案量刑寬鬆，交保容易，再犯率偏高，使警方疲於奔命）；層級偏低，受制於人（警察組織層級偏低未能發揮整體治安決策及協調整合之功能）；升遷無望，難有鬥志（基層員警未能循序晉升至巡官以上職務，因升遷無望，喪失鬥志）；警力不足，裝備破舊（基層警力配置失衡，難以因應民眾需求，警察素質未能有效提升，難以發揮應有效能）；疊床架屋，浪費資源（受理案件表格無法有效整合、簡化。程序繁雜，文書未能有效數位化）；設計不良，品質低落（績效掛帥取向，只管移送不問起訴，案件草草移送，偵辦品質低落）。 貳、職場意識方面：其原因不外為超時工作，休息不足（職務代理制度未能有效落實）；關說干擾，升遷難平（升遷的公平性遭質疑，關說情形的存在，人事主導權遭侵蝕，影響升遷公平）；主管好惡，勞逸不均（往往有工作能力者承辦繁重之業務，資歷較深者承辦功奬多之業務等不公平現象）；工作不滿，投訴無門（大多認為長官會官官相護，將大事化小、小事化無，且對申訴處理人員欠缺信任）。 參、家庭意識方面：其原因不外為工作繁忙，身心俱疲（員警多半因勤務時間過長，休息時間不足）；勤休不定，難得相處（員警認為休假未能正常，不利夫妻溝通，影響家庭和諧）。 本研究建議如下： 其歸結之重點不外為適時修法，速審速決（建議對於該等案件速審速 決，提高交保的條件，從嚴量刑）；提高位階，預算獨立（建議提高 警政署位階，有效整合資源並將預算回歸中央統一編列）；增加警 力，提升裝備（建議增加警力，適當配置至基層單位服務並注重素質 控管）；減少文書、業務，縮短工時（推行E化作業，建構無紙辦公 環境以提高工作效率與效能）；改善評比，檢討績效（減少各項專案， 避免影響正常勤務運作，造成員警彈性疲乏）；升遷公開，勞逸平均 （升遷公開透明，競爭公平，擇優遴選）；建立核心，業務明確（確 立「治安、交通、為民服務」為警察工作核心並致力於主管業務，摒 除協辦業務）；暢通員警申訴管道（定期舉辦員警座談會，傾聽員 警心聲，秉持公平公正，嚴禁秋後算帳）；加強溝通，和樂相處（建 議員警同仁勤餘、休假，多與家人相處，唯有和樂的家庭是專心工作 的基礎）。 / In the advent of economic downturn, in addition to employment rate staying high, maintaining the law and order for the society is getting worse daily. Therefore, the government has been consistently in proceeding to various measures of protecting the law and order as well as conducting projects in fighting back the crime organization. Nevertheless, from various polls indicated that the general populace views on the governmental efforts in “law and order” and “traffic” categories, still remained to be low and needed to be enhanced as result. The police force, no matter whether in maintaining law and order, directing traffic or processing the resolution of disputes for the general public, may need to go out of its way to assist other organizations in executing the authority from the mandate at large. Under the constant lack of police manpower, they must confront the choices of sacrificing the family life, even worse, personal health so as to protect the law and order as demanded. Work loads and personal well-beings in addition to family life are difficult to manage all at the same time. This is a given, still other encouragement measures without proper planning and supports or comprehensive welfare system, these would create tremendous strains on the police forces at work. Portions of the police force member are suffering family breakups, or go-out-on-the-limb, even committing suicides as well as conducting behaviors of breaking the law and order instead, these all are responsible of creating negative images to the general populace. This researcher has been involved with the leadership role at the basic level of police forces since college graduation, with experiences of frequent contact with local law and order enforcement personnel. Since the mission of police force can be attributed as under constant high pressurized situations, relatively speaking, this caused significantly different job orientations for policeman when reviewing the jobs that they occupy. Especially for those police works that require serving throughout night, with upside down lifestyle to say the least, the short and precious moment sharing with the family in addition to facing the job performance stress from work, this is very demanding. As consequence, under conditions of lack of quality in both the lifestyle and work, family problems and marital lives in addition to work characteristics are casting great impacts on policeman in regards to the work preferences. Therefore, to understand the policeman orientation in maintaining law and order, job environment and family consciousness, this research adopted survey query method in regards to law and order, job environment and family as three main items, as well as surveying the 136 questions in the questionnaire, so as to confirm that the recognitions from the persons under survey in regards to which measurement must be carried out as intended, and this measurement does carry great weight in maintaining the law and order in addition to the satisfaction levels for this very specific measurement. Moreover, after the survey is conducted, this research focused on the datum gathered and processed these datum with adopting the constructs of “ideal type” to proceed further qualitative analyses. Then it is inspected and reviewed in crisscross fashion through multi-variable methods, and adopted “Primary-secondary design” approach which is primarily relied upon the qualitative research and supplemented with quantitative approaches as the secondary. The findings of this research are as follow: 1. The aspects of law and order intention: The main causes are more or less centered at the area of slow court process as well as prosecuting the major crimes, which heavily impact the law and order (This research findings indicated that, the policeman acknowledged the judge would sentence the motorcyclist robbing the pedestrians with the least sentencing possible, in addition to easy suspect bailout with crime recommitting rate relatively high. These are all frustrating the policemen in suspect arrests.) Policemen are at the low level status in the organization, and constantly under the constraints imposed by others. (The policeman organization level is rather low in the overall organization chart, and this results with unable to perform the functions of carrying out the law and order policies in addition to coordinating with other departments in integration efforts.) Hopeless in getting promoted, difficult in obtaining the fighting will. (The local policemen can not be promoted through rank and files as high as the patrolling officer. Since it is hopeless in promotion, therefore they all are lack of fighting will as result.); Lack of police manpower, outdated equipments and supplies(The manpower deployment at local level of police force is out of balance, it is difficult to meet the general populace demand, in addition, the police quality can not be effectively enhanced so as to perform as demanded); Overlapping in the sense of organization, waste of resources(Can not effectively integrate, simplify the forms for filing cases. Complex and redundant procedures, the paperwork can not be effectively converted into digital format.); Poor design with low quality demand (Performance driven in a worst sense, only transferring the apprehended and not caring about the prosecution probability. The caseloads are rated as finished when the transferred were processed with low quality in police detection. ) 2. In the aspects of job environment consciousness: And the causes are no exception, like overwork, lack of rest. (The substitute staff system has not been effectively implemented as desired.) Outside interference in human resource decision caused upheavals (The fairness of promotion was questioned, the outside interference still existed. The human resource leadership has been eroded as such which impacted the fairness in promotion); Preferences from the superiors caused unfair assignments. (Often is the case that those with capabilities would have assigned with heavier responsibilities in operation, those with more experience and seniority would be assigned with tasks with more awards and recognitions. These are the phenomenon of unfairness. ); When unsatisfied with the job, there is no channel to vent the frustration of dissatisfaction.(Majority of the superiors would protect themselves which entails with minimizing the effect of not-doing-anything at all. In addition, they do not trust those who processed the petitions.) 3. In the aspect of family consciousness: The causes are almost belonged to heavy work loads, both the mind and body suffer. (The policemen are almost all work too hard with long hours and lack of adequate rest); Irregular work and vacation schedules, it is difficult to get along. (Policemen all acknowledged that, irregular vacation schedule caused husband and wife not be able to communicate, and impacting the harmony of the family.) This research recommends as follow: The summarized focal points can be law and regulation amendments, speedy trials and sentencing.(Recommending the speedy trial and sentencing for these cases, in addition to raise the bailout conditions with heavier sentencing.); Raise the level of status with independent budgeting.(Recommending raise the level of National Police Agency and effectively consolidate the resources in addition to budgeting fallback to central government jurisdiction); Increase police force strength, enhance and upgrade equipments and supplies(Recommending the increase of police force with adequately dispositions down to the local level units in addition to focus on the quality control); Cut down the paperwork, operations with shorter work hours.(Promote ○e operations, construct no-paper work environment so as to elevate work efficiency and effectiveness); Enhance items being criticized and review performance afterwards(Cut down each and every project work load to prevent impact to normal operation which entails with policemen overwork );Bring visibility to promotion and equalize work assignments(Since the promotion has visibility and transparency, the competition would be fair with the best qualified personnel chosen as result);Establish core values with specific operation assignment (Reaffirm “law and order, traffic and serve the people” as the cores for police work in addition to dedication to jurisdiction operations and stopping coordinated operations); Smooth the channels for dissatisfaction petitioning(Conduct scheduled forums for policemen, listen to their concerns with fairness and justice. Absolutely no payback action is allowed.); Enhance communications with pleasant getting-along. (Recommending the policemen spending more time with the family during off hours and vacations. Only the happy and pleasant family life can be the cornerstone for work dedication. )。

一個地方能否創造競爭優勢，從商業科技業發展來看已經不是現在的趨勢，如何讓一個地方具有當地特色、屬於自己的文化創意，才是現今為大家所重視的部分，尤其要端看它吸引人力資本的能力或人才的能力，有人才的地方就更有優勢發展文化創意。在找出文創人才KPI之前，知道哪些地方能夠吸引創意人才和了解地方品質在創意經濟所扮演之角色會更有幫助。 我們先將之前各個國家（香港、歐洲以及亞太文創產業協會）和台灣曾做過的創意城市指標進行比較，並參考Richard Florida的4T以及聯合國的5C，並分析與調查各地文創人才、文創城鄉基盤的需求與實態。「文創人才指標」的構面包括：文創人才基盤、文創人才資本；「文創城鄉基盤指標」的構面包括：文創建設、文創傳承、文創精神、文創政策和文創經費，再藉由專家訪談、德爾菲法調查法發展出最適台灣的「文創人才KPI」和「文創城鄉基盤KPI」，評量各城鄉文創人才、文創城鄉基盤之實力與潛能，以及規劃人才、城鄉基盤育成。

漢語中的「著」是一個使用廣泛的時貌標記詞，對它的語意識解依託于整個漢語動詞時貌分類體系，該體系隨著Peck、Lin & Sun（2013）的研究所做的調整日趨精確與完善，與此相關的各種語言事實也應該得到新的描述與解釋。 因此，本文藉助語料庫豐富的真實語料，通過量化分析與質化分析，並在參考各種已有理論與學說的基礎上，對語料的時貌、「著」的分佈進行概括和描述，發掘導致語言事實的原因，還原影響的過程，預測普遍的規律。 本文認為漢語中決定時貌的基礎與根本是動詞的時貌類型，對於時貌標記「著」而言，未完成性與持續性是它能夠與狀態、活動、短促、開放量度動詞搭配的原因，同時，由於語言內部的互動與關聯，句子的每個成分與句子的整體句式都以不同程度和方式影響時貌，本文也做了詳細的分析和討論。 / Zhe plays a significant role in aspectual classification of Mandarin Chinese Verbs as an aspect marker. After Peck, Lin & Sun (2013) introduced Scale as an aspectual attribute into the classification; it brings us new perspectives and knowledge. Moreover, new interpretations of aspect and performance of Zhe are needed. We base our study on corpus. Corpus with its abundant data provides us a more efficient and scientific way to do research. We describe performance of aspect and its marker Zhe on the basis of our observation and previous theories. We also explore the reasons and rules behind language facts. Our research shows that Zhe usually co-occur with four verb’s categories: state, activity, semelfactive and open-scale verbs, due to its imperfectivity and durativity. For influence from sentence elements, the thesis also provides analysis and conclusion.

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二次大戰以來，意見交流普遍的受到管理界的重視。美國管理協會的總裁Lawrance A. Appley首先揭露了意見交流在管理上的重要性，他說：「很特殊的的，有效的意見交流乃是管理者完成其工作的途徑。我們可以毫不含糊的說，良好的管理者即良好的溝通者，不良的管理者即不良的溝通者」。 意見交流之受重視係基於下列的理由： 第一、現代的政府機關和事業組織日益龐大，地理的遼闊和層級的增加，上下員工之間的意見交流形成了管理上的重要問題。 第二、行政上的經濟與效率要求。從經濟觀點而言，現代的公司許多金錢上的浪費皆由於不良的意見交流所致。根據美國國際編輯人協會的估計，管理人員每年耗費一一二、○○○、○○○美元之巨，用以印刷刊物來影響工作人員、股東及消費者。次從效率的觀點而言，任一機關，除實作人員而外，所有管理者的活動，有百分之七十用之於意見交流上。 機關中意見交流是每個組織份子的責任。然而身為主管者更負有開啟與引導的主要責任。如巴納德所說的，主管的首要任務在發展並維持有效的溝通系統。機關中意見交流的良窳，關係著員工的工作效率與士氣。因此管理者莫不以改善機關的意見交流為職志。而欲改善機關之意見交流必先了解該機關之溝通問題所在，亦即要找出所以阻礙意見交流之因素，然後針對障礙之因素，而設法予以克服或解決。本文之研究，即根據此旨趣和途徑。 本文共分五章，約七萬言。 第一章緒論。首先確定「員工」的範圍，其次解釋員工意見交流的意義，分析意見交流歷程中的影響因素，最後論述意見交流在組織管理上的重要性。 第二章係就組織結構的觀點，說明員工意見交流的諸種型態，包括下向溝通、上向溝通、平行溝通、指揮與幕僚人員的溝通，以及非正式溝通。從此溝通型態，我們發現員工各階層接觸的情形，以及接觸時所發生的溝通困難。 第三章分析組織中員工意見交流的障礙因素。這些障礙因素，可以分別為人員個別心理的差異，組織的心理氣氛和機械性的障礙。 第四章，我們針對著意見意見交流的障礙或問題，提出克服或解決的途徑。在此，我們特別強調首長之領導，員工需求之滿足，主管感受能力之培養，員工參與之實施，以及健全組織結構，舉辦態度調查等。 第五章結論，檢討我國行政機關所存在的意見交流問題，並建議解決辦法。 「讀書用時方恨少，事非經過不知難」。筆者對此論文，雖然全力以赴，從搜集資料以至完成，至少花費整整一年光陰，但至最後完成，仍難盡己意。不過，經由此次經驗，對於研究之方法，亦得到進一步的學習，則為最大收獲。 本論文之完成，承蒙徐師立德於公務百忙之中，勉強撥冗，逐章批閱。又於撰寫期間，蒙獲雷師飛龍，多次之鼓勵，和提供寶貴資料。謹此特申最大的謝意。同時亦感謝三年來在研究所教導我的諸位老師。

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宋朝的歷史，以「靖康之難」為分界，將其分為南、北宋二代。高宗是南宋嗣統皇帝，肩負著承先啟後，延續宋室命脈的重責大任，素有「中興君主」之稱。在中興的世代中，凝聚家國意識是首要的課題，藉以生聚教訓；藉以救亡圖存。對文學的發展來說「文變染乎世情，興廢繫乎時序」，說明了「文變」與「世情」的關係，在宋高宗朝自然生成世變中的文學旋律。 在家國意識的界說上，包含了空間的觀念、倫理的定位與權利義務的關係等三方面。影響的因素則有，地理環境、政治環境與文化環境等，三者環環相扣，循環相因。 本論文收錄詩作六四二首，高宗朝詩人一一四位，相關詩歌的題材，概可分為政治社會、空間地域、民族文化等三類，各類詩歌中又分為若干子目，詳加探討。在作者方面，概略區分為時間分期、籍貫區分與政治態度等三個面向，對作者的生平事蹟、文學創作、藝術風格的轉變作進一步討論。 關於宋高宗朝詩歌中家國意識的意涵，綜論為「中原夢斷的痛苦」和「士不遇合的悲鳴」兩個主題。詩歌中的愛國精神以「捨生報國」與「忠君思想」為主；在詩壇上，呈現了「江西詩風丕變」與「遺民詩歌的先聲」的特色與影響。 有人稱「宋代是我們的鏡子」，以文學作品與時代精神相互驗證，感受先烈先賢犧牲奉獻的精神，體認文學中愛國的光芒。宋詩教人體會深刻，更值得吾人探索玩味，學習借鏡。

如何激發團隊創新的能力，是台灣目前的產業發展方向，而一直以來，許多的研究都認為團隊創意的產生過程是雜亂無章的，本研究試圖經由對於個案訪談與觀察，來了解並釐清團隊的創新與創造過程，並進一步研究分析，在組織與個人的層面上，有利於團隊創新的因素為何，以期對於未來的創新團隊有所貢獻。 台灣目前的產業走向強調內容(Content)之重要性，在娛樂經濟大未來終究有提到，娛樂產業是未來唯一可以有高成長的產業，在台灣邁向已開發國家的階段時，對於內容產業的發展與重視也將不斷的升高，可望成為下一波的產業發展趨勢；因此，本研究以目前的台灣所提倡的文化創意產業為例，研究表演藝術產業的戲劇團體之創新與創意發展過程，以期瞭解在過程中組織、領導者與團隊成員所扮演的角色，進一步並研究如何管理與激發組織與創意，以有效的讓團隊成員貢獻期能力，以達到團隊創新的多元性與綜效。 本研究主要以Leonard(1999)的創意過程理論以及Mintzberg(2000)的組織理論，來分析創新團隊的創造過程，以國內六個知名現代劇團為例，透過個案訪談的方式來深入分析團隊的創新過程。 根據本研究的觀察與分析，發現團隊創新有以下的特質，在過程中，領導者與組織文化也會對於創新的方向造成影響。經過本研究的分析與觀察，來自於團隊創新過程與組織中的啟發如下： 1.創新型組織的團隊中，較容易產生多元價值，有助於團隊的創新產生，且更容易在變動的環境下生存。 2.厚基的領域知識是團隊創新的基礎。而團隊多元價值的發揮有賴於團隊中信任與熟悉度的建立。 3.具有多種領域專長的A型領導人，有助於團隊創新的產生與溝通，較容易領導出結合兩種領域的開創性作品。 4.創意產生過程中，知識權與決策權的結合有助於創意的產生。 5.時間壓力不利於創新準備期，卻有利於創新的開展與整合階段。 本研究是以一個團隊管理的角度來研究創意的產生，以管理的觀點來研究創意的產生，使管理學界對於創意的產生能有更多的認識，進而發展更有效的激發團隊創意的要素，以期對於目前的創新團隊能夠有所貢獻。 / Group creativity and innovation are the great topic of management. How to manage the group and lead more ideas? It’s a challenge for manager. This study tries to figure out the process of innovation and creativity. Because of the focus of content industry in Taiwan, this study picks six famous performance groups to do the research. Also want to figure out the process of innovation in the performance group and find the effect way to manage the group innovation. This research is based on two major theories: the creativity process theory of Leonard(1999) and the organization theory of Mintzberg(2000). Based on these two theories and the case study, the conclusion comes out as following: 1.Innovation organization will lead to variety value and ideas inside the group and make organization stand out during the keen competence environment. 2.Strong field knowledge is the base of group innovation. Trust between the group members will create variety value and ideas within the organization. 3.The group with variety skills leader makes revolution and innovation easier inside the organization. 4.During the creativity process, combination of decision power and knowledge power makes group member contributing their knowledge to organization. 5.Time pressure makes development and integration step of innovation more efficient, but hurt the creativity process during the idea prepared step.

憲法第八十五條：「公務人員之選拔，應實行公開競爭之考試制度，…非經考試及格者，不得任用。」同法八十六條：「左列資格，應經考試院依法考選銓定之：一、公務人員任用資格二、專門職業及技術人員執業資格。」另依據考選部組織法第一條規定：「本部掌理全國考選行政事宜，舉凡考選政策、制度、法規之規劃及研議，公務人員高普初等考試、特種考試、升等升資考試；專門職業及技術人員高普考試、特種考試及檢覈筆試；公職候選人資格檢覈；檢定考試等，均屬本部業務職掌範圍。」由上可知考選部職權主要負責文官考選，為維持文官考選公平、公正性，考選部員工對每一種國家考試之舉辦，都為戰戰兢競，不容絲毫疏失，而國內對辦理文官考選之考選部組織及運作，瞭解十分有限，對考選部員工認識與了解之相關研究，付諸闕如，此為研究動機之一。 人群關係學派相信員工工作滿意（Job Satisfaction）越高，自然有較高工作表現，而考選部員工工作滿意如何?國內研究對考選部員工對工作滿意這個議題沒有太大著墨，此為研究動機之二。 提昇員工作士氣（Morale），是今日公私部門所共同關心的課題，考選部員工士氣如何？此為研究動機之三。 考選部員工工作滿意與員工士氣是否具有關係，是否真的較滿意員工會有較高的士氣，還是說工作滿意與員工不具有顯著關係，此為本研究第四項研究動機。 本研究乃是探討考選部員工工作滿意與士氣之關係，其主要目的為： 1.檢視驗證不同背景員工，其工作滿意及工作士氣是否具有顯著差異。 2.瞭解考選部員工工作滿意與士氣間的關係。 3.基於研究發現，提出增進考選部員工工作滿意與士氣的建議。 本研究章節安排為：第一章：緒論。介紹本文之研究動機與目的、研究方法與流程，並闡明研究範圍及限制。第二章：文獻探討。本章首先闡述工作滿意理論、次述員工士氣理論等相關理論，並摘錄分析國內對工作滿意、員工士氣理論相關研究文獻，據以建立分析架構，俾釐清本研究各章節聯結關係。第三章：考選部組織概況。本章探討考選部組織及職掌、辦理考試試務流程及人力結構等。第四章：研究設計。本章係敘述本研究之研究架構、變數操作性定義、研究假設、研究問卷設計及資料分析工具。第五章：研究資料分析。本章主要針對問卷調查所得資料加以分析、以了解員工不同個人背景變項對工作滿意之影響、員工不同個人背景變項對員工士氣之影響、工作滿意與員工士氣之關係，並對先前假設進行驗證。第六章：結論。本章係將第五章之研究結果，提出本論文研究發現，進而提出實務及後續建議，最後並總結研究結果，以供未來各界研究者參酌。採用之研究方法（資料蒐集方法）主要有四：一為文獻探討法，二為問卷調查法，三、實地觀察法，四、深度訪談法。 經由實證之研究結果，其研究發現如下， 一、不同個人背景變項之員工其工作滿意差異： 1.性別：不同性別考選部員工，對工作滿意變項看法，有顯著差異，且女性高於男性，其原因為女性多喜歡安定平穩的工作環境，所以工作滿意較高。 2.年齡：不同年齡間，對工作滿意變項看法，無顯著差異。 3.婚姻狀況：不同婚姻狀況考選部員工，對工作滿意變項看法，有顯著差異，且已婚高於未婚，其原因為已婚人員若家庭幸福會影響一個人心理狀態偏向樂觀、愉悅，已婚者工作滿意高於未婚者。 4.教育程度：不同教育程度間，對工作滿意變項看法，無顯著差異。 5.部門：不同部門考選部員工，對工作滿意變項看法，有顯著差異，且業務單位高於幕僚單位。 6.職等：不同職等間，對工作滿意變項看法，有顯著差異，作事後比較，簡任職組與薦任職組有顯著差異，且簡任職組高於薦任職組，其原因為高職等人員掌握資源，且對業務熟悉度高，工作滿意高。 7.到部年資：不同到部年資間，對工作滿意變項看法，無顯著差異。 二、不同個人背景變項之員工其士氣顯著差異 1.性別：不同性別考選部員工，對工作士氣變項看法，有顯著差異，且女性高於男性。 2.年齡：不同年齡間，對工作士氣變項看法，無顯著差異。 3.婚姻狀況：不同婚姻狀況考選部員工，對工作士氣變項看法，有顯著差異，且已婚高於未婚。 4.教育程度：不同教育程度間，對工作士氣變項看法，無顯著差異。 5.部門：不同部門考選部員工，對工作士氣變項看法，有顯著差異，且業務單位高於幕僚單位。 6.職等：不同職等間，對工作滿意士氣看法，無顯著差異。 7.到部年資：不同到部年資間，對工作士氣變項看法，無顯著差異。 三、員工工作滿意與士氣正相關。 工作滿意與工作士氣之間有關係存在，其關係程低度正相關。工作士氣與工作滿意四個因素皆有正相關，工作士氣與工作滿意之主管督導達中度相關，其它為極弱相關。管理者必須依員工特性及組織現況提昇員工工作滿意度，才能使員工具有高昂士氣。 四、深度訪談結果分析 1.考選部員工在工作上對主管督導最為滿意，而在升遷方面最不滿意，此結果與問卷次數分配情形相符，可能原因為主管對部屬均能善進盡指導之責，所以員工均對主管督導表示滿意，升遷方面最不滿意可能原因為考選部一級主管大都四五十歲，使得中階層主管升遷管道受阻，相對的基層人員升遷機會渺茫工作滿意低。 2.考選部員工大都認為工作滿意與士氣關係為相互影響，工作滿意高自然工作士氣就高，其中主管督導影響最大，改善之道為主管授權、充實專業知識及技能及試務流程簡化，此情形也與問卷相關分析結果相符。其可能原因為員工認為能與主管相處融恰，工作進行會更順利，工作滿意高自然工作士氣就高。 3.考選部員工對機關人員本身條件均表示會影響工作滿意情形，其中性別、部門、婚姻狀況影響最大，此點與問卷獨立T檢定結果相符，其可能原因為女性員工較求安定，不喜變動，所以滿意度較高，而考選部工作較呆板、需耐煩，所以男性員工滿意度較低；業務單位因辦理考試有較多表現機會，升遷機會亦多，所以滿意度高於幕僚單位；已婚者較求穩定，其工作滿意度高於未婚者。 4.考選部員工對機關人員本身條件均表示會影響工作士氣情形，其中性別、部門、婚姻狀況影響最大，此點與問卷獨立T檢定結果相符，其可能原因為女性員工較求安定，不喜變動，所以士氣較高，而考選部工作較呆板、需耐煩，所以男性員工士氣較低；業務單位因辦理考試有較多表現機會，升遷機會亦多，所以士氣高於幕僚單位；已婚者較求穩定，其工作士氣高於未婚者。 經由以上研究發現，提供考選部改善員工工作滿意與工作士氣建議。