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為何公務人員不接受考績乙等？設計思維下的議題重構與創新 |
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| 2024-01 |
韓國政府施政績效管理制度研析 |
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| 2023-07 |
Change and continuity in the civil service of Taiwan under democratisation: With Hong Kong as a benchmark for assessment |
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| 2023-03 |
公共政策作為一種「設計」：從政策設計到設計思維 |
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| 2022-12 |
Taiwan |
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| 2022-09 |
相似的現象、不同的認知與回應：韓國文官制度改革之回顧與分析 |
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| 2022-03 |
Responsiveness of Grassroots Level Civil Servants in China: A Comparison between Civil Servants Recruited from Regular Entrance Examinations and Specially Selected Graduates |
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| 2021-11 |
論香港公務員職系設計與管理及其對我國公務人員制度設計之啟示 |
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| 2021-06 |
移風易俗：香港廉政公署私部門治貪的經驗回顧 |
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pdf(367) |
| 2021.03 |
COVID-19 in Taiwan: Some crucial experiences for fighting the pandemic |
book/chapter |
web page(386) |
| 2021-02 |
Change and continuity in the civil service of Taiwan under democratization |
conference |
|
| 2020-12 |
論香港公務員職系設計與管理及其對我國公務人員制度設計之啟示 |
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| 2020-03 |
「績效弔詭」是否為不夠「協力」之反映？對〈協力決策後的績效弔詭：以性別影響評估和生態度檢核表為例〉之回應與反思 |
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| 2019-12 |
我國行政機關公務人力流動之初探：以跨職系流動為焦點 |
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| 2019-09 |
Managerial flexibility versus employee-friendly flexibility: the internal labour market of Taiwan’s civil service |
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| 2019-06 |
我國另類人事體制下的另類文官制度發展：是否仍要另類下去？ |
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| 2019-06 |
Policy learning without counterparts: Cases of administrative reforms in China and Taiwan |
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| 2019-05 |
我國行政機關內部人力市場專業流動之探討：職系之間人力調任分析 |
conference |
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| 2018-06 |
公務人力流動資料之空間分析初探 |
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| 2018-03 |
我國行政中立概念與實踐之回顧 |
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| 2018-03 |
The pros and cons of a flexible internal labor market of civil service: A case study of Taiwan |
conference |
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| 2018-01 |
An Exploratory Study of Government Internal Labor Market in Taiwan: Balance of Interest between Individuals and Organizations |
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| 2017-12 |
西方模型移植還是扭曲性傳譯？中國行政改革的政策學習過程 |
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| 2017-12 |
Transfer to Western Model or Distorted Translation? The Policy Learning Process of Administrative Reforms in China |
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| 2017-04 |
必然的謬誤與潛規則的合理性：制度約束下的地方主管年終考績行為 |
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web page(603)pdf(906) |
