Abstrakt I den svenska sjökaptensutbildningen ingår 360 dagars fartygsförlagd utbildning. Under utbildningen ombord finns en utsedd handledare till hjälp för att utveckla och stötta studenten. Syftet med denna studie är att belysa handledares upplevelser av studenters förmåga att hantera tiden ombord, uppfattningen om den egna rollen som handledare samt synen på upplägget av den fartygsförlagda utbildningen. Studien utgörs av en kvalitativ intervjustudie där sju yrkesverksamma handledare från fyra olika rederier har intervjuats. Valet av en kvalitativ studie bestående av intervjuer gjordes för att kunna fånga respondenternas uppfattningar och upplevelser samt skapa en möjlighet för utvecklade resonemang. Studien avgränsas till svenska handledare för sjökaptensstudenter på svenskägda produkttankfartyg. Studiens resultat visar att handledarna är positiva till handledarskapet och de möjligheter som detta medför för studenterna men också för möjligheten att som handledare kunna påverka sina framtida kollegor. Resultatet visar också att det finns möjligheter för studenterna att kunna få ut mer av sin praktik. Ett exempel på detta är att utnyttja lediga söndagar till att fördjupa sina kunskaper, lediga dagar som för varje student är sammanlagt 52 dagar. / Abstract Within the Swedish Master Mariner programme 360 days of onboard training are included. A supervisor is designated on board during the internship, with the task of helping to develop and support the student. The aim of this study is to illuminate: the supervisor’s experiences of the student’s ability to handle their time on board, their thoughts about their own role, and the arrangement of the onboard training. This is a qualitative study in which seven supervisors, active in four different shipping companies were interviewed. The selection of this type of study was based on the fact that interviews would capture the respondents’ perceptions and experiences, and at the same time allow for them to develop their reasoning. The selection of respondents in this study was limited to Swedish supervisors for Master Mariner students employed in Swedish-owned product tankers. The study reveals that the supervisors are positive about their role and the opportunities that the training generates for the students, and also about their own influence on their future colleagues. The study also reveals that students may gain more from the internship by utilising their rest days. Each student has a total of 52 rest days during the internship.

A pre- and postexperimental design with a control group was used to evaluate the effectiveness of a management development program. Subjects were 48 first line staff supervisors employed by a major manufacturing company. The training group subjects (n = 24) attended the company's 1-week training program. Subjects in the control group (n= 24) were similar with respect to plant location, job assignment, etc. A 42-item employee-opinion questionnaire was constructed to measure supervisory style and work.-group climate. The subjects' subordinates (n = 313) completed the questionnaire before and after training. Eleven items identified by content analysis as most relevant to the training content comprised the measure of training effectiveness. An analysis of covariance was performed using the pretest as the covariate. Results indicated no significant training effects.

Supervisors are the primary drivers of performance management; however, little is known about factors that influence their implementation of these systems. The purpose of this study was to investigate how a supervisor individual difference—implicit person theory (IPT)—differentially predicts supervisor behaviors during, as well as both supervisor and employee reactions to appraisal interviews. In Study 1, MBA students reported their supervisors’ behaviors during their most recent performance appraisal interview (Time 1) as well as their subsequent reactions (i.e., perceived satisfaction, utility, success, supervisor support; Time 2). Their supervisors completed a measure assessing their own IPT (Time 3). Findings suggest that supervisors’ task-oriented behaviors predicted perceived satisfaction, utility, and success of the appraisal interviews, while supervisor’ relational-oriented behaviors predicted perceived supervisor support. In Study 2, supervisors recruited via MTurk completed all measures from Study 1 except perceived success. Results suggest that IPT was positively related to task-oriented behaviors and perceived utility, task-oriented behaviors mediated the relationship between IPT and all three reaction measures (i.e., perceived satisfaction, utility, and supervisor support), and relational-oriented behaviors significantly predicted supervisors’ perceived support. Overall, findings suggest that supervisors who believe people can change (hold a more incremental IPT) display more task-oriented behaviors during and see more utility in appraisal interviews. Additionally, task-oriented behaviors emerged as the key mechanism linking supervisors’ IPT and reactions to appraisal interviews. These findings demonstrate that supervisor individual differences, such as IPT, can influence performance appraisal and management outcomes.

Made available in DSpace on 2016-07-27T14:18:42Z (GMT). No. of bitstreams: 1 Helcia Daniel da Silva.pdf: 2482969 bytes, checksum: 483bb129cf507e1641a0579390cc77d0 (MD5) Previous issue date: 2015-12-02 / The work of health professionals from a municipal capital Institution has been marked by a context of decentralization and adjustment in seeking cooperation between peers, but intensification, discontent, socio-professional conflicts in recent years. The form of management and the power has flaws that end up invading the subjectivity of the worker, bringing implications disfavor both the employee and the organization in regard to efficiency and productivity. This context has developed new forms of work organization, influencing their social and professional relationships and their experiences of pleasure and suffering. This thesis aimed to investigate and analyze bullying a group of employees of a Public Institution Municipal starting from the clinical and psychodynamic approach to work. To do so, it sought to diagnose and analyze the existence of processes related to bullying and its causes, specifically in the area of the northwest district of a city in the Midwest of the country, found profiles of likely harassers and harassed relating the real foundation of the object, along the organization s characteristics, experiences of pleasure and workers suffering, the use of subjective mobilization, and his other defensive strategies used by the individual or group to the suffering generated by the constraints at work and manifestation of bullying. Finally, he sought to use the clinic psychodynamics of work through collective discussion space. Some steps have been developed to achieve this goal. The first was based on a documentary analysis, which found the possibility to analyze the suffering of indicators in relation to bullying in the specific department of the human resources department. This first step also involved a willingness to help, through documents with suffering indication. In the second step, it was presented in the form of lectures, presenting concepts, features and profiles of the harasser and harassed, about 300 people were present. Followed by the stage of inviting participants, via telephone, e-mail, those who responded to written questions random and available in talks over who would have lived, or who still lives or experienced bullying at work. And finally made the collective discussion with guiding questions to both groups surveyed, agents and their supervisors. The questions were divided into subcategories, bullying, work organization and subjective mobilization. The meetings had the same development on the methodology, considering the clinical psychodynamics of work. The test results indicate the presence of bullying, highlighting the first group of professionals, with the existence of subjects with stalkers profiles that caused suffering to certain participants. In the second group, it identified bullying of some professionals for supervisors as a means justifiable, the political bias of some agents. As regards the organization of work, considering the experiences of pleasure and pain sent the correlations of the form of management and hierarchy criteria, conflicts in professional social relations of these hierarchies or pairs, overload, lack of recognition the two groups, but emphasizing the subjectivity. Finally, we studied the agents and their supervisors in a particular demographic area. What is established is that the result of the comparison and realization of this insight not only results in changes in language and form of management, but the characteristics of the worker, as both agent and supervisor. / O trabalho dos profissionais de saúde da Instituição pública municipal da capital tem sido marcado por um contexto de descentralização e ajuste na busca de cooperação entre pares, porém de intensificação, descontentamento, conflitos sócio-profissionais nos últimos anos. A forma de gestão e o poder têm falhas que acabam invadindo a subjetividade do trabalhador, trazendo implicações que desfavorecem tanto o trabalhador quanto a organização no que tange à eficiência e produtividade. Este contexto desenvolveu novas formas de organização do trabalho, influenciando suas relações sócioprofissionais e suas vivências de prazer e sofrimento. Essa tese teve como objetivo investigar e analisar o assédio moral num grupo de trabalhadores de uma Instituição Pública Municipal partindo da abordagem da clínica e psicodinâmica do trabalho. Para tanto, buscou diagnosticar e analisar a existência de processos relacionados ao assédio moral e suas causas, especificamente na região do distrito noroeste de um cidade no centro-oeste do país, verificou perfis de prováveis assediadores e assediados relacionando a real fundamentação do objeto, junto às características da organização, as vivências de prazer e sofrimento do trabalhador, o uso da mobilização subjetiva, e sua demais estratégias defensivas utilizadas pelo indivíduo ou grupo em relação ao sofrimento gerado pelos constrangimentos no trabalho e da manifestação do assédio moral. E por fim, buscou utilizar a clínica da psicodinâmica do trabalho através do espaço de discussão coletivo. Foram desenvolvidos alguns passos para alcançar esse objetivo. O primeiro baseouse em uma análise documental, a qual, verificou a possibilidade em analisar os indicadores de sofrimento em relação ao assédio moral no departamento específico de recursos humanos da organização. Esse primeiro passo também envolveu a disposição de ajudar, através de documentos com indicação de sofrimento. No segundo passo, foi apresentado em forma de palestras, apresentando conceitos, características e perfis do assediador e assediado, Cerca de 300 pessoas estavam presentes. Seguiu-se a fase de convidar os participantes da pesquisa, via telefone, e-mail, aos que responderam às questões aleatórias escritas e disponíveis nas palestras sobre quem teria vivido, ou quem ainda vive ou vivenciou o assédio moral no trabalho. E finalmente foi feita a discussão coletiva com questões norteadoras com os dois grupos pesquisados, os agentes e seus supervisores. As questões foram divididas nas subcategorias, assédio moral, organização do trabalho e a mobilização subjetiva. Os encontros tiveram a o mesmo desenvolvimento diante da metodologia, considerando a clínica psicodinâmica do trabalho. Os resultados das análises indicam a presença de assédio moral, sobressaindo o primeiro grupo de profissionais, com a existência de sujeitos com perfis de assediadores que causavam sofrimento a determinados participantes. No segundo grupo, identificou-se assédio moral de alguns profissionais para com os supervisores como meio justificável, o favorecimento político de alguns agentes. No que se concerne à organização do trabalho, considerando as vivências de prazer e sofrimento remeteu-se as correlações da forma de gestão e dos critérios de hierarquia, aos conflitos nas relações sócio profissionais dessas hierarquias ou de pares, à sobrecarga, à falta de reconhecimento dos dois grupos, porém enfatizando a subjetividade. Enfim, estudou-se os agentes e seus supervisores numa determinada região demográfica. O que se estabelece é que o resultado da comparação e realização desse insight não se resulta em apenas mudanças na linguagem e na forma de gestão, mas, em características próprias do trabalhador, tanto como agente, como supervisor.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-12-11T11:58:19Z No. of bitstreams: 1 Luciana Patricia Albuquerque de Paula.pdf: 844793 bytes, checksum: 0d62eb05145dcb2d72041bd0b822b812 (MD5) / Made available in DSpace on 2018-12-11T11:58:19Z (GMT). No. of bitstreams: 1 Luciana Patricia Albuquerque de Paula.pdf: 844793 bytes, checksum: 0d62eb05145dcb2d72041bd0b822b812 (MD5) Previous issue date: 2018-10-31 / This research had the general objective to develop a proposal for supervising action for the orientation and follow-up of the formation processes in context, developed by pedagogical coordinators with the teachers, in the thematic evaluation of learning. For the elaboration of the proposal, we look for theoretical references that subsidize the understanding of the role of the school supervisor and the pedagogical coordinator in the daily school life; the analysis of the concepts built on formation processes in context in the educational units; and the conceptions that underlie the evaluation process of classroom learning. The proposal consisted in organizing mentoring meetings, inspired by the tutorial actions developed by Fundação Itaú Social, together with the pedagogical coordinator, to carry out activities such as diagnosis of the school context, analysis of pedagogical documentation, monitoring and structuring of their work routine. The research of qualitative approach involved the obtaining of descriptive data, through questionnaires and a collective interview for submission of the proposal of supervisory action to pedagogical coordinators and school supervisors, linked to the Municipal Department of Education of São Paulo, aiming to gather data about the usefulness, viability and modifications relevant to their implementation. The result of the research was the presentation of a proposal for a supervisory action that emphasizes a proactive role of the school supervisor in daily observation, reality analysis, discussion of referrals and formation strategies with the pedagogical coordinator, indicating the need to build links and partnerships that allow the follow-up, orientation and evaluation of the educational unit, as well as promote the process of awareness and involvement, both of pedagogical coordinators and the school supervisor, in a qualified work of evaluating learning and strengthening of formation spaces in context / Esta pesquisa teve por objetivo geral desenvolver proposta de ação supervisora para a orientação e acompanhamento dos processos de formação em contexto, desenvolvidos por coordenadores pedagógicos junto aos docentes, na temática avaliação da aprendizagem. Para a elaboração da proposta, procuramos por referenciais teóricos que subsidiassem a compreensão do papel do supervisor escolar e do coordenador pedagógico no cotidiano escolar; a análise dos conceitos construídos sobre processos de formação em contexto nas unidades educacionais; e, as concepções que fundamentam o processo de avaliação da aprendizagem de sala de aula. A proposta consistiu em organizar encontros de tutoria, inspirados nas ações de tutoria desenvolvidas pela Fundação Itaú Social, junto ao coordenador pedagógico, para realização de atividades como diagnóstico do contexto escolar, análise de documentações pedagógicas, acompanhamento e estruturação de sua rotina de trabalho. A pesquisa de abordagem qualitativa envolveu a obtenção de dados descritivos, por meio de questionários e entrevista coletiva para submissão da proposta de ação supervisora à coordenadores pedagógicos e supervisores escolares, vinculados à Secretaria Municipal de Educação de São Paulo, visando reunir dados acerca da utilidade, viabilidade e modificações pertinentes à sua implementação. O resultado da pesquisa foi a apresentação de uma proposta de ação supervisora que sublinha uma atuação propositiva do supervisor escolar na observação do cotidiano, análise da realidade, discussão dos encaminhamentos e estratégias formativas junto ao coordenador pedagógico, indicando a necessidade de construção de vínculos e parcerias que permitam o acompanhamento, orientação e avaliação da unidade educacional, bem como impulsionem o processo de conscientização e implicação, tanto de coordenadores pedagógicos quanto do supervisor escolar, em um trabalho qualificado de avaliação da aprendizagem e fortalecimento dos espaços de formação em contexto

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-12-11T11:58:30Z No. of bitstreams: 1 Mariana Fernandes Panizza.pdf: 794674 bytes, checksum: f57ad7551afed5144bc7de585f4af49a (MD5) / Made available in DSpace on 2018-12-11T11:58:30Z (GMT). No. of bitstreams: 1 Mariana Fernandes Panizza.pdf: 794674 bytes, checksum: f57ad7551afed5144bc7de585f4af49a (MD5) Previous issue date: 2018-10-01 / This study aimed to comprehend the needs, challenges and formative possibilities of the school management in the kindergartens affiliated to the Education Municipal System (EMS) of São Paulo and to suggest markers for the managers’ formation in the school supervision role which collaborate and qualify the educative actions built with babies and children in the Children Education. The research presented this problematization: how the school supervision may contribute to the formative needs of the school management of the kindergartens affiliated to the system. In order to develop this work, a qualitative approach was used with the aim to recognize through the narrative interview, with four subjects, two double of managers (Direction and Pedagogical Coordination), inspired in the theories of Josso (2004, 2007); Souza (2007); André (2008). The historical contextualization of the kindergartens in the city of São Paulo was supported by authors as Haddad, Campos and Rosemberg (1991), Sanches (2003), Kulmann Jr. (1998) and Franco (2012 and 2015). The comprehension about the meaning of the childhood was based on Arroyo (1994). In order to discuss the continuing education and the school management, the theoretical assumptions of Nóvoa (2002, 2007 and 2009), Garcia (1999), Souza and Placco (2015), Salmaso (2012), Rangel (1998), Possani (2012) and Libâneo (2001) were used. The analysis of the narratives was made from the needs, challenges and formative possibilities presented by the managers. This study resulted in markers to a formative proposal which, through an integrated schedule between the kindergarten, the pedagogical department of the Regional Education Directory and the School Supervision, contemplate the kindergartens’ scarce formation in order to overcome the challenges, therefore we highlight conceptions and intentions which need to be present in the formative proposal / O presente estudo teve por objetivo, compreender as necessidades, desafios e as possibilidades formativas da gestão nas creches conveniadas da Rede Municipal de Educação (RME) de São Paulo e propor indicativos, para formação dos gestores no papel da supervisão escolar, que colabore e qualifique as ações educativas construídas com bebês e crianças na Educação Infantil. A pesquisa apresentou a seguinte problematização: como a supervisão escolar pode contribuir com as necessidades formativas da gestão escolar das creches da rede conveniada. Para o desenvolvimento deste trabalho, utilizou-se a abordagem qualitativa, com a finalidade de reconhecer por meio da entrevista narrativa as necessidades formativas de quatro sujeitos, duas duplas gestoras (Direção e Coordenação Pedagógica) inspiradas nas teorias de Josso (2004 2007); Souza (2007); André (2008). A contextualização histórica das creches no município de São Paulo, foi respaldada por autores como: Haddad, Campos e Rosemberg (1991); Sanches (2003); Kulmann Jr. (1998); e Franco (2012, 2015). Embasa a compreensão, acerca do significado da infância Arroyo (1994). Para discutir a formação continuada e a gestão escolar, a pesquisa fundamentou-se nos pressupostos teóricos de Nóvoa (2002, 2007, 2009); Garcia (1999); Souza e Placco (2015); Salmaso (2012); Rangel (1998); Possani (2012); e Libâneo (2001). A análise das entrevistas, foi realizada a partir das necessidades, desafios e possibilidades formativas, apresentadas pelas gestoras. Esse estudo resultou em indicativos para uma proposta formativa, que por meio de um calendário integrado entre a creche, o departamento pedagógico da Diretoria Regional de Educação e a Supervisão Escolar, que contemple a escassa formação das creches da rede conveniada. A garantia de momentos formativos permanentes; coletivos; reflexivos; e propositivos, com as equipes gestoras da creche é fundamental, para a superação dos desafios, sendo assim, destacamos concepções e intenções que precisam estar presentes na proposta formativa

Effective leadership, ethical leadership, and leadership emergence have been extensively researched, but there remains a lack of research on the relationship between the big 5 personality traits and authentic leadership. This quantitative study was based on the empirical principles of the big 5 model and guided by the big 5 theory. In addition, this research asked if there was a relationship between the big 5 model and authentic leadership, and which combination of the 5 personality traits best predict authentic leadership. Fifty-five adult participants, employed in various corporations, were recruited from a convenience sample. They rated their leaders by completing an Authentic Leadership Questionnaire, the NEO Five-Factor Inventory-3, and a demographic questionnaire. Data were analyzed using multiple linear regression analyses and the results showed that the big 5 personality model explained 46.9% of the variance (F (5, 49) = 8.65, p < .001. Conscientiousness positively (β = 0.40, p = .003) correlated with authentic leadership while neuroticism was inversely (β = -0.04, p = .046) correlated. These 2 traits best predicted authentic leadership and provided the strongest correlation. Extraversion (β = -.04, p = .739) and openness-to-experience (β = .25, p = .080) were non-significant traits. In the Pearson Correlation analysis, agreeableness had a weak inverse correlation with authentic leadership, (r (53) = -0.30, p = .027), and contributed 8.9% of the variance in predicting authentic leadership. Conscientious leaders with low level of neuroticism, who practice authentic leadership, will bring about positive social change by reducing unethical practices, improving communication with employers, employees, and consumers, and improving employee morale.

公司內部監控機制是影響公司營運成果的重要因素，我國公司內部監控設計包括股東會、監察人、董事會及經理階層等權責運作機制，其中，內部監控以往主要的模式係採監察人制度為主。監察人主要功能在於監督董事會等經營階層，並降低經營階層之代理成本問題。監察人應監督公司業務之執行，並得隨時調查公司業務及財務狀況，查核簿冊文件，並得請求董事會或經理人提出報告。因此，監察人功能發揮之良窳，往往對公司健全運作有深遠影響。 近年來，一些上市公司經營者的利益輸送、背信案件層出不窮，董事會濫權，監察功能不彰厥為主要原因。這些內部監控問題的產生，促使學界及實務界亟思提出改善之道，針對內部監控效能不彰，究其主要原因在於，監督者缺乏獨立性，監督者專業能力不足，大股東操弄董事會等問題無法有效解決。獨立董事制度，主要針對這些問題提出解決，在獨立董事制度引進且法制化之後，我國並未完全捨棄監察人制度，監察人制度及獨立董事，在公司法制上同時並存。獨立董事制度設置目的，在於制衡董事會中，代表控制股東利益之內部董事，發揮應有的監督功能，但是獨立董事及相關配套措施，在理論及實務上仍有許多問題存在，及不易克服之盲點。本文亦針對美、日、德等不同國家之公司內部監控模式提出比較研究，同時，對我國內部監控制度之改造，提出看法及建議。 / Internal corporate governance is an important factor affecting a company’s performance. The internal administrative structure in a company should be a system including the right restraint and the setting up of obligation among Shareholders' Meeting, Supervisors, Board of Directors and managers in Taiwan. The system of Supervisors is an important part of the corporation’s administrative structure, as well as a choice for corporation’s functional department to restrain the Board of Directors and to cut down the cost of agency. Supervisors shall supervise the execution of business operations of the company, and may at any time or from time to time investigate the business and financial conditions of the company, examine the accounting books and documents, and request the Board of Directors or managerial personnel to make reports thereon. The supervisory function will strongly affect the healthy development of the company. In recent years, several major problems have come into being in some of the public listed company, such as a director or managerial officer acting contrary to his duties or misappropriating company assets. These problems may result from abusing the power by Board of Directors or the director, and functionless Supervisors. A series of problems in corporation supervision urge us to try our best to resolve them, such as the lack of independent of Supervisors, lacking of supervisory ability, the main Shareholder’s controlling of Board of Directors etc. There are two Supervision system, the one-tire system and the two-tire system, in western stock company. After the Independent Director’s system has been introduced and legislated, the situation that two kind of supervision coexist has appeared in the structure of the company in Taiwan. It aims at using the independent status of the Independent Director to restrict inner directors who are for the holding shareholder’s benefits in Board of Directors. But the system of Independent Director still has many problems both in the theory and practice. This study also has comparative research on the corporation’s administrative structure in America, Japan and Germany. Meanwhile suggestions of how to improve the system of internal corporate governance are offered.

In this dissertation I examine the discourse of music educators as it relates to musical aesthetics in the United States from the creation of the Music Supervisors’ Conference in 1907 to the year of the publication of Basic Concepts of Music Education: The Fifty-Seventh Yearbook of the National Society for the Study of Education, Part 1 in 1958. The purpose of this dissertation is to show that philosophical discussion, especially in relation to musical aesthetics, was much more comprehensive than previously acknowledged. The conventional view that the arguments supporting music education were primarily utilitarian is a limited interpretation of the discourse prior to 1958. In actuality, arguments about music extended beyond its practical social, economic, and political utility. Additional aesthetic theories guided the field and girded ideas of musical understanding and informed instruction. A better understanding of the discourse of this period contributes to more informed conversations about musical aesthetics and its relation to music education. Utilizing philosophical analysis and archival research, I argue in this dissertation that the philosophical discourse relating to musical aesthetics was rich, varied, insightful, and pervasive. The evidence in this dissertation refutes the standard interpretation which eschews the possibility of discourse on aesthetics taking place prior to 1958. I show that there was deeper philosophical analysis than what is currently acknowledged by those who presently make the claim that what was intended to happen generally in the field of music education and during instruction was solely guided by utilitarian philosophy. In other words, it expands the current understanding of philosophical discourse relating to musical aesthetics in music education before the Music Education as Aesthetic Education movement that is argued to begin with the publication of Basic Concepts.

關係人交易向為我國上市公司常見之交易型態，關係人交易雖具內部交易利益，但交易對象存在特殊關係有助於「利益輸送」或「盈餘操縱」之操作，故有論者認為關係人交易乃控制股東侵佔其他股東財富之重要工具。而台灣獨特的家族型企業結構及其所衍生的不健全公司治理架構，可能是近年來我國資本市場關係人交易弊案頻傳的主因。 台灣證券交易所於2002年2月22日起，要求首次申請上市公司至少須設置二席獨立董事及一席獨立監察人，企望藉此改善上市公司之內部治理架構。儘管過去研究顯示，董事會獨立性是董事會功能能否發揮之重要因素，然各界對此制度仍有所疑慮。因此，本研究以多元迴歸分析及單變量檢定，探討獨立董監制度及關係人交易之關係，分析獨立董監制度對上市公司之實質效益。實證結論如下： 1.相較於未引進獨立董監制度公司，引進獨立董監制度公司在關係人進貨、關係人應付融資及關係人其他支出等可能具有內部利益之關係人交易型態，關係人交易比率較高，而這可能也是獨立董監制度積極監督之正面效應。 2.相對於未引進獨立董監制度公司，自願及非自願引進公司之關係人應收融資比率較高，代表獨立董事、獨立監察人對內部利益明顯的關係人應付融資交易，能扮演著積極推動並消弭歧見的角色。 3.相較於非自願引進獨立董監制度公司，自願引進公司具有較低之關係人背書保證比率。顯示自願引進公司藉獨立董監之監督，能有效減少不利公司績效之關係人背書保證交易。 4.適用獨立董監條款之新上市公司上市後第二年度關係人銷貨及關係人應收融資顯著低於上市前第二年度之水準，代表獨立董監制度的實質監督效果可能須經兩年以上時間才得以顯現。 基於上述結論，本研究對我國獨立董監制度提出下列建議：一、擴大獨立董監制度之適用範圍；二、考慮獨立董監實質效益之顯現時程，對其任期加以規範；三、積極建構完善的市場機制，迫使控制股東自發地強化公司治理機制。 / The related-party transaction is the general transaction mode in Taiwan. Although the related-party transaction brings internal transaction profit, the clients with special relationship could help earnings management or the interest conveyance so the related-party transaction is considered as the significant tool to keep the shareholders from invading other’s fortune. Besides, the malady of the related-party transaction happened frequently in the capital market in Taiwan, and this condition could be refer to the unique structure and the unsound governmence of the companies run by the family members. Taiwan Stock Exchange Corporation(TSEC) claimed the qualification for the first time to apply to be the listed company that from Feb. 22, 2002, there should be at least two independent directors and one independent supervisor. By this way, TSEC hope to make an improvement on the governmance of the listed companies. The former research shows that the characteristic of independent directorate is the leading factor to decide if the directorate could be into full play, but we still doubt for this system. Therefore, this research adopts the Multiple Regression Analysis, T-test and Wilcoxon Sign Rank Test to illustrate the relations between the system of independent directors and supervisors and the related-party transaction, and to analyze the real effect which the system of independent directors and supervisors makes on the listed companies. The results are as follows, 1. Compared with the companies without the system of independent directors and supervisors, the companies with the system of independent directors and supervisors possess higher ratio of related-party transaction because the related- party have the internal transaction profit on merchandise, payables and other expenses. This condition could express that the system makes the positive effect on supervising. 2. Compared with the companies without the system of independent directors and supervisors, the companies voluntarily or involuntarily using the system of independent directors and supervisors possess higher ratio of the payables. This situation means that the independent directors and independent supervisors play the significant role on promoting the transactions and eliminating the diversities when the related-parties make payables transaction. 3. Compared with the companies without the system of independent directors and supervisors, the companies voluntarily using the system of independent directors and supervisors possess the lower ratio of the assurance of related- party. This condition illustrates that the system of independent directors and supervisors could reduce the adverse transaction of assurance. 4. The second year of the IPO companies which adopt the system of independent directors and supervisors have lower related-party sales and payables than before being listed companies in their second year. This fact tells us the real effect might take more than two years to carry out. In conclusion, this research offers the suggestions of the systems of independent directors and supervisors in Taiwan as below. First, the qualification of the system of independent directors and supervisors should be broadened. Second, the terms of the directors and supervisors should be made the reasonable consideration because the real effect might take time to carry out. Finally, the market mechanism should be more complete to force the blockholder to enhance the governmace of the company.