在全球市場競爭日趨激烈且環境變動加速的時代下，成衣產業逐漸轉向全球佈局策略，而在企業活動之中，採購為控制企業成本的關鍵因素之一，採購人員逐漸成為企業內策略性角色，若能有效的將企業經營策略與人力資源專業職能相結合，將可塑造及維持組織的核心能耐，並在變動的環境中取得難以模仿的競爭優勢。 本研究旨在透過個案公司外部環境分析及內部工作分析建立成衣產業採購人員所需之職能模型，並對其中各個職能項目明確定義及行為向度說明，最終給予成衣產業公司未來在人力資源制度上持續發展的建議。 經過大量的文獻蒐集、產業專家訪談後，本研究擬定符合採購人員之九項職能項目，分別為「工作規劃能力」、「資訊搜尋能力」、「供應鏈管理能力」、「分析式思考能力」、「專業知識能力」、「談判議價能力」、「溝通協調能力」、「專案控管能力」以及「問題解決能力」。 根據上述的研究結果發現，將所探討出的職能項目透過問卷調查，確認職能項目在企業中實際工作狀況的相符程度。因此，本研究建議成衣產業公司在未來的人力資源管理制度上，需持續不斷的檢視並更新專屬的職能模型，並針對甄選、績效評估以及職涯發展建立一套完整制度，以充分的發揮人力資源的管理功能。

政府採購法於民國88年5月27日施行後，使政府的採購作業走向專業化，其中對採購的組織結構及作業流程產生很大的變化。採購人員除對採購過程之招標、決標、訂約、執行、驗收、付款、保固責任等複雜程序須相當瞭解外，也須對採購的內容、規格、物品等有深刻的認識，才能成為稱職的採購人員。所以，採購人員須長期培養，才能達到各機關期望的效果。但研究結果發現，目前採購人員之流動率頗高，尤其是女性的採購工作者，離職率更居高不下，其主要跟採購組織及工作滿足有相當大的關係，進而影響採購效率。 因此本研究希望藉由人的面向去探討政府採購法實施後採購組織對人員之工作滿足及採購效率之影響，並以中央機關、地方機關以及國營事業等之採購人員為研究對象，運用問卷調查、訪談等研究方法進行實證研究，嘗試發覺現行採購組織及人員面臨之問題及可能解決之建議。經實證研究結果，本研究發現如下︰ 一、女性較不願意或較不適合擔任採購職務。 二、採購人員學歷普遍偏高，且男性高於女性、新加入者高於現任者。 三、採購人員之離職率頗高。 四、採購人員對「採購組織」有正面認同，對「工作滿足」為負面認同，對「採購效率」居中而較無意見。 五、「採購組織」與「工作滿足」之間有「中度之正相關」，也就是採購組織的改善，可能增加採購人員的工作滿足。 六、「採購組織」與「採購效率」之間有「較低度之正相關」，也就是採購組織的改善，可能提升採購效率。 七、「工作滿足」與「採購效率」之間有「中低度之正相關」，也就是工作滿足的提升，亦可能提升採購效率。 八、年齡、職務身分、官等等各組別，對「工作滿足」有顯著差異；也就是較高年齡、主管身分及較高官等之採購人員，其工作滿足感較高。 九、年齡、職務身分等各組別，對「採購效率」有顯著差異；也就是較高年齡及主管身分之採購人員，認為較能提升「採購效率」。 經由研究發現，擬提供幾項看法，作為機關改善採購組織之建議 一、採購組織應朝向「多半有機式組織」 改善，除可重視採購工作的專業性質外，組織運作亦可適度由權威式的集權管理加以節制。 二、加強採購人員的「工作滿足」因素︰（一）採購人員專業加給之給與，（二）增加升遷項目並對升遷方式提出具體作法。 三、加強採購專業人員的在職訓練以提高採購效率。 四、建立奬勵制度、工作豐富化以及輪調制度，以降低採購人員流動率。 五、女性在採購工作中，應給予較寛廣的發揮空間及升遷機會。 關鍵字︰政府採購法、採購人員、採購組織、工作滿足、採購效率 / Since the Government Procurement Law was administered on May 27, 1999, the procurement transaction has been professionalized, the organizational structure and the implementing process have also been changed dramatically. In addition to the complicated procedures of tendering, award of contracts, administration of contract performance, implementation, inspection and acceptance, paying the account and the responsibility of maintaining a product’s original function, procurement personnel also need to have deep understanding of the content, specification and the product itself, so that they may become competent procurement personnel. Therefore, in order to meet the anticipated effect of all entities, a long time is needed to cultivate procurement personnel. However, a research finds out that procurement personnel change jobs frequently, especially female employees. It is mainly because procurement organization and their job fulfillment, thus, procurement efficiency is (greatly) influenced. Accordingly, the purpose of this study is to find out how procurement personnel’s job fulfillment and procurement efficiency are influences by procurement organization after the Government Procurement Law was administered from the humanity’s perspective. The research is conducted by means of questionnaires, interview on government procurement personnel of central and local government agencies as well as government-owned enterprise. We try to find out problems faced by procurement organization and personnel and suggestions of possible solutions. By means of practical-proved research, we have the following conclusion: 1.Females are more unwilling or not suitable for the job of procurement. 2.In general, procurement personnel have received relatively high education. Generally speaking, Males higher than female, and new comers higher than incumbent staffs. 3.Procurement personnel’s resignation rate is relatively high. 4.Procurement personnel have positive recognition on procurement organization; they have negative recognition on job fulfillment; they have no opinion about procurement efficiency. 5.Procurement organization is in direct proportion to job fulfillment at an intermediate degree. In other words, the improvement of procurement organization may add the job fulfillment of procurement personnel. 6.Procurement organization is in direct proportion to procurement efficiency at a lower degree. In other words, the improvement of procurement organization may promote the procurement efficiency. 7.Job fulfillment is in direct proportion to procurement efficiency at a lower-intermediate degree. In other words, the promotion of job fulfillment may also raise the procurement efficiency. 8.Different groups in age, official position and official title show significant difference in job fulfillment, that is, procurement personnel will have more job fulfillment if they have higher status, being the chief or senior in age. 9.Different groups in age and position in an office show significant difference in procurement efficiency, that is, procurement personnel have more confidence in raising the procurement efficiency if they are older or being the chief in the office. I would like to offer the following viewpoint as the suggestions for entities to improve their procurement organization: 1.We can improve the procurement organization towards “Most organic organization”. In addition to paying much attention to the professional quality of procurement, the operation of the organization could appropriately be controlled by means of authoritative management of power concentration. 2.Strengthen factors of procurement personnel’s job fulfillment: (1) Offer professional bonus for procurement personnel. (2) Increase promoting items and develops concrete measures for promotion. 3.Intensify professional procurement personnel’s training on the job so that the procurement efficiency can be promoted. 4.Establish systems such as encourage by rewards, transfer by turns and make the procurement job plentiful. As a result, a lower rate of job changing can be expected from procurement personnel. 5.Female procurement personnel should be given more chances to bring their skills into fully play and more opportunities for promotion. Key word: the Government Procurement Law, procurement personnel, procurement organization, job fulfillment, procurement efficiency.

政府機關各項採購案，從前期採購投標須知之制定、上網公告資訊之登錄、契約稿之草擬；中段之領投標作業、開標作業、決標公告之登錄與傳輸；至後期簽約、驗收作業等，流程複雜且環環相扣，均有賴機關內部秘書（總務）單位之採購人員從頭至尾包辦，故政府採購執行順利與否，與採購人員之工作滿足感有密切之相關。政府採購之採購效率，除了採購人員本身因素外，其直屬主管之領導型態亦是一重要之影響因素，成功的領導型態或方式可以增加部屬之工作滿足，進而提升工作績效。 本研究旨在探討「政府採購法」暨相關法令實施後，採購人員之個人屬性及其直屬主管領導型態等變項，對於採購人員本身工作滿足感之影響，以臺北市政府所屬各機關學校內總務秘書單位實際從事採購工作之人員為研究對象，運用問卷調查之研究方法進行實證研究，並根據研究結果，提出建議，以供有關機關參考。本研究採問卷調查法收集初級資料，問卷內容計有「工作滿足量表」、「領導型態量表」及「個人基本資料」等三大部分。針對研究回收所得之問卷，以 SPSS 10.0 統計套裝軟體程式，採用信度與效度分析、描述性統計、相關分析、獨立樣本T檢定及變異數分析等方法，進行資料分析。 由本研究獲得以下發現： 一、臺北市政府採購人員工作滿足感之情況，在工作滿足各構面以對工作伙伴的滿足感最高，其次依序為對上司、整體工作滿足感、薪資福利及工作本身的滿足感，而對升遷的滿足感最低。 二、個人屬性變項與工作滿足感之關係： （一）採購人員職位不同，對其工作滿足感各個構面及整體滿足感有顯著差異。 （二）採購人員官職等不同，對其工作滿足感各個構面及整體滿足感有顯著差異。 三、主管領導型態與工作滿足感之關係： （一）採購人員直屬主管之領導型態不同，對其工作滿足感各個構面及整體滿足感有顯著之差異。 （二）在「統合型管理（9,9型）」之直屬主管領導型態下，採購人員在工作本身、薪資福利、升遷、上司、整體工作滿足等構面的滿足感較高。 根據研究發現，提出建議如下： 一、對採購主管機關及各機關學校之建議 （一）健全人事升遷管道 （二）建立採購人員專業加給之獎勵制度 （三）適當配置各機關學校內採購人員之員額 （四）鼓勵採購人員直屬主管多採用「統合型管理（9,9型）」的領導型態 （五）強化採購人員專業訓練課程 （六）建構和諧的工作環境 二、對後續研究建議 （一）研究變項方面 影響工作滿足感的因素很多，建議後續研究者可就不同變項中，選取適合研究之主題，更深入的探討其與工作滿足感之間的關係。 （二）研究對象方面 後續研究者可將研究對象擴及至中央及其他縣市政府之採購人員，以進行研究及比較。或可反向探討何種人格特質類型之個人較適合從事採購工作，透過適才適所的人力資源配置，以提高機關學校採購人員的工作滿足感。 / All types of government procurements are a complex series of correlated procedures which are single handedly taken care of by procurement personnel who work at general administration departments. The success of the procedures, such as the establishment of procurement bidding information, the announcing of events on the Internet, or the drafting of contracts at the early stage; bid application, opening of the bid, the announcement and transaction of the bid during the mid-stage; to the signing of contracts and inspection during the latter stage are very closely related to the job satisfaction of the procurement personnel. The procurement efficiency of the government is not only affected by the procurement personnel, the leadership style of their direct executives is also an important factor. Successful leadership styles or methods will increase the job satisfaction of their staff and consequently their work performance. This research reviews the attributes of the procurement personnel and their executives and other related variants after the ”Government Procurement Act” and regulations are employed. The effects it has on the job satisfaction of the procurement personnel are also discussed. Our research subjects are procurement personnel working at general administration departments of schools that are under the jurisdiction of the Taipei City government. We used questionnaire investigation research methods and made suggestions to the related institutes for their reference according to our results. The questionnaires collected the initial data, which is divided into three parts:”Job Satisfaction Measurement” , “Leadership Style Measurement”, and ”Personal Information”. SPSS 10.0 statistic software was used to conduct reliability and validity analysis, descriptive statistics, correlation analysis, independent sample t test, and ANOVA on the data of the effective samples. The following are the discoveries of this research: 1. In regards to the job satisfaction of the procurement personnel in Taipei City government, we see that the subjects are most satisfied with their colleagues, followed by their executives, the overall job satisfaction, their salary, and the job itself. The least satisfactory factor is the promotion system. 2. The relationship between the personal attribute variant and job satisfaction （1）Procurement personnel of different titles had major differences in terms of job satisfaction and overall satisfaction. （2）Procurement personnel of different ranks had major differences in terms of job satisfaction and overall satisfaction. 3. The relationship between the leadership style of executives and job satisfaction. （1） Different leadership styles of the executives leading the procurement personnel caused major differences in terms of job satisfaction and overall satisfaction. （2）The procurement personnel that were lead by the「Integrated management （type 9,9）」leadership style were more satisfactory in their work, salary, benefits, promotion, executives, and overall job compared to others. According to the results, we suggest the following to: 1. Procurement personnel executives and schools: （1）To have an integral promotion system （2）To establish a reward system for the procurement personnel. （3）Appropriately select, distribute, and control the number of procurement personnel. （4）Encourage executives of the procurement personnel to use the「Integrated management（9,9 type）」leadership style. （5）Reinforce procurement personnel professional training programs （6）Construct a harmonious working environment 2. Future researches: （1） Research variant Several factors influence job satisfaction; we recommend future researchers to select suitable themes from various variants to further review their relationship with job satisfaction. （2） Research subject Future researchers can expand their scope of research subjects to the procurement personnel of central governments and other city or county governments to make comparisons. They may also think in retrospect and find out which personal characteristics are most suitable for procurement work, which will increase the job satisfaction of the procurement personnel at schools or institutes via appropriate distribution of human resources.

軍事採購為國軍建軍備戰重要工作之一，兼具扶植及發展國內自主性防工業與支援經貿、外交的任務，故制度上是以前瞻性眼光律定具體措施，並以公平，公開、透明之採購程序，提昇採購效率與功能，確保採購品質。 本研究主要目的在了解陸軍在現行通信裝備採購的現況，並探討執行通信裝備採購人員之生涯發展管道為何，提供單位作為參考，促成各單位協調合作，並令個人在生涯發展上，有可資遵循之方向，尤其是在自高階層乃至於低基層幹部，普遍都非常關心個人生涯發展的情形下可知，追求更高的成就一向都是人心理上基本之需求，而滿足這項需求之方法，除了自己個人之努力外，尚需良好之生涯發展規劃，並且在過程當中不斷的克服困難，達成自己的理想。本研究同時希望相關部門了解，人才是要靠培養的，沒有良好的人才培養計畫，單位是無法有良好的績效產生。 經過實證研究調查結果發現以下幾個問題值得省思與探討： 一、國軍終身學習推廣的省思。 二、專業人才培育與發展的管道之探討。 三、採購部門、人事部門、主管與個人努力之探討。 四、學、經歷完整與通信專業兩者升遷發展之迷思。 透過質的研究之方法，從管理學的角度，對於人力資源運用的主要面向，包括甄選、訓練、發展設計、評估與獎勵分別提出相關建議。 / Military purchase is part of national defense it’s also are the guarantee of national security, to nurture and develop the national defense industry’s independence and to support to economic development, task to diplomatic relations so the above policy is prospected and use fair, disclosure and transparent of purchase procedure, the reason to develop this policy is to make highly efficiency on purchasing and quality. The main purpose of this research is to find out the situation of military procurement of communication equipment. We also explore into a problem “what is the channel of the career development for the procurement officers?” provide reference for each operating agencies, and promote the coordination and cooperation among each unit. To make everyone on the career development has direction to follow especially from higher rank officer to basic staff are normally concerned about personal career development. To achieve higher success always are the basic demand on human mind, but the way to achieve either personal strive also need a good career development plan therefore need to overcome the problems during the process to achieve personal perfection. Our research is also wish related organization to understand that without a good personnel training plan, unit will not create good results. After the research we had found out following question which is worth to think and discuss: 1. Military life-long learning program. 2. Discuss about professional personnel’s nurture and development. 3. Discuss about purchase department, personnel department, director and personal strive. 4. Confused about learning, complete experience and specialized in communication By use the qualitative research method from management point of view, force on the human resource’s application and provide related suggestion about how to select, training, development plan, evaluate and rewards.

我政府為因應世界貿易之趨勢，在1999年5月27日正式施行政府採購法，為健全我國政府採購制度，建立新的里程碑。 警察本身是執法人員，代表國家執行公權力，原本採購人員不僅在個人品操上，就要有高於法律標準的品格與道德訴求，也要對採購工作有熱誠，方足以勝任及實現採購制度變革之目標，但如長期處於高工作壓力，將可能形成有經驗的採購人員不願意久任，或單位出缺不容易徵才的窘境，因此，因應此種新情勢的變革，對於警察機關辦理採購人員在心理壓力、工作滿足及工作投入等將會產生何種衝擊，自是一項值得重視的課題。 本研究由相關文獻回顧著手，再用問卷設計及訪談法加以研究。首先以問卷調查方式，對警察機關承辦採購金額超過新台幣10萬元以上，需辦理公開招標業務者進行普測，計發出問卷264份，回收254份，有效回收率為96%。問卷內容旨在探討政府採購法立法之後，對警察機關採購人員工作壓力、工作投入、工作滿足、工作倫理及休閒之影響，並針對影響採購人員工作滿足及個人對此問題重視程度，對於研究結果採取「理想型」之建構模式，計分為3種類型。 一、第Ⅰ類型：重視且滿足，有12題。 即1.我對於同仁間能相互協助支援、2.我對於工作能獲得上司的支持、3.我對於能從工作中得到成就感、4.下班後我有時間安排休閒生活、5.下班後我有良好的家庭生活、6.自己能成為單位重要的一員、7.我能達成機關的採購任務、8.採購工作經驗能提升我的工作能力、9.採購法實施後採購作業環境獲得改善、10.採購工作使我有個人成長及進步的機會、11.我對採購法律的認知，足以處理現在的工作、12.我對於需求單位所提規格不週延，導致履約爭議感到困擾。 二、第Ⅱ類型：重視但不滿足，有10題。 即1.對於工作忙碌程度、2.對於工作責任負擔、3.對於職務的晉升機會、4.對於工作獎勵和他單位相較的合理性、5.對於工作分擔範圍的合理性、6.採購工作讓我感到樂在其中、7.採購工作提供自我表現的機會、8.工作能實現我的理想、9.工作能合乎家人的期望、10.覺得與外勤工作「績效」壓力相較，採購業務不像外勤工作有「績效」壓力。 三、第Ⅲ類型：不重視也不滿足，有1題，即辦理採購工作使我能受到他人肯定。 而第Ⅰ及第Ⅲ種類型的項目，對採購人員而言，其意涵容易理解，故本研究僅針對第Ⅱ類型（重視但不滿足）的項目，進一步透過深入訪談加以深究。 根據研究結果，提出以下建議： 一、對立法者及主管機關的建議：由國家考試舉才，專才專用；檢討法令、提高公告門檻；設立專業加給之獎勵制度。 二、對警察教育單位的建議：在警察大學及警察專科學校開設採購法相關課程供同學選修，俾能在離校後銜接實務工作，也希望能在學校開設講習課程提供現職同仁在職進修，以利採購人員對採購法的認知與熟悉。 三、對警察機關的建議：多給激勵，舒解壓力；將採購法令，排入常訓；加強宣導，以正視聽；公開表揚、提昇士氣。 四、對警察機關採購人員的建議：學習心理調適；增進專業技能，不斷吸收新知；加強服務利他觀念；採購人員倫理準則，務必遵守。 關鍵字：警察機關、採購人員、工作壓力、工作投入、工作滿足、工作倫理、工作與休閒