Orientador: Regina Célia Bega dos Santos / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Geociências / Made available in DSpace on 2018-08-16T09:59:32Z (GMT). No. of bitstreams: 1 MarangoniFilho_Mario_D.pdf: 35743594 bytes, checksum: 7a2f77b4a5a7d7b55dc0ff650ecce732 (MD5) Previous issue date: 2010 / Resumo: Esta pesquisa sobre planejamento urbano e o espaço de Mogi Guaçu procura compreender como deve ser o planejamento urbano para o crescimento das cidades médias com vitalidade urbana. A pesquisa contém uma revisão de literatura e de legislação; caracteriza a cidade de Mogi Guaçu como uma cidade média; verifica os antecedentes históricos e a formação da cidade; as novas centralidades de comércio e serviços; os planos diretores anteriores para verificar se as suas propostas continuam válidas para o planejamento da cidade e faz um levantamento e uma discussão da revisão do Plano Diretor de Desenvolvimento Integrado - PDDI de 2008. Considera que o plano diretor de pequenas cidades e de cidades médias deve ser elaborado como um plano de urbanismo, incluindo um zoneamento urbanístico e territorial, as diretrizes viárias para o município, as questões das áreas verdes e de recreação e também uma análise do conteúdo mínimo estabelecido na lei federal Estatuto da Cidade para verificar se é adequado para o planejamento urbano local. O trabalho identifica os vazios urbanos para o crescimento da cidade e verifica que, em sua totalidade de 3,25 km², comportam o crescimento urbano de Mogi Guaçu até o ano de 2017, sem a necessidade de ampliação do perímetro urbano. Algumas ideias de Jane Jacobs (2000) para o planejamento urbano são adequadas para a cidade de Mogi Guaçu: estimular a diversidade de usos e de usuários em uma mesma área da cidade; interpenetração de vizinhanças, cujos usuários e proprietários possam contribuir para a segurança pela simples presença nos locais como comércio e serviços; evitar as fronteiras desertas em áreas verdes e muros extensos de condomínios fechados; estimular forças econômicas construtivas e projetos pessoais e explicitar a ordem visual das cidades. O zoneamento urbano de Mogi Guaçu permite a diversidade de usos e de usuários em um mesmo local da cidade, de forma que as habitações, comércio e os serviços possam ser localizados próximos. A pesquisa verifica que existem possibilidades de implantação de novas áreas verdes de lazer, na zona sul junto ao Córrego dos Macacos (já em realização pela administração municipal), na zona norte e na zona leste junto ao Córrego dos Ipês. No centro da cidade o trabalho indica a possibilidade de revitalização do Parque dos Ingás e a implantação de área verde de lazer na margem do Rio Mogi Guaçu, na área Taguaçu, com a possibilidade de aproveitamento do potencial de lazer do Rio Mogi Guaçu, aumentando a sua visibilidade e o uso das águas urbanas como um valioso recurso paisagístico / Abstract: This research on urban planning and space in the city of Mogi Guaçu seeks to understand how urban planning should be for the growth of medium-sized cities with urban vitality. The research contains a review of literature and legislation, characterizes the city of Mogi Guaçu as a city average; finds the historical background and training of the city, the new centers of commerce and services; master plans prior to check that their proposals are still valid for the planning of the city and do a survey and a discussion of the revision of the Master Plan for Integrated Development - PDDI 2008. Considers that the master plan for small towns and medium cities should be designed as an urban design plan, including zoning and urban planning, guidelines for the county road, the issues of green space and recreation and also an analysis of the minimum content established in federal law Statute of the City to verify whether it is appropriate for the local urban planning. The study identifies urban voids for the growth of the town and finds that, in its entirety from 3.25 km², contain urban growth of Mogi Guaçu until the year 2017, without the need to expand the urban perimeter. Some ideas of Jane Jacobs (2000) for urban planning are appropriate for the city of Mogi Guaçu: boosting the diversity of uses and users in the same area of the city; interpenetration of neighborhoods, whose users and owners can contribute to security by mere presence in places such as commerce and services; avoid the border desert into green areas and extensive walls of condominiums, stimulate economic forces constructive and personal projects and explain the visual order of the cities. The zoning of Mogi Guaçu allows for diversity of uses and users in one location in town, so the housing, commerce and services can be located nearby. The research finds that there is scope for deployment of new green areas for leisure, in the southern area along the stream Córrego dos Macacos (already under implementation by the municipal administration), in the north and east along the stream of Ipês. In the downtown work indicates the possibility of revitalizing the Park Ingás and deployment of green area for recreation on the river Mogi Guaçu, Taguaçu area, with the ability to harness the potential of leisure river, increasing its visibility and use of urban water as a valuable resource landscape / Doutorado / Análise Ambiental e Dinâmica Territorial / Doutor em Ciências

本研究旨在瞭解臺北市政府都市發展局(以下簡稱都發局)員工工作生活品質與工作績效關聯之現況，探討個人屬性在工作生活品質與工作績效之差異性，及工作生活品質與工作績效間相關性，研究並提供為主管機關改善都發局員工工作生活品質及工作績效參考，提升組織效能。 本研究係採問卷調查法，問卷經預試修正後，以臺北市政府都市發展局為研究母群體，採抽樣調查方式施測，共202份有效問卷。研究問卷內容包括工作生活品質量表、工作績效表及個人基本資料。問卷資料蒐集運用電腦統計套裝軟體SPSS 進行統計與分析，以敘述性統計分析、獨立樣本T檢定、單因子變異數分析、相關分析及多元迴歸分析等推論性統計方法來進行資料處理，本研究經實證研究分析，歸納結果如下： 一、都發局員工對工作生活品質知覺平均有70.79%表示滿意。各因素平均數比率，以「工作層面」最高(73.44%)，其次為「組織層面」(70.24%)，以「個人層面」最低(66.20%)。 二、都發局員工對工作績效程度平均有75.95%表示認同。各因素平均數比率，以「脈絡性績效」最高(79.83%)，其次為「適應性績效」(74.70%)，以「任務性績效」最低(72.30%)。 三、不同個人背景屬性之都發局員工對工作生活品質知覺之差異情形，其中教育程度具有顯著差異存在。 四、不同個人背景屬性都發局員工對工作績效程度之差異情形，其中職務、婚姻狀況、年齡及本機關服務年資等四項具有顯著差異存在。 五、工作生活品質及其因素與工作績效間均具正相關性。 六、工作生活品質構面中「個人層面」及「工作層面」構面等因素對「任務性績效」具有16.3%預測力；另「個人層面」因素對「脈絡性績效」具有19.2%預測力；「個人層面」因素對整體「工作績效」具有19.8%預測力。 根據實證研究及統計分析結果，提出建議如下: 一、對機關行政管理上之建議:增加員工的工作成就感；適度調整福利待遇，以提升員工士氣；建立公平的升遷、考核制度；激發同仁的團隊合作；建立職務輪調機制；定期舉辦員工與局長有約，以瞭解基層心聲。 二、對人事單位之建議：改善機關的獎勵作業方式；增加多元化的訓練課程；加強員工尊榮感；協助員工轉介協談，紓解工作壓力。 三、對員工個人之建議：強化個人對工作的正向思考；加強學習新知的動力；勇於面對環境的變動與未來的挑戰。 關鍵詞：工作生活品質、工作績效、臺北市政府都市發展局 / The purpose of this research is to understand the situation of quality of working life and job performance of civil service personnel of urban development bureau of taipei city government. It discusses the differences of personal property between quality of working life and job performance and the relationship between quality of working life and job performance. It also provides advices for controlling organization to improve the quality of working life and job performance of civil service personnel to increase organization efficiency. Questionnaire survey method is employed in this research while it makes use of urban development bureau of taipei city government and its affiliated civil service personnel as its subjects of research. There are 202 copies of questionnaire are valid. The content of questionnaire includes the scale for quality of working life, scale for job performance of employee and personal information.It uses statistic software SPSS to analyze these data.Descriptive statistics analysis, t-Test, One way ANOVA, Pearson product-moment correlation and multiple-regression analysis are used to process these information. The results are as follows: 1. An average of 70.79% of urban development bureau of taipei city government and its affiliated civil service personnel present their degree of satisfaction about quality of working life.The degree of satisfaction with “work stratification plane” is the highest among all factors (73.44%), and others in order are: “organization stratification plane (70.24%),” and “individual stratification plane (66.20%).” 2. An average of 75.95% of urban development bureau of taipei city government and its affiliated civil service personnel has shown their agreement on job performance.The degree of satisfaction with “contextual performance” is the highest among all factors (79. 83%), and others in order are: “adaptive performance (74.70%),”and “task performance (72.30%)”. 3. Different backgrounds of the public official of urban development bureau have shown different degree of perceptions about quality of working life. Among all the factors, educational background have the most obvious difference. 4. Different backgrounds of the public official of urban development bureau have shown different degree of perceptions about job performance. Among all the factors, position,marital status ,age and the age service seniority have the most obvious difference. 5. Between the quality of working life and the job performance, their factors are all positive related. 6. In the aspect of the quality of working life, it is found that employees have a 16.3% of predicting power to “task performance” regarding the factors of “individual stratification plane ” and “work stratification plane”; There is a 19.2% of predicting power to“contextual performance” regarding the factors of “individual stratification plane”; There is a 19.8% of predicting power to job performance regarding the factors of “individual stratification plane”. According to the research and statistic analysis, suggestions are presented as follows: 1. The recommendation of administrative management: Increasing employee job satisfaction; Appropriately adjust the benefits to boost staff morale;Establishing a fair promotion and performance appraisal system;Inspired team of colleagues;Establishment of job rotation mechanism;. 2. The recommendation of the personnel unit: Practices to improve the agency's award; Increasing a variety of training courses ; Increasing in staff a sense of honor; On the referral agreement to help staff to relieve work pressure;Regular discussions with employees to understand the aspirations of the grassroots. 3. The recommendation of personal:Strengthening the positive thinking individuals to work ;Enhancing motivation to learn new knowledge;The face of environmental changes and future challenges. Keywords: quality of working life, job performance, urban development bureau of taipei city government

有關政府採購研究，現行大部分關注在法律層面、制度層面。本研究擬從政策變遷與宏觀角度切入，就發包中心設置過程因果關係，發現決策者信念、政策中間人、聯盟運作等對政策影響。本文擬透過Sabatier & Jenkins-Smith 所建構政策倡議聯盟架構（Policy Advocacy Coalition Framework，[PACF ]），從不同面相研究觀察，以宏觀之政策面，研究分析市府發包中心重新設置之動態過程。 本研究採文獻分析法、深入訪談及焦點團體訪談法，分析探討1995至2015年臺北市政府聯合採購發包中心設置之政策變遷過程。藉由分析架構內外在系統的影響因素，探討執政輪替與決策者的信念是否為影響政策變遷主要因素。經研究發現：第一，市府倡議聯盟間（發包中心與洽辦單位、集中採購與分散採購）透過政策導向的學習，跨越聯盟達成共識。第二，避免陳水扁時代採購案件延宕，改以折衷版集中採購。第三，柯文哲市長主張集中採購，設置發包中心政策是其競選政策白皮書。第四，市府發包中心設置政策變遷主因，決策者信念與執政輪替。 / With regard to government procurement research, most of them focus on the legal and institutional aspects. This study intends to proceed from the perspective of policy changes and macroeconomics. It will investigate the cause-and-effect relationship of the setup process of the contract issuing center, and discover the impact of decision makers' beliefs, policy middlemen, and alliance operations on the policy. Using the policy advocacy coalition framework (PACF) constructed by Sabatier & Jenkins-Smith , we observe and analyze the dynamic process of the resetting of the city's outsourcing centers. This study used document analysis, in-depth interviews, and focus group interviews to analyze and explore the process of policy changes at the Joint Purchasing and Contracting Center of the Taipei City Government from 1995 to 2015. By analyzing the influencing factors of the internal and external systems of the architecture, it is discussed whether the alternation of governance rotation and decision makers' beliefs are the main factors affecting policy changes. The study found that: First, the city’s initiative among the alliances (contracting centers and contact agencies, centralized procurement and decentralized procurement) through policy-oriented learning, reached consensus across the alliance. Second, to avoid delays in Chen Shui-bian’s era of procurement cases , it used eclectic centralized procurement. Thirdly, Mayor Ko Wen-je advocated centralized procurement and set up a contract center policy as a white paper on his election policy. Fourth, the main reasons for the policy changes in the city's outsourcing centers are decision makers' beliefs and governance rotation.