全球化的趨勢帶來了人口的移動與跨國婚姻的增加，對於移入國家常常產生多元文化的衝突，對於移入者更有許多要適應的面向，導致產生語言、文化與生活適應不良、人際關係與社會網絡缺乏支持等問題。 因此新移民女性遠嫁他鄉的勇氣是應該被佩服的，因為她們要到一個陌生的國家重新生活，並帶著原生國家的文化、價值，要來融入和學習新國家的文化、價值。 也因為她們要面臨許多生活上的適應，有些適應上的問題透過學習是可以解決的，例如：語言問題，可以透過家人教導或是參與各縣市識字班，可是有些問題卻無法透過學習或是短期內可以解決的，例如：家人與外界的歧視，因為家人對於新移民女性嫁來臺灣的動機，會停留在為了金錢而來到臺灣的刻板印象，可能需要透過實際的認識、接納新移民女性，才能減少歧視或不客觀的負面想法。 為使外籍配偶家庭生活正常和樂，並迅速融入臺灣社會，以降低各種足以衍生社會問題的各種相關因素，雖然已成為政府、非營利組織與外籍配偶家庭非常重視的課題；但臺灣社會對外籍配偶原生文化大多缺乏瞭解，造成許多既有的偏見與刻板印象，使得外籍配偶適應臺灣生活更增添一層陰霾。 本研究在暸解政府對於新移民照顧輔導政策中，如何幫助新移民女性在臺灣所面臨的個人生活、心理、經濟、子女教養、婆媳、社會參與、資訊網絡等等問題。藉由訪談新移民女性表達出在政府的照顧輔導政策下的觀感與需求，供政府日後施政參考，以提出更具體及具多元文化的移民政策，來幫助新移民女性融入臺灣社會，並培養民眾尊重多元文化共存的觀念，以促進多元社會文化的實現。 / The trend of globalization has contributed not only to the increase of global migration and transnational marriage but also brings cultural conflicts to the receiving country. To the immigrants, there are plenty of aspects to be faced with, such as the adaptation of language, culture, daily life as well as the building of interpersonal relationship and the lack of social support. Therefore, the spirit of foreign spouses is truly admirable considering the courage they need to start a new life in a foreign country, striving to acclimatize themselves to the culture and value of a new country on their own. In addition, they have to cope with many adaptation problems, some of them could be solved through learning, such as language, which could be tackled through the assistance of their family or Chinese literacy classes set up by the government. Nonetheless, some of the problems could not be solved in a short period of time, such as discrimination within or outside their family. Since their Taiwanese relatives might still have stereotyped ideas that they only married for money. To eliminate this type of discriminative and negative thinking, a better understanding and acceptance of foreign spouses is required. With a view to reducing all sorts of derivative social problems, it has long been an important issue for our government, NGOs, and families with foreign spouses to provide them with happy family lives and smoother adaptations. Unfortunately, without adequate understanding of their original culture, our society is still riddled with stereotypes and prejudices against foreign spouses, making it more difficult for them to adapt to life in Taiwan. As far as the assistance and guidance policy are concerned, it is the purpose of this study to understand in what way our government is assisting foreign spouses with problems regarding personal life, mental adaptation, financial ordeals, childcare, relationship with mother-in-law, social participation, and information access. For the reference of future polices, this study aims at revealing the perception as well as needs of foreign spouses through interviews, in a hope to propose a more practical and multi-cultural immigration policy that will not only help foreign spouses with better adaption into our society, but will also cultivate a public sense of respect for the co-existence of different cultures on the path toward the realization of a multi-cultural society.

University of Macau / Faculty of Education

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本文主要從「詩化」、「賦化」、「語言介乎雅俗」三方面，考察柳永詞與元祐詞壇的創作關係。在第一章緒論中，透過對古代詞評與今人研究的探討，推導出本文的論題，並闡述研究方法、研究範圍，以及史料的運用。在第二章中，主論「『詩化』、『賦化』、『雅、俗語』的意涵與區辨指標」，爬梳、考察與此四項概念相關的研究成果，辨析各家說法的異同，從中界定本文「詩化」、「賦化」、「雅語言」和「俗語言」的意涵，並在此基礎上，建構區辨指標。在「詩化」與「賦化」的部分，皆從「音調格律」、「題材情意」、「文體功能」、「表現手法」等層面，建立詞體「詩化」、「賦化」的指標。在「雅語言」、「俗語言」的部分，則從「遣詞用字」、「情感內容」兩方面，探究兩者的「相對差異」，以此建立兩者的區辨指標。在第三、四章中，乃由第二章所建立的各項指標進行研析，分別論述柳永詞與元祐詞作在「詩化」、「賦化」、「語言介乎雅俗」三方面的表現特色，其中，「詩化」與「賦化」的作用對於詞體本色有所改造，遂使語言趨向「介乎雅俗」的狀態，因此，三者實存在著相互因依的關係。在第五章中，主論「元祐詞人群對柳詞『詩化』、『賦化』、『語言介乎雅俗』書寫的接受與承繼」，在三、四章的基礎上，將柳永詞與元祐詞作進行比較，從同的面向，探討兩者的繼承關係；從異的面向，闡析元祐詞人對於柳詞主觀接受之處。在「詩化」方面，可見元祐詞人對柳詞在題材、意象上的開展，較少情意上的承繼。在「賦化」方面，可見元祐人在繼承柳詞之餘，多摻雜了關乎仕隱的政教情志，降低「賦化」的程度。在「語言介乎雅俗」方面，元祐詞人的此類作品雖有與「賦化」相關者，但更多的是與「詩化」相關的表現。因此，蘇軾等元祐詞人接受、繼承柳詞的意義，在於重塑柳詞的主要表現，擴大、深化柳詞中較為偏弱的「詩化」現象。最末於第六章結論中，總結前面各章的論述，並重申柳詞在詞學發展史上的意義。

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團隊多元化(team diversity)指的是團隊成員於人口統計屬性(如性別、年齡與種族)或潛在特性(如人格特質、工作態度或工作價值觀)上之分配情形與差異程度，或可稱之為團隊異質性(team heterogeneity)。過去實證研究雖指出團隊多元化可對團隊結果產生不同方向與程度之影響，但對於不同類型多元化與不同團隊結果間之關係仍缺乏較完整之探討。本研究將團隊多元化區分為關係相關多元化(relation-oriented diversity)與工作相關多元化(job-related diversity)，其中，再進一步將關係相關多元化分為表象多元化(surface-level diversity)與深層多元化(deep-level diversity)，目的在釐清各種多元化屬性之異同處。同時，本研究另將團隊結果分為團隊歷程與團隊績效。與過去研究不同的，本研究不僅探討團隊內部凝聚力，更將團隊多元化連結至外部歷程－外部活動(external activity)，以檢視多元化與外部活動間之關聯性。 本研究以社會分類與社會認同理論解釋關係相關多元化對團隊歷程與團隊績效之影響，假設愈高的表象多元化與深層多元化將對團隊歷程與團隊績效造成負向影響。本研究另以資訊與決策觀點及認知資源觀點解釋工作相關多元化對團隊歷程與團隊績效之影響，假設工作相關多元化將對團隊外部活動與團隊績效造成正向影響。 本研究以62位團隊主管與280位研發工程師，共62個研發團隊為對象，探討關係相關多元化與工作相關多元化對各種團隊結果之影響。本研究以問卷調查法搜集資料，發放問卷予研發工程師與團隊主管，前者回答多元化屬性與團隊歷程問項，後者回答多元化屬性與團隊績效問項。 研究結果發現，深層多元化與團隊凝聚力呈負相關，且深層多元化對團隊凝聚力之負向影響大於表象多元化。表象多元化與外部活動呈負相關，且表象多元化愈高之團隊，其團隊績效愈低。同時，工作相關多元化對外部活動與團隊績效呈正相關。由此可知，不同類型之團隊多元化可對不同團隊結果造成影響，當團隊之關係相關多元化愈高時，其團隊凝聚力愈低；而當團隊之工作相關多元化愈高時，其團隊績效愈高。因此，在探討團隊多元化與團隊結果之關係時，須仔細地思考關係相關與工作相關多元化是否會對特定類型結果產生影響，方能有助於團隊多元化研究成果之累積。 / Team diversity refers to the differences and heterogeneity of the team members’ attributes that people use to tell themselves that another person is different. Diversity is traditionally conceptualized in terms of visible differences in age and gender. Individuals may also differ on less visible characteristics such as level of education, tenure, personality, and attitude. Past research had investigated the relationship between diversity and team outcomes, however, conclusive findings of the effects of diversity on team processes and outcomes still do not exist. There is a need to develop a theory to explain the complexity of diversity and team outcomes. In this study, we adopted Jackson, May, and Whitney’s (1995) argument, offering a distinction between relation-oriented and job-related diversity, in which the former represents diversity attribute that are easily detectable or underlying and likely to evoke others’ socioemotional responses. Furthermore, relation-oriented diversity is categorized as surface-level and deep-level attribute. The former is defined as biological characteristics that are typically reflected in physical features, the latter is the differences among members’ attitudes, beliefs, and personality. To understand the impact of different types of diversity in team outcomes, this study links diversity to team cohesiveness, performance, and a new outcome, external activity. According to social categorization and social identity theories, relation-oriented diversity is negatively related to team cohesiveness, external activity and team performance. Whereas the social categorization perspective explains the relationship between relation-oriented diversity and team outcomes, the information/decision-making and cognitive resources perspectives focus more on job-related diversity. The information/decision-making and cognitive resources theories propose that variances in job-related attributes have a positive impact through increase in the skills, abilities, information, knowledge, and confidence that diversity brings, independent of what happens in the group process. There are 62 team leaders and 280 engineers, totally 62 teams, responding to the survey. We distribute different questionnaires to leaders and engineers. Besides individual characteristics, leaders evaluated the team performance, and engineers answered their perception about their team. Results show that deep-level diversity is negatively related to cohesiveness. Moreover, the impact of deep-level diversity on cohesiveness is stronger than surface-level diversity. Teams higher in surface-level diversity perform less external activity, and received lower leader rating for team performance. Results also show that job-related diversity is positively related to team performance. Apparently, different type of diversity leads to specific team outcomes. Teams higher in relation-oriented diversity lower cohesiveness, and those higher in job-related diversity lead to higher performance. Implications and future research needs are discussed.

傳統的行銷方式多以業務員為主，但隨時代變遷多元化通路也成為壽險公司主要通路之一。本文針對人壽保險多元行銷通路中的電話行銷通路為例，分析其在保險行銷上的關鍵成功因素、優勢、以及限制，並透過對業界資深從業人員的深度訪談，彙整其關鍵成功因素以及未來的可能發展，透過深度訪談並綜合作者之經驗與觀察，提出對人壽保險電話行銷未來發展的看法。 從深度訪談結果，電話行銷的關鍵成功因素區分為經營面與人才面兩大向度。在經營面，成功的關鍵因素包括了對市場的正確認知，對於電話行銷來說，成功的關鍵有業務能力、經營策略、組織規劃、系統設備、目標市場以及產品選擇等因素。在人才面上，根據深度訪談中，受訪的資深主管所列出之成功電話行銷員應具備的特質結果，以強烈的自信心與企圖心、速度快、活動量高以及面對連續拒絕能夠迅速恢復情緒為主要，並且可將以上特質簡化歸類成專業知識、正確的心態、良好的銷售技巧、良好的習慣以及高活動量等五項條件。而本文最後根據以上分析及作者個人經驗，將上述成功要素歸納為電話行銷成功鍊。並期望未來壽險使用電話行銷通路，應該思考與現今不同的策略，如與其他直效行銷通路和保險外勤業務員行銷通路的整合以及更具CRM概念的電話行銷。