本研究旨在瞭解國民小學教師專業發展評鑑與教師專業成長關係之研究，目的在了解國民小學教師專業發展評鑑與教師專業成長之現況、內涵，並利用線性模式探討影響模式。首先，進行廣泛地文獻搜及與探討，厚實研究之理論基礎與研究結構；其次，將編制專家效度問卷寄送給7位相關領域之專家學者，進行問卷內容修訂。接著，以分層隨機抽樣方式從台北市、新北市、桃園市、基隆市四縣市抽取500位國民小學教師抽取作為問卷調查對象，回收情形為390份問卷，有效問卷384份，問卷有效率為78%，並利用統計套裝軟體分析兩變項現況與影響關係，本研究發現如下: 一、國民小學教師專業發展評鑑與教師專業成長關係之內涵與現況 （一）國民小學教師專業發展評鑑包括六個向度，包括「教師專業發展評鑑目的」、「教師專業發展評鑑規準和工具」、「教師專業發展評鑑方式」、「教師專業發展評鑑資料蒐集」、「教師專業發展評鑑結果應用」、「教師專業發展評鑑相關配套措施」，整體得分情形為高程度，以「教師專業發展評鑑目的」得分最高。 （二）國民小學教師專業成長包括四個向度，包括「課程設計與教學」、「班級經營與輔導」、「研究發展與進修」、「敬業精神與態度」，整體得分情形為高程度、其中以「課程設計與教學」的得分最得分最高。 二、不同背景變項在國民小學教師參加在職進修課程與教師效能關係之差異情形 （一）不同背景變項在國民小學教師專業發展評鑑的得分方面：研究發現除了性別、學歷、學校規模未達顯著，在年齡、服務年資、現任職務、是否參與教師專業發展評鑑達顯著差異。 （二）不同背景變項在教師專業成長的得分方面：研究發現除了性別、學歷、學校規模未達顯著，在年齡、服務年資、現任職務、是否參與教師專業發展評鑑達顯著差異。 三、國民小學教師專業發展評鑑各向度與教師專業成長之影響情形 國民小學教師專業發展評鑑之分向度對國民小學教師專業成長皆具有顯著影響力，各向度之影響情形如下：在教師專業發展評鑑目的向度中以「提升教師教學品質」最有影響；在教師專業發展評鑑規準和工具向度中以「評鑑指標重點的說明具體清晰」最有影響；在教師專業發展評鑑方式向度中以「成立校內評鑑小組評鑑的方式」最有影響；在教師專業發展評鑑資料蒐集向度中以「透過檔案製作與評量」最有影響；在專業發展評鑑結果應用向度中以「協助受評教師規劃專業成長計畫」最有影響；在教育發展評鑑相關配套措施向度中以「發展教師專業成長支持系統」最有影響。 四、國民小學教師專業發展評鑑與教師專業成長整體之影響情形 上游潛在變項「國民小學教師專業發展評鑑」對下游潛在變項「國民小學教師專業成長」具有顯著影響力，其中以「教師專業發展評鑑結果應用」對「教師專業成長」影響力最為顯著。 最後，依據研究結果與研究發現進行討論並提出建議，俾提供為國民小學教師、教育行政機關與後續研究為參考。 / The study aims to explore the elementary school teacher evaluation for professional and the current of teachers’ professional growth. Thus, this study represents an attempt to understand the relationship between elementary school teachers’ attitudes toward teacher professional development evaluation and teachers’ professional growth. The main purposes of the study are as follows: 1. To understand teachers’ attitudes toward teacher professional development evaluation. 2. To appreciate the current of teachers’ professional growth. 3. To explore the relationship between teacher professional development evaluation and teachers’ professional growth. Mainly, this study proceeds with literature analysis, and interview. The subjects were Keelung City, Taipei City, the New Taipei City, and Taoyuan City was involved and not involved in evaluation of teacher professional development. Descriptive statistics containing percentages, mean and standard deviation as well as t-test, one-way ANOVA and Structural Equation Models were also used to show the results. Based on the findings of this study, some conclusions and suggestions are provided for Education Administration Authority, elementary schools, teachers and future research. The findings of the study are summarized as follows: 1. Elementary school teachers with elder and seniority of employee background had better attitude of teacher evaluation for professional and teacher professional growth. 2. Duties of teacher and administrative and subject teacher background had better attitude of teacher evaluation for professional and teacher professional growth. 3. Participate in the teacher evaluation for professional had better attitude of teacher evaluation for professional and teacher professional growth. 4. Teacher evaluation for professional for teachersof all dimensions of fit index is good.

本研究旨在瞭解國小教師知識管理、教學檔案管理與教師專業發展之指標、內涵與現況，探討其關係，進而建構及驗證其互動模式，並依研究結果提出建議。 首先進行文獻探討，作為架構研究的理論基礎；接著，實地訪談12位現場教育工作者、問卷調查702位教師（臺北市、臺北縣、基隆市、桃園縣、宜蘭縣五縣市共發出1000份問卷，有效卷702份）以分析現況、驗證理論；最後，依研究結果進行討論與結論建議。研究主要發現如下： 一、國小教師知識管理、教學檔案管理及教師專業發展的指標、內涵及其現況： （一）教師知識管理包括知識獲取、知識儲存、知識創新、知識分享四向度；其整體、分向度得分均為中上，其中以教師知識獲取得分最高。 （二）教學檔案管理包括專業背景資料、檔案結構系統、教學規劃設計、專業省思記錄四向度；其整體、分向度得分均為中上，其中以教學規劃設計得分最高。 （三）教師專業發展包括專業知識、專業能力、專業精神三向度；其整體、分向度得分均為中上，其中以教師專業能力得分情形最高。 二、不同背景變項在教師知識管理、教學檔案管理及教師專業發展之差異情形： （一）不同背景變項在教師知識管理的得分方面：研究發現在性別、最高學歷、服務年資、現任職務有顯著差異，年齡及學校區域沒有顯著差異。 （二）不同背景變項在教學檔案管理的得分方面：研究發現在最高學歷、現任職務有顯著差異，但性別、年齡、服務年資及學校區域沒有顯著差異。 （三）不同背景變項在教師專業發展的得分方面：研究發現在性別、年齡、最高學歷、服務年資、現任職務有顯著差異，但學校區域並沒有顯著差異。 三、教師知識管理、教學檔案管理與教師專業發展之相關情形： （一）整體教師知識管理與整體教學檔案管理間呈顯著中度正相關，教學檔案管理各分向度中，以專業背景資料與教師知識管理總量表之相關程度最高。 （二）整體教師知識管理與整體教師專業發展間呈顯著中度正相關，教師專業發展各分向度中，以教師專業精神與教師知識管理之相關程度最高。 （三）整體教學檔案管理與整體教師專業發展間呈顯著中度正相關，教師專業發展各分向度中，以教師專業知識與教學檔案管理之相關程度最高。 四、教師知識管理、教學檔案管理各向度對於教師專業發展的預測情形： 教師知識管理之知識獲得、知識儲存、知識分享、知識創新變項對整體教師專業發展的有顯著的預測力；教學檔案管理之檔案結構系統、專業背景資料、教學規劃設計、專業省思記錄變項對整體教師專業發展的有顯著的預測力。 五、教師知識管理、教學檔案管理各向度對教師專業發展的互動模式各項適配度指標佳，上游潛在變項一（教師知識管理）與上游潛在變項二（教學檔案管理）對下游潛在變項（教師專業發展）具有顯著的影響力。 最後，本研究根據研究的發現，提出相關建議，俾供教育行政機關、國民小學、國小教師及後續研究參考。 / The main purpose of this study was to investigate the teacher knowledge management, teaching portfolio management and teacher professional development of elementary school teachers.The study included literature analysis, survey method with an interview, and survey method with a questionnaire.The purpose of literature analysis was aimed to explore the teacher knowledge management, teaching portfolio management and teacher professional development. The purpose of survey method with 12 specialists were aimed to explore the opinions of specialists. Questionnaire of survey based on opinions of principals and teachers of elementary about the teacher knowledge management, teaching portfolio management and teacher professional development. The subjects of the questionnaire included principals and teachers of elementary in Taipei City, Taipei County, Keelung City, Yilan County and Taoyuan County. Data were analyzed 702 sampling subjects by description statistics, t-test, correlation and ANOVA, Multiple Regression and LISREL model. Based on the statistics analysis of the questionnaire, this study finds reaches the following results： A. In the aspect of teacher knowledge management: 1. The teacher knowledge management include four parts: (1) knowledge acquisition, (2)knowledge storage, (3)knowledge innovation,(4) knowledge sharing. The perception of principals and teachers were above average agreement of the four parts. For teachers, the best dimension is "teacher knowledge acquisition ". 2. Teachers’ sexual, highest educational degree, years of service, and position of service have significant influences on teacher knowledge management. But teachers’ age and school size do not have any significant influences. B. In the aspect of teaching portfolio management: 1. The teaching portfolio management include four parts: (1) professional background materials, (2) portfolio structure system, (3) teaching planning and design, (4) professional reflective record. The perception of principals and teachers were above average agreement of the four parts. For teachers, the best dimension is " teaching planning and design ". 2. Teachers’ highest educational degree and position of service have significant influences on teaching portfolio management. But teachers’ sexual, age, years of service, and school size do not have any significant influences. C. In the aspect of teacher professional development: 1. The teacher professional development include four parts: (1) professional knowledge, (2) professional ability, (3) professional spirit. The perception of principals and teachers were above average agreement of the three parts. For teachers, the best dimension is " professional ability ". 2. Teachers’ sexual, teachers’ age, highest educational degree, years of service, and position of service have significant influences on teaching portfolio management. But school size do not have any significant influences. D.In the aspect of relationships among teacher knowledge management, teaching portfolio management and teacher professional development: 1. There was positive correlation and regression existed among teacher knowledge management, teaching portfolio management and teacher professional development. 2.Teachers’ knowledge management and teaching portfolio management did promote teachers’ teaching effectiveness. In the last part, the researcher, based on the findings, proposes some suggestions for the education authorities, the teacher training institutions, the elementary schools principals and teachers, and the future researchers, hoping to benefit the development of elementary school education in the future.

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

本研究目的為建構中小學校長在職專業增能課程指標，提供校長專業發展支持機構、教育行政機關作為校長在職增能與專業發展相關課程與政策制定之參考。研究方法部分，經由文獻探討分析初擬中小學校長在職專業增能課程指標，邀請13位相關領域專家學者以及資深經歷之中小學校長針對指標進行適切性評估與指標修訂，而後以概念構圖法進行指標分群與重要性評定，得出上位概念之指標構面及權重，建構中小學校長在職專業增能課程指標系統，依據研究結果與分析歸納結論與建議如下。 結論： （一）本研究建構之中小學校長在職專業增能課程指標系統共計五構面22項指標，構面分別為：「一、課程教學與學生學習」構面含5項指標、「二、領導知能與溝通決策」構面含4項指標、「三、資源運用與空間規劃」構面含5項指標、「四、行政實務與知識管理」構面含4項指標、「五、學校行銷與品牌形塑」構面含4項指標。 （二）「領導知能與溝通決策」構面為最重要之中小學校長在職專業增能課程指標構面。 （三）學生適性學習及危機管理為最重要之中小學校長在職專業增能課程指標。 （四）中小學校長在職專業課程指標於不同對象之重要性有其差異，學者專家認為「學生適性發展」及「危機管理與實務」兩項最為重要；資深經歷中小學校長則認為「學生適性發展」、「學校領導知能與實務」及「辦學理念與校務發展規劃」最為重要。 建議： （一） 中小學校長在職增能宜建立有系統化之課程指標作為參照。 （二） 中小學校長在職專業增能課程首重於領導知能與溝通決策。 （三） 中小學校長在職專業增能課程宜著重於學生適性發展。 （四） 中小學校長在職專業增能課程建構應參酌不同利害關係人意見。 / The purpose of this study is to construct the indicators of inservice professional development course for elementary and secondary school principals, which provide principals professional development support agencies and educational administration departments as a reference for planning principals inservice professional development course and policy related to professional growth and professional development. As for research method, by means of literature review, 22 indicators of inservice professional development course for school principals had been organized based on an expert survey, which survey 13 experts. Concept mapping questionnaire used to analyze experts' opinion on the importance of each indicator and to help indicator selection. At last stage, find the weight of each indicator within each dimension and construct the system of indicators of inservice professional development course for school principals. The main conclusions as below: 1.　This study constructs an indicator system of inservice professional development course for school principals of 5 dimensions and 22 indicators in total. The 5 dimensions are: I. curriculum, teaching and student learning, which include 5 indicators. II. leadership knowledge, communication and decision making, which include 4 indicators. III. resource utilization and campus space planning, which include 5 indicators. IV. administrative practice and knowledge management, which include 5 indicators. V. school marketing and brand shaping, which include 5 indicators. 2.　Leadership knowledge, communication and decision-making is the most important dimension of inservice professional development course for school principals. 3.　Adaptive learning and crisis management are the most received expert attention. 4.　The importance of different objects have their differences of inservice professional development course for school principals. Scholar think Adaptive learning and crisis management are the most important indicators. on the other hand, school principal think Adaptive learning, school leadership knowledge and practice, and school philosophy and development planning are the most important indicators. According to the result, here are some recommendations as below: 1.　It is advisable to establish systematic curriculum indicators as a reference for inservice professional development course for school principals. 2.　Inservice professional development course for school principals most emphasis on leadership knowledge and communication and decision-making. 3.　Inservice professional development course for school principals most emphasis on Adaptive learning. 4.　Inservice professional development course for school principals should take into account the views of different stakeholders.

隨著資訊科技的快速演進，圖書館員勢必應持續接受專業繼續教育學習新知識與新技能，提升館員本身的資訊素養，與時並進，方能提供讀者更高品質的資訊服務。本研究之目的在於瞭解圖書館員網路繼續教育課程發展的概況，並針對我國圖書館員進行「圖書資訊選擇與採訪概論」網路繼續教育課程的設計與評鑑，藉此瞭解利用網路教學方式進行圖書館員繼續教育的成效。 本研究首先針對相關文獻進行探討，其次採用問卷調查法、準實驗法、訪談法等三種研究方法進行進研究，獲得能力本位教育課程設計與評鑑的原理，以擬訂的圖書資訊選擇與採訪能力清單作為發展教學目標，設計與發展「圖書資訊選擇與採訪概論」能力本位圖書館員網路繼續教育課程。本研究進行之評鑑包含學習者能力評鑑以及課程評鑑兩部分，採用觀察法、深度訪談法、以及問卷調查法。 本研究於民國94年1月13日至94年3月8日，以能力本位教育原則發展「圖書資訊選擇與採訪概論」網路繼續教育課程共5個單元。本研究進行之評鑑分為學習者的學習評量與課程的評鑑兩部分。學習者學習評量的進行包括各單元學習評量、課程討論之參與以及學習記錄表分析等方法。學習評量分析的結果發現，未達標準者有2位，其主要影響原因為作業缺繳所導致。 本研究利用編製的「圖書資訊選擇與採訪課程意見調查表」獲得學員對本課程能力的看法以及學習者自評的學習成效。本研究之調查實施時間為民國94年3月15日發送問卷，民國94年3月28日截止回收，發出問卷8份，收回問卷8份，有效問卷為8份。 問卷結果分析顯示：(1)學習者對能力的看法多表同意；(2)學習者對於課程整體設計以及各單元內容設計多表同意；(3)比較上課前後問卷調查之結果得知學員對於能力的增進皆表示同意；(4)針對上過課程後是否有助於學習者具備設定之能力也多表同意。 本研究於實驗課程結束後，利用編製的「圖書資訊選擇與採訪概論課程意見訪談單」與兩位參與課程的學員進行課程評鑑。訪談內容包括：能力本位教育、課程及教材、以及網路教學三部分。 訪談結果分析顯示：(1)課程設計能否與工作環境、工作經驗、以及專業能力需求結合，會直接影響學習者的學習成效；(2)課程教材真實情境的畫面、圖片或影片結合，將更有助於學習內容的吸收和理解；(3)網路繼續教育課程參與與否要視課程主題內容是否與其工作業務相關，以及是否屬於實務性的主題內容而論；(4)受訪者表示相較於同步網路教學，即時語音通訊可以表達訊息中所摻雜的情感；(5)相較於傳統教室教學模式，傳統課堂上課仍具有其優勢之處，包括專心程度、熟悉程度以及即時互動性；(6)成績或是學習認證的壓力，會促進學習者想辦法與其他學習者互動熟悉彼此，以便進行合作學習。但要在短時間內培養學員彼此默契是有困難的。 本論文總結提出之結論包括：(1)能力本位教育的理論與應用；(2)網路教學的特質與理論；(3)能力本位圖書館員的網路繼續教育課程設計；以及(4)圖書館員網路繼續教育課程的評鑑。 / This study mainly discusses developing and evaluating a web-based continuing education course for librarians with competency–based education approach. It covers four main goals as follows, firstly, to investigate the characteristics and theories of web-based instruction; secondly, to explore the theories and applications of the competency-based education; thirdly, to design a web-based continuing education course for librarians with competency–based education approach; finally to develop a continuing education competency assessment model which is integrated into above web-based continuing education course. This study was conducted by literature review, quasi-experimental method, questionnaire survey, to obtain the theorem of designing a web-based continuing education course for librarians with competency–based education approach. In order to evaluate the web course and the students’ competency, this study uses the summative evaluation and student’s learning outcomes assessment with fix methods of questionnaire survey and in-depth interviews. After the web-based continuing education course was finished, the questionnaires were distributed to students after they took the web-based course. At of the 8 surveyed questionnaires of 8 students in the web course, 8 responded and 8 validated. The overall findings were highly consistent with the students’ viewpoints to the web-based continuing education course. Besides, most of them agreed this web-based was useful and valuable for their working. More discussion and suggestions were made in the in-depth interviews. Hopefully, the study findings are expected to drive the competency-based education approach in designing and development a formal web-based continuing education course for librarians in Taiwan in the future.