京都大学 / 0048 / 新制・課程博士 / 博士(理学) / 甲第20905号 / 理博第4357号 / 新制||理||1625(附属図書館) / 京都大学大学院理学研究科物理学・宇宙物理学専攻 / (主査)教授 國廣 悌二, 教授 大西 明, 教授 川合 光 / 学位規則第4条第1項該当 / Doctor of Science / Kyoto University / DFAM

京都大学 / 0048 / 新制・課程博士 / 博士(エネルギー科学) / 甲第21880号 / エネ博第381号 / 新制||エネ||74(附属図書館) / 京都大学大学院エネルギー科学研究科エネルギー基礎科学専攻 / (主査)教授 萩原 理加, 教授 佐川 尚, 教授 野平 俊之 / 学位規則第4条第1項該当 / Doctor of Energy Science / Kyoto University / DGAM

博士(工学) / Doctor of Philosophy in Engineering / 同志社大学 / Doshisha University

京都大学 / 新制・課程博士 / 博士(工学) / 甲第24224号 / 工博第5052号 / 新制||工||1789(附属図書館) / 京都大学大学院工学研究科建築学専攻 / (主査)教授 原田 和典, 教授 石田 泰一郎, 教授 小椋 大輔 / 学位規則第4条第1項該当 / Doctor of Philosophy (Engineering) / Kyoto University / DFAM

非負値行列因子分解(NMF)は，全要素が非負であるデータ行列に対する行列分解法である．本論文では，実在するデータ行列に頻繁に見られる特徴や解釈容易性の向上を考慮に入れ，探索的にデータ分析を行うためのNMFの拡張について論じている．具体的には，零過剰行列や外れ値を含む行列を扱うための確率分布やダイバージェンス，さらには分解結果である因子行列の数や因子行列への直交制約について述べている． / Nonnegative matrix factorization (NMF) is a matrix decomposition technique to analyze nonnegative data matrices, which are matrices of which all elements are nonnegative. In this thesis, we discuss extensions of NMF for exploratory data analysis considering common features of a real nonnegative data matrix and an easy interpretation. In particular, we discuss probability distributions and divergences for zero-inflated data matrix and data matrix with outliers, two-factor vs. three-factor, and orthogonal constraint to factor matrices. / 博士(文化情報学) / Doctor of Culture and Information Science / 同志社大学 / Doshisha University

本研究指在探討校長分布式領導、教師知覺組織支持與教師組織公民行為的關係。研究方法採問卷調查法，以越南胡志明市公立高級中學教師為研究對象。在預試階段，寄發300份問卷，回收有效問卷共有275份，據以檢視研究工具之信效度。在正式調查階段，寄發960份問卷，回收有效問卷共908份。在資料處理方面，本研究分別以描述性統計、獨立樣本t檢定、單因子變異數分析、積差相關分析及結構方程模式取向之路徑分析等統計方法進行分析。本研究獲得以下結論： 一、越南胡志明市公立高級中學校長分布式領導、教師知覺組織支持與教師組織公民行為的現況大致良好。 二、教師對校長分布式領導的知覺，會因教師之年齡、服務年資、學歷、學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 三、教師對組織支持的知覺，會因教師之年齡、學校所在地與學校規模之不同而有顯著差異。 四、教師對教師組織公民行為的知覺，會因學校所在地、學校規模與校長於本校服務年資之不同而有顯著差異。 五、校長分布式領導、教師知覺組織支持與教師組織公民行為之間兩兩具有正向相關。 六、校長分布式領導、教師知覺組織支持與教師組織公民行為三者之間具有顯著影響關係。 七、校長分布式領導可透過教師知覺組織支持的部分中介效果，間接影響教師組織公民行為。 八、校長分布式領導、教師知覺組織支持與教師組織公民行為的結構方程模式適配度良好。 基於上述之研究結果，本研究提出一些建議，作為主管教育行政機關、學校校長、教師及未來研究之參考。 / The study aims to investigate the relationships among distributed leadership, perceived organizational support, and organizational citizenship behavior. The study population is all in-service teachers at public high schools in Ho Chi Minh city. The questionnaires are used to collect data. In the pretest stage, data collected from a sample of 275 teachers at 20 public high schools, and was used to test the validity and reliability of the research instruments by using the exploratory factor analysis. In the formal survey, data collected from a sample of 908 teachers at 64 public high schools. Then the descriptive analysis, t-test and one-way ANOVA, correlation analysis and SEM approach’s path analysis were used to analyze the data. The findings indicated that: 1. The teachers’ perception of distributed leadership, perceived organizational support, and organizational citizenship behavior is good. 2. Six demographic variables, including teachers’ age, year of experience, level of education, school location, school size, and years as principal at current school, showed significant differences in distributed leadership. 3. Three demographic variables, including teachers’ age, school location, school size, showed significant differences in perceived organizational support. 4. Three demographic variables, including school location, school size, and years as principal at current school, showed significant differences in organizational citizenship behavior. 5. There is a significant positive correlation between the variables of distributed leadership, perceived organizational support, and organizational citizenship behavior. 6. Both distributed leadership and perceived organizational support showed a positive direct effect on organizational citizenship behavior. 7. Perceived organizational support partially mediated the effect of distributed leadership on organizational citizenship behavior. 8. The SEM constructed for the distributed leadership, perceived organizational support, and organizational citizenship behavior showed a goodness of fit. Based on these results, there are many applications proposed to education authority, school principals, and teachers and some recommendations provided for further research.

絕對多數候選人的票源並不是很均勻地分散在各地，反而都有一些表現在水準之上。本論文的焦點放在這些最強的地區。 首先正式定義候選人的「選舉地盤」以及兩個衡量地盤規模指標「強度」與「重要度」。以這些概念描述地盤與選區許多人文區位以及候選人個人特質的關係如何。結果發現最健全的地盤是由當選的男性國民黨籍候選人所建立的，且在農民偏多、教育程度偏低的地區。 接者，本論文探索地盤對政黨票源的影響如何。透過迴歸分析，可發現新黨候選人的地盤可說是強制配票策略的一個副產物。另外，本論文使用一個個案研究來討論國民黨責任區配票制度對地盤的影響力，發現地緣因素可能比配票制度還重要。再者，針對地盤是否增加政黨票源的問題，發現如果先控制所有黨籍候選人在全選區的表現後，候選人在其地盤確實會增加政黨的票源。 最後，本論文探討地盤在多次選舉的穩定性。首先建立兩個指標，即「守住值」與「增長值」，衡量兩次選舉地盤之間的穩定程度。以這兩個指標，發現一般候選人從一次選舉地盤到下次選舉地盤其實相當不穩定，兩次票源有頗大差異。接者，就再進一步探索何種地盤較穩定。一般地盤是由三部分所構成，即「盤心」、「盤邊」與「碎盤」。其中，盤心包含候選人故鄉，是地盤最穩定的一部分，最穩定的地盤都是大盤心型。最後，討論票源移轉的問題，許多政治力量，如家族、派系、黃復興黨部等等有無共享同一個票源。結果，可發現這些政治力量都有一個或大或小的「穩定地盤」，穩定地盤的票源都可以轉來轉去。 第一章 緒論 壹 研究動機與目的 貳 文獻檢閱 參 研究性質與方法 第二章 地盤及其特徵 壹 分析方法 貳 各種自變數對地盤單獨的影響 參 交互作用 肆 「一般」地盤的例子 伍 小結 第三章 政黨與地盤 壹 分析方法 貳 地盤為配票的副產物 參 國民黨候選人地盤為責任區 肆 政黨票源的增減與地盤的關係 伍 1995年高雄縣立法委員選舉 陸 小結 第四章 地盤的穩定性 壹 分析方法 貳 地盤的穩定程度：以尋求連任的候選人為例 參 地盤的結構 肆 地盤的分類 伍 票源的移轉 陸 小結 第五章 結論 壹 研究發現 貳 檢討與建議 / The support of the overwhelming candidates is not evenly spread over all areas. Instead, most candidates have certain areas in which they reap a number of votes well above the average for the whole district. These strongest areas are the focus of this thesis. We start by defining an "electoral base" as well as two indices to measure the scope of the base, "strength" and "importance." These concepts are used to describe the relationships between bases and several independent variables, including the demographic features of the electoral district and the particular attributes of the candidate. We find that bases are largest and most intense for winning, male, KMT candidates running in districts with high numbers of farmers and low overall education levels. The next section of the thesis deals with the relations between bases and political parties. Through regression analysis, we find that the bases of New Party candidates are actually just a by-product of the New Party's vote rationing system. We consider the possibility that KMT bases also result from the KMT's responsibility zone vote rationing system. However, a case study shows that localism seems to be more directly related to the bases that eventually take shape than the responsibility zone system. Next, we look into the question of whether bases increase a party's votes. We find that if the overall performance of the party's candidates in the entire electoral district is controlled, parties do get increased amounts of votes inside the bases of their candidates. In effect, bases do increase the number of votes the party gets. The final section of the thesis addresses the question of stability of bases over time. First, two indices, "defense" and "growth" are introduced to measure the stability of bases from one election to the next. We find that from the base of a candidate in one election to the base of the same candidate in the next election, there is a surprisingly large amount of instability; candidates' strongest areas in one election may not be their strongest areas in the next election. Faced with this finding, we look for the keys to stability. One key lies in the structure of the base. Most bases can be divided into three parts: "central areas," "adjacent areas," and "scattered areas." The central areas include the candidate's home town and are the most stable part of the base. The candidate's with the most stable bases tend to be those with large central areas. Finally, we look at the question of whether votes are transferable. Many different political forces are considered, including political families, local factions, and the KMT's military party branch. These forces all have a "core" of support which is stable and can be transferred among different candidates from the group.

本研究旨在瞭解苗栗縣國民小學校長分布式領導、教師組織公民行為與教師工作滿意度之現況，並分析不同背景變項之教師在知覺校長分布式領導、教師組織公民行為與教師工作滿意度之差異情形，且探討三者之間的關係，最後藉由校長分布式領導與教師組織公民行為對教師工作滿意度進行預測。 本研究採調查研究法，共計抽樣61所學校，發出708份問卷，回收569份有效問卷，問卷有效率達80.37%。資料處理分別以描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾遜積差相關及多元逐步迴歸分析等統計方式進行統計分析。 本研究獲致以下之結論： 一、苗栗縣國民小學教師知覺校長分布式領導為中高程度，以「建構清楚的願景與目的」之知覺程度為最高，「營造信任的學校文化」之知覺程度最低。 二、苗栗縣國民小學教師有高程度之組織公民行為表現，以「主動助人」之表現為最高，「自我要求」表現為最低。 三、苗栗縣國民小學教師在教師工作滿意的知覺為中高程度，以「工作本身」的知覺為最高，「行政管理」之知覺為最低。 四、苗栗縣國民小學教師，因其性別、職務及學校規模之不同，而有不同的校長分布式領導知覺感受，以男性、擔任主任或組長職務、與學校規模在12班（含）以下之教師知覺程度較高。 五、苗栗縣國民小學教師，因其年齡及擔任職務之不同，而表現出不同程度的教師組織公民行為，以51歲（含）以上及擔任主任職務之教師表現程度較高。 六、苗栗縣國民小學教師，因其性別及職務之不同，而有不同的教師滿意度知覺感受，以男性及擔任主任之教師知覺程度較高。 七、苗栗縣國民小學校長分布式領導、教師組織公民行為與教師工作滿意度的知覺及各分層面，彼此之間具有正相關的關係。 八、苗栗縣國民小學校長分布式領導、教師組織公民行為對教師工作滿意度具有預測作用，以「校長分布式領導」的預測力最佳。 最後依據研究結果與結論，提出具體建議，以供教育行政機關、學校校長與教師以及未來研究的參考。 / This study aims to investigate the current development of the elementary school principal’s distributed leadership, teachers’ organization citizenship behavior and the teachers’ job satisfaction in Maioli County, and to analyze the differences in teachers of different background variables are conscious of the principal’s distributed leadership, teachers’ organization citizenship behavior and the teachers’ job satisfaction, and to explore the relationship among the three variables. Finally, through principal’s distributed leadership and teachers’ organization citizenship behavior forecast the teachers’ job satisfaction. Questionnaire survey method is adopted. The samples include 61 schools and 708 questionnaires were distributed. There were 569 valid questionnaires used finally in the statistic analysis and the usable rate is 80.37%. All data collected were analyzed by the methods of descriptive statistics, independent t-test, one-way ANOVA, Pearson correlation, Multiple regression etc. The conclusions are as follows: 1.Elementary school teachers’ perception of principal’s distributed leadership is above average while “construct clear vision and purposes” was the highest, and “shared responsibility” was the lowest. 2.Elementary school teachers’ perception of teachers’ organization citizenship behavior is above average while “helping others voluntarily” was the highest, and “self-disciplined” was the lowest. 3.Elementary school teachers’ perception of teachers’ job satisfaction is above average while “work” was the highest, and “administrative management” was the lowest. 4.There are significant differences in the elementary school teachers’ perception of principal’s distributed leadership in terms of sex, duty, and the scale of school. 5.There are significant differences in the elementary school teachers’ perception of teachers’ organization citizenship behavior in terms of age and duty. 6.There are significant differences in the elementary school teachers’ perception of teachers’ job satisfaction in terms of sex and duty. 7.There is a positive correlation among the principal’s distributed leadership, teachers’ organization citizenship behavior and the teachers’ job satisfaction. 8.Both of the principal’s distributed leadership and teachers’ organization citizenship behavior in Maioli County have a predictive effect on teachers’ job satisfaction.

本研究旨在建構並驗證高中職學校分布式領導、教師專業社群與學校創新經營效能之模式，並比較不同教師背景變項及學校環境變項的差異，依據研究所得結論，分別對教育行政機關、學校及教師提出建議，以做為推展校長分布式領導、促進教師專業社群運作，及提升學校創新經營效能之參考。 本研究使用問卷調查法，以單因子變異數分析、皮爾森積差相關、多元迴歸、結構方程模式等統計方法，探討高中職學校分布式領導、教師專業社群與學校創新經營效能之關係及模式驗證。透過文獻的蒐集與探討，提出本研究的研究架構和徑路關係模式圖。研究對象為國立高中職學校995 位教師；研究工具為研究者自編之校長分布式領導、教師專業社群與學校創新經營效能關係之調查問卷。 經由統計分析與討論，本研究獲得以下結論： 一、教師對校長分布式領導、教師專業社群與學校創新經營效能的知覺是正向的。 二、部分教師背景變項與學校環境變項的教師對校長分布式領導、教師專業社群與學校創新經營效能的知覺具有顯著差異。 三、校長分布式領導、教師專業社群與學校創新經營效能三者之間具有關聯性。 四、校長分布式領導、教師專業社群對學校創新經營效能均具有預測力。 五、本研究所建構的結構模式具有良好的適配度，校長分布式領導、教師專業社群對學校創新經營效能均具有顯著直接效果。 關鍵詞：分布式領導、教師專業社群、學校創新經營效能

企業為了不斷成長並追求永續經營，並因應快速變化的外在環境與日趨激烈的國際競爭，需不斷地加強或擴增員工的知識、技術及能力，因而建立短期與長期性的人才培育之訓練有其重要性。 國際級工程案競爭越形激烈，尤其有韓國工程公司競爭性策略搶標及大陸崛起積極跨入國際市場之隱憂，加上客戶在維持高品質及持續壓縮工期之需求，個案公司(簡稱以下A公司)成長及獲利空間均受到嚴苛的挑戰。為提昇在國際上競爭力，A公司設計部必須面對培植具豐富工程經驗及國際級之設計人才問題。而目前面臨5年以下經驗工程師達人數比例佔42%以上(即年輕工程師比例偏高) ，7~15年經驗工程師人數佔10%相對偏低之M型人力結構及未來幾年面臨退休潮，如何加速培育年輕工程師須具備世界級的專業技術及落實資深工程師經驗傳承，達成各職級人力結構合理化，提升設計品質，為A公司當務之急。 為能瞭解A公司現行各項教育訓練之效益，揭示員工對A公司教育訓練方式的意見或需求，本研究採用問卷調查並分為五大類，第一，專業技術訓練的同意度與重要度；第二，經驗傳承的同意度與重要度；第三，跨部門訓練的同意度；第四，管理訓練的同意度；第五，英文能力方面的同意度。以上各問項再與人口統計變數做交叉分析，尋求出目前教育訓練之成效如何及提出改善建議。 其中專業技術訓練與經驗傳承再將每個同意度和重要性的問項平均後做出二維分布圖(IPA分析圖)，利用同意度和重要性整體的平均切割分成四個區域，即優越區、過剩區、優先改進區及建議改進區，尤其問項落在優先改進區、建議改進區及過剩區時，則進一步進行原因分析及提出改善建議。 對跨部門訓練、管理課程與英文能力等問項，則以同意度與人口統計交叉分析結果，根據其滿意度程度及卡方檢定(Chi-Square Test)結果有統計上顯著差異關係之受訪者基本資料提出改善建議。 / Enterprises need to continuously enhance knowledge, skills, and abilities of their employees for sustainable business development and adapting to rapid changing environment as well as fierce international competition. The importance of developing short-term and long-term talent training programs is thus recognized. Under some unfavorable conditions, which include keen competition in global EPC (engineering, procurement and construction) industry, Korean engineering companies’ strategic bidding, mainland China contending in international markets, clients’ request for quality and compressed work schedule at the same time, etc…, the case company (designated as company A) is facing severe challenges in achieving profitable growth. The company A must cope with the problem of cultivating world-class and experienced talent to promote its competitiveness in international markets. It’s the company A’s top priority to tackle the engineering talent gap at the range of seniority between 7 to 15 years (10%) whereas the young engineers with less than 5 years of experience account for more than 42% of its talent pool and engineers will retire that are increased in near future year. It’s important for the company A to professionalize young engineers, facilitate knowledge transferring, and optimize its staffing structure. A questionnaire survey research was undertaken to understand the effectiveness of the training programs and reveal the employees’ opinion or request on the training activities of the company A. The questionnaire variables were classified into five categories: 1. degree of agreement and importance of professional skills training; 2. degree of agreement and importance of intergenerational transfer of experience; 3. degree of agreement on cross-disciplinary training; 4. degree of agreement on management training; 5. degree of agreement on English competency requirements. Demographic variables were used to cross analyze the survey result. The analysis was also used to find the causes of training deficiency and to explore improvement ideas. The survey results of questionnaire variables in the first two categories, degree of agreement and importance of professional skills training and intergenerational transfer of experiencewere, were used to develop two-dimensional scatter diagrams (IPA matrices). The mean ratings of degree of agreement and importance were plotted in a two-dimensional grid to produce a four-quadrant matrix that identifies areas of Keep Up the Good Work, Possible Overkill, Concentrate Here, and Low Priority. Causes and improvement plans were further investigated for variables situate in the quadrant Concentrate Here, Low Priority, and Possible Overkill. For the survey results of questionnaire variables in the other three categories, degree of agreement on cross-disciplinary training, management training and English competency requirements, cross tabulation analyses using demographic variables were performed. According improvement plans were proposed for the respondent demographics when statistically significant differences between the degree of satisfaction and chi-square test result were observed.