本文內容包含三個主題相近的議題，首先我們探討在貿易互動的情況下，國際能源價格衝擊所帶來的跨國衝擊效果，接著根據多個年度的資料，延用第一個議題的模型分析跨國衝掔效果的演變，以及這樣的演變與貿易趨勢之間的關係，最後則探討委外代工的貿易活動對經濟體系勞動市場的影響，企圖尋找台灣近年工資不均度逐漸下降的原因。 由第一個議題的分析結果可以發現，若要有效降低原物料價格上漲所帶來的衝擊，可從國內高耗能的產業 (如石油煉製品業) 著手，藉由技術移轉、跨國產業合作或研發投入等方式提升耗能產業的技術，改善生產結構；此外，藉由分散進口來源，可以有效降低進口拉動的物價上漲；最後，在國際能源價格上漲時，公用事業部門的價格管制，可以有效控制物價上漲，尤其對於天然資源缺乏的國家效果較為顯著，且愈多國家採行價格管制策略時，對降低物價衝擊的效果愈好。。 由第二個議題的分析可得知，各國的個別產業在三個不同的年度受到相同衝擊時，當產業的中間投入裡，能源及石油煉製品的占比愈高，則價格衝擊反應便愈大，這樣的影響效果主要反應了直接效果。若仔細檢視國內的各產業委外代工活動對價格衝擊效果的影響，則可以發現在產業別資料時，兩者間的關係並不明顯，但若將分析層級提高到整體國家的話，便可以發現委外代工比例或是國際專業分工程度愈高的國家，其受到的物價衝擊似乎稍微較低，而此一部份則是反應了跨國貿易傳遞效果。 最後，由第三個分析議題可以發現，台灣過去25年來技能與非技能勞工的工資差距逐漸拉近，這樣的趨勢與近年文獻所觀察的結果有明顯的不同，仔細檢視其中的端倪，我們可以發現台灣工資不均度雖然與相對勞動雇用仍為正相關，但工資不均度卻受到委外代工與對外直接投資負向的影響，其中，僅電子電機及機械類別的委外代工對工資不均度具有影響顯著，但民生工業及重工業類別卻不顯著，這樣的結果與近年台灣電子業發展的模式有關，雖然此產業委外生產比例日益攀升，但隨著台灣電子業在全球舉足輕重的地位，產值逐年大幅成長，雖然其中零組件愈來愈多仰賴委由開發中國家生產，但於台灣進行組裝仍需大量非技能勞工，因此委外生產將使工資不均度的情形減緩。另外，從資料中也發現，近年台灣日益減緩的工資不均度情形，主要是由於相對勞動供給的增量大於相對勞動需求所致。 / This thesis contents three approximate subjects for discussion. First of all, we confer the interaction of trades when the rise of international raw material price influences multinational; according to the data taken from many years, we employed the model of the first subject to analyze the development of inter-regional impact, its effect and also the relationship between the development and the trade tendency. Lastly, the influence of outsourcing towards the labor market in the economy will be discussed, in order to search for the reason, which is responsible for the chronicle decrease of wage inequality. The result of the first discussion shows us, to slow down the price impact which is caused by the rise of the raw material, we can undertake national companies with high energy consumption industries (e.g. petrochemical industry); on these excuses: Technique shifting, international industrial cooperation or investment of researches and so on, the technology of high energy consuming industries could be promoted to improve the production structure. Further than that, dispersing import resources could efficiently reduce the price increase caused by import. The price control at public utility could bridle price rise effectively, when international energy price is arising. This is especially obvious in countries with lack of natural resource, not forget to mention the more nations introduce price control tactic, the better it is to reduce the price impact. By the analysis of the second discussion, it is said when each country in each industry at three different years experienced the same impact, the higher the industrial’s usage of energy and petro-products for intermediate inputs, the strong is the reaction of price impact and this influence mainly responded to the direct effect. If we examine the relationship between price impact and proportion of outsourcing, we could notice that the relationship is not very conspicuous in industrial level data. But if we move the analyze level higher to the whole nation, we could discover that the higher the percentage of outsourcing is, the lower is the resulted price impact. And this is because of the transmission effect of the international trade. Last but not least, the third discussion let us know, that in the past 25 years in Taiwan, the wage inequality of high skill and low skill labor was reducing chronically. Such a trend is clearly different from the result which is shown in the recently studies. Even the wage inequality is positive proportioned with the relative labor employed, but it has been negatively influenced by outsourcing and outward direct investments. The negative relationship counts to the most outstanding in electronics and electrical machinery industries, but civil industry and heavy metal industry is not much remarkable. This result is related to the expand model of Taiwan in the recent years. Although, the percentage of outsourcing grows day by day, but with the importance of Taiwan’s electronics industry, the production arises substantially annually, even though more and more of its components is sourcing from development countries, but we still need many non-skilled personnel to fabricate those in Taiwan. That’s why outsourcing will decrease the wage inequality. Further than that, the recent wage inequality decrease in Taiwan is mainly effected by the surplus of relative labor supply.

在全球化競爭的條件之下，企業之專業分工漸趨精細，企業為了發展自己本身的核心能力，選擇將非核心能力委外給專業的第三方，以求獲得更佳的服務品質且為企業減少成本支出。其中物流相關費用占企業營運費用約5%~35%，物流在整體企業營運扮演重要角色，近年來供應鏈管理的興起，企業更加重視與上下游廠商間協調關係，物流管理受到重視，物流關係到整體供應鏈的穩定度，因此在選擇物流委外供應商時，企業需審慎的評估供應商各方面的能力，以選出最適物流委外供應商。 　　過去評選物流委外供應商，多數藉由專家主觀判斷，本研究提出一套完整的物流委外供應商評選模式，以客觀的角度評選物流委外供應商。過去文獻中多數假設評估準則間關係獨立，此假設與現實狀況不符，評估準則通常存在相互關聯。企業在評選過程中，針對特定評選準則會有限定標準，若單以績效值評估，不符企業之需求，本研究將其納入考量，建立出更加完整的物流委外供應商評選模式。此評選模式可給予參與評選之候選廠商改善建議，為雙方建立良好的關係，創造雙贏的局面。 　　本研究透過決策實驗室法建立指標之網路關係，以網路程序分析法計算指標之權重，於評分處理部份，針對企業特定評選指標，透過田口品質損失函數轉換成與目標之損失值，最後藉由VIKOR排序法評選出最佳物流委外供應商。受限於成本考量，本研究透過系統動態學模擬運送情形，藉由所獲得之營運資料驗證此評選模式。 / Under the global competitive conditions, enterprises become more sophisticated division of labor. Enterprises want to develop their own core competencies. Enterprises choose to outsource non-core capabilities to third-party professional,because of better service quality and reducing costs for enterprises. In recent years, enterprises pay more attention to coordination with the relationship between upstream and downstream firms. The logistics in the overall business operations play an important role. Therefore, in the choice of logistics outsourcing providers, enterprises evaluate all aspects of supplier's abilities to select the most suitable supplier of logistics outsourcing. 　　This study provides a complete model to evaluate logistic service providers. Enterprises in the selection process, selection criteria will be qualified for a particular standard. Selection criteria usually have interrelationship. Under the condition, this study use DEMATEL and ANP to create criteria relationship and compute criteria weights. Taguchi loss function is used to calculate some criteria loss value, which is the distance between enterprise’s target values. Finally, VIKOR combines loss value with performance value to select the best logistics service providers. These models also give candidates some suggestions to improve their performance.

1980-2004年，台灣製造業勞動薪資隨時間持續增加，但是技術與非技術勞動之相對薪資卻大致呈現下滑趨勢。根據過去文獻，影響技術與非技術勞動相對薪資的原因有很多，諸如貿易、對外投資等國際分工方法。本研究主要分析對外投資影響台灣技術與非技術勞動薪資變動的情形，至於貿易等其他因素造成之影響，本文將不進行討論。 我們先從廠商利潤極大化之角度出發，推導出本研究所需之薪資決定方程式後，利用1980-2004年間，台灣製造業之整合資料，以三階段最小平方法，同時對技術及非技術勞動薪資方程式，進行迴歸分析。融合林祖嘉與黃啟宏（2006）之研究，得到下列結果： 1.整體製造業對外投資促進產業升級。廠商在既有的產出下，對外投資增加技術勞動需求，減少非技術勞動需求。同時，技術勞動供給增加，且幅度小於需求增加之幅度，使得技術勞動均衡雇用量及薪資皆上揚。非技術勞動之薪資也因需求減少而下降。 2.資本密集製造業在對外投資的過程中，僅增加了技術勞動的需求，並未減少非技術勞動的需求。相反的，台商赴海外投資非資本密集製造業，將減少其非技術勞動需求。顯示資本密集製造業勞動在對外投資中受益，非資本密集製造業勞動在對外投資中受害。 3.對個別勞動者而言，無論其為技術或非技術勞動，在資本密集製造業工作，都能使其免於承受台商對外投資，間接造成之薪資銳減。 如同我們的預期，技術勞動供給因教育普及而增加，技術勞動的均衡薪資可能隨之降低，但因為對外投資抵銷了技術勞動供給的影響，甚至使技術勞動薪資上升。另一方面，非技術勞動因對外投資，造成產業之需求銳減，使其薪資下降。因此製造業技術及非技術勞動的薪資差距，會因為對外投資金額增加而上升。

為了在競爭的環境中生存甚至是成長，企業可能會採取外包策略，請外部廠商負責處理非核心業務，而專注企業之有限資源於具有核心競爭力的活動。如何選擇外包廠商對於外包策略的執行成效有深切的影響，因為外包廠商會直接影響到企業價值鏈的最終產出結果。因此，本論文採取個案研究法對三家跨國公司進行深度訪談，以了解電子業之品牌廠商對於委外代工廠（製造服務供應商或研發製造服務供應商）的選擇程序與評估項目。 根據研究結果，本論文提出一套一般性的委外代工廠選擇程序。依照所考慮的委外代工廠種類之不同，該選擇程序建議五至六個階段（Market Research, General Survey, Specific Survey, Trial Run (optional), Verification Survey, and Decision Making），同時建議各階段應考慮的評估項目。本論文亦根據研究結果，對於欲建立委外代工廠選擇程序之品牌廠商以及委外代工廠提出相關建議。 / In order to survive and even to grow in the competitive environment, enterprises may adopt outsourcing strategy to focus on their core competency and to have external suppliers to handle the other activities. How to select a proper outsourcing supplier is very critical to the implementation of outsourcing strategy because outsourcing suppliers will affect the final outcome of the whole value chain very much. Therefore, this thesis studies in the electronic industry to understand the process and evaluation criteria of original equipment manufacturers (OEMs) to select contract manufacturers (which are electronic manufacturing services, EMS, providers or original design manufacturers, ODMs). Case study is applied as the research method and three multinational companies are in-depth interviewed for this study. Based on the research results, a general contract manufacturer selection process is proposed. This general process has five to six stages (Market Research, General Survey, Specific Survey, Trial Run (optional), Verification Survey, and Decision Making), depending on the kind of contract manufacturers under consideration. Corresponding evaluation criteria are also recommended for usage in each stage of the selection process. According to the research results, recommendations are made for OEMs which are planning to establish a contract manufacturer selection process and for contract manufacturers which are being surveyed.

我國公務人員考試錄取人員須經訓練及格才能成為正式公務人員，公務人員職前訓練分為基礎訓練與實務訓練，公務人員保障暨培訓委員會及所屬國家文官學院為辦理基礎訓練，每年均投入大量資金與人力，為瞭解訓練成效，爰進行本研究，並以102年公務人員高等考試錄取人員為研究對象，並以KirkpAtrick的四階層評估理論為基礎，針對反應層次與學習層次進行研究，以瞭解不同考試類科、受訓地區及訓練機關（構）之受訓人員，對於課程、講座、教材、整體、輔導員或行政安排等反應層次的滿意度，以及基訓成績、本質特性、測驗成績、選擇題、實務寫作題或是專題研討等學習層的成績，是否有所不同？國家文官學院及中區培訓中心自辦訓練與委外代訓機關（構）之訓練成效，是否有差異？ 進行分析後發現如下：一、如同KirkpAtrick全新的四階層評估理論模式所強調，反應層次影響學習層次；二、不論自辦或委辦訓練機關（構）之訓練成訓均各有優劣，訓練機關（構）之訓練成效各異；三、經由t檢定結果顯示，考試類科對在講座及教材問項均達顯著影響，先備知識影響訓練成效。爰針對研究發現提出幾項建議：一、實施前測與後測，確認職能缺口與訓練成效；二、訓前規劃前測；彈性運用評量方式，建立多元評鑑機制；三、整合訓練資料，建立長期追蹤資料庫；四、應針對訓練機關（構）學校進行訓練成效評估，並依據評估結果，決定合作之優先順序，以掌握訓練品質，以保障受訓人員權益，讓全體公務人員素質不斷提升。 / To become a Civil Servant in Taiwan, one must pass the civil service examination and training, where training is further divided into basic and on-the-job training. The Civil Service Protection and Training Commission (CSPTC) and National Academy of Civil Service (NACS) devoted hours of manpower and funds annually in organizing basic training and to better comprehend the training effectiveness, a study was conducted on 2013 Senior Civil Service Examination trainees using the New World Kirkpatrick Model as the basis for evaluation. The study focused on reaction (level 1) and learning (level 2) levels of the Kirkpatrick Model. The study aims to understand trainee’s satisfactory reactions of different examination topics, training locations and training organizations on courses, forums, training materials, assistant counselors, administrative planning and the overall experience; the learning level wishes to identify differences through basic training grades, intrinsic properties, examination grades, multiple choice questions, on-the-job essays and seminars, if any? In addition, are there any differences in the training effectiveness between National Academy of Civil Service and out-sourced organizations? The analysis of the study found the following 1. The study conforms to New World Kirkpatrick Model’s emphasis that reaction affects learning. 2. Regardless of the training organization (government or out-sourced), there are pros and cons, and varying degrees of training effectiveness. 3. As t-test data shows, seminars and materials showed significant effectiveness for examination topics, pre knowledge greatly affects the training outcome. Hence I proposed the following: A. Administer pre and post examinations to identify training needs and confirm training effectiveness. B. Pre examination before training: flexible evaluation methods to establish variable evaluation mechanisms. C. Integrate training data and build a long term track record and database. D. Conduct training effectiveness evaluation on training organizations to prioritize training courses for the best possible quality, protect trainees’ rights and in turn, steadily boost the overall quality of Civil Servants.

知識管理是現代最重要的課題之一，企業轉型也在許多實務中證明對組織的成長與獲利很有幫助。然而因為轉型而創新的知識要如何管理，又是如何以知識螺旋的方式融入企業，進而幫助企業創新服務營運內容，則較少為人討論。本研究就是以此為研究動機，發展出的論文。藉由發生在Z公司轉型的過程中知識轉移發展的個案故事，來分析與印證企業在「知識管理」，與「企業轉型」兩方面的變化，如何與「知識螺旋」理論，交互影響的演變過程。 為了探討「知識轉換」的個案故事，本論文分別整理多篇「全球化」，與「知識螺旋」兩方面的重要理論文獻，設計出研究架構。本研究將個案公司企業知識的轉換過程，區分為三大階段; 而每一個歷程包含部份「共同化」、「外化」、「結合」與「內化」因子。企業知識管理上的重點之一，便是在於經理人們，如何能夠有效地調和這個「知識變換螺旋」過程，並將組織的策略資源與知識能力，藉由共同化、內化、外化與結合、轉化與學習而提昇。 經由個案資料與理論的分析與比較，主要的研究發現與結論如下：(1).在商業模式的轉型中，導入外部新資源與新知識，可讓其更迅速轉型並找到新策略。Z公司是企業轉型的最佳典範； (2). Z公司重新定位於「科技服務事業」，與轉型為「全球整合型企業」的創新商業模式，讓公司重新站上高峰；(3)個案A公司利用差異化分析，導入Z公司的經驗，建構新的能力，成就自己成為一個「全球整合型企業」。 最後，由個案故事的分析，本研究發現在「知識轉換」的螺旋中，即使是幫別的公司輔導轉型，也會對於因此學習到或是培養的新知識，經過知識的螺旋，再度轉換成企業本身的新核心能力。 關鍵字：知識螺旋、全球化、企業流程優化、委外加工、模組化、全球整合型企業、轉型、共享式服務中心 / Knowledge management is one of the most important topics in recent years. Business transformation has proved to be useful in the growth of the organization and profit. However, only few studies had focused on how to manage the innovative knowledge and how it is merged into a business through knowledge spiral and thereby helping to expand the business opportunities. This research is based on the case study of the knowledge conversion during a business transformation at company Z and analyzed the mutual effect and its relation with the knowledge spiral theory. The research structure is based on the summary of several key literatures on globalization and knowledge spiral to better understand the knowledge conversion cases. This research has divided the business transformation and knowledge conversion process in company Z into three major phases, and each phase is analyzed by four modules of knowledge transformation model, Socialization, Externalization, Combination and Internalization. One of the key points in business knowledge management is how the managers could cope with the knowledge conversion spiral process and improve the strategic resources with knowledge through the processes of socialization, externalization, internalization and combination. This research concludes that a company could introduce new external resources and knowledge during the business transformation in order to speed up the transformation process and craft a new strategy. Also, company Z repositioned itself as a service science company and then transformed with an innovative business model into a globally integrated enterprise to reclaim its glory. Finally, company A utilized gap analysis tool and introduced the transformation experiences by company Z to establish its own new expertise and become a globally integrated enterprise as well. This research also discovers that a company could also obtain new core comptetence through knowledge spiral by servicing other companies. Keywords: The Knowledge Spiral Theory, Globalization, Business Process Re-engineer, Outsource, Component Business Model, Globally Integrated Enterprise, Business Transformation, Shared Service Center

隨著資訊技術之快速發展及受到金融交易全球化之影響，在營運模式及法令遵循之需求下，使得銀行業將客戶個人資料跨境傳輸至其他國家之公務或非公務機關所產生之資料保護或對資訊隱私權衝擊等議題漸增。為調和不同國家間對於個人資料保護文化及規範程度之差異，各國及各國際組織間均致力於如何在不影響商業交易需要、個人資料隱私安全及資訊自由流通之前提下，經由適當法律規範對於資料管理者國際傳輸個人資料之行為，予以適當控管。 隱私權之概念雖起源於美國，惟現行各國對於個人資料國際傳輸保護規範仍以歐盟委員會於1995年發布之個人資料隱私保護指令（Directive 95/46/EC）最為重要且影響層面較大。在歐盟指令仍須各會員國將其轉化為國內法，始得有效執行之前提下，本研究以金融服務產業發展較為領先之國家—英國，以英國銀行業適用之個人資料國際傳輸保護規範為研究主題，所涉法規包括：歐盟指令、英國1998年資料保護法（Data Protection Act, DPA）及英國金融服務業適用之相關規範等。 研究結果發現，英國1998年資料保護法在參照歐盟指令之相關規範下，對於資料管理者將個人資料國際傳輸已訂有相關限制規定及如何符合相關豁免規定之作業流程及評估程序，英國專責資料保護之監理機關（資訊自由及保護委員會），並已依據歐盟指令，發布規定授權英國企業得採用標準契約範本及經其個案核准採用共同約束條款，顯示英國對於國際傳輸之個人資料已有一定程度之保障。惟如同歐盟委員會之研究報告所述，英國相對於歐盟其他會員國，並未將國際傳輸規範明訂於資料保護法之本文，對於當事人資訊隱私權保護之法律位階，仍有待加強。 不同於我國係於銀行法明定銀行對客戶資料之保密義務，英國法院認為銀行對於客戶資料之保密責任，原始存在於銀行與客戶間之契約。惟英國與我國相同於金融相關法令中僅針對銀行境外委外所涉之國際傳輸訂有相關監理規範（包括境外委外事先申請核准、申請程序及應檢附之文件），以透過銀行與委外服務供應商之委外契約，確保金融監理機關能跨國有效行使其監理權限，保護當事人之權益，至於銀行因非委外事項，將客戶資料跨境傳輸至其他國家時，仍應回歸適用資料保護法有關國際傳輸之相關規定。 本研究最後就我國與英國對於個人資料國際傳輸相關保護規範之比較結果發現，我國個人資料保護法雖已於99年修正發布（新個資法），但對於國際傳輸之限制規定，修法後雖已明定國際傳輸之定義及加重非公務機關違反國際傳輸規定之罰則，惟未修正其實質規範內容，仍僅授權中央目的事業主管機關於非公務機關有第21條所列四項情形之一時，得限制其進行國際傳輸。在新個資法下，非公務機關對於個人資料之國際傳輸，已無須取得目的事業主管機關登記，並取得執照，雖有利於資料之國際流通，惟為保護當事人個人資料於傳輸後之安全，我國是否尚須其他配套措施，以落實個人資料於國際傳輸層面之保障，值得深思。 本研究對於我國銀行業國際傳輸個人資料保護規範之主要建議，包括（1）宜透過各中央目的事業主管機關對被監理機構之監理及其與相關公益團體間之合作，以強化各界對於個人資料保護之重視，（2）國際傳輸之限制規定應予細緻化，並透過產業自治逐步達成個人資料保護之目的，（3）金融監理機關宜配合個人資料保護法之修正，訂定銀行業國際傳輸之作業規範，（4）宜透過租稅合作協定，在不違反我國個人資料保護法及銀行法之原則下，協助我國金融機構解決美國「外國帳戶稅收遵從法」之實施，衍生對於個人財務資訊隱私權及跨境傳輸個人資料保護之問題。