本研究之目的在於瞭解我國專門圖書館館員工作焦慮之產生來源及因素、瞭解我國專門圖書館館員工作焦慮之影響層面、目前我國專門圖書館館員如何降低工作焦慮之方式，以及瞭解館員個人背景資料在工作焦慮上之差異，並對於我國不同類型之專門圖書館館員產生工作焦慮之來源及影響層面的差異有具體瞭解，以提供專門圖書館館員作為降低工作焦慮及專門圖書館在規劃館員工作職掌及分配職務性質之基礎，並作為專門圖書館施行館員繼續教育之參考。 本研究採取的研究方法主要為問卷調查法，首先蒐集國內外相關文獻，進行整理及分析，並探討專門圖書館館員工作焦慮之構面，以擬訂調查問卷。在問卷量表的設計上主要是依據國內外有關使用者及諮商工作之焦慮量表為基礎，再進一步發展設計本研究之焦慮量表，量表內容共分為五點，依序為「不會」、「幾乎不會」、「有時會」、「常常會」、「幾乎都會」等，以區分館員在焦慮感受之不同程度。本研究為分析各類型專門圖書館之間館員工作焦慮的差異，因專門圖書館各類型圖書館中，有許多皆屬相同之母機構，使得同一類型的館員工作焦慮較為相似，故採取配額抽樣法(quota sampling)，針對專門圖書館之九大類型進行抽樣調查，而不以普查方式進行調查。為求每一館別抽中之機率相等，故以圖書館館別為母群，依九大類型分別在母群中所佔比例採隨機抽樣方式，採母群的三分之一比例為樣本數，此外並從各類型中隨機挑選一館之館員進行問卷前測，依據前測之意見修正問卷，再全面發放。 經由調查研究顯示，在產生工作焦慮的來源及因素上：以個人、組織、資訊科技、圖書館工作與服務四大構面加以綜合分析，可得知產生工作焦慮的主要來源依序為「語文能力」、「工作時效性」、「組織的人事精簡」、「與蒐藏主題不可的專業學科背景」、「圖書館的對外政策不一」及「與單位主管的關係」並列、「工作職務」、「使用者的各項情緒反應（抱怨或焦慮）」、「個性」、「工作考核的結果」、「與母機構的互動不良」和「單位主管的更動」並列、「新的應用軟體」等。在工作焦慮對館員的影響層面及因素上：影響最高者為「工作倦怠感」，其次為「身體健康」、「工作滿意度」、「工作氣氛」、「同事之間的人際關係」、「家庭生活」與「工作績效之考核」並列、「團隊工作」、「服務讀者之品質」、「工作職務之分配」、「在職訓練之意願」和「工作輪調（職務調動）之實施」並列；而以「工作升遷之機會」影響最低。在有效降低工作焦慮之方法上：對館員最有效的方法為「參加休閒活動」，其次為「培養其他興趣」、「增加同事之間的交流」、「與親朋好友討論」、「參加在職進修」、「參加電腦訓練課程」、「請求資訊中心及人員的協助」、「和上司溝通」、「參加宗教活動」、「與其他圖書館合作」、「職務調動」、「排班（彈性上班）」、「找心理諮商人員」，而效果最低者為「找醫生協助」。 研究結果亦發現不同受訪者與各焦慮量表有部份差異，在不同受訪者與工作焦慮來源及因素之綜合分析方面：個人層面在性別、婚姻及家庭狀況、學科背景、目前所擔任的主要工作職務等自變項與部份依變項有所差異；組織層面在有無宗教信仰、學科背景、圖書館的工作年資、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職等自變項與部份依變項有所差異；資訊科技層面在性別、年齡、學科背景、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職等自變項與部份依變項有所差異；圖書館工作與服務層面在性別、年齡、教育程度、圖書館的工作年資、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職、目前擔任的工作職務年資等自變項與部份依變項有所差異。在不同受訪者與工作焦慮可能影響層面之綜合分析方面：在年齡、教育程度、學科背景、目前所擔任的主要工作職務、目前擔任的工作職務為全職或兼職等自變項與部份依變項有所差異。 而九大類型專門圖書館與各焦慮量表之綜合分析方面，只在第三部份有效降低工作焦慮的方法之認知，宗教團體的館員都遠比研究機構及民眾團體的館員普遍認為「參加宗教活動」可有效降低工作焦慮，在前二部份並無差異，由此可知專門圖書館各類型之館員，基本上仍有其同質性，並不因歸屬之類型而有所差異。 依據研究結果提出四方面之建議，在研究工具方面：應建立完整與正確的專門圖書館名錄。在館員方面：1.釐清工作焦慮的來源；2.選擇有效降低工作焦慮之方法；3.正視個人的情緒管理；4.慎選個人述任的工作職務；5.安排適當的工作進度；6.應訓練自己正向思考；7.生活規律及營養均衡；8.轉移焦慮感及尋求協助。在圖書館方面：1.重視館員工作品質之需求；2.適度調整館員工作職務之分配；3.建立組織內部良好之溝通管道；4.母機構及單住主管應重視在職進修；5.建立職務代理制度並鼓勵員工休假。在圖書館學會方面：1.各類型專門圖書館之定義及定位；2.舉辦專門圖書館之單位主管與館員情緒管理相關之講座。

公部門是人民讓出部分權利成立的，政府要為國民謀福。就文化傳承、知識傳播而言，行政體系層級設有各級公共圖書館，提供場地鼓勵民眾閱讀、建立終身學習習慣，以提升國家競爭力。 易經有云「變，是唯一不變的」。文化成長是有週期性的，組織要隨時注意變革以應生存。組織變革以Leavitt觀點分為三類：結構變革、人員變革、技術變革，三者是相互影響的；但撮其要仍在於人，員工能不能留在組織內奮鬥，工作滿足是很根本的。此為本研究動機發軔。 台灣省各縣市之公共圖書館自民國七０年代因文化中心興建，除台南市立圖書館外，皆被併入成為圖書組。（1）行政體系位階（結構變革）連降二級，與中心各組爭取經費行政資源。（2）八０年代，進入文化局時代，面對技術變革：包含電腦使用與教導、資訊網路發達電子資料庫的形成、外語能力逐日被要求加強的壓力等等。（3）人員變革方面，由以往管理者一改為服務者等，工作觀念不同又要組織文化被重塑；館員在組織變革中沒有受到應有重視與適度訓練。 經研究發現，變革的過程多會有陣痛期或混亂，組織在不同的改革階段會遭遇到不同的抗拒力和推力，變革成功與否，員工正是其中要素。經時間累積，公共圖館館員工作現況和工作滿足、將來需求，是研究項目，經研究發現： 一、館員面對結構變革之行政位階變化：館員認為非地方公務員可撼動，對之無顯著不滿足。但有館員期望成立市立圖書館，使公共圖書館業務、職責程度與行政位階能相當。 對薪資是不滿足的；職務列等也是無法工作滿足，但非實際對讀者服務之館員，對薪資是滿足的；此為其異。 若有高的職務列等之職缺，館員有八成會離職。公共圖書館對館員的激勵因素不足，可為警訊。 　　　二、館員對技術變革很注重，進修機會是影響工作滿足。擬參加訓練進修項目有圖書館營運行銷、電腦能力、外語等，專業性和知識性都兼顧。館員自我學習認知強烈，希望參加輔導體系舉辦的研習。 隨時代轉型，壓力成為普遍文明病，館員提出心靈成長、壓力紓緩、情緒管理等課程，是有別以往訓練需求。 三、館員自我期許以更熱忱服務讀者，呼應人員變革之「顧客導向」的經營理念重視，。與社區、學校或文史工作室資源結合，形成資源再利用與資源共享。以績效爭取行政體系（上級）關注。各種作為受到回饋、讚賞，工作滿足就高。 本研究經調查結果發現以下問題，值得討論： 一、館員建立專業形象與權威性，需要輔導系統更加重視訓練。 二、館員應持續發聲，減少數位資訊的「馬太效應」。　　 三、與網路爭取讀者時代來臨，公共圖書館館員要走出去、走入社區培養志工，如何將服務（各資訊）推廣出去，需活潑行銷方式。　　 四、時代需求、承上起下壓力，新增任務與服務目標： （一）徵集文獻、數位化壓力增加，資訊人力要栽培。 （二）對次級公共圖書館提出之輔導建議，無拘束力；輔導機制建立需要探討。 （三）採購法令壓力增加，如何建立「新知即時到館與行政程序同等重要」觀念，需得到行政部門的認同、協助。 五、「顧客導向服務」的壓力，館員應有「顧客應對」相關訓練課程、釋放壓力的能力。 六、館員專業和熱忱應並重，對社會要有敏銳度。 針對上述本研究發現和討論，對後續研究建議： 一、 研究對象可擴及所轄之分館、區圖書館館員為研究範圍，差異性將完整呈現。 二、 行政院推動社福機關行政法人化，對公共圖書館成立宗旨有無衝突、對館員心理衝擊、讀者權益增損、甚或對「弱勢優先」（Affirmation action）之影響等面向，建議後續研究可觀察研究。 三、 Ｅ化政府與地方公共圖書館連結：對於與民眾最接近和方便使用的地方--公共圖書館，其硬體設備和指導能力能否成為自動化無線網站的提供者；建議後續研究可觀察研究。 / Public departments are set up by part of the rights given up by the people, in order for the government to seek and create benefits for its citizens. When it comes to cultural heritage and propagation of knowledge, public libraries were established at all levels of administrative systems, so there are places available to the people to encourage reading, and form their habit of lifetime learning, thus to uplift the nation’s competitiveness. A famous remark from The Book of Changes: “Change, is the only thing constant”. Cultural growth is cyclic, in order to survive, organization has to pay attention constantly to its reformation. According to Leavitt, organization reformation is classified into 3 types: organizational reformation, personnel reformation, and technical reformation, these 3 are interrelated, but the essential is whether personnel, employees are willing to stay to strive with the organization, job satisfaction is fundamental. This is the motive of this study. Except Tainan Municipal Library, all the public libraries in different counties and cities of Taiwan Province were combined and became library section since the Cultural Center has established and built in the 80th. (1) Thus 2 levels were downgraded on their administrative systems, so they have to strive for budget and administrative resources with all sections of the Center. (2) 90th is the era for the Bureau of Culture, this was also the time that faced with technical reformation: including the pressure such in the using and teaching of computer, advanced information network took shape of electronic database, as the same time, to strengthen the comprehension of foreign languages. (3) In personnel reformation, the role that the librarians played has changed from a Manager to a Servant, the working concept is differed, at the same time, its organizational culture is being reshaped; Librarians did not receive the attention and appropriate trainings they deserved. Studies show that, there would be throes or chaos during the processes of reformation, the organization shall experience different resistances and thrusts in different phases of reformation, whether the reformation would succeed or not, employees are its essential factor. As time goes by, the public librarians’ current working situation, their job satisfaction, future demand are the subjects of the study, and study shows: I. Librarians facing the changes in the levels of administrative positions resulted form organizational reformation: librarians deemed this cannot be changed by the non-local public servants, therefore, no significant dissatisfaction is shown toward this matter. However, some public librarians that municipal libraries can be established, so that the operation, levels of job function and administrative positions of public libraries can be commensurate. There is dissatisfaction with the wages; job satisfaction cannot be met in terms of the ranking of duties, but not those librarians that actual serve the readers, they are satisfied with their wages; this is its difference. When there is job vacancy with higher ranking of duties available, most probably the librarians would leave their jobs. The encouraging factors of public libraries to their librarians are insufficient, this serves as a warning signal. II. Librarians pay much attention to the technical reformation, as further studies influence job satisfaction. Operation and marketing of libraries, computer skills and foreign languages are the subjects planned for training and further studies, these subjects covered both professional and intellectual knowledge. Librarians with strong recognition of self-learning, they expected to participate in the researches and studies held by the counseling and guidance system. As times keep on changing and transforming, “pressure” has become a common disease of civilization, librarians have proposed courses concerning spiritual growth, pressure relief, and emotional management, which are quite different from the training demands in the past. III. Librarians expect themselves to serve readers with more enthusiasm, this calls on to pay more attention on the management concept of “customer-orientation” in the personnel reformation, to combine with the resources of the communities, schools or the studios for literatures and histories, so that these resources can be reused and shared. To win the attentions from the administrative system (the superior) with one’s job performance. There would be higher job satisfaction as one’s performance receives reward and appreciation. The following issues have found from this study, which required further discussion: I. Librarians shall build up their professional images and authoritativeness, counseling and guidance system has to pay more attention on the related trainings. II. Librarians shall keep on expressing their opinions, so as to reduce the “Matthews Effect” in digital information. III. It’s the time to solicit readers through internet, public librarians need to extend outwardly, to involve in the training of volunteers for the communities, and more active marketing strategies would be required, in order to promote services (all kinds of information). IV. New missions and objectives of services shall be added to cope with the demand of the era, as well as the pressure of succession and heritage: (I) The pressure to collect documentations, and digitalization, training of information personnel is needed. (II) The guidance and suggestions proposed to the subordinate public libraries are not binding; further probing is required for the guiding system established. (III) More pressure concerning the rules and regulations for purchasing, how to build up the concept of “New knowledge arrive the library instantly is of the same important as the administrative procedures”, this requires recognition and assistance from the administrative department. V. The pressure of “Customer-oriented service”, librarians should take training courses related to “The right ways to communicate with customers”, and be capable to relieve their pressures. VI. Librarians should be both professional and enthusiastic, and keen to the society. Based on the aforementioned findings and discussion, follow-up study suggest that: I. The object of study can be expanded to include jurisdictional and regional librarians, thus their differences shall be revealed perfectly. II. “Administrative corporation” moved by the Executive Yuen for social welfare institutions, the following aspects should be further observed and studied in the follow-up study: whether is policy is conflict with the purpose in establishing public libraries, the mental distress it caused to the librarians, increase/lessen of readers’ rights and benefits, an even its effect to the “Affirmation action” III. Connection of E-government and local public libraries: a place nearest and most convenient for the public – public libraries, are their hardware facilities and instructing capability enable them to become the supplier of automatic wireless network? This requires further observations and studies in the follow-up study.

高科技產業在台灣已成為產業發展之主軸，而知識經濟更是目前各先進國家積極推動與發展之經濟。隨著知識經濟時代的來臨，知識成為企業組織提昇競爭力的關鍵資源，知識管理因而成為二十一世紀企業經營的重要潮流，也為在企業服務的圖書資訊專業館員帶來了許多機會與挑戰。圖書資訊學界向來以知識的管理者自許，在這波知識管理的熱潮中，專業館員應思調整心態，積極充實、培養參與知識管理所需之相關技能，以因應這個新經濟時代的來臨。 本研究旨在瞭解國內高科技產業知識管理團隊成員的需求、圖書資訊專業館員在參與企業知識管理團隊之情形、探討館員在企業知識管理團隊中扮演的角色，以及所需具備或加強之相關技能，做為日後參與高科技產業公司組織知識管理團隊之準備，並提供國內圖書資訊學教育界參考，以規劃相關課程訓練，培訓更多優秀的知識管理人才，使其在未來能協助企業界與其他機構進行知識管理，進而提昇台灣產業的競爭力。 本研究採用質化的深度訪談法，並輔以問卷調查法兩種方式進行研究調查。主要針對國內高科技產業知識管理團隊負責人及相關人員、高科技產業中已參與和即將參與知識管理團隊之館員、管理顧問公司經理人、以及知識管理軟體公司人員進行深度訪談，以瞭解高科技產業對於知識管理人才之需求，及館員在知識管理團隊中扮演的角色與貢獻，並輔以問卷調查之量化統計來歸納整理出高科技產業館員參與知識管理團隊所須具備之相關技能。 由上述研究結果發現：一、高科技產業理想的知識管理團隊成員為一跨領域的工作團隊；二、館員在企業知識管理團隊中雖非主導者，卻是不可或缺的成員；三、影響高科技產業圖書館員參與知識管理之關鍵因素為：(1)館員在企業組織的層級；(2)知識管理主導者對圖書資訊專業的瞭解程度；(3)館員的商業價值認知程度；(4)館員對領域知識內容的瞭解程度；(5)館員的人格特質及態度；四、館員在知識管理中扮演的角色及貢獻除知識分類外，尚可擔任其他新興角色；五、高科技產業圖書館員參與知識管理團隊所需之相關技能構面，以思考與態度技能為首、其次依序為圖書資訊管理技能、人際溝通技能、策略與商業技能、管理技能、企業相關法律/專利技能，以及資訊技術技能。 最後建議：一、高科技產業應延攬資訊內容領域人才加入知識管理團隊；二、館員應提昇相關技能，並積極爭取參與企業知識管理之機會；三、高科技產業應整合資料中心與其他相關單位為知識管理中心；四、圖書資訊學界應規劃切合業界需求之知識管理課程。 / Knowledge economy is the trend of most developed countries. With the coming of knowledge economy, the Knowledge Management (KM) becomes the key factor to improve the competitiveness of industry, especially for high-tech industry in Taiwan. Due to this, the KM brings a lot of challenges and opportunities to those professional corporate librarians who work in high- tech industry. To meet the challenge of KM, the competency owned by corporate librarian is very important. The purpose of this thesis is to investigate the qualifications of KM team members, the participation and role-play of professional corporate librarians within KM team, and the necessary competency of corporate librarians. The result of this study can be the reference framework for the high-tech companies preparing for the organization of KM. In addition, it could also give suggestions for curriculum development for the schools of Library and Information Science. This thesis employed a depth interview approach associated with questionnaire investigation. The people interviewed include all ranks of KM team, including the KM team leader or related role, corporate librarian, management consult companies, and KM software companies. They were requested to fill out the questionnaire forms about the competencies for KM as well. According to these questionnaire forms, the quantity measurement can give an indication of the importance of the competencies for corporate librarian participating in KM team. The findings of this thesis are the followings: (1) The ideal KM team of high-tech companies should be a multi-area combination; (2) The recruitment of corporate librarian in KM team can be beneficial; (3) The key factors influencing the participation of corporate librarian in high-tech KM team are (i) the hierarchical level in the organization, (ii) the sympathy of KM leader in library and information science, (iii) business sense of corporate librarian, (iv) the comprehension of corporate librarian in domain knowledge, (v) the personality and attitude of corporate librarian; (4) Corporate librarian can play the roles not only in knowledge classification, but also in other domains; (5) The most important competency of corporate librarian in high-tech industry KM team are thinking and attitude skills, follows by library and information science skill, communication skill, strategy and business skills, management skill, business law/patent skills, and information technology skill. The Suggestions include: (1) High-tech companies should recruit information content domain experts in KM team. (2) Corporate librarian should build up more critical competencies in order to get into the kernel of KM. (3) High-tech companies are encouraged to integrate corporate library with the other departments to establish a KM center. (4) Schools of library and information science should design new curriculum to satisfy the need of KM in Taiwan high-tech industry.

數位時代網際網路盛行，受到民眾喜愛但也改變了對圖書館的使用習慣，OCLC 在2005年《圖書館與資訊資源看法》(Perceptions of Libraries and Information Resources)的報告中，調查讀者的資訊尋求行為和習慣，發現讀者使用網路搜尋引擎的頻率和滿意度等各方面評價遠高於圖書館資源。此調查結果帶給圖書館事業一大衝擊，反思是否讀者並不瞭解圖書館的價值？圖書館能提供什麼資源與服務？以及圖書館員的能力可提供什麼協助？ 因此本研究旨在從圖書館的核心價值探討圖書館存在目的、功能和服務目標，從價值延伸出圖書館員的職責和角色，為以背負及擔任這些的任務和角色，進一步探討圖書館員需要哪些專業能力範圍與指標。本論文主要參考美國圖書館學會2004年擬定圖書館的11項核心價值，以及2008年擬定的《圖書館事業核心能力》作為焦點團體訪談議題的參考，經過三場焦點團體訪談後，擬定《我國圖書館價值和館員基本專業能力清單草案》，然後將此草案藉由問卷調查進行項目確認。 本論文研究結果產出我國圖書館價值共12項、圖書館員角色11項、圖書館員基本專業能力共8大範圍55項指標、數位時代圖書館新業務功能14項。研究建議包括提供中華民國圖書館學會作為圖書館價值與館員專業能力宣示文件之參考、提供國內圖書資訊學系所訂定學生專業能力之參考、提供圖書館任用新進館員與評鑑現有館員標準參考、對中華民國圖書館學會館員教育訓練之建議、提供我國圖書資訊學教育規劃之參考、提供我國圖書館人力資源規劃的指南、提供我國圖書館員繼續教育課程規劃之參考。 / Internet became more and more popular in the digital age, but it also changed the habits of library use by people. In 2005, there was a report from OCLC, “Perceptions of Libraries and Information Resources”, which investigated users’ information-seeking behavior and habits ,and found that the frequency and satisfaction in using the Internet search engine by users was much higher than library resources. The result of this investigation made a great impact on the librarianship to reflect that maybe users don’t really understand the values of libraries, and what resources and services can libraries provide, and the competencies of librarians can offer any assistance? This study aims to explore the core values, purpose, functions and objectives of libraries, and then extends to research the roles and the core competencies of librarians. This study used two research methods ,which were focus groups and questionnaire survey. There were two main references to focus group, the first one was “Core Values of Librarianship” from ALA in 2004, and the second one was “Core Competencies of Librarianship ” from ALA in 2008. After three interviews with focus groups, drew up “Draft Statement of Library Values and Core Competencies in Taiwan”. And then the draft was confirmed by questionnaire survey. The research findings are as follows:(1)summed up twelve library values; (2) summed up eleven roles of librarians; (3)summed up a list of core competencies of librarians in Taiwan including eight categories and fifty-five indicators; (4) summed up fourteen new functions of libraries in digital ages. Based on the final results of this research, several suggestions are as follows: (1)to provide a reference document as “The Declaration of Library Values and Core Competencies of Librarians” for Library Association of the Republic of China(Taiwan); (2)to provide a reference document for the college department of Library and Information Science to draw up core competencies of students;(3) to provide a reference standard for libraries to evaluate new librarians and existing librarians;(4) to provide some suggestions of education and training courses for Library Association of the Republic of China(Taiwan);(5)to provide a reference plan of education and training for the college department of Library and Information Science;(6)to provide indicators to human resources plan for libraries;(7)to provide reference plans of continuing education courses for librarians.

本研究主要目的有三：（一）調查我國大學圖書館館員在職訓練之內容與方式。（二）探討美國有關圖書館館員在職訓練之模式。（三）針對我國大學圖書館館員在職訓練之模式提出建議，供有關單位參考。 　　本研究係普查我國台灣地區五十所大學圖書館，以五十位館長為研究對象。採用自編的「我國大學圖書館館員在職訓練模式之研究」調查問卷為研究工具。並以FREQUENCY PERCENT分析大學圖書館現況，以CHI-SQUARE考驗本研究之各項假設驗證。 　　本研究依據研究結果，提出以下之意見。（一）、增加館員的員額以充裕人力資源，並定期或經常為其舉辦在職訓練，以影響大學的教學與研究功能之發揮。（二）、採用自動化作業，以提升服務品質，加速資料之處理。所以，應該經常不斷的辦理在職訓練，以配合圖書館自動化之發展。（三）、招募策略方面：若採內升方式，應進行在職訓練；若採外補方式，則應以對外公開招考為宜；晉升的標準，應由學校統一訂定晉升辦法。（四）、訓練經費方面：1、參加訓練費用，應完全由館方負擔；2、經費比例應寬列，每年以不低於5％為原則。但是，若正在進行自動化作業，則其館員之訓練經費比例，應酌予提高。（五）、訓練經驗方面：1、以配合業務發展為主。2、訓練需求：各大學圖書館多具強烈的在職訓練之需求，希有關單位能給予機會。3、訓練類別：應辦理編目館員訓練、光碟(CD-ROM)訓練、個人電腦訓練、網路訓練、圖書館綜合訓練、圖書館流通訓練、參考與採錄訓練、公用目錄(OPAC)等。4、辦理訓練方式：以自己館內訓練的方式為主，其次為：參加中國圖書館學會的訓練課程、指派館員參加其他訓練中心訓練班之訓練、委託廠商(vendor)代訓、補助館員自己進修、委託學校或政府訓練中心代訓。5、訓練方法：以參加短期管理訓練或講習為主，其次則可採用：實作示範法與館際相互訪問法、講述法、討論法、工作輪調法、練習法、個案研究、角色扮演法與自學教材法（如CAI）等。6、施訓時間：應利用寒暑假及上班時間。7、師資來源：宜由館內經驗豐富的資深館員指導新進館員訓練外，其次，對有關專業知識與技術，則應聘請專家學者。（六）、訓練成效方面：結訓時應撰寫心得報告。

隨著個人電腦與網際網路的普及，學生的學習方式依承載媒介與傳播模式的演進逐漸產生改變，並產生了不同的知識與學習需求。知識建構為一種以討論進行知識的重組與建構歷程，並從中達到激發創意的效果，利用知識建構學習方式固然能讓學生進行更深入的學習與互動，但仍有知識產出深度與參與程度不足等問題。為求更積極地培養學生知識建構能力、資訊素養技術，進而滿足並促進學生的學習效果。 身為學校知識薈萃之地的圖書館，除提供知識外，更應主動提供相關服務，不僅輔助學習者解決在資訊檢索時的問題或評估選擇的困難，同時也可協助教師，參與學習相關的工作。傳統圖書館在參與學生學習活動時，一般都是扮演被動提供學生所需資源的角色，然而隨著教學方式與資訊傳播媒介的轉變，圖書館的角色開始由被動提供學生所需資源到主動參與學生學習活動、課程的方向改變，走出原有傳統圖書館扮演功能的框架，逐步擴大其服務範圍。 本研究為了解圖書館員支援參與知識建構學習活動，是否真的能提升學生的知識建構學習成效與產生有效知識行為轉變，採取準實驗研究法，以知識建構理論為基礎的Knowledge Forum為學習平台，透過教材提供、教師與助教指導和館員協助不同學習階段進行知識建構學習，並以繪製概念圖為知識建構學習成效評量依據，驗證學生的知識成長與學習成效是否有顯著提升。在資料分析層面透過Knowledge Forum平台討論內容、學生三次概念圖作業成績與知識架構演進歷程、學生與館員互動的內容紀錄、期末報告與問卷等資料進行分析，以量化、知識結構和質性分析的方式，將概念圖進行矩陣處理後，利用UCINET社會網絡分析工具進行概念圖結構與知識組成的分析。 實驗結果可證明圖書館員參與知識建構學習確實有助於學生在知識結構層次的提昇及對於資料應用能力的增強。同時也從研究結果看出利用概念圖輔助學生進行知識建構學習，確實有助於學生知識建構歷程的記錄與成長，共計四點發現： 一、圖書館館員參與知識建構學習活動可促進學生更有效的共同知識建構行為的發生；二、圖書館館員參與知識建置學習活動能促進學生累積資訊素養技能與知識背景；三、圖書館館員參與知識建構學習活動促進學生概念圖的結構與命題內容轉變；四、以概念圖輔助學習能有效記錄學生的知識建構歷程與結構層次的轉變。 未來若能將此種圖書館館員支援參與知識建構學習的有效模式應用於其他學科的教學，將更能顯現出圖書館在教學過程中的重要性，且利於與教師和學生的合作經驗。 / As the increasing popularity of Internet, personal computers, and the evolution of information communication technology (ICTs), students' learning styles has also gradually changed for a variety of needs for knowledge and learning. Knowledge building, as an important concept, describes what a learning community needs to accomplish in order to create knowledge. It also refers to the process of creating new cognitive artifacts based on the common goals, group member discussions, and synthesis of ideas within community. Nevertheless, during the learning process of Knowledge building, there are some problems raised while guiding students to keep their in-depth discussion. In this study, we attempt to find out effective methodologies based on the assistance of library support, to promote learners’ participation, learning achievement and information literacy skills. First, this study introduces a way in which librarians participate in students’ learning process as tutor. Second, the research was conducted by quasi-experiment design; by which an on-line Knowledge Forum for students’ knowledge building learning environment is lunched. Discussion, learning activities and learning materials are delivered through Knowledge Forum. Researchers ask students choose one of four topics (Digital divide, Group dynamic, Attitudes and behavior change, Online persona) to discuss on Knowledge Forum. Students were asked to adopt concept mapping to construct their mind-map and knowledge flow in class. In addition, their learning performance was evaluated based on the process of knowledge mapping (3 times), the content of discussions, tasks, reports and grades. Their works of concept map were analyzed by UCINET, visualizing students’ mind changing, how they organized their knowledge, and to identify the positive effects on students’ performance. Moreover, the study also adopts various data gathering methodologies, such as questionnaires as well as the interaction records between librarians and students for overall understanding the Knowledge construction process. The results showed that librarians’ involvement in learning activities do help students’ improvement in knowledge constructing level, keeping their reflective process in-depth. The data also showed that students using concept maps in the knowledge building learning process as a sound way to assist their tasks accomplishment. This research suggests, in the future, there could be more successful collaboration, such as Knowledge building, among librarians, students, and teachers in different types of educational scenarios. Both educators and students will not only understand the importance of the Knowledge construction for better learning performance but also aware librarians as well as their service as an indispensable role in better education setting.

本研究旨在探討我國數位典藏館員專業能力，以深度訪談法了解數位典藏計畫、數位典藏工作範圍、功能、角色與能力之看訪，並了解數位典藏館員在數位典藏工作上所遭遇的困難與教育需求。本研究之研究目的為：(1)探討數位典藏的意涵、功能與數位典藏計畫；(2)探討數位典藏館員角色、工作範圍與專業能力；建構數位典藏館員專業能力清單，包括：館員工作範圍、能力領域與能力指標。 本研究透過內容分析與深度訪談探討我國圖書館數位典藏館員專業能力，透過內容分析建構十領域36項指標，以作為意見調查之基礎，經過深度訪談與意見調查，獲得以下幾點結論：(1)定義數位典藏係將有保存價值之實體或非實體資料，透過數位化技術予以保存以提供服務與應用。其範圍涵蓋技術、內容、服務及社群四方面，主要目的在於確保所有數位資料的可用性、持久性、及智慧整合，其具有文化典藏、學術研究、教育與學習、以及加值應用等價值；(2)數位典藏的功能以典藏、加值應用、教學最受受訪者認同；(3)受訪機構大部分仍持續進行的數位典藏；(4)數位典藏館員角色以數位典藏推廣者、文化保存者、資訊服務提供者最受受訪者認同；(5)數位典藏工作部分以委外工作人員、聘請計畫助理與工讀生等方式進行進行；(6)數位典藏館員意見調查修正數位典藏館員專業能力清單提出十領域39項能力指標；(7)數位典藏館員對於能力領域劃分較無太大更動，能力指標以metadata基礎編目能力、溝通協調能力、了解數位典藏理論基礎、具備法律相關知識、對典藏品主題背景應具備了解能力、具備文物保存的基礎知識最受認同；(8)數位典藏館員能力指標依據數位典藏館員類型不同而有所差異；(9)數位典藏館員的困難大多來自於經費、人力與授權；(10)數位典藏館員的教育需求對於透過定期教育訓練培養、和透過工作坊、研討會論壇培養、與經驗的傳承，最受認同。 針對所獲得之結論，本研究提出下列幾點建議：(1)本研究建構之數位典藏館員專業能力清單建議應用在圖書館數位典藏工作能力參考與教育訓練；(2)數位典藏館員加強資訊與數位技術領域方面能力的基礎知識；(3)數位典藏館員遭遇經費與人力困難，希望圖書館能有不同管道獲取經費；(4)數位典藏工作相關教育單位應經常定期開設數位典藏相關教育課程。 / The topic of this study is to examine Digital Archives Librarian’s Competencies in Taiwan. The main purposes of the study are as follows: (1) To investigate the meaning, function of Digital Archives and Digital Archives Program; (2) to examine the role, scope of work and competence of Digital Archives Librarian; (3) Construct Digital Archives Librarians’ elements of proficiency competence, including: scope of work, range of capacity and capability indicators. The conclusion of this study is summarized as follows: (1) Digital Archives is the entities preserves valuable information, and is maintained through the technology of digitalization to provide services and applications. Its’ ranging from the aspects of technology, content, services and the community, the main purpose is to ensure the availability, persistence, and intelligent integration of all digital data, which has cultural the value of reservation, academic research, education and learning, and reservation value-added applications. (2) Digital Archives featuring to collection, value-added applications and teaching are accepted by the most of the respondents archiving. (3) The majority of respondents are still archiving Digital Archives. (4) The roles of the Digital Archives Librarian as reservation, culture preserver and information service provider are agreed by most of the respondents promoter. (5)Preserver and part of the work of Digital Archives to commission contracted sustainability staff, hire project assistants and students part-timers and other ways to attain carry on. (6) Digital Archives Librarian’s opinions amended digital Archives librarian’s list of 10 fields of professional competence of the proposed capacity of 39 indicators. (7) Digital Archives Librarian does not respect the areas of capacity divided much changes, capacity indicators for metadata-based cataloging capabilities, communication skills, understanding of digital Archives theoretical foundation, with legal knowledge, for collection of product themes should have the capacity to understand, with a heritage preservation foundation knowledge of the most recognized.(8) Capacity index digital Archives librarians vary according to their type. (9) Most Digital Archives Librarian’s difficulty came from the funds, manpower and authorization. (10) Digital Archives Librarian’s educational needs of the most recognized are education and training for the periodic training, and through workshops, seminars, forums culture, heritage and experience. Four conclusions are made after studying all the data: (1) Listing Digital Archives Librarian’s capabilities advice can be applied to the library’s digital Archives’ work and as work reference with education and training. (2)Digital Archives Librarian strengthen basic information and knowledge in the field of digital technical capabilities. (3) Digital Archives Librarian encounter difficulties in funding and manpower, hoping to have a different library to obtain funding for the pipeline. (4) Digital Archives’ related educational institutions should regularly open Digital Archives related educational programs.

京都大学 / 0048 / 新制・課程博士 / 博士(教育学) / 甲第18736号 / 教博第174号 / 新制||教||153(附属図書館) / 31687 / 京都大学大学院教育学研究科教育科学専攻 / (主査)教授 川崎 良孝, 准教授 佐藤 卓己, 准教授 服部 憲児, 教授 塩見 昇(大阪教育大学) / 学位規則第4条第1項該当 / Doctor of Philosophy (Education) / Kyoto University / DGAM

博士(技術経営) / Doctor of Philosophy in Technology and Innovative Management / 同志社大学 / Doshisha University

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