隨著經濟結構的轉型與教育機會的提昇等因素，已有越來越多的女性在各職場領域中一展長才，晉升至企業中高階主管之職位。本研究欲透過對以下諸問題的探討，瞭解女性擔任企業高階主管之個人與社會方面條件的配合與影響情形： 1.影響女性擔任高階主管之人格特質方面因素為何？ 2.角色衝突情形對女性擔任高階主管之影響為何？ 3.傳統社會價值觀對女性人格特質之形成有何影響？ 4.傳統社會價值觀對女性角色衝突程度之影響為何？ 5.個人任職公司之企業文化對女性擔任高階主管有何影響？ 本研究以台灣地區之企業女性高階主管為研究對象，透過問卷衡量與訪談之方式，彙整出以下結論： 1.傳統社會價值觀會影響個人人格特質之形成。受傳統社會價值觀影響較小之女性，其性別特質之類型越趨向於男性化或兩性化，且會具有較高之個我取向成就動機。 2.傳統社會價值觀對個人之角色衝突程度有所影響。自我與重要他人對傳統社會價值觀之看法越相近時，其角色衝突之程度會越低。 3.個人之人格特質對女性擔任企業之高階主管有所影響。屬於內控取向、高度自我監控、男性化與兩性化性別特質與高度個我取向成就動機之女性擔任企業之高階主管比例較高。 4.角色衝突程度越低之女性，對其擔任企業高階主管越有正面影響。 5.個人任職公司之企業文化對女性擔任高階主管有所影響。任職公司之母國文化對女性越持有平等對待之看法時，對女性在企業擔任高階主管越有正面影響。 最後，本研究提出幾點建議以作為在職女性與企業界之參考： 1.對在職女性之建議 (1)突破傳統窠臼，追求自我實現 (2)事先做好職涯規畫，並積極尋求支援 (3)慎選投入之行業與企業 2.對企業界之建議 (1)塑造男女平等之企業共同價值觀 (2)透過人才延攬與升遷獎酬等制度之設計以落實男女平等之價值觀

台灣企業自民國七十年以來開展對外投資的步伐，而大陸地區又是許多外 移台灣廠商的最愛。雖然兩岸本根植於同一文化而發展，但是四十餘年的 分隔已使得一般大陸員工在價值觀念上與我們有異。直到目前我國企管學 界尚未有系統地進行兩岸跨文化管理之比較研究，眾多台商的成敗經驗因 此無法有效累積，故本研究的目的在於：一、了解大陸員工的價值想法； 二、探訪台商針對兩岸文化差異而採用的特殊管理作為；三、依研究結果 為台商提出配合兩岸文化差異而改進管理效能的建議。研究結論認為：由 於大陸員工與台灣幹部同仁間的價值觀念不同，登陸的台灣企業主所採取 的管理作法並不能完全因襲過去在台灣的模式；但是一旦對登陸懷有經濟 因素以外的特殊投資動機或策略目的，台商的管理行為就會有特別的考量 。大陸員工對於上級「職務權威」的接受程度比台灣員工低，所以台資企 業管理幹部需要具備更多的「魅力權威」才能提升管理績效；多數大陸人 習慣集體行動，比較不願意冒個人風險，並且在人際行為上具有更強的防 衛性和攻擊性。最後，隨著時間的發展，大陸員工的價值觀念和工作態度 會受到外商企業管理制度與本身從業經驗的影響而產生變化。台商企業惟 有保持高度的彈性與對環境變化的警覺，才能針對現實情況、適切地調整 管理方法，從而得到最佳績效。

本研究旨在探討國民小學教師美育教學、創造人格特質、美感經驗、美感 活動、工作價值觀的實際情形，其次也探討教師背景變項、美感經驗、美 感活動、工作價值觀與美育教學的關係。本研究以台北市與台灣省國教研 習會之國小教師 612人為樣本，以美育教學量表、創造人格特質量表、美 感經驗量表、美感活動量表、工作價值觀量表為工具進行研究，以因素分 析、積差相關、信度分析、ｔ考驗、變異數分析及典型相關等統計方法， 進行分析，所得結果如下： (一)就美育教學的得分情形而言，在美育教 學的實施方面並不理想，介於「稍微做到」與「大致做到」間，就創造人 格特質而言，與國內外相關研究常模比較為低，就美感經驗而言，分數集 中在較高分部份，顯示教師美感經驗尚佳，就美感活動而言，平均數較低 ，分數又多集中在較低分部份，顯示教師的美感活動量少，就工作價值觀 而言，其平均數高，分數集中在較高分部份，顯示教師工作價值觀高。 (二)在背景變項中，不同性別、學校規模在美育教學上並無顯著的差異存 在，其餘皆有顯著的差異存在。其中最有意義的是任教後有無再學習藝術 的經驗，曾再學習者在美育教學上明顯地高於未曾再學習者。 (三)創造 性人格特質與美育教學呈顯著正相關；而「聰慧能幹」得分與「美育目標 」、「美育原則」、「美育活動」、「美育課程」美育評量」、「美育配 合措施」皆有典型相關。 (四)教師美感經驗與美育教學呈顯著正相關； 「音樂藝術」、「造型藝術」、「環境美感」、「規劃製作」的得分與「 美育目標」、「美育原則」、「美育活動」、「美育課程」、「美育評量 」、「美育配合措施」有典型相關存在。 (五)教師美感活動與美育教學 呈顯著正相關；「視覺藝術」、「文學藝術」得分與「美育目標」、「美 育原則」、「美育活動」、「美育課程」、「美育評量」、及「美育配合 措施」皆有典型相關。 (六)教師工作價值觀與美育教學呈顯著正相關； 其得分低中高組在美育教學上皆有顯著的差異。「美感創意」、「成就權 力」、「同事環境」、「利他主義」之得分與「美育目標」、「美育原則 」、「美育活動」、「美育課程」、「美育評量」、「美育配合措施」皆 有典型相關。 (七)就教師創造性人格特質、美感經驗、美感活動、工作 價值觀各因素與美育教學各因素的典型相關而言，「美感創意」、「成就 權力」、「同事環境」、「利他主義」得分與「美育目標」、「美育原則 」、「美育活動」、「美育課程」、「美育評量」、「美育配合措施」有 典型相關

本研究的目的是希望從教科書傳播的角度去了解其中所傳遞的環境價值觀與態度訊息為何？隱含了哪些環境倫理以及呈現主題為何？更重要的是透過研究者對臺北市某國小四年級教科書內容的分析，再以開放式問卷、焦點團體訪談及個別訪談的方式了解此國小四年級全體學童對教科書中環境價值觀內容的接收與解讀情形，並初探國小中年級學童可能有的環境價值觀樣貌。 研究結果發現各領域教科書中「環境價值觀與態度」相關內容出現次數多寡依序為國語、自然與生活科技、社會、藝術與人文、綜合活動；且教科書內容偏向呈現「定位人和自然的關係」以及「關心人類行為的衝擊」兩大主題，而中年級學童對此的解讀亦大致符合，但對於呈現環境價值觀內容的認定和研究者的分析並不完全相同，這可能是因為中年級學童會依據長期從各方接收的訊息觀點，如實際生活經驗、課文情境安排、個人興趣與喜好、自然保育或迷思觀點、個人環保行動及不同環境倫理觀點等因素，進一步與教科書內容連結而歸納出其對人與自然環境關係的詮釋結果。 雖然教科書需改進其未完全達到環境教育課程綱要中希望破除人類中心價值觀的立場，但多數學童並非全盤接收教科書訊息，少部分學童亦能以批判性的觀點解讀教科書；而學童對於教科書的解讀與定位人和自然環境之間的關係則呈現三種環境倫理並陳的情況，甚至人類中心與生態中心倫理兼而有之的矛盾，這是否和教科書內容及主流社會價值觀亦存在此兩種對立的環境倫理並陳的現象有關，值得後續研究長期深入探討。 / This study investigated the environmental values and attitudes conveyed in textbooks as well as the environmental ethics implied and how they are presented. Analysis was conducted on the content of fourth grade textbooks in an elementary school in Taipei City, Taiwan. The reception and interpretation of the environmental values in the textbooks by the fourth grade students at the school was gained by using open-ended questionnaires, focus group interviews, and individual interviews. The findings of this study were as follows. The academic subjects with the most content involving environmental values and attitudes were Mandarin, science and technology, social studies, arts and humanities, and integrative activities. Relevant content in the textbooks was mostly directed at defining the relationship between man and nature and discussing concerns regarding the impact of human behavior. The interpretation of students was broadly identical to this result. Students in fourth grade link textbook content with long-term messages and points of views such as those derived from actual experience, the arrangement of scenarios in past textbooks, personal interests, nature conservation, misconceptions, personal environmental action, and environmental ethics in order to interpret for themselves the relationships between man and nature.

過去多重代理人系統相關研究中，皆假設任務是預先知道而且確定的，這使得它們無法即時滿足使用者需求，因而在實務上受到限制。因此本研究期望能將多重代理人系統的工作向前延伸，引入人類社會中的價值觀，進而模擬出人類解決問題的思考模式，將能夠放寬任務給定的限制，幫助傳統多重代理人系統提昇彈性、適用於更為動態複雜的環境，即時地滿足使用者需求。任務發掘意指幫助多重代理人系統找出合適任務的過程，將任務發掘應用於多重代理人系統，最主要的挑戰在於－「什麼任務才能滿足需求」；換句話說，「找出需求」。價值(value)正是引起社會交換(social exchange)的元素，價值觀則是人類對於該價值之看法。重視該價值觀為希望於交換過程中獲得該價值，不重視該價值觀為願意於交換過程中犠牲該價值，然而重視有程度之分，即希望獲得/願意犠牲之優先順序。衝突即為依據該優先順序以重視之價值換取不重視之價值的交換行為；最低衝突則為以最不重視之價值換取最重視之價值的交換行為。若能以最低衝突進行交換即最能符合使用者價值觀；最符合使用者價值觀之決策則能滿足使用者之需求。透過本研究所發展之衝突解析演算法，將能夠找出與使用者價值觀最低衝突之代理人團隊，以使用者價值觀點出發，發掘出情境化任務，有效地滿足使用者需求。 / Most existing multi-agent systems (MAS) presume that the tasks to be resolved are given. However, this assumption sometimes renders the systems unrealistic. A sound mission discovery mechanism would exempt this assumption and offer flexibility and adaptation in resolving the user’s problem in dynamic complexity environments. The major challenge of mission discovery in MAS, in general, rests on how to associate missions to the user’s needs (i.e., the identification of the user’s needs). “Value” is anything that can give rise to exchange. For instance, if someone can help his friend no matter what the price he would pay for, then it means that the moral value surpasses the economics value for the case. Based on the theory of social exchange, this paper devises a Conflict Resolution Algorithm that aims to allocate an agent team of the members with the least value conflict so as to discover the contextualized missions that could fulfill the user’s needs.

本研究旨在探討校長工作價值觀、重要他人支持、自我效能感對其工作選擇的影響情形，探討不同重要變項理論內涵、現況與變項之間關係，進而建構及驗證其互動模式，並依研究結果提出建議。 本研究先進行文獻探討，作為架構研究的理論基礎，並以100名校長為預試樣本，分析預試結果以形成正式問卷，再以404名之校長為正式問卷施測樣本，問卷回收整理後分別以描述統計、t考驗、相關分析、變異數分析、多元逐步迴歸分析及線性結構模式分析探討；之後，根據調查結果研擬訪談題綱，實地訪談10名現職校長以瞭解造成差異的原因。本研究之主要研究發現如下： 一、國民中小學校長在工作價值觀、重要他人支持、自我效能感與工作選擇的得分現況屬於中高程度。 二、擔任校長的年資、性別、學校區域等背景變項，在校長工作價值觀量表的得分有差異情形存在。 三、學校類別、總服務年資、擔任校長的年資、性別、學校區域等背景變項，在重要他人支持量表的得分有差異情形存在。 四、總服務年資、擔任校長的年資、性別、學校區域等背景變項，在校長自我效能感量表的得分有差異情形存在。 五、學校類別、擔任校長的年資、性別、學校區域等背景變項，在校長工作選擇量表的得分有差異情形存在。 六、工作價值觀、重要他人支持、自我效能感與校長工作選擇具高度相關。 七、工作價值觀、重要他人支持、自我效能感對校長工作選擇有顯著預測力。 八、工作價值觀、重要他人支持、自我效能感對校長工作選擇有顯著影響力。 九、校長自我效能感對其工作選擇的影響力最大，重要他人支持次之，工作價值觀的影響力最小。 最後，根據研究結果提出相關建議，以供教育行政機關、校長培育中心、現職校長以及未來研究之參考。 / The purpose of this study was to investigate the impact of work values, significant other’s support, and self-efficacy for principal’s job choice. The study included literature analysis, questionnaire survey, and interview. The purpose of literature analysis was aimed to explore the relationship of work values, significant other support, self-efficacy, and job choice. The pilot study was included 100 subjects. The sample was included 404 principals. The data was analyzed by descriptive statistics, t-test, correlation, ANOVA, multiple regression and LISREL model. The interview was conducted according to the analyzed results. The major findings were: 1.The principal’s scores on work value, significant other’s support, self-efficacy and job choice were moderately high. 2.Years of principalship, gender, and districts could make significant differences on principal’s work values 3.The levels of schools, in-service years, years of principalship, gender, and districts could make differences on significant other’s support. 4.In-service years, years of principalship, gender, and districts could make differences on principal’s self-efficacy. 5.The level of schools, years of principalship, gender, and districts could make differences on principal’s job choice. 6.There was highly positive correlation among principal’s work values, significant other’s support, self-efficacy, and job choice 7.The principal’s job choice could be predicted by work values, significant other’s support, self-efficacy. 8.The principal’s job choice could be affected by work values, significant other’s support, self-efficacy. 9.Principal’s self-efficacy was the strongest indicator for job choice, significant other’s support was the second one, and work values were the smallest one. According to the results, suggestions for authorities of educational administration, School leadership academy, principal, and for further study were proposed.

Abstract The current study is a content analysis of airlines’ printed ads, exploring an intersection of country-of-origin (COO), advertising appeals (rational and emotional), and cultural values (Eastern or Western). The study focuses on airlines advertising to understand the role of COO and its interaction with ad appeals and cultural values. The goal of the study is to explore the ways in which airlines or service businesses (selling intangible products) communicate with consumers about the values and meanings in their advertising, especially since the market for travel services is growing and the airline industry is facing drastic competition. The statistical analysis showed clear consistent patterns in the use of COO and other advertising appeals: the ads that used COO are more likely to use emotional appeals and express more Eastern values. Adding to our understanding about the branding of airlines, the findings are in line with the literature that claimed emphasis on emotional aspects for service advertisements. Implications for practitioners are also discussed. Key words: airlines, country-of-origin, services, advertising appeals, cultural values, content analysis / Abstract The current study is a content analysis of airlines’ printed ads, exploring an intersection of country-of-origin (COO), advertising appeals (rational and emotional), and cultural values (Eastern or Western). The study focuses on airlines advertising to understand the role of COO and its interaction with ad appeals and cultural values. The goal of the study is to explore the ways in which airlines or service businesses (selling intangible products) communicate with consumers about the values and meanings in their advertising, especially since the market for travel services is growing and the airline industry is facing drastic competition. The statistical analysis showed clear consistent patterns in the use of COO and other advertising appeals: the ads that used COO are more likely to use emotional appeals and express more Eastern values. Adding to our understanding about the branding of airlines, the findings are in line with the literature that claimed emphasis on emotional aspects for service advertisements. Implications for practitioners are also discussed. Key words: airlines, country-of-origin, services, advertising appeals, cultural values, content analysis

本研究旨在探討利己及利他價值觀如何影響大眾環境風險認知及政策支持，並進一步探討其影響是否受到風險規模、文化取向、及國家發展程度之影響。資料來源為世界價值觀調查(World Value Survey)第五波資料，以Schwartz的「人類價值觀理論」為理論基礎，測量個人利己及利他價值觀，並依風險規模將環境風險認知分為全球性及地區性。統計方法使用層級迴歸，同時檢驗國家層級變項(文化取向及發展程度)對個人層級變項之跨層級調節效果。研究結果顯示大眾對環境風險的感知及反應，受到其價值觀的影響，但針對不同規模的風險議題，在不同文化取向及發展程度的國家，其影響有顯著不同。 / Environmental issues have received much public and media attention abroad and at home. With the increased environmental awareness, there is a strong call for relevant policies and regulations aimed at sustainable development. To ensure sufficient public support, it is crucial to develop a fuller understanding of factors and processes underlying people’s willingness to help protect the environment when making decisions as consumers and citizens. This study aims to predict people’s environmental risk perception and policy support as a function of their values. Specifically, Schwartz’s self-transcendence and self-enhancement value clusters will be examined as determinants to understand why few people choose to make collectively beneficial decisions. Three extensions were made. First, instead of focusing on low-cost lifestyle changes, this study examined policy support that requires substantial personal costs. Second, global and local environmental risk perceptions are treated as two qualitatively different constructs according to their geographical scales. Finally, this study moves beyond an individualistic approach, incorporating country-level forces into the model. Information about the individuals are based on variables measured in the World Value Survey (2005), while cultural orientations and levels of development are measured by the Schwartz Value Survey (2005) and the Human Development Index (2005) respectively. Hierarchical regression are employed, with the nature of interaction being revealed by plotting techniques. The results suggested that perception and responses to environmental risks reflect their most basic value priorities and life goals. Consequently, environmental persuasive messages are most effective when intended behaviors are framed as fulfilling important life goals. However, the effects of person-level constructs greatly vary with social contexts and issue scales, suggesting that different strategies are preferred when dealing with risks associated with different geographical frame. Finally, cultural orientations and levels of development will influence the way members of a society respond to environmental threats. Practical implications for environmental risk communication are proposed and discussed.

隨著全球化、網路化的到來，英語已經變成一個全球語言。然而，許多雙語教學隱含的跨文化與價值認同等相關議題卻淹沒在這片英語教與學的熱潮中。本研究藉由語言與跨文化等若干理論視角，對這個課題進行初探性與嘗試性的探討。除了瞭解雙語學校為何吸引人，也從雙語學童學習背景及其家庭文化脈絡的角度，檢視雙語學童的文化認知與文化價值觀在整個雙語學習歷程中的發展為何？ 本研究採質化研究中的深度訪談法，研究對象包括十位台中華盛頓雙語小學學生、家長以及中英兩部主任。研究結果發現，雙語學校的盛行正反映了在全球化下，台灣人民對英語高度崇拜的社會文化現象。然而標榜全球化教育的雙語學校卻對本土教育產生不當排擠作用，雙語學童不但沒有展現出應有的宏觀的、批判的國際觀，反而產生貶抑本土語言價值與文化的態度，混種性的文化價值觀更淺藏認同危機。值得注意的是，孩子家庭的文化背景更扮演了直接影響雙語學童文化價值與語言評價的關鍵性角色。因此，本研究建議政府及相關單位在努力推動英語學習時，不要忽略本國語言與文化對一個孩子人格發展的重要性。家長也要有自己的定見，在參考各方建議時要能尊重孩子的個別差異其獨特性，不隨波逐流。 / The purpose of this thesis is using a cross-cultural lens to investigate Taiwanese children’s experience with bilingual education, its effects on children cultural values, and other factors that should be taken into consideration in Taiwan’s current bilingual education system. This thesis will specifically answer the following: What are the motivations of children to study in a bilingual elementary school? What is the role of bilingual education in the development of children’s cultural values, attitudes, and knowledge? What are parents’ perceptions of bilingual education and how does it influence children in various ways? How does bilingual education shape the type of children’s learning experiences under social and familial circumstances? Interviews with ten students, their parents and two deans of the Washington Bilingual Elementary School were conducted. The results indicated that contrary to the main goal of a bilingual school, which is to broaden the international perspectives of students, the mother tongue is devalorized in bilingual classes. Children therefore perceive an uneven social representation of languages, which further influence their cultural identities. Moreover, some parents regard English proficiency as a representation of their high social-economic status. Under a parent’s influence, these children therefore perceive English as a superior language making Chinese inferior, which seriously influences the development of their cultural identities and ethnic attitudes. These cases indicate that the extent to which western values affect children’s cultural identities will significantly depend on the specific social, familial and educational circumstances which shape the bilingual experience. Finally, some suggestions to the institutions of bilingual education and to future research are proposed according to the results of this study.

求職者與企業雙方都冀望尋求彼此契合的對象，新進人員藉以認同組織、發揮所長；企業藉以提升新人對組織的承諾感，進而獲得其良好績效。論及契合多以價值觀為核心，又由於直屬主管與部門同事是影響新人的關鍵角色，因此將其視為契合比較之重要對象，分別探討新進人員與直屬主管及與資深同事的價值觀契合度對新人組織承諾的影響。然而，新人與主管及同事的互動關係也影響了新人對組織的態度，故在價值觀契合度影響組織承諾的關係中，新進人員與主管的交換關係(LMX)以及新進人員與資深同事的交換關係(TMX)應存在著干擾作用。 因此，本研究分別以新進人員□直屬主管及新進人員□部門資深同事價值觀（四構面）契合度為自變數，新人組織承諾（三構面）為依變數，LMX和TMX為干擾變數，針對國內一製造業之新進人員、直屬主管、部門資深同事以問卷方式蒐集資料，總計發放635份卷，回收257份；經客觀配對成功之最後分析樣本：新進人員38人，直屬主管20人及部門資深同事93人。資料分析方法採敘述性統計分析、相關分析描述變項的特徵及變項間的關係，並以階層迴歸分析檢驗變項間的影響和干擾效果。研究假設檢驗結果如下： 1.新進人員□直屬主管之自我增進價值觀契合度對「努力承諾」和「價值承諾」有顯著的正向影響 2.新進人員□部門資深同事之自我增進價值觀契合度對「努力承諾」和「價值承諾」有顯著的正向影響 3. TMX在「新人□同事價值觀契合度對新人努力承諾關係」及「新人□同事價值觀契合度對新人價值承諾關係」中有顯著的干擾效果 研究結果顯示，直屬主管與資深同事皆是影響新人對公司態度的重要接觸群體。在涵蓋一般價值觀的四構面價值觀中，新人與直屬主管、資深同事「自我增進」價值觀契合度是影響新人組織承諾的重要因素，談及契合與否應重視與工作成效相關的「自我增進價值觀」。又基於高TMX在價值觀契合對組織承諾關係的干擾效果，在契合度低的情況下，員工與同事有好的交換關係品質時能夠使低組織承諾的情況不致產生。因而本研究欲提升員工組織承諾，可將發展重點放在建立與同事的關係上，以代替招募價值觀契合者，或企圖改變員工價值觀使與組織契合所做的努力。