| dc.contributor.advisor | 王智賢 | zh_TW |
| dc.contributor.advisor | Wang, Jue-Shyan | en_US |
| dc.contributor.author (Authors) | 洪曉吟 | zh_TW |
| dc.contributor.author (Authors) | Hung, Hsiao-Yin | en_US |
| dc.creator (作者) | 洪曉吟 | zh_TW |
| dc.creator (作者) | Hung, Hsiao-Yin | en_US |
| dc.date (日期) | 2005 | en_US |
| dc.date.accessioned | 18-Sep-2009 10:58:03 (UTC+8) | - |
| dc.date.available | 18-Sep-2009 10:58:03 (UTC+8) | - |
| dc.date.issued (上傳時間) | 18-Sep-2009 10:58:03 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0093255020 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/34703 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 財政研究所 | zh_TW |
| dc.description (描述) | 93255020 | zh_TW |
| dc.description (描述) | 94 | zh_TW |
| dc.description.abstract (摘要) | 在非營利組織之中，由於經理人與組織之利益不一致，因此在甄選新人的過程中可能產生代理人問題，負責甄選的主管可能因任用的標準及心目中的動機而影響聘審的結果。本研究即探討若非營利組織的聘審主管在心目中對應徵新人存有偏見或者考慮應徵新人未來對自身升遷的影響，並考慮應徵新人可採取遊說聘審主管活動下，討論聘審賽局均衡結果的情況。 | zh_TW |
| dc.description.abstract (摘要) | In the nonprofit organization, because benefit between the manager and the organization is different, there would be the agent problem in the process of selecting new employees. The manager being responsible for employment may consider his criterion and motive to change the selecting conclusion. In our study, we discuss if the manager has prejudice against applicant or he consider if the new employee will affect his promotion in the future. Moreover, we assume the applicant can lobby the manager. How will it affect the selection conclusion? We will construct a lobbying game theory model to do research and we hope could recommend the improving directions for the employ system in the nonprofit organization. | en_US |
| dc.description.tableofcontents | 第一章 前言..............................1第二章 文獻回顧..........................3第三章 模型介紹..........................6第一節 聘審主管對應徵新人存在偏見........6第二節 聘審主管考慮自身的升遷............8第三節 聘審主管同時考慮偏見與升遷........9第四章 均衡分析.........................11第一節 聘審主管對應徵新人存在偏見.......11第二節 聘審主管考慮自身的升遷...........21第三節 聘審主管同時考慮偏見與升遷.......28第五章 均衡討論.........................38第六章 結論與延伸.......................40附錄一..................................42附錄二..................................45附錄三..................................47參考文獻................................50 | zh_TW |
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| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0093255020 | en_US |
| dc.subject (關鍵詞) | 非營利組織 | zh_TW |
| dc.subject (關鍵詞) | 聘審活動 | zh_TW |
| dc.subject (關鍵詞) | 遊說賽局 | zh_TW |
| dc.subject (關鍵詞) | Nonprofit Organization | en_US |
| dc.subject (關鍵詞) | Employment | en_US |
| dc.subject (關鍵詞) | Lobby Game | en_US |
| dc.title (題名) | 聘審活動之遊說賽局 | zh_TW |
| dc.title (題名) | Lobby Game of Employment | en_US |
| dc.type (資料類型) | thesis | en |
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