自覺運動之所以在1960年代引起風潮，並非僅是公德心的議題，而是肇因國族主義因素所致。自覺運動是一個青年學生的愛國運動與道德重整運動，這種心理來自於戰後國民黨政府的民族精神教育，以及反共戰爭宣傳所致。民族精神教育塑造中國國族認同，反攻戰爭宣傳凝聚全面戰爭氛圍，個人的行為被上綱到國家興亡的關鍵，形成一種國家至上的心態，自覺運動就在這種脈絡下登上歷史舞台。 自覺運動主要有兩條發展路線，一為台大的《新希望》，一為救國團輔導的自覺運動推行會。《新希望》是推廣自覺運動的刊物，在運動退燒後，轉變為知識啟蒙為主，介紹民主、科學思想，最後因刊登殷海光的文章，以及羅素的反戰和平思想，觸犯政治禁忌，遭到停刊。 戒嚴時期自覺會得以跨校串連，係由救國團協助、輔導之故。之後，自覺會的規模日增，會務執行更加嫻熟，推行各種社服活動、響應愛國運動。隨著分支機構的增設，中學生逐漸成為會裡的多數，憂心於國家當前困境，讓部分會員開始有激烈行為出現，引起當局警戒。於是，救國團切斷總會跟各校中學會員的連結，停止補助，收回辦公室。缺乏政治、經濟力量的學生難以為繼，自覺會從此式微。 自覺會沒落之際，許席圖等人在澎湖發起統中會，自行發展組織，更打算涉入政治，觸犯禁忌。即使統中會人數不過數十人，也未有武裝叛亂意圖，政府依然雷厲風行的鎮壓，成為白色恐怖下的犧牲者。

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.

本研究焦點為身心障礙者之多元化管理，而在我國《身心障礙者權益保障法》中，以第四章規範及引導政府、民間企業一同促進就業。但身心障礙勞工，無法只仰賴政策保障，緩不濟急，其需透過特殊職業訓練來融入社會，並渴望有一個機構能作為和雇主、政府間的橋樑。在新的全球治理觀念下，這個要角當為非營利組織，該等組織除了在國內蓬勃成長外，還拓展至其他國家。而在台灣推動身心障礙者之多元化管理，當中翹楚就屬伊甸社會福利基金會，該基金會並把台灣經驗傳遞到如馬來西亞、越南、中國四川等地區，其中馬來西亞的双福殘障自強發展協會是伊甸的第一個海外姐妹會。 本研究區分出多元化管理的學術內涵：人力資源層面、組織建制層面、文化價值層面，和實務內涵：法案政策層面，即美國發展的四階段—平等就業機會、弱勢優先、重視差異性、多元化管理。運用文獻分析法、深度訪談法、個案研究法，分析我國目前身心障礙者之多元化管理政策，包含：個別化職業重建服務、支持性與庇護性就業服務、定額進用政策、設置與運用身心障礙者就業基金、視覺功能障礙者之工作權優先保障等。並以伊甸社會福利基金會作為個案主體，觀察其推動國內及跨國身心障礙者之多元化管理的各層面策略、現況、困境，跨國部分以馬來西亞双福殘障自強發展協會為代表。 本研究發現：一、我國多元化管理的學術及實務內涵仍待更多文獻及研究補充；二、我國身心障礙者之多元化管理法令精神和政策發展與國際接軌，雖然腳步較美國緩慢，但已從「重視差異」邁向「多元化管理」階段；三、政策需仰賴更密集人力資本的投入來從事推廣；四、政策單從公部門角度思考籌劃有其侷限性，缺乏創意與彈性；五、伊甸基金會的職業與能力訓練計畫，是整合身心障礙者生活與就業服務的全方位體系，從該計畫所呈現的人力資源策略、組織建制策略、文化價值策略、法案政策創建策略中均發揚出多元化管理的精神；六、伊甸基金會推動身心障礙者之多元化管理，對身心障礙者、雇主、政府均有正面影響力，但資源困窘與補助縮減讓服務工作變得吃力；七、馬來西亞双福發展協會以伊甸的基督教精神與服務模式立基並傳承延續；八、馬來西亞双福發展協會揉合台灣經驗與馬來西亞本土特色，發展出嶄新的身心障礙者之多元化管理策略，不同分會自主運作落實在地深化服務；九、馬來西亞欠缺保障身心障礙者的完整政策法案，政府對非營利組織的態度，還有對相關福利的重視程度，是未來多元化管理發展能否漸臻成熟的關鍵；十、多元文化與族群是馬來西亞最珍貴的資產，但也加深推動身心障礙者之多元化管理的挑戰性。 依據上述研究發現，茲歸納本研究建議如下：一、未來相關多元化管理研究，可針對其他多元化表徵、身心障礙者政策、研究主體、國家地區做研究；二、期許我國政策，應追求實現各層面環境的無障礙化，並確保不同障別之身心障礙者，皆能獲得資源使用、就學機會、生活及職業重建、輔導創業等服務；三、伊甸基金會在國內應加強輔導身心障礙者、雇主的心態調適，還有倡議改革社會福利資源的配置；四、伊甸基金會在國外可參考扶植双福發展協會的做法，讓其他海外分會各自成長獨立；五、双福發展協會可藉由與其他鄰近國家非營利組織的交流與合作，聚合成積極鞭策政府的力量，並累積資源，朝專業化組織發展，成立更多分會以服務到不同地區的身心障礙朋友。

我國自1959年12月運用美援資助，派遣第一個農業技術團前往越南協助其農業改良，因駐越南農業技術團工作績效良好，對增進兩國之外交關係有很大的幫助，政府乃於1960年實施「先鋒案」計畫，之後陸續成立「中非技術合作委員會」、「海外技術合作委員會」、「海外經濟合作發展基金管理委員會」，直到現今的「國際合作發展基金會」。 農業，一直在台灣經濟發展過程中扮演要角，更可說台灣農業發展成果為「台灣經濟奇蹟」奠定了良好的基礎。台灣地狹人稠，農業發展著重於技術創新，適時適地突破自然資源瓶頸限制，開啟了台灣的農業對外援助，是為台灣外交困境上一有利的突破手段。 台灣運用純熟的農業技術對外實施農業援助，派遣各農業援助技術團到各國家，藉以提升台灣的國際地位。本論文選取泰國、印尼此兩東南亞國家作一詳細論述，探討該種農業援助之過程和效果，並從歷史、政治、經濟等層面加以比較，並可藉此做為研究其他東南亞國家或其他地區國家之用。我國與印尼、泰國均無外交關係，透過農業援助的方式對於雙方之實質關係亦具有正面功能。 / Since December 1959, Taiwan took advantage of the United States Aid Funding to sent the first agricultural technological mission to help Vietnam. Due to the good performance of agricultural mission, it contributed to promote diplomatic relations between the two countries. In 1960, the government of ROC executed “the Operation Vanguard Plan” to help African countries, and then setup the Sino-Africa Technical Cooperation Committee (SATCC). Then in 1972, the SATCC was incorporated into the Committee of International Technical Cooperation (CITC). In 1989, the government established the International Economic Cooperation Development Fund (IECDF), and reorganized into the International Cooperation and Development Fund in 1996. Agriculture has been playing an important role in economic development in Taiwan, also lays a good foundation for the 'Taiwan economic miracle'. Taiwan is so densely populated, agricultural development focused on the technological innovation in order to break down the barriers of natural conditions. Agricultural aid opened up an unique way for Taiwan’s foreign relations. Taiwan applied the skillful agricultural technologies for foreign aid and sent agriculture technological mission to certain countries in order to enhance the international status of Taiwan. This paper selects two Southeast Asian countries, Thailand and Indonesia, as a case study, and tries to explore the procedures and effects of agricultural aid for using that to study the other countries and understand the advantages and disadvantages of Taiwan’s agricultural aid. Taiwan has no diplomatic relations with Indonesia and Thailand, but it gets a positive effects through such an agricultural aid.

從亞里斯多德問題，團體就成為學者研究的焦點之一。歷來有關利益團體的研究即備 受爭議，特別是在利益團體的源起部分，學說層出不窮，至今仍未有定論。公益性團 體的興起，更使得團體理論愈加複雜。 近年來，我國政治情勢及社會環境的變遷，人們參與團體活動的趨勢有增無減，特別 是一些新興的公益性團體，除了消費者文教基金會，另外最惹人注目的該是一些以環 境保護為訴求反公害團體了。我們所感興趣的是，用什麼理論來解釋這些團體的發展 呢？ 本文企圖由複雜的團體理論分析中，歸納出一個適合解釋反污染團體源起及維持的分 析架構，並以彰化縣公害妨治協會為個案分析對象，希望獲得一個初步的了解。 全文共分五章，計六萬餘言。 第一章緒論部分，將就本文的研究目的、研究方法、名詞界定分別闡述。 第二章理論探討，抱括杜魯門（David Truman），奧爾森（Mancur Olscn），哈定（ Russell hardin），薩利伯瑞（Rcbert H．Salisbury ）等人的理論要點闡述，並就 各項之優劣點予以評估而提出本文之研究架構。 第三章源起分析，就整體社會變遷、政治企業家，約定俗成及道德理性等因素探討彰 化縣公害防治協會的源起。 第四章維持分析，就組織目標、向心力、資源等方面探討彰化縣公害防治協會的維持 狀況。 第五章結論。檢討及建議。

非營利組織對社會來說，象徵著社會善的一面，因此不是被蒙上善良、公益的面紗，就是被視為擁有較高的自我道德要求。非營利組織是社會正義、道德的維護者與實踐者，所以非營利組織被認為是不會做壞事的。在台灣非營利組織中，社會福利基金會在數量上是各類別基金會第二位，多數具有具體輸送的服務，以及多數資源來自組織外部的捐助與社會資源，因此本研究以台灣社會福利基金為為主要研究對象。事實上，台灣從過去1987年「彭昭揚社會福利基金會」事件 、1988年的「溫暖雜誌事件」 、到1999年的921大地震事件，都曾陸續發生以社會慈善之名誘發大眾善心，卻危害社會公益的弊案，在在都影響著公民社會中的信任資本。 企業界在2001年11月底，安隆（Enron）破產的消息震驚了一項深受美國投資人信任的華爾街。世界通訊（WorldCom）、泰科（Tyco）等投資者及分析師眼中的頂級企業陸續發生危機。虛構交易、浮報營收、竄改收支等，接二連三的企業醜聞讓投資人的信心盡失。在收拾殘局的同時，各國有識之士咸認為，重塑及強化「公司治理」是為斧底抽薪的根本療劑，經濟合作與發展組織（OECD）因此簽署了「治理原則」以為各國公司治理的標準與指南。本研究試圖以同樣的實務工作者的觀點將企業「公司治理」之原則，以跨界類比方式，探索以初步探討台灣「非營利組織之治理原則」。 本文結合理論與實務的面向分析，在分析過程中，結合質化與量化資料。探討台灣社會福利基金會的治理現況以及對治理原則的態度，研究方法並以質化為主，佐以量化方式，質化部份以立意抽樣七個社會福利基金會為對象，每個基金會深度訪談董事（長）及執行長，並對台灣基金新台幣一千萬元以上之426家社會福利基金會，以問卷調查方式收集資料。再將訪談資料作整理、歸類與分析，問卷資料則經過除錯、登錄，再以SPSS做統計。之後將訪談資料與問卷資料作對照、整理、歸類與分析解釋。 本文的研究價值為：本研究係以企業公司治理原則跨界類比至社會福利基金會之研究，在研究價值上是以跨界運用，並且是運用企業公司治理原則較周延的考量，突破過去台灣對基金會治理研究的以董事會或董事會與執行長的研究範疇，第三是研究者本身係跨社會工作與管理兩界，因此本研究雖為探索性研究，但是價值上已跨出原來社會福利與企業管理結合的研究。 本文在研究的貢獻上，計有對政策的、理論的以及實務上的貢獻：對政府的政策而言，台灣在推動基金會治理之時，由於是由近33各業務主管單位分別管理不同目的事業的財團法人，因此政府需要透過治理原則建構一個良好基金會發展的法規環境。對基金會治理的理論則可以跨界運用企業的公司治理之理論和責信的理論，唯企業公司治理，以吸收社會大眾資金的上市上櫃公司為重要對象，其責信的對象的利害關係人是具體的股東、員工、顧客、供應商等，但是基金會的治理則不限規模大小都需要治理，責信的對象也擴及不特定的社會大眾；因此透過治理原則共識利害關係人所重視的責信，卻是相似的。在實務上的貢獻是發現目前談基金會治理，在概念上已有認知，但是在落實建構機制與執行，則尚有一段差距，加上基金會的多元性，因此建議目前在實務上應開始先探討治理原則，同時倡導和教育，再邁向治理機制的建構。 / Nonprofit organization symbolizes bright side of the human society. Nonprofit organization always be covered with kindhearted yashmak and regarded as high moral standards. Nonprofit organization is the preserver of social justice and morals, bust also the practicer. Nonprofit organization won’t be regarded as law-breaker. The welfare and charity foundations are the second large of Taiwan’s all foundations. Most of them have direct service programs and lots of resources from outside. My research will focus on the welfare and charity foundations in Taiwan. In facts, there were some social events in Taiwan that encouraged people kindness and endangered public welfare at the same time, such as “Pong Chou-Yang social welfare foundation event in 1987”, “nice and warm magazine event in 1988” and “921 earth quake in 1999”. They were endangered the trust capital of Civil Society in Taiwan. Profit sector on November in 2001, the news about Enron went into bankruptcy shocked the well street which always be trust by American investors. There are some reliable and top firms which faced crisis one after another, such as World com and Tyco. A lot of enterprise scandals were reported continuously, such as fictitious business transactions, faking up profit and income, falsify income and expense report. The investor lost their confidence finally. During the recovery period, most of advisers and consultants think the best way to resolve these problems is rebuilt and reinforce the “Company Governance”, and OECD has signed the “OECD Principle of Corporate Governance” for the standard and guideline of the member state’s company. This research try to use the same perspective of workers in practice, the “Company Governance” concept and method, and try apply in the nonprofit sector by analogy. The research will try to explore and built the “Governance Principle of nonprofit organizations in Taiwan”. This research combined theory and practice for analysis. It is include qualitative and quantitative data in the analyzing process for discussing Taiwan’s social welfare foundations’ reality and attitude of the governance. Except for content analysis, this research used the qualitative method for the most part and quantitative method is in secondary. This research also used “Purposeful sampling” method to choose seven social welfare foundations in Taiwan. The researcher interview with the board chairman and executive director for each foundation and send the questionnaire to the 426 foundations which fund were over ten million dollars. Next step is generalizing and analyzing the interview data, then use SPSS software for statistic analysis. Final step is comparing, generalizing, analyzing and explaining. The value of this research is: Try to revise the governance model of the profit sector and apply to the social welfare foundations. It’s the first time to apply the governance model crossing two sectors and use the conscientious model. It was broken through the focus on the governance of the board committee and executive director. Because of the researcher was crossing social work and business management, this research is not only a simple exploring research. It also have more plus values. There are policy, theory and practical contributions of this research. Because there are 33 Departments in Charge to manage different foundations for different purpose, government need to construct the environment for the development of foundations through the principle of governance. The only suggestion about the law is “in principle”, “in directly” and “in good time”. Beside this suggestion, the category of the management should be classified for different level by size and mission. For the theory purpose, this research can apply governance and accountability theory for crossing two sectors. The company governance is mainly suit for entering the market company. The main accountability target is for stakeholders, staff and customers. There is no size limitation for the governance of foundation. The accountability target is all public. The practical contribution is discovering the present situation that already had the governance concept, but not to carry out the constructive mechanism, the executing stage. We should encourage Taiwan’s nonprofit organization to explore the principle of governance in practice. At the same time, they should propose and educate the construction the mechanism of governance.

1987年國父紀念館女性員工因懷孕而遭到雇主解雇的事件發生，促使婦女新知基金會檢討台灣女性的工作權益，並於1989年草擬完成一部專屬勞動婦女的「男女工作平等法」草案。但從法案的提出到三讀通過卻歷經了12年之久，因而誘發作者想瞭解到底是國家部門刻意忽視女性的權益，或有其它的結構性因素的操作延宕法案的通過。 過去國家機器與資本家是建立在「共謀」關係上，因此，法案的提出勢必影響兩者的「共謀」關係。丙國家如何在不傷及資本家又能顧及女性勞動利益下，制訂出「兩性工作平等法」。國家尋求哪些不同的解決途徑？資本力量又是如何鑲嵌在政治勢力中對法案產生嚴重的阻撓作用？法案的通過是否代表婦運團體對於國家機器與資本主義運作的挑戰成功？ 本文目的在於釐清婦運如何挑戰國家機器與市場機制，而制定出保障婦女的法令政策，同時在整個推法過程中，新知如何逼使國家提出相對法案。文中也將呈現資本家如何透過在立法院的代言人影響法案的通過與制定，以及在整個立法過程中，婦運團體如何顛覆父權思想與資本主義體系的運作邏輯。因此，除了探究職場中存在哪些性別不平等的結構事實外，還必須剖析這些現象的產生是因結構、制度因素而成的，或是婦運變遷的結果。以及到底是國家部門刻意忽視女性的權益，或是因為其他的結構性因素的操作而不能完成立法。 在資本主義下女性除了面臨職場內兩性不平等的對待外，更要擔負沈重的家務責任。但對於這些不平等的對待，過去並未有學者深入分析研究。第二章即說明女性因料理家務未就業、因懷孕生子退出勞動市場等行為何以稱為是「就業歧視」。經濟學觀點、社會文化觀點又如何看待女性勞動，女性主義觀點對於父權及資本主義叉提出哪些批判？ 第三章將論述80年代末期台灣政治結構轉型加速了社會運動的發展，其中社會運動的特質、運動方式及策略有哪些？婦女運動與社會運動有何不同之處何在？本章主要論述社會運動與婦女運動問的關係以及婦女運動中的「兩性工作平等法」的出現，與台灣政經脈絡及社會結構有何種關係。 第四章將陳明國家與資本家如何回應婦運團體的立法？此外，並論述婦運團體如何推法，運用哪些運動策略以及如何將女性主義實踐在法律條文中，便其成為體制或制度的一部分。最後，本章將側重國家在法案推動過程中角色的扮演。國家在法案推動過程中，是否一如過去馬克思主義所言是資本階級的代言者，或是國家在法案中另有其政策考量？為何國家態度從原先的拖延到主動提出相對版本，甚至有轉為積極的態度？ 第五章則在於論述「兩性工作平等法」如何挑戰資本主義市場運作？而它的出現又是如何制衡資本主義市場對女性勞動者的過度剝削或歧視行為？女性主義如何將其理念實踐在法條中，對資本主義與父權進行更進一步的挑戰？如第四章所論，國家過去與資本家關係密切，所以在不願得罪資本家的態度下一直拖延法案審查。資本家透過哪些管道間接或直接影響法案本身的推動？運用哪些方式阻撓法案的通過？婦運團體又運用哪些策略與戰術逼使國家正視法案且最終通過三讀。 關鍵字：國家機器、父權、資本主義、婦女運動、女性主義、「兩性工作平等法」、婦女新知基金會 / In 1987, female employees who worked in Sun-Yet-Sen Memorial Hall, were laid off because of their pregnancy, thus promoting the Awakening Foundation to look back to the bill regarding female labor in Taiwan, and the draft belongs to laboring women-The Men and Women Equal Employment Bill was finished In 1989, but it took 12 years from the lift to the passing of the three-read, so this induced the author to want to understand if the government ignored the rights of women on purpose or are there other constant factors which caused the delay of the passing of the draft. In the past, the state apparatus and the capitalists were built on collusion; thus, the lifting of the Bill must affect the relationship of the collusion of the two. Therefore, the state must decide on the Equal Employment Bill without hurting all capitalists while caring for the interests of women. What solution is our government seeking? How is capital power embedded in the political power frustrating the effect to the law? Does the passing of the Bill successfully present the women group to challenge the operation of state apparatus and capitalism? The aim of this article is to clarify the women movement challenging the state apparatus and marketing organism, to make relative laws of state guarding the women while promoting the laws how Awakening stops our government to offer relative laws. This article shows how the capitalists have affected the passing and making of the law through legislators, and in the whole process of making the law, how the women group overthrow the operating logic of patriarchy and capitalism. Thus, aside from discussing what unfair structural facts exist in the working field, we must dissect whether the producing of phenomenon belong to structure or institutional factor or the outcome of the change of women movement, and is the state ignoring women's right purposely or there are other institutional factors that prevents the Bill from being passed. Aside from facing the unfair treatment in the working field under capitalism, women also need to bear the heavy burden of a caring for the family. In the past, no scholars analyzed and researched these unfair treatments. The second chapter informs us how women quit working because of family duty or pregnancy, either of which is considered a discrimination, how the economical opinion or social-cultural opinion looks at women labor, and what is the opinion of feminists opposing and criticize patriarchy and capitalism? The third chapter discusses the political transformation of Taiwan by the end of the eighties, which accelerated the social movement development, discussing what character, ways and tactics of the social movement, and the difference between women movement and social movement. In this chapter, we'll talk about the relationship of the social movement and women movement, and the appearance of the Equal Employment Bill in the women movement? What kind of relationship is there between the political and economic contexts, and social structure in Taiwan. The forth chapter talks about how the state and capitalists respond to the women group pushing the Bill? Even more, I will discuss how women group was able to complete the bill, what actions they used and how feminism was realized the law, promoting these to become part of the apparatus or the institution. In the end, this chapter will focus on the role-playing of the state in this Bill. In the process of pushing the Bill, according to Marxism: is state the spokesman of capital class, or are there other considerations in the policy? How come the attitude of the state from originally delaying the passing of the bill to actively offering relative solutions, even turning to aggressive attitude? The fifth chapter discusses how the Equal Employment Bill challenges the work of capitalism, and how its appearance balances capitalism's work over women labor to exploit or discriminate them too much? How does feminism, realized in the Bill, challenges capitalism and patriarchy? As what we have discussed in the fourth chapter, state and capitalists are very much related in the past, so the state constantly delays the examination of the Equal Employment Bill so as not to offend the capitalists. Through what do the capitalists frustrate the Bill directly or indirectly? What ways do they use to frustrate the completion of the Bill? And what ploy and tactics do women groups use to make our state facing up to the Bill and eventually pass the three-read. How did feminism challenge capitalism and patriarchy, thus improving or advancing the practice of law? Key Words : state apparatus、patriarchy、capitalism、women movement、feminism、Equal Employment Bill、Awakening Foundation

大部分的台灣援助研究討論台灣外交政策，沒有太多的研究是從受援者的觀點探討台灣的發展協助成效。本研究將檢視台灣援助的西班牙語學術論文， 選擇一個個案研究，並從事訪談，以中美洲的觀點來闡述台灣援助的成效。且將分析台灣的 外交援助，特別是財團法人國際合作發展基金會從1998年到2015年在中美洲的策略。本研究質疑由國際社會先前 對台灣在中美洲的金錢外交探索，相反地，本研究將評估儘管中美洲有貪污醜聞，台灣援助在中美洲仍是有利的原因。

對於一個國家而言，柔性權力的重要性和剛性權力同等重要。近年來，各國紛紛加強本國的柔性權力，以吸引外國公眾前來學習和認同本國的文化。美國學者奈伊，說明文化、政治價值觀和外交政策是國家所擁有的柔性權力的資源。因此，本文以柔性權力作為出發點，連接公眾外交與文化外交，進而探討俄羅斯從蘇聯時期到後蘇時期的對外文化政策之作為。 俄羅斯的對外文化政策從美蘇冷戰時期就已經開始，然而受限於意識型態的框架之下，兩國的文化交流深受到國家領導人外交政策風格的影響。普丁上任之後，俄羅斯開始積極向外拓展對外文化政策，其欲加強俄羅斯文化在世界上的影響力並且提高外國公眾對於俄羅斯文化價值的認同。俄羅斯於海外建立「俄羅斯世界基金會」和「俄羅斯合作」等文化推廣機構，以教授俄語和俄羅斯文化為主。希望讓外國公眾以不同的面向，瞭解俄羅斯。 本文的研究發現有下列幾點：第一、儘管俄羅斯近年來積極推廣俄羅斯文化在海外的發展，但是，俄羅斯的發展重心仍是以境外俄羅斯人為主。第二、俄羅斯國家內部的人權和官僚體系的議題和對外政策的實行方針，亦會影響俄羅斯柔性權力的發展。第三、俄羅斯的對外文化政策，與他國相比，仍然是以官方主導為主。因此，除了配合國家對外文化政策以外，俄羅斯應該要多增加非政府組織參與的比例和提昇國內相關文化產業的發展。 / For one country, soft power is as important as hard power. In these years, countries are enhancing its soft power to attract foreign public to learn to these countries’ culture and identify to their countries. American scholar, Joseph Nye , once indicated that culture, politic value and foreign policy are the resources of national soft power. Therefore, this paper discusses soft power, then connecting with public diplomacy and cultural diplomacy, and further probe into foreign cultural policy from Soviet Union era to Russian period . Russia’s foreign cultural policy started from the Cold War period, however , due to the ideology , the U.S-Soviet cultural exchange was deeply affected by the leaders of two countries. After the president Putin gained the power, Russia actively expanded its foreign cultural policy overseas, it wanted to strengthen the influence of Russian culture in the world and enhance the identity of Russian cultural values toward foreign public. The Russian government has established “Russkiy mir foundation ” and “Russotrudnichestvo” overseas to teach Russian language and Russian culture . By expanding the influence of Russian culture, foreign public is able to understand Russia from different aspects. The following are the research findings in my paper: First, the Russian government has actively developed Russian culture overseas in these years, but , the Russian government still focuses on compatriot . Second , the human rights and bureaucracy issue in Russia still deeply affect the development of soft power of Russia. Third, compared to other countries, Russian government plays an important role on foreign cultural policy. Therefore , besides its official policy, Russia should encourage on participation of NGOs and increase the development of the cultural industry.

「比爾與梅琳達•蓋茲基金會」（Bill & Melinda Gates Foundation）從成立至今，捐出超過300億美元的鉅款，資助了近8000項慈善公益專案，其範圍橫跨了全世界極貧地區，挽救無數寶貴生命，堪稱全球影響力最大的公益基金會。 從資訊軟體專業起家的Bill Gates對慈善領域並不熟悉，但卻能在短時間內利用觸媒特性，快速建立合作夥伴系統、吸納捐款與資源，充份發揮平台的正向網絡效應及鎖定效應，迅速壯大基金會規模，並高度有效率運用資源，讓每一分錢的價值發揮到最大，足以作為學習借鏡。 本研究目的在找出「比爾與梅琳達•蓋茲基金會」的經營模式與機制設計，並依此探討其對全人類社會關鍵議題的影響與貢獻；及其關鍵性成功因素，同時探究其對慈善事業及其他公益組織有何影響。希望藉此提供台灣其他非營利組織一些建議，讓它們能從蓋茲基金會的成功經驗中學習，或是在此基礎上創新。 本研究發現，蓋茲基金會創新的觸媒平台經營模式與獨特的機制設計 -「對其目標市場及客戶客觀精確且完整深入的研究分析」、「創意的捐贈機制協助其建立強大的夥伴生態系統進而發揮平台強大的網絡效應」、「高度目標導向的專案執行並重視績效與考核」、「資源高度有效率運用且以量化為溝通的準則」、「有系統地將內隱經驗轉化為外顯知識」，以及「將企業營運經營管理與公司治理理念導入非營利組織」為其關鍵成功因素。 / Bill & Melinda Gates Foundation has so far donated more than 30 billion US. dollars to fund about 8,000 charitable projects, which benefit those extremely poor areas in the world and save countless lives. It may be deemed as the world's most influential philanthropic organization. However, it is well-known that Bill Gates is not familiar with philanthropy work, but somehow he has leveraged characteristic catalyst to build the partner ecosystem efficiently to attract donations and resources; moreover, he helps the organization to fully utilize the platform’s positive network and lock-in effects to help expanding the scale of the Foundation rapidly. It is known that Gates Foundation with Gate’s leadership is good at maximizing resources’ value. Thus this study aims to identify the business model and the mechanism design of Gates Foundation. It deeply investigates each activity from the platform’s value propositions to find out its key success factors. Meanwhile, it explores this model and how it causes impact on philanthropic industry. This study hopes to provide advice for non-profit organizations so that they could learn from the Bill & Melinda Gates Foundation’s experiences or even mirror some of the original strategic thoughts of its mechanism designs once they decide to develop more aggressively on the philanthropy. The study found the key success factors of Gates Foundation as bellow: •Deep insight and complete analysis on its target markets and customers. •Creative donation mechanisms that helps to form a strong partner ecosystem, and bring positive network effect to the platform. •Goal-oriented project that is highly executed and emphasized on the performance evaluation. •High efficiency on the use of resources and how its value is maximized. •Transfer implicit experience into explicit knowledge & know-how. •Utilize management knowledge & methodology of global enterprise and practice it in philanthropic organization.