本文即擬對抗戰時期專賣事業的實施過程，及其與國家財政之關係，加以探討分析。由於專賣屬獨占事業， 國內外史學界研究此一課題的文章極少，相關史料亦多未刊行，故本文撰寫時引用之參考資料， 以檔案為主。計有：國史館典藏之國民政府檔案、財政部檔案； 中央研究院近代史研究所典藏之鹽務檔案；中國南京第二歷史檔案館典藏之財政部檔案、火柴專賣公司檔案、菸類專賣局檔案、專賣事業管理局檔案等。 另輔以已整編刊行之史料、中外文著作等。全文除緒論和結論外，共分七章，其主要內容如下：第一章緒論：論述專賣事業在中國發展的過程 ，及目前國內外研究此一課題之成果、研究方法、問題徵結所在。第二章戰時專賣事業實施背景：以戰時財政赤字與通貨膨脹 、戰時統制政策的形成為主題 ，論述抗戰時期專賣事業實施之背景。第三章戰時專賣事業之籌辦： 論述戰時專賣事業之規畫、制訂與推行的過程。第四章火柴與菸類專賣之產製運銷： 分二節，敘述火柴及菸類專賣之實施，係採用「局部專賣制」，由民間產製後，再經由專賣機構 「統購統銷」。第五章食糖與鹽專賣之產製運銷：論述戰時食糖專賣之產銷制度 ，亦採「民產－民製－官收－民銷」之局部專賣制。 鹽專賣方面，由於實施專賣之前，政府已實施「官收－官運」制度， 為專賣奠定基礎，故各專賣品中，鹽專賣之產銷制度最健全。第六章各專賣物品之專賣價格與特徵：專賣價格合理與否 ，為專賣物品能否順利產銷關鍵， 戰時各專賣品之專賣價格由「專賣品成本＋專賣利益＋商人之合法利潤」決定，但因各專賣物品多屬民生消費品， 為顧及人民生計起見，其價格多較一般市價為低。第七章專賣與緝私：凡未依專賣法規定而擅自產製運銷者 ，即屬走私行為，應予以查緝。戰時專賣物品之走私案件 ，除不法商人圖謀私利外，專賣事業人員從中營私舞弊亦時有所聞。第八章專賣之成效與評估： 論述專賣事業之專賣利益與戰時財政關係，及其對國家社會之影響 ，從而了解戰時專賣事業實施之成效與得失。第九章結論：戰時專賣事業實施雖僅四年 ，卻充分顯現統制經濟特色，而專賣利益亦有助於財政收入。

台灣電腦週邊設備製造業的發展，一直以來與 PC 產業發展具有高度關聯性。本產業大約從1980 年代開始，國內廠商大多以代工模式興起。自1990 年起，產業進入快速成長階段，產能規模持續成長，台灣亦成為電腦週邊設備的製造重鎮。而近年來隨著科技產業的蓬勃發展，電腦週邊設備更是越來越複雜，產品種類不僅繁多、汰換率高且產品生命週期日趨縮短。再加上產業集中化與微利化的情形下，彼此之間的競爭更是激烈。 本論文研究是以台灣電腦週邊設備製造領導廠商G公司為個案，研究其將近三十年之行銷實務經驗，以提供未來台灣新創中小事業行銷組合策略之參考依據。在藉由本次行銷組合策略的分析過程中，讓我們更加了解電腦週邊設備製造業的現況及未來發展趨勢，以及如何面對產業的快速變化和不確定性。 文中是以訪談G公司經營高層，以及蒐集其他相關文件資料的方式，來探討國內電腦週邊設備製造商行銷組合策略，並將所獲得之成果進行衡量，其中研究之影響變數有市場區隔、目標市場、市場定位、產品定位、研發創新能力、行銷通路布建等等。透過本個案研究之結果，提供下列數點建議，以供台灣新創中小事業之借鏡： 1.透過明確的市場區隔，可穩定成長並避免與市場既有廠商競爭及攻擊。 2.要能掌握通路布局並與經銷商保持良好關係。 3.妥善運用區域彈性定價，以保持公司競爭強度及獲利。 4.發展品牌，以避免落入價格競爭。 5.技術領先與創新產品，保持公司競爭力。 6.積極參與國內、外產品展，藉以快速打開知名度。 關鍵字：新創事業，市場區隔，行銷組合策略。 / In Taiwan, computer peripheral equipment manufacturing industry has been highly associated with the PC industry. About the industry from the 1980s began, most domestic manufacturers rise to the OEM model. Since 1990, the industry entered a rapid growth stage, the capacity continued to grow; Taiwan has become the manufacturing center for computer peripherals. In recent years, the rapid development of the technology industry, computer peripheral equipment is more complex, not only the range of product categories, replacement rate and increasingly shorter product life cycles. Coupled with industry concentration and the case of shrinking profit margins, more competition between them is intense. This thesis is based on Taiwan's leading computer peripheral equipment G Co., as a case study of marketing practices for nearly three decades of experience, to provide for Taiwan's future small new ventures marketing mix strategy of reference. By this time in the marketing mix strategy analysis process, our understanding of computer peripheral equipment manufacturing industry development status and future trends, and how to deal with the rapid industry change and uncertainty. The article is based on interviews with the senior management of G co., and to collect other relevant documents, to explore the domestic manufacturer of computer peripherals marketing mix strategies, and measure the results obtained, which studies the impact of variables there is market segmentation, target market, market positioning, product positioning, R & D innovation, marketing channels, and so on. Through the case study results, the following points provide suggestions for the new ventures: 1.Through the market segmentation, we can stable growth and to avoid competition with existing companies and the victims of its attacks. 2.We should be able to master channel and maintain good relations with retailers. 3.Good use of flexible pricing strategy to maintain ours competitive and profitability. 4.To develop the brand in order to avoid falling into the price competition. 5.Technological leadership and innovative products, to keep the competitiveness of company. 6.Involved in domestic and international electronics show, in order to build brand awareness quickly. Keywords: New Ventures, market segmentation, marketing mix strategies.

University of Macau / Faculty of Education

University of Macau / Faculty of Education

University of Macau / Faculty of Education

University of Macau / Faculty of Education

台灣與歷史建築相關的討論開始於古蹟的專業保存，由1978年因都市計畫拓寬拆除的「林安泰古厝保存事件」以及官方1981年《文化資產保存法》的制訂與頒佈，至此傳統建築的保存有了上制度的支持。 1982~1994年之間對於古蹟的態度處於上對下的保存與修護時期；主導者為政府，採取凍結式的修護管制方法。此時，公有產權下的古蹟大多以延續原有使用方式或以展示為主，這些使用模式都是〝再利用〞發展的前端，另一方面關於私有產權下的古蹟，則囿於民眾對於古蹟保存觀念不了解並無太大發展。 1994年之後，學界對於古蹟（歷史建築）保存理論的研究逐漸開始發酵，加上許多醞釀已久的保存團體發起了老街保存推動事件；這些除了顯示出民間單位越發增加的保存共識外，亦可發現民間對於歷史建築的觀念由以往政府倡導的凍結式轉向多元再利用。 本研究主要在於探討「歷史建築再利用」之創新商業模式，利用Gary Hamel於啟動革命一書中所提出的四大要素作為分析項目，得到的發現如下：1.歷史建築再利用之創新事業模式中，「經營者」與歷史建築本身之『策略性資產』關連性強者，可讓事業本體的『核心策略』有效運用其『策略性資源』。2.歷史建築再利用之『價值網絡』若有效發揮，則為有助於本身『策略性資源』累積。3.歷史建築再利用與原建築用途二者之鍊結度強者，可較有效使用其『策略性資源』。4. 歷史建築再利用在事業模式中的『策略性資源』項目，並非如傳統認為的僅有〝建築〞部分，另外有著許多〝軟性意涵〞的項目；例如她本身所具有的歷史意義、地理意義、人文思維…等等。而這些唯有透過其『價值網絡』與『顧客介面』才可充分發揮。5. 以〝再利用〞為目標之歷史建築其重點在於〝與人的互動〞，否則將淪為單純的古建築保存。

科技的變遷常因新產品或新服務的出現，創造出全新的商業機會及市場，因此容易吸引創業家的加入。此階段通常代表產業位於萌芽期或新興期，是新事業較有機會成功的時期。不過，因預期市場的成長性高，相對來說競爭的對象也非常多。新事業必須發展出獨特的競爭優勢，才能在這樣的環境中存活下來。 　　競爭優勢源自企業的核心能耐，為組織日積月累的成果。視企業的性質而定，核心能耐可自企業的核心資源或智慧資本中發掘而出。目前國內研究與核心能耐相關的文獻，多集中在從現有企業的核心資源中辨識出特定產業的核心能耐；較少有文獻探討核心能耐的形成過程，及其是否受創業時期的管理工作所影響。 　　因此，為探討新事業的創業管理與其核心能耐間的關聯性，本研究希望藉由研究結果回答三點研究問題：(1) 創業家在創業階段應注意哪些管理上的事項？(2) 新事業的核心能耐如何發展而得？(3) 創業家的創業管理決策是否影響新事業核心能耐的形成？ 　　本研究以一家IC設計公司–群聯電子，作為研究訪談的個案，從收集到的次級資料及個案訪談的資料中，先試著整理出個案在創業階段的管理歷程，之後再調查個案在新事業各成長階段的智慧資本累積狀況並從中辨識出個案的核心能耐，最後則分析個案在創業階段的管理決策與其核心能耐形成過程的脈絡。從個案研究的結果得到初步的結論如下： 1.創業家需以階段性的方式思考新事業在各個階段的目標及所需的資源，並針對各階段的需求調整作法。 2.新事業的各種智慧資本會互相影響彼此的累積，創業家需注意智慧資本的平衡發展才能建構出最佳的競爭優勢。 3.創業家在創業階段的管理決策會影響新事業智慧資本的發展，進而影響累積出的核心能耐。 / Technological changes often generate new products or services, and create new business opportunities and markets that attract entrepreneurs. This phenomenon tends to occur at the budding or emerging stage of an industry, where new ventures have a better chance to survive. Since the market has potential high growth, one can expect there would be many contestants competing in it. New ventures must develop a sustaining competitive advantage to succeed in such a perilous environment. For a company, its competitive advantages normally come from its core competences, which were accumulated over time. Depending on the nature of the company, its core competence could be developed from its core resources or intellectual capitals. Studies on core competence conducted by local researchers mostly focused on identifying the core competence of a particular industry, based on the existing core resources of well-established companies. So far, no study had been found that explored the relevance of a company’s core competence formation and its management processes during the start-up stage. In order to understand if the managerial decisions undertaken during start-up stage have any effect on a company’s core competence accumulated, we’d like to use our research results to answer the following 3 questions: (1) What are the key management guidelines an entrepreneur should pay attentions to during the start-up stage of a new venture? (2) How are the core competences developed by a new venture? (3) If the decisions made by an entrepreneur during the start-up stage have any effect on the core competences a new venture develops? In this study, we chose an IC design house – Phison Electronics, as our study case. From the case interview and secondary data collected, we tried to reproduce the management processes in Phison’s start-up stage; then identified the core competences accumulated from the intellectual capitals in each growth stage; finally, by inspecting the results summarized above, we would determine if the core competences of Phison could be traced back to its managerial decisions made at start-up stage. Our preliminary conclusions are as follows: 1.The entrepreneurs need to think stage-wise of their new ventures, and define the corporate goals and resources required for each stage of growth, then make adjustments accordingly. 2.Different aspects of a new venture’s intellectual capitals would influence each other’s developments. Entrepreneurs need to maintain a balanced intellectual capital composition within the company to facilitate the formation of the new venture’s competitive advantage. 3.The management decisions entrepreneurs made in start-up stage would affect the development of intellectual capitals in later stages, thereby affecting the accumulation of core competences.

當企業面臨內部的規模與範疇擴張及外部的市場需求轉變時，在本業中的成長機會將日漸減少。因此，如何透過開創新事業來回應這些挑戰，往往是企業成長的重要課題。在推動新事業的過程中，如何調整組織架構，並從中萃取出深層的動態能力，以因應後續一波波的環境考驗、持續運用於下一個新事業，更是企業存亡的關鍵。然而，新事業的外部力量、內部變革、及動態能力形成的連結並未被過往研究有效建立。有鑑於此，本研究以明基材料為主軸，探討企業如何在引入外部合作下建構動態能力，並持續演進以因應外部挑戰。 明基材料由光碟事業起家，回應明基友達集團的面板原料需求，而發展偏光片事業。建立起深厚的技術與人才布局後，明基材歷經了偏光片的跌價趨勢及材質瓶頸，進而在金融海嘯後投入成長穩定的生醫產業。在生醫事業中所建構的堅實品牌與通路，更成為明基材後續投入隱形眼鏡事業的動能與後盾、進軍全球市場。本研究依光碟、偏光片、生醫、及隱形眼鏡四大階段作為產業及事業探討的架構，以解構出中每個新事業發展事件背後蘊藏的動態能力基礎。 本研究發現：在導入外部合作模式的情形下，動態能力的養成更能突破內部創新的限制及盲點。在引入垂直或水平的外部力量後，更須將力量挹注到組織內部，在結構、技術、任務、或人員等構面產生變革，方能進一步產生市場預測、技術製程、人才匯流、通路後勤、品牌行銷、及技術互補能力等六大動態能力。在早期的光碟及偏光片事業中，明基材倚重集團的垂直支援，養成了技術製程、技術互補、與人才能力，強調內部定位並掌握動、靜態程序，具有高度路徑相依性。於近期的生醫及隱形眼鏡事業中，明基材則更重視異業水平合作，更完整了品牌行銷、通路後勤、與市場預測能力，著重外部定位並協調動、靜態程序，更彈性掌握技術機會。透過動態能力在定位、程序、及路徑的持續演進，企業方能一次次化解產業危機，在新事業中穩健發展、開創新局。 / When confronted with internal expansion of scale and scope as well as external alteration of market demands, enterprises are bound to face fewer and fewer opportunities of growth in their original businesses. Hence, how to cultivate new businesses in reply to these challenges is usually a crucial issue for enterprise growth. In the process of new business development, the survival of the enterprise lies in the way of modulating organizational framework and extracting profound, dynamic capabilities therein to tackle subsequent environmental trials as well as to exert them on the next new business. Nonetheless, the connection among external strengths, internal organizational transformations, and the formulation of dynamic capabilities wasn’t effectively established in prior research. Accordingly, this study is rooted upon the case study of BenQ Materials Corp. in the aim of looking into how enterprises incorporate external collaborations to construct their dynamic capabilities, which can constantly evolve to cater to external challenges. BenQ Materials was initiated as a disc manufacturer, while differentiating into the polarizer business in response to the demand for panels of the BenQ Group. While establishing solid technical and personnel allocations, BenQ Materials underwent the price-declining trend and bottlenecks in textures, which make it in turn resort to the steadily growing biomedical industry after the financial tsunami. The robust channels and brands built in the biomedical business not only served as the backing and momentum, but further steering BenQ Materials into the contact lens industry and global markets. This thesis classifies both the industry and business analysis into four categories: discs, polarizers, biomedicine, and contact lens, which helps dissect every new business incident, excavate the foundation of dynamic capabilities behind. Throughout the research, this study reveals that under the introduction of external collaborations, the formulation of dynamic capabilities can further break though the blind spots and limits from internal innovations. After importing vertical or horizontal external forces, enterprises should then translate the external forces into internal organization changes in the aspects of the structure, techniques, tasks, and personnel, giving rise to the six dynamic capabilities: market predicting, technique procedural, talent streaming, channel logistical, brand marketing, and technique complementary capability. In the disc and polarizer business, BenQ Materials depended heavily on the vertical support from the BenQ Group and generated the technique procedural, technique complementary, and talent streaming capability, laying emphasis on internal positioning, dynamic and static processes, and high-level path dependency. While in biomedical and contact lens business, BenQ Materials further treasured inter-industry horizontal cooperation, from which the brand marketing, channel logistical, and more comprehensive market predicting capability were nurtured, valuing external positioning, dynamic and static processes coordinating, and elastic technological opportunity managing. The consecutive evolution of dynamic capabilities on positions, processes, and paths not only facilitates enterprises to get through industry crises time after time, but fuels new businesses’ sturdy growth and innovation.

工作中，我們常常可以發現主管與員工對於工作上有著不同的看法，這些差異不僅會影響主管與員工之間的關係，同時也會對組織績效產生影響，為重視職務角色對於公司績效衡量認知差異的影響，並增加衡量指標的多元面向，本研究期藉由導入平衡計分卡的概念，兼顧組織績效評估的均衡性。爰此，以平衡計分卡之四項構面探討職務角色對於港務公司主觀績效指標之認知差異，輔以績效指標之重要性-滿意度分析，針對各構面的指標進行剖析。 本研究以臺灣港務公司高雄港務分公司員工為填答對象，依照人員資位進行抽樣，總計發出350份問卷，共回收290份問卷，有效回收率為83%。採用量化分析方式，以LISREL進行量表之驗證性因素分析，並採用T檢定、單因子變異數分析(ANOVA)與重要性-滿意度分析(IPA)驗證各研究假設。 根據實證分析結果，本研究獲致以下四項主要結論：(1)擔任主管員工於知覺績效指標重要性認知程度高於非主管員工；(2)擔任主管員工知覺實際實施表現感受之滿意度高於非主管員工；(3)知覺績效指標重要程度與實際實施表現感受之滿意度有顯著相關；(4)不同職務角色知覺績效指標重要程度與實際實施表現感受之滿意度有差異。 本研究提出管理建議如下：於組織面可朝向(1)暢通決策管道與資訊透明化、(2)促進交流與溝通的開放、(3)朝向創新與彈性的制度設計、(4)改進人事制度、(5)檢討績效考評制度及(6)鼓勵單位間的相互合作；於員工層面應關心員工的適應情形與人際互動，增進組織認同感。 / In daily work,we can find that manager and staff have different opinion very often.This difference will not only affect the relationship between each other but also the working performance.To emphasis the different coginition of organizational performance evaluation by managerial role,and add the different dimention of performance indicators,this study use Balanced ScoreCard to make the organizational performance evaluation more balance.Therefore,the study will find out the coginition of state-owned enterprises perceived performance by managerial role in the perspective of BSC.Futhermore,we can through Importance- Performance Analysis to analysis the each dimension of BSC. This study is a case from TIPC,Port of Kaohsiung , The participants of the present study were employees and managers chosen by position in the company.Send out 350 questionaries,and 290 is returned,the responded rates is 83%.Confirmatory factor analysis was applied to examine the construct validity of adopted measurement instruments and T-test,ANOVA,IPA was employed to test the hypotheses. The main findings show that: (1) managers feel the performance indicators are more important than employees.(2) managers feel the performance indicators are more satisfied than employees.(3) the performance indicators’ importance and satisfication are significant relevance.(4) the performance indicators’ importance and satisfication will have different coginition by managerial role. Finally,few practical recommendations were made : from organizational perspect (1)open the decision making procedure and imformation.(2) letting the communication and exchange more often.(3) institution rules toward more innovate and flexible (4) change the personnel institution.(5) reviw the performance appraisal.(6) encourage sectors work together; from employee perspect:care about new staffs’ adapt situation and relationship,raising their organizational commitment.