因為人口老化，生醫材料的快速發展，使得低侵入性醫療器材產業成長快速，而個案公司因為擁有突破性的產品，因此在這幾年業務成長的速度相當快，組織也在這幾年快速的擴充。在組織擴充的同時，個案公司發現人力資源的制度及人才的缺乏，因此引入職能發展及招募的概念，並同時招募人力資源的人才，而在推行職能工具的同時，因為業務主管多年來都以非結構性的面談及應徵者的基本資料，進行甄選，也招募到某些傑出的業務人員，使得整體的銷售達成率，都一直是兩位數的成長，因此當人力資源主管以人力資源的理論，提供業務主管一套更好的甄選方式時，卻發現人力資源主管與業務主管，對於甄選條件有完全不同的看法。 本研究從文獻資料中，瞭解職能的意義，並且透過不同產業間，職能的比較，及個案公司業務的流程，以理論的方式輔以實際業務主管對於優秀業務人員職能的觀察，分析個案公司職能模型的適用性。另外，本研究也利用個案公司常用的甄選條件，包含業務人員的基本資料，及2005年的績效評分，領導職能及銷售能力職能的評分結果，與表示績效的三個效標進行統計分析，以瞭解個案公司職能模型的效標效度。最後與所有的業務主管訪談，瞭解業務主管對於職能的認知，及列出具有鑑別力的職能項目，以整體分析個案公司職能模型的方式，舉出科學性的證據，支持人力資源主管推行職能工具，並替個案公司找到更好的甄選條件。 本研究的科學分析結果，並無法解決人力資源主管的問題，因此本研究利用推論的方式，對於實務上的困境提出解決的方式，建議人力資源主管應該先與業務主管進行溝通，建立在業務主管前的信賴度，並且暸解業務主管所採用的甄選條件，並以這些甄選條件及職能的內容與業務主管進行討論，找到適合個案公司的甄選條件及職能面試方式。 / Recent years have witnessed significant growth in the market for less-invasive medical products due to increases in the average age of the population and the rapid development of the biomaterials industry. The company that served as the research-site for the present study also enjoyed a high growth rate and organizational expansion thanks to its ability to produce cutting-edge products that were well-aligned to these market trends. Recognizing the need to improve its existing human resource pool and hire new talent during this period of rapid organizational expansion, the company introduced new forms of competency-based internal development and recruitment. However, since the company’s sales managers had relied upon non-structured interviews and reviews of applicants' basic information as recruitment criteria in the past, they felt that the previously-used methods of recruitment had proven effective by their prior outstanding sales performance levels. Accordingly, the HR manager’s attempts to promulgate competency-based recruitment techniques were met with resistance by the company’s existing sales managers. The present study reviews the literature on the competency model by defining it, discussing its overall validity, and comparing competency models that have emerged in various industries. Moreover, it sketches the case company’s business model and offers observations of its outstanding salespersons. Next, the case company’s recruitment criteria, sales-staff information and performance records, leadership competency, and function competency data for the year of 2005 are analyzed according to three sales performance indicators to confirm the criteria validity of its competency model. All of the firm’s sales managers took part in our interviews to test their levels of understanding of competency, as well as to identify distinguished competency items. In short, the purpose of the study was to support the establishment and promotion of more effective HR manager promoting competency concepts and recruitment criteria. The scientific results of the study were unable to solve directly the problems encountered by the HR manager in his attempts to employ competency-based hiring procedures. The study attempted to solve the ensuing differences between the sales managers and the HR manager via theoretical implications and suggestions that the HR manager communicate with the sales managers to augment their mutual trust and understand fully the recruitment criteria employed by the sales managers. In this way, it was shown that increased communication and understanding between the HR manager and the sales managers would lead to better overall recruitment criteria for the case company.

考選的目的在獲取優秀的人才，蔚為國用。新時代公務人力資源發展的新策略在於重建人力管理法制、加強訓練發展、內化行政倫理與行政中立以及對考選體制將能有所突破創新，以優質考選方式替國家社會選拔更多人才。其中有關彈性人力考選方法一定要能符合「效度」（validity）與「信度」（reliability）的要求。 有鑑於現行司法官口試制度的執行技術仍須改進，期透過本研究能夠瞭解我國現行司法官口試制度之全貌及其主要的問題，並透過相關人事與考選制度理論，與深度訪談的資料分析結果，希望能夠拋磚引玉，於制度面與實務面提出口試制度改進之可行性建議。

本研究的主要目的，在依據我國大學各科系的特質，編制一套科系興趣測量工具，作 為高中學生選擇大學科系的參考，並對此自編量表評估其效度。本研究分為量表編製 及效度研究二階段，後者又包括科系興趣的穩定性研究、預測效度研究、同時效度研 究、及因素結構分析等四項分研究。全文一冊，約七萬字，凡五章。第一章為結論， 第二章為文獻探討，第三章為研究方法，第四章為研究結果，研究者于第五章對結果 進行討論後，並分就量表修正，後續研究、及量表運用等三方面，提出十點建議。

本研究旨在探查台灣國中基本學力測驗英語科之內容效度，以期了解國中基本學力測驗英語科之試題內容是否達到出題者宣稱之目的，進而對英語教師、教育學者、學生、及社會大眾能有啟示作用。 本研究兼採質及量的分析方法。質的研究取自51位現任國中英語教師之專業判斷，以2003年第一次國中基測英語試題為例，從課本的符合程度、學校教學、學校評量、試題難易度等四方面逐題審視國中基測與教學之相關程度，及問卷調查此51位教師對國中基測與課程標準之總目標、分項目標、基測命題原則、及學力指標之看法，透過Aiken之效度指數檢測是否達到顯著。量的研究取自台灣四所國中共1204位畢業生在校三年之英語段考平均成績分別與國中基測英語原始分數之相關。 研究結果顯示：國中基本學力測驗英語科具有內容效度。 / The purpose of this study is to investigate the content validity of Basic Competence Test (BCT) in English, hoping to verify whether or not the test reaches what the tester claims to test, and further promote a better understanding of BCT toward teachers, students, educators and the public. This study adopts both qualitative and quantitative analyses. Fifty-one qualified junior high school teachers examine the relationship between BCT’s items and curricular instruction from textbook coverage, instruction, evaluation, and item difficulty. They also offer their perceptions toward BCT from the content domain the tester claims to test, i.e. the general and specific objectives of Curriculum Standards, test principles from the BCT Center, and Core Competence Indicators. Aiken’s Validity Index checks if items are significantly content valid. Computing the correlation coefficient between 1204 students’ academic scores of monthly tests for three years at four schools and BCT’s raw scores does the quantitative analysis. The result of this study indicates that first BCT items have high accordance with curricular instruction. Second, students’ performance at school correlates highly to that on BCT. Third, what the BCT Center claims to test is highly acclaimed by the junior high school teachers. In other words, BCT’s content validity is established.

國內將企業的員工分紅列為盈餘分配項目，在以自由現金流量折現法做為企業評價的模式時，若未將員工的現金分紅自本期的現金流入中扣除，將使股東角度的自由現金流量虛增，從而高估其股價。另一方面，員工的股票分紅使股東的股權逐期稀釋，若不考慮此種稀釋情形，而將未來各期現金流量的折現值全數分配於現有股東，同樣會造成股價高估。 本研究探討自由現金流量折現法應如何調整員工分紅因素，並針對選擇後的國內377家上市公司，以民國86年底的角度分別評估其考慮員工分紅與不考慮員工分紅的每股價值，同時以民國86年底實際股價分別檢測各理論股價的評價效度。 研究結果發現： 1.稀釋比率低者(股權稀釋較嚴重)其評價傾向高估。 2.高股票紅利者多為高ROIC之公司，以致股權稀釋較嚴重者有伴隨高持股報酬率的現象。 3.股權稀釋比率高低、成長型或價值型、股價高低以及產業別均會使評價效度有差異。 4.P/B高低，其評價效度則無顯著差異。 5.現金分紅率在1%至2%間之公司比2%以上之公司分配較高的員工股票紅利，股東持股報酬率也最佳；而現金分紅率1%以下大於0%以上之公司，其股東持股報酬率則最低。

本研究主要目的為發展一套有系統、適合用來甄選壽險推銷員的傳記式問卷，並進一步探討該問卷的信度以及其對於壽險推銷員表現的同時效度。 本研究之傳記式問卷共計十個向度，研究者以此為預測變項，探討本問卷與壽險業務員表現的關係。其中，以職等、任期、個人所得、保單成交件數、離職傾向、公司認同及工作滿意七個效標來代表業務員的表現。 本研究正式施測人數713人，有效樣本686人，其中，任期超過一年者390人，為本研究之效度分析樣本。結果顯示，本研究所編製之傳記式問卷內部一致性信度約為.6左右(N=686)，再測信度則約為 .8 (N = 31) 。同時效度方面，以職等、任期、個人所得、保單成交件數、離職傾向、公司認同及工作滿意七個效標，針對北南不同地區業務員，分別求取其迴歸係數。就北部地區而言(N=268)，效度係數中數為.45 ；就南部地區而言(N=132)，效度係數中數為.44。最後研究者提出本研究之限制，與學術研究及實務應用之建議。 / Although biographical information have been shown to be valid predictorsin selection,they have rarely been used in Taiwan, especially in practical field. Toward this end, 713 life insurance salesmen were asked to fill in the biographical inventory to provide personal life history data and 7 easures of the salesmen's performance (tenure,job level, earnings, the number of dealing, intent to leave, identification with the company, and job satisfaction)and 686 were valid. Totlally there are 101 items which can be divided to ten .dimensions in the inventory. The Cronbach alpha value is about .6 (N=686), and retest reliability is about .8 (N=31). Multiple regression analyses of the the factors scores against each of criterion easures of perfromance yield median correlation of .45 (N=268) for the Nouth Taiwan,and .44 (N=168) for the NorthTaiwan. Regression weights were nterpreted to explain the differentialimportance of the factors to the difference performance. The result of the study were interpreted as contributing to the enhanced understanding ofthe life history antecedents of salesmen's performance.

本研究旨在探討「健康、性格、習慣量表(HPH)」的臨床效度。HPH最初是由柯永河教授(民84)編製，後來廣泛使用在國內臨床場域中。發展至今已有中上程度的信效度支持，但過去較缺乏臨床上區辨與構念效度的研究，因此本研究旨在探討HPH區辨不同疾患的能力，以及以臨床疾患為受試時量尺之構念效度。 本研究回顧國內外類似測驗─MMPI、KMHQ、MCMI─的發展軌跡，並參照前人作法來進行HPH的臨床區辨效度研究。初步以臨床場域中常見的精神分裂症、重鬱症、低落型情感疾患、焦慮疾患，共257名患者為受試。先以共變數分析(ANCOVA)探討控制人口與臨床變項後，不同疾患組別在HPH的A、B、D類量尺的影響。再進一步使用羅吉斯迴歸(logistic regression)探討哪些量尺及其組合可以區辨兩兩疾患間的差異。最後，本研究也進行HPH的探索性因素分析(exploratory factor analysis)，以檢驗其臨床上的因素結構。 本研究發現，精神分裂症(A1)、躁症傾向(A2)、憂鬱自殺類(A3、B4、A4)、心理功能與健康(D1、D3、D4、D5、D6)量尺在共變數分析上的差異情形與假設大致相符，後續討論分析也支持強迫症(B5)量尺效度。羅吉斯迴歸中，A1、A3、B4、B5能在兩兩疾患間區辨有顯著預測力。其中A1能在精神分裂症與其他三組疾患的兩兩區辨中預測，A3能在重鬱症與另外兩組(精神分裂症、焦慮症)的兩兩區辨中預測，B4能在低落型情感與精神分裂症的兩兩區辨中預測，B5能在強迫症與其他疾患間的兩兩區辨中預測。但是在重鬱症與低落型情感疾患間，以及低落型情感與焦慮疾患間，沒有量尺能在兩者的區辨中有顯著預測力。而各兩兩疾患間整體區辨效果有中至高度的關聯性，分類正確率也多有七成以上，顯示HPH量表在臨床上的區辨效度獲得支持。 構念效度部分，A、D類量尺因素結構與當初編製的每個量尺構念相近，B類量尺構念雖與原量尺略有不同，但仍不違背原量尺編製架構，因此構念效度亦獲得支持。不過各量尺仍有值得編修之處，討論一節中針對結果提出HPH後續編修之建議。 最後，本研究也將此結果之臨床實務應用於討論一節中詳述，以供後續研究與實務者參考。 / The purpose of this study is to examine the clinical validity of the Health, Personality, and Habit Test (HPH). The HPH was developed by Dr. Yung-Ho Ko in 1995, and has been widely used in clinical settings. The HPH has demonstrated appropriate reliability and validity, but little research has been done on its differential and construct validity in the clinical settings. Therefore, the aim of this study is to explore the HPH’s ability to differentiate between disorders and its construct validity in clinical context. This research reviewed the developments of similar tests, such as MMPI, KMHQ, and MCMI, and examined validity of the HPH with the same methods. Subjects were 257 patients who suffered from common disorders in clinical settings, including schizophrenia, major depression, dysthymia, and anxiety disorders. ANCOVA was first used to explore whether different disorders have an effect on category A, B, and D scales after controlling demographic and clinical variables. Next, logistic regression was used to clarify which scales and combinations can differentiate between two of four disorders. Finally, exploratory factor analysis was conducted to examine the structure of HPH in clinical setting. The results of ANCOVA showed that the differences of schizophrenia scale (A1), manic scale (A2), depression/suicide scales (A3, B4, & A4), obsessive-compulsive disorder (OCD) scale (B5), and psychological function and health scales (D1, D3, D4, D5, D6) were partly consistent with assumptions, supporting the differential validity of HPH. The results of logistic regression analysis also supported the validity of A1, A3, B4, and B5 scales. More specifically, A1 was able to differentiate schizophrenia from any other three disorders, A3 was able to differentiate MDD from schizophrenia and anxiety disorders, B4 was able to differentiate dysthymia from schizophrenia, and B5 was able to differentiate OCD from other disorders. However, none of the scales was able to differentiate MDD from dysthymia, nor were they able to differentiate dysthymia from anxiety disorders. Moreover, each of the logistic regression functions showed moderate to high correlations, and most of them achieved high overall hit rates (above 70%), providing support for the clinical differential validity of the HPH. As for construct validity, these factors in category A and D scales were essentially similar to original scales. Similarly, factors in category B scales were compatible to original scales though difference was found. In sum, these results lent support to the construct validity of the HPH in the clinical settings. However, refining of the scales is needed and suggestions are discussed. Finally, the practical uses of the findings were also discussed.