Personalentwicklung ist mit erheblichem Aufwand für Humankapitalinvestitionen für Unternehmen verbunden, wobei die Aneignung des Investitionsobjektes selbst und auch der Erträge aus der Investition unsicher sind. Zunächst werden aus realgeschichtlichen Befunden betriebswirtschaftliche Begründungen für die Personalentwicklung abgeleitet, und ökonomisch interpretiert. Im Hauptteil wird die Personalentwicklung innerhalb des Rahmens eines dreigeteilten Arbeitsmarktes ökonomisch analysiert. Schlussendlich werden einige Prognosen zur künftigen Rolle der Personalentwicklung auf Basis der aktuellen Entwicklungen am Arbeitsmarkt erstellt.:INHALTSVERZEICHNIS 1. EINFÜHRUNG 8 1.1. PROBLEMSTELLUNG UND ZIEL DER ARBEIT 9 1.2. AUFBAU DER UNTERSUCHUNG 12 2. STATUS DER THEORETISCHEN BETRACHTUNGEN DER PERSONALENTWICKLUNG 14 2.1. BEGRIFFSKLÄRUNG UND PRÄZISIERUNG DES UNTERSUCHUNGSOBJEKTS 14 2.2. GRUNDLAGEN DER ÖKONOMISCHEN BZW. PERSONALÖKONOMISCHEN ANALYSE 18 2.3. THEORIEBILDUNG VON PERSONALWIRTSCHAFT UND PERSONALENTWICKLUNG 23 2.4. INTERDISZIPLINARITÄT DER WISSENSCHAFTLICHEN BETRACHTUNG DER PERSONALENTWICKLUNG 26 2.5. WÜRDIGUNG UND FOLGERUNGEN FÜR DEN WEITEREN VERLAUF DER ARBEIT 31 3. REALBETRACHTUNG DER PERSONALENTWICKLUNG FÜR DEUTSCHLAND 35 3.1. REALGESCHICHTE DER PERSONALENTWICKLUNG IN DEUTSCHLAND 36 3.1.1. Die Phase vor der Industriellen Revolution: Handwerk und Manufakturen 37 3.1.2. Die Phase der industriellen Revolution bis zur Wirtschaftskrise 1873 41 3.1.3. Die Zeit von 1873 bis zum Ende des Zweiten Weltkriegs 47 3.1.4. Die Entwicklung nach dem Zweiten Weltkrieg und das Aufkommen des Begriffs ´Personalentwicklung´ 56 3.1.5. Die Entwicklung im Dienstleistungssektor (Beispiel Deutsche Bank) 60 3.1.6. Zusammenfassung und betriebswirtschaftliche Begründung der Personalentwicklung aus realgeschichtlicher Perspektive 61 3.2. DER SEGMENTIERTE ARBEITSMARKT ALS RAHMEN DER ÖKONOMISCHEN ANALYSE DER PERSONALENTWICKLUNG 66 3.2.1. Ausgewählte deskriptive Ansätze der Arbeitsmarktsegmentierung 67 3.2.1.1. Der institutionalistische Ansatz von Piore (1972) und Doeringer/Piore (1985) 68 3.2.1.2. Segmentierung als rationale Entscheidung des Arbeitgebers 70 3.2.1.3. Betriebszentrierte Arbeitsmarktsegmentation im theoretisch historischen Ansatz von LUTZ 72 3.2.1.4. Der dreigeteilte Arbeitsmarkt im betriebszentrierten Ansatz von SENGENBERGER 74 3.2.2. Kosten bzw. Nachteile des internen Arbeitsmarktes 77 3.2.3. Kritische Würdigung der Ansätze 79 3.2.4. Implikationen für die Begründung und Gestaltung der Personalentwicklung 82 4. ÖKONOMISCH-THEORETISCHE ANALYSE DER PERSONALENTWICKLUNG 87 4.1. BESCHREIBUNG DER VERWENDETEN THEORIEN 88 4.1.1. Grundlagen der Humankapitaltheorie 88 4.1.1.1 Grundlegende Aussagen der Humankapitaltheorie 89 4.1.1.2 Kritik und relevante Ansätze zur Weiterentwicklung der Humankapitaltheorie 97 4.1.1.3 Transferkosten des Humankapitals und Arbeitsmarktsituation als alternative Analysekriterien 104 4.1.2. Die Transaktionskostentheorie als Instrument zur Analyse von Make-Or-Buy-Entscheidungen 108 4.1.2.1 Transaktionseigenschaften und Verhaltensannahmen 113 4.1.2.2 Vertragsschemata und Formen der Arbeitsorganisation 119 4.1.3. Implizite Kontrakte als Voraussetzung und Konsequenz der Personalentwicklung 126 4.1.3.1 Notwendigkeit und Wirkungsweise von impliziten Verträgen 128 4.1.3.2 Mechanismen zur Durchsetzung impliziter Vereinbarungen 133 4.2. ÖKONOMISCH-THEORETISCHE BETRACHTUNG DER PERSONALENTWICKLUNG 138 4.2.1. Humankapital als Objekt der Personalentwicklung 138 4.2.1.1 Die Vermittlung von allgemeinem und transferierbarem Humankapital im Rahmen der Personalentwicklung 139 4.2.1.2 Berufsfachliches Humankapital als ergänzende Humankapitalkategorie für den Deutschen Arbeitsmarkt 145 4.2.1.3 Die Rolle der Personalentwicklung für die Bildung und Bindung von spezifischem Humankapital 156 4.2.2. Betrachtung der Make-or-Buy-Entscheidung bezüglich des Humankapitals aus Sicht der Transaktionskostentheorie 159 4.2.3. Schaffung von Anreizen durch Implizite Verträge 168 4.3. PERSONALENTWICKLUNG IM SEGMENTIERTEN ARBEITSMARKT AUS ÖKONOMISCH-THEORETISCHER PERSPEKTIVE 169 4.3.1. Grundlegende Aussagen und Fragestellungen 169 4.3.2. Rudimentäre Personalentwicklung im allgemeinen Segment 172 4.3.3. Qualifizierungsmaßnahmen und Karrierepfade im berufsfachlichen Segment 178 4.3.4. Ausgeprägte Personalentwicklung im betriebsspezifischen Segment 190 4.4. ZUR ÖKONOMISCHEN RATIONALITÄT DER PERSONALENTWICKLUNG 208 4.4.1. Beschaffungs- und Allokationsfunktion der Personalentwicklung 208 4.4.1.1 Informationsasymmetrien am externen Arbeitsmarkt als Begründung für Personalentwicklung 209 4.4.1.2 Humankapitalknappheiten am externen Arbeitsmarkt als Begründung für die Notwendigkeit der Personalentwicklung 211 4.4.1.3 Personalentwicklung als Mittel zur Erreichung eines optimalen Matches und einer optimalen Allokation des Humankapitals 213 4.4.2. Personalentwicklung als Anreizinstrument 215 4.4.2.1 Leistungsanreize durch Personalentwicklung 216 4.4.2.2 Anreize zum Erwerb von spezifischem Humankapital 219 4.4.2.3 Mitarbeiterbindung durch Personalentwicklung 221 4.4.3. Personalentwicklung als Ergänzung für finanzielle Anreize oder rechtliche Regelungen 225 4.5. ZUSAMMENFASSUNG DER ÖKONOMISCH-THEORETISCHEN ANALYSE DER PERSONALENTWICKLUNG 226 5. AKTUELLE ENTWICKLUNGEN AM ARBEITSMARKT UND DEREN IMPLIKATIONEN FÜR DIE PERSONALENTWICKLUNG 240 5.1. SCHILDERUNG DER VERÄNDERUNGEN AM ARBEITSMARKT 240 5.1.1. Die Beeinflussung des Arbeitskräfteangebots durch die demografische Entwicklung 241 5.1.2. Technologische und organisatorische Veränderungen und deren Auswirkung auf die nachgefragte Qualifikationsstruktur 242 5.1.3. Auswirkungen der Globalisierung auf Angebot und Nachfrage am Arbeitsmarkt 246 5.1.4. Abkehr vom Normalarbeitsverhältnis durch den Einsatz von marktnahen Beschäftigungsformen 248 5.2. AUSWIRKUNGEN DER VERÄNDERUNGEN AUF DEN SEGMENTIERTEN ARBEITSMARKT UND DEREN THEORETISCHE INTERPRETATION 251 5.2.1. Auswirkungen der Veränderungen auf den segmentierten Arbeitsmarkt 251 5.2.2. Veränderungen des humankapitaltheoretischen Kalküls aufgrund künftiger Entwicklungen 259 5.2.3. Änderungen in der Make-or-Buy-Kalkulation 267 5.2.4. Neue Bedeutung impliziter Verträge 273 5.3. RESULTIERENDE VERÄNDERUNGEN FÜR DIE PERSONALENTWICKLUNG 277 5.3.1. Beeinflussung der Personalentwicklung durch marktnahe Beschäftigungsverhältnisse 277 5.3.2. Veränderungen im Ziel- und Aufgabensystem der Personalentwicklung 278 5.3.3. Veränderungen bei Teilsystemen und Maßnahmen der Personalentwicklung 281 5.3.3.1 Veränderungen bei den Qualifizierungsmaßnahmen 281 5.3.3.2 Veränderungen bei der Karriere- und Laufbahnplanung 285 6. ZUSAMMENFASSUNG UND SCHLUSSFOLGERUNGEN 291 6.1. ZUSAMMENFASSUNG DER REALEN UND THEORETISCHEN ERGEBNISSE 291 6.2. VERHALTENSÖKONOMIK ALS INTEGRIERENDER THEORIERAHMEN ZUR BETRACHTUNG DER PERSONALENTWICKLUNG 294 LITERATURVERZEICHNIS 299

This dissertation argues that stormwater management is fragmented both at that vertical fragmentation (at the level of intergovernmental relations) and horizontal fragmentation (within the level of governments). The first essay focuses on the institutional arrangements used by states to implement stormwater management policies. Building on the race to the bottom literature, I examine the impact of the institutional arrangement centralization on state water quality in California, Texas, Virginia, and Minnesota. A five-year (2013-2018) permitting cycle was used to analyze five dimensions: formalism, coercion, education, prioritization, and accommodation.There is an inverse relationship between the quality of stormwater and the degree of centralization in the institutional arrangements adopted by state governments to implement their stormwater management policies. The second essay focuses on a local government's decision to join an inter-local agreement to comply with federal/state stormwater management policies. Building on the transaction cost framework, the study used a cross-sectional design to analyze a case study. The case study consists of 119 cities subjected to stormwater regulation requirements in northern Texas during 2017. The dependent variable is the membership of the regional inter-local agreement, and the independent variables are the number of neighboring cities and population density. Community wealth, public works spending, stormwater fees, government type, and the percent of the population over 65 were used as control variables. Logistic regression was used for data analysis. This study concludes that the increase in the number of neighboring regulated local governments is associated with an increase in the likelihood of a decision by the regulated local government to join an interlocal agreement (ILA), as well as finding that an increase in the population density is associated with an increase in the likelihood of a decision by the regulated local government to join the ILA. In addition, the study found that the type of government also affects a decision to enter into a cooperative relationship to meet the regulative burdens associated with implementing the stormwater management policies imposed by state/federal governments. The results found in this dissertation contribute to bridging the gap in our knowledge on the impact of the institutional framework adopted by the states to implement environmental policy through empirically evaluating the effect of institutional arrangements (as represented in the States general MS4 permits) on the policy output (reducing the level of stormwater pollution).

ABSTRACT   Date: [2023-05-30] Level:  Bachelor Thesis in Business Administration, 15 cr  Institution: School of Business, Society and Engineering, Mälardalen University  Authors:  Naiymie Binta Arman   Miriam Lini       (00/02/27)    (02/05/06) Title:    Navigating the Challenges of International Business: An Analysis of     Factors Influencing the Exit of Multinational Corporations. Supervisor:    Edward Gillmore  Keywords:    Multinational Enterprises, Market Exit, Transaction Cost Theory,      Institutional Theory, Isomorphism, Legitimacy, Entry modes      (internationalization), Exit modes, Institutional distance, Institutional &     Infrastructural hassle factors  Research question:   What are the internal and external characteristics that drive market exit?  Purpose:    The aim of this study is to investigate the internal and external factors that contribute to the exit of MNEs from foreign markets, and to provide insights for firms operating in foreign markets. Problematization:   The scarcity of research on the predominant factors influencing the exit of     MNEs from established foreign markets highlights the need to understand effective strategies for minimizing financial losses and preserving reputation. Method:   Qualitative research paper; Thematic analysis using semi-structured interviews and secondary data.  Conclusion:    The researchers aimed to explore the factors driving market exit for     Multinational Enterprises (MNEs). They identified internal factors such as financial performance, lack of proper financial guidance, and inadequate resource allocation as key drivers for Company X's market exit. External factors included economic differences, high competition, and regulatory constraints in the Swedish market, leading to contract termination for     Company X.

As we face increasingly complex problems of both a social and environmental nature, innovative and multifaceted solutions are required to create a sustainable future. Despite Sweden's leading position in terms of financial solutions to environmental issues, Sweden is behind most OECD economies in the development of a financial infrastructure for private investment for social and socio-economic projects. In our essay, we examine what the conditions are for social investments in Sweden. The purpose of our study is to investigate and analyze incentives, challenges, and opportunities for social investments in the Swedish capital market. In our approach, we investigated the institutional conditions for the implementation of social investments in a Swedish context, and the various areas of responsibility associated with social investments. In addition, we have analyzed how transaction costs and the organizational structure affect social investments in Sweden. It is also those four relationships that formed the basis of the study's analysis model, which have been used to analyze the empirical material. A qualitative method has been used to answer the purpose of the study. A total of ten semi-structured interviews were conducted with representatives from the Swedish financial industry and the public sector. The study shows that the demand for increased measurability and a more data-driven approach, as well as the possibility of a more well-diversified portfolio, constitute incentives to invest socially sustainable. The challenges identified essentially deal with risk management, control, and organizational structure. The fundamental possibility of social investment, in the form of social outcome contracts, is its potential to generate a win-win-win situation, where all parties benefit from the outcome. In addition, we also found opportunities linked to the organizational structure and control, as these could facilitate future implementation in a Swedish context. It is proposed that the development of the limited company form would serve as inspiration for a more organic development and adaptation to the Swedish market.

Syftet med denna studie är att förklara och skapa förståelse för varför företag väljer att hyra in personal samt vilka för- och nackdelar detta medför för företag. Utifrån att studiens syfte är att skapa förståelse passar en kvalitativ studie in. Valet föll specifikt på att göra en kvalitativ fallstudie. Empiriinsamlingen genomfördes genom semistrukturerade intervjuer med tio väl utvalda respondenter på fallföretaget.Studien visar inte några tydliga resultat om en jämförelse görs mot tidigare forskning. Fallföretaget ser andra för- och nackdelar än den generella forskningen menar på. Detta kan tyda på att motiven bakom beslutet att hyra in personal är individuellt och helt enkelt varierar mellan företag. En annan anledning att det inte samspelar med tidigare forskning kan vara att det är annan tid nu när denna studie genomförts än vad det varit då tidigare forskning genomförts.Inhyrning av personal rymmer många aspekter och denna studie har egentligen bara berört några av dem. Framtida forskning skulle kunna fokusera mer på exempelvis arbetsmiljö eller studera kostnaderna kring inhyrning av personal ytterligare. Intressant vore även att se på detta fenomen från andra vinklar, den inhyrde konsultens eller varför inte bemanningsföretagets. / The aim with this study is to explain and search for understanding in why companies chose to hire temporary agency workers, and which pros and cons this bring to the company. Based on the purpose of the study, to search for understandning, a qualitative study suits. The choice fell on doing a qualitative case study. The empirical collection was implemented through semi-structured interviews with ten well selected respondents from the case company.The study doesn’t show any distinct results comparing to previous research. The case company sees other pros and cons then the general research has shown. This could indicate that the reason for hiring extra staff is individual and simply varies from company to company. Another reason could be that it’s another time of living now than when previous research were accomplished.The use of temporary agency workers contains many aspects and this study only refer to some of them. Future research could for example focus on work environment or look further into the costs of hiring staff. It would also be interesting to look att this phenomenon from different point of views, maybe the hired consult or why not the staffing company.

自從2002年國泰金控合併世華銀行後，創造金控雙引擎模式，該模式無論在資金運用及獲利效率上都有可行之處，引發同業仿效。 國內泛公股金控公司中不乏擁有壽險子公司者，但因規模太小尚未構成雙引擎模式。鑒於國泰、富邦及中信等三家金控雙引擎公司發展成功經驗，使其資產規模及財務績效均名列前矛，反觀泛公股金控單引擎公司相形見拙，若再不改變策略調整結構，恐將喪失競爭優勢及生存空間。 金控雙引擎策略議題之相關資料較少，因此採用個案研究法，藉由文獻回顧探討總體策略及多角化經營相關問題，運用杜邦分析法凸顯金控單引擎與金控雙引擎差異之處，應用交易成本理論提出併購壽險公司策略方案，建議個案公司發展金控雙引擎策略。 本研究發現：個案公司集中資源聚焦本業使稅前純益率較高，但因總資產週轉率及權益乘數較低致稅前ROE不如三家比較公司；個案公司以利息淨收益為主，在低利率環境下應變能力較差，因此財富管理業務尚有補強空間；個案公司沒有壽險子公司，缺乏資產匯集能力與資金投資動能，成長速度相對遲緩；個案公司具國際競爭潛質，轉型發展金控雙引擎策略可強化競爭優勢，避免遭入主。

客服中心在顧客量龐大的產業中扮演非常重要的角色，為企業與顧客互動的一個重要環節。近年來，客服產業快速成長，企業紛紛藉由客服中心的建置來提升顧客滿意與經營績效，然而建置客服中心所需投入的精力與成本，對企業而言卻是一個不小的負擔，因此有了承接客服中心委外業務的專業客服公司出現，成為企業建置及運作客服中心時的另一個選擇。 本研究的主要目的即在進行客服中心委外決策的探討，從委外利益與成本的角度出發，釐清影響客服中心委外決策的關鍵考量因素，一方面做為企業制定委外決策時的參考依據，一方面也有助於專業客服公司瞭解企業客戶之真正需求，提升委外客服產業之服務水準，使最終顧客因此受益。 由於國內這方面的研究尚在起步階段，因此本研究採個案研究法進行探索性的研究，分別訪談了五個產業別的十三家企業機構，進行個案的分析探討。本研究發現企業機構在制定委外決策時的考量因素可分為兩大類：「委外利益」與「交易成本」方面的考量；「委外利益」的考量因素包括降低成本、提升服務品質以及專業化的人力與設備；「交易成本」的考量因素則包括客戶資料外洩、代理問題、管理監督不易以及不能主動快速因應。企業機構在制定委外決策時，會同時考量「委外利益」與「交易成本」的考量因素，而研究發現「委外利益」的考量對委外決策有正向的影響，「交易成本」對委外決策則有負向的影響。 本研究亦發現不同的組織特性也會影響客服中心的委外決策，這些組織特性包括產業類別、客服中心規模、業務內容、主事者的態度、本土或外商公司、公私部門等。分析發現：(1)產業類別會影響客服中心委外決策的制定，且不同產業類別所著重的委外考量因素有明顯差異；(2)中型規模客服中心委外的可能性較大型與小型客服中心高；(3)客服中心的業務內容愈單純委外的可能性愈高。(4)主事者的態度在客服中心的委外決策中具有關鍵性的影響；(5)外商公司委外的可能性較本土企業低；(6)公部門委外的可能性較私部門高，且公部門在進行委外決策時，主要集中在「委外利益」的考量上；而私部門則集中在「交易成本」的考量上。 客服中心扮演著企業與顧客間互動的橋樑，若能運作順暢，對企業而言等於是累積了一份長久的資產，因此，企業應該認真思考客服中心的定位以及企業所賦予的使命。此外，專業的委外客服公司在客服產業的經驗與能力，仍然可供許多企業借鏡與學習，企業應採取更為開放的心胸，將外部資源納入企業運作時的策略性思考中，增加運作的彈性與籌碼。 / Call center plays an important role in the industries where the population of existing and potential customers is enormous. In recent years, call center industry grows rapidly. In order to raise customer satisfaction and improve business performance, many corporate devote to establish their own call centers. Nevertheless, the cost needed to build a call center represents a large burden for many of these corporate. This has lead to the emergence of many call center outsourcing companies recently and become another option for the corporate who wish to establish their own call centers. The main purpose of this study is to analyze the elements which influence the outsourcing decision of call center. From the angle of both the benefit and cost of outsourcing, the research wants to clarify the issue on how do the critical elements affect the call center outsourcing decision. However, research of this particular field in Taiwan is still at its infant stage, therefore this explorative study adopts the case study research method. The research interviews thirteen cases in five different industries, including corporate and institutions. The finding of this study suggests that the elements which affect corporate consideration on whether to outsource or not could be categorized into two groups: i) Benefit gained from outsourcing; ii) Transaction Cost. Benefit gained from outsourcing may include reducing cost, raising service quality, and seeking professional agents and equipments; Transaction Cost includes disclosing customer data, agent problems, supervise difficulty, and unable to respond automatically and rapidly. The corporate would consider both the benefit gained from outsourcing and the transaction Cost when making the outsourcing decision. Our finding suggests that the benefit gained from outsourcing has the positive effect on outsourcing decision, while the transaction Cost has the opposite effect. In addition, this research also finds that the characteristics of an organization which include the industry categories in which an organization belongs to; the scale of call centers, business contents of call center, the attitude of the decision maker; the differences between local and foreign firms; and the differences between private and public sectors, would also have certain degree of influences on the outsourcing decision of call center. Different industry categories make different influences in both outsourcing decisions and outsourcing considerable elements. (1) The middle scale of call center is more possible to be outsourced than the large and small ones. (2) The simpler of business contents of call center, the more possible to outsource the call center. (3) The attitude of decision maker has the critical effect in outsourcing decision of call center. (4) The foreign company is less possible to outsource the call center than the local company in the same industry. (5) The public sector is more possible to outsource the call center than the private sector.

This paper investigates the liquidity and the bid-ask spread components of the Taiwan Stock Exchange Capitalization Weighted Stock Index futures contracts, Taiwan Stock Exchange Electronic Sector Index futures contracts, and Taiwan Stock Exchange Banking and Insurance Sector Index futures contracts traded on the Taiwan Futures Exchange, which switched from an electronic periodic call auction market to an electronic continuous auction market on July 29th 2002. It is a rare opportunity to deeply examine the liquidity and transaction cost components of financial derivatives under different trading mechanisms. Using intraday transaction data of transaction and quotes covering from March 2002 to May 2002 for the old trading mechanism and from October 2002 to December 2002 for the new trading mechanism, liquidity measures and bid-ask spread components are examined before and after the enforcement of the electronic continuous auction mechanism. First, for each type of futures contracts, liquidity measures including bid-ask spread, trading volume, trade number, trade size, volatility, and liquidity ratio are explored to show the multifacet of liquidity. Next, the model of Lin, Sanger, and Booth (1995) is used to decompose the spreads of each product in the two periods. The empirical results show that quote spreads, effective spreads, percentage effective spreads, and dollar-weighted percentage effective spreads of the new system are all significantly lower than those measures in the old system for all of the three types of futures contracts. However, other liquidity measures do not show the same patterns. Overall, improvement of liquidity is found for futures contracts but not very consistent though. Multifacet of liquidity is showed by different measures, although two of these measures, including trade size and trade number, may not be suitable for this study. Moreover, the adverse selection is the most important component in the call auction market, which decreases in the continuous auction market. However, the change of other components, including order processing cost and order persistence, does not demonstrate the same pattern. The results indicate that the electronic continuous auction system protects uninformed traders from being hurt by informed traders. However, we also show that each type of futures contracts has its own specific component structure.

自八O年代以後，台灣半導體通路產業即邁入了激烈的競爭時代。眾多高同質性的業者，相互競奪上游產品線的代理權，以及下游買者市場的交易權；業者的生存契機，主要來自於提供上、下游業者間進行商業交換的平台。因此，此一平台所能提昇的交換效率，及其處理跨組織間交換成本的能力，乃成為不容忽視的課題。半導體通路業為台灣資訊工業中，歷史悠久且具重要地位的產業；研究瞭解半導體通路產業之價值鏈活動，將有助於台灣半導體通路產業之促進升級。 半導體通路商所從事之價值鏈活動功能，予以分類概有商流、物流、金流、資訊流及技術流等五大項；其中，諸多研究證實——技術支援能力，乃屬半導體通路商之核心競爭力之一。過去有關半導體通路商的研究，大多是由競爭策略、企業資源規劃及整體通路之價值鏈活動等觀點著手，但專注於技術流部分，予以進行4C交換成本態勢分析之探討者，則尚未得見；因此，本研究乃有其創始性。 本研究以台灣地區的半導體通路商為研究對象，期望所做研究結果可供台灣半導體通路業者，做為規劃技術行銷策略之實務參考。本研究屬於質性之探索性研究，經由個案訪談及問卷之初級資料與次級資料的蒐集彙整，並以4C交換成本理論的四個主要變數：外顯單位效益成本、資訊搜尋成本、道德危機成本、專屬陷入成本，進行個案企業之比較分析，並歸納出下列之研究發現與結論： 1. 上游供應商與通路商之技術合作，其對通路商處理交換成本能力的需求排序為：道德危機成本、資訊搜尋成本、專屬陷入成本、外顯單位效益成本。 2. 技術性協力廠商與通路商之技術合作，其對通路商處理交換成本能力的需求排序：道德危機成本、外顯單位效益成本、資訊搜尋成本、專屬陷入成本。 3. 下游系統製造廠商與通路商之技術合作，其對通路商處理交換成本能力的需求為：外顯單位效益成本之功效，高於內隱交換成本之效能。 4. 規模經濟型之半導體通路商，其對下游系統製造商所提供之技術支援服務功能，外顯單位效益成本的優勢，高於內隱交換成本。 5. 利基型之半導體通路商，其對下游系統製造商所提供之技術支援服務功能，內隱交換成本優勢，高於外顯單位效益成本。 6. 經營低技術層次產品之半導體通路商，其對下游系統製造商所提供之技術支援服務功能，外顯單位效益成本的優勢，高於內隱交換成本。 / After the eighth decade, the channel industry of Taiwan semiconductor moved toward serious competition. Many of high similarity company compete with each other in the agency of product line source and the buyer market of OEM customer; the survival opportunity of company is to provide the platform for the exchange between the supplier and customer. Hence, the most critical point is to increase the efficiency and to reduce the exchange cost between the cross-organization in the platform. Semiconductor channel industry is long historical with important position in Taiwan information industry; to investigate and study the semiconductor channel industry will contribute to the research for the upgrade of semiconductor channel industry in Taiwan. The value chain activity of semiconductor channel can be break through into business flow, logistics, financial flow, information flow and technology flow; Among them, technical support ability has been approved to be one of the key competitiveness of the semiconductor channel by many researches. Most of the past researches stood on the views, such as competitive strategy, Enterprise Resource Planning and whole value chain activity, etc., but the point on the 4C exchanges cost co-opetition analysis in the technology flow has not been seen yet. Hence, it’s important for this research. This research is expected to provide the result for the practice reference of the technical marketing strategy to the Taiwan semiconductor channel by focusing on them. This research is belong to the qualitative exploratory research from the data collection of the primary and the secondary information in the interview cases and questionnaires, then to analyze the cases comparatively by the four primary parameters of the 4C exchange cost the cost: the external cost on utility, information searches, morals hazard and hold up asset specificity. Finally, the following important results have been pointed out: 1. The sort of the technical cooperation between the channel and the supplier to the requirement for the channel ability in dealing with exchange cost is: morals hazard, information searches, asset specificity and the external cost on utility. 2. The sort of the technical cooperation between the channel and the independent design house (IDH) to the requirement for the channel ability in dealing with exchange cost is: moral hazard, the external cost on utility, information searches and asset specificity. 3. The technical cooperation between the channel and the system manufacture customer to the requirement for the channel ability in dealing with exchange cost is: the effectiveness of the external cost on utility is higher than that of the inner exchange cost. 4. The technology support service function to the system manufacture customer from the semiconductor channel of the scale economic type is: the advantage of the external cost on utility is higher than that of the inner exchange cost. 5. The technology support service function to the system manufacture customer from the niche type semiconductor channel is: the advantage of the inner exchange cost is higher than that of the external cost on utility. 6. The technology support service function to the system manufacture customer from the semiconductor channel with operating in the low technical level product is: the advantage of the external cost on utility is higher than that of the inner exchange cost.

台商乃是兩岸政治經濟下，不同「身份資本」所孕育出來的特殊群體，特別是大陸特殊制度環境及大陸對台商制度規範下，所造成的高交易成本，使得台商為因應而運用下列三種方式 以降低交易成本：非制度化管道、制度化管道、抗衡促使制度變遷，進而參與制度創新的過程。 　　但在加入WTO之後，面對制度化及法制化的大陸制度環境變遷，台商應著重後二種的管道來降低大陸的高交易成本。 　　本文採用新制度經濟學中的交易成本理論來分析大陸對台商的制度規範及台商因應策略。 / Taiwanese investors are particular group who come from different “Capital of identity “ between Mainland China and Taiwan. Under high transaction cost caused by particular institution in China and China’s institutional regulation on Taiwanese investors, they have to take non-institutional way, institutional way and the way that they against current institution to improve institutional change and then join the procedure of institutional innovation in China. So, they can bring the transaction cost down. But after both sides have entered WTO and Taiwanese investors have to obey the regulation of WTO and they should put emphasis on latter two ways, that is institutional way and the way that they against current institution to improve institutional change and then join the procedure of institutional innovation in China to bring their transaction cost down. This dissertation analyzes the Taiwanese investors under Mainland China’s institutional regulation and their survival strategy in Transaction cost approach.