社會創新是將舊有的智慧與新穎的點子創意結合之後，創造新的問題解決方案，經由創新執行的過程產生影響力，達到促進社會變遷的目的，是社會未來發展的重要驅動力。以社會創新為使命的社會創業家，在創新和創業的過程中都需要累積的經驗與專業知識的引導和心理社會的支持，而師徒關係(包含同儕師徒關係與反向師徒關係)的建立與維持可以提供社會創業家所需的支持與引導，擁有師徒關係協助的社會企業家，樂於承先啟後擔任年輕人的導師，因此師徒關係亦為有效培育社會創業家的方法。 本研究嘗試回答的問題是：(1)社會創業家的社會創新來源、社會創新類型、社會影響力和其解決的未滿足社會需求為何？ (2)社會創新中的師徒關係屬於何種發展網絡類型？ (3)社會創新中的師徒關係具備何種師徒關係的功能？。為回答上述問題，本研究選擇擁有師徒傳承關係和社會影響力的社會創業家為研究對象，因此選擇兩組個案：穀東俱樂部創辦人賴青松和田中央聯合建築師事務所創辦人黃聲遠為研究對象，藉由文獻探討、個案訪談和參與觀察，探討賴青松和黃聲遠兩位社會創業家的社會創新和兩組師徒的師徒關係內涵。 本研究發現穀東俱樂部的社會創新融合「風險共同分擔的委託種植」、「預約訂購」和「共同購買」的概念以及創辦人的創意，而提供新商業模式和新平台兩類型的社會創新，解決小農耕種的困境，為有志歸農者鋪設歸農道路，前後吸引超過一千五百人成為穀東，其中更吸引了年輕人學習農耕，創組宜蘭小田田計畫，並且透過社群創造社會影響力，帶來農村文化的復興。 黃聲遠亦吸引許多年輕人加入他的團隊，每年開放實習機會給各校學生，有些人透過實習機會成為團隊成員，於2012年改制更名為田中央聯合建築師事務所。田中央的創新，融合建築設計的創意、在地特色和社會關懷，創造出一個個獲獎無數的社會創新，而田中央的組織創辦精神與運作方式也都充滿社會性目的，提供新產品、新的組織形式和新流程三種類型的社會創新。 賴青松的師徒關係特徵符合導師來源富多樣性且關係緊密的「創業型發展網絡，在創業過程中獲得「職涯」、「心理社會」和「角色楷模」的師徒關係功能，為創業過程中的關鍵助力。宜蘭小田田可視為賴青松的徒弟，他們之間的師徒關係則兼具「傳統型發展網絡」和「創業型發展網絡」的特性。 黃聲遠的師徒關係也符合「創業型發展網絡」的特色，從中獲得「職涯」、「心理社會」和「角色楷模」功能，帶給他深遠的影響。本研究在他的眾多學生中選擇洪于翔與劉黃謝堯為代表，黃聲遠和他們的師徒關係則符合「傳統型發展網絡」和「創業型發展網絡」的特性。賴青松和黃聲遠都擁有良師益友的同儕師徒關係與向下學習的反向師徒關係，並且他們都將自己領受到的師徒關係特性同樣的傳承給徒弟們。 在政府推動青年返鄉創業和整個社會鼓勵社會創新的今天，這兩個個案的社會創意、創新、創業過程，以及其師徒關係值得參考學習。 關鍵字：社會創新、師徒關係、傳承 / Society’s ability to solve its most pressing problems is largely dependent on social innovation. By combining new ideas with old methods and knowledge, the solutions and changes brought about by social innovation make it the driving force behind future development. A social entrepreneur is someone who has taken social innovation as a core mission, and this requires support in the forms of experience, professional knowledge, and psychosocial acceptance. Mentoring relationships (including peer relationships and reverse mentoring) are one source of the support and navigational guidance a social entrepreneur needs. Further, social entrepreneurs who have benefited from the assistance of a mentoring relationship tend to become mentors in turn. Thus mentoring is an effective way to train future social entrepreneurs. This research seeks to answer the following questions: 1) For social entrepreneurs, where do their social innovations originate? What are the typologies of social innovations? What are their impacts, and what are the social needs left unresolved?; 2) Which developmental network typology does a social innovation mentoring relationship fall under?; 3) What kinds of mentoring functions are present among social innovators? To answer these questions, this study adopts a case study method based on two social entrepreneurs who have both had significant social impact and been engaged in mentoring relationships: 1) the GuDong Club founder Qing-Song Lai, and 2) Fieldoffice Architects founder Sheng-Yung Huang. The analysis and study was informed by an extensive literature review, and data gathered via in-depth interviews and participant observation. Regarding the GuDong Club, this study reveals that the source of their innovation is a combination of mutual risk sharing through commissioned planting, advanced purchasing, cooperative purchasing, and the creativity of its founders. Two social innovation typologies emerged from the analysis, including a new business model and new platform. Their innovations have helped generate solutions to challenges faced by small farmers, while providing guidance to future farmers, generating a customer base of over 1500 consumers over the past decade, and encouraging young people to study and pursue agriculture. Among those is a group that founded the Yilan Xiao Tian Tian (literally “little field”) program. Using community to create social impact, the GuDong Club has helped to revive agricultural village culture. Sheng-Yung Huang also utilizes the power of youth, attracting many young people to join his team. Fieldoffice Architects, a name adopted in 2012, offers an annual student internship program, through which some participants eventually become full team members. Their social innovations emerge from a combination of creative architecture, local features, and social concern, and the results have garnered substantial praise and acclaim. With a strong sense of social purpose at the core of Fieldoffice Architects’ values and operations, this case provides three typologies of social innovations: new products, new processes, and new organizational forms. In terms of mentoring relationships, results of both case studies provide evidence for the importance of mentoring in social innovation. Lai’s mentoring relationship is built on the procurement and sharing of diverse information through strong ties, and therefore can be considered an entrepreneurial development network. This provides professional career, psychosocial, and role modeling functions. Yilan Xiao Tian Tian can be viewed as a descendent of Lai’s, whereby the mentoring relationship can be characterized as both an entrepreneurial development network and traditional development network. Huang’s mentoring relationships can also be characterized as being within an entrepreneurial development network, providing similar professional career, psychosocial, and role modeling functions. Selecting two of his students, Yu-Xiang Hong and Huang-Xie-Yao Liu, as representative examples, the mentoring relationships can be seen as both part of an entrepreneurial development network and traditional development networks. Overall, Lai and Huang both receive support from peer and reverse mentoring relationships, in addition to passing on their mentoring relationship characteristics on to mentees. With governments around the world encouraging social innovation and youth entrepreneurship, the creativity, innovation, and entrepreneurial processes revealed in these two cases, along with the characteristics of the mentoring relationships central to these social innovation processes, are worth learning from. Keywords: social innovation, metoring relationship

在台灣，乃至於全球，家族企業都佔有一個舉足輕重的地位。但在這個數字的背後卻隱藏著一個令人驚訝的事實：絕大部份的企業並沒有任何的接班計劃。天下雜誌也發表了一篇調查，調查中指出，當時領導人年齡逾60歲、但仍無明確接班計畫者有超過6成。 台灣以及絕大多數的亞洲家族企業都有著相同的特性：股權結構集中以及以血緣為主的股權傳承。因此造成許多公司面臨『強人創業、無人接班』的現實困境，也大幅降低了公司的存活能力和很難達成永續經營的目標。 在以血緣為主要的股權轉移前提下，台灣的家族企業正面臨著極大的危機。希望能找出克服這些危機的重要因素，以及進一步的協助這良好的家族治理，來自於完整、完善、合時宜的家族憲法。些企業達到永續經營的終極目的。當家族與企業放在一起時，很容易就會讓參與決策的成員們面對到兩難，甚至是三難或是多難的困境，是家族企業中的主事者每天都需要面對的問題。 深入並清楚理解家族成員-經營者-公司股東這三個面向在整個家族企業中存在的意義以及扮演的角色跟責任，是實踐永續經營的第一步。而位於這些因素中的主軸，就是家族的核心價值，其同時也是三圓架構中不同面向嘗試去達成共識的中心思想。良好的家族治理，來自於完整、完善、合時宜的家族憲法。

食物往往蘊藏著無形情感與過往生命記憶。以家庭飲食而言，舉凡食物的味道、口感與氣味皆可能牽引出家庭關係與父母形象等生命故事。據此，本研究旨在以「家庭敘事」之研究視角探討家庭中飲食、記憶與生命傳承之關聯，主要鎖定「家傳菜餚」之家庭共食情境與敘事內涵，從而探討家庭中獨有的飲食口味如何承載與紀錄家庭生命歷程。 　　研究發現，家傳菜餚的故事內容由個人、家庭與菜餚在各式情境之下交織而成，描述昔日飲食經驗時更展現家庭生活背景、家庭信仰與成員性格等內涵。而過往家庭記憶主要透過「倒敘」手法浮現，但其不只是單向回溯過往經驗，敘事者的記憶軌跡往往與現今家庭生活與未來人生交錯對話。 　　此外，家傳菜餚的味道與意義可協助個人理解家庭與建構自我。由於日常飲食經驗於長遠家庭生命歷程中可逐漸形塑為家庭獨有之飲食習慣與傳統，後輩成員得以透過經驗之複製與轉移進而將家庭生命的「過去」、「現在」與「未來」彼此牽連並開展新機。 / Food often contains invisible emotions and life memories, and its taste and smell are also likely to touch off family stories. With this in mind this study aims to explore possible connections among food, memory and life in families from the perspective of “family narratives,” focusing on clues that may be inherent in “family recipes,” with a purpose to understand how family tastes may record life courses. 　It was found in this study that stories of family recipes are co-constructed by food and different members of the family. These stories not only describe these members’ past experiences in food cooking but also trace their life backgrounds, family values and personalities. Following this sense family memories often emerge from "flashbacks" while describing food story, and in doing so the time flow of present and future appears commonly. 　In addition, when food stories are always linked up with family traditions, the taste and meaning of family recipes are also useful in identity construction.

本文旨在研究1949年前後，隨國民政府遷臺的蒙古人。紀錄他們的遷徙史與文化發展，並分析不同世代的在臺蒙古人之蒙古民族認同感。據蒙藏委員會截至2013年的統計，在臺蒙古人共有466人。本文是以家族為單位尋找研究對象，透過文獻資料、訪談及參與觀察法，進行歸納與分析。在本文的研究中發現，這些年來凝聚在臺蒙古人的活動主要有致祭成吉思汗大典、蒙文進修班和新春團拜。此外，還有蒙古同鄉會與蒙古文化協會兩個民間組織，負責聯繫在臺蒙古人、發展蒙古民族文化。蒙古文化協會曾經發行過雜誌、不定期辦理聚會與文化活動，是維繫民族情感重要的組織。本文以集體記憶探討遷徙與認同之間的關係、文化的傳承與失落以及影響民族認同的因素，有助於了解離散在臺灣的蒙古人。

在全球化的影響下，傳統與現代的衝突顯得尤為尖銳，如何保護並發展傳統的民族文化，是普遍面臨的議題。 　　侗錦產生於侗族的生活中，展現出豐富而精彩的圖案紋樣，強烈地反映了他們對生命、大自然和民族文化的熱愛和崇敬，同時也滲透著民族文化的樂觀精神、凝聚著人們對美好未來的嚮往，侗錦可以說將侗族最真誠的情感表現了出來。 　　本研究地域範疇以湖南省懷化市通道侗族自治縣的侗錦傳承區域為主，侗錦傳承區域占全縣面積60%，主要分佈在該縣之西部以及南部百里侗族文化長廊的各鄉鎮。 　　作者在通道縣以及周邊的其他侗族地區田調時間前後長達七年，對於通道縣的侗錦進行了具體的收集和整理的工作。立基於這個基礎之上，作者充分瞭解了關於通道縣侗錦藝術的形成背景、產生因素、內外的特徵以及目前的實際情況，同時也深入探討其蘊涵的文化精神、現代價值以及其在工藝美術中的運用。此外，本文也結合織錦文化資源保護的現狀，分析政府與民間所採取的傳承原則與實際方法。 　　本研究期許通過對通道侗錦的整理與分析，找出侗錦藝術存在的各種意義與價值，並希望以此引起社會對通道侗錦文化從認識進而重視、從重視進而保護與弘揚。因此本研究透過從政府保障非物質文化遺產的角度入手，對非物質文化遺產保護的具體執行層面進行探討，其中主要是探討政府應該如何扮演傳承文化主導者的角色。作者先由戰略層面探討政府對侗錦織造技藝如何保護與傳承、如何制定政策、如何復振，再由戰術層次探討政府如何組織民間所擁有的研習管道、如何強化傳承人與學習生之間的互動狀況、如何開展侗錦的未來等問題。 　　本研究最後的重點聚焦於侗錦文創可能性的分析。侗錦展演如何在各項文化體驗活動中展現其潛力，俾便達成藝術生活化的可能性？侗錦文化如何以文化創意產業的型態經營，俾能超越地域性的侷限?當大眾聚焦在文創產品的真實性議題的時候，如何藉之促成族人對於侗錦文化認同的差異性，以及侗錦如何在村寨形成傳承認知的效應?侗錦藝術是否能夠活化通道縣侗錦文創產業的契機，進而提升侗錦文化發展的主體性? 　　本研究最終期待透過這樣以學術性的方式，探討侗錦非物質文化遺產的生存與發展現狀，提供侗族在進行適度保護性旅遊與再利用政策的時侯，將這一項國家級的非物質文化遺產推向市場、推向國際。

對於台灣本土企業而言，接班風險往往成為一項獨特的經營管理風險。本研究分析某一家未能有效管理接班風險的金控企業，並以另一家係有效管理接班風險的金控企業做為對照標竿，藉以探索金控家族企業因為傳承所面臨的接班風險。透過訪談資深幹部所得之資訊，本研究歸納金控家族企業接班過程的可能問題為潛在接班人的「培訓過程」與「態度問題」。此外，就彙整報章雜誌的額外則發現，接班風險較高的企業有較多因為內控問題而產生的裁罰案件，而若干裁罰案件顯示係因所有權凌駕經營權造成的企業損失，並損及企業的商譽。具體而言，與對照企業相較，接班風險的金控企業有顯著較高的裁罰案件與媒體負面報導，相信本研究所提供的對比分析將可提供台灣本土企業有效降低接班風險的參考。 / Succession risk is a unique risk management for local Taiwanese companies. This study analyzes a financial holding company which fails to effectively manage succession risk, where another benchmark company with effective succession risk management is used as comparison to probe into the succession risk faced by the family-run financial holding company from inheritance. The study applies information acquired from interview with senior managers to conclude that likely problems in the succession process of family-run financial holding companies could lie on the “training progress” and “attitude issue” of the potential successors. Moreover, additional findings from the compilation of newspapers and magazines suggest that companies with higher success risks tend to face with penalty cases due to internal control issues. Several penalty cases would imply corporate loss as a result from ownership overriding management with damage to the corporate reputation. Specifically, compared with controlled company, financial holding companies with succession risk is associated with significantly higher penalty cases and adverse reports from the media. The study is believed to provide a comparative analysis that will provide reference for local Taiwanese companies to effectively reduce succession risk.

企業面臨產業環境及國際化的挑戰，企業必須持續強化競爭優勢，但在企業需要快速累積內部優勢時，組織往往因內部知識傳承產生落差，導致無法有足夠的應變力及執行能力。而中階主管更是組織中承上啟下最重要的階層，但其訓練卻因行業差異性、管理問題與專業的相互交織，使得難度加大，因而造成企業中階主管的斷層嚴重，更使企業的經營更加艱鉅。 面對這樣的問題，司徒達賢教授建議企業可用內部實際個案發展與教學，訓練主管聽、說、想的能力，有利企業內部知識的傳承與中階主管的養成。故本研究以個案研究法、個案公司主管的深度訪談並結合教學方法、知識管理等理論內容，探討企業內部個案教學成功關鍵因素，並發展出企業內部中階主管之個案發展與教學之有效模式。 本研究認為： 一、 企業內部個案發展與教學成功關鍵因素包括： (一) 高階主管的認同。 (二) 先從簡單的個案開始，再到較複雜的個案。 (三) 授課講師對個案的了解程度。 (四) 學習者的投入。 二、 企業內部中階主管個案發展與教學之有效模式如下： (一) 先訂出各部門中階主管的必要技能與知識(要達成哪些訓練目的)。 (二) 依照訓練目的，挑選(或撰寫)適合的企業內部個案。 (三) 企業內部個案發展模式：個案雛型發表、個案與教學指引初稿、個案驗 證、個案教學。 (四) 企業內部個案教學模式：先講述基本的專業概念，再結合經典個案進行個 案教學討論。 / Facing the challenges from the dynamic industry environment and globalization, companies need to improve the organizational internal knowledge learning capability to enhance their competitive strength. However, the knowledge transferring and sharing might be ineffective if the middle management team (MMT) can not fully implement the company’s strategy or play the bridging role between top management teams and line staffs due to their busy routine jobs and different professional backgrounds. The ill-training and invalid succession in organizational internal knowledge of MMT makes the companies difficult to operate effectively and efficiently. To solve the above problem, Prof. Seetoo proposes a method, called “Corporate Internal Case Writing and Teaching”, to overcome the obstacle of the company knowledge sharing and transferring as well as to provide a systemic structure to create and accumulate the company valuable lessons for business practices. This study attempt to explore the key success factor of corporate case teaching for the MMT by conducting case study and in-depth interviews on the basis of knowledge management and case study method. The major conclusions of my research include: 一、 The key success factors of corporate internal case writing and teaching: (一) The recognition and support by top management team. (二) From the easier cases to the complex ones. (三) Fully understanding of the case background by the facilitators. (四) Fully preparation and dedication to cases by the attendances. 二、 The efficient mechanisms for the corporate case writing and teaching for the middle management team include: (一) Identifying the needed knowledge and skills for the middle management firstly. (二) Selecting the appropriate case based on the purpose of training. (三) Developing the model of case writing: the prototype of the case, the initial draft of the case and the teaching note, the verification of the case, and finally the case teaching. (四) Developing the model of case teaching: to start with the introduction to the basic professional concept, and then proceed with the discussion of typical cases.

大學，一向被視為知識的殿堂；大學裡的實驗室，更是激盪新概念、產生新知識的重要場域。因此，大學實驗室可說是知識殿堂裡的智慧泉源；新的知識，不論是對於基礎科學的貢獻，或是應用技術的開發，都可以不斷地在那裡被製造出來。 為了明瞭大學實驗室裡持續創新的樣貌，特別是經過多代傳承、創新成果仍如湧泉般不斷出現的實驗室，本研究針對已在科學界屹立不搖一百三十三年的卡文迪什實驗室與八十三年的台大藥理學教室，進行分析後發現：維持優良的傳統與學風、仔細選擇研究領域並用心地開拓與經營、選擇優秀人才並加以培育，是他們得以歷經艱困草創期、成長期與轉型期，經過多代的傳承，仍在不同研究時期或領域都能獨領風騷的三項重要因素。 「傳統與學風」所保存的是實驗室的核心價值觀；這些核心價值是用以支持創新的土壤。「研究領域的開拓與經營」則須掌握大環境的變化，選擇適合發展的領域，並依據手中的資源擬定經營策略；這樣做即可保持身段的柔軟、不斷刺激進步。「人才的選擇與培育」則提供了足量的優質人力，可以執行創造的工作。 / Universities are considered as the knowledge palace while the laboratories therein are the most important places where surging the new concepts and producing knowledge. Therefore, the university laboratories become the wellspring of knowledge. Both basic and applied researches produced therein will contribute to the domain knowledge. In order to realize why some university laboratories can conduct persistent creation and innovation, two cases which have long history during several generations were analyzed; one is the Cavendish Laboratory of Cambridge University, U.K. and another one is the Pharmacology Laboratory of National Taiwan University, College of Medicine. Both laboratories are considered as the outstanding ones with very good performance in frontier researches. Moreover, many great scientists including Nobel Prize Laureates and Academicians were educated and trained in these laboratories. Most important of all, each generation of these laboratories kept producing creative and innovative accomplishments as well as the long-lived companies do in the business world. The main findings of this research are: 1. retaining the excellent traditions and academic atmosphere; 2. choosing research area carefully and managing it attentively; 3. selecting outstanding talents and educating them, are the key success factors to foster the university laboratories toward incessant innovation. First of all, the traditions and academic atmosphere they preserved are considered to be the core values which cultivate the emerging of creation as well as innovation. Moreover, these long-lived laboratories devoted themselves to the research areas which had been chosen very carefully based on the macro-environment and resources they had in hands. By doing so, they can keep on going forwards. Nevertheless, a lot of talents are necessary for implementing researches in these laboratories. After all, great creation or innovation could not come true without the elite.

漢字之使用，歷經時間推移和人為因素之影響，始漸定俗成。漢字包含正體書寫及異體書寫之字，一般稱作正體字及異體字。本文異體字的定義，為同音、同義，字形相異，相對於正體字而言的文字，稱其為異體字。 異體字之產生，在使用文字的過程，或因人為因素、書寫工具、書寫載體，或行草隸變之書體演變等，都可能影響使書寫文字產生變化，即形成所謂的異體字。異體字較籠統的說法，意指相對於正體字而言的漢字。正體字，指官方所頒布，對於一字或有的諸種寫法，採取標準加以製定出一正寫的文字，謂之正體字。漢字在正體字之外，存在更大使用比例的異體字，漢字若缺乏對於異體字之觀點，則對於漢字整體研究而言恐將偏漏不全。 1967年於上海嘉定宣姓婦人墓葬出土一批明代成化年間之說唱文學作品，這批作品出土之前未經著錄，此就在文獻研究價值而言。北京文物出版社1979年影印刊行，以俾便學界研閱之參考。這批作品以其斷代明確且保存異體字豐富，備受關注，此文本異體字形變化多元豐富，筆者以疏理其異體字形，進行本文明成化說唱詞話異體字研究，完成《說唱詞話》異體字之分析，包括異體字之簡化、繁化、同化、異化等類型，詳見本文第2章至第5章，異體細部字形之變化，於各章分節中列舉字例加以闡述，綱舉目張以簡御繁，以清眉目，第6章以異體字類型為基礎，加以綜論凸顯《說唱詞話》異體字之特徵，終一章略以餘論為結，完成本文明成化說唱詞話異體字之研究。 漢文字歷經漫長的歷史過程，其間待研究之內涵浩如煙海，未來更整全之漢字史之呈現，期待更多學人同好加入研究傳承的行列，漢字為今日唯一留存完整的象形文字，為人類瑰寶，尤其值得我們漢字使用者多加利用並傳承之。

舊金山是美國北加州的重要城市，亦是俄裔移民群居的重要據點。俄裔人口18世紀隨著帝國東擴到達北美洲，他們在北美設立眾多據點進行開墾及貿易。直至19世紀中葉俄國退出北美勢力後，俄裔移民仍在北美延續其文化影響。隨著廿世紀四波移民潮的相繼湧入，舊金山灣區的俄裔移民呈現多元文化發展，城市內的小俄羅斯牽繫著俄裔移民的情感。 俄裔移民在不同時期移民美國，他們主因家庭團聚及經濟因素遷移至舊金山灣區。本文主要探討文化傳承中的四個面向：語言、宗教、飲食及節慶，俄裔移民在舊金山灣區的文化傳承現況如下：俄語傳承主要在家中及學校習得、宗教信仰觀念受移民成長環境意識形態之影響而異、飲食習性因便利性與烹飪習慣呈現兩極化、俄羅斯節對於凝聚俄裔移民及推廣俄羅斯文化具重大傳承意義。 / San Francisco, not only the important city of North California, but also home to many Russian-Americans. Russians first reached North America back in the 18th century with the expansion eastward of the Russian Empire. They set up numerous settlements to develop trade in the new continent until mid-19th century. After the end of Russian America, the cultural influence of Russia still last to date. Along with the four waves of Russian immigrants, Russian culture in San Francisco has developed diversely. Despite Russian immigrants migrated to America in different time periods, family reunion and economic consideration has been the main cause. Cultural heritage discussed in this thesis includes language use, religion, cuisine and festival.