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本研究之目的在於探討360度回饋的有效性，以及主管人員自他評一致性與領導效能之間的關係。 本研究針對某國營企業之二級主管77人，三級主管57人，邀請其上司、同儕、部屬與受評人自己等（共九位）評鑑其管理才能。總計發出1206份量表，有效回收1162份評量結果。研究結果顯示，不同評量來源彼此之間的相關為.26至.40。至於效度方面，360度評量得分與80％之效標達顯著相關，且相關係數多在.40以上。若以士氣、效率、滿意度等效標為依變項進行迴歸分析，則發現360度回饋與傳統主管評量相較，其增加的解釋變異量之F考驗皆達顯著水準，此即表示360度評量結果可以提供更多的解釋變異量。 此外，本研究變異數分析的結果顯示，不同自他評一致性程度的主管，在效標得分上有顯著差異存在，且經事後比較結果發現，「一致╱高」與「低估」的主管，在領導效能的表現上要優於「一致╱低」與「高估」的主管。最後，研究者提出本研究之限制，與各項具體的後續研究及實務應用之建議。

領導效能與地方政府績效：一個對印尼地方政府首長的研究 / Leadership crisis has been a sizzling issue for the past decade. The existing studies showed that due to the absence of the ideal characteristics of leadership, the implementation of decentralization in some developing countries tended to give negative effects. Unfortunately, not enough evidences can be used as the guidance to overcome the negative effects. We believe that the leadership studies seemed to have been focused too much on “what” are the characteristics rather than “how”. Four regions as well as their county/city leader were examined. We found that the four regions have similarities and differences in achieving their objectives. Essentially, we affirmed that leaders have performed, the effective leadership characteristics differently. Regarding the poverty alleviation, these leaders conducted different strategies and achieved different outcome. We conclude that they are two different styles have been identified. These are normative and alternative. They were normative because not only they used the regular approached performed by the central government, but the leader also acted normatively when achieving the objectives. For example, facilitate the poor with free education and health services. On the other, they were alternative because they have performed different approach and the leader acted out of the box. For example, by changing people’s mindset in helping the poor rather than giving them money. To do this, leader with alternative style invited privates to take part rather than depend merely on the government fund. By adopting the existing leadership theories, the current study has explored the leaders’ behavior that contributed to their effectiveness. We believe that the current study’s findings will be a valuable contribution not only for the leadership studies but also to public administration.

臺灣警察專科學校是培育基層警察人員的搖籃，而職司生活教育訓練的隊職幹部則是推手；近年來由於警專的招訓對象大幅度改變，予負責學員生生活教育訓練之隊職幹部帶來不少衝擊，因此對其領導風格，實有深入研究的必要。 本研究對臺灣警察專科學校隊職幹部轉換型領導風格進行研究，根據研究目的，經文獻探討、深度訪談及參與觀察綜合分析後，獲得以下結論：在個案部份，組織編制攸關隊職幹部領導的成效，其主要的領導方式是轉換型領導；隊職幹部在轉換型領導各核心面向表現稱職，隊職幹部的領導向度以平行、雙多向領導居多，且其領導風格與領導效能息息相關；隊職幹部領導的實踐度大多如預期，領導典範對學員生之影響至深且鉅，惟隊職幹部工作成就感未與認同感成正比。 研究最後，在政策執行層面提出了短、中長程的建議和省思；此外，對於後續研究者亦提供若干的建言供參。 / Taiwan Police College is the cradle of nurturing basic-level police officers, and the command leaders is the important backhand of students’ life education. In recent years, due to the substantial change of the enrolling students in Taiwan Police College, it has impacted on the command leaders who are responsible for the students’ living education. As a result, it is necessary to do the research in depth. This research is based on the style of transformation leadership. According to the purpose of the research, some conclusions have been found as following after the literature review, depth interviews and observations. In individual cases, the organization structure is related to the effect of leadership of command leaders and the main way is the transformation leadership. Meanwhile, the command leaders is competent for the core of transformation leadership, and the guide directions of command leaders are mostly parallel, two-ways and multi-ways. Moreover, the efficiency of leadership is closed to the style of leaderships. The leadership practices of the command leaders are mostly as expected, and the pattern of leadership influences students profoundly. However, the self-actualization of the command leaders and the recognition is not in portion. Finally, some advices and reflections for the short term, mid term and long term policies have been carried on and will be reference materials for the following researchers.