過去台灣對於國會聯絡人的研究，多屬於國會聯絡人所發揮的功能及扮演的角色或是相關工作績效評估方面，缺乏針對國會聯絡人養成過程的討論，在我國的憲政體制所造成的權力分立下，為了使行政與立法間溝通聯繫順暢並降低互動過程中的衝突，行政機關的國會聯絡人扮演了關鍵性的角色，故在挑選國會聯絡人及對新進國會聯絡人養成訓練上，各機關皆相當重視，而師徒制運用於行政機關國會聯絡人養成上的現象相當普遍，值得從師徒制所產生的影響進行深入研究。 本研究是以深度訪談法為主，並輔以文獻分析法及參與觀察法的質性研究，透過立意抽樣方式，選擇8個行政機關共16位資淺、資深之國會聯絡人員為研究對象進行研究。 針對訪談內容、觀察現象並相關文獻歸納與分析研究的結果，本研究提出主要結論有三點，首先，從歸納訪談的結果來看，行政機關在新進的國會聯絡人組織養成過程中，透過資深同仁擔任師父角色的經驗傳授，徒弟有了遵循準則，且師父好的行為表現轉移徒弟身上，國會聯絡工作易上手，但是徒弟必須有積極進取的態度及不能一昧承襲缺點，食古不化，才能順利完成任務；其次，師徒在互相教導與學習過程中，因為滿足雙方的需求而效果良好，在工作上有好的績效表現，容易獲得升遷機會與好名聲，就算有一天互換角色後，也會傳承教導與學習的風氣，但若未達師徒間特質及能力要求，教導與學習效果降低，會對自己與組織造成負面影響；最後，在樂於知識分享的組織文化下，組織成員無法透過言語表達的默會知識得以透過「做中學」方式傳遞，共同為組織良好績效努力，組織也要避免成員有自利主義，若知識藏私不願意分享，將危害到整個組織。 / There are many studies on the issue of- “Congressional Liaison.”-Previous studies have focused on their function, liaison’s roles or performance, there are lacking of congressional liaison’s training and mentoring. Due to the separation of powers, legislature and executive are independent but strongly associated with each other. Thus, congressional liaison is a crucial bridge to maintain communication and tackle the conflicts between parliament and agencies. Governmental agencies requires establishing functioning congressional liaison’s mentor relationship, but how the knowledge and insight of congressional liaison works be trained and passing on within the agencies is an interesting question waiting to be answered . This study utilized in-depth interview, literature review and participant observation to do the research. By purposive sampling, author chose 16 junior and senior congressional liaisons from 8 executive agencies as interviewers. This study concludes following three observations. First, executive agencies tend to establish a mentorship for new members to get familiar with their job. Interviews show that if following the instructions and mentor’s standard, protégé is easier to be trained into a good liaison officer. Moreover, protégé will have more positive attitudes and be more flexible to accomplish the missions. Secondly, through mentoring protégés, mentors can perform better and are likely to get the reputation and promotion. When protégés become mentors, they are more liable to proceed with mentorship. On the contrary, if the mentors are not able to do the mentoring job well, not only the learning efficiency will be low, but the malfunctioning relationship have organizational consequences. However, during the process of coaching and learning, mentors and protégés can be beneficial from each other. Lastly, because of the knowledge sharing and organizational culture, members could implement the concept of “learn by doing” to deliver the tacit knowledge. Also, organization should avoid members from being too egoism, once they are unwilling to share or interchanging the experiences, it is might be harmful to the organizations.

歐盟於2003年2月公佈的「電子電機設備限用有害物質」（RoHS）指令規定，2006年7月以後銷售至歐盟市場的電子與電機產品限用鉛、鎘、汞、六價鉻、多溴聯苯與多溴二苯醚等對環境有害的物質。RoHS指令對以製造為主的台灣廠商造成重大影響，為確保廠商所生產的產品符合環境法令的規定，有必要導入綠色供應鏈管理。因此，引發本研究對此一議題的興趣，進而探討：電子業供應商基於中心廠的要求而配合導入綠色供應鏈管理的情境下，從供應商的角度探討，影響其導入綠色供應鏈管理時配合度之因素為何？ 本研究採取質的研究中的紮根理論法，以深度訪談方式，訪問以S公司為中心的供應鏈體系中的四家供應商，在取得受訪者同意後進行錄音，訪談結束後再謄寫成逐字稿。在整理與分析逐字稿，並經過開放、主軸編碼等過程，逐步地建構出一個從供應商角度，探討影響其導入綠色供應鏈管理時配合度的因素模式。 本研究從個案訪談中發現，供應商在面對法規壓力、同儕壓力、與客戶壓力之下，會經過成本效益、認知風險與認知價值之考量後，決定是否配合中心廠導入綠色供應鏈管理。一旦決定導入綠色供應鏈管理後，供應商須配合中心廠的諸多要求，而供應商是否達成中心廠之要求，則以供應商配合度來衡量，包括供應商傳遞資訊給中心廠時的資訊交換的及時性、資訊正確性、以及資訊完整性。 研究結果顯示，影響供應商配合度的因素有三類，第一類為供應商的技術與能力，此包括供應商的技術創新能力、供應商的資訊管理能力、及供應商與中心廠的專業輔導能力；第二類為聯絡人的特質，中心廠的聯絡人是否具備同理心、供應商與中心廠的聯絡人是否具備專業能力，此皆影響供應商的配合度；第三類則為中心廠與供應商之間的溝通情況，此包括：溝通策略、溝通管道、溝通頻率、溝通內容等。 與本研究相關的文獻進行比較後，發現本研究之成果與現有人際溝通的理論文獻相呼應，部分文獻指出溝通時個人特質會影響其溝通行為，在綠色供應鏈管理的情境下，本研究亦發現中心廠與供應商雙方聯絡人的特質會影響其溝通行為。此外，本研究亦擴充了溝通理論，例如：雙方聯絡人的溝通頻繁未必會提高供應商配合度。另外，本研究所提出的配合度概念，未見於其他文獻，此一概念可用於衡量供應商在配合導入綠色供應鏈管理時，其執行面的成效，在未來的研究中值得深入探討。本研究不僅對理論上有所貢獻，更對廠商提出實務上的建議。 / The Restriction of Hazardous Substances Directive (RoHS), which restricts the use of six hazardous materials in the manufacturing of various types of electronic and electrical equipment, was adopted in February 2003 by the European Union and then took effect on July 1, 2006. The directive makes a significant impact on Taiwanese electronic industry which specializes in manufacturing of computer, communication, and consumer electronics products. The firms in the electronic industry should implement green supply chain management (GSCM) to avoid contraventions of RoHS. Based on the research context described above, this purpose of this study was to explore the factors that influence suppliers’ compliance with their manufacturer’s requirements while they were required to implemente GSCM. In addition, the factors explored in this study were proposed by the suppliers’ perspective. In this study, Grounded Theory was applied to develop a model explaning the factors that influencd suppliers’ compliance with their manafacturer’s requirement. Besides, to collect the data needed, data triangulation was applied in this study, including in-depth interviewswith suppliers’ and the collection of secondary data. The interviewees were the employees of the four suppliers of S company. According to the data collection and analysis steps of Grounded Theory, the model that proposes the factors affecting suppliers’ compliance with their manafacturer’s requirement was developed. The results showed that confronted with the pressures of environmental regulations, peer companies, and the customers, suppliers decided to implement GSCM after having taken the cost-benefit analysis, perceived value and perceived risk into consideration. While suppliers decided to implement GSCM, they had to meet the requirements from their manufacturer. Whether suppliers met the requirement from their manufacture was measured by the indicator, suppliers’ compliance, which referred to the ability that suppliers timely exchanged the right and complete information with their manufacturer. Thus suppliers’ compliance was composed of three dimensions, such as including information timeliness, information accuracy, and information integrity. According to the data collected, three categories of factors influencing suppliers’ compliance with their manafacturer’s requirement were discovered. The first kind of factors was suppliers’ capability, including suppliers’ capability of technology innovation, suplliers’ capability of information management and guidance between supply chain members. The second category was the characteristics of boundary spanners, including boundary spanners’ empathetic mind and their professionalism. The findings were also compared with the previous research on interpersonal communication. Similar to the results mentioned in the existing literature, the phenomenon that a person’s characteristics did impact his communication behaviors in the context of implementing GSCM was also discovered. The study makes a contribution to the research on proposing the concept of suppliers’ compliance.s. In addition, the finding points out that the communication frequency between supply chain members is not positively related to suppliers’ compliance with their manafacturer’s requirement. The findings are also helpful for manufacturing firms that usually dominate the implementation of innovations in their supply chain members.

員工的核心能力為組織績效與競爭力的基礎，早已成為國內外當代學術社群與管理實務者的共識。這是因為無論是公私部門組織，目前均處於極大的績效壓力。而國會聯絡人身為行政部門與立法部門之間的橋樑，法律案及預算案的推手，其核心能力與法案通過的機率、組織的效能及競爭力密切相關。職是之故，本研究擬以核心能力理論為基礎，再藉由相關國內外文獻的整理，對現任國會聯絡人的行為事件訪談以及問卷調查的結果，歸納出優秀國會聯絡人所應具備的核心能力具體項目，以作為機關首長據以選任取才的參考依據。 本研究係以行政院暨所屬部國會聯絡人服務年資超過五年之優秀資深人員為訪談對象，再以問卷、行為事件訪談的交叉方式，探索出國會聯絡人有效推動工作應具備的核心能力，本研究從中發現到：國會聯絡人應具備的核心能力要有「環境變化的洞察力」、「溝通協調」、「團隊合作的精神」、「顧客服務導向」、「政策行銷與說服能力」、「嫻熟議事運作相關法令」、「積極主動」、「情緒管理」等合計8項核心能力，並對行政機關及首長、國會聯絡人、立法委員提出建議。 / Staff’s core competence as the foundation for organizational achievements and competence has already become mutual recognition of the contemporary domestic and foreign academic social groups and the managerial practitioners. Regardless whether it is public or private departmental organization, nowadays they are burdened with enormous pressure of achievements. As the bridge between the administrative department and the legislation department, the advocator of the legal bills and the budget proposal, the core competence of the congressional liaison staff are closely correlated with the probability of the passage of the bills, organizational efficiency, and competitive power. For this reason, this study draws upon the theory of the core competence as the foundation, with review of domestic and foreign literatures, and interview of the behavior events of the incumbent congressional liaison staff as well as by questionnaire surveys. The information thus collected induces the concrete items of core competence which congressional liaison staff should have and be regarded as reference by heads of institutions for staff recruitment. The subjects of this study are senior congressional liaison staff members with five-year tenure at the Executive Yuan and outstanding evaluation. By the questionnaire and the behavior event interview, they were explored for the core competences of congressional liaison staff to impetus their work effectively. This study has discovered that the congressional liaison staff should have core competence including the following eight items, they are “the insight to environmental change”, “the ability of communication and coordination”, “the spirit of the team cooperation”, “the orientation of customer service”, “the ability of policy marketing and persuasion”, “thorough understanding of legislative procedures and the related laws”, “positive initiation”, and “mood management”; and also to put forward their suggestions and recommendations to heads of executive and administrative divisions, other congressional liaison staff members, and legislators.