烏拉圭回合談判時期，GATT締約成員首次將服務貿易談判納入GATT體系下，為讓談判代表效率地針對服務項目進行服務貿易市場開放之談判，秘書處參考聯合國CPC暫行版的服務分類，提出了W／120。儘管秘書處於「承諾表填寫準則」中明確地指出，成員得以使用W／120以外的方式填寫承諾表，然而，W／120仍成為多數成員填寫承諾表之主要依據。而自WTO成立至今，多數會員仍係依W／120之分類填寫其承諾表。 然而，在這二十年間服務貿易之蓬勃發展下，有些服務已逐漸轉型，亦有些新興的服務項目產生，致使會員開始討論W／120服務分類不足的問題。從會員討論之過程中，得以發現W／120各服務部門幾乎皆存在著不同的分類問題，而亦有不少會員提案建議如何改善之。 相較於目前有些會員選擇以爭端解決的方式處理服務分類之問題，本文更為支持會員主動改善W／120，並且讓一種新分類被會員接受與使用之程度達到目前W／120被使用之程度。本文認為，由於改善W／120此解決方式得以處理的分類問題較個案解釋方式更為廣泛與全面，又得以兼顧會員之需求，設計出最適合會員使用的新分類，以及使新分類維持得更為持久，是故，將分類改善得更為清楚以及更具彈性，不僅得以避免爭端發生，亦得以確保未來談判時會員承諾之穩定性，實為較案例解釋方式更佳之解決途徑。

本研究旨在探討主管排擠部屬行為的前因，以部屬能力與威脅感作為解釋之機制，部屬能力可藉由威脅感對主管排擠產生影響。並以集體認同、知覺相似性作為部屬能力與威脅感間關係的調節變項；最後則探討主管排擠對於部屬幸福感與部屬主管承諾的影響。 本研究採用便利性取樣，使用對偶方式進行資料收集，研究對象為一般私人企業之員工，共發出紙本問卷328套，回收234套，回收率為71%，有效問卷為207套，有效回收率為63%。藉由SPSS 20與Lisrel 8.8等統計軟體進行資料分析，本研究結果顯示，部屬能力會透過威脅感對主管排擠產生正向的間接效果；當部屬越知覺主管對自己有排擠行為時，部屬之主管承諾越低；部屬知覺主管排擠對部屬幸福感則不具影響；而不論是集體認同或是知覺相似性，對於部屬能力與威脅感間的關係，皆無預期之調節效果。最後，針對本研究之結果進行討論，並說明理論貢獻、管理意涵、研究限制與未來研究建議。 / This study aimed at investigating the antecedents of supervisor ostracism. We used subordinates’ competence and threat from subordinates as mechanisms to illustrate the antecedents of supervisor ostracism. We hope to explore the indirect effect of subordinates’ competence on supervisor ostracism via threat from subordinates. Moreover, we proposed that collective identity and perceived supervisor-subordinate similarity can moderate the relationship between subordinates’ competence and threat from subordinates. We further explore the direct effect of supervisor ostracism on supervisor commitment and well-being. The sample of this study is selected using convenience sampling, and the data is dyad-level data. Totally 328 questionnaires were issued and 234 were returned. The response rate is 71%. Among returned questionnaires, there were 207 effective questionnaires with the effective rate of 63%. The collected data was analyzed by SPSS 20 and Lisrel 8.8. The result indicated that subordinates’ competence has positive indirect effect on supervisor ostracism via threat from subordinates. Although subordinate perceived supervisor ostracism has negative effect on supervisor commitment, it had no effect on well-being. Supervisor collective identity and perceived supervisor-subordinate similarity did not moderate the relationship between subordinates’ competence and threat from subordinates. Finally, theoretical and managerial implications of these findings are discussed.

過去鮮少聽到國內各種企業同時大規模裁員的消息，但受到全球性金融海嘯的影響，許多企業不得不採取裁員的措施以減少公司人事成本費用。本研究欲趁此機會，瞭解國內多數企業的裁員手段，且分析不同的裁員政策與執行方式對於留任員工的知覺感受、組織承諾、工作表現及壓力反應等之影響，並探討員工對於裁員過程的知覺在裁員與其影響的關係中所擔任的居中角色。 研究調查時間為2009年8月28日至10月18日，以網路問卷的方式收集資料。而受詴對象為所屬公司於2008年至調查時間，在國內曾實施裁員而留下來的員工。在140份有效問卷中，約75%企業最近一次裁員時間集中於2008年10月至2009年4月，且實施裁員前有先進行其它成本控管的措施，而裁員累積人數與員工總人數的比率大多在5%以下。 研究發現，留任者對裁員過程的知覺確實在「裁員政策與執行」與留任員工的「組織承諾」及「壓力反應」之關係中擔任重要中介角色。因此，公司在擬定裁員政策與相關措施時，若能讓留任員工覺得合情合理、給予離職員工應有的補償、維持良好的工作氣氛及避免人際衝突等原則，將可降低裁員帶來的個人身心與組織承諾之負陎影響。此外，研究亦發現，當公司多為員工著想或給予較多的協助時，其留任員工知覺裁員過程較為正向，並能減少可能的不良影響，例如聘請外部顧問協助裁員方案的施行，在裁員對象選擇上排除有經濟負擔等弱勢員工，並給予離職者優於勞基法的資遣費、提早發放年終獎金、提供轉職尌業服務，且對於留任者提供諮商輔導服務或處理留任員工之裁員相關疑問等措施，都是實務上可設法做到而又有正陎影響的策略。

本研究旨在探討校長真誠領導與教師組織承諾、組織公民行為之關係，並探究組織承諾在真誠領導與組織公民行為之間是否具有中介變項的效果。 本研究採用問卷調查法，以非完全中學之北部地區，共有110所高中職學校教師為樣本母群體，採分層隨機抽樣，抽出800位受試者，回收有效問卷586份，所得資料分別以描述性統計、t考驗、單因子變異數分析及迴歸分析等統計方法進行資料的分析與處理，以瞭解高中職教師知覺校長真誠領導與教師組織承諾、組織公民行為之現況、差異情形及其預測力。研究結論如下： 一、高中職教師對校長真誠領導之知覺現況中等，以「內化道德觀」最高。 二、高中職教師組織承諾之表現程度屬中等，以「情感性承諾」最高。 三、當前高中職教師組織公民行為之表現屬中等程度，以「對學生之公民行為」最佳。 四、性別、年齡、職務、公私立等四個背景變項在真誠領導、組織承諾、組織公民行為上有顯著差異，以「男性」、「41歲以上」、「兼任主任職務者」、與「私立學校」教師較高。 五、服務總年資及本校服務年資等二個背景變項在組織承諾與組織公民行為上有顯著差異，以服務11年以上之教師比10年以下的教師對學校產生了更高的認同感，表現相對較佳的公民行為。 六、教育背景、學歷、高中職類型等三個背景變項在真誠領導、組織承諾、組織公民行為上無顯著差異。 七、真誠領導與組織承諾對組織公民行為具顯著正相關及預測力 八、組織承諾在真誠領導與組織公民行為間具有部份中介效果 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、高中職校長、以及未來研究的參考。 / The purpose of this study is to investigate the relationship among principal’s Authentic Leadership(AL) and teacher’s Organizational Commitment(OC) and Organizational citizenship behavior(OCB). Furthermore, the mediating effect of AL and OC on OCB was examined. A survey research was conducted using a sample of high school and vocational school teachers in 7 counties/cities in Northern Taiwan, excluding the complete schools. 800 teachers from 110 schools were selected by stratified random sampling. 586 valid sample data collected was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, multiple-regression analysis. The major findings of this study are as follows: 1.Principal’s AL is above average, “internalized moral perspective” ranks the top. 2.Teacher’s OC is above average, “affective commitment” ranks the top. 3.Teacher’s OCB is above average, “OCB-defending the individual students” ranks the top. 4.Four demographic variables, including gender, age, position, school type, show significant differences in AL, OC, OCB. Teachers who are male, older than 41, work as the chief of department, or work in private schools show higher perception of AL and higher performance of OC and OCB. 5.Two demographic variables, total serving years and serving years in present school, show significant differences in OC, OCB. Teachers with more than 11 serving years show much sense of identification and better performance of OCB. 6.Three demographic variables, including university, education, school category, show no significant differences in AL, OC, OCB. 7.AL is positively related to OC and OCB. In addition, AL has positive direct effect on OCB, OC has positive direct effect on OCB. AL has positive direct effect on OC. 8.OC does have mediating effect on AL and OCB. Based on the results of the research, suggestions for educational administration authorities, principals and future related study are proposed.

本研究旨在瞭解中學校長服務領導與教師專業承諾之內涵與現況，並探討其關係，進而建構及驗證其互動模式，並依研究結果提出建議。 首先，進行初步文獻探討，作為本研究之研究架構的理論基礎；其次，以問卷調查法進行研究調查，問卷調查樣本以台北縣市國民中學及完全中學為教師研究對象，共抽樣645人，問卷回收523份，有效問卷517份，以分析現況及驗證理論；最後，依據研究結果進行討論與結論建議。研究主要發現如下： 一、中學校長服務領導與教師專業承諾內涵與現況 (一)中學校長服務領導包括為人文關懷、願景分享、專業創新、理性說服四個向度，看法得分情形屬於中等程度。以「願景分享」的看法得分最高；而以「專業創新」的看法得分最低。 (二)中學教師專業承諾包括專業認同與投入、專業關係與留職、專業倫理與進修三個向度，看法得分情形屬於高程度。「專業認同與投入」的看法得分最高；而以「專業關係與留職」的看法得分最低。 二、不同背景變項在中學校長服務領導與教師專業承諾之差異情形 (一)不同背景變項在中學校長服務領導得分方面：性別、年齡、服務年資、現任職務、學校規模、學校類型及校長性別有顯著差異。 (二)不同背景變項在中學教師專業承諾得分方面：年齡、學歷、現任職務、學校規模、學校所在地及學校類型有顯著差異。 三、中學校長服務領導與教師專業承諾間存在正向的關係 四、中學校長服務領導對教師專業承諾發展模式適配度良好 前因變項（中學校長服務領導）對後果變項（中學教師專業承諾）具有顯著的影響力。 最後，本研究根據研究發現，提出相關建議，俾提供教育行政機關、中學校長以及後續研究參考。 / The main purpose of this study is to investigate the relationship between principals’ servant-leadership and teachers’ professional commitment in secondary schools. This study included literature analysis and questionnaire survey to be the survey methods. The purpose of literature analysis was aimed to explore the relationship between principals’ servant-leadership and teachers’ professional commitment in secondary schools. Based on arranging related theory, researcher made the questionnaires of this study. The data of this study was analyzed 517 sampling subjects by description statistics, t-test, ANOVA and LISREL model. According to the statistics analysis of the questionnaire, we can get the following results. A. In the aspect of principals’ servant-leadership in secondary schools 1. The principals’ servant-leadership includes four parts, which are (1) humane concern, (2) vision sharing, (3) professional innovation and (4) reasonable persuasion. For all, the best dimension is “vision sharing”. 2. Sexual, age, years of service, incumbent duty, school scale, school type, and principals’ sexual have significant influences on principals’ servant-leadership. B. In the aspect of teachers’ professional commitment 1. The teachers’ professional commitment includes three parts, which are (1) professional identity and job involvement, (2) professional relationship and position-retaining intention, (3) professional ethics and advanced study. For all, the best dimension is “professional identity and job involvement”. 2. Age, highest education, incumbent duty, school scale, school site, and school type have significant influences on teachers’ professional commitment. C. In the aspect of the relationship between principals’ servant-leadership and teachers’ professional commitment in secondary schools 1. There was positive correlation existed between principals’ servant-leadership and teachers’ professional commitment in secondary schools. 2. Principals’ servant-leadership in secondary schools did promote teachers’ professional commitment. In the last part, according to the findings and results, the researcher proposed some suggestion for the educational officers and the principals of secondary schools, hoping to benefit the improvement and development of education of secondary schools in the future.

安地瓜於2003年3月13日以美國採取全面禁止網路賭博服務之措施為由提起訴訟，小組報告於2004年11月10日出爐，美國與安地瓜均不服小組裁決分別提起上訴，上訴機構於2005年4月7日做出裁決。 上訴機構報告認定美國已對網路賭博服務做出承諾，且因美國並未於其特定承諾表中填寫市場開放及國民待遇之限制，因而美國所採全面禁止網路賭博服務之措施違反GATS第十六條第一項規定。美國接著援引GATS第十四條規定作為抗辯，後雖因其國內州際賽馬法（Interstate Horseracing Act）規定允許國內服務提供者提供網路賭博服務，而被上訴機構認定系爭措施違反第十四條前言之要求，然上訴機構最後肯認美國得採行全面禁止網路賭博之措施乃係本案最終關鍵。 為了談判結果之確定性、穩定性，及未來服務貿易談判之持續進行，是否允許會員在做出市場開放之承諾後，再援引第十四條規定改變其承諾範圍，因而影響其他會員對其開放市場之期待，並使援引第十四條規定之會員躲避其原依GATS第二十一條規定所應負之責任？而在得出會員無法援引第十四條規定改變其承諾範圍之結論後，美國在本案中是否得援引其他規定作為正當化其措施之主張？及第十四條與第六條、第十六條、第十七條間之關聯性？係本文主要探討之問題。 此案為第一個會員援引GATS第十四條作為抗辯之例子，可以預見此例對後續案件之影響，而上訴機構於本案中所得出結論是否妥適，則值得深思。 / Antigua and Barbuda sued the United States for its total prohibition of the cross-border supply of gambling and betting services on March 13, 2003. The WTO panel report was issued on November 10, 2004. Both Antigua and the United States appealed and the ruling of the Appellate Body came out on April 7, 2005. The Appellate Body held that the United States has made full market access and national treatment commitments for gambling and betting services, so the measures to prohibit the cross-border supply of gambling and betting services violated Article XVI:1 of the GATS. As a result, the United States cited Article XIV of the GATS to contradict. The Appellate Body ruled that the alleged measures violated the preamble of Article XIV because the Interstate Horseracing Act of the United States permits domestic service suppliers to provide Internet gambling and betting services. However, the Appellate Body’s recognition of the United States’ total prohibition of cross-border supply of gambling and betting services is a critical issue of this case. In order to make sure the certainty and the stability of negotiation outcomes, and keep negotiations on trade in services moving, would the WTO members be allowed to cite Article XIV to change the coverage of their commitments after having made market access commitments and to escape the obligation under Article XXI? After concluding that the members could not cite Article XIV to change the coverage of the commitments, could the United States cite other articles to justify the alleged measures? Furthermore, how are the connection between Article XIV, Article VI, Article XVI and Article XVII? All above are the main questions this thesis focuses on. This case is the first one that members cite Article XIV to contradict, and the influence on subsequent cases is foreseeable. Would such a conclusion of this case be appropriate? We might need to contemplate further.

本研究旨在探討新北市國小教師兼任行政人員角色壓力、幸福感與組織承諾之關係，並分析不同個人背景變項在角色壓力、幸福感與組織承諾上的差異情形，進而探討角色壓力、幸福感與組織承諾的相關性及角色壓力、幸福感對組織承諾的預測力。透過問卷調查法，以新北市國小教師兼任行政人員為對象，共發出576份問卷，問卷內容包括背景變項問卷、角色壓力問卷、幸福感問卷與組織承諾問卷。回收有效問卷518份，可用率為89.93％。資料統計分析上使用描述性統計、獨立樣本t 檢定、單因子變異數分析、皮爾遜積差相關、逐步多元迴歸分析等方法。 本研究結論如下： 一、新北市國小教師兼任行政人員在整體角色壓力之感受為中等，三層面 中以角色過度負荷感受最大，角色模糊感受最小。 二、新北市國小教師兼任行政人員在整體幸福感之感受為中上程度，四層 面中以樂觀表現感受最大，身心健康感受最小。 三、新北市國小教師兼任行政人員在整體組織承諾之感受相當高，三層面中以努力意願感受最大，留職傾向感受最小。 四、新北市國小教師兼任行政人員個人背景變項在角色壓力、幸福感與組織承諾各層面感受有所差異。 五、新北市國小教師兼任行政人員知覺角色壓力、幸福感與組織承諾相關 有所差異。 六、新北市國小教師兼任行政人員知覺角色壓力與幸福感中以「工作成就」對組織承諾最具預測力。 最後，本研究根據以上結論，分別針對教育行政機關、市立國小行政主管、教師兼任行政人員以及未來研究者提出建議。 關鍵詞：教師兼任行政人員、角色壓力、幸福感、組織承諾 / The purposes of the study are to explore the relationship among role pressure, sense of well-being and organizational commitment of administrative teachers in New Taipei City elementary schools, to analyze the difference among role pressure, sense of well-being and organizational commitment of varied personal backgrounds, and to further examine the relativity among role pressure, sense of well-being and organizational commitment and how significantly organizational commitment can be predicted via role pressure and sense of well-being. Questionnaire survey is adopted and personal background questionnaire, role pressure questionnaire, well-being questionnaire and organizational commitment questionnaire are included. The questionnaires were distributed to 576 administrative teachers in New Taipei City elementary schools, and 518 valid questionnaires were retrieved, with 89.93% of availability. The data were analyzed with descriptive statistics, independent sample t-test, one-way ANOVA, Pearson Product-Moment Correlation and multiple stepwise regression analysis. The results of the study are as follows: 1. The overall degree of role stress among administrative teachers in New Taipei City elementary schools was at the average level, with the feeling of ‘role overload’ the highest, and the feeling of ‘role ambiguity’ the lowest. 2. The overall degree of sense of well-being among administrative teachers in New Taipei City elementary schools was above the average, with the feeling of ‘positive preference’ the highest, and the feeling of ‘mental and physical health’ the lowest. 3. The overall degree of organizational commitment among administrative teachers in New Taipei City elementary schools was very high, with the feeling of ‘hardworking intention’ the highest, and the feeling of ‘tendency to retain the job’ the lowest. 4. The variables of personal background of administrative teachers in New Taipei City elementary schools do influence the degree of their feelings of role stress, sense of well-being and organizational commitment. 5. There are differences among administrative teachers’ awareness of role pressure, sense of well-being and organizational commitment. 6. ‘Working achievement’ is the most reliable predictor to the organizational commitment of administrative teachers. Finally, based on the above-mentioned results, the study would be provided assuggestions for the educational authorities concerned, New Taipei City municipal elementary school administrators, administrative teachers and future researchers. Key words: administrative teachers, role stress, sense of well-being, organizational commitment

根據人力銀行的調查報告顯示，國內有高達96％的上班族嚮往進入外商企業工作。想要進入外商的前三大理由，包括：看好在外商工作的前景及未來發展(61％)、福利制度完善(58％)；以及薪資待遇優渥(51％)。本研究針對外商企業在台員工之工作滿意度、組織承諾與離職意圖進行分析，依據研究結果對組織經營實務提供建議，也進一步瞭解外商企業在台員工離職傾向之現況與其相關影響因素。 當員工進入組織後，是否願意繼續留任於組織，端看組織是否能提供一個成長的環境，建立個人能力與組織工作機會的長期配合的永業生涯規劃。因此如何提高組織所屬員工之工作滿意與組織承諾，並降低離職意圖，提高員工的留職意願，也將成為領導者在帶領組織永續經營上最為重要的課題。 本研究以個案美商公司其在台灣子公司之所有台籍員工，研究採用結構式問卷以不記名自我填答之調查研究法進行研究，共發出 120 份問卷，收回問卷105份，有效問卷102份，回收率為85%。主要研究結果顯示： 一、 員工工作滿意度對於員工組織承諾具有顯著的正向顯著影響。 二、 員工工作滿意度對組織承諾具有顯著的正向顯著影響。 三、 員工組織承諾對離職傾向具有顯著的正向顯著影響。 / Based on a of Job Bank survey report: The 96% of office workers want to enter the foreign company in Taiwan. This study research and analysis job satisfaction, organizational commitment and turnover intention the employees in foreign enterprises in Taiwan and base on the study results provide advice to organizational and operational. Learn more about the status on staff turnover intention of foreign enterprises in Taiwan. This study is cases of American company all employees in Taiwan subsidiary by questionnaires that anonymous answer of structured questionnaire quantitative research. A total of 120 questionnaires were sent out, returned 105 and 102 valid questionnaires. The questionnaire recovery rate is 85% The results of this study are as follows: 1. Job satisfaction is significantly positively correlation to employees' organizational commitment. 2. Job satisfaction is significantly positively correlation to organizational commitment. 3. Organizational commitment is significantly positively correlation to turnover intention. Key works: Job satisfaction, organizational commitment, turnover intention, foreign company.

本研究以Hotelling之線形城市模型為基礎模型，但對運輸成本由消費者負擔之假設改為由生產者負擔，廠商以運送貨物至消費者所在地之形式負擔運輸成本，而非直接補貼消費者之運輸成本。在此新的模型架構之下，本研究對廠商是否能夠向消費者價格歧視，以及是否有買賣承諾存在，兩者組合產生之四種情況分別進行探討。最後得出在廠商不能夠對消費者價格歧視，但無買賣承諾存在時，以及在廠商能對消費者價格歧視，無論買賣承諾存在與否時，兩廠商會設廠於線形城市之1/4及3/4處，達到社會福利極大之均衡。但若廠商不得採價格歧視，而有買賣承諾之存在時，兩廠商會選擇極小化差異，也就是設廠於線形城市之中心點，此時將造成社會的無謂損失。 / This research is based on Hotelling model. The only difference is that the firms have to pay transportation cost in this research. The firms absorb transportation cost in two ways. One way is the firms accept orders from the consumer and send the commodities to them. The other ways is the firms sent the commodities to some chain stores and the consumers will go to buy them in their neighborhoods. Since the transportation cost is decreased almost to zero and thus can be neglected, it is just like the consumers do not have pay it. This research considers four conditions under this new structure -whether the firms can price discriminate or not and whether there exists a commitment between the consumers and firms- combined together. If the firms can price discriminates, the firms will settle down on the 1/4 and 3/4 of the linear city. But if the firms cannot price discriminates, when the commitment exits, they will still choose their location on 1/4 and 3/4, or they will minimize differenciation.

區塊鏈原為支援比特幣交易所提出的一項分散式演算法，然而，近期各個產業開始對其感到興趣，並在各領域催生出了許多破壞式創新的應用服務。然而其去中心化的特質，使得利害關係人的溝通和資源管理在區塊鏈生態系統中更具挑戰性，並且也興起了許多相關議題。 本研究以賦權理論的觀點去檢視這些議題，並提出方法論來解決改善這些議題，期望能夠加速輔助創業家或服務設計者建立去中心化生態系統的過程，並且讓每位利害關係人認知整個生態系統的共同的目標，進一步的為之作出貢獻，達到能力和資源的綜效。 / Blockchain, a de-centralized infrastructure which can breed many kinds of disruptive applications, is a promising platform for next generation digital ecosystems. All applications built upon blockchain benefits multiple advantages, including transactions manageability, scalability, security, visibility, affordability, high availability, etc. However, stakeholder management in blockchain-based businesses will become a very challenging issue for entrepreneurs to deal with their de-centralize characteristics. Without the management and enforcement of a central party, creating collective efficacy and achieving collective commitment among all stakeholders will be crucial for these entrepreneurs. This research adopts the empowerment perspective to propose a method to solve this issue and facilitate the design of a blockchain ecosystem toward collective efficacy. The method can be divided into three parts. The first is to analyze and collect necessary data from the source of business logic in the context of blockchain smart contract. The second is to utilize these data and liquefy the resources available in the current ecosystem so that the stakeholders can empower each other without the support of central party. The third is to measure the degree of collective efficacy and collective commitment in the ecosystem design in order to identify the effectiveness of our empowerment method.