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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
1

我國僑務政策之研究─民國六十年以後之發展分析

顏國裕, YAN,GUO-YU Unknown Date (has links)
海外華僑人口截至七十七年底止,已逾三千萬人,足跡遍佈全球,可謂有太陽的地方 就有華僑。歷年來華僑在民國建立、抗戰、反共復國及經濟建設方面,均是輸財輸力 ,甚至不惜性命安危,一貫忠心支持中華民國。 政府為服務華僑、處理華僑事務,早在民國十五年成立僑務委員會,歷經改制,於民 國二十一年正式改隸行政院,設有組織法。民國三十六年元旦公佈的憲法亦將華僑參 政權、保僑護僑事務、華僑教育及經濟事業均列入規定,可見政府對僑務的重視,使 得僑務工作成為國家政策之一。 僑務工作雖淵源之久,有法有據,亦有專門單位一僑務委員會主司其責,但因僑務工 作對象為僑居海外世界各地的華僑,一般國人所了解的僑務工作範圍僅限於華僑回國 接待及僑生回國升學工作,因而在修改行政院組織法之時,有主張將僑務委員會併入 外交部而成為外務部之議,筆者在僑務委員會工作了解僑務工作非僅限於此,還包括 僑團輔導、華僑文教、華僑經濟輔導、華僑證照服務及僑選立、監委遴迭等工作,一 般國人所了解的僑務工作僅是僑務工作中的一小部份。由於一般國人對僑務工作的陌 生與不了解,加上華僑多具有雙重國籍,僑生回國升學被認為與本國學生生學權益相 砥觸,而海外僑選立、監委遴迭工作則是被批評為不符民主原則。本文即基於政策分 析角度,讓有志於僑務工作及僑務研究者,了解僑務問題的形成原因、規劃內容、執 行情形及其評估,以便對僑務工作有正確認識與了解。 本文共分五章,各章內容概要如下: 第一章:緒論。敘述研究動機、目的、範圍、架構、方法與限制,並界定相關名詞。 第二章:僑務政策問題的形成:分述僑務問題形成的各種原因、認定及議程的建立。 第三章:僑務政策的規劃與合法化:說明現階段僑務政策規劃內容及合法化情形。 第四章:僑務政策的執行:透過政策執行目標、經費、資訊、人員與實際執行情形, 來說明僑務政策執行內涵。 第五章:評估、建議與結論:透過政策過程與影響來評估僑務政策,並依據研究心得 與工作經驗提出建議,最後對本文做一扼要總結。
2

僑務委員會駐外人員角色功能及能力之研究-以休士頓華僑文教服務中心為例 / Research on role function and competence of expatriate of overseas compatriot affairs commission: a case study on culture center of Taipei economic and cultural office in houston

閻樹榮, Yen, Shu Rong Unknown Date (has links)
在中華民國創建迄今的各個階段以及兩岸關係所導致的外交困境下,僑務工作成為政府整體涉外事務不可或缺的一環,透過華僑在居住國的政治及經濟影響力,可發揮「二軌外交」的功能,輔助外交工作之推動。因此僑務駐外工作人員應具備何種能力以成功地扮演好各種角色,確實發揮凝聚海外華僑的向心及爭取支持的功能,確值關注。 針對僑務駐外人員兼具管理者及執行者身分、工作地點位於海外及其業務之特殊性,本研究首先由一般角色理論及管理者角色理論進行探討,其次由一般職能理論及派外人員職能之研究成果進行探討。透過深度訪談、內容分析及參與觀察三種研究方法來分析歸納出僑務駐外人員所扮演之角色功能及應具備之能力。研究發現僑務駐外人員執行任務時需與僑務委員會、駐外館處、華僑文教服務中心、國外組織人民、中國使領館及僑團等對象接觸互動,針對不同的對象及情境分別扮演政府代表、國家主權維護、關係經營、溝通橋樑、訊息傳遞、業務執行、資源整合及管理等8種角色。並需具備社交、語文、溝通、口語表達、管理、領導統御、設計規劃及行銷及適應等8種能力,以成功的扮演各種角色。 此外,本研究亦將如何增進對各種角色之認知及取得或強化各種能力,分別向僑務委會、僑務駐外人員及未來有意成為僑務駐外人員之同仁提出建議,同時也為未來研究提出可行的方向。 / Overseas Chinese affairs has become indispensable to government foreign relating issues in every stage of Republic of China ever since it was established as well as in diplomatic dilemma caused by cross-Strait relation. “Track-Ⅱ Diplomacy” can be done through overseas Chinese’ influence in politic and in economic in the country of residence, also can assist to promote foreign affairs. Therefore, “what kind of capability the overseas affairs working abroad staff need to have and how they play all roles well, attract and win overseas Chinese’ support indeed?” is a good subject worth to pay close attention to. Overseas affairs working abroad staff are manager & executor, who are working abroad with particular mission. This research firstly made from general role theory and managing role theory, then from general function theory and expatriate function theory. Through three research methods – deep interview, information analysis and participant observation – generalize overseas affairs working abroad staff’s roles, functions & capabilities. This research discovered overseas affairs working abroad staff when executing missions need to contact with Overseas Compatriot Affairs Commission, R.O.C. (Taiwan), overseas missionary offices, overseas Chinese cultural service centers, abroad organizations & people, Chinese embassy, overseas compatriot groups, act 8 roles as government representative, national sovereignty safeguard, relationship management, communication bridge, information transmission, business operation, resources integration & management to different subject & circumstance. So they need to have social skill, language, communication, oral expression, management, leadership, plan & design, marketing and accommodation 8 capabilities to play different role successfully. Besides, this research also suggests Overseas Compatriot Affairs Commission, R.O.C. (Taiwan), staff working abroad and colleagues who intend to work abroad in future respectively that they need to find out how to improve recognition of each role and how to strengthen each capability. Bring out workable direction for future further research.

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