日常生活中，人們是如何挑選結婚對象的？隨著時代的演進，在現代社會中，婚姻配對已由傳統的「媒妁之言」轉變為「自由戀愛」的結合方式。不過，「自由戀愛」並非等同於完全的自由選擇或隨機配對，人們由於其特定的地位背景條件，是在一個特定的「候選對象群」中擇定配偶。本研究修正過去擇偶研究中「單一指標觀」的侷限，改採用「多重指標觀」來檢視人們的擇偶行為，主張個人之行為會遵循「理性選擇」原則，依據「多重指標」的擇偶條件，在候選對象群中進行「連續性搜尋」，歷經一番「挑三揀四」，篩選若干對象後，方能覓得伴侶。 本研究的目的，即是透過電腦模擬(simulation)的方式，以人們挑選伴侶時常用的五種偏好類型—一試定終身型、專挑極品型、面面俱顧型、差別偏好型、截長補短型做為基礎架構，分別模擬在婚姻市場中人們為了「覓得良緣」，所可能採取的不同挑選伴侶策略及搜尋結果，分析重點鎖定在以下兩點：一是持不同擇偶偏好類型的人，能夠成功覓得良緣的機會；以及若能成功覓得良緣，所需篩選的對象數量為何。此外，面對同樣一個婚姻市場，個人因其對「市場價格範圍」的掌握與否，也會發展出兩種不同類型的擇偶策略：經驗法則與門檻法則，本研究亦針對這兩種策略分別進行模擬分析。研究最後並為後續研究可行之方向，提出幾點建議，例如：與實證資料相互比對、與其他如婚姻品質、婚姻滿意度等之相關主題結合、進一步將「時間面向」納入模型結構等。 關鍵字：擇偶、連續性搜尋、婚姻配對、理性選擇、電腦模擬、婚姻市場 / How do people pick their “another half” in their daily life? People now have more and more freedom in choosing their spouses, unlike the situation before when arranged marriage was the main stream. However, choosing spouses freely doesn’t mean that they are free to choose whomever they like or they are matched randomly. People tend to select their spouses within a pool in which the “candidates” share similar backgrounds with them. In this study, people’s mate selecting process, previously analyzed with single indicator, is now examined with multiple indicators. This study suggests that people, who intent to find mates, would follow the rational choice principle, go through a sequential “picking and choosing” process with multiple spouse-choosing criteria, and find their spouses in the “candidate pool” finally. The purpose of this study is to explore the mate-selecting strategies and results with the technique of computer simulation, based on five principles of mate-selection preference people usually have. The five principles are 1) the immediately matching type, 2) the choosing for the best only type, 3) the deliberate type, 4) the individual diversity-admiring type, and 5) the compensatory type. The focuses of the analysis are twofold. Firstly, it looks into the chance of successfully finding a mate by people with different preference. Secondly, it tries to find out the number of “candidates” which are sifted out before people can make a final decision. Besides, although in the same marriage market, individuals tend to develop two types of searching strategies—rule of experience and rule of threshold—that depends on their grasp of the “range of the market price.” This study conducts simulation of the two rules. Moreover, the study also indicates some potential issues for following researches, for example, comparing the research outcomes with empirical data, combining topics such as the quality or satisfaction of marriage, and incorporating the “time” element in the simulation model. Keywords: mate-selection (or mate-searching), sequential searching process, assortative marriage, rational choice, computer simulation, marriage market

研究者曾擔任Channel [V] 選秀節目《模范棒棒堂》第一屆模范棒棒堂男孩，看到六位默默無名的平凡男孩，成為台灣新生代最具代表的男子偶像團體《棒棒堂》，他們充份運用節目對個人及團體形象塑造，在Channel [V]整體頻道資源協助下，與唱片公司、雜誌社、廣告商合作，成功整合行銷資源，塑造出獨具特色的偶像團體。 本研究透過個案研究法，藉由深度訪談，分析將整合行銷傳播應用於選秀節目《模范棒棒堂》中，形塑偶像團體《棒棒堂》，並配合節目樣本抽樣進行內容分析，佐證深度訪談的內容，增加可信度。 本研究根據研究發現，發展出以「目標市場及定位區隔」、「內部及外部溝通策略」、「傳播工具的整合」、「溝通訊息的整合、與其他企業利益關係人合作，並對外溝通訊息的整合」、「創造的綜效」等五個基本構面為主軸的偶像團體《棒棒堂》整合行銷策略模式。 / The famous boys group “Lollipop” raised from the television program Bang Bang Tang of Chanel [V] has become noted in these years. The Integrated Marketing Communication of the program successfully integrated the resources of Channel [V] such as record company, magazine publication, and advertising company to promote the unique brand image of Lollipop. The researcher of this paper was one of the members of the Bang Bang Tang program and participated in the growth of the Lollipop. The action research and case study for the “Lollipop” are provided with in-depth interviewing the direct and staffs of the Bang Bang Tang. To improve the reliability, the quantitative information such as Nielsen rating is provided to evidence the effectiveness of the cases. The findings for the success of Lollipop can be concluded with the synergy of the following strategies: the target market and market segmentation, the inside and outside communicative strategy, the Integration of communicative tools, the Integration of communicative message, the cooperation of other company and the Integration of inside and outside communicative message.

另案監聽的證據能力在最高法院有兩派見解，一是基於另案扣押之法理，認為只要是合法監聽取得之資訊均有證據能力。另外一派見解則與德國實務、學說相同，係採列舉重罪、關聯性原則之標準認定有無證據能力。另案監聽之證據能力於我國法之發展與德國法類似，德國自1972年開始討論所謂「偶然發現」可否作為證據使用，直到1992年才終於立法規範。本論文之主軸乃介紹德國法上「偶然發現」之發展及其法理基礎，期能作為我國討論另案監聽證據能力時之參考依據。

婚姻居間，也就是一般所稱的婚姻媒合、婚姻仲介。是日常生活中 容易碰到的行為樣態，其衍生的法律問題，則值得思考與研究。 本文依據有償性、居間人服務內容、是否成立法律行為等不同特徵，將婚姻居間分為七種子類型：典型婚姻居間契約、親友介紹型婚姻居間、無償型婚姻居間契約、委任型婚姻居間契約、平台型婚姻居間、複合型婚姻居間契約、跨國婚姻居間契約。 本文先以民法規定之典型婚姻居間契約為出發，討論居間人之權利義務，並反思民法第 573 條立法之妥當性。再就其他六種偏離民法居間 規定之婚姻居間類型作討論，從各種婚姻居間定性著手，再分別探討各 個婚姻居間的居間人權利義務關係，並討論其法律之適用。

京都大学 / 新制・論文博士 / 博士(教育学) / 乙第13392号 / 論教博第176号 / 新制||教||202(附属図書館) / 東京大学大学院教育学研究科 / (主査)教授 西平 直, 准教授 石井 英真, 准教授 広瀬 悠三 / 学位規則第4条第2項該当 / Doctor of Philosophy (Education) / Kyoto University / DGAM

京都大学 / 0048 / 新制・課程博士 / 博士(文学) / 甲第20840号 / 文博第770号 / 新制||文||659(附属図書館) / 京都大学大学院文学研究科行動文化学専攻 / (主査)教授 太郎丸 博, 教授 落合 恵美子, 教授 岩井 八郎 / 学位規則第4条第1項該当 / Doctor of Letters / Kyoto University / DGAM

京都大学 / 0048 / 新制・課程博士 / 博士(農学) / 甲第21134号 / 農博第2260号 / 新制||農||1057(附属図書館) / 学位論文||H30||N5108(農学部図書室) / 京都大学大学院農学研究科応用生物科学専攻 / (主査)教授 松浦 健二, 教授 大門 高明, 教授 森 直樹 / 学位規則第4条第1項該当 / Doctor of Agricultural Science / Kyoto University / DGAM

京都大学 / 新制・課程博士 / 博士(人間・環境学) / 甲第23974号 / 人博第1026号 / 新制||人||242(附属図書館) / 2022||人博||1026(吉田南総合図書館) / 京都大学大学院人間・環境学研究科共生文明学専攻 / (主査)教授 佐野 宏, 准教授 長谷川 千尋, 教授 大槻 信, 教授 小柳 智一 / 学位規則第4条第1項該当 / Doctor of Human and Environmental Studies / Kyoto University / DGAM

論文提要內容： 圖論上，定義兩點相似（similar ）：若a ，b 是圖G 上的兩點，且存在一個定義於 V （G ）的某排列φ，滿足：（１）φAut（G）及（２）φ（a）＝b，則稱G 之a，b 兩點相似。由定義吾人固然知必有一φ Aut（G），滿足φ（a）＝b，如果G 之a，b 兩點相似的話。然而，有人不禁會問：若G 上任二點a，b相似 ，則是否存在一φ Aut（G），同時滿足φ（a）＝b且φ（b）＝a呢?（ 本文稱G 為 對稱相似（symmet-rically similar），若答案為真時。） 作者在研究GRAPH RECONSTRUCTION CONJECTURE 時，亦產生相同的疑問。本文乃作者 試就此一問題，將樹形圖（Tree）加以研究，發現：凡是具有有限點的樹形圖（fin- ite tree）皆具備此特性。 本文共分二章四節。首先，吾人知：任意樹形圖乃一不具環路的聯結圖（acyclic c- onnected graph），且任二不同點a ，b 僅可決定出唯一的（a－b）路徑（ path ） 。 本文先針對此路徑觀察出二項特性：（１）當（a－b）為偶路徑，m 為其中點，且φ （a）＝b，φ Aut（G）時，φ作用在m，n之後對調（即φ（m）＝n且φ（n ）＝ m 。其證明包含在定理２．１．７及定理２．１．９之中。 其次，以定理２．１．７及定理２．１．９為基礎，本文將證明出：確實存在－φ Aut（G），同時滿足φ（a）＝b且φ（b）＝a，此處G 為一樹形圖。 由於找不到反例，本文將給一個Conjecture作為總結，即：任一有限simple圖皆具對 稱相似性。

本研究旨在探討校長親信關係的決定因素及其對行政幹部工作態度的影響。本研究採便利取樣選取一二九所公立中等學校為研究對象，回收有效問卷共計主管問卷81份，部屬問卷415份。本研究依校長及行政幹部對雙方關係的看法，將部屬區分為親信幹部（校長認為部屬是親信，部屬也自認是親信）、信任幹部（校長認為部屬是親信，部屬卻不自認是親信）、接近幹部（校長不認部屬是親信，部屬卻自認是親信）、一般幹部（校長不認為部屬是親信，部屬也不自認是親信）四類。本研究並以各項統計方法進行數項假設考驗，所得重要結果如下： 一•本研究所選預測變項（部屬工作能力、部屬忠誠度、逢迎行為、共事時間、關係基礎、人口統計相似性、工作價值觀），對校長知覺的親信關係解釋力較高，對部屬知覺的親信關係解釋力較低。 二•部屬的工作能力、逢迎行為、忠誠度對校長知覺的親信關係具有顯著的解釋力。 三•忠誠度在校長知覺的信任關係上扮演重要的影響力。 四•無論那一類型幹部與校長在體諒貼心與安全信賴二項的知覺皆有明顯不同。在瞭解相知、開放接納二項的知覺皆沒有顯著不同。 五•與其他幹部比較，校長與親信幹部在各項親信關係的知覺較趨於一致。 六•校長在親信關係方面的知覺高於行政幹部，與過去的研究不同。 七•本研究發現親信關係部份知覺差距與部屬工作態度達顯著負相關，顯示校長與部屬知覺差距愈大，則工作態度表現愈低，反之亦然。 八•校長知覺的親信關係、部屬知覺的親信關係二者皆與部屬的工作態度有正相關，然部屬工作態度顯然較受到部屬知覺的親信關係影響。 九•親信幹部與一般幹部在部屬知覺親信關係上的差異最為明顯。 十•接近幹部在部屬知覺親信關係與工作態度上的表現特殊，與信任幹部及一幹幹部比較，皆強於此二類幹部。 十一•不同類別幹部在組織承諾與工作滿意二項上的表現有顯著差別。 另本研究根據研究結果提出數點建議以供參考。 / The determinants of the confidant relationship between the principals and the subordinates, and the influence of relationship on the subordinates' working attitudes Wen-Song Shyu Abstract The purpose of this study is to explore the determinants of the confidant relationship between the principals and the subordinates, and the influence of relationship on the subordinates' working attitudes. A convenient sampling technique is used, and the research samples 129 public high schools as the object of study. 81 effective questionnaires from the principals and 415 from the subordinates are obtained. According to the cognition of their mutual relation, this research categorizes the subordinates into confidant subordinates（i.e. the principal considers them as his confidants, and they also consider themselves as the principal’s confidants）, trusted subordinates（i.e. the principal considers them as his confidants, but they don’t consider themselves as the principal’s confidants）, accessing subordinates（i.e. the principal doesn’t consider them as his confidants, but they consider themselves as the principal’s confidants） and ordinary subordinates（i.e. neither the principal considers them as his confidants, nor they consider themselves as the principal’s confidants）. Also through compiling statistics from questionnaire survey, this study examines several hypotheses and concludes the following outcomes: 1.The chosen predictive variables（competence, loyalty, flattering activities, the duration of working as colleaques, the bases of the relationship, the similarity of the demographics, the job values）are more likely to explain the principals' perceptions of confidant relationship rather than the subordinates' . 2.The subordinates' loyalty, competence and flattering activities highly interpret how the confidant relationship is developed. 3.Loyalty plays an important role in affecting the principals' perceptions of trusting relationship . 4.No matter which kind of subordinates staffs are, their perceptions in consideration and reliability are quite different from the principals', while both perceptions are not very different in understanding and openness. 5.Compared with the other staffs, the principals' and the confidant subordinates' perceptions in confidant relationship are more likely the same. 6.The perceptions of the principals in confidant relationship are higher than those of their subordinates, which is different from the results of previous studies. 7.The perception differences in confidant relationship have the negative correlation with the subordinates' working attitude. It shows that the higher perception differences are, the worse working performance is, and vice versa. 8.The principals' and subordinates' perceptions in their confidant relationship both have the positive correlation with the subordinates' working attitude. However, the subordinates' working attitudes obviously are influenced by the subordinates' perceptions of confidant relationship . 9.The most significant difference of subordinates' perceptions in their confidant relationship is between the confidant subordinates and the ordinary subordinates. 10.Accessing subordinates' perceptions in confidant relationship and their working attitude show a unique result, which is better when compared with the trusted and ordinary subordinates. 11.There are significant differences in organizational commitment and job satisfaction among the four kinds of subordinates. Besides, this research also provides several suggestions for reference according to the consequences. Keywords: confidant relationship, differential matrices, vertical dyad linkage mode, leader-member exchange theory, working attitude