| dc.contributor.advisor | 施能傑 | zh_TW |
| dc.contributor.author (作者) | 林文燦 | zh_TW |
| dc.creator (作者) | 林文燦 | zh_TW |
| dc.date (日期) | 2004 | en_US |
| dc.date.accessioned | 14-九月-2009 13:01:31 (UTC+8) | - |
| dc.date.available | 14-九月-2009 13:01:31 (UTC+8) | - |
| dc.date.issued (上傳時間) | 14-九月-2009 13:01:31 (UTC+8) | - |
| dc.identifier (其他 識別碼) | G0088256502 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/32055 | - |
| dc.description (描述) | 博士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 公共行政研究所 | zh_TW |
| dc.description (描述) | 88256502 | zh_TW |
| dc.description (描述) | 93 | zh_TW |
| dc.description.abstract (摘要) | 本論文旨在以策略性待遇觀點有系統地研究政府待遇政策，然而，這方面的的論述，並不多見。因此，政府部門在從事策略性待遇政策決定時，一方面必須借用私部門在策略性待遇的研究成果，一方面也必須衡酌政府部門策略性待遇政策所具之多元政治本質。本研究將府部門策略性待遇的界定為：「政府部門在因應其特有內外在環境及其變動下，為尋求與國家發展策略及其它人力資源管理政策之間的最佳匹配程度，所採取各種關鍵性地待遇政策或決定。」。在這個操作性定義之下，政府部門策略性待遇具有以下三個意涵：(1)策略待遇係專指與提升政府施政績效及競爭力有關的關鍵性待遇抉擇。(2)策略待遇是指各種待遇策略間會隨著環境系絡變化，相互推移所形成的一種適切而平衡的待遇政策組合。(3)策略待遇是強調待遇策略與組織策略、其它人力資源管理策略間的匹配性。本研究在第二章針對策略待遇學術領域的研究，依研究焦點的不同，大致歸納可分為三個派別，代表論述包含Lalwer的「策略性待遇」理論；Gomez-Mejia 和 Balkin等的「待遇策略」研究，以及Milkovich和 Newman的「待遇的策略觀點」。本章將綜合這些派別的重要論述，用以發展出論述政府部門策略性待遇政策的分析模式，作為本研究的分析架構。第三章依據Milkovich和 Newman的策略待遇模式，在第二章建構了可用於政府部門的策略待遇分析模式。依據該模式，政府部門整體的待遇政策可歸納為四大待遇政策面向。每一待遇政策面向又是由一些策略性(關鍵性)待遇決定構成。本章主要目的就是在論述各個待遇政策面向內的各策略性決定的理論意涵，以作為爾後章節分析的基本架構。第四章的第一節探討型塑我國現行待遇制度的若干歷史因素的演進情形，及影響現行待遇制度的若干國家重要政策及其他人事政策等水平系絡環境因素。第二節析述政府機關、公務人員、政府部門待遇改進方案(待遇主管部門、主要決策人員)、學者專家及等利害關係人的論述及其對現行制度的影響。最後，將在第三節則將呈現歷史因素、內外在環境及利害關係人等三個層面交光互影後，所型塑的行政機關現行待遇政策或制度產出。第五章依據Milkovich和 Newman的策略待遇模式，論述我國政府部門各項待遇政策面內策略性決定的實然面，至待遇政策四大面向內所指涉的各個策略性決定列表如第三章(見頁60 )。第六章專章探討政務人員給與的如何決定？有關政務人員給與的決定具有多元解釋觀點。亦即，政務人員待遇有從待遇管理中比較原則解釋之，有由政治決定解釋之，有由公共選擇理論的官員自肥說解釋之等，各種解釋觀點固有其部分解釋力及當然亦有其侷限性，都將在本章在深入析述。第七章將結合學界對政府部門待遇政策發展趨勢的論述，以及OECD會員國政府部門待遇改造的趨勢，依據四大待遇政策之策略性決定所對應的我國政府部門待遇政策的實有面，論述我國政府部門待遇政策四大面向內所指涉的各個策略性決定的可能趨勢。綜觀本研究係以依據Milkovich及 Newman的策略待遇模式微基本分析架構。在第二、三章建構了理論面的行政部門的策略待遇分析模式，政府部門整體的待遇政策可分為內在一致面、外在一致面、員工貢獻面及機關管理面等四大待遇政策面向。並據以於第四、五、六及七章分析、發現並討論行政部門待遇政策的實然面所面臨的問題。最後，將在本章作個總結，並提出我國行政部門待遇政策走向的策略性建議。 | zh_TW |
| dc.description.tableofcontents | 第一章 導論 1第一節 研究動機與問題 1第二節 研究途徑與方法 4笫三節 待遇相關概念界說 8第四節 研究範圍 14第二章 策略性待遇管理的理論基礎 16第一節 策略性人力資源管理 16第二節 策略性待遇管理的理論分析 22第三節 政府部門策略性待遇政策意涵 37第四節 政府部門待遇政策之策略研究分析架構 45第三章 待遇政策四大面向的策略性決定模式 60第一節 內在一致面待遇政策的策略性決定 60第二節 外在競爭性待遇政策之策略決定 78第三節 員工貢獻性待遇政策的策略決定 88第四節 機關管理性待遇政策的策略決定 109第四章 行政機關待遇政策形成的系絡因素 123第一節 型塑現行待遇制度與政策的歷史因素 123第二節 型塑政府部門待遇政策的利害關係人 150第三節 政府部門策略性待遇政策的產出 162第五章 行政部門待遇政策的策略性決定實然面 171第一節 內在一致性待遇政策 171第二節 外在競爭面待遇政策 195第三節 員工貢獻性待遇政策 200第四節 機關管理面待遇政策 214第六章 政務人員給與制度的策略研究 239第一節 政務人員給與理論面的探討 239第二節 政務人員給與現況 261第三節 政務人員給與政策的策略性決定分析 272第七章 待遇政策策略性決定研究發現的討論 284第一節 政府部門策略性待遇政策的發展趨勢 285第二節 內在一致面與外在競爭面待遇政策的策略性決定發現探討 291第三節 員工貢獻面與機關管理面待遇政策的策略決定研究發現探討 306第八章 結論 315第一節 研究發現 315第二節 現階段待遇政策的策略性決定(選擇) 327第三節 建議 330參考書目 337中文部分 337英文部分 340附錄一 策略性待遇研究文獻一覽表 352附錄二 職務評價與工作評價觀點一覽表 358附錄三 359表 次表1-1 總待遇支給項目表 9表1-2 公務員工現行給與支給項目表 13表2-1 人力資源管理系統結構及其效果的最佳實務意涵 21表3-1 四大政策面向及其策略性決定一覽表 60表3-2 傳統與新待遇結構的典範 63表3-3 傳統待遇結構與寬職段待遇結構 71表3-4 美國海軍寬職段待遇制度 73表3-5 待遇組合理論假定及意涵一覽表 86表3-6 1980年代政府部門績效待遇制度實施情形一覽表 93表3-7 OECD部分會員國績效待遇制度實施情形一覽表 95表3-8 政府部門繼續推動績效待遇制度原因一覽表 101表3-9 績效待遇類型一欄表 106表3-10 功績俸與獎金所需經費計算表 108表4-1 政府部門各時期相關制度的待遇政策意涵一覽表 125表4-2 公務人員俸給法與分類職位公務人員俸給法比較 132表4-3 職位分類全面檢討案中有關待遇制度之檢討與改進建議 133表4-4 新制公務人員俸給法行政部門政策說明意見彙整表 136表4-5 新人事制度的策略性待遇政策意涵 138表4-6 考試院、行政院針對公務人員加給給辦法政策主張彙整表 140表4-7 「全國軍公教員工待遇支給要點」是否合乎法律保留原則之法律見解 149表4-8 公務人員待遇改進方案及公務人員繼續改善待遇方案執行情形彙整表 152表4-9 公務人員待遇改進方案及公務人員繼續改善待遇方案執行情形彙整表 157表4-10 「改進公務人員待遇結構方案」的策略性待遇政策意涵 159表4-11 學者專家現行公務人員待遇制度意見彙整表 161表4-12 政府部門待遇類型表 163表4-13 行政機關公務人員各項職務加給支給情形表一覽表 164表4-14 各機關學校公教員工地域加給支給標準表 167表5-1 行政機關公務人員待遇結構法制基礎及其策略性待遇政策意涵 173表5-2 行政機關公務人員俸表結構 177表5-3 公務人員法制面各職等內俸額差距表 178表5-4 公務人員各職等內俸額差距表 179表5-5 公務人員各職等內俸給差距表 180表5-6 行政機關公務人員歷年俸給高低差距一覽表 183表5-7 按高低五倍調整後各職等本俸支給情形比較表 185表5-8 行政機關五等分位組之平均俸給支給情形表 187表5-9 行政機關公務人員五等分位組之俸給分配比與俸給差距情形表 188表5-10 92年各類專業加給人數統計表 191表5-11 92年行政機關專業加給支給人數情形表 192表5-12 各類專業加給加權平均數與公務人員專業加給表(一)比較表 193表5-13 民間薪資調查公務人員與民間企業相當職務對照表 197表5-14 63年民間企業薪資與公務人員待遇差距比較表 198表5-15 79~81年民間企業薪資與公務人員待遇比較表 199表5-16 83~85年度公務人員待遇與民間企業薪資比較表 200表5-17 我國行政機關獎金制度一覽表(舉例) 204表5-18 我國公務人員獎金制度內涵及性質一覽表 207表5-19 行政機關績效獎金制度重要內涵彙整表 212表5-20 有關台北市政府建議將獎金案件授權自行規劃辦理意見一覽表 220表5-21 行政院建議增訂地方制度法第八十二條條文意見一覽表 222表5-22 歷年軍公教待遇調整幅度及參考經濟指標一覽表 230表5-23 77年至78年間政府員工利用團體力量爭取待遇案例一覽表 234表5-24 待遇政策四大面向及其策略性決定實然面一覽表 238表6-1 政務人員待遇及補貼性給與(含津貼)類型的理論解釋 247表6-2 政府首長津貼的普遍類型 248表6-3 美國首長首長俸表 250表6-4 上議院議員亦擔任行政職之部長、官員待遇支給標準表 254表6-5 下議院議員擔任行政職之部長、官員待遇支給標準表 254表6-6 新加坡政務人員薪金結構 257表6-7 新加坡2000年政務人員待遇修正前後比較 259表6-8 日本特別職之政務人員本薪支給標準表 259表6-9 政務人員現行給與支給項目 263表6-10 總統、副總統及政務人員月支薪資支給標準表 265表6-11 婚喪生育補助支給標準表 266表6-12 子女教育補助費支給標準表 266表6-13 急難貸款支給標準表 267表6-14政務委員以上政務人員特別費支給標準表 268表6-15 政務人員給與政策的策略性意涵彙整表 274表6-16 比照簡任第十二職等以上人員待遇結構及現支待遇情形表 275表6-17 82年度至93年度部長級以上人員月支待遇佔總統待遇比例情形表 278表6-18世界主要國家部長級以上人員月支待遇比較表/月 279表7-1 待遇政策四大面向及其策略性決定實然面與發展趨勢一覽表 284表7-2 策略性待遇抉擇類型 286表7-3 88-91年行政院暨所屬各機關考績(成)人數比例統計表 296表7-4 各國政府部門高低階待遇差距(待遇壓縮率)情形 299表7-5 美國、日本及新加坡待遇調整原則 313表8-1 四大政策面向及其策略性決定一覽表 318圖 次圖1-1 總待遇項目 9圖2-1 策略性人力資源管理分析架構 17圖2-2 策略待遇模式 36圖2-3員工待遇決定連續體 39圖2-4 策略待遇管理觀點 45圖2-5 規劃待遇策略的主要步驟 47圖2-6 政府部門策略性待遇政策分析模型 59圖3-1 日本公務員給與報告建議程序 82圖3-2 完整績效待遇模式 90圖3-3 績效待遇類型圖 107圖5-1我國政府部門獎金類型 207圖5-2 機關績效目標金字塔 213圖5-3 行政機關待遇管制權責關係圖 218圖6-1 工作總報酬分析架構 241圖6-2政府部門給與決定連續體 243 | zh_TW |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0088256502 | en_US |
| dc.subject (關鍵詞) | 策略待遇 | zh_TW |
| dc.subject (關鍵詞) | 待遇 | zh_TW |
| dc.subject (關鍵詞) | 績效待遇 | zh_TW |
| dc.subject (關鍵詞) | 待遇政策 | zh_TW |
| dc.subject (關鍵詞) | 績效獎金 | zh_TW |
| dc.subject (關鍵詞) | strategic pay | en_US |
| dc.subject (關鍵詞) | pay system | en_US |
| dc.subject (關鍵詞) | performance-related pay system | en_US |
| dc.subject (關鍵詞) | performance management | en_US |
| dc.title (題名) | 行政部門待遇政策的策略研究 | zh_TW |
| dc.type (資料類型) | thesis | en |
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