近年來，由於ICT的蓬勃發展，政府逐漸增加投資於電子化計畫的線上服務比例與種類，為了理解投資所能獲得的收益，杜絕資源浪費，並促使政府調整施政方向達到良善治理，針對電子化計畫進行評估是勢然必行的。目前許多評估機構逐漸從衡量政府投資電子化政府服務的客觀產出，轉而討論電子化服務使用者端的影響與成果。本研究，以計畫整體流程中所面臨的內部運作與外部感受、客觀產出與抽象成果的評估構面，提出G2B電子化計畫流程評估架構。 本研究結合Heeks (2006)的價值鏈模型與Millard & Shahin (2006)電子化計畫評估流程建立流程模型，透過文獻整理出評比國家型、網頁感知品質型、滿意模型與利害關係人模型指標，從企業途徑與政府內部途徑角度，探討G2B計畫流程評估架構，並使用層級分析法(analytic hierarchy process)，由專家給予衡量G2B計畫推動時，前端到後端階段中重要構面的權重，並根據分析結果討論現今台灣計劃評估傾向上的差異。 本研究結果發現，在政府計畫生產過程中，應重視政府領導與支持，並發展衡量方式；專家不論在企業途徑與政府內部途徑上，都認為「服務產出評估是必需的過程，但影響與成果階段，才是價值衡量的終點」，因此，電子化計劃評估應從重視成本比的角度，朝向討論「透過政府對計畫服務的投入與投資，所能帶給企業實際或感知的價值與影響」，更能切中利害關係人關注的關鍵利益。 / This study aims at building an e-program evaluation chain model combining output evaluation with impact assessments, in order to assess the comprehensive G2B e-program from back-office process to the impact of online services. This study contributes a G2B evaluation framework with six processes integrated by e-government value chain model and e-program evaluation process. Given the concept of external and internal customer,「Business approach」and「Internal-Government approach」is developed in view of stakeholders. By evaluating subjective expert judgments via analytic hierarchy process method, this G2B evaluation framework is given weights and priorities in each hierarchy under both of approaches. The results indicate that impact and outcome assessments should be emphasized, no matter which approach is. Evaluation toward objective output is only a necessary process, but not the destination. As policy suggestions, this study addresses that government should focus on what kinds of value e-program can bring, and evaluate them.

本研究欲針對我國所有縣市之地方環保機關在污染防治業務方面，縣市之間的相對績效良窳排序，鑒於多投入多產出的同儕之間相對績效的分析情境，選擇以資料包絡分析法(Data envelopment analysis, DEA)，作為本研究之主要分析方法，藉之以分析2008年至2012年5個會計年度間所出版之《中華民國環境保護統計年報》中，所揭露記載2007年至2011年5年間，有關空氣污染、水污染、廢棄物管理、環境衛生與毒化物管理等污染防治業務相關數據，此前先輔以皮爾森相關分析法，先行過濾剃除DEA效率分析所需之投入項與產出項之間，非呈正相關之數據項目。 　　分析結果發現，不同的污染防治情境有不同的特色：空氣污染無論是在空污防治效率或是空氣品質兩者排名，都顯示出鄰近縣市之間，或有相互影響排名的可能性，而其中最具影響性之環境因素之一乃每(萬)人所分配之汽車輛數；水污染防治效率排名前段班的縣市，大多在人口、工廠、車輛等環境負荷項目數量或密度上，低於全國平均，但數據也顯示環境負荷量低的縣市不一定就有能在水污染防治效率排名上擁有優勢；廢棄物管理效率排名，北部縣市居中，中部與南部區域內排名呈現M型化；環衛毒化物管理的效率排序，只有離島地區有區域性排名不佳的問題；整合上述四種污染防治效率排序後，臺灣本島東半部名次優於西半部，西半部的中部地區及其鄰近縣市的污染防治效率有普遍性不佳的趨勢，但污染防治效率的排序前後與環境品質的排名的相關性相當微弱，因此在污染防治的整體排名上的軒輊，完全不意味著當地環境品質現況之良窳。 　　在選擇投入產出項目過程中，本研究根據唐先楠(1995)與黃旭男(1996、1999)的作法，將產出根據行政機關可控制程度，粗分為兩類，可控制程度較高者，本研究稱之為「行政產出」，反之稱為「行政效果」，「行政效果」與投入資源的關係，在污染防治方面的數據上，大多呈現顯著的負相關，因此無法列入一般DEA效率分析；在DEA效率中所計之投入資源，建議採「歲出決算」方面數據，方能符合DEA投入產出項之邏輯觀－投入影響產出，反之，有鑑於預算於行政機關之編列程序，不建議採計「預算」方面的數據，恐不符合投入影響產出之因果關係，影響DEA效率分析之品質與解釋力。 / The aim of this paper is to rank the pollution prevention performance of the local environmental protection authorities in Taiwan, and ranking of the Data envelopment analysis, the solution for measure productive efficiency of decision making units (DMUs) with multi-input and multi-output. The Ranking and analysis database were 《Yearbook of Environmental Protection Statistics, Republic of China》, published by Environmental Protection Administration, Executive Yuan, published in 2008-2012, recording about pollution prevention and control business related data of air pollution, water pollution, solid waste management, environmental sanitation, toxic chemicals and so on during 2007-2011. 　　After those analyses, these results are showing some trend in different sort pollution prevention performance. About air pollution, both of the ranking for efficiency of air pollution prevention and for air quality are showing that the ranking close between neighboring counties, and one of the most probable factors is that the number of automobile vehicles been allocated for per 10,000 people. About the water pollution efficiency ranking, most of those top class cities and counties are having lower than the national average volume or density in population, factories, vehicles and other environmental load. While integration of all 4 kinds rank of efficiency of pollution prevention, the score of Eastern Taiwan is better than Western Taiwan, and those most worst ranking concentrated in Central Western Taiwan, but the rank of efficiency of pollution prevention does not mean those cities and counties’ environmental quality are good or bad. 　　In this paper, output is distinguished from the degree of control by administrative organ: if the degree is high, the output has been sorted as “Administrative Outputs”, on the contrary, the output has been sorted as “Administrative Effect”. Most of the relationship between “Administrative Effect” and input are in negative correlation obviously, so, if the output been sorted as “Administrative effect”, Most of them could not be included in the general DEA efficiency analysis. In the other hand, the input item about money, must be adopt the Final Annual Expenditure Accounts, not Budget, that make sure the causal relationship between input and output is consistent with the DEA’s assumption.

「中小企業」一直以來都是我國商業經濟的根基命脈，這些企業大多是以家族企業的形式經營，因此「父傳子、子傳孫」是相當普遍的接班形態。但發展至今，許多企業主開始面臨膝下無子或子女不願接班的窘境，且隨著產業變遷，中小企業在用人與留才上也遭遇到困境。這些因素都使得台灣的中小企業在近年來發生了嚴重的「接班問題」。 「接班人計劃」(Succession Plans)已逐漸成為企業相當重視的人才議題；正如許多企業在面臨領導人驟逝或因故離職時，因為無法迅速推舉出新任的接班人，進而導致組織動盪甚至影響到企業營運。因此，透過制定接班人計劃，預先培養未來所需的領導者，已成為企業間普遍的做法。 考量到中小企業的獨特性，在發展接班人計劃時無法完全因循大型企業的做法。本文旨在透過探究以下三個問題，試圖發掘中小企業在發展接班人計劃時應注意的重要議題： 1.中小企業接班人計劃發展的結構性困難。 2.中小企業接班人計劃所應具備的內容與特質。 3.中小企業接班人計劃得以成功的關鍵因素。 本文將以個案研究的方式，實際建構一套中小企業的接班人計劃，並將研究結果作一整理與綜合性之討論。 / “Small and medium enterprises” have been foundations of economy in our country for a long time. Most of these enterprises are family-owned, so passing on from generation to generation is a usual type of succession. However, there are some entrepreneurs who don’t have any offspring or finding their coming generation have no willingness to take over the business. It’s a troublesome problem that many small and medium enterprises have no idea about how to pass on the business. “Succession Plans”start to be paid attention by many entrepreneurs in recent years. In the past, many dominant enterprises collapsed in a flash just because of failure in succession when last conductor quitted or passed away. Now, it’s very common for enterprises to formulate a proper succession plan in order to incubate some backup talents for future needs. To consider about the uniqueness of small and medium enterprises, it’s hard to follow up the major industries totally. In this paper, we want to investigate the succession question of small and medium enterprises by dealing with three point: 1. What are the structural difficulties about succession plans in small and medium enterprises? 2. What are the contents and characteristics should be possessed by succession plans in small and medium enterprises? 3. What are the key success factors (KSFs) or key performance indicators (KPIs) for succession plans in small and medium enterprises? In this paper, we’ll have a case study research and try to build a succession plan for case company. The final goal is to make this issue prominent and then find the way to resolve the question.

有云：「他山之石，可以攻錯。」從西方國家經驗可知，政府績效評估對於提昇行政效率、節省行政成本發揮了極其重要的作用，成為政府改革最重要的工具。法務部為發揮政風單位功能，提昇整體政風工作績效，遂推動實施「政風機構績效評比要點」，該績效評比，如從正面角度，固可激勵單位及人員士氣，提昇組織績效，然亦可能因政風單位「分散設置，集中管理」之特殊屬性而帶來若干的負面影響。 我國政風單位在貪瀆預防與肅貪工作上係以「預防重於查處」為主要工作原則之一。一方面，貪瀆犯罪本身具隱性特質，而政風單位亦因本身組織功能與角色定位欠缺明確，以致於在過於抽象的法定職掌下，某些績效甚難單純以量化數據展現實質工作成效，從績效評比呈現數字以觀，雖然洋洋洒洒，極為亮眼，但數字背後績效好壞，則甚難論斷，頗為吊詭。另方面，政風人員在機關工作績效往往須視機關首長臉色及業務單位配合與否，一旦爆發社會矚目重大政風案件，更備受輿論、民意機關及社會大眾質疑，甚至政風人員本身亦有諸多眥言與批評，顯示評比制度本身的確存在討論與改進空間，實值得深入檢討釐清。 本研究係透過對臺北市政府政風人員進行個案實證研究，期盼瞭解該評比制度推動以來，政風人員對「制度設計合理性、公平性」、「提昇組織績效與激勵士氣等回饋功能」、「主觀上有何評價或感受認知程度」以及「實施成效」的看法，經由資料整合、統計分析、闡釋與推論之後，希冀提出切合實際問題與符合事實需要之具體發現與建議，使理論與實務能相互結合運用，作為主管機關法務部改進是項評比制度之參考。 本研究經由前面之研究結果，計有以下之研究發現： 一、在制度設計方面 （一）推動績效評估依據過於薄弱，有待提高法源位階。 （二）角色定位多元，推動工作力有未逮。 （三）所在機關環境特性不一，欲求一體適用有其困難。 （四）組織願景、策略績效目標與衡量指標的連結程度仍待加強。 （五）評估方法與工具未因時因地制宜，造成績效衡量與管理上困難。 （六）評比內容未適度簡化，無法撙節人力資源做妥適運用。 （七）獎懲設計不足，難以落實重獎重懲目的，制度推動受人質疑。 二、在實務運作方面 （一）績效評估不易，難達公平要求。 （二）訓練宣導不足，難以爭取內外部顧客認同。 （三）未落實執行績效衡量指標，有流於形式或官樣文章之虞。 （四）欠缺彈性，未放寬並授與各政風單位自訂指標項目或選擇指標項目。 （五）評估結果僅與考績連結，未擴及職務陞遷及生涯發展訓練。 （六）評比制度淪於形式，應研議重新設計一個可行制度。 本研究根據以上之研究發現，提出建議如下： 一、在制度之變革方面 （一）定量評估及質化評估宜同時兼顧。 （二）加強評比制度之宣導訓練，促使各層級政風單位環環相扣。 （三）建立客觀評估機制，並結合多元評估方式，強化評比公平性。 （四）業務項目及內容應進一步整合及簡化，策略目標與績效衡量指標之訂定應配合機關任務。 （五）考評制度之落實，須與激勵制度配合，獎勵方式則可彈性運用。 二、在回饋之功能方面 （一）落實所有政風人員之參與。 （二）主管勤加溝通並傳達正面樂觀訊息。 （三）建立管理者與被管理者之共識，發揮引導功能，促使組織與個人目標趨向一致。 （四）納入員工訓練學習內容或知識管理 / There is a saying “The stones of those hills may be used to polish gems”, meaning that another's good quality or suggestion whereby one can remedy one's own defects. The experience of western countries tells us that the performance appraisal in government organizations has exerted a substantial effect on promoting administration efficiency and reducing administrative expenditure so that it has become the significant tool of the government in many needed reforms. In order to effectively perform the function of the department of civil service ethics and to achieve a higher degree of work efficiency, the Ministry of Justice has launched to enforce the Organization Achievements Comparison and Appraisal Main Points of the Government Employee Ethics Units. The implementation of the performance appraisal can undoubtedly encourage the morale of the units and their employees and further promote the efficiency of the organization while it may bring some of the negative effects due to the distinctive characteristics of dispersed establishment and centralized management of the department of civil service ethics. “Prevention is prior to investigation and punishment” is one of the major working principles of the department of civil service ethics in Taiwan in implementing corruption prevention and eliminating corruption. On the one hand, as a result of a recessive trait of the corrupt offense and an unclear and indefinite organizational function and role orientation, the department of civil service ethics running under no concrete specifications for its duties is really unable to create efficiency simply depending on quantitative data in some ways. The performance appraisal may be basically made according to the data presented, but it cannot be directly interpreted as an ideal data presentation equaling a good work performance. On the other hand, the work performance of government ethics officials is primarily subject to the preference of their superiors and the cooperation of the business unit. Aside from the above-mentioned, when a serious corruption affair is uncovered, the public opinion, a doubt from advocacy groups and mass society, and colleagues’ criticism will also influence the performance appraisal of the alleged government ethics officials. This shows that there is a needed improvement in the appraisal system, and it is necessary to have an in-depth review and discussion. This paper is to engage in an empirical study on the government ethics officials serving in Taipei City Government for the purpose of understanding their opinions towards “Rational and equitable system design”, “Feedback function helping promote organization efficiency and encouraging its morale”, “Cognition degree for subjective judgment or perception” and “Enforcement effectiveness” when the appraisal system was launched in expectation of making concrete proposals through data integration, statistics and analysis, and empirically grounded explanation and conclusion that not only can hit the nail on the head and meet the need but also can realize a theoretical and practical combination and application to serve as reference of the Ministry of Justice while they are engaging in an improvement program of the appraisal system. The findings of this study are elaborated below: 1. System Design 1) It is necessary to upgrade the hierarchy of law so that there is a more persuadable foundation to support the development of performance appraisal. 2) The orientation of a diverse role has resulted in failure to make an all-out effort in promotion work. 3) It is difficult to apply one standardized system to different types of government organizations and environments. 4) There is a needed improvement in the connection among organizational perspective, strategical efficiency target and measurement index. 5) A rigid appraisal method and tool has resulted in the difficulties of performance measurement and management. 6) The simplified appraisal contents are needed to achieve the streamlining human resources. 7) A doubt for developing the system while an inadequate design of rewards and punishments is hindering it from being carried out. 2. Practical Operation 1) To conduct the performance appraisal is not an easy thing and to make it fair is harder. 2) Inadequate training and propagation made it difficult for winning interior and exterior customers’ recognition. 3) Without exactly fulfilling the performance measurement index, the work of the performance appraisal turns out to be a mere formality. 4) A lack of flexibility to relax of restriction for authorizing the units of civil service ethics to set or select their individual index items. 5) The appraisal results can be connected with the merit system only, not extending to position promotion and career development and training. 6) To avoid the current appraisal system from turning out to be a mere formality, it is necessary to discuss how to design a new and feasible system instead of it. The following suggestions are set forth according to the findings stated above. 1. System Reform 1) Quantitative evaluation and qualitative evaluation should be simultaneously considered. 2) To strengthen the propagation and training of the appraisal system for the purpose of establishing a close link between all levels of the units of civil service ethics. 3) To establish an objective appraisal mechanism that combines diverse evaluation methods and puts emphasis on the fairness of reasonable appraisals. 4) To integrate and simplify business items and contents, and to draw up strategic targets and performance measurement index that correspond with organizational tasks. 5) A practicable performance appraisal system should be carried out in conjunction with the incentive system in a flexible application of rewards. 2. Feedback Function 1) To achieve a real participation of all government ethics officials. 2) There is a frequent and fluent communication between supervisor and subordinate to convey positive and optimistic information. 3) To establish a common consensus between supervisor and employee to bring the organizational and individual goals to become identical. 4) The employee training and learning contents or knowledge management should be subsumed.

隨著網際網路和企業內部網路的盛行，異質資訊整合成為電子化企業中一個重要的議題，在網路上進行異質資訊整合涉及許多不同新的資訊技術，目前已經有些研究試圖利用延伸標記語言以及本體論當作中介技術來整合異質資訊，為了有效管理企業內的資訊，我們需要一個績效評估模型來衡量異質資訊整合的效能。在本研究中，我們提出了一個在異質資訊整合中運用延伸標記語言及本體論的績效評估工作量模型，並且建立了一個工作量產生器雛形；本研究的目標是希望發展出一個結合延伸標記語言及本體論的工作量模型，以測試在電子化企業中的異質資訊整合是否能整合不同的資訊模型，並且從這些資訊模型中衍生出語意，此工作量模型包含了延伸標記語言與本體論的資料模型與查詢模型，它們是依照延伸標記語言與本體論學名式的資料結構與查詢功能所制訂的，此外，控制模型則定義了績效評估執行環境中所需設定的變數，為了讓此工作量模型能具可攜性和延展性，以便輕易地應用在不同的領域情境中，本研究採取學名結構式且使用者定義、領域獨立的設計方法，最後，我們利用雛形實作來驗證本研究所提出的研究方法。 / With the popularity of Internet/Intranet, heterogeneous information integration becomes a hot IT topic in electronic business (EB) field. Heterogeneous information integration on the Web involves a number of new techniques. There have been research projects applying XML and ontology as mediated techniques to consolidate heterogeneous information. In order to manage and use information more effectively within the enterprise, a benchmark used to evaluate the mechanism of heterogeneous information integration is needed. In this research, we develop a XML and ontology benchmark workload model in heterogeneous information integration, and build a workload generation prototype. The objective of this research is to develop a workload model combines XML and ontology to test whether the heterogeneous information integration system under EB environment can overcome the diverse formats of content and derive meaning from this content. The workload model consists of XML and ontology data model and query model according to the generic data structure and query functionality. Also, a control model is created to set up the benchmark environment. In order to apply the workload model to different scenarios easier, this workload model is designed to be domain independent and generic-construct-based. Finally, we validate the research model through the prototype implementation.

近年來，「新公共管理」及「政府再造」已蔚為世界潮流，公共政策以民意為依歸，施政方向取決於民眾的滿意度，因此績效的衡量成為提升行政績效的基礎。我國自2002年始制定科技組織績效評鑑制度，作為各研究機構訂定評估作業之參考，對研究機構評估機制的重視可見一般。A法人為以國防科技研究發展為主的研究機構，自2014年轉型為行政法人，究竟其轉型前後其經營績效如何? 乃為本研究主要動機。 本研究以A法人所屬9個單位為績效評估的對象，運用資料包絡分析法評估各研究單位之間的相對效率，分別以專業計畫支出、服務支出、用人費用及資本支出作為投入變數；以計畫產值、營業收入、專利權等三項作為產出變數，探討行政法人化對A法人績效變動情形，以瞭解績效差異的原因，並提出改善績效之建議。 經過實證研究發現，A法人轉型後整體規模提升，究其原因主要為規模效率變動所導致；此外，相對無效率單位普遍有規模效率值較純技術效率值高的情形，顯示無效率單位應提高其純技術效率，才能提高其生產效率；再者，差額變數的分析顯示，無效率單位效率不佳的原因主要為資本支出投入資源太多，及計畫產值的產出太低，由於計畫產值涉及國防兵力整備計畫及年度預算編製等因素影響，較無法透過營運管理加以控制，因此相對無效率單位應優先考慮降低資本支出等投入資源。 / Along with the conception of "new public management" and "government reengineering" thrive around the world, every country starts to negotiate about public opinions. As important roles of satisfaction of the general public, the measurement of public policies performance has become the basis for enhancing administrative performance. We had formulated a performance appraisal system for scientific and technological organizations in 2002 as a reference for evaluating research assignments by research institutes. It means that evaluation mechanism for research institutes has become the global trend. This thesis examines the impact of administrative corporation on operating performance, not only evaluating the achievement rate of organization goal, but also promoting resource utilization efficiency. In order to evaluate the performance of the administrative corporation, this study uses data envelopment analysis to evaluate the relative efficiency among research institutes. Through the empirical result, the change of scale efficiency led to an increase in the size of the organization. Moreover, the scale efficiency is generally higher than the pure technical efficiency among relatively inefficient units. We found that inefficient units should increase pure technical efficiencies to improve their productivities. Eventually, we did confirm that there are too many resources invested in capital expenditures and output value is too low. Therefore, as output value is subject to the country budget, inefficiency units should give priority to reducing capital input to improve performance.

第一章「導論」：凡四節，對本文之研究目的、研究方法與研究範圍作一論述。 第二章「幼工區輔導體系」；凡四節，探討本輔導體系之結構、流程、制度及對被輔 導者之溝通方式；并分析幼工區與一般工業區之異同。 第三章「幼工區開發現狀」；凡四節，討論本工業區之開發背景、開發目標、籌建經 過與廠商的經營現狀。 第四章「評估理論」；凡五節，定義政策評估、評估目的、評估構面、評估限制以及 提出本論文的評估理論架構。 第五、六、七章分別對幼工區輔導體系就「事前規劃」、「事中執行」、「事後表現 」進行評估；「事前評估」又分為「開發目標之界定」、「輔導制度之合理化」、「 對外溝通管道之建立」；「事中評估」分為「幼工區之規劃闢建」、「廠商之申購輔 導」、「廠商之後續輔導」；「事後評估」再以「經濟成長績效」、「社會心理建設 績效」兩項來探討。 最後一章將研究所得作結論并提出對本輔導體系之看法與建議。

『不動產證券化』是將投資不動產的行為轉變為投資證券，使投資人由原先的投資物權行為，轉為持有類似債權性質之有價證券。國內的『不動產證券化條例』於民國92年7月23日公佈實施後，不動產業者的籌資管道不再侷限於向金融機構借款或預售房屋，轉而向資本市場籌措資金，想要投資不動產的投資人，也不再需要直接購買不動產或買賣營建類股，而可利用較小額的資金獲取風險相對較低、報酬也相對較穩健的證券化商品。由於不動產證券化的實施，替不動產業者找到新的籌資管道，也為投資人增加投資不動產的途徑。 不動產投資信託是受託機構使用從投資人募集的資金投資不動產及不動產相關權利，並委託專業管理機構進行營運管理，再將收益分配給投資人的型態。目前REIT在台灣方興未艾，故本研究主要針對投資人挹注資金到不動產受益證券的績效是否優於投資大盤報酬進行研究討論。因此樣本選擇我國目前掛牌上市超過一年的5檔不動產投資信託證券，各由其發行日起至民國96年6月底時各檔報酬與大盤報酬之績效進行比較，再以夏普指標、崔納指標及詹生阿爾發指標來檢視我國5檔上市不動產信託證券與台股大盤績效之比較。研究結果顯示，我國5檔REIT現階段報酬績效較大盤報酬績效低，不過，研究結果也顯示出對於投資人而言，投資REIT是一項穩健保守，收益較為固定的投資工具，提供投資人投資組合之風險趨避之工具之一。 台灣的REIT自94年3月第一檔掛牌上市的富邦一號至今約已經過4年的時間，其市場發展及規模與日本、美國等市場相較下之規模為小，尚不足以形成特定類股（例如：金融類股、營建類股），隨著市場日益成熟，投資者更加瞭解不動產證劵化金融商品，再加上政府開放開發型不動產受益證劵後，依此類商品多元化及其發行特性可擴大不動產證劵化的市場規模，後續將可再以類股形式與大盤作績效比較。

「Ubiquitous」象徵一個概念，意思是「神無所不在」。在資訊科技時代，這個字代表藉由各種資訊產品與網路，可以實現資訊無所不在的理想世界。配合u-Taiwan計畫，我國的U化建設主要是以無線感知、RFID為主的技術來進行。 博物館在數位典藏後所產生的文物底片，目前在管理上大部分還是以人工作業為主，除了耗費人力外，也容易有失誤，若能以RFID技術輔助原本的作業流程，不僅在搜尋或是盤點時都能較準確地找到檔案的位置，在底片進出的控管上也能增進底片檔案管理之準確度，並減低查驗錯誤的可能性。 然而在新科技導入時，若是只考慮科技設備功能，忽略了科技設備與流程整合的話，常常會發生資訊科技不符合實際效用，導致效果不彰的情形。因此，本研究目的在於了解U化實際實施後是否能真正發揮效用，整理出一套評估流程績效之方法，以模式化標準BPMN及作業-單位關係表 (Pool-Lane chart) 等分析評估系統導入後的績效，並嘗試使用於個案N博物館的U化RFID系統之效益評估與分析，以個案結果為基礎來探討RFID為主之U化所帶來的效益。 / The word "Ubiquitous" originated from Latin, which means god is omnipresent. By using various high-tech products and Internet, the concept of ubiquitous world could be realized. In coordination with U-Taiwan project, our government decided to construct the U-infrastructure using Wireless Sensor Network (WSN) and Radio-frequency identification (RFID). Furthermore, RFID has been widely adopted in many fields, including access control management, product tracking management, health care application, museum information and file management, active/passive gallery tours (e.g., optimum guide route, product information). Most museum image archive management is done by hand, including preservation, inventory, loaning and return etc. In addition to consume extra manpower, it's also error-prone. While stocktaking or searching, it's more accurate and easier to locate certain product using RFID. Moreover, by using RFID it also promote the performance and enhance the accuracy of image access control management, and reduce the possibility of error occurrence. However, introducing new technology could also cause other issues because of the impractical lead-in plan. Therefore, through case studies, we want to evaluate the performance of ubiquitous information application using RFID, and choose a museum cultural relics image archive management as our target. Our study analyzes the original operating process using module standardized tools to evaluate the difference in performance after the implementation of RFID.

本研究係透過實地訪談暸解企業在不同的新產品開發專案策略下所採行的供應商管理制度（包括供應商遴選、供應商發展活動與供應商績效評估與獎酬制度）具體內容為何，進而探討不同的新產品開發專案策略在供應商管理制度上的異同處為何，以期提供企業在選擇參與新產品專案供應商、進行供應商發展活動及評估供應商專案績效與設計獎酬制度時的參考。本研究依據個案分析之結果，提出以下三項結論以回應研究問題，並根據研究發現陳述相關建議，最後提出研 究限制與未來研究方向之建議。 一、新產品開發專案策略會影響遴選參與專案供應商時的遴選流程、優先重視的評估構面與遴選時間。 二、新產品開發專案策略會影響專案中進行供應商發展活動的活動內容、範疇與時間。 三、新產品開發專案策略會影響供應商之專案績效評估的目標訂定範圍與嚴苛程度。 / Conducted by field interviews, this research is primary to focus on the details of supplier management system including selection of suppliers, supplier development activities, supplier performance evaluation, and reward system) under different strategies of new product development projects. This research also discusses the similarities and differences of supplier management system under different strategies of new product development projects. According to the result of case analysis, we claim three conclusions in response to the research questions, and propose some relevant suggestions. Finally, we state research limitation and direction for future research. 1.The strategy of new product development project will affects the selection process, priority of assessment dimensions, and duration in selecting the suppliers who can join the project. 2.The strategy of new product development project will affects the content, scope, and period of supplier development activities in the project. 3.The strategy of new product development project will affects the scope and severeness of goals in evaluating suppliers' performance in the project.