本研究旨在探討桃園縣國民中學學校內部行銷的認知及運作的整體概況，並了解學校內部行銷執行的問題或困難。 本研究採用問卷調查法進行資料蒐集與分析。以研究者根據文獻探討所得編製之「桃園縣國民中學內部行銷調查問卷」實施問卷調查。以桃園縣公立國民中學為研究範圍，於該等學校任職之學校人員為研究對象。本研究抽取桃園縣39所學校，兼任行政人員、一般教師與專任行政人員共628人為樣本，有效樣本數564人，可用率為89.8%。問卷調查結果採用描述性統計、t檢定與單因子變異數分析等統計方法進行分析。 本研究主要發現如下： 一、桃園縣國民中學學校人員普遍肯定學校內部行銷的重要性。 二、桃園縣國民中學學校內部行銷的運作屬於中上程度。 三、兼任行政人員及13-24班之學校人員在學校內部行銷重要性認知上顯著 較高。 四、男性、資深、行政人員、12班以下學校、偏遠地區學校在內部行銷 實際運作符合程度上顯著較高。 五、桃園縣學校內部行銷最主要的困境在於全校性教職員工聯誼活動次數 少、進修研習課務需自理參加意願低落、教職員工不熱衷校內聯誼活動等問題。 根據上述結論，本研究針對教育行政機關、學校單位及未來研究提出建議，作為國民中學實施內部行銷及未來相關研究之參考。 關鍵詞：國民中學、學校人員、內部行銷 / The purposes of this research were to explore the present situation on the perception, operation and difficulties of school internal marketing of the Junior High School in Taoyuan County. This study was conducted with questionnaire survey to collect the data. The researcher applied the questionnaire survey by “The questionnaire of internal marketing of Junior High School in Taoyuan County” which was compiled through literature review. The researcher set the junior high schools in Taoyuan County as the study scope, and the staff in the schools as the subjects. The sample of this study is 628 people including pluralistic-administrative staff, teacher and full time-administrative staff from 39 schools in Taoyuan County. The effective sample size is 564 people. The usable rate for this research is 89.8%. The statistical methods employed in this study were descriptive statistic, t-test, and one-way ANOVA. The analysis of the data revealed the following main conclusions: 1. The school personnel in Taoyuan County generally approve the importance of school internal marketing. 2. The operation of school internal marketing in the Junior High School in Taoyuan is upper level. 3. Pluralistic-administrative staff and the school personnel in which school type of 13-24 classes' size show higher perception on the importance of internal marketing. 4. Male, senior, administrative staff, school type under 12 classes’ size, and remote areas shows higher matching extent on operation of internal marketing. 5. The difficulties of school internal marketing in Taoyuan County are that the school staff doesn’t have enough fellowship activities, teachers has low willing to attend the in-service training programs since they have to deal with their class chores by themselves and the school staff are not fond of fellowship activities. According to the conclusions above, the researcher offers suggestions to educational administration institutes, school department, and future researcher as reference to carry out internal marketing in junior high schools and related researches in the future. Keywords: junior high school, school personnel, internal marketing

本研究旨在探討銀行消費金融業務績效獎勵制度中，升遷制度及獎金制度對於業務人員績效表現的影響，同時探討業務人員個人背景對於績效表現的差異性。研究方法以個案分析法，藉由個案銀行業務人員實際的業績資料分析，深入了解各項激勵制度的設計對於業務人員績效表現的影響，以及各類不同背景的人員在績效表現上的差異。本研究的主要發現如下： 1.藉由升遷制度的設計，可以有效激勵業務人員發揮更高的工作績效。 2.獎金制度的設計，對於業務人員績效表現的影響： (1)調降獎勵門檻，對於激勵業務人員績效提升的效果不佳；而縮減獎勵總額，獎金的激勵效果降低，業務人員的績效表現變差。 (2)利用定額目標獎勵的方式，讓業務人員容易感受到領取獎金的價值，激勵業績達成的效果明顯。 (3)獎金率調降，業務人員認為投入－產出比率與過去不相等產生失望，績效表現下滑；給付頻率較長的遞延性獎金，無法有效提升業務人員的業績產出。 (4)手續費收入獎金的設計，可以增加業務人員向客戶爭取洽收手續費的誘因，以爭取獎金。 3.不同個人背景在績效表現上的差異：(1)男性業務人員的平均業績達成高於女性業務人員，(2)年齡在26至30歲的業務人員業績達成表現較佳，(3)未婚業務人員業績表現優於已婚的業務人員，(4)學歷愈高在業績的表現上有愈好的趨勢，(5)無工作經驗及曾任職銀行的業務人員業績表現較佳，二度就業的業務人員則相對表現較差。 / The primary purpose of this study is to explore how the work performance of consumer banking sales is affected by promotion programs, bonus programs, personal background and work experiences. A case study approach is applied to study the work performance of salespersons in a large-scale bank. The empirical results of this study are stated as follows： 1.Promotion programs can motivate salespersons to create higher performance. 2.Details of the influence of bonus programs includes: (1) lowering the threshold of paying bonus can hardly motivate salespersons to improve outputs. Reducing the amount of incentive can deteriorate the capacity of a salesperson, (2) the fixed amount of bonus for certain target makes salespersons feel the value of incentive easily, so that they can reach a higher level of performance, (3) the decline in bonus rate can reduce the performance of salespersons because of unequal input-output ratio. On the other hand, deferred payments of bonus can not motivate salespersons to increase outputs. (4) Fee income bonus can boost incentives for salespersons to charge more fees for customers. 3.The salesperson’s performance can be affected by personal background: (1) performance of male salespersons is superior to that of female ones, (2) the 26 to 30 year old salespersons reach higher level of performance, (3) unmarried salespersons perform better than married ones, (4) salespersons with higher education degrees tent to deliver higher performance, (5) salespersons without work experiences and the ones who have served in other banks perform better. However, salesperson of re-employment perform relatively poor.

近年來國人旅遊興盛連帶的航空市場的蓬勃發展，國內各航空公司為因應需求，不斷陸續的引進新型機隊開闢新航線，對空勤人員需求日益增加，但各家航空公司因國際油價上漲，為平衡損益點、降低勞動成本，對於機組人員的需求常嘗試採取『遇缺不補』措施，來平衡公司財政。 因此，高工時與高壓力外加高服務標準的規範的前提下，加上航空業長期的競爭壓力、改革及面對社會大眾的檢視亦將導致空勤人員感到身心俱疲，所造就的工作壓力更是很難讓外界難以想像的 工作壓力是一種身心失衡的現象，通常會造成人們對工作滿意度、組織的承諾與生產力的下降，並且造成曠職率上升與離職率上升等負面效果。 組織承諾為組織效能之指標，其亦能預測員工之工作績效，故空勤人員對公司的組織承諾於航空運輸業而言極其重要，當員工的價值承諾度低時，連帶的留職承諾度也會降低，因此將會造成離職率上升，工作壓力高會降低員工的組織承諾。 工作壓力對組織承諾的影響，可以發現，工作壓力中的三構面和組織承諾 的三個構面是有高度相關性的，由此可知，如果要提升組織承諾，就需要改善空勤人員的工作壓力，因此惟有減少或降低工作壓力，才可以有效的提升組織承諾度。 工作壓力和留職傾向的關係，則應該由上司的領導方式和公司的政策與領導方向去進行著手改善，希望公司、上司多多傾聽員工的聲音、想法、意見，在遇到旅客抱怨時，可以在第一時間站在員工的立場處理事情，並且公司應該要建立一套健全、透明、公平的升遷管道、和公平的績效考評制度，才可以有效降低員工的離職率，提高員工的留職率。 由此可知，工作壓力和組織承諾成反比，工作壓力和離職率成正比。因此，降低工作壓力和改善組織氣氛是最能改善離職率，提高組織承諾的方法。

「知識」是21世紀的競爭武器，也是決定組織能否永續發展之根本。透過「知識管理」機制能將基層員警之經驗與知識傳承，增進基層員警的核心能力與警政組織之競爭優勢，藉以提升警政工作績效。警政競爭力之關鍵是在於警察機關的核心能力，而警察機關的核心能力又仰賴基層員警核心能力之整合。「警察」是一個富有挑戰性的職業，隨著人民需求與全球化發展，警察工作內容與範圍變得廣泛而多元，所需具備之知識與能力相對增加，因此，警察要隨時空因素之轉變而調整本身核心能力與應用分享知識，以符合社會與民眾之需求。 / 本研究以知識管理途徑來探討基層警察人員為應警察勤業務需要應具備那些核心能力，始能成為警政組織之知識工作者，並能順利完成警察任務，藉以達成卓越績效。因此，為深入分析基層警察人員知識管理與核心能力相關問題，本研究首採文獻分析，參酌國內外有關知識管理與核心能力論著，獲得理論上之知識，並配合臺北市政府警察局現況，應用現有文獻及相關計畫方案，進行多元而廣泛的資料蒐集，再佐以研究者之觀察與深入訪談實證研究分析，作實務與理論之探索，以提出基層警察人員須具備及應積極強化培訓之核心能力，並探討基層警察人員為因應未來環境變化應具備之核心能力，藉以作為警察機關常年訓練發展參考。 / 本研究經由相關理論文獻探討及實證分析，綜合發現臺北市政府警察局基層警察人員目前與未來應具備之核心能力，就其重要性依序為「法律專業知能」、「優質服務態度」、「溝通表達能力」、「問題解決能力」、「危機應變能力」與「警技執勤能力」等六項。其中最具 優勢之核心能力為「問題解決能力」。最缺乏之核心能力依次為「溝通表達能力」、「法律專業知能」、「優質服務態度」。另提出以下建議：一、運用知識管理與默會知識培養核心能力；二、定期工作分析並適時修正核心能力項目；三、適度增加分局內勤員額，並專責辦理所有警察業務；四、重視優勢核心能力之維繫；五、訓練強化基層警察人員核心能力不足之項目；六、建立以核心能力為基礎之訓練發展。 / Knowledge is the key to remaining competitive in the 21st century and is essential to the continual development of any organization. Knowledge management facilitates the transfer of knowledge from current police constables to new recruits, increases the capabilities of the constables themselves, and enhances the efficiency of the police administration – all of which make the administration more competitive. This high degree of competence is built on the foundation of police constable core capability. Law enforcement is a challenging field, with the needs of today’s citizens evolving and with the content and scope of the law becoming variable and multifunctional as a result. Improved knowledge management has become increasingly important, and the police administration must make adaptive adjustments to meet the progressing expectations of the people they serve. / The purpose of the study was to explore the core capabilities, in terms of knowledge management, required for police constables to perform efficiently in routine police work. To analyze the relationship between knowledge management and the police force’s core capability, the research referenced both domestic and foreign articles regarding these subjects. I worked with the Taipei City Police Department to evaluate their currently situation by broadly utilizing their internal research along with my own observations and interviews. This information was implemented as a practical and theoretical basis in my research. The study also explored the requirement of core capability required for police constables to react to current societal changes, and research resulting from it can be used as a reference for the police administration’s annual training. / The study analyzes the current and future core capability required for police constables of the Taipei City Police Department. In order of importance are: “Interpretation of the Law”; “Quality Service”; “Communication”; “Problem Solving”; “Crisis Management”; and “Police Skill Set”. Problem solving is the strength of the department, with communication, interpretation of the law, and quality service being weaknesses. Proposals to improve these areas are as follows: 1. Apply knowledge management to enhance core capability; 2. Routinely evaluate and adjust the items defining core capability; 3. Adequately increase the desk staffing; 4. Emphasize the necessity of core capability; 5. Enhance the core capability of underperforming police constables; and 6. Build a training plan based on core capabilities.

我國公務人員實務訓練制度，從1986年實施迄今已逾二十餘年，在公務人員保障暨培訓委員會成立之後，期間多次修改相關訓練規定，目的無非是希望本制度可以越做越好。本論文的研究目的即是為了瞭解我國公務人員實務訓練在2002年加入輔導員規定及2006年加入第一個月不具名的作法之後，對整個實務訓練的成效有何影響？如果未來加入師徒制，是否可行？ 本研究訪談2002年到2008年曾受過實務訓練之中央與地方初任人員，及同時期曾擔任過輔導員之中央與地方基層主管，進行中央與地方訪談結果之分析，並參考國內與本研究相關之文獻。發現應從法制面、實務面及理論面加以改進實務訓練： 一、法制面：第一個月不具名之作法，雖然可以保護新人不會在初進入機關懵懂無知時，就具名負責，可是卻相對增加輔導員工作負擔，無法達到做中學的目的，而且以要點來規範不具名之規定，並不具任何法律效力。 二、實務面：實務訓練雖分為實習階段與試辦階段，在某些機關來說，那一階段根本不分，一律由新人自行承辦案件及核章，此規定對其並無拘束力。 三、理論面：輔導獎勵誘因不足，造成科室主管指派輔導員之困難，且產生輔導效果打折之情況。 另外，本論文的目的是分析中央與地方機關初任人員與基層主管對本訓練之看法及建議，研究結果發現： 一、初任人員因各機關實施作法不一，對於實務訓練第一個月 二、基層主管對於輔導獎勵抱持鼓勵大於懲罰之態度，主要原因為現行輔導員制度並未核發獎金，行政獎勵誘因太小，加上第一個月不具名之規定，使得輔導員責任相對加重，資深人員缺乏擔任輔導員之動機。 三、主管機關對於實務訓練掌握情況有限，只能以紙本審查來瞭解各機關表面上所做的實務訓練，實際上情形不得而知。雖然有心建構培訓我國文官之健全訓練制度，卻又無法對各機關形成拘束力，只能以法規規範或以勸說方式請各機關配合。 因此，從這些研究發現及分析結果可得到結論是我國現行實務訓練無法有效落實乃因相關配套措施不夠周全所致，建議從法制面、實務面及理論面三方面來做改進： 一、法制面：修改公務人員考試錄取人員訓練辦法及公務人員考試錄取人員實務訓練輔導要點，刪除與現行狀況名實不符之規定。 二、實務面：加入師徒制與認知師徒制之概念，並落實做中學的理念。 三、理論面：主管機關應深入研究先基礎訓練後實務訓練或先實務訓練後基礎訓練之相關配套措施及考試錄取人員權利義務之維護，並運用激勵理論改變組織氣候。 綜合上述建議，期有效建構我國文官完整實務訓練制度，俾利培訓傑出人才，厚植我國文官素質。 關鍵字：公務人員、實務訓練、師徒制 / The practical training system of civil servant of our country has been implemented for over twenty years since 1986. After the establishment of the Civil Servant Protection & Training Committee, relevant training provisions were amended many times during this period. The purpose was nothing but to hope that this system could become better and better. The research purpose of this thesis is to understand after the addition of the instructor provision in 2002 and the addition in 2006 on the method of not affixing the name in the first month, what kind of effect is on the result of the practical training? If the master and apprentice system is added in the future, it is feasible? This research conducted interview on central and local newly appointed personnel who received training from 2002 to 2008 and central and local basic level in-charges who took up the post of instructor during the same period. Also this research carried out analysis on the central and local interview results and reference was made on literature relevant to this research and discovered that practical training should be improved from the legal system side, practical side and theoretical side. 1. Legal system side: although the method of not affixing the name in the first month will protect new employee from affixing name to bear responsibility when such employee entered the authority newly and was ignorant of everything, yet correspondingly this will increase the responsibility of the instructor and cannot reach the purpose of learning while working. In addition, the utilization of essentials to standardize the provision of affixing name does not have any legal effect. 2. Practical side: although the practical training is divided into the practical training stage and trial processing stage, yet to some authority, such stage has no difference at all and uniformly the newly employee will handle the case and will approve with seal on its own. Therefore there is no binding force for this provision. 3. Theoretical side: the tempting factor of instruction reward is insufficient resulting difficulty of assigning instructor by the section in-charge and thereby resulting in lowering the guidance effect. In addition, the purpose of this thesis is to analyze the point of view on this training by the central and local authority newly appointed personnel and basic level in-charges. Suggestions and findings from the results of this research are: 1. As the implementation method of various authorities is different, the point of view on the provision of not affixing name during the first month of practical training by newly appointed personnel is different and not all authorities agree on this kind of provision. 2. In regard to the guidance reward, basic level in-charges hold the attitude that encouragement should be larger than punishment. The main reason is reward is not issued in the present instructor system and the tempting factor of administrative reward is too little. In addition, with the provision of not affixing the name in the first month, correspondingly the responsibility of the instructor is more and senior personnel is short of motive to take up the post of instructor. 3. In regard to practical training, condition that the competent authority can master is limited as it can only base on written document to examine and understand the practical training on the surface of various authorities and the actual condition is not known. Although there is intention to establish a sound training system to train civil servant of our country, yet the binding force on various authorities cannot be established. The central authority can only use laws and regulations to standardize or to use the persuasion method to ask various authorities to cooperate. Therefore, from these research findings and analysis result, the conclusion obtained is that the present practical training of our country cannot be brought into practice effectively and this is because relevant matching measures are not complete. It is suggested that improvement should be made based on the legal system side, practical side and theoretical side. 1. Legal system side: amend the Civil Servant Examination Recruited Personnel Training Method and Civil Servant Examination Recruited Personnel Practical Training Guidance Essentials and delete provision that cannot conform to the present condition both in name and practice. 2. Practical side: add in the master and apprenticeship system and the concept of perception on the master and apprenticeship system and bring the philosophy of learning while working into practice. 3. Theoretical side: competent authority should conduct in-depth research on relevant matching measures including basic training first and practical training afterwards or practical training first and basic training afterwards and the maintenance of the rights and obligations of the examination recruited personnel. In addition, motivation theory shall be employed to change the climate of the organization. Summarizing the above suggestions, it is hoped to establish a complete practical trainings system for civil servant of our country so as to facilitate cultivation of outstanding talents and to enrich the quality of civil servant of our country Key word: Civil servant, practical system, master and apprentice system

就業服務的主要任務即在於積極參與與促進就業市場中人力的調適，以達成人與事之間的良好媒合，但由於時代變遷之下，公立就業服務的功能執掌也逐漸有了轉變。隨著失業類型從摩擦性失業轉變為多元性失業型態；以及公立就業服務之對象要求多元化，造成媒合難度提高；加上公立就業服務機構的工作內容複雜度提高等因素，使得公立就業服務機構內之就業服務人員需面對更大程度之挑戰，也因此在其相關專業知能與從業心態上有更多元之要求。因此本研究之目的在於了解就業服務人員首先在其任用過程中是否有一任用標準；進而在其工作過程中，是否有相關之在職訓練做一配合，並進一步探討其相關訓練措施上之現況及困難點，以促進就業服務的順利推行。 從文獻及訪談中發現，我國目前並未建構出就業服務人員所應具備之職能架構，因此本文從相關文獻探討中，建構出本文所認為就業服務人員應具備之職能架構：應包含三個層面：(一)核心觀念與態度、(二)一般能力、(三)專業能力之具備。從而進行問卷調查及訪談之後，有以下之發現：首先在人員進用上，目前多為非編制內之人員擔任且工作年資在三年以上居多，科系專長多元化，對於就業服務證照之要求則不嚴謹。訓練需求分析上，多採用觀察法或問卷調查之方式，但目前並未有一嚴謹之標準化訓練需求評估制度。訓練內容上，則分為兩類，一類為一般人員所需之通識課程：主要加強人員態度面、禮儀面，亦需加強就服人員情緒及壓力管理之能力。專業課程部分：訓練執行主要依據就業服務法及就業保險法相關規定為主，勞工相關法令為輔，並依據職位不同有其他特殊之課程安排。訓練效果評估上，則以課程滿意度調查中學員之主觀陳述作評估，或輔以主管督導、年度綜合績效等指標，在反應(滿意度調查)及學習(課堂考試)層面有進行評估，但在行為層面卻未有一定之評估標準；在結果層面，僅以年度之綜合性評估，而未能針對每場訓練結束後皆進行結果層面評估，便難以得知各場次訓練帶來之效果如何，是否皆有達成其所訂定之目的便無從得知。 進一步綜合文獻分析及實證結果之後，針對現行我國公立就業服務機構就業服務人員專業訓練措施上，提出以下幾點建議： (一) 建立合理之非編制人員升遷及薪資制度。 (二) 針對個案管理員等第二線人員應以正式人力擔任。 (三) 建立公立就業服務機構各類就業服務人員之職能架構。 (四) 進行制度化之訓練效果評估。 (五) 建立公立就業服務機構人員訓練講師資料庫。

海巡署機動查緝隊為編配於各縣市行政轄區之偵防查緝單位，相當各縣市政府警察局之刑事警察大隊或分局偵查隊，各機動查緝隊亦為該署查緝主力並創造顯著績效，惟機動查緝隊偵防業務項目冗雜，事繁責重，並需隨時掌握轄區治安狀況，且工作時間長、壓力大，其工作的滿足感受，對治安工作的推動成效實具有很大的影響。 惟海巡署成立之初因納編多重身份人員，所以在組織編裝、人事任用、管理待遇、福利陞遷等管考問題，未有良善妥適整體規劃，尤其在人事制度適用上各有不同，遂有產生同工不同酬之疑義，影響內部團結，成為機關組織運作上之難處。 為提升查緝單位之組織士氣，兼顧各類人員特性與人才羅致的需要，以提升人力素質、發揮激勵作用，本研究乃就海巡署機動查緝隊人員有關工作滿足之主要面向探討，以期強化人員素質降低人員之離職率，俾利組織長期發展之需求。 本研究區分工作特性、薪資福利、升遷機會及離職傾向等四分析面向，藉由文獻探討、參與觀察及深度訪談方式，邀請11名現任、曾任或離職之查緝人員受訪，找出其促進工作滿足之顯著因素，並窺探其內心真實感受以及是否產生離職傾向。依據研究發現結果，提出下列建議：一、調整人員薪資待遇。二、訂定合理升遷管道。三、建立良善組織文化。四、有效改善工作環境。伍、激勵提振工作士氣。陸、落實基層裝備採購。七、積極招募偵緝新血。八、法制人事任用條例。九、形塑組織共同願景。 / The CGA reconnaissance brigades are investigation units assigned to the administrative jurisdiction of every county and city, which have the same duties as the Criminal Investigation Division of the Police Department or the Criminal Investigation Brigade at each precinct. Each of the reconnaissance brigades is also the major force of each unit and the contributor to the unit’s performance. However, the reconnaissance brigades’ operations and services are miscellaneous and of heavy duty. They should keep abreast of the security situation of their jurisdiction with an excess of pressure and working hours. Thus, their job satisfaction is a big influence on the execution of law and order in the area. The early establishment of the Coast Guard was quite hastily, which resulted in an improper overall planning of work inspection and evaluation such as organizational manning and equipping, personnel appointment, remuneration management, welfare and promotion. It is particularly noticeable in the personnel system as there is a suspicion of unequal payment for equal work. This may influence the internal unity of the team and become an obstacle in the organizational operation. In order to boost the morale of the investigation unit, the characteristics and talents of the personnel are taken into consideration as to enhance the human resource quality, to give them further incentives, and to look for the demand of talents needed in the unit. This study explores the major aspects of job satisfaction of the Reconnaissance Brigade of Coast Guard Administration in the interest of strengthening the human resource quality and reducing the turnover rate, which shall be beneficial for the organization to serve for the needs of long-term development. This study is divided into four different aspects of analysis – jobs characteristics, wages and employee benefits, opportunities of promotion, and turnover intentions. Through literature review, observation on the site and in-depth interviews with eleven current/retired/resigned personnel of the investigation unit, the major contributive factors of the job satisfaction are detected as well as the true inner feelings of the personnel and their turnover intentions. In accordance to our discovery, the following is a list of recommendations for this situation: 1) to adjust the salaries of the personnel; 2) to regulate proper promotion channels; 3) to establish a comprehensive institutional culture; 4) to improve the working environment effectively; 5) to cheer the personnel’s working morale; 6) to enforce the equipment procurement for the first-line employees; 7) to recruit further new personnel in an active way; 8) to stick to the rules of recruitment; 9) to shape a shared vision among the institution.

當前我國公務人員退休年金的財政結構因受到人口結構失衡、退休年齡過早、經費不足及世代不均等問題，其財務壓力猶如各國般逐漸顯現，考試院爰於102年4月11日提出「公務人員退休撫卹法」草案，自目前的「85制」逐年延後至「90制」，並調降公務人員退休所得替代率及提高其繳費比率。 由於退休金制度不僅只是員工基本的權益，亦是組織用來留才、激勵士氣等有效的策略工具，公務人員退休制度自100年1月1日修正實施迄102年4月未滿3年又再度提出改革，於組織中扮演的關鍵角色及重要影響力之高階公務人員，對此次退休年金改革其看法與支持度為何，是否會影響其工作意願，對整體退休政策推動具有關鍵性影響。 本研究採用文獻分析法與深度訪談法，就高階公務人員結構、高階公務人員對年金改革整體性看法、退休年金改革主要核心－退休給付及延後退休年齡之分析與影響，綜合深度訪談之結果，探討年金改革對我國高階公務人員之工作意願可能產生之影響程度，然後提出建議。 / Currently, Taiwan’s civil service pension fund is effected by the population structural imbalances, premature retirement age, lack of funds and generational inequality and other issues, financial pressure is gradually emerging as other countries; therefore, the Examination Yuan on April 11, 2013, proposed a draft of "Civil Service Retirement and Survivor Relief Act " which is about to change the civil servant retirement system from the "rule of 85" to the "rule of 90" and furthermore, reduce the income replacement ratio and increase the contribution rate. Since the pension system is not just the employees' basic rights, is also used by organizations to retention, morale and other effective strategies, therefore, after less than three year of amendments implemented since Jan.1, 2011, that Another public service pension reform has been set out for who in the organization plays a key role or has significant influence of senior civil service from their point of view regarding to the retirement pension reform and support on whether they would affect their willingness to work that have a critical impact on the overall policy to promote retirement. This study has adapted the literature analysis and in-depth interview, according to the structure of senior civil service and senior civil servants with holistic view of pension reform, the reform of the retirement annuity main core - Analysis and impact of postpone retirement age and retirement benefits and impact of the results of a comprehensive in-depth interviews to investigate the impact of pension reform on the work of senior civil service intention may arise, and then make recommendations.

隨著經濟穩定發展，使得公共事務日益繁雜，導致政府的職能與角色備受關注。而政府職能的推動與落實，公務人員著實扮演著重要而且關鍵的角色，透過考選的制度，對應試人員作智能的鑑別，視其優劣以為任用之依據，並考量其所具有的專業能力，一直是政府在施政上的重要議題。 公務人員考選制度從舉辦考試的報名書表開始，經過應考資格的審查、彌封作業、闈場作業、場務作業、考試作業、應考人提出試題疑義作業、卷務作業、成績評閱作業到成績放榜作業、應考人申請成績複查考成績處理及不服成績評定而進行之訴願，行政訴訟等都是考選制度之重要環結。本研究從行政法之公平原則角度將考選制度分為三部分略為探討： 一．事前部分：應考資格審查部分及體格檢查標準部分－即從現行各種考試之應考資格及體檢標準規定先敘明，再以行政法之公平原則－平等原則、比例原則、依法行政原則及正當法律程序原則，再加以分析其訂定各種應考資格及體檢標準之公平性與否。 二．事中部分：典試機關之命題，試題疑義部分及評閱部分－敘明目前法令之規定與實際執行情形，若與法令有所違背，是否有改進之處。 三．事後部分：複查制度部分與行政救濟部分－探討考生對於因試務機關行政疏失之補救之道，以個別案例歸納目前救濟制度之執行情形，並提出可改進之道。 本文盼藉著行政法制之公平原則分析我國現行考選制度之優缺點與改進之道，以建立健全，公平，合理之國家考試制度，冀能維人事制度之健全及人事行政工作之正常運作。

本文係從與考績相關理論之探討著眼，研究我國公務人員考績制度的問題，希能透過理論的啟迪，歸納出理想型考績制度的模式、中心思想、指導原則及考績制度應達成之目標與功能，俾作為改進現行考績制度之指南。在現行考績制度之檢討上，本文除對現制作一說明外，為瞭解現制形成的原因，故摘要比較與舊制的關係，以歸納出現制的特色，並剖析其得失與施行的限制，作為改進的依據。復以全國最高人事主管機關--銓敘部曾於八十四年召開全國人事主管會報時，提出擬議修訂考績法的內容，其中固有頗多創見及銳意改革的意圖，惟其主要興革意見並未獲與會各級人事人員支持，仔細研議結果，亦發現若干難以契合之處，爰一併納入討論範圍，希能找出因應的對策。在考績制度的範圍上，為全面瞭解公務人員考核事宜，故本文除將公務人員考績制度納入研討範圍外，亦將若干與公務人員考核有關之人事制度列入討論範圍。最後，根據筆者多年實務經驗及相關理論之研究結果，研提落實考績制度之方向與作法，並於結論中研提具體實施步驟及相關人事制度應遵守之原則，希對公務人員考績制度之健全發展有所裨益。