在台灣電子商務環境持續蓬勃發展的情況下，網路商家如何提升競爭力，盡快達到損益平衡，進而開始獲利，成為網路商家致勝的關鍵。本研究之研究個案為統一超商在2010年投資、創立的網路超商「7net」，挾著會員數屢創新高，及雲端超商的口號，是否將造成電子商務市場的變化值得觀察。 本研究試圖以7net這個研究個案，透過量化方法中的網路問卷調查法，探究服務品質、知覺價值、顧客滿意度及顧客忠誠度四個研究變項間的關聯性。同時進行質性深度訪談法，與量化結果進行相互補充，最終提出具體的行銷策略之建議，供未來有意進軍網購市場的業者參考。 本研究之實證結果如下： 一、服務品質對顧客滿意度具有顯著影響。 二、服務品質對顧客忠誠度具有顯著影響。 三、知覺價值對顧客滿意度具有顯著影響。 四、知覺價值對顧客忠誠度具有顯著影響。 五、服務品質對知覺價值不具有顯著影響。 六、顧客滿意度對顧客忠誠度具有顯著影響。 七、人口統計變項在服務品質、知覺價值、顧客滿意度、顧客忠誠度上，僅在部分構面達顯著差異

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.

近年來，嬰幼兒閱讀的議題在國內逐漸受到重視。2006年2月，信誼基金會與臺中縣政府、臺北市政府共同合作，正式在臺灣推行「閱讀起步走」。為了推動親子共讀，新北市亦於2009年開始實施「閱讀起步走」，除了致贈圖書禮袋外，並搭配親子共讀講座、新生兒故事活動、新生兒借閱證辦理等活動。 本研究目的希望可以透過對於活動執行者與參與者的調查研究，來檢視新北市辦理「閱讀起步走」之具體成效、參與者的滿意情形，以及活動執行者在活動辦理過程中所遭遇的困境，據以歸納相關經驗，提出未來發展建議供其他縣市辦理「閱讀起步走」計畫之參考。 本研究主要以問卷調查法與訪談法進行資料的分析。首先針對參與過「閱讀起步走」的嬰幼兒家長採隨機抽樣的方式進行活動滿意度問卷調查，共計有效樣本為250份；另擇選6位活動承辦人員與3位參與家長進行深度訪談，以得知活動執行者與參與者對於活動本身的實際看法。 研究結果顯示： 一、參與民眾與承辦館員普遍肯定「閱讀起步走」的政策與理念，並認為此活動有助於落實親子共讀觀念。 二、參與民眾對於館員的服務態度、活動內容的滿意度較高，對於活動的時間與場地安排、館舍硬體設備、館藏內容數量等滿意度較低。 三、參與民眾認為目前圖書館所採用的行銷方式在日常生活中並無法明確感受到，因此對於現行的行銷方式滿意度最低。 四、承辦館員在推動「閱讀起步走」時所遭遇最大的問題在於人力與宣傳的不足。 五、承辦館員認為影響活動辦理的因素為人力與空間環境。 六、各館在推動「閱讀起步走」時所需之協助為增加人力及官方統一宣傳。 本研究對於「閱讀起步走」未來的發展建議有： 一、充實嬰幼兒書籍館藏，提升閱讀品質。 二、家長學習課程可以團體型態的工作坊或讀書會進行。 三、整合目前的宣傳策略，由官方力量統一推動。 四、提升圖書禮袋發放的普及率。 五、持續推動相關政策，銜接目前所欠缺之閱讀階段。 / Over the years, reading for infants and toddlers has gained attention from the society. In February 2006, Hsin-Yi Foundation, by means of recruiting cooperative efforts from Taichung County Government and Taipei City Government, initiated Bookstart, a reading activity for parents and kids, in Taiwan. Three year later, New Taipei City started to execute Bookstart, including a good number of funny, inspiring activities such as granting participants with a “Bookstart Pack”, holding parent-kid reading seminars, story-reading for newborns and applying for library cards for newborns. The study aims to conduct a survey among in-charge librarians and participants, and evaluate the actual effects of Bookstart executed in New Taipei City, including to what extent participants are satisfied with the activities, and the problems or predicament encountered by in-charge librarians in the process of implementation. By so doing, the study induces relevant experiences and offer suggestions for other counties or cities that intend to execute the program of Bookstart in the future. The study undertakes the analysis of the data with questionnaire investigation method and interviewing method. To start with, by means of random sampling, a questionnaire over satisfaction is conducted among the parents with young-aged kids who have participated in Bookstart; effective copies were 250. Meanwhile, 6 in-charge librarians and 3 parents were selected to take in-depth interviews, so as to better explore the thoughts and ideas of the aforementioned people. The research results have indicated that: 1.The participating citizens and librarians all give approval for the notions of Bookstart, thinking it beneficial to the promotion of parent-kid reading. 2.The participating citizens have a better satisfaction over the librarians’ attitude of service and the content of the activity, yet their satisfaction for the time and venue of the activity, the hardware facilities of the library and the quality and quantity of the stock is relatively low. 3.Participated citizens do not think the promotion adopted by the library has been well received in everyday life, and hence have the lowest satisfaction for current promotion. 4.The most serious problems facing up to in-charge librarians were short of manpower and insufficient promotion. 5.In-charge librarians regard the factors that affect the quality of activities as manpower and the environment of the library. 6.The assistance needed in promoting Bookstart includes “adding manpower” and “a packaged promotion by the government”. Hence, the study offers suggestions for the future development of Bookstart as follows: 1.Enrich the collection of books for infants and young children to enhance reading quality. 2.Parents learning courses can group types of workshops or study will be conducted. 3.The current promotion strategies shall be incorporated, and the activity should be promoted by the government as a package. 4.To enhance reading the penetration rate paid by the Bookstart packs. 5.Related policies should be publicized in the future, so the new program can be connected with the current one by adding a “reading phase”.

個人資料保護係屬隱私權的範疇之一， 現代化政府不斷面臨內外在施政環境變遷的衝擊與挑戰，其中資訊科技的快速發展與廣泛運用，更直接衝擊著政府施政定位、服務範圍、運作模式及治理原則。現代化國家在思考打破施政的常規和舊制，面對資訊公開與行政效率要求下，走向電子化政府的道路，也就成為勢之所趨。但另一方面，資訊革命所帶來對隱私與個人資料保護的衝擊，亦較以往更為強烈而深刻。從許多文獻可得知為何民眾可能不信任政府的原因是多方面的，這些原因與他們個人資料安全、隱私權保護及完整性維護是息息相關連的。在政府努力發展電子化政府以便民眾享受其便利性的同時，如何建構政府機關及政府企業間之個人資料隱私保護電子治理機制及協同作業，以強化我國公共治理指標之政府效能、回應力及課責能力，確保個資的合理流通，並能兼顧隱私保護，提昇整體政府信任度，實為電子化政府對人民基本權利之保障及實踐「隱私保護」之重要課題。 新版《個人資料保護法》已於民國九十九年四月在立法院三讀通過，在新法實施後，將因擴大適用個資法之主體範圍，規範個人資料蒐集與處理程序，加重持有個資業者的保管責任，並調整資料外洩求償上限至二億元，預計將加重企業蒐集與利用個人資料的成本與相關責任。本研究之目的在於探討政府機關如何透過持續隱私保護IT治理框架及系統，設計有效的「行政程序控制」(administrative procedural control)、課責(Accountability)及透明(Transparency)機制進的定期公開與積極散佈。透過個人控制自己資訊應該如何被處理與使用的資訊自我控制（local control）權利，一方面提高了政府的施政透明度及政府課責，另一方面也增強隱私保護及人民信任度；同時並以金融監理體系為例，如何因應新版個資法的衝擊，有效的調整內部資料蒐集與資安控管流程，試圖以銀行業透過監理機制建構雛型，監督管理金融業之營運，以期能提供客戶最佳之服務，有效避免新個資法為金融機構帶來的營運風險，進而建議政府機關隱私保護之IT架構，冀能提供主動積極安全又便利之服務，以贏取國民對政府之信任與向心力。 / Personal data protection is one of the categories in privacy. Modern governments constantly face impacts and challenges of political environment changes internally and externally, which rapid developments and extensive applications of information technologies affect the government policy positioning, service ranges, operation modes, and governance principles directly. Modern countries are always thinking over to break routines and aged systems of administration. Under requirements of facing the information disclosure and the administration efficiency, it has become a potential of the trend towards the road of e-government. However, on the other hand, compares to impacts of privacy and personal data protection which have been brought about by the revolution of information, currently, it becomes more intense and profound than before. Many literatures reveal why civilians may not trust the government for reasons in multiple aspects which is related closely with their personal data security, privacy protection, and integrity maintenance. In the meantime, in order to strengthen our government performances of public governance indicators, responsiveness, and accountability for ensuring a reasonable flow of private data, taking into account of privacy protection, and enhancing the overall trust into government, government is striving to develop e-government for civilians’ ease to enjoy its convenience, and this is truly the important subject for e-government of how to construct e-governance mechanisms of personal data privacy and collaboration operations between government organizations internally and between government vs. business enterprises externally on the protection of civilians’ basic rights and the practice of "privacy protection”. The new version of “Personal Data Protection Act” has been passed after third reading by Legislative Yuan on April, 2010. After taking effective of this new law, due to the applicable main scope enlargement of Personal Data Protection Act, it regulates personal data collections and processing procedures, expends the custodial responsibility to dealers who own the personal data, and adjusts the limitation of penalty up to NTD$200 millions for data leakage, which expects to enlarge the cost and relative responsibilities to enterprises for collecting and using personal data. The object of this analysis is going to explore how government organizations go through IT government frameworks and systems of the consistent privacy protection to design effective “Administrative Procedural Control”, “Accountability”, and “Transparency” mechanisms for proceeding periodic disclosure and positive broadcast. Not only to increase the transparency of government administration and the government accountability, but also to enhance the privacy protection and the trust to civilians, through the right of information “Local Control”, individual controls over self own information which should be dealt with and used. Meanwhile, for example of governance system in financial industry, how to respond to the impact of the new version in Personal Data Protection Act to adjust internal data collections and information security control processes effectively, and try to build up the prototype through governance mechanisms in banking for supervising and managing operations of financial industry. Furthermore attempt providing clients with the best service to avoid operation risks effectively for financial institutions which are caused by the new version of Personal Data Protection Act, and then suggest the IT infrastructure of privacy protection for government organizations. Hope to be able to provide active, positive, safe, and convenient services for winning upon trust and cohesion from civilians to the government.

政黨認同是影響選民行為的重要變數，對於選民的投票決擇深具解釋力。家庭的政治社會化是子女習得政黨認同最初的管道，然而隨著子女年歲漸長，子女本身的政治態度可能逐漸削弱家庭的影響力，尤以甫屆投票年齡的「首投族」最易改變其認同。大學生恰為20 歲「首投族」的年齡層，研究其政黨認同對於政黨的政治版圖和選舉成敗皆有其重要性。因此，本研究試圖藉由大學生四年間的定群追蹤資料，探討大學生政黨認同在成年前後是持續穩定抑或發生變化？父母政黨認同與大學生的施政滿意度對其政黨認同又有何影響？ 　　研究發現，在2004年至2008年的各波訪問之間，政黨認同維持穩定者佔多數，有逾七成的大學生保持一致，而改變政黨認同的兩成大學生中，大多朝向泛藍移動，但泛藍認同者的增長主要是從中立者流入，泛綠認同者的流失則是向中立轉移，在藍綠兩極端之間轉移者並不多見。 　　進一步探究父母政黨認同與大學生施政滿意度的影響，則發現父母雙方的政黨認同是否一致，以及家庭的政黨色彩深淺，對於大學生的政黨認同傾向甚或改變與否，皆有不同程度的影響。若在政黨色彩愈濃厚的同質性家庭，大學生子女最易與父母政黨認同一致，也愈有可能成為穩定的政黨認同者；若為無特定政黨色彩的父母中立家庭，子女不但較有可能改變政黨認同，也很難持續認同某個政黨。另一方面，施政滿意度愈高的大學生，愈有可能認同執政的泛綠政黨，也愈有可能成為穩定的泛綠認同者，反之亦然。最後，本研究將父母政黨認同、大學生施政滿意度與其他變數一併放入模型時，兩者對大學生的政黨認同變化仍有顯著的影響，顯示家庭政治社會化與大學生自身的政治態度均為影響政黨認同持續與變遷的重要變數，政黨認同的形成不只是先天習得，亦可能為後天因素所改變。

找到在台灣的外國人的工作是不容易的，要在工作中取得成功，是大家最困難的。 ，我也不例外，這就是為什麼我們認為在台灣的表現“的外籍專業人才的決定因素”“是當代的主題。這是值得探討的良好的工作業績，為台灣的標準是什麼。本論文研究的成功，在台灣的外國人的工作表現的原因。因此，我們取得了一些成功的人，採訪檢查的現象：克謝尼婭Mardaeva（技嘉），Erenzhen Kornusov（P.莫利哀/ Albest樂器），詹姆斯·邁克爾·戴維森（項目台北桃園國際機場線），：邁克Maydana（L​​iankuann企業有限公司），里卡多·N.奎瓦斯比利亞洛沃斯（寶來電子有限公司）。在這項研究中，我們打算學習外國專業人員性能的決定因素：如何實現在台灣工作中的成功，如何通過自己在台灣，如何建立和集約化生產與上司的關係。這是這項研究的主要問題。為了揭露這些問題，我們已採取以下步驟：建立研究目標，建立研究的問題，以往的研究概況，定義樣本宇宙，標誌著代表性的樣本，組織採訪，分析數據和解釋結果。 外國人的性能分析將探討更深入地理解實現在工作場所的效率。此外，它還將幫助人們願意留在台灣，以提高各自的特點，從自己的長處得到的好處和優勢變成自己的弱點。 有三個問題陳述我們的重點。第一個是需要調整我們的行為，在新的文化環境，以減少工作的不確定性，因為外國人的文化敏感性的更大的是更大的是他的工作表現。我們有完整的答案：學習中國語言，當地的飲食習慣改變自己，打扮自己像一個本地和尊重他們的風俗習慣，為變化做好準備，尊重當地的法律，這是必要的。 第二個是創造生產與上司的關係。我們的外國專業人士的建議如下：尊重人，不要怕你的老闆，不要試圖掩蓋問題，保持你的邊界，是積極的，表現出主動，擁抱自己的優勢，制定一個計劃，不海港不滿，沒有個性化的客觀，接受對自己的行為負責。 成功的表現下一個決定因素是：如何表現進行評估，以及提供反饋意見，以及如何實現的性能改進有強烈的衝擊，“在台灣的外籍專業人士的表現。 / To find a job for a foreigner in Taiwan isn’t easy, and to be successful at work is the most difficult for everyone. And I’m not the exception, that’s why we think “Determinants of the foreign professionals” performance in Taiwan” is contemporary theme. It is worthy to analyze what are the criteria of the good job performance for the Taiwanese. This thesis investigates the reasons of the successful foreigners' job performance in Taiwan. Therefore we obtained interview with some successful people to examine the phenomena: Kseniya Mardaeva (GIGABYTE), Erenzhen Kornusov (P. Mauriat/Albest Musical Instruments), James Davidson Michael (the project Taipei Taoyuan International Airport Link), Mike Maydana (the Liankuann Enterprises Co.Ltd.), Ricardo N. Cuevas Villalobos (Polylight Electronics Co., Ltd.). In this research we intend to study determinants of foreign professionals' performance: how to achieve success in work in Taiwan, how to adopt yourself in Taiwan, how to build productive and intensive relationship with the supervisor. These are the major problems of this study. In order to expose these problems we have taken following steps: establishing research goal, establishing research questions, previous studies overview, defining sample universe, marking out representative sample, organize interview, analyze the data and interpreting the results. The analysis of foreigner’s performance will explore deeper understanding of achieving efficiency at the working place. Moreover it will also help people willing to stay in Taiwan to improve their individual characteristics, to get benefits from their strengths and to turn their weaknesses into strengths. There are three problem statements we are focusing on. The first one is the need to adjust our behavior to new cultural environments in order to reduce job uncertainty, because the greater the cultural sensitivity of the foreigner is the greater is his job performance. We got complete answer: it’s necessary to learn Chinese language, change yourself to the local culinary habits, dress yourself like a local and respect their customs, be prepared for the changes, respect the local law. The second one is creating productive relationship with the supervisors. Our foreign professionals suggest the following: show respect, don’t be afraid of your boss, don’t try to hide problems, maintain your boundaries, be positive, demonstrate initiative, embrace your strengths, make a plan, don’t harbor resentments, don’t personalize the impersonal, accept responsibility for your own behavior. The next determinant of successful performance is: how well performance is evaluated, how well feedback is provided and how well performance improvement achieved has also strong impact on the foreign professionals' performance in Taiwan.

隨著數位科技快速發展，大學的學生在校園內的各種學習需求變的多元，而校園的中心觀念也從教育(Teaching)轉變為學習(Learning)，學習共享空間(Learning Commons)隨之成為大學圖書館的重要服務，它代表了大學圖書館的創新與轉型。在這個空間內，館方提供充足的設施以及各種科技工具與服務，讓使用者可進行各種學習活動。學習共享空間從資訊共享空間演變而來，發展至今已有20年的歷史，而臺灣的大學圖書館自2005年臺灣師範大學圖書館興建「SMILE 多元學習區」後，多所學校皆已在圖書館內建置學習共享空間。一項計畫須經由評鑑才能知道其目標達成與否，本研究將利用焦點團體法針對「學習共享空間」進行評鑑指標的建構與修訂，再針對各校的學習共享空間進行實際的評鑑，評估其表現與滿意度。 本研究的研究目的有五點：(一)探討大學圖書館學習共享空間的意涵與發展現況。(二)探討圖書館學習共享空間評鑑方法，建構適合的服務品質評鑑指標。(三)探討大學的學生在校園中的需求與希望圖書館提供的服務。(四)探討大學的學生對於圖書館學習共享空間的使用與滿意度，以期了解學習共享空間服務的效益。(五)分析使用與評鑑結果，做為圖書館學習共享空間未來改進之參考。 為獲得研究結果，本研究透過焦點團體法獲得臺灣的學習共享空間意涵，同時焦點團體參與者也認同利用服務品質評鑑方法來進行學習共享空間的評鑑，具體建構出3個評鑑構面、23個指標與評鑑問卷，做為本研究的評鑑工具。為確保指標的可用性，本問卷實際發放臺灣師範大學與政治大學圖書館學習共享空間，獲得以下結論：(一)網路使用頻率影響二校使用者實際進入圖書館的次數。(二)使用者認可圖書館的學習價值(三)使用者最常使用科技設備。(四)使用者認為學習共享空間最重要的服務為舒適的環境與資源的提供、(五)使用者認為最滿意的服務為服務人員的態度與回應。(六)使用者認為最需改進的部分為區隔討論區與自習區。(七)學習共享空間整體滿意度尚待提升，圖書館仍應著重資源的提供。 針對所獲得的研究結果，本研究也提出幾點建議，首先要提升學習共享空間的共識與認知，並增加其理念宣傳，才能讓更多的潛在使用者得知學習共享空間的存在價值。建造舒適的環境固然，資源提供的重要性仍不可偏廢，未來可增設數位資源學習設備與教材，並增加討論空間，但同時要明確區隔討論區與自習區，以符合臺灣使用者特性。學習共享空間強調一站購足的整合服務，單靠圖書館一己之力無法達成，應促進跨組織合作，提供資訊指導與教學指導等多元服務，期望能滿足使用者的各種需求。

根據國際會議協會(International Congress & Convention Association；ICCA)資料顯示，每年全球約舉辦40萬場會議及展覽，總開銷約2,800億美元，國際展覽產業協會(UFI)也提出會展產業之年產值已高達1兆1,600億美元，為各國家帶來了龐大的經濟效益。台灣已慢慢在世界會議展覽領域起步，並逐漸提升國際競爭力與能見度。除了會展在台灣被受到重視之外，政府也非常重視「設計在台灣」。 本研究藉由相關的文獻探討、利用量化問卷調查及深度訪談等研究方式、探討展覽中「策略體驗模組」、「體驗價值」、「服務創新」、「顧客滿意度」及「顧客忠誠度」的意涵，了解此五個變項之間的關係，期望本研究的結果最終能給予展覽主辦單位些許有價值的策略建議。研究方法採用描述性統計、皮爾森積差相關分析、T檢定、迴歸分析及深度訪談等研究方法。 1.探討「策略體驗模組」、「體驗價值」、「服務創新」、「顧客滿意度」與「顧客忠誠度」之意涵。 2.檢定「策略體驗模組」、「體驗價值」、「服務創新」與「顧客滿意度」「顧客忠誠度」等構面之關係。 3.「人口統計變項」對「策略體驗模組」、「體驗價值」、「服務創新」、「顧客滿意度」、「顧客忠誠度」是否有顯著差異化。 本研究以『2011台北世界設計大展之設計交鋒展展館』為例，根據量化及質化訪談顧客的結果做為基礎，提出以下未來舉辦此類展覽的行銷策略建議。 一、提供一個具有更高素質的觀賞空間 二、加強整個展館的服務品質 三、強調整個展館的主題性，製造差異性 四、提供更多的互動性，讓設計變得更親民 / According to the survey by International Congress and Convention Association (ICCA) , there are over 400,000 conventions and exhibitions hold around the world with total cost $ 280 billion. The International Association of Exhibition Industry (UFI) also mentioned that the production value of the MICE industry has been up to$ 1 trillion 160 billion and brought the huge economic benefits to all countries. Taiwan has gradually started and improved the international competitiveness and visibility in the World Conference and Exhibition field. In addition to the Exhibition , Taiwan government also emphasizes the importance of "design in Taiwan” The purpose of this research is to explore the relationships among five variables strategy experiential modules, experiential value, service innovation, customer satisfaction and loyalty and provide suggestions in marketing strategies on conducting special exhibitions based on research results. The statistical analysis includes descriptive statistic, t-test, Pearson correlation, ANOVA, regression , in qualitative approach, and in-depth interview. 1. To discuss the meanings of “strategy experiential modules”, “experiential value”, “service innovation”, “customer satisfaction”, and “customer loyalty ”. 2. To examine the dimensions of “strategy experiential modules”, “experiential value”, “service innovation”, “customer satisfaction”, and “customer loyalty ”. 3. To test the significances on “demographic variables”, “strategy experiential modules”, “experiential value”, “service innovation”, “customer satisfaction”, and “customer loyalty ”. After analyzing the data of questionnaires and qualitative interviews with customers, the study provides four marketing strategy suggestions on conducting exhibition. 1.Providing a more high-quality viewing. 2.Strengthening the service quality of Exhibition Emphasizing on the theme of the exhibition and making differentiation. 3.Providing a more interactive, and making the design more friendly and close to the people.

民國80年代起，國營事業配合民營化政策停止新進人員進用，至民國90年代才陸續恢復，近年來，政府為改善國營事業人力結構，加速人力新陳代謝，積極規劃鬆綁國營事業用人制度並持續招考員工。國營事業新進員工的工作滿意與組織承諾對於所屬國營事業未來的發展及經營將具有極大的影響，更關係到組織的效率和競爭力。因此本研究以國營事業新進人員工作滿意、組織承諾為探討重點，同時就國營事業新進人員之個人背景變項與工作滿意、組織承諾作相關分析，並探討國營事業新進人員之工作滿意度對於組織承諾之影響，以問卷調查的方式進行資料蒐集。經分析問卷調查結果後發現： 一、不同「服務年資」、「人員類別」及「工作職務」的國營事業新進人員在工作滿意部分構面上有顯著差異。 二、不同「年齡」、「服務年資」、「人員類別」及「工作職務」的國營事業新進人員在組織承諾部分構面上有顯著差異。 三、國營事業新進人員工作滿意對組織承諾具有顯著的相關性，且呈現非常高度正相關。 四、國營事業新進人員之工作滿意各構面對組織承諾各構面部分達到顯著的正向效果－「內在滿意」、「外在滿意」與「一般滿意」對價值承諾之影響均呈現顯著的正向效果，「內在滿意」與「一般滿意」對努力承諾之影響亦呈現顯著的正向效果，「內在滿意」與「外在滿意」對留職承諾之影響同為顯著的正向效果。 依據相關研究分析結果提出建議供國營事業主管機關、國營事業機構及新進人員參考，以提升新進人員的工作滿意及組織承諾。 / In the 1990s, state-owned enterprises stopped the use of new entrants in cooperation with the privatization policy and only gradually recovered in the 2000s. In recent years, the government has been working hard to improve the manpower structure of state-run enterprises and speed up manpower metabolism by systematically planning to loosen the employment system of state-owned enterprises Employee. The job satisfaction and organizational commitment of new entrants in state-owned enterprises will have a tremendous impact on the future development and operation of the state-owned enterprises to which they belong, and more on the efficiency and competitiveness of the organization. Therefore, this study is satisfied with the work of new personnel in state-owned enterprises, the organization promises to explore the key points, at the same time, it analyzes the individual background changes of variables and job satisfaction, organizational commitment and the job satisfaction of the newly recruited state- The impact of commitment, and to conduct a questionnaire survey data collection. After the analysis of the survey results found: 1.There are significant differences in terms of job satisfaction among the newly recruited state-owned enterprises with different "years of service", "categories of personnel" and "job titles". 2.The new staff of state-owned enterprises with different "age", "seniority", "type of personnel" and "job title" have significant differences in the organizational commitment aspects. 3.Job satisfaction of newly recruited state-owned enterprises has significant correlation with organizational commitment and shows a very high degree of positive correlation. 4.Job Satisfaction of New Staff in State-owned Enterprises Achieve Significant Positive Effect on Various Facets of Organizational Commitment. Based on the results of the relevant research and analysis, suggestions are made for the reference of the competent state-run business administrations, state-owned institutions and newly recruited personnel so as to enhance the job satisfaction and organizational commitment of the newly recruited staff.

臺北市消防人員自2015年起試辦「加發危險職務加給加成」政策，該政策實施迄今已3年餘，本研究藉該政策探討臺北市消防人員公共服務動機理論及薪資滿意度與離職傾向之關係。本研究主要採問卷調查法，另輔以質性訪談印證及補強問卷之不足；量化部分就臺北市現支領「加發危險職務加給加成者」為研究對象，實際有效問卷為1,209份，問卷回覆率為81%，以SPSS for Window 20.0統計套裝軟體進行資料處理分析，採描述性統計及推論性統計分析（信度分析、獨立樣本t檢定、單因子變異數分析及皮爾森積差相關等）；訪談部分以滾雪球方式，訪談2位現職臺北市消防人員及2位離職臺北市消防人員，研究結果如下，公共服務動機越高之消防人員離職傾向越低；薪資滿意度越高之消防人員離職傾向越低。 另依訪談者所填覆之簡要問卷及訪談內容，皆與量化結果略為相符，並從訪談內容發現，雖消防工作中最具激勵效果為內在激勵之助人成就感，但若藉以減緩離職傾向而言，仍略顯不足，尚須自消防工作之各實質外在工作層面考量，方能減緩人員離職傾向。本研究結果顯示臺北市消防人員具高度公共服務動機，且公共服務動機及薪資滿意度皆與離職傾向有顯著關係，爰主管機關應審慎考量盡速讓試辦政策納入法規常態發放，俾憑減緩消防人員之離職傾向。 關鍵字：公共服務動機、薪資滿意度、離職傾向 / The Taipei City Fire Department has initiated the policy of “Adding bonuses to those with dangerous duties” since 2015. The aforementioned policy has been implemented for more than three years. This study tries to explore this policy focusing primarily on the impacts of public service motivation (PSM) and compensation satisfaction on Taipei City firefighters’ turnover intention. This study adopts the questionnaire survey method, supplemented by qualitative interviews to verify and reinforce the results. The questionnaires were distributed to the Taipei City firefighters who received the dangerous duties bonuses. The total number of valid respondents was 1, 209 with a valid response rate of 81%. Descriptive statistics and inferential statistics (including the reliability test, t-test, one-way ANOVA, and Pearson correlation) were conducted using SPSS for Window 20.0. The snowball sampling method was chosen to find the interviewees, including two incumbent Taipei City firefighters and two resigned firefighters. Results of this study were twofold: first, a firefighter’s PSM was negatively associated with his/her turnover intention; second, a firefighter’s satisfaction on the compensation was also negatively associated with his/her turnover intention. Responses obtained from the interviews were consistent with the survey results. According to the interviewees, it is found that the intrinsic motivation, the accomplishment of helping others, is a critical element for the firefighters to perform their services. However, intrinsic motivation is still insufficient to reduce the their turnover intention. It is necessary to consider improving the work conditions of their work at the same time, which, in fact, is the most effective way to reduce firefighters’ turnover intention. The authorities, therefore, should consider rules and regulations regarding this matter and, thereafter, legalizing them as soon as possible to keep the firefighters. Keywords: public service motivation, compensation satisfaction, turnover intention