創業研究是近年來頗受重視的研究課題，尤其台灣科技產業的創業行為造就了台灣的經濟奇蹟。回顧文獻上對於創業的研究早期多針對創業領導者的背景、創業動機、人格特質以及領導風格等，在90年代末期有關創業團隊的研究才逐漸的受到重視，隨後有關產業環境的影響因素也納入了創業研究的範疇。在本研究的研究過程中，發覺創始股東與董事會的組成與參與程度，亦是決定創業成功與否的關鍵之一。由於過去學者並未對創業領導者、創業團隊、股東與董事會以及產業環境等四個影響構面進行整合性的互動分析。因此，本研究遂以探討四個構面之互動關係對創業成功因素的影響為本研究之研究目的。 　　本研究針對在台灣成立迄今六年內之生物科技與網路公司為訪談對象，採用深入訪談的方式，分別針對四家公司進行兩次的訪談。經過歸納整理之後，發展以下之相關命題與建議，以供後續研究參考： 　　一、創業領導者方面之命題： 　　命題1：網路產業之創業領導者的創業動機，不受學經歷背景的影響，而與過去的工作經驗有關。 　　命題2：創業領導者擁有相對多數的股權，有利於對團隊運作的控制力。 　　命題3：創業領導者具有積極樂觀、責任感、工作狂以及永不放棄的特質，有利於創業成功。 　　　　3-1：創業領導者積極與工作狂的特質，有利於對市場機會的掌握。 　　　　3-2：創業領導者積極、不放棄以及責任感的特質有利於吸引優秀的創業團隊成員與創業股東。 　　　　3-3：創業領導者選擇與本身的人格特質相匹配的團隊成員，有利於團隊的互動與和諧。 　　命題4：創業領導者以身作則，並且適當地授權的領導風格，有利於產生良好的團隊績效，以促成創業成功。 　　命題5：創業領導者擁有描繪願景的能力，有助於凝聚團隊成員的共識。 　　二、有關創業團隊方面的命題： 　　命題6：高科技創業團隊組成與互動，會影響創業績效。 　　　　6-1：創業團隊技術比例高有利於資金募集。 　　　　6-2：創業團隊互動良好，有利於創業領導者策略的制訂與執行。 　　　　6-3：以功能互補性與人格特質為創業團隊組成之考量，有利於產生良好的團隊績效。 　　　　6-4：創業團隊良好的溝通，有助於團隊共識的形成，產生良好的團隊績效。 　　命題7：新創公司高階管理團隊，若由創業團隊轉換成功能完整的經營團隊將有助於公司的成長。 　　三、有關股東結構方面之命題： 　　命題8：隨著公司的成長，新創公司董事成員由創業團隊成員轉變成專業之內外董事有利於創業績效。 　　命題9：新創公司具有良好股東結構有利於創業成功。 　　　　9-1：新創公司若擁有相關產業之領導公司擔任公司股東，有利於吸引優秀人才與新股東加入。 　　　　9-2：新創公司若擁有相關產業之領導公司擔任公司股東，有利於公司事業網絡與政府關係之連結。 　　　　9-3：新創公司股東對領導者充分授權與協助，有利於領導者策略定位的成功。 　　四、有關產業環境部分之命題： 　　命題10：產業環境越不明確，新創公司越需要仰賴創業領導者特質的發揮，以吸引創業團隊與創始股東。 　　　　10-1：產業前景不明確，容易造成投資人投資意願降低。假若創業領導者愈能夠展現積極與不放棄的特質，將有助於資金的募集。 　　　　10-2：產業環境越不明確，造成優秀人才加入意願降低。創業領導者若擁有積極、狂熱與負責的特質，將有助於吸引人才加入的意願。

在全球化時代下，勞動力的跨國流動成為一個顯著現象。 2005年起，芬蘭食品加工公司開始引進外籍野莓採集工，其中以泰國東北方的農民占最多數。他們持3個月的旅遊簽證，並引用芬蘭 everyman’s right 這個傳統權利在芬蘭的森林裡採集野莓。 這些泰國野莓採集工被視為自僱自營者/企業家而非受雇者，因此他們必需支付其到芬蘭的所有開銷，這些開銷基本上遠超過一個農民家庭的一年所得。農民先行支付了這些高額開銷並不意味著其享有任何收入保證，相反的，其收入完全取決於他們採收了多少野莓。如果他們碰到了乾旱的夏季或野莓作物收成物不佳，此意味者他們在極辛苦的工作之後，不僅沒賺到任何錢，反而背負更多的債務，換句話說，泰籍野莓採集工自行承擔芬蘭採莓之行的所有風險。 泰籍野莓採集工在芬蘭填補了當地人不願從事的次級勞動市場職缺。他們既不享有芬蘭政府的相關勞動法令保障，也不適用芬蘭工會的團體協約。其處於芬蘭勞動市場的灰色地帶。 外籍野莓採集工在芬蘭屬於新的社會現象，目前僅見極少數的文獻聚焦探討此議題。此研究的目的主要是為了瞭解泰籍野莓採集工在芬蘭的勞動處境，並解釋造成其處於不利處境的結構性因素。 / The flow of labour force between countries has become a significant phenomenon in globalization age. Since 2005, the Finnish food processing companies started to introduce migrant wild-berries pickers with a tourist visa up to 3 months in order to harvest wild berries in Finnish forest, and the majority is from the northeastern area of Thailand. They went to Finland with tourist visa and pick up wild berries in the forest according to ‘Everyman’s Right’. They do not be regarded as employees but self-employment or entrepreneurs, and therefore they and their income totally depend on how much berries they pick up. Thai berry pickers paid every cost that far more then one year income of normal farm-family in Thailand by themselves. However, those high costs do not engage any income guarantee. If they meet dry summer or corps is not good enough, they would not get any compensation from Finnish companies. In other words, they will simply work for free and get even deeper debts after extremely hard working. Thai berry pickers in Finland fill in the vacancies in Finnish secondary labour market. They neither entitle to enjoy the protection from Finnish labour regulations nor collective agreements. They are in gray areas in Finnish labour market. Migrant berry picker is a new appearance in Finland, and hence there are only a few literatures focus on the issue. The aim of this research is to understand the situation and explore the structure determinates of Thai berry pickers.

當今績效評估已成為非營利組織中的核心管理議題。實施績效評估的首要之務就是訂定績效指標，藉由績效評估，非營利組織可以改善或提昇組織的績效或表現。本研究旨在建構教育基金會之績效指標，並瞭解實務工作者對績效指標建構與衡量的看法，期能提供教育基金會與相關主管機關之參考。 本研究以全國性教育基金會為研究對象，採文獻分析、專家效度、及問卷調查進行。首先，透過「教育事務財團法人績效指標建構調查表」整合專家意見，建構五大績效指標構面及28項績效指標；其次，訂定「教育基金會績效指標問卷調查表」，針對教育部評鑑績優及獲頒社會教育有功團體表揚的基金會進行調查。共計152份問卷，回收有效問卷計108份。 本研究經統計結果分析，發現基金會最重視組織的財務管理、服務品質及組織管理等構面，較不重視政府互動與網絡關係的構面；對基金投資之效率與效果（3,000萬元以上）、專兼職人員之職務發展與進修管道、與公益團體聯繫程度、政府政策受基金會影響之程度，以及依政府政策發展組織各項工作之程度等5項指標也最不被看重。另不同性別、職稱與非營利組織服務年資的填答者，以及教育基金會設立年限或類別之不同，對績效指標的重視程度無顯著差異，惟41歲以上填答者對組織管理的重視程度高於30歲（含）以下；基金規模在3,000萬（含）以下之基金會在網絡關係上之重視程度也比基金規模5,000萬至1億元間的基金會為高。 綜合有關發現，提出下列結論： 一、內部管理績效指標的重視程度高於外部影響指標，顯示非營利組織治理的重要性，以及財務管理是非營利組織募款責信之基礎，然仍不宜忽略組織的人力資源與組織的外部資源。 二、「中小型」基金會重視網絡關係，中壯年也比年輕人重視組織管理。 三、績效評估有其必要與重要性，惟應針對組織特性找到適當的指標，並讓受評對象充分知悉評估模式。 綜合上述結論，並提出下列幾項建議： 一、教育基金會方面： （一）為基金會永續發展，需重視管理觀念與管理方法。 （二）瞭解組織使命，擬訂具體策略與創新服務內容。 （三）加強人才培育，充分運用志工人力資源。 （四）擴大策略聯盟，加強資源連結，提昇組織績效。 二、相關主管機關方面： （一）設計質量並容具特色之績效指標，引領教育基金會績效之提昇。 （二）辦理業務研習、觀摩，以利專業知能提昇與經驗交流。 （三）提供友善網路環境，建立共同作業平臺，便利相關人員參考運用。 （四）表揚表現績優單位，擴大社會學習效果。 / Performance evaluation has become the core management issues in the non-profit organizations recently. It’s necessary to set the performance indicators before implement the performance evaluation. Furthermore, the non-profit organizations can improve or enhance their performance through the evaluation. This research is aimed to construct the performance indicators for educational foundations and to collect the opinions of indicators constructing and evaluating from the foundation workers. All the results will be shared to the educational foundations and related official authorities. The target of this research is the national educational foundations and will be performed by document analysis, expert validity, and questionnaire survey. First, to integrate expert advices through "The survey form to construct performance indicators of the educational foundations" and to set five dimensions of performance indicators and 28 performance indicators. Second, to collect the opinions from the foundations which assessed to be excellent or received award from Ministry of Education through "Questionnaire to survey performance indicators of the educational foundations". The total amount of questionnaires are 152 and 108 are considered as effective among them. By the statistical analysis, it appeared that foundations pay more attentions on the financial management, service quality, and organization management but less on the reaction and connection with government and foundations. In addition, the performance indicators of the efficiency and effectiveness of fund investments (30 million), the duty development and training or study of full-time and part-time staffs, contact with other public interest groups, government policy by foundation impact, and development organization's work in accordance with government policy are not taken seriously. Besides, on the emphasis of performance indicators, there is no obvious diversity between people fill in answering with different gender, professional title, and service period or foundations with different founding year or classification. But people fills in answering over age 41 take more seriously on the organization’s management than people under 30(inclusive). The foundations with fund size less than 30 million pay more attentions on the relationships than the one which fund size over 50 million to 100 million. To integrate the discovery, some conclusions are made as following: 1.The performance indicator of the internal management is taken more seriously than the external effect that underlined the importance of management in non-profit organization. It also means that financial management is the base of fundraising and accountability, but the human resources and external resources should not be ignored. 2.Foundations with small and medium size pay more attention to the relationship. The mature persons emphasized the importance of organization management than young persons. 3.It is necessary and important to perform performance evaluation. However, the appropriate indicators should be found for organization character and the way of evaluation must be explained clearly to the persons whom are taken evaluation. By the above conclusions, some recommendations are made as following: 1.Regarding educational foundations: (1)For the sustainable development, the foundations should put more emphasis on the concepts and strategies of management. (2)To correspond with the missions of the organization, foundations should develop strategies and innovative services. (3)To reinforce personnel training and to manipulate volunteers completely. (4)To expand the strategic alliance, reinforce links of resources, and to enhance organizational performance. 2.Regarding government authorities: (1)Designing the distinctive performance indicators with quality and quantity to enhance the performance of educational foundations. (2)Handling seminars or observations to increase professional knowledge and experience. (3)Providing a friendly network environment, establishing a common platform as reference for the related personnel. (4)Praising excellent units to expand the effectiveness of social learning.

在科技發達的今天，資通訊科技與家電產品造就了一般大眾生活上的便利，但也使天然資源的消耗速度加快，因此，如何能夠有效地節能減碳並進行綠色創新，乃成為企業經營管理上很重要的課題。 本研究的主軸即探討企業進行綠色創新的過程與管理。論文研究上先結合研究目的與文獻探討，建構出一個包含「外在環境」、「創新策略」、「創新管理」與「創新成效」等四大構面的研究架構圖。接著選擇一家製造電源供應器的代表性廠商，進行深入的探索性個案研究。本研究所得到的初步結論包括： (1)企業對於外在環境的改變要擬定創新策略及勇於挑戰的決心進行創新管理，有助於其創新成效的實現。 (2)企業的綠色創新策略主軸明確，有助於組織內形成共識，對其創新管理資源的運用容易聚焦，並改變其組織文化。 (3)企業運用創新策略及技術策略，可藉由檢視過往失敗的經驗，從中發掘新創思維並進行新產品開發，有助於實現創新成效。 (4)創新研發團隊組織中領導者如能擁有創新熱忱，並給予適當的資源及高階的信任，將有助於企業創新的發展。 (5)「以人為本」的綠色創新模式有助於企業的永續經營及因節能的貢獻而減少環境的衝擊。 本論文最後並提出對廠商與後續研究者的建議。 關鍵字：綠色創新、節能減碳、創新策略、創新管理、企業社會責任、電源供應器、創新團隊、永續經營

中國是近幾年來表現最亮麗的新興經濟體，自1979年實施改革開放以來，經濟快速發展，幾乎每年都以將近兩位數的成長速度往前發展。[中國崛起]已在全球帶起中國熱，也帶起歐美學習中文的風潮。中國的經濟成長，讓鄰近的台灣的各項產業產生巨大的變化，無不受到大陸廣大市場與廉價勞工的吸引。以近年在大陸蓬勃發展的電子業而言，中國微電子產業的發展歷程大致可分成以下幾個階段: 1.1956-1980:發展模式摸索時期 2.1980-1995:建立五大骨幹企業與「九０八工程」 3.1996-2000:外資介入下中國半導體產業 4.2000-2005:十八號文頒布與中國半導體產業快速發展時期 5.20005以後:穩定成長期 而台灣的電子業，紛紛將生產的工廠遷往大陸。台商前仆後繼的進入大陸，蔚為風潮。但近年來可以發現，開始有大陸的企業考慮來台投資，不光是一般認為的房地產而已，也開始有電子業相關的投資案在考慮中。於是乎，一般常探討的「如何進入大陸市場？」，漸漸也轉變成其反向的思考：「大陸企業如何國際化？」！這就成為一個非常值得探討的題目。而近年來電子業的發展，逐漸走向垂直整合及資金密集的競爭，能運用整合資源的企業將較有可能在競爭中勝出。所以，本研究針對大陸大型微電子企業做個案分析，並以大陸華潤集團所屬之華潤微電子集團為研究對象，分別探討以下兩點： 1.大陸大型電子企業(以華潤微電子集團為例)的國際化歷程的現況與遭遇的問題。 2.大陸大型電子企業(以華潤微電子集團為例)國際化的策略。 本研究得到的主要結論如下: 1.華潤微電子集團在外部受到國際經濟情勢、市場現況和國內政治情勢的影響。 2.華潤微電子集團在內部受到母集團優勢與技術能力的影響。 3.華潤微電子集團除了順應政府政策與結合母集團外，國際化可同時解決取得技術和拓展市場兩大問題。 4.本研究對大陸大型微電子企業之國際化策略提出一套含A.確定目標、 B.選擇市場、C.選擇地點、D.選擇進入模式、E.檢視進入程序及F.跨國技術管理的流程。 本研究除針對大陸大型微電子企業給予建議外，也希望能藉由對大陸企業的了解，作為兩岸更多合作可能的基礎。而大陸政府對電子業的扶持，也可提供政府科技政策上的參考與借鏡。 / China is the best-performing emerging economy in recent years. Since the implementation of the reform and opening up in 1979, China had rapid economic development every year, almost in nearly double-digit growth rate. [The Rise of China] has brought up China fever in the world, and also brought up the wave of learning Chinese in western world. China's economic growth makes a huge change in Taiwan’s every industry. All are attracted by the mainland China's vast market and cheap labor. Booming electronics industry in mainland China in recent years, the development history of China microelectronics industry can be broadly divided into the following phases: Phase I: 1956-1980: Developing model period Phase II:1980-1995 : Establishing five major backbone enterprises with the "908 Project" Phase III:1996-2000: Foreign investment intervention in China's semiconductor Industry Phase IV:2000-2005: Promulgating the 18th of the text and the period of rapid development Phase V:After 20005: Stable growth Many Taiwan's companies of electronics industry have moved factories to mainland China. Taiwan businessmen fought to enter the mainland. It has become an unmistakable trend. But in recent years, mainland enterprises begin to consider investing in Taiwan. It not only happens in real estate, but also in the electronics industry. Consequently, the commonly discussed subject [How to enter the mainland market?] has become gradually into the reverse thinking: [How can the mainland enterprises internationalize?] and it becomes one worth-exploring subject. The development of the electronics industry in recent years gradually moves towards vertical integration and capital-intensive competition. The enterprise which is able to use the integration of resources of the enterprises will be most likely able to win the competition. Therefore, the China Resources Microelectronics Group which belongs to the China Resource Group is chosen as the target of this work. The subjects of this work are: 1. Current status of the internationalization process and the problems encountered by a large mainland microelectronics companies (China Resources Microelectronics Group, for example). 2. Internationalization of the China’s large microelectronics companies (China Resources Microelectronics Group, for example). The main conclusions of this study are as follows: 1. China Resources Microelectronics Group is externally affected by the international economic situation, current market conditions and the impact of the domestic political situation. 2. China Resources Microelectronics Group is internally affected by the strengths of the parent group (China Resources Group) and technical capabilities. 3. In addition to conforming to the Government policy and the combination of the parent group, the internationalization of China Resources Microelectronics Group can at the same time solve the problems of access to technology and expanding the market. 4. This study submits one set of the internationalization to the China’s large microelectronics companies. It contains: A. Identification of the target B. Choice of Market C. Choice of Location D. Choice of Entry Mode E. Review Entry Process F. Global Technology Management In this work, in addition to giving advice to the large mainland microelectronics companies, this work hopes to provide more possible basis for cooperation to mainland China and Taiwan by the understanding of the enterprises in China. And the mainland government's support of the electronics industry can also provide the reference and learn to the science and technology policy of our government.

University of Macau / Faculty of Social Sciences and Humanities / Department of Government and Public Administration

本研究探討優勢觀點在單親親子團體方案中之操作情形及實際成效，長達七週的團體方案，以親子互動關係作為整體方案的焦點及主軸，並以冒險體驗及優勢觀點團體穿插的方式進行活動方案的整體設計及帶領。 資料收集方式為質量並行，在團體前、團體結束及團體結束後一個月，進行三次量化問卷施測；在團體方案開始及結束時，分別訪談參與團體之母親成員及團體領導者，以深入探討團體方案對參與家庭產生的影響及改變。 研究參與者共有四個家庭，研究結果簡要說明如下： 一、在量化資料方面： 1.親子互動關係：半數子女成員在親子互動關係方面，在「關愛」、「敬重」及「卑順」層面有正向的改變；而母親成員三次施測變動幅度不大，親子關係的六大面向中，「敬重」及「卑順」層面有正向的改變。 2.生活適應及身心健康：子女成員在生活適應方面，半數的子女成員在參與團體後有較佳的適應狀況，一位成員並無改變，一位成員適應狀況下滑；而四位母親成員之身心健康狀況並未因為團體方案的介入而有明顯的改善。 二、質性資料方面： 1.生活適應方面：離婚初期的婦女在經濟、就業、住所、子女教養等面向，遭遇無充足資源，並面臨在經濟就業及家庭照顧之間的抉擇。而社福資源、學校資源、心理諮商、醫療資源、就業的周邊效益、與外界接觸及環境因素是幫助這些婦女適應之適應因子。 2.親子互動關係：多數團體成員表示參與團體後親子關係有正向改變：(1)摩擦程度減少、(2)相處及肢體接觸增加、(3)學習新的親子互動方式、(4)親子界線的彈性及調整、(5)更理解彼此想法、(6) 增進對彼此的包容與耐心。 3.除親子關係的改善外，母親及子女在個人面也都有不同的改變，包含：(1)母親成員的改變有：看待事情的角度改變，重新理解親子關係的衝突，甚至有成員也應用到對於離婚事件的重新解讀、更多的反思及自我感增加；(2)子女成員的改變有：願意自我分享、耐心及自信增加、信任他人及學習獨自處理問題。 本文歸納優勢觀點在單親親子團體中的實務運用，及優勢觀點為基礎的親子團體是如何促進團體成員在親子互動關係的改善外，也企圖瞭解婦女在離婚初期在經濟、就業、住所、子女教養等面向之適應歷程，關注婦女們在單親過程所展現的不同樣態及適應因子，期待有助於家庭社會工作的實務發展及開展優勢觀點在不同層面的運用。 / This study applied strengths perspective on the single mother and child group with a focus on (a)the interaction between mother and child.(b) life adaption . Four families participated in the group; they met once a week and last for 7 weeks. The group activities were based on the protocol of Project Adventure and strengths perspective. This study adopted both quantitative and qualitative methods. The quantitative data was collected from both mother and child members at three times: before and after the group activity began, as well as one month after the last session. The results showed that: (a) Mother-child interaction-- 50% of the child members showed positive changes on 3 aspects (caring, respect and obedience), the mother members showed less changes, but still had positive effects on respect and obedience. (b) Life adaption & physical and mental health: 50% of the child members showed positive changes on life adaption. No significant change was found on the mothers The analysis of the qualitative data indicated that: (a) Resources on welfare, schooling, counseling, medical and employment could help the mother member to achieve better life adaption. (b) The interactions between mother and child revealed positive changes, including less conflict, more physical contacts, willing to learn new ways of interaction, flexible mother-child boundaries, being more patient and tolerance. (c) The mother members could reframe the meaning of divorce and conflicts, and had more self reflection. The child members were more willing to share feelings, had more patient and confidence, trusting others and learn to solve problems on their own. These findings suggest that the Strengths based group work were beneficial to the single mothers and their child. However, more studies are needed to replicate the program and further examine its effectiveness.

今日表演藝術舞臺上的「國樂團」，概指漢系傳統絲竹管弦擊等樂器為核心組合的樂隊編組，港澳稱「中樂」、東南亞稱「華樂」、中國大陸稱「民樂」，臺灣則稱為「國樂」，樂界因此謔稱為「中、華、民、國」的聚合與化身。對於樂隊編制、樂器形制幾乎完全相同的現代國樂團，在華人地區卻賦予不同的名稱，顯示著不同地區歷史、社會與民族文化的不同定位及指涉。漢系華人音樂現代化的工程，自清末民初揭開百年大業的序幕，過程猶可堪稱「孤臣孽子」之境況，然而屬於文化研究的學術關懷、當代音樂文化的在地經營、國樂發展的主體性論述均尚未周全，因此，擺盪於兩岸情勢起伏所帶來的非藝術性之干擾，往往成為許多研究的迷障；尤其以民族學∕人類學視界的社會科學深度研究，仍然呈現出低度開發的狀態。 本論文強調以民族學的概念為研究範疇，進行音樂的聲音、行為與概念三者環扣連結的文化研究；透過脈絡化的思維，考察研究臺灣漢系傳統音樂文化的構建、使用、傳播和發展，闡述音樂特徵、演變規律和獨特的文化意義。因此；本論文主要的研究方法從研究者親身踏查體驗的參與觀察法為基礎，資訊檢視主要透過文化全貌觀、多元文化主義、泛文化比較等等的視角，研究過程則採取文獻分析與田野實證雙向進行的策略，致力建立一個質性研究的文本，並透過民族學∕人類學的理論與觀點，釐清臺灣國樂的發展歷史及其背後所隱現的文化脈絡，探討臺灣民族、傳統與音樂文化經由許多不同過程的互換、僭用與轉化，所表現之多元、不均的文化認同。 本研究發掘一度隱沒於世塵的日治時期唱片產業之「臺灣華樂」形影，對於慣見的現代國樂「中原移植論」進行再審視，並且將臺灣漢系華人音樂現代化發展起點，從1949年的國府遷臺往前推展至1914年首張臺灣傳統音樂唱片的錄製發行，以具體的歷史錄音為事例，達到擴大研究議題的歷史縱深，形成百年發展史的學術架構。因此，本研究將臺灣漢系華人音樂現代化的發展過程，劃分為三個歷史階段：第一個階段是日治及其以前，屬於漢系藝能育成與現代化萌芽的時期；第二個階段的是二次大戰後、兩岸對峙隔絕的時期，經由公部門政策面的作多、大陸經驗的移植、唐山夢土的想像等因素，形成的文化連結與發展能量的蓄積；第三個階段則是臺灣解除戒嚴，在世紀之交逐漸展開文化反芻，邁入二十一世紀即可見紮實的在地深耕與豐碩的匯流分享之階段。對於國樂現代化發展與現代國家政體連繫之議題，本研究以民族學結合人文研究的特點，開啟臺灣漢系傳統音樂作為一個相對邊陲、幽微的社會文化，如何漸次被納入現代國家體制，以及如何經驗國家治理的過程。 研究結果顯示，在文化事務上，「國家」事實上並非如同許多傳統理論的概念：一個疆界嚴明、高度同質之政治實體，而是一個由許多相互聯繫的國際文化區塊之不穩定結合體，關於文化性的國家政策之探討，也都必須具備跨國境之視域。二十一世紀的臺灣成為一個範例，多元文化萌發自不同社會族群的運動和國際消費資本主義的流通。這樣的論點陳述了臺灣國樂隨著時代流動的政治、經濟、科技、社會、區域勢力、國際關係等等因素變化；也檢視一個當代極為普遍的文化離散現象。本研究借鑒「內地化」、「在地化」、「邊緣研究」三種觀點互異的文化發展理論，不僅辯證音樂、國家和多元文化主義之複合關係，更緊密地說明文化脫離的經驗和文化認同的建構。臺灣漢系傳統音樂的現代化發展，反映了生活，而生活造就了這個音樂文化與人群共同體百年來蓬勃的生命力。 / Nowadays, the so-called “Chinese Music Orchestra” in the field of performing art generally means the orchestra arrangement that centers on the combination of sizhu, stringed, and percussion instruments in Han Traditional Music. It is called “Zhōng - yuè（中樂）／Chinese Music” in Hong Kong and Macao, “Huá-yuè（華樂）／Chinese Music” in Southeast Asia. People in Mainland China call it “Mín-yuè（民樂）／National Music”, while it is called “Guó-yuè（國樂）／Traditional Music” in Taiwan. Therefore, it has diversified names in the music circles. The traditional Chinese music in modern times has nearly-identical orchestra arrangement and musical instrument systems, but it is endowed with different definitions in Chinese areas. This indicates the different orientations and references to the histories, societies, and ethnic cultures in different areas. The progress of the modernization of Han Traditional Chinese Music has started for more than one hundred years since the end of Qing（清） dynasty and the beginning of the Republic of China. Such a process was so solitary and frustrating. However, there are still the needs for completing the academic care for culture studies, the local management of contemporary music culture, and the subjectivity discourse of the development of traditional music. Consequently, many researches are often perplexed by non-artistic interference caused by the ups and downs swinging in the situation of the cross-strait situation. Especially, sufficient developments are not achieved yet, in terms of the profound researches regarding sociology in the aspects of ethnology/anthropology. The scope of the thesis is based on the concept regarding ethnology, for the purpose of culture researches on the correlation among the sound, behavior and concept of music. Through contextualized thinking, it intends to investigate and research the construction, use, propagation and development of Han Traditional Music Culture in Taiwan, so as to expound music features, patterns of change, and unique cultural meanings. Therefore, the research method in this thesis is mainly based on Participant Observation Method that needs a researcher to engage in field excursion and experience. Information Review is mainly undertaken through the perspectives such as cultural holistic view, multiculturalism, and cross-cultural comparative study. As for research processes, Document Analysis and Field Research are undertaken simultaneously, aiming to establish a text of qualitative research. Also, through the theories and viewpoints about ethnology/anthropology, it aims to clarify the development history of Taiwan’s traditional music as well as the cultural context hidden behind. This is to explore the diverse and uneven cultural identity of Taiwan’s nationalism , tradition and music cultures demonstrated through the exchanges, overstepping and conversions in many different processes. This study has excavated the passages regarding “Taiwan’s Huá-yuè（華樂）” in the Recording Industry in the Japanese Colonial Period that had once been died down in the world. Further reviews are made, aiming at the commonly-seen “China Transplant Theory” in traditional music in modern times. Also, the starting point of the modernization development of Taiwan’s Han Traditional Chinese Music has been deduced back to 1914 when first album of Taiwan’s traditional music had been recorded and released, instead of 1949 when KMT government moved to Taiwan. Based on concrete recording in the history as the example, this aims to achieve the historical depth for enlarging research issues, so as to construct an academic structure with centennial development history. Therefore, in this study, the process of the modernization development of Taiwan’s Han Traditional Chinese Music is divided into three historical stages. Stage 1 includes the Japanese Colonial Period and former times, a period for Han Artistic Cultivation and the germ of modernization. Stage 2 centers on the times after World War II─ a stage in which the cross straits were separated, confronting with each other. Cultural connections as well as the accumulation of development energy were formed, due to many factors such as the political premiums provided by public sectors, the experience transplants from Mainland China, and the imagination about Tang Shan（Chinese） wonderland. Stage 3 is the period after Taiwan had lifted its martial law. In this stage, cultural rumination began to take place gradually in the period between the end of last century and the beginning of this century. It is the stage for us to see solid local cultivation as well as abundant exchange sharing when the 21st Century began. In terms of the issue regarding the correlation between the modernization development of traditional music and the regimes of modern countries, this study aims to unfold the process how Taiwan’s Han Traditional Music─ a kind of social culture that used to be relatively marginalized─ has been gradually included into the modern national system and how it has experienced national management, by means of the features of ethnology combined with humanities research. The research findings indicate: In terms of cultural affairs, in fact a “country” is not similar to the concept─ a political regime with definite borders and high homogeneity─ expressed in many traditional theories. Instead, it is an unstable combination of many correlated international cultural blocks. As for the explorations of a country’s cultural policies, cross-country perspectives are also prerequisites. The Taiwan in the 21st Century has become an example, due to its multi-cultures sprouting from the movements from different social groups, as well as the circulation of international consumer capitalism. Such an argument can be used for stating that Taiwan’s traditional music has changed due to the factors in politics, economics, technology, society, regional power and international relationship as the era changes. Also, a very common phenomenon of cultural dispersion in the contemporary age has been reviewed. By means of the three cultural development theories “Chinese Localization”, “ Localization ”, and “Ethnic Boundary Research” that have different viewpoints, this study not only intends to discriminate the compound relationships among music, countries and multiculturalism, but also intends to give detailed explanations of the experiences of cultural disapora and the construction of cultural identify. The modernization development of Taiwan’s Han Traditional Music can reflect our life, while our life has contributed to such a music culture as well as human groups’ vibrant vitality for hundreds of years.

本研究旨在運用經濟的觀點與計量的方法來探討中華職棒球員的表現與薪資間的關係。究竟中華職棒勞動市場中，對於球員是存在超額給付(overpayment)？還是過低給付(underpayment)？我們將運動產業勞動市場之三大決定要素結合在一起：球團收益、球員表現與球員薪資，並蒐集中華職棒1997~2005年間相關的資料，以此探討球員薪資之決定。 本文首先對台灣的職棒運動作一鳥瞰式的歷史回顧，並將中華職棒球員薪資、年資的基本統計量提出與日本職棒做一比較。接著以Scully(1974)、MacDonald and Reynolds(1994)和Krautmann(1998)所提出的薪資估計方法，將球團收益、球員表現和薪資決定變數結合在一起，估計出中華職棒球員的邊際報酬貢獻(marginal revenue product)，以此進行球員薪資的檢視。合理的情形下，球員邊際報酬貢獻應該等於球員薪資。本研究並將中華職棒的球員群組分為本土球員與洋將部分，觀察是否因為勞動市場條件的不同，而使兩群組球員薪資與表現間的關連性存在異同。在本土球員中，我們進一步以美國大聯盟的年資分類方式，將球員分為新人(apprentice)、中堅球員(journeymen)與老將(experienced players)三大群組，以觀察同樣的薪資決定變數在不同年資間造成的影響是否有異。我們並檢視年薪超過240萬的球員，其技術是否存在規模報酬遞增的情況，若存在，則中華職棒與國外成熟的職業運動一樣都存在所謂的「超級明星現象」。 實證結果發現，整體而言，中華職棒聯盟當中存在超額給付(overpayment)，而洋將因為勞動市場條件較為接近完全競爭市場，因此表現更能反映到薪資的改變上。超額給付的存在應是由於中華職棒的賽程密集度不足，且缺乏二軍與完善的球員交易制度。另外，由於球團經營與行銷手法上仍未臻成熟，中華職棒球員尚未存在「超級明星現象」。我們並以在1997~2005間250位至少完成六個球季的選手，以這些球員的薪資檢視是否存在明顯結構性的轉變，以作為將來制訂自由球員年限的參考。實證結果發現這樣的年限並不存在，我們因此推論，中華職棒應要加強基本面的基礎與改善球員交易制度，當這些基礎獲得良好的改善後，自由球員制度就會是一個水到渠成的結果。 / In this thesis we mainly discuss the relationship between players’ performance and their salaries in the CPBL (Chinese Professional Baseball League) through the point of economics view. Are the players overpaid or underpaid? Are the whole environ -ment in the CPBL mature enough to adopt the FA (Free-Agent) system? To analyze these issues, we combine three main factor of determinants in the field of sports economics together, which are team revenue, players’ performance, and players’ salaries, and use the skills in econometrics with data from 1997~2005, we illustrate an overview of these issues. First of all we make a brief description of the history of CPBL, and we also present some comparison of basic statistics between CPBL and NPB (Nippon Professional Baseball) players. In the following section we introduce the most popular model in the similar research, such as Scully’s model (1974) and the salary determination equation (MacDonald and Reynolds, 1994). Following the methodology of these research, we divide players in the CPBL into some different groups by players’ experience and nationalities. With the ZSUR (Zellner’s Seemingly Uncorrelated Regresion) model, and traditional OLS (Ordinary Least Square) regressions, we could have some empirical results which imply that players are actually overpaid. However, players are overpaid due to the degree of tension and intensiveness are neither sufficient in the CPBL rather than their skills are amateurish. We also find that unlike the English Soccer, MLB, and NBA, there does not exist superstar phenomena in the CPBL. Moreover, the conditions of environment in the CPBL are not mature enough for CPBL to apply the FA system: It would be very possible for the CPBL to face the same dilemma which the NPB are facing now if we prematurely implement the FA system.

研究智慧資本領域的學者認為，智慧資本是組織競爭優勢的主要來源，而且也會影響組織績效（智慧資本愈高，其組織績效愈好）。但是，智慧資本與創新績效之間是否存在有正向關係，卻值得進一步探討。本研究認為，在動態環境下，智慧資本觀點並無法適當地解釋，為何組織有能力回應快速變動的外在環境，以產生較好的創新績效。智慧資本領域的學者與專家鮮少對「『靜態的』智慧資本」與「『動態的』運用智慧資本能力」進行區辨；而本研究認為這是兩種不相同的概念。本研究目的即希望瞭解研發團隊「運用」智慧資本對其創新績效的影響。 另一方面，為了解釋為何某些企業在快速變動與無法預期的市場中依然可以保有其競爭優勢，某些學者擴張資源基礎觀點到動態市場中，並提出「動態能耐」觀點（Teece, Pisano, and Shuen, 1997）。本研究主張，研發團隊的動態能耐除了直接影響創新績效之外，也是其「運用」智慧資本的關鍵因素。動態能耐對組織績效與創新績效的關連，雖有學者著墨；但，其實證研究並不多見，有待相關學者提出更多的貢獻。再則，動態能耐是一複雜的概念，若要對其進行衡量，應該要進一步釐清該構念，甚至建構適合的衡量指標，提出較為完整的、且符合信度與效度的衡量量表，方能正確地衡量動態能耐。 本研究同時採用質化與量化的研究方法。質性研究是從動態能耐相關文獻出發，在釐清各個學者對動態能耐的定義後，萃取出動態能耐之不同構面與架構，再經由各項假說之推演，提出本論文之初步研究架構。之後，選取N大學無線奈米生醫研究團隊為個案，深入瞭解該團隊兩項突破式創新計畫，分別是「抗SARS一號」與「無線奈米生醫感測晶片」研發計畫，用以觀察該團隊如何回應變動的外在環境，來說明智慧資本與研發團隊的動態能耐對其創新績效的影響。透過不同階段的觀察，進行分析與歸納，並找出其共同的特性，以瞭解本研究架構的初步解釋力，並進一步依個案研究的新發現修正各項假說，最後提出本研究之實證研究架構。 在量化研究方面，首先，為了能精確地衡量動態能耐概念，本研究依照Hinkin（1998）量表發展步驟，以五階段三個樣本群來發展動態能耐的衡量量表。其次，在發展出符合信度、內容效度、模型適配度、收斂效度、鑑別效度的動態能耐衡量量表後，以第三群樣本進行本研究之假說檢定，以確認智慧資本與研發團隊的動態能耐對其創新績效的影響關係。 研究發現，動態能耐是一個多面向多層次構念，可以以三構面八因子共19題項的問卷來衡量，三構面是指結合能耐、吸收能耐與彈性。在假說檢定部分，本研究共提出9項假說，結果有7項假說受到支持，另有2項假說未獲得支持。結果驗證本研究的主要論點，亦即智慧資本對研發團隊創新績效的影響並不顯著；而研發團隊如何運用智慧資本的能耐（亦即動態能耐），顯著地影響其創新績效。此外本研究發現，結合能耐是中介變項，它完全中介了吸收能耐對創新績效的影響；吸收能耐也是中介變項，它完全中介了人力資本以及關係資本對結合能耐的影響；而彈性則是交互變項，它會正向地強化各項智慧資本對吸收能耐的影響。最後，本研究也得到兩項特別的觀察，一是，具有動態能耐的研發團隊在研發能量提升上的兩種向度，二是，它是一種「彈性球體」的組織型態，方得以快速地回應外在環境的改變。 / The scholars who studied the field of intellectual capital (IC) argued that IC was the main source of organizational competitive advantages. Besides, they thought that the better the IC a company has, the better the business can have the ability to generate innovative performance. However, the relationship between IC and innovative performance needs to be explored further, because of being inconsistent with some practical cases. This research proposed that the view of IC could not explain appropriately why organizations could generate better innovative performance in the dynamic environment. Besides, the scholars who studied IC seldom distinguished “static IC” from “dynamic ability for utilizing IC”. Whereas, this research proposed that these two constructs were different concepts, and would like to explore the impact of utilizing IC on innovative performance. On the other hand, in order to explain why some enterprises could keep their competitive advantages in the rapidly changing environment, some scholars proposed the viewpoints of dynamic capabilities (DCs). This research argues that it has a directly significant effect of DCs on innovative performance, and DCs are the critical factors for utilizing IC. This research proposes that DCs are complex constructs. Therefore, we should clarify these constructs and provide an appropriate measurement tool with reliability and validity, if we would like to measure them. This research adopted qualitative and quantitative researches simultaneously to demonstrate these arguments. After clarifying the definition of DCs and extracting the components of DCs from the literature review, this research deduced several hypotheses and formed the research framework. This research selected the research team of N University for developing wireless nano-bio systems as a case, and thoroughly explored two of its radically innovative projects, including Anti-SARS R&D project and sensor chip for wireless nano-biotach R&D project. Through observing their response to the rapidly changing external environment, this research illustrated the impact of IC and DCs of R&D team on its innovative performance. By the two-stage observation, analysis and induction of this case, we could understand the preliminary power in explaining this research model, and amend the hypotheses. As for quantitative research, first, according to the scale developing steps, suggested by Hinkin (1998), this research developed the measurement tool of DCs with five stages and three samples to measure the concept of DCs precisely. Secondly, after developing the measurement scale of DCs, which surpassed the acceptable level for reliability, content validity, goodness of fit, convergent validity and discriminate validity, this research utilized the third sample testing the hypotheses to confirm the relationships among IC, DCs, and innovative performance of the R&D teams. The results showed that the concept of DCs is a multi-level and multi-dimension construct, which is composed of combinative capabilities, absorptive capacity and flexibility. In addition, it can be measured by three-dimension and eight-factor scale with nineteen items. As for the hypothesis testing, there were nine hypotheses in this research. Seven of them were supported, however, two of them were not supported. The results confirmed the main arguments of this research. That is, it doesn’t have a significant effect of IC on R&D team’s innovative performance. However, it does have a significant effect of DCs on R&D team’s innovative performance. In addition, the results showed that combinative capabilities and absorptive capacity are mediators. The combinative capabilities fully mediated the effect of absorptive capacity on innovative performance. The absorptive capacity also fully mediated the effects of human capital and relationship capital on the combinative capabilities. Meanwhile, the results showed that flexibility is a moderator, which enhanced the effects of different ICs on absorptive capacity. Finally, this research got two special observations. First, there are two dimensions of R&D energy promotion for R&D teams with DCs. Secondly, it is a type of “flexible sphere organization” for the R&D teams with DCs, so that they can respond to the rapidly changing external environment.