近年來，臺灣因社會觀念、經濟狀況等大幅改變，生育率急速下降；人口結構失衡除了生育數應由政策面加以著手改善，更應藉此提升人口素質，此時負責人口素質第一線的國小教育體系越發重要。觀諸各層級學校之業務運作上，行政業務乃為校務工作成功與否的幕後推手，故學校行政人員的心理感受及行為舉措將間接影響國民小學教學品質，此議題值得深究。本研究旨在探究偏遠地區六班國小行政人員在少子化衝擊下，其工作滿足及生涯規劃之影響，藉由多個面向瞭解受訪者工作滿足程度，並從「個人特質」、「心理動機」及「價值觀」等三種取向分析受訪者生涯之規劃，俾作為後續研究者瞭解此一議題的參考。 本研究採質性研究之深度訪談法。研究對象總數為8人，均為現仍服務於偏遠地區國民小學之專任行政人員。經分析訪談資料後，所得研究發現綜述如下： 一、偏遠地區小型國小因編制員額有限，故絕大部份行政人員業務範圍皆為一般中大型學校行政人員多樣工作複合，易有不滿足感產生。 二、小校因人員有限，同ㄧ處室之行政人員，常常需共同協力完成業務，若其中有人怠惰或拖延，其他人員勢必承擔多出的業務，才能使事情順利完成，此時易有怨言產生。 三、學校之存廢裁併政策應該整體性作考量，並針對偏遠地區訂定例外規定，畢竟學校規模小不是原罪，是否廢校要視多方的指標來善加評估。 四、無論是對於教學工作的支援，使教師及學童無後顧之憂；或者建置完善教學環境，皆指明行政人員係維持校務持續運作的幕後功臣。 五、學生人數下降並非單純因學校教學不佳，而係各種因素交錯產生的結果，少子化僅是因素之一，另學校地理位置偏僻與否、學區內學校多寡、居民經濟狀況…等皆是原因。 本研究根據研究發現，提出以下建議： 一、部份公務機關對於學校行政人員觀感為：抗壓性不足、工作輕鬆、業務單純；為避免年輕有抱負之公務人員視國小行政人員為畏途，且強化國小教育行政力量，應暢通國小行政人員之升遷管道。 二、工友或校園警衛等可使用外包或派遣人力之職務，宜考慮委由民間辦理，不但可節省國小人事經費，亦可藉此導入民間經營效率。 三、偏遠地區國小之業務主管應對於複合工作較繁重之同仁多加溝通，適時紓解其累積之不滿足感；另應定期輪調，使工作不致分配不均。 四、偏遠地區國民小學應積極發展學校特色，結合社區資源，或營造生態校園…等，提升學校價值，可讓學童感受課本外的環境，豐富教育內涵。 關鍵字：少子化、工作滿足、生涯規劃 / In the recent years, the birth rate in Taiwan has been declining rapidly due to the concepts in the society and the economic statuses. The population structure has become unbalanced. Besides increasing the number of newborns, it is more important to improve the quality of the population. And the front line of improving the quality of the population is the elementary school education system. Whether affairs in schools of different levels can be done smoothly depends on administrative works. Thus, school administrative personnel’s mental perception and behaviors may indirectly influence teaching quality in elementary schools. It is worthy to further explore this issue. This study discussed the impact of declining birth rate on the job satisfaction and career planning of the administrative personnel from an elementary school with six classes in a remote area. From different views, this study explored the degrees of job satisfaction of the interviewees and analyzed their career plans from the aspects of “individual characteristics”, “psychological motivation”, and “values”. This study can be used as a reference for future studies regarding this issue. This study adopted a qualitative research method – in-depth interviewing. There were a total of 8 research subjects, who were full-time administrative personnel serving in an elementary school in a remote area. The data obtained from the interviews were analyzed and the findings of this study are listed below: 1. Because the number of personnel in a small elementary school in a remote area is limited, most of the administrative personnel have to cover more complex works than those working in middle or large sized schools. Therefore, it is very common that these personnel are dissatisfied. 2. Because the number of personnel in a small elementary school is limited, the administrative personnel who work in the same department often have to complete tasks together. In case one of them being lazy or delaying, others have to shoulder more burdens to make sure things go smoothly. This is when complaints started to surface. 3. The consideration for the policies of school abolishment must be broad and general. There should be additional regulations for remote areas. After all, being small is not a sin for schools. Whether a school should be abolished should depend on evaluations with indexes of different aspects. 4. The success of supporting teaching works, which relieve teachers’ and children’s worries, and constructing a perfect teaching environment should be attributed to administrative personnel who school affairs on track. 5. The decreasing number of students is a result of various factors and their interactions, not just bad teaching in schools. The factors include declining birth rate, geographic locations of schools, number of schools in the same school district, economic statuses of residents, etc. According to the research findings, this study came up with the following suggestions: 1. Some of the public sectors have the following impressions on school administrative personnel: unable to handle pressure, without heavy burdens, and with simple tasks. In order to avoid the situation that public servants with ambitions being unwilling to serve the posts of elementary school administrative personnel, it is important to improve administrative power of elementary school administration and ensure promotions of elementary school administrative personnel. 2. The works of fellow workers and campus guards can be outsourced or contracted to private companies. This way, personnel expenses of elementary schools can be reduced and efficiencies of private companies can be introduced to schools. 3. Superintendents in elementary schools in remote areas should help their colleagues with heavy tasks to communicate in order to release their dissatisfaction in time. Also, a rotation system should be implemented so that job arrangement can be fairer. 4. Elementary schools in remote areas should actively develop their own features and integrate them with community resources or build ecological campuses, in order to increase values of schools. This way, children can experience environments outside their text books. These experiences are very educational. Key words: declining birth rate, job satisfaction, career planning

現今台灣社會由於出生率不斷的下降因素，導致人口銳減，不僅危及國家競爭力，同時也相對嚴重影響國民小學校園內的教師生態，面對此種情勢，衝擊到的是各國民小學必須調整原有教師編制人數，例如減班調動以為因應，超額的問題讓這些資淺教師人心惶惶，讓教師對學校產生不安定感，且使教師無心教學。 本研究採質性研究之深度訪談法。研究對象總數為8人，為某國小6位恐面對減班超額之教師及2位近期已調動至他校之教師。經分析訪談資料後，所得研究發現綜述如下： 一、教師們十分擔憂超額的問題，甚至影響教學及生活品質，因此超額教師在知覺超額問題已對他們產生嚴重衝擊，令教師感到不安。 二、超額教師認為這樣的辦法對年資較淺之教師不公平，因為即使他們再怎麼努力，似乎都無法改變被超額的命運，且令教師擔心如何面對減班超額之未來去向。 三、教師認為即使想要努力改變什麼，僅靠自己努力也無法改變被超額之命運；所以教師仍然希望仰賴政府制定完善的政策，才能讓大環境有所改變。 四、超額的問題使超額教師們的規劃受到環境的衝擊，使得教師必須調整原先的生涯規劃，超額教師認為這樣的改變，與原先的生涯存在很大的落差。 五、本研究發現教師們認為自己的專長就是教學，從師資培育時，就認為自己一生要從事教職，另外也認為政府一定會積極介入處理，即使調離原校也不至於被資遣，寧願等待政府的政策改變，並不積極去採用其他因應方式。 本研究根據研究發現，提出以下建議： 一、對國小教師的建議：教師必須用積極的心態，來面對減班超額的挑戰，應該設法培養第二專長，增加自己的積分競爭力，掌握生涯主控權，做好生涯規畫。 二、對學校的建議：重新檢討「超額教師辦法」配分方式，積極協助可能被超額的教師培養其他專長能力及疏導不安感。 三、對教育當局的建議：教育局應積極採取策略，以面對教師超額的問題，增進教師生涯轉換能力及提供國小教師相關進修管道。 關鍵字：減班超額、工作壓力、生涯規劃 / Nowadays, due to the decreasing birth rate in Taiwan, the population has been declining, endangering the competitiveness of the country and seriously influencing the ecology for teachers in elementary schools. Under this circumstance, elementary schools being impacted have to adjust their arrangements of teachers. For example, numbers of classes in schools may be reduced. This surplus problem has made junior teachers worried. They don’t believe their jobs are stable in schools, and therefore their minds are not in teaching. This study adopted a qualitative research method – in-depth interviewing. There were a total of 8 research subjects, including 6 teachers from an elementary school who worried about possible class reduction and 2 teachers who had been transferred to other schools recently. The data obtained from the interviews were analyzed, and the findings of this study are listed below: 1. Teachers were worried very much about the problem of a surplus of teachers. Their worries influenced their teaching and quality of life. Thus, redundant teachers’ perception of this problem had had a serious impact on them, making them feel unsecured. 2. Redundant teachers thought this solution was not fair for junior teachers. No matter how hard they had tried, they still couldn’t escape the fate of becoming redundant. And they were worried about their future after class reduction. 3. Teachers believed that even if they had the intention to make difference, their efforts alone couldn’t change the fate of them becoming redundant. Therefore, teachers still hoped that the government could come up with complete policies to change the environment. 4. The problem of a surplus of teachers had caused redundant teachers’ plans being impacted by the environment. Teachers had to change their life plans. And redundant teachers thought this kind of change was not what they expected for their careers. 5. This study found that teachers believed their specialty was simply teaching. Since they were trained, they had believed that they were destined to be teachers all their lives. On the other hand, they believed that the government would intervene actively, so even if they were transferred to other schools, they wouldn’t be laid off. Thus, they’d rather wait for the government to change policies than adopt other measures actively. According to the research findings, this study came up with the following suggestions: 1. Suggestions for elementary school teachers: Teachers shall face the challenge of class reduction with an aggressive attitude, develop another specialty to improve their competitiveness, take control of their careers, and make a good plan for their careers. 2. Suggestions for schools: The arrangement in the “Guidelines for Redundant Teachers” shall be reviewed, in order to actively help possible redundant teachers develop other specialties and ease their worries. 3. Suggestions for the education authority: The Department of Education shall actively take measures to resolve the problem of a surplus of teachers, improve teachers’ abilities to change their careers, and provide elementary school teachers some related channels for further study. Key words: class reduction, surplus of teachers, working pressure, career planning.

人類在謀求生存與發展的過程中，維護安全的工具與手段，主要是憑藉武力的建立，也就是軍隊的武裝力量。而主宰軍隊活動的領導者，也就是領導各階層的職業軍官，為使軍隊戰力日益精壯，足以與敵對國相抗衡，除了武器與裝備購(設)置、部隊持續訓練外，人員素質的提升才是主要的要素之一，因為人員素質的提升與精密武器效能的發揮，才能成為發揮戰力的必要條件，為使高投資率的軍隊菁英份子能長期在軍隊經營組織，提升職業軍官素質以及其生涯規劃發展在在影響軍隊戰力的消長。 基於影響生涯規劃發展因素甚多，包括個人、家庭、環境變化等，而國軍現階段正在推動一系列之組織變革工作，使得組織成員原本熟悉的環境，從而可能影響會影響到變革的相關成效。本研究係以職業軍官工作特性與環境因素之變化為出發點，探索影響職業軍官生涯規劃發展與工作滿意度之因素為何？ 本研究問卷設計內容包括「生涯信念」、「生涯感受」、「生涯發展探索行為」、「生涯發展計畫行為」，以及「工作滿意度」等變項，以描述性統計、因素分析、單因子變異數分析等統計方法進行檢定。問卷試測對象區域遍及本島北、中、南，以及外離島的金門、馬祖與澎湖地區的陸軍職業軍官，總計問卷發放850份，回收812份，有效800份，回收率達94.1%。 經研究分析發現，陸軍職業軍官在不同個特質與生涯規劃發展認知、生涯發展行為及工作滿意度各因素中之差異性檢驗，結果如下： 一、生涯規劃發展認知： （一）升遷發展因素：年齡、教育程度、軍階、婚姻狀況與工作年資達到極顯著差異；職務性質、家庭收入、工作時間與休假天數則達到顯著差異水準；而眷住地則未達到顯著差異。 （二）工作意義因素：年齡、教育程度、軍階、婚姻狀況、工作年資與工作時間達到極顯著差異；家庭收入則達到相當顯著差異；職務性質與休假天數則達到顯著差異水準；而眷住地則未達到顯著差異。 （三）工作表現因素：年齡、教育程度、軍階、婚姻狀況與工作年資達到極顯著差異；職務性質與家庭收入則達到相當顯著差異；而眷住地、工作時間與休假天數則未達到顯著差異。 （四）理想實現因素：年齡、教育程度、軍階、婚姻狀況、工作年資與工作時間達到極顯著差異；而眷住地、職務性質、家庭收入與休假天數則未達到顯著差異。 二、生涯發展行為： （一）計畫新職因素：年齡、教育程度、軍階、婚姻狀況與工作年資達到極顯著差異；職務性質則達到顯著差異水準；而眷住地、家庭收入、工作時間與工作年資則未達到顯著差異。 （二）選擇退伍選因素：僅工作年資達到極顯著差異；教育程度與軍階達到相當顯著差異；年齡、家庭收入與休假天數則達到顯著差異水準；而眷住地、職務性質、婚姻狀況與工作時間則未達到顯著差異。 （三）尋求轉業因素：年齡、眷住地、教育程度、軍階、職務、婚姻、家庭收入、工作年資、工作時間與休假天數均未達到顯著差異。 （四）專業技能因素：年齡、教育程度、軍階、職務性質、婚姻狀況、家庭收入與工作年資達到極顯著差異；而眷住地、工作時間與休假天數則未達到顯著差異。 （五）生活閒適因素：年齡、教育程度、軍階、婚姻狀況、工作年資與工作時間達到極顯著差異；家庭收入則達到相當顯著差異；而眷住地、職務性質與休假天數則未達到顯著差異。 （六）人際支持因素：僅教育程度與軍階達到相當顯著差異；工作年資則達到顯著差異水準；而年齡、眷住地、軍階、家庭收入、職務性質、工作時間與休假天數則未達到顯著差異。 三、工作滿意度： （一）發展機會因素：教育程度、軍階、工作年資與工作時間達到極顯著差異；年齡達到相當顯著差異；婚姻狀況達到顯著差異水準；而眷住地、職務性質、家庭收入與休假天數則未達到顯著差異。 （二）職場生活因素：年齡、教育程度、軍階、工作年資與工作時間達到極顯著差異；婚姻狀況達到相當顯著差異；而眷住地、職務性質、家庭收入與休假天數則未達到顯著差異。 （三）領導風格因素：教育程度、工作年資與工作時間達到極顯著差異；年齡與婚姻狀況達到相當顯著差異；而眷住地、軍階、職務性質、家庭收入與休假天數則未達到顯著差異。 本研究建議： 一、經營婚姻，穩固軍旅發展。 二、合理工時，落實人性管理。 三、著重基層，紮實基礎戰力。 四、休假正常，增進休閒品質。 五、優質氣氛，增進團隊和諧。 六、宣導計畫，以利生涯規劃。 七、調整薪資，激勵工作士氣。

人類社會隨著文明的發展，教育的普及與醫療科技的進步，台灣社會的老年人口比率逐年提高形成高齡化社會，且國民平均壽命延長，老人退休後之生活安排，含蓋老人安養、居住、飲食、醫療、休閒旅遊、高齡者人力資源運用，這些都是我們即將或未來極需面對的嚴肅議題。 為瞭解退休老人的生涯規劃與適應的歷程，事涉受訪者的主觀經驗與詮釋，本文採用深度訪談15位已退休之55~81歲及1位62歲即將退休之較高齡長者。 本研究結果發現受訪者的規劃，大多以經濟的角度做為思考的重心，其生活方面的安排，是以延續退休前之生活模式為主要方式；老人退休後以健康活動、收集文物、擔任義工、接受終身教育、參予社區活動、以及迎向大自然為主要安排，也有以放空心情的安排做為生活的哲學。 在生活適應的物質方面，研究顯示受訪者退休前在財務方面已做安排，居住與生活支應無虞；親友互動良好，選擇獨居或與子女同住方面，維持傳統觀念的受訪者大有人在，而必須要面對事實獨居的受訪者也不少，顯見目前家庭生活形態已成趨勢；人際網路之維持、接受終身教育之自我提昇、以及興趣都會帶給老人快樂，研究也顯示旅遊活動已成為退休老人主要興趣之一。 從退休規劃與生活適應之關聯性觀察，發現老人退休後，在生理機能的迅速退化、生活的結構改變而產生衝突的矛盾與不適，有的受訪者採「先放空，再思考出發」的放空哲學頗有「歸零」的禪意，也有在生理方面仍然保有簡單溫飽即能滿足的傳統觀念。 生活有目標、有規劃、有準備的退休老人適應都很好，研究顯示受訪者之中仍然保有「積穀防饑」之傳統觀念，但因為年歲的增長，難免在生理狀況會產生變化，對於醫療保健的安排都很重視，惟傳統家庭價值的需求殷切，在心靈上隱約感受到退休老人極待子女能多予關懷與照顧。 少子高齡化的社會來臨，己經是世界各先進國家的發展趨勢，台灣老人問題也已成為社會問題的一項重要指標，本研究存望未來老人年金制度更加完整、老人安養機構及活動中心之設施完善、企業規劃設置長壽村、醫療照護普及化、各區境內自然資源充分運用、家庭傳統價值能夠再現、重新思考跳脫家庭傳統組織概念，設置傳統家庭組織以外之家庭、老人早日規劃因應未來生活、政府推動的老人福利項目，不知道或一知半解的人還是不少人，宜再加強宣導；根據研究針對以上有關老人的期待與需求之意見，提出建議做為政府未來施政規劃「老人福利政策」的參考。 / Due to the human society along with the civilized development, the education popularization and the medical science and technology progress, ageing of the population in Taiwan, also the national mean lifetime lengthens, after the elderly retires the arrangements for daily life, contains covers elder care, the housing, the diet, medical, the leisure traveling, the ageing human resources utilization, these all are the serious issues which we soon or the future extremely will have to face. In order to understand the retired elderly's career planning and the life adjustment process, the matter fords participant's subjective experience and the annotation, This article uses the electron particle materialization research orientation, face-to- face depth dialogue 55~81 of years old 15 already retired the elderly and one of 62 years old the elderly of soon retirements. The research found participant's plan, mostly does take the economical angle as the ponder center of gravity, its life aspect arrangement, is take continues before the retirement the mode of life as the fundamental mode; After the elderly retires take the health activity, the collection cultural relic, holds the post of will labor, accepts the lifelong education, participates the community to move, as well as welcomes to the nature as the main arrangement, also has take blows off the mood the arrangement to do as the life philosophy. The material aspect of life adjustment, the result of this research found before demonstrated the participant retires has made the arrangement in the financial aspect, lives with the daily life balances income and expenses, The relatives and friends interact good, the choice lives alone or lives together the aspect with the children, the maintenance traditional ideas participant there are plenty of such people, but must have to face the participant which the fact lives alone also many, the obvious at present family life shape has become the tendency; Maintenance the interpersonal network, accepts the lifelong education the self-promotion, as well as the interest can take to the elderly to be joyful, the research also demonstrated the traveling activity has become one of the retired elderly major interests. Planned from the retirement and lives connection observation the adjustment, after discovered the elderly retires, in the physiological function rapid degeneration, the life structural change has the conflict contradiction and is ill, some participants pick "first blow off, then pondered embarks" blows off the philosophy quite to have "the nulling operation" imperial sacrifices Italy, also had in the physiological aspect still holds the traditional ideas which the simple warm and sufficient condition namely could satisfy. The life has the goal, has the retired the elderly which the plan, has the preparation to adapt all very well, the research demonstrated in the participant still held " Provides for a rainy day?" the traditional ideas, but because of the ageing, unavoidably could have the change in the physiological condition, all very much took regarding the medical health care arrangement, the traditional family value demand was only earnest, indistinctly felt the retired elderly in the mind extremely to wait the children to be able to give the concern and the attendance. Delining birth rate and aging society approaches, the oneself after is the world each advanced countries development tendency, in Taiwan the elderly question has also become the social problem an important target, this research will save looks the future the elderly annuity system to be more complete, the elderly peacefully raises the organization and facility of the activity center consummates, the business planning establishment longevity village, the medical service according to protects the universalization, Within the boundaries of various areas the natural resource full utilization, the family tradition value can reappearance, reponder the family tradition organization concept, outside the establishment tradition family organization the family, the elderly soon plans in accordance to the future lives the elderly welfare project which, the government will impel, did not know or will smatter the person or many people, suitably again will strengthen the guidance; According to studies in view of the above concerned the elderly anticipation and the demand opinion of, proposed the suggestion to provides administer for the government to plan " welfare policy for the elderly " in the future.

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.

本研究的主旨在探討完全中學兼任行政教師行政辭卸傾向，並以工作滿意度、工作壓力與生涯規劃為探討變項。在實證研究上，本研究以全國公立完全中學兼任行政工作教師為對象，共發放450份問卷，實際回收385 份，回收率為85.6％。以描述統計、t 考驗、單因子變異數分析、皮爾遜積差相關分析、多元及逐步迴歸分析等方法進行資料分析，得到結論如下： 一、完全中學兼任行政教師整體行政辭卸傾向感受為中等，「年齡」、「行政年資」及「行政職務」背景變項在行政辭卸傾向感受方面感受明顯不同 二、完全中學兼任行政教師整體工作滿意感受屬於中上程度，五個構面中以上級領導滿意度最高，其次為工作本身、薪資福利及升遷考核，以人際關係的滿意度最低 三、完全中學兼任行政教師整體工作壓力感受屬於中等程度，四個構面中以工作負荷壓力最高，屬於中上程度，其次為專業發展及人際關係，以上級要求的壓力度最低 四、完全中學兼任行政教師在辦理行政工作時，整體生涯規劃感受為中上程度，「年齡」、「行政年資」、「婚姻狀況」及「行政職務」在行政辭卸傾向感受方面感受明顯不同 五、工作滿意度與行政辭卸傾向、生涯規劃與行政辭卸傾向、工作壓力與生涯規劃、工作滿意度與工作壓力等皆呈現負相關 六、工作壓力與行政辭卸傾向、工作滿意度與生涯規劃皆呈現正相關 七、完全中學兼任行政教師生涯規劃程度對行政辭卸傾向最具有負向預測力 八、完全中學兼任行政教師工作滿意各層面及工作壓力各層面中，以工作壓力中的「人際關係」對行政辭卸傾向最具有正向預測力

近年來，國內資訊電子廠商常面臨許多諸如訴訟、權利金追索等智慧財產權問題，使得智慧財產權的管理議題已提升至企業經營策略之層級。就目前國內資訊電子產業而言，智慧財產權管理部門組織相較於其它的企業功能部門組織而言，算是相當晚成立的部門組織。在此前提下，智慧財產權管理之組織定位極可能影響整體部門組織後續的許多發展。而企業的智慧財產權管理成效有賴於企業智慧財產權管理部門組織同仁的共同努力。從人力資源管理的角度來看，如果公司對同仁的生涯管理與員工個人的生涯規劃能整合良好，對公司而言：可以節省公司開銷、降低離職率與提高生產力；對員工個人而言：一方面可以減少個人的後顧之憂，另一方面可以增加個人全力以赴的工作動機。 本研究之研究動機乃基於上述的前提之下，欲瞭解智慧財產權管理之組織定位是否會對智慧財產權管理人員的生涯規劃有影響，或是兩者間是否存在任何關係。 在國內資訊電子產業愈來愈重視智慧財產權的前提之下，本研究藉由對六家上櫃上市資訊電子公司的深度訪談與分析研究，探索國內資訊電子產業智慧財產權管理之組織定位與智慧財產權管理人員生涯規劃之關係。 本研究在經過深度訪談與分析後，有幾項研究發現，茲將發現條列如下： 一、關於智慧財產權管理之組織定位方面： （一）企業高階主管對智慧財產權之定位多採高度重視觀點。 （二）從智慧財產權管理組織目標之長期目標視之，可見智慧財產權管理組織之企圖心，長期目標愈明確者，其可提供給部門同仁的發展機會愈多。 二、關於智慧財產權管理人員的生涯規劃方面： （一）智慧財產權管理人員在生涯規劃上，多以自我評估是否適合在智慧財產權管理領域繼續發展的職業選擇與個人在所處組織是否具有發展潛力的組織選擇為主，對於生涯目標與與因應的行動方案則比較少有清楚的規劃。 （二）智慧財產權管理人員在自我評估後，多認為個人適合繼續在智慧財產權管理領域繼續發展，顯見專業忠誠度極高。 （三）智慧財產權管理人員在分析組織內外發展機會時，多以智慧財產權管理組織所能提供個人的教育訓練與發展機會為主要考量，此二者考量若能同時結合個人的生涯目標與行動方案，則智慧財產權管理人員對組織之忠誠度大為提高。 三、關於智慧財產權管理組織對同仁的生涯管理方面： （一）由於各公司智慧財產權管理組織所能掌握之資源不一，故能提供給部門同仁的發展機會差異甚大。多數公司智慧財產權管理組織所能掌控之資源不多，故多不能提供有別於公司體制外之發展機會。少數公司智慧財產權管理組織掌控之資源多，故可提供諸如成為集團中子公司或關係企業之智慧財產權顧問或主導人員的發展機會。 （二）由於各公司智慧財產權管理組織之規模、工作量飽和程度與組織長期目標不一，故能提供給部門同仁的教育訓練與教育訓練計畫差異甚大。多數公司智慧財產權管理組織因組織規模較小或工作量正處飽和狀態，而僅能提供部門同仁少數的教育訓練。少數公司智慧財產權管理組織因組織規模較大、組織長期目標明確，故能提供較為完善的教育訓練計畫。 四、關於公司配合措施方面： 多數公司有協助員工進行自我評估、提供公司內部勞力市場資訊與一般諮商的基本措施，但是在實施上多不健全或員工極少使用，僅有少數公司提供完善內部轉職制度、生涯諮商或生涯、升遷路徑資訊供員工使用。 本研究之結論：智慧財產權管理之組織定位與智慧財產權管理人員生涯規劃之關係取決於智慧財產權管理組織對同仁的生涯管理，而其中又以教育訓練與發展機會能否提供為主要原因。而績效與潛力評估則為次要原因，至於公司的配合措施則多不健全或員工極少使用，故作用不大。

隨著國民所得水準及個人知識水準的提升，再加上人口結構的高齡化，國人財富管理的需求逐漸浮現，而如何依據個人的財務狀況，建構一套穩健成長的個人理財規劃，以實現家庭資產的經濟效益最大化，就成為當前財富管理市場面臨的重大議題。 然而，台灣的財富管理市場才剛萌芽，故綜觀現有文獻及實務上之論述，有關記載個人理財規劃服務的相關報導實為有限，且多屬片段，缺乏完整性之服務模式及可支援計算的理財軟體，因此，本研究之目的即針對個人理之需求建構一套理財服務模式及軟體，並透過此服務模式及軟體的實地操作，為投資人建立一套最適化的個人理財規劃。 本研究首先根據相關文獻，對個人理財規劃的理論架構進行完整的介紹，其次討論台灣目前財富管理事業的現況，接著以個人理財規劃的理論為基礎，建構一套理財規劃服務模式及軟體，驗證所提出的架構、流程、模式與方法的可行性與績效。最後，可以藉由本文研究，提供金融機構之財富管理部門在建置理財規劃服務模式及相關理財系統開發作為一個參考依據。

自第七屆起立法委員減半為113席次，任期由3年改為4年，立法院已真正成為我國「單一國會」。隨之立法院的功能也就跟著大幅提升，所選出來的立法委員除了更具民意基礎之外，也得以充分反映民意和選民利益，同時隨著立法委員全面改選和席次增加後，除了依法編制的公務單位及行政人員襄助立法委員行使職權外，立法委員個人所聘用的公費助理人數較過去大幅提升，其能發揮的功能性，直接影響每一位委員的問政表現。 由於國會助理的聘期為一年一聘制，與立法委員同進退，因此，在非自願性離職的情況下，立法委員未連任或不再參選而離職的國會助理不在少數，另外也有因政治理念不合，或另覓更好的工作環境條件而自願離職的也佔大多數。然而第七屆立委減半後，直接衝擊最大的是近兩千名國會助理，面臨非自願性離職的失業潮，因此立法委員是否繼續連任，更是主要攸關助理們去留的命運。 本研究的主要動機，乃在於探討離職後的國會助理，在失去政治權力的環境下，應如何未雨綢繆做好生涯規劃？進而從非自願性失業的現象，深入探究國會助理制度的缺失。離職後的國會助理，從事哪方面的行業較容易得心應手？以及曾擔任國會助理工作的資歷，對轉業到底有多少的助益？將加以深入探討。 本研究目的主要是探討國會助理面對非自願性失業後，未來生涯規劃之情況；以及分析在失去國會權力光環的政治環境下，國會助理轉業後對目前的工作滿意；爾後根據研究結果，提供國會助理轉換跑道時之建議和參考。 本研究採質化研究之深度訪談法，總計訪談12位因委員未能順利連任當選第七屆立法委員，以致於非自願性失業的國會助理。經本研究結果發現如下： 一、雖有流動、不出委員範疇：第四屆至第六屆立委席次擴增為225席後，國會助理們會因為立委席次的增加，有多方面選擇委員辦公室的就業機會，因此助理流動率雖高，卻仍然始終在委員與委員辦公室之間流竄。 二、不適應者、回歸助理者眾：甚至有部分助理轉換至其他產業界後，在不能適應外界工作環境下，重返立法院繼續擔任國會助理工作的不在其數。 三、缺乏配套、助理權益難保：如今第七屆立委減半後，委員辦公室的選擇性減少，且由於委員辦公室助理流動率低，再加上立法院遲遲未能針對國會助理制度，訂定一套完整的配套措施，來保障國會助理應有的權益。 四、優勢蛻減、選擇不再戀棧：反觀之，在產官學界的工作條件（如：薪資、升遷、福利、教育訓練）優於國會助理的情況下，即使立委減半後，在僧多粥少的環境下，對於未來國會助理的評價與發展，仍抱持著悲觀的態度，助理們紛紛選擇不再戀棧立法院。 本研究根據研究發現，提出以下五點建議： 一、由於大多數國會助理認為此份工作並非長治久安，對於未來的生涯規劃，仍是需要按部就班的計畫。 二、卸任的立委諸公們，通常在自身難保的情況下，未能有計畫安排助理的出路，助理們只能自求多福，積極尋找適合何自己的下一個伯樂。 三、國會助理的行業雖不具有保障性，但在無形中所創造出自我的附加價值，將使其資歷在轉換其他行業時成為很大的助益。 四、國會助理所負責的工作內容複雜且繁瑣，可藉由工作接觸累積人脈，建立個人的人際關係。 五、未來可朝向「國會助理專業證照制度」發展，爾後再制定國會助理法治化之相關法令，來保障國會助理的權益，以提升立法委員問政。 / Legislative seats for the 7th Legislative Yuan were halved to 113 and the term was extended from original 3 to 4 years. The Legislative Yuan has ever since been the “Unicameralism”. As the congress is empowered in functions, the members of the Legislative Yuan will fully reflect the public’s opinions and voters’ interests. After the re-election and the increase in seats, aside from receiving help from the public service units and staff, the legislators also receive assistance from the increased numbers of publicly funded assistants. The function of those assistants will directly impact on the performance of the legislators. The term of assistants lasts one-year, and they lose their jobs if the legislators lose the re-election. The assistants who leave also include those whose legislators did not get re-elected or they themselves no longer are candidates of legislators, this leads to the fact that many assistants involuntarily leave their jobs. Those leave voluntarily might be because of the different political ideas or they seek for a better working environment. But the tremendous impact came from the unemployment of those nearly 2000 assistants who lost their jobs non-voluntarily after the 7th Legislative Yuan. The main motive of this study was to explore how those assistants plan for their lives after leaving current job. And from the phenomenon of involuntary unemployment, the study focused on the shortcoming of the congressional assistant system. It explored which industry was easier for assistants who left their jobs to enter, and how their career as an assistant can be useful for their next job. The main purpose of this study was to explore how the assistants plan for their lives after leaving the job involuntarily. It also analyzed the job satisfaction of the ex-assistants after leaving the congress. The research provided some suggestions and advices for the assistants who change track in their career. This study adopted the qualitative, in-depth interviews, in total 12 assistants were interviewed, who left their job involuntarily. The findings of this study are as follows: 1. The increase in seats to 225 provided more job opportunities for the assistants, though the turnover rate was high, the assistant still worked in one of the offices in the congress. 2. There are many ex-assistants who could not adapt to the external environment returned to the congress. 3. The reduction of members of congress and the low turnover rate in the office after the 7th Legislative Yuan requires a supporting measure to protect the rights of assistants. 4. The external working conditions were better than the environments in congress. There were many assistants who chose not to stay in the Legislative Yuan. For example, in joining the academic, governmental or industrial community, the salary, benefits, promotion and training are better than what is offered in Legislative Yuan. Based on the research finding, the following five recommendations were proposed: 1. Since most assistants consider their current job is not a long-term career, they should plan their life in a more careful, step by step manner. 2. The non-incumbent legislators usually do not have a plan for the assistants while their own jobs are at risk. And assistants need to search for the next job by themselves. 3. The intangible added value of being assistants while they worked in the congress will help ex-assistants to adapt their next job. 4. The assistants’ job description includes being responsible for complex and tedious works, which will help them to develop personal relationships and connections. 5. In the future, the “Assistant Professional Certification” should be established. Relevant laws concerning the assistants should be passed to protect the rights of the assistants and to enhance quality of policy decisions made by the legislators.

本研究乃在探討個人內在衝突、人際衝突、個人生涯規劃的瞭解程度以及生涯發展效能之間的關係，並提出衝突管理的技巧與方法以做為個人生涯規劃時的技術之一。 　　本文共分為六章，第一章為「緒論」，說明本文之研究緣起與研究目的、研究範圍、研究方法與研究限制、及重要名詞界定。 　　其次，本文採文獻探討法與問卷調查法，在文獻探討方面，於第二章為「生涯發展的理論基礎與相關文獻」，將說明生涯發展理論的概況、生涯發展的理論與模型、生涯發展的階段與任務以及生涯發展的效能。第三章為「衝突管理的理論基礎及其應用」，探討衝突管理的基本內涵、衝突管理的理論與模型、衝突管理的方法與技巧。 　　再者，在問卷調查方面，本研究之抽樣對象為財政部賦稅署、高雄市國稅局、臺灣省南區國稅局、台北市稅捐稽徵處及花蓮縣稅捐稽徵處等五個機關，總計531位稅務人員。研究量表為筆者自行編製，主要的變項為個人內在衝突、人際衝突、個人生涯規劃的瞭解程度以及生涯發展效能四大部份，資料分析方法則採次數分配、t考驗、變異數分析、相關分析及迴歸分析等方法。這些內容皆於第四章「實證研究調查與設計」中，分為相關研究與本文研究架構及假設、研究對象的探討、研究工具及樣本特性、及資料分析方法四節說明之。 　　再次，於第五章「研究結果分析與討論口說明本研究的結果，而本文的研究發現可歸納為以下數點： 　　1.男性、已婚者、主管人員、年齡較長者、服公職年資較久者、及簡任官等人員對生涯規劃的瞭解程度較高。 　　2.女性、未婚，在目前機關任職五年以下者、及委任官等人員之「個人一角色的衝突」較高。 　　3.年齡較輕者與服公職年資較短者，其個人的內在衝突較高。 　　4.男性、主管人員、年齡較輕者、服公職年資較短者、及薦任官等人員，對人際衝突處理風格較偏向採取「整合」的方法。 　　5.男性、已婚、主管人員、年齡較長者、服公職年資較久者、監察政風人員、官等較高者、及花蓮縣稅捐稽徵處人員，其生涯發展的效能較高。 　　6.個人生涯規劃瞭解程度與個人內在衝突、人際衝突的處理風格及生涯發展效能的相關性，分別呈負相關、正相關及正相關。 　　7.個人內在衝突與人際衝突的處理風格、及與生涯發展效能的相關性，皆呈現負相關。 　　8.「整合」、「專斷」及「妥協」等人際衝突的處理風格與生涯發展效能呈現正相關。 　　9.個人的生涯規劃瞭解程度、個人內在衝突及人際衝突對生涯發展效能的預測力不盡理想。 　　10.在本研究中，稅務人員人際衝突的處理風格僅出現四種，亦即整合、謙恭、專斷、及妥協四種風格。 　　最後，第六章「結論」將綜合前述的研究結果加以討論，並就理論探討與實証研究部份提出研究建議。