近年來我國人才失衡的問題日益嚴重，我國除有人才外流的問題外，近10年來我國引進白領專業外國人始終維持在2.5萬至2.75萬人左右，為何有些國家可以持續引進外籍專業人士，而我國卻呈現停滯的現象？為瞭解我國外籍專業人士引進及聘僱審查機制之現況、執行成效及相關問題，本研究透過文獻探討、次級資料分析、比較分析及深度訪談等方法，針對我國、美國、新加坡及韓國等四個國家之引進政策、引進規定(經濟需求檢測機制)、引進現況及審查機制等構面進行分析及比較。 本研究分為六章，第一章說明研究動機與目的、研究方法、研究範圍與限制、分析架構及研究流程等，第二章探討專業人士跨國遷徙概況與趨勢，第三章分析與比較我國與美國、新加坡及韓國等國家引進政策及法規，第四章分析與比較我國與美國、新加坡及韓國等國家引進現況及審查機制，第五章針對政府機關、雇主、外籍專業人士、代辦外籍專業人士聘僱許可公司、資方團體及勞方團體等6類不同利害關係人進行深度訪談，藉以發現問題，第六章為結論與建議，並提出具體建議方案，以強化我國引進外籍專業人士的優勢。 本研究主要發現，(一)我國引進外籍專業人士係補充國內專業人士的不足，進而達成提升國家競爭力、穩定或促進本勞就業及提升所得、並具有經驗傳承等政策目的，且我國引進政策是較藍領外籍勞工政策更為寬鬆，而現階段我國外籍專業人士符合引進目的。但是政策過於強調法規鬆綁，鬆綁同時可能忽略引進目的。(二)現階段就業服務法對於工作的定義，主要以外國人有無提供勞務為認定依據，但隨著跨國境訓練或實習等邊做邊學態樣日益增加的趨勢，現行工作的定義可能無法兼顧實務上的需求。(三)不同利害關係人一致認為引進外籍專業人士應具備一定學歷及雇主資本額、營業額等規範沒有限制性；但是在二年相關工作經驗及薪資等規範上，政府機關、雇主及外國人呈現二極化的看法，故我國經濟需求檢測機制對於引進中高階以上人才不具限制性，而學歷、雇主資本額及營業額對於引進中階人才不具限制性。(四)美國、新加坡及韓國引進外籍專業人士的經濟需求檢測機制主要以薪資標準為基準，經由薪資比較後發現，我國薪資標準的設定已接近於市場薪資，但從國際定價來看卻有偏低的問題。(五)臺灣引進外籍勞動力的模式為雙軌制(藍白領外國人)，如此引進模式，導致我國引進外籍專業人士的資格條件，必須同時要兼顧高階及中階人才的適用，故引進政策呈現二極化的評價，顯然我國雙軌制模式，無法滿足不同層級需求。(六)不同利害關係人一致認為我國引進外籍專業人士偏低的原因，是薪資待遇不具誘因。以新加坡為例，其引進服務業藍領外籍勞工每月薪資至少應達新加坡幣1,600元以上，折合新臺幣約3.8萬元，該薪資標準已等同我國僑外畢業生留臺從事專業工作的薪資標準，雖然政府積極推動引進人才方案，但是臺灣薪資待遇不改善將嚴重阻礙我國引進外籍專業人士或留用僑外畢業生。(七)外籍專業人士在我國的工作期間不長久，而且移民我國的意願不高，倘若我國引進模式不修正，將不利外籍專業人士與移民政策的結合。(八)我國審查機制透明度及效率大體上符合需求，相對缺乏彈性，而且國際上對於審查機制已朝向彈性化的方向，我國的制度將不利推動彈性化的審查。 最後，針對本研究發現提出具體建議，包含(一)我國引進外籍勞動力模式建議比照新加坡模式修正為三軌制，在現行雙軌制中間增列中階技術工作，並根據不同層級引進的政策設定經濟需求檢測機制。(二)修正工作的定義，建議增列其提供勞務的目的性及準則等規範，以符合實務需要。(三)適度修正我國經濟需求檢測機制，包括工作內容取消行職業規範，二年相關工作經驗規定，刪除「相關」二字或修正為一定工作年資，以及應按年度調整薪資標準，且比照美國採管理職及非管理職區分薪資標準；此外，假如我國政策開放引進中階技術工作者，應比照美國及新加坡訂定配額上限，以避免衝擊國內技術勞工就業機會。(四)面對人口老化及少子女化造成勞動力不足的問題，適度開放移民是一條未來不得不面對的道路，外籍專業人士與移民政策的結合應整體規劃，並適度向民眾說明引進開發中國家之專技人士的必要性。(五)為提高審查程序的透明度及服務品質，應建立動態查詢系統，並加強承辦同仁的教育訓練。 / The issue of imbalanced talent resources in Taiwan is a downward spiral in recent years. Not only Taiwanese talents are leaving Taiwan for better job opportunity. But the number of white-collar foreign professionals working in Taiwan has remained at 25,000 to 27,500, far from a large number, in the past decade. Why is Taiwan experiencing stagnation of labor market while other countries continue to attract foreign experts and professionals for work？ To better understand the current status of introduction of foreign professionals to work in Taiwan, the existing employment review mechanism, how it is being implemented and relevant issues, this study conducts analysis and comparison of the policies on introduction, requirements on introduction (economic needs test system), current status of introduction and review mechanism in Taiwan, the United States of America, Singapore and Korea. The study method includes document research, secondary data analysis, comparative analysis and in-depth interviews. Major discoveries of this study are: (1) the foreign professionals currently working in Taiwan are consistent with the purpose of introduction, but the policies are tilted in favor of a lenient treatment, with the possibility of the purpose of introduction being overlooked; (2) the current definition of work may not satisfy the needs in the real world; (3) Taiwan’s economic needs test system does not have restrictions on introduction of medium- to senior-level talents, and requirements on education level, employer’s capital amount and revenues impose no restrictions on medium-level talents; (4) while the salary standards in Taiwan are catching up with market standards, Taiwan’s salary level is at the lower end of the international pricing spectrum; (5) Taiwan’s parallel mode for introduction of foreign labor force cannot satisfy the needs for foreign workers at different levels; (6) despite of the government’s efforts to promote introduction of talents, Taiwan’s low salary standards are likely to become a huge obstacle in attracting foreign professionals to Taiwan or keeping overseas Chinese or foreign students in Taiwan when they graduate; (7) given the fact that the period of stay of foreign professionals for work is relatively short, if the mode of instruction remains unchanged, a successful combination of the policy on employment of foreign professionals and the policy on immigration may be compromised; and (8) transparency and efficiency of Taiwan’s review mechanism generally coincides with the needs, but the system relatively lacks flexibility; and many countries around the world have moved toward becoming more flexible to the review mechanism, and Taiwan’s mechanism may hamper the promotion of a flexible examination. Last but not least, the discoveries of this study have prompted the following concrete suggestions: (1) switch Taiwan’s mode for introduction of foreign workers to triple-track mode as in Singapore, and establish economic needs test system based on policies for introduction of foreign workers at different levels; (2) modify the definition of work and add regulations on the purpose of service provision and guidelines to meet the needs in the real world; (3) moderately revise Taiwan’s economic needs test system, including job description, requirement of two-year experiences in related work, adjustment of salary standards, etc.; (4) combine the policy on employment of foreign professionals and the policy on immigration from a big picture perspective, and educate the public about necessity of introduction of professionals and experts from the developing countries; and (5) establish an inquiry system that constantly updates information and strengthen the education and training of relevant staff.

近來陸續爆出的舞弊案件已連帶引起了社會大眾對關係人交易行為的注意。本文先探討審計品質與關係人交易之關聯性，而實證結果顯示關係人銷貨、進貨、應收款項與應付款項交易與審計品質皆呈負向關係，足見關係人交易之查核是困難的。因此本文期望透過外部審計人員的專業屬性來降低關係人交易對審計品質產生的不良影響，提升投資人對公司財務報導的信任。過去文獻針對會計師專業屬性部分，指出會計師事務所規模愈大以及產業專精程度愈高者，具備較佳的查核品質。研究結果顯示當關係人銷貨、進貨及應收款項交易係由四大會計師事務所或產業專家會計師事務所查核時，因大型會計師事務所或產業專家會計師事務所具備較佳會計師專業屬性，能抑制或減少關係人交易對審計品質之負面影響，而提升財務報表之審計品質。 / Numerous financial reporting frauds over recent years have made related party transactions the center of public attention. We first investigate the association between related party transactions and audit quality (proxied by discretionary accruals), and find that four kinds of related party transactions (including sales to related parties, purchases from related parties, accounts receivable from related parties and payable to related parties) all have negative impacts on audit quality. We posit that (1) external auditing is a monitoring mechanism to reduce audit quality decline caused by related party transactions, and (2) auditor attributes including big 4 audit firms and industry specialist audit firms can mitigate the audit quality decline thereof. Empirical results show that companies audited by big 4 or industry specialist audit firms, whose sales to related parties, purchases from related parties and accounts receivable from related parties show significantly smaller negative impacts on audit quality than companies not audited by big 4 or industry specialist audit firms.

以英語為母語以及非英語為母語之教師，兩者間之協同教學國家級計劃，從1990年代開始在日本、韓國及香港各地執行。過去十年，台灣地區共有兩個相關計劃：一個位於中部某縣轄市；另一個則在北部地區，由該地方教育局與某知名學術基金會合作執行。關於這類的計畫，目前已有文獻探討執行上的困難，主要包括文化歧見、老師教學效能、與行政單位之運作問題，但其實卻並無整體評析之深入研究可供參考。 本研究遵循質化與量化的方法，針對北部之計畫為對象，深入評析中外師協同教學執行一年後之師生學習成效。研究首先以量化方式以成就測驗與態度問卷了解計畫中80名四年級與六年級小學生的英文學習成果、他們對英文的態度以及學習動機。另外又以訪談、課室觀察以及教學日記蒐集資料，分三組追蹤調查六位中外師之專業成長，藉衛考斯基的社會文化理論做分析，而文化體認方面，則以第三向度觀點，了解不同文化背景的老師之發展。 研究結果顯示此項中外師協同教學計劃對學生學習有正面作用，但程度則多有不同。學生之閱讀與聽力有成長，四年級學生受益又比六年級學生更多，但成果則因時間較短而稍顯淺薄。另一方面，中外教師在專業知識與文化體認上有顯著成長，可以說是本計畫最大受益者。 整體而言，計畫單位對中外師雙方合作關係之培養具備完善的機制，而在文化體認方面又有一群能夠以持平立場看待文化差距的諮詢專家，為中外師創造第三向度合作空間，使雙方能夠大方擁抱兩種文化且無需掩飾彼此之不同。這些設計使計劃更有效能，整體執行方式具參考價值。 / National co-teacher programs involving native English speaker teachers (NESTs) and non-native English speaker teachers (NNESTs) have been in operation since the 1990’s in Japan, Korea and Hong Kong. Two major programs have been established in Taiwan in the last ten years, one by a city government in the central part of Taiwan, the other by the education bureau of a rural county in the north, in collaboration with a well known academic exchange foundation. The cultural, pedagogical and administrative challenges such schemes face are well documented but there has been little evaluation of the benefits for stakeholders This study focused on the program in northern Taiwan and followed a mixed methods approach in order to trace learning gains from co-teaching for teachers and students over the course of one year. Students’ gains in English proficiency and changes in attitude and motivation were measured in a quantitative study involving over 80 4th and 6th grade students who were tested and surveyed. A triple case study investigated growth in professional knowledge and cultural awareness in three teaching pairs through interviews, class observation and teacher journals. Teacher learning was studied through the prism of socio-cultural theory and growth in cultural awareness from the perspective of thirdness. The program was found to have a positive effect on students, but in varying degrees. Student scores in both reading and listening proficiency improved while their attitudes and motivation were positive. Proficiency gains were greater among 4th graders than 6th graders, but the results also showed that for students, the impact of a one year program is relatively shallow. Teachers grew considerably in both professional knowledge and cultural awareness and were the greatest beneficiaries of the program. This study also found that the effectiveness of the program was facilitated by certain enabling mechanisms which nurtured the relationship between NESTs and NNESTs. Cultural awareness was facilitated by a culturally fair panel which helped create third spaces where teachers could embrace both cultures without hiding the differences between them.

台灣從民國九十年起正式邁入高失業率的時代，媒體便是一般民眾用以感知失業現況最重要的管道。然而，失業新聞雖然是一種重要的經濟新聞，長期以來卻為傳播學術者所忽略。另一方面，檢視過去的相關研究會發現，國內外失業新聞研究都僅針對一般性媒體，財經專業性媒體的失業研究則付之闕如。因此本研究以《經濟日報》與《工商時報》為研究對象，探討財經專業報紙對於失業議題的框架分析，不但能探究失業新聞是否具備經濟新聞之特質，也可從不同面向來建構失業新聞。 　　在研究方法方面，本研究以「內容分析法」進行新聞樣本的量化歸納；再進一步以實證取徑的「框架分析」，探討失業新聞之新聞議題、新聞表現與框架功能。研究樣本選取自《經濟日報》與《工商時報》民國八十九年七月至九十年十月的失業新聞，共計十六個月、512則失業新聞。本研究之重要發現可歸納為以下六點： 一、財經報紙之失業呈現： 　　新聞主題方面，以失業現象和失業成因的報導量最多，失業影響與失業解決次之。失業的現象、因果、解決等主題會交相出現在同一則新聞中，其他新聞主題則多是單一主題之新聞，由政府主導訊息發布的「政策公告與法規說明」依然是其中最常出現者。 二、財經報紙的失業新聞如何引用消息來源： 　　失業新聞最常使用政府消息來源，以及偏好使用學者專家來提供事件的解釋與說明，印證了國外經濟新聞引用消息來源之特色，亦即消息來源受重視的程度，確實與其所掌握的權力大小有關。 三、財經報紙的失業新聞具有下列文本特性： (1)失業率為主要經濟指標；(2)失業現象著重「改變」；(3)內部導向的失業成因； (4)失業影響偏重社會層面；以及(5)失業解決與失業成因相對應。 四、財經報紙失業新聞框架之特色為： (1)財經專業報紙強調失業的經濟框架；(2)失業新聞以主題框架為主；(3)框架功能反映出報紙的守望監督角色。 五、財經報紙之失業新聞偏向： 本研究發現，過半數的新聞對失業議題抱持負面的立場。而在失業衝突的情境 中，危及勞工工作權的原因有可能是來自產業或政府，但報紙對於產業的態度比對待政府有利；另一方面在涉及產業與政府的新聞中，報紙亦是偏向產業。 六、《經濟日報》與《工商時報》失業新聞報導之比較： 經研究發現，兩報在刊登時間、新聞篇幅、新聞版面、消息來源引用，以及造成失業的衝突構面這五個項目上具有顯著之差異。

近年來，台灣工業電腦表現突出，產值幾乎年年提升，在台灣資訊硬體產業中是異軍突起的產業。但事實上台灣的工業電腦產業的產值並不大，不到台灣資訊硬體產業的百分之二，是屬於一種利基型的產業，故至目前為止，毛利都還是相當高，約在30%~40%之間。但毛利高卻並未引起飽受低毛利之苦的國內資訊硬體大廠的垂涎，這與其產業的特性及文化有相當大的關係。 此外，台灣資訊電子工業是以代工模式起家，發展至目前全球第三大產值的規模，也有自創品牌；而台灣工業電腦產業也思循者類似的軌跡發展，但因產業特性有不同，故在業務模式的發展上有所差異。本研究探討下列議題：（1）工業電腦產業的特性（2）OEM/ODM/OBM業務模式特性，以瞭解何種業務模式較適用在台灣的工業電腦產業。 本研究藉由探討工業電腦產業的特性為基礎，再經由對OEM/ODM/OBM模式的業務特性之研究，輔以對國內上市上櫃的工業電腦廠商深度訪談，以了解台灣工業電腦在OEM/ODM/OBM三種業務模式的適用性。工業電腦的特性為少量多樣、密集的售後技術支援、長期供貨及應用在嚴苛的環境；而在業務模式方面，OEM模式基本上是廠商提供產能及生產技術，因目前台灣資訊電子工業生產技術普遍成熟，故附加價值不大，廠商需要靠規模經濟以降低製造成本，但此與工業電腦的應用市場為利基型市場，講求少量多樣的特性不符合；且如研發設計與製造生產分由不同公司負責時，交易成本會增加，故OEM模式不適用於台灣工業電腦廠商；ODM模式的研發與製造為同一廠商，對於講求產品需高度穩定性及需密集後續技術支援的工業電腦產品而言，可提供買主較為可靠的選擇，且工業電腦的應用市場多而分歧，亟需要具有研發實力的供應商針對不同的應用而設計出不同的產品；而對於台灣工業電腦廠商而言，由於提供了研發設計的部分，附加價值較高；故ODM模式對於台灣工業電腦廠商是具有相當的適用性。任何性質的產品想要獲得更豐厚的利潤或顧客忠誠度，抑或是市場佔有率的提升，除了獨占或技術專利之外，都必需走向品牌之路，工業電腦產業亦是如此，故對於工業電腦廠商來說，建立品牌有助於本身的發展；而對於買主而言，品牌代表可信任，代表產品具有相當的可信度，而這正是工業電腦產品市場所最重視的特質之一；故OBM模式在工業電腦是可以適用的。

教育首重教師，而師資培育也是國內教育科系設立的首要目標，而培養優良教師更是其中最重要的目的，因此如何成為優良教師的知識學問其重要性自不待言。本研究乃環扣此一立意，初衷乃在探究如何成為師鐸獎教師的原因，以提供有志成為優良教師之人努力的方向。 本研究採用訪談法進行研究，研究對象為2010年台北市十位師鐸獎教師。由於師鐸獎教師的故事各有其多元繽紛的色彩，很難用一個固定模式加以齊一，但是從長遠的縱貫發展的觀點來看，仍然透露出各個階段的主要特徵。所以研究者從文獻探討中歸納出教師發展的三個階段：適應與建立能力、專業成長與發展、以及專業成熟，並以此為框架將師鐸獎教師們各自的精彩故事做為內容敘述，使得各階段的理論概念敘述得到生活實例的印證。再者，除了理論性的階段探討與故事敘述的印證外，本研究還以進入教職以後的「教師生涯發展」為主軸，另加入影響教師專業發展六個影響因素的內容為輔，鋪敘出九位師鐸獎教師的生涯發展故事，使得本研究不僅有理論概念的探討，也有具體可親活生生的故事呈現。 另外，師鐸獎教師為何能夠成為師鐸獎教師，本研究從「教師專業發展」的角度著手，藉由文獻探討歸納六個重要的影響因素：「家庭」、「高中以前的求學歷程」、「教育專業訓練」、「學校組織環境」、「在職成長」以及「個人特質」，並且從這六個因素去訪問師鐸獎教師們，並以師鐸獎教師的回答內容為基礎，再進一步的濃縮成概念性的內容。 最後，本研究以整體的角度為「師鐸獎教師的生涯發展」與「生涯發展的重要因素」主題做結論的總結如下： 一、 在六個影響因素當中，最重要的是盡心付出的個人特質； 二、 原生家庭父母親的身教影響深遠； 三、 小時候家庭環境的辛苦不一定有害，也可能成為未來的助益，關鍵乃在於正面的面對方式； 四、 「不反對」是婚姻家庭方面的基本支持； 五、 過去師長的言行態度是從事教職的重要參考； 六、 教育專業訓練對當事人主觀上的教育專業發展似乎意義不大； 七、 學校組織環境是累積能力的良好環境； 八、 教師專業成長從教學開始，進而充分發揮教師的角色功能； 九、 當事人的在職成長皆表現出不同於一般的具體投入行為； 十、 在職成長缺少有系統有組織的整體明確規劃； 十一、 積極正面的做事態度是很重要的個人特質； 最後，根據研究結果與討論提出關於成為優良教師的建議，乃分別從對教師個人、對學校、對教育政策，以及對未來研究四個方面進行條列式的建議。 / Teachers are the most important elements of teaching, and teacher cultivation is the most crucial task in the establishment of departments of education nationwide. The chief objective of all such institutions is to cultivate excellent teachers. Therefore, the importance of knowing how to become an excellent teacher goes without saying. The present study focuses on the above knowledge by exploring the experiences of teachers who have won the Teaching Excellence Award in order to provide examples for others striving to become excellent teachers. This study adopted the interview method and recruited ten teachers who won the Taipei City 2010 Teaching Excellence Award as participants. Due to the diverse nature of the stories of these award-winning teachers, it was hard to unify them into a single framework. However, when viewed from a more distant perspective, we are still able to make out the main features of the phases that these teachers went through. We were also able to identify three phases of teacher development based on a literature review: adaptation and establishment, professional growth and development, and professional maturity. These three main phases were then used as a framework to better understand the helpful stories of these award-winning teachers. The stories can in turn provide real life proof for the concept of each phase. In addition to discussing the theories related to these phases and proving them with actual examples, the current study also used “teaching career development” as a theme and incorporated six influencing factors relating to the professional development of teachers to illustrate the professional development stories of nine award-winning teachers. This research not only contains discussions on the theoretical concepts, but also presents specific, real-life stories. The reasons behind becoming a Teaching Excellence Award winning teacher are viewed from the “teaching professionalism development” perspective, and explored through the six important influencing factors identified via literature review, specifically, “family,” “the course of education prior to high school,” “educational professional training,” “school system and environment,” “professional growth,” and “personal features.” The award-winning teachers were interviewed with the above six factors in mind, and conceptual content was then further extracted through their answers. Lastly, the study used “the teaching career development of the Teaching Excellence Award winning teachers” and “the important factors influencing career development” as the overall perspective themes and concluded the following: 1. The most important factor among the six influencing factors is the personal feature of devoted effort; 2. The family-of-origin parenting effects are profound; 3. Hardships encountered during childhood are not necessarily detrimental and can even become beneficial in the future; the key lies within the way one directly confronts these hardships; 4. “Not objecting” is the most fundamental way of expressing support in married families; 5. The behaviors and attitudes of the teachers in the past are important references for teaching conduct; 6. Educational professional training seems relatively unimportant to the course of education professionalism development from the participants’ point of view; 7. The school system and environment is a good place to acquire and accumulate teaching abilities; 8. A teacher’s professional growth begins with teaching and expands to the full display of the teacher’s function and role; 9. The subjects showed exceptional activity in contributing to their own professional growth when compared to others; 10. Professional growth in general lacks clear overall systematic and organized planning; 11. Proactive and positive attitudes are very important personal features. In conclusion, based on research results and discussions, many helpful suggestions were made regarding the process of becoming an excellent teacher. Itemized suggestions for teachers, schools, education policies, and future research aspects were included. Keywords: Teaching Excellence Awards, teaching career development, teaching professionalism development, interview method

如何從大量的資料中擷取隱匿或不容易直接觀察的資訊，是重要的議題，社會網路提供了一個適當的系統描述模型與內部檢視分析的方法，過去社會網路分析多著重於靜態的分析，無法解釋發生在網路上的動態行為；我們的研究目的是從動態社會網路分析的角度，觀察政治權力的變化，將資料依時間切分成多個資料集，在各個資料集中，利用官員共同異動職務及共事資料建構網路，並使用EdgeBetweenness分群方法將網路做分群，以找出潛在的政治群組，接著再採用事件導向的方法(Event-based Framework)，比較連續兩個時間區間的網路分群結果，以觀察政治群體的動態發展，找出政治群組事件，並將其匯集成政治群組指標，以用來衡量政治群組的變動性及穩定性。我們提供了一個觀察政治權力變化的模型，透過網路建立、網路分群到觀察網路動態行為，找到不容易直接取得的資訊，我們也以此觀察模型解決以下問題：(1)觀察部門之接班梯隊之變化，(2)觀察特定核心人物之核心成員組成模式，(3)部門專業才能單一性或多元性之觀察。實驗結果顯示，利用政治群組事件設計的政治群組指標，可實際反應政府部門選用人才的傾向為內部調任或外部選用。 / Extracting implicit information from a considerable amount of data is an important intelligent data processing task. Social network analysis is appropriate for this purpose due to its emphasis on the relationship between nodes and the structure of networked interactions. Most research in the past has focused on a static point of view. It can't account for whatever action is taking place in the network. Our research objective is to observe the evolution of political power by dynamic social network analysis. We begin by creating static graphs at different time according to the synchronous job change between the government officials or the relationship between the government officials whom work in the same government agency. We obtain political communities from each of these snapshot graphs using edge betweenness clustering method. Next we define a set of evolutionary events of political communities using event-based framework. We compare two consecutive snapshots to capture the evolutionary events of political communities. We also develop two evolutionary political community metrics to measure the stability of political communities. We propose a model of observing the evolution of political power by three steps－network construction, community identification and community evolution tracking. The approach is shown to be effectual for the purposes of: (1) finding succession pool members in government agencies, (2) observing the inner circle of a leading political figure, (3) measuring the specialized degree of government agencies. Experiments also show that our community evolution metrics reflect the tendency of whether a government agency conducts internal succession or outside appointment.

因應傳播科技發展與市場化競爭，台灣電視新聞記者愈來愈常見利用MSN「會稿」與新聞畫面的「合帶」，進行緊密的集體合作行為。電視新聞記者透過集體「會稿」，不漏新聞又能掌握各台動向，因此受到新聞室組織的默許，甚而影響各台的新聞取向與編輯策略。而原只存在於駐地記者的「合帶」行為，也逐漸向上擴展到地方新聞中心，甚至台北總部，使得記者對集體合作的依存度更高。 電視台記者的跨台集體合作行為，導致台灣電視新聞出現特殊的「合工效應」，新聞內容更趨「同質化」與「濫獨家」現象充斥。電視記者蒐集新聞資訊方式從過去佈線經營人脈，轉變為倚賴同業關係而獲得，但二手資訊卻常使得新聞的錯誤率增加。 本研究透過訪談20位資深電視新聞記者，勾勒出「會稿」與「合帶」集體合作行為的三層次形貌，剖析不同層次集體合作的運作方式與目的，並探討集體合作對於新聞產製流程、電視記者職能與專業態度的影響，同時對電視新聞媒體現況提出省思。 / The development of communication technology and growing competition have led TV reporters in Taiwan to rely on underground inter-station and interpersonal cooperation, which consists mainly of information exchange on MSN and news video sharing. Despite the potential violation of work ethics, such cooperation eliminates the possibility of missing out on any news story, and hence is given silent permission from the news room. Such news gathering, however, has to a certain extent changed the selection and editing strategies in TV stations. News video sharing, a method originally used only among local correspondents, has spread to regional news centers, and sometime even the headquarters in Taipei. These in turn reinforce reporters’ reliance on interpersonal cooperation. Such interpersonal cooperation of TV reporters in Taiwan has also resulted in a homogeneous news industry full of meaningless “exclusive” news stories. While reporters used to gather news from independent sources, they have now turned to share information with other TV stations. Despite the convenience, such second-hand facts are of more potential errors. The researcher of this paper has interviewed twenty senior TV reporters and depicted a tri-tier cooperative system—from local correspondents, regional news centers, to headquarters. This study looks into the means and purposes of this cooperation model on all the three levels and probes into its possible effects on the news reporting process, TV reporters’ competencies, and professional attitudes.

本研究旨在導入總整課程概念於臺灣中小學師資職前教育，探討國外總整課程之內涵與功能，初步建構臺灣中小學師資職前教育之總整課程，並提出結論與建議，以供未來師資培育大學發展總整課程之參考。 研究方法上，先以文件分析出可行之臺灣中小學職前教育總整課程，接著以專家問卷進行課程的刪修，再利用模糊德菲法探究專家學者對課程具備整合、反思與銜接功能之看法，最後根據專家學者們之共識，完成我國中小學師資職前教育總整課程。根據研究之結果與分析，歸納主要結論如下： 一、中小學師資職前教育總整課程形式包含「實地教學經驗」、「研究計畫」、「專題討論」、「歷程檔案」、「綜合表現與評量」五大類。 二、以實地教學經驗，如「半年教育實習」、「分科／分領域教學實習」、「實踐史懷哲精神教育服務計畫」等，在中小學師資職前教育總整課程之各功能認同度最高。 三、臺灣中小學師資職前教育總整課程依據類型不同，具備總整性存在差異。 最後，本研究根據研究結果，提出相關建議，俾供各師資培育之大學以及後續研究之參考。 / The purpose of this study is to integrate the concept of capstone course to pre-service primary and secondary teacher education in Taiwan. This paper not only explores the connotation and function of the capstone course in pre-service teacher education, but also constructs the capstone course in pre-service teacher education for Taiwan. It also provides conclusions and suggestions for universities that offers teacher training programs to develop their capstone course in the future. The main conclusions follow: 1.The capstone courses of pre-service teacher education include five categories: "field experience", "research project", "seminar", "portfolio", "comprehensive performance and evaluation". 2.The field experience, such as " student teaching", " teaching practicum ", " Schweitzer program " and so on, has the highest capstone function in Taiwan’s pre-service primary and secondary teacher education. 3.The function of capstone course is much different in Taiwan according to varietal types of professional courses and activities of pre-service primary and secondary teacher education. In conclusion, the findings and results in the hope of providing suggestion for the universities that offers teacher training programs and more studies in the future.

摘要 本研究採問卷調查法，針對雙北(臺北市、新北市)高級中學教師就校長正向領導、教師專業學習社群與學校創新經營之關係進行探討。寄發 650位教師樣本，回收問卷491份，回收率為 75.54%。有效問卷 461 份，有效問卷回收率為 71 %。首先以平均數、標準差等來描述雙北高級中學校長正向領導、教師專業學習社群與學校創新經營的現況；另以平均數差異考驗(t-test)和單因子變異數分析(One-Way ANOVA)來檢定不同背景變項的雙北高級中學校長正向領導、教師專業學習社群與學校創新經營之知覺反應差異情形；再以Pearson 積差相關檢視其相關性；最後再採逐步多元迴歸分析法，考驗校長正向領導與教師專業學習社群之各分層面對學校創新經營的預測力。最後，將研究發現，提出建議，以供未來相關研究作參考。 壹、高級中學校長正向領導、教師專業學習社群及學校創新經營之現況 貳、不同背景變項在校長正向領導、教師專業學習社群及學校創新經營之差異情形 参、校長正向領導、教師專業學習社群及教師教學創新呈現正相關情形 肆、校長正向領導、教師專業學習社群對學校創新經營具有預測作用，以「分享教學實務」層面的預測力最佳 一、學校創新經營「行政管理創新」層面四個變項的聯合預測力達65.5% 二、學校創新經營「課程教學創新」層面四個變項的聯合預測力達67.3% 三、學校創新經營「學生活動創新」層面三個變項的聯合預測力達64.7% 四、學校創新經營「資源運用創新」層面五個變項的聯合預測力達68.1% 五、學校創新經營「校園環境創新」層面四個變項的聯合預測力達62.1% 六、學校創新經營整體層面五個變項的聯合預測力達80% 根據研究發現，本節將依據主要研究發現及結論，提出具體建議，以供教育行政機關及學校行政單位、高中教育相關人員及後續研究參考。 關鍵詞：校長正向領導、教師專業學習社群、學校創新經營 / Abstract In this study, a questionnaire survey was conducted to explore the relationship among the positive leadership of principals, professional learning community of teachers and school innovation management in high school teachers of Taipei City and New Taipei City. 650 samples were sent and 491 samples were collected. The recovery rate was 75.54%. There was a total of 461 valid questionnaires and a valid response rate of 71%. First, using the average, standard deviation and etc. to describe the current status of positive leadership of principals, professional learning community of teachers and school innovation management in high schools of Taipei City and New Taipei City; second, use t-test and One-Way ANOVA to examine the perceptual response differences among positive leadership of principals, professional learning community of teachers and school innovation management in the high schools of the two cities with background variables; then, use Pearson product difference to review the correlations; last, with multiple stepwise regression analysis to test the predictability of positive leadership of principals, professional learning community of teachers and school innovation management. Finally, the study results will make recommendations for future reference. I. The current perceptual situation of positive leadership of principals, professional learning community of teachers and school innovation management in high schools is in good condition. II. Different background variables are found in positive leadership of principals, professional learning community of teachers and school innovation management III. The positive leadership of principals, professional learning community of teachers and school innovation management show a positive correlation IV. The positive leadership of principals, professional learning community of teachers and school innovation management have a predictive effect, the level of “sharing teaching practice” has the highest predictability. 1. A level of four variables in school innovation management “Administrative Management Innovation” has reached a predictability of 65.5%. 2. A level of four variables in school innovation management “Curriculum Instruction Innovation” has reached a predictability of 67.3%. 3. A level of three variables in school innovation management “Student Activities Innovation” has reached a predictability of 64.7%. 4. A level of five variables in school innovation management “Resource Utilization Innovation” has reached a predictability of 68.1%. 5. A level of four variables in school innovation management “Campus Environment Innovation” has reached a predictability of 62.1%. 6. A total of five variables in school innovation management has reached a predictability of 80%. According to research study, it is hoped that the findings of this study can lead to substantial suggestions for the reference of educational administration, school administrative unit, high school personnel and further studies. Keywords: positive leadership of principals, professional learning community of teachers, school innovation management