| dc.contributor.advisor | 王智賢 | zh_TW |
| dc.contributor.author (作者) | 陳萱 | zh_TW |
| dc.creator (作者) | 陳萱 | zh_TW |
| dc.date (日期) | 2004 | en_US |
| dc.date.accessioned | 14-九月-2009 13:43:59 (UTC+8) | - |
| dc.date.available | 14-九月-2009 13:43:59 (UTC+8) | - |
| dc.date.issued (上傳時間) | 14-九月-2009 13:43:59 (UTC+8) | - |
| dc.identifier (其他 識別碼) | G0922550171 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/32357 | - |
| 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) | 92255017 | zh_TW |
| dc.description (描述) | 93 | zh_TW |
| dc.description.abstract (摘要) | 在非營利組織中，由於組織盈虧不是經理人最關係的問題，因而當甄選新人時，要求的條件不同於一般的營利組織，此時，甄選負責人任用的標準，和心目中的動機，將是我們關心的重點。本文探討當非營利組織的聘審主席考量聘用新人時，若心目中對新人存有偏見，或考慮自己在組織中的晉升機會時，前者易造成打壓對組織有利的新人，後者則易造成拔擢實力平凡的新人的現象，本文除將刻畫出聘審主席各種拔擢或打壓的情況，並提出對非營利組織聘任制度的建議，以降低聘審主席主觀決定聘審作業的情況。 | zh_TW |
| dc.description.tableofcontents | 第一章 前言 ．．．．．．．．．．．．．．．．．．．．．．．．．．．1 第二章 重要參考文獻之評述 ．．．．．．．．．．．．．．．．．．．．3 第三章 基本模型 ．．．．．．．．．．．．．．．．．．．．．．．．．5 第一節 主席對應徵人員存在偏見 ．．．．．．．．．．．．．．．5 第二節 主席考慮自身的升遷 ．．．．．．．．．．．．．．．．．6 第三節 主席同時考慮偏見和升遷的問題 ．．．．．．．．．．．．7 第四章 拔擢或打壓 ．．．．．．．．．．．．．．．．．．．．．．．．8 第一節 主席對應徵人員存在偏見 ．．．．．．．．．．．．．．．8 第二節 主席考慮自身的升遷 ．．．．．．．．．．．．．．．．．17 第三節 主席同時考慮偏見和升遷的問題 ．．．．．．．．．．．．26 第五章 綜合比較 ．．．．．．．．．．．．．．．．．．．．．．．．．36 第一節 主席對應徵人員存在偏見 ．．．．．．．．．．．．．．．36 第二節 主席考慮自身的升遷 ．．．．．．．．．．．．．．．．．37 第三節 主席同時考慮偏見和升遷的問題 ．．．．．．．．．．．．39 第六章 計算實例 ．．．．．．．．．．．．．．．．．．．．．．．．．41 第一節 聘審主席存在偏見下的打壓模型 ．．．．．．．．．．．．41 第二節 聘審主席考慮自身升遷下的過度拔擢模型 ．．．．．．．．42 第七章 建議與改善方法 ．．．．．．．．．．．．．．．．．．．．．．44 第八章 結論與延伸 ．．．．．．．．．．．．．．．．．．．．．．．．46 參考文獻 ．．．．．．．．．．．．．．．．．．．．．．．．．．．．．48 | zh_TW |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0922550171 | en_US |
| dc.subject (關鍵詞) | 拔擢 | zh_TW |
| dc.subject (關鍵詞) | 打壓 | zh_TW |
| dc.subject (關鍵詞) | 非營利組織 | zh_TW |
| dc.subject (關鍵詞) | 聘審行為 | zh_TW |
| dc.title (題名) | 拔擢或打壓 | zh_TW |
| dc.type (資料類型) | thesis | en |
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