在知識經濟時代中，智慧資本是企業維持競爭優勢的關鍵所在。本研究採個案研究法，再輔以問卷調查。以物流公司為研究對象，探討其所重視之智慧資本及相關之管理制度。此外，並發展智慧資本內部報導方式。研究結論如下： 一、個案公司重視之智慧資本項目共30項。 二、對於重要之智慧資本項目，個案公司設有管理制度。 三、個案公司之智慧資本管理制度有其可改進之處。 四、個案公司之智慧資本內部報導內容包含公司之使命、願景、策略與策略性目標，而每項策略性目標都有其相對應之智慧資本項目。個案公司可就各智慧資本項目發展合適之衡量指標。 / In the knowledge-based economy, intellectual capital is the key factor to help enterprises maintain its competitive advantage. This study adopts case study method and is assisted with questionnaire survey analysis. This study takes the logistics company as the object company to discuss what are the intellectual capitals that the logistics company emphasizes and the relevant management systems. Furthermore, this study develops the form of internal intellectual capital report. The conclusions are as follows: 1.The company considers 30 intellectual capital items important. 2.The company has the relevant management systems for these 30 items. 3.There are some parts of the management systems that could be improved. 4.The company’s internal intellectual capital report includes the company’s mission, vision, strategy, and strategic goals, moreover, the strategic goals accompany relevant intellectual capital items. The company can develop the appropriate indicators.

隨著產品生命週期的縮短和環保法規的訂定，逆向物流成為21世紀重要的課題，而越來越多的企業也注意到逆向物流的重要性，他們開始將產品復原(recovery of product)納入整體企業作業的考量，本次的研究特別注重於產品復原中的再製造活動。我們假設一製造商有一再製造中心，製造商面對的是不確定的產品需求率和回收率，為最小化總存貨管理成本，製造商所關心的決策為在每次的再製造和再訂購點時應向供應商訂購多少零件及應有多少的回收品須被再製造。換句話說，我們處理的是一個同時考量最佳經濟製造批量(EPQ)和最佳經濟訂購批量(EOQ)的模式，在此模式中不管是經再製造處理的零件或全新訂購的零件皆可滿足需求且將經再製造處裡的零件視為全新的零件。首先我們混合模糊控制和基因演算法的概念建立一基因-模糊控制架構，藉此架構發展一基因-模糊控制系統，靠著此系統我們能得到一套決定最佳EPQ和EOQ的規則。依照規則，根據不同的回收率和需求率就能同時得到不同的EPQ和EOQ。最後我們會測試由模糊控制系統所得的EOQ和EPQ在存貨管理成本上的績效。

人才留任管理是所有合併企業都需要處理的問題，成功與否關係到新企業的未來發展。近年來臺灣貨運承攬業，面臨國際間強烈的競爭，被運輸業整合成為屢次被採用的手段。本文主要在探討貨運承攬個案合併時人才的保留，由該行業的業務特性、進行關鍵人才鑑別及留用方法與管理方式的探討。從個案創立擴展史了解其核心事業由航空貨運承攬，擴及海運承攬、國外進口業務及進口報關等專業。故上述四項業務相關人員是併購後業務能持續推展的主要關鍵人力。關鍵人力篩選方法的主要對個別員工判定其知識價值及知識風險評估。前者指承攬業務的通關與關務的專業經驗、臨機應變訣竅等；後者則依據其履行義務、溝通與價值分享、即時貨況訊息掌握能力等判定。 由於併購公司與目標公司的人力專業並沒有嚴重的重疊，故人力汰留壓力並不嚴重，反而是在母公司主導管理上的一致化、E化整併與企業文化磨合，可能是影響人力保留政策的推行。因此高階主管扮演很重要的角色，對留用人才對新公司新策略的信服，以及新文化的調和，占有教化遊說的關鍵地位。同時，在具體的事務管理上，需會同合併前各公司的高階層主管，在統一的系統下有效的運作，達到合併營運績效增長的目的。 合併後留用人才的管理由個案得到的分析結果如下：基層管理的重點在於新規範的重申、積極性的再教育、激勵策略；高階人員則是建立企業使命的共識、協調合併後管理標準、溝通組織結構和設計、維持良好的人際關係與企業文化推展等措施。上述管理策略以其在合併後一年，能夠使貨運承攬業務績效優異，足證為可參用的人才保留及管理方式。 / The talent retention of post merger and acquisition is an important problem for all newly merged enterprises, which is associated with the future success of new cooperation. Recent years, the cargo transportation in Taiwan was faced to a rigid international competition. For contractors, being merged was a reciprocal method by every related enterprise. A case study is successful in talent retention, because of the specialist of the target company, which is compensated for the merging company. We analyzed the whole details during the combination of it and a logistic association in Hong Kong erected by a Malaysia big association. The target enterprise has been an internationally famous association in sea and fly Customs clearance contract. In December 2015, two associations were combined through exchange stock holdings, and under profit guarantee prerequisite, new company of logistics is constructed. Because two associates were belong to different countries and areas, the management systems and enterprise cultures exhibited big difference, crisis of manpower still existed because of the leave of the target company. The technique of key talents retention and post merged management are extremely referential. This study focused on the talents retention during merging and after the combination of cargo contractor, from checking the special talent personnel identification and the management methods of Key talents carried. by business characteristics. The core business of the target company was selected out from its history of erection and expansion, which include fly and sea cargo contracts, foreign import business and import customs and other professional. These four business-related personnel need continue to promote the main business of new company after merging. The screening methods of key specials are judged by their knowledge value and knowledge risk assessment. The former refers to the experience of customs clearance, the trick of immediate response to contingency; the latter to the obligation fulfillment, communication and value sharing, and ability to master instant messaging of cargo status. As the M & A company and the target company's human resources and there is no serious overlap, so the pressure of human development is not serious, but in the parent company's leading management of the same, E and the whole culture and run, may affect the human retention policy The implementation. So high-level supervisors play a very important role, to retain the talent on the new company's new strategy of conviction, as well as the new culture of reconciliation, occupies the key position of educational lobbying. At the same time, in the specific affairs management, with the merger before the high-level executives in the unified system under the effective operation of the merger to achieve the purpose of operating performance growth.

The gravity of the Global Warming consequences force us to face the issue and try the best to mitigate its effects. Green Logistics practices, and especially the case of a Solar Panels Installation on a warehouse or plant’s roof, are studied in this article as solutions to reduce the economic, social and environmental casualties. The Net Present Value (NPV) Model in this paper and its results analysis show that project duration, Carbon Tax, initial energy price and its increasing rate are all positively related to the NPV Value. A high discount rate will, however, turn the NPV negative, thus raising the need of financing help for Green Logistics projects.

博士（商学） / 甲第613号 / ⅴ, 132 / Hitotsubashi University(一橋大学)

京都大学 / 0048 / 新制・課程博士 / 博士(経済学) / 甲第20864号 / 経博第559号 / 新制||経||283(附属図書館) / 京都大学大学院経済学研究科経済学専攻 / (主査)教授 劉 徳強, 教授 久野 秀二, 教授 IALNAZOV Dimiter Savov / 学位規則第4条第1項該当 / Doctor of Economics / Kyoto University / DGAM

京都大学 / 0048 / 新制・課程博士 / 博士(経済学) / 甲第21323号 / 経博第581号 / 新制||経||287(附属図書館) / 京都大学大学院経済学研究科経済学専攻 / (主査)教授 黒澤 隆文, 教授 塩地 洋, 教授 田中 彰 / 学位規則第4条第1項該当 / Doctor of Economics / Kyoto University / DFAM

在全球化競爭的條件之下，企業之專業分工漸趨精細，企業為了發展自己本身的核心能力，選擇將非核心能力委外給專業的第三方，以求獲得更佳的服務品質且為企業減少成本支出。其中物流相關費用占企業營運費用約5%~35%，物流在整體企業營運扮演重要角色，近年來供應鏈管理的興起，企業更加重視與上下游廠商間協調關係，物流管理受到重視，物流關係到整體供應鏈的穩定度，因此在選擇物流委外供應商時，企業需審慎的評估供應商各方面的能力，以選出最適物流委外供應商。 　　過去評選物流委外供應商，多數藉由專家主觀判斷，本研究提出一套完整的物流委外供應商評選模式，以客觀的角度評選物流委外供應商。過去文獻中多數假設評估準則間關係獨立，此假設與現實狀況不符，評估準則通常存在相互關聯。企業在評選過程中，針對特定評選準則會有限定標準，若單以績效值評估，不符企業之需求，本研究將其納入考量，建立出更加完整的物流委外供應商評選模式。此評選模式可給予參與評選之候選廠商改善建議，為雙方建立良好的關係，創造雙贏的局面。 　　本研究透過決策實驗室法建立指標之網路關係，以網路程序分析法計算指標之權重，於評分處理部份，針對企業特定評選指標，透過田口品質損失函數轉換成與目標之損失值，最後藉由VIKOR排序法評選出最佳物流委外供應商。受限於成本考量，本研究透過系統動態學模擬運送情形，藉由所獲得之營運資料驗證此評選模式。 / Under the global competitive conditions, enterprises become more sophisticated division of labor. Enterprises want to develop their own core competencies. Enterprises choose to outsource non-core capabilities to third-party professional,because of better service quality and reducing costs for enterprises. In recent years, enterprises pay more attention to coordination with the relationship between upstream and downstream firms. The logistics in the overall business operations play an important role. Therefore, in the choice of logistics outsourcing providers, enterprises evaluate all aspects of supplier's abilities to select the most suitable supplier of logistics outsourcing. 　　This study provides a complete model to evaluate logistic service providers. Enterprises in the selection process, selection criteria will be qualified for a particular standard. Selection criteria usually have interrelationship. Under the condition, this study use DEMATEL and ANP to create criteria relationship and compute criteria weights. Taguchi loss function is used to calculate some criteria loss value, which is the distance between enterprise’s target values. Finally, VIKOR combines loss value with performance value to select the best logistics service providers. These models also give candidates some suggestions to improve their performance.

University of Macau / Faculty of Social Sciences and Humanities / Department of Government and Public Administration