第一章敘述研究動機、研究目的、研究範圍、研究方法、問卷設計、問卷對象、研究 限制及論文結構。 第二章說明會計原則發展之特性應考慮因素、會計原則發展成敗因素及我國發展會計 原則之需求與歷程。 第三章探討租稅法令、公司法、商業會計法、證管會及會計師財務簽證對我國會計原 則發展環境之影響。 第四章敘述英美法西德澳加等國會計原則發展情形，供作我國會計原則發展模式之參 考借鏡。 第五章探討會計原則發展途徑，討論我國會計原則發展應由何人、如何發展等程序及 技術性問題。 第六章提出總結論及建議事項。

服務貿易總協定(General Agreement on Trade in Services，GATS)將服務依其提供之方式區分為四類。其中之一，乃藉由自然人跨越國境之方式進行，因此，是類服務供給方式，除模式四、自然人呈現外，一般常以自然人移動名之。 對於資金與技術相對匱乏的開發中會員而言，自然人移動毋寧為具有比較利益的服務提供模式之一。藉由短期勞力移動至海外，不但可解決國內勞力過剩之問題，更能帶來可觀的外匯收入，改善本國經濟狀況；他方面，短期移出之勞力於海外工作時所習得之新穎技術與知識，亦將有助於國內生產及服務水準之提升。而就已開發會員來說，在出生率低、人口結構呈現高齡化等因素影響下，許多產業所面臨的工資高漲及人才難覓之窘境，使先進國家不得不正視勞動力需求之議題。 儘管不少會員國對於勞動力的引進有所需求，但由於人員移動所牽涉的層面太廣，移民政策、社會安全乃至文化認同等因素盤根錯節，使得各國在模式四的開放上相當保守，不但承諾項目僅集中於專業人士(specialist)與企業內部人員調動(intra-corporate transferee)等白領階級，更有著林林總總的管制態樣。在不願意受到GATS承諾拘束，卻又有實際需求的情況下，許多會員轉而以本國立法或雙邊、複邊的合作方式，引進外國服務提供者。 此一保守之承諾現狀令人力資源豐沛的開發中會員極為不滿，因此，於2000年WTO新回合談判時，以印度為首之開發中會員即紛紛提出具體之建言，試圖打開目前在GATS架構下人員移動之僵局。另一方面，學者間亦陸續表達其對於模式四自由化之看法，並分別從闡釋開放市場所帶來經濟誘因、區隔自然人移動與移民、長期勞動力移動間之不同等角度切入，藉此釐清各國之疑慮，以期模式四在新回合談判下能有所突破。 面對模式四自由化聲浪高漲之勢，人員移動進一步開放的問題，於新回合中已難以迴避，由於人員移動所牽涉層面甚廣，對我國而言，倘稍有不慎，不但將造成我國就業市場門戶洞開的嚴重後果，其後續效應，如本地勞工失業率上升、及對治安、文化語言等衝擊，將為我國帶來不可預測的影響。舉例而言，我國模式四承諾中之第三類自然人移動，其內涵為何？如依國貿局之中譯文—「受中華台北企業僱用之自然人」(a natural person employed by business entities in Chinese Taipei)，則對我國就業市場產生如何影響，我國又應如何因應，值得深思。 職是之故，自然人移動之基本概念、內涵上之爭議，乃至於會員各陣營間意見落差等議題之釐清，對於我國新回合談判而言，實屬刻不容緩之事。本文之研究動機，即針對模式四規範上的重要問題、我國模式四承諾中之「第三類自然人移動」及相關談判策略進行分析，希冀對我國談判當局能有所助益。 關鍵字：服務貿易總協定、自然人移動、模式四、商業據點呈現、模式三、商業訪客、跨國企業內部調動人員、獨立服務提供者、第三類自然人移動、GATS簽證、經濟需求測試、工作證。 / The General Agreement on Trade in Services (GATS) is undoubtedly a milestone of the Uruguay Round of negotiations, as it has successfully brought services into the multilateral framework of trades. Under the GATS regime, services are trade via four modes of supply, namely, cross-border supply (mode1); consumption abroad (mode 2); commercial presence (mode 3); movement of natural persons (mode 4). Notwithstanding the GATS has taken the important step towards bringing services into the multilateral framework of trade, the liberalization commitments that have reaped during first round negotiations are so limited. They are highly asymmetric across different sectors and modes of supply, in particular, the movement of natural persons. Developing countries were disappointed by the dearth of the commitments in the aspect of their comparative advantage, and now seek to great openness. Meanwhile, lots of multinational corporations attempt to enlarge the scope of movement of personnel as well. Due to the aging populations, developed countries today are facing an increasing severe shortage of workers, including skilled and less skilled. These shared interested seem to create an optimistic negotiating environment for the current negotiations. The problem is, however, whether and how the coincidence of interests could be taken used of to further liberalizations. Besides the introduction - Chapter 1, the study could be divided into five parts. First, the study endeavors to clarify the meaning and scope of mode 4, inter alia, the most debated issue – if “natural persons employed by host-country companies “falls within the GATS. It has been argued that since the Annex of Movement of Natural Persons covers ”employed by a service supplier of a Member”, this could include foreigners employed by host-country companies. Owing to the fact that Art.1: 2(d) of the GATS defines mode 4 as “ the supply of service …by a service supplier of one Member, through the presence of natural persons of a Member in the territory of any other Member”, this argument is not accepted by the majority opinions. Chapter 2 attempts to analyze how the opaqueness result from and sketches out the sensitivities involved the issue. Apart from the economic impacts of mode 4, some observers argue that the real grounds behind the reluctance of Members to expand mode 4 commitments are uncertain social and political impacts. Therefore, economic impacts, as well as social influences and debates will also be discussed in this Chapter. In accordance with the data of WTO Secretariat and International Mutual Fund (IMF), it’s apparent that mode 4 is by far the smallest mode of service delivery in terms of both flows and volumes of schedules. Moreover, the limited commitments that have been made under the mode 4 almost exclusively refer to so-called “white-collar” personnel, especially to the intra-corporate transferees (ICT), which are linked to commercial presence. In addition, a variety of obstacles, such as burdensome visa/work permit procedures, economic needs tests (ENTs), licensing requirement, pre-employment, wage parity, and social security taxes, etc., have made the scheduled concessions more limited. All the patterns of mode 4 commitments and barriers are presented in Chapter 3. Chapter 4 first outlines the brief history of post-Uruguay Round negotiations from 1994 to 1995 that is helpful to perceive the interests of conflicts of interests between the capital-surplus and labour-surplus countries. In addition, all the proposals pertaining to liberalizing mode 4 commitments for the new round negotiations are detailed listed in this Chapter. Mode 4 commitments of Taiwan are evaluated in Chapter, in particular, the potential impacts of the 3rd category personnel. The study seeks to submit several strategies for the purposes of tackling the envisaged menaces. The last Chapter is the conclusions and recommendations. All the crucial issues are collected as a whole, meanwhile, negotiating strategies and proposals with respect to GATS visa, ENTs, categories of personnel, uniformity of the terms of the specific commitments, transparency, domestic regulations, the use of ISCO-88 for the scheduling etc. for the new round negotiations are submitted to the authorities concerned as well. Key words: GATS, commercial presence, mode 3,movement of natural persons, mode 4, 3rd category personnel, business visitor, intra-corporate transferees (ICT), independent service contractor, GATS visa, ENTs, work permit, W/120, ISCO-88.

我國公開發行公司「雙簽制度」之功能，在於透過副簽會計師額外複核主辦會計師查核工作，以進一步通盤考量審計案件所面臨之審計風險情況，俾使審計案件最終風險下降至可容許範圍之內。然而，目前「雙簽制度」似乎已淪為橡皮圖章，實際功能未能發揮。故本研究擬針對副簽會計師複核工作與審計風險之關聯性，進行認知上的調查與實際執行成果之實證，並探討「雙簽制度」之本質，以尋求問題癥結所在與改善方向。 　　本研究係以問卷方式蒐集原始資料。研究對象則為公開發行、上櫃及上市公司之副簽會計師，並由其自行隨機選取一家其簽證之公開發行、上櫃或上市公司為測試樣本。原始資料蒐集完成後，本研究採平均數比較及變異數分析之統計方法，來辨認副簽會計師認為影響其複核工作之主要因素是否為與審計風險有關因素。採用複迴歸、逐步迴歸及因素分析等統計方法，來驗證目前副簽會計師實際複核工作與審計風險有關因素之關聯性。 　　本研究發現，副簽會計師一般認為與審計風險有關因素係影響其複核程度之主要因素。然而，目前副簽會計師實際複核工作，並未充分考慮與審計風險有關因素之影響，故驗證目前「雙簽制度」功能不彰之現象。本研究另外從立法本意、目的、責任、資格、角色、範圍、程序、重點、選任方式、時機、文件要求等十一項目，探討「雙簽制度」之本質。並提出下列改善方向：一、會計師法律責任之落實；二、主管機關積極加強管制；三、同業評鑑同時配合；四、教育宣導訓示。

本研究使用台灣的營利事業所得稅資料並且以托賓自我選擇模型來檢視租稅逃漏、稅務選查與會計師稅務簽證三者的關聯性。實證結果顯示台灣的稅務機關在查核預算的限制之下會進行有系統的稅務選查程序；進一步來說，使用會計師稅務簽證的企業組織較不易被稅務機關選查。此外，企業組織的重要特徵如規模、財務狀況、獲利能力以及會計師稅務簽證的使用與否將會影響企業組織的租稅逃漏額。最後，我們發現會計師稅務簽證的使用對於租稅逃漏的影響會隨著公司的規模大小而改變，營收大於一億的企業組織若使用會計師稅務簽證將會比未使用會計師稅務簽證的企業組織有更高的逃漏稅額。因此，我們認為與會計師稅務簽證相關的政策法規可能需要重新評估是否適切。 / This study uses the business income tax dada in Taiwan to empirically examine the relationships between audit selection, tax evasion, and the usage of CPA-attestation. Tobit model with self-selection is used in this study. Empirical results provide evidence that tax agencies in Taiwan employ a systematic audit selection process, subject to the constraints of audit budgets. Additionally, firms using CPA-attestation are less likely to be selected for audit. The results also provide evidence that some important characteristics of firms, such as size, financial position, profitability, and the usage of CPA-attestation, may influence the amount of tax evasion. Finally, we find that the effect of CPA-attestation on tax evasion may vary with different sizes of firms using CPA-attestation. Hence, the policy and tax regulations associated with the usage of CPA-attestation may need to be re-evaluated.

台灣於近年來為了保護勞工，增設了許多法令，使得僱主的支出增多，造成成本上揚，部份企業因而外移至中國大陸、東南亞等國，有些企業則採取僱用外籍勞工方式，僱用短期人力、兼職人員、彈性上班人員、或採取業務外包等彈性人力的運用方式，這無非都是為了降低人力成本、提升企業競爭力。根據針對國內一千家大企業所作的調查結果顯示，目前高達近七成的企業已採用派遣、計時或短期聘僱的約聘人力，且未來有將近三成五的企業會繼續考慮擴大約聘人力的規模。 「勞動派遣」或稱「派遣人力」對國人而言，是一個較新的名詞，但是在國外先進工業國家中，如：德國、日本、法國、英國等均已行之多年；而台灣也陸續有許多行業採用經派遣公司所派遣的員工，但是大部份集中於服務業，如大樓管理員、守衛人員、打掃清潔工、電腦程式設計師、外語翻譯人員等，近來並有由早期藍領階層慢慢擴展至白領階層的趨勢。勞動派遣之所以具有學理上討論空間之處，係其具有「僱用與使用分離」的特性，目前的法律並未對此類勞動型態予以明文規範，主管機關行政院勞工委員會(以下簡稱勞委會)並於民國九十三年將「勞動派遣法草案」提請行政院審議。 本文主要係以民法之規定為中心，來探論勞動派遣當事人(派遣機構、要派機構、派遣勞工)間的法律關係，先就法理性釐清當事人之行為所可能涉及的法律後，方能更進一步釐清其應負之法律責任。同時，本文嚐試著以勞動派遣為主題，配合工程技術顧問公司屬於專門技術職業的產業特性，其中所涉及具執業技師身分者為派遣勞工時就所為圖樣與書表簽證的效力尤具探論之處，依此作為本論文之主要研究課題。文末，並就既有勞動法規若應用在勞動派派中可能引起的問題，與立法之方向提出探討。