https://ir.lib.ncu.edu.tw/handle/987654321/333 Search the Channel s https://ir.lib.ncu.edu.tw/simple-search https://ir.lib.ncu.edu.tw/handle/987654321/99318 title: 我 國公 務 員 基 本 權 保 障 之 研 究— 以 憲 法 解 釋 與 判 決 為 中 心;A Study on the Protection of the Fundamental Rights of Civil Servants in Taiwan: With a Focus on Constitutional Interpretation and Judgments abstract: 本文旨在探討我國公務員基本權保障之規範演變，核心聚焦於國家與公務員間法律關係之轉變，即由傳統特別權力關係過渡至現代公法上職務關係之歷程。本文透過文獻分析法與法學方法，深度剖析司法院大法官解釋及憲法法庭判決之實務見解，進而評析司法機關於介入公務員爭訟時，在嚴格、中度及寬鬆審查基準間之選擇。 研究範圍涵蓋公職關係之形成、存續至終止階段，重點分析應考試服公職權、平等權及財產權受干預之憲法爭議案例，包括：消防人員身高限制案、公立醫院醫師雙重國籍限制、年金改革之信賴保護與比例原則以及考績免職之司法救濟範圍。本文研究發現，儘管特別權力關係已趨於消逝，但在部分實務判決中，司法權對於行政權之高度尊重仍使公務員權利保障面臨實質困境。文末針對現行法制不足之處提出立法建議，希冀落實正當法律程序，以維護憲法對公職人員身分與尊嚴之制度性保障。 ;This article aims to explore the normative evolution of the protection of fundamental rights for civil servants in our country, focusing on the qualitative shift in the legal relationship between the State and civil servants—specifically, the transition from the traditional &quot;Special Power Relations&quot; to the modern &quot;Service Relationship under Public Law&quot;. Utilizing literature analysis and legal methodology, this study conducts an in-depth analysis of the practical insights from the Interpretations of the Grand Justices of the Judicial Yuan and the Judgments of the Constitutional Court. It further evaluates the dynamic logic behind the judiciary′s choice among strict, intermediate, and rational basis (lax) review standards when intervening in civil servant litigations. The scope of this research covers the stages of formation, subsistence, and termination of the public service relationship. It emphasizes constitutional disputes regarding the interference with the right of taking public examinations and of holding public offices, the right to equality, and the right of property. Case studies include: the height restriction case for firefighters, dual nationality restrictions for public hospital physicians, the principle of protection of legitimate expectations and the principle of proportionality in pension reforms, and the scope of judicial remedy for dismissals based on performance appraisals. The findings indicate that while the doctrine of &quot;Special Power Relations&quot; is gradually fading, the high degree of judicial deference toward executive power in certain practical judgments continues to cause substantial hurdles for the protection of civil servants′ rights. Finally, this article proposes legislative recommendations to address the deficiencies in the current legal system, aiming to implement due process of law and uphold the institutional protection of the status and dignity of public officials under the Constitution. <br> Fri, 06 Mar 2026 10:36:59 GMT https://ir.lib.ncu.edu.tw/handle/987654321/99316 title: 刑事量刑程序之建構 以美國法及我國法為中心;The Construction of Criminal Sentencing Procedures: A Comparative Study Centered on U.S. Law and Domestic Law abstract: 量刑不公及量刑歧異等問題一直是我國司法飽受人民指責之處。事實上，我國實務對於定罪程序之重視程度遠大於量刑程序，量刑事項之審理及判決書中所記載之量刑理由均不夠充分，被告或民眾亦難以自判決書中明確得知法官量處該刑期之理由，以及各該量刑因子對於最終量刑所生之影響。此外，當前之量刑目的不僅限於應報主義及預防主義之追求，尚包含行為人之治療、社會復歸、更生改善可能及修復性司法等。若欲落實該等量刑目的，法官須對行為人有充分之認識，使得依個別行為人之狀況，進行最妥適之量刑。然我國實務就量刑審酌事實多以刑法57條及58條所列事項為主，該等見解過於侷限，使得呈現於法庭之量刑證據不夠完備，法官所能斟酌之量刑事實極為有限，自難使法官全面了解行為人，並據以擇定最有效之矯治方式及刑度裁處。若欲提升民眾對於司法的信賴，且基於對行為人權利之保護，我國應積極建構完整之量刑程序法制，並應充實量刑前調查事項。 首先，本文將自我國之實務判決、重大矚目刑事案件量刑前調查/鑑定評估手冊等部分分析我國量刑程序之現況，並點出當前我國所面臨之問題，舉例而言：量刑前調查之定性、量刑前調查應如何進行、量刑調查資料之開示，以及當事人應如何對調查內容表示異議等事項均不明確。因我國欠缺一套完整的量刑程序規範制度，本文擬藉由量刑制度發展較為長遠且研究頗豐之美國法做為我國之參考對象。自美國法之量刑目的及量刑程序發展為開展，並透過美國聯邦最高法院之數則判決，剖析美國之量刑程序係如何建構及量刑前調查制度之內涵及操作，並引述相關立法。而後，就我國所面臨之量刑程序問題進行檢討，並以美國法之量刑前調查制度及規範進行衡酌對照，探討有哪些部分值得我國學習，哪些部分於我國恐不適用，進一步提出對於我國將來量刑程序法制建構之建議。 ;The issues of sentencing injustice and sentencing disparity have long been the focus of public criticism toward the judicial system in Taiwan. In practice, the emphasis placed on conviction procedures far outweighs that on sentencing procedures. This results in insufficient sentencing hearings and justifications in written judgments, making it difficult for defendants and the public to understand the rationale behind a specific sentence or how various sentencing factors influenced the final decision. Furthermore, contemporary sentencing objectives have evolved beyond mere retribution and deterrence to include rehabilitation, social reintegration, and restorative justice. To achieve these goals, judges must have a comprehensive understanding of the offender to determine the most appropriate sentence. However, current practice focuses narrowly on the factors listed in Articles 57 and 58 of the Criminal Code, leading to incomplete evidence and limited information for the court, which hinders the selection of effective correctional methods. To enhance public trust in the judiciary and protect the rights of the accused, Taiwan must actively construct a complete legal framework for sentencing procedures and enrich pre-sentencing investigations. This article first examines the current state of sentencing procedures in Taiwan through an analysis of judicial decisions, and existing presentence investigation and assessment manuals. It identifies several unresolved issues, including the legal nature of presentence investigations, the methods by which such investigations should be conducted, the disclosure of presentence investigation materials, and the procedures by which parties may raise objections to the contents of such investigations. In light of the absence of a comprehensive sentencing procedural framework in Taiwan, this study adopts U.S. law—which possesses a long-standing sentencing system and extensive research—as a reference. Starting with the development of sentencing objectives and procedures in the U.S., this study analyzes the construction and operation of the pre-sentencing investigation system through several U.S. Supreme Court rulings and relevant legislation. Finally, the article reviews the problems faced by Taiwan’s system, compares them with U.S. standards to evaluate their applicability, and proposes recommendations for the future legal construction of Taiwan’s sentencing procedures. <br> Fri, 06 Mar 2026 10:36:44 GMT https://ir.lib.ncu.edu.tw/handle/987654321/99314 title: 責罰相當原則之研究－以公職人員利益衝突迴避法為例;The principle of Proportionality of Punishment: A Case Study of the Act on Recusal of Public Servants Due to Conflicts of Interest abstract: 行政罰作為一種制裁違反行政法義務人民之手段，為避免過度侵害人民的權利，立法者爰將許多重要的法律原則體現於條文中。本文旨在探討行政處罰中的「責罰相當原則」其內涵為何，分別以憲法層次及行政法層次進行研析，並以「公職人員利益衝突迴避法」為例，藉由梳理該法的立法背景與沿革、現行的處罰規定、審酌之因素裁罰的現況及個案分析，探討該法的處罰規定是否符合責罰相當原則的內涵，最後試圖就如何以修法及解釋公職人員利益衝突迴避法的方式去落實責罰相當原則。 研究發現責罰相當原則的憲法依據是處罰責任主義和禁止過苛原則，大法官則是以比例原則來詮釋責罰相當原則，行政機關在處罰時所應遵循的責罰相當原則，其內涵是必須先確認行為人具可罰的責任後，再依據責任的高低、行政罰法應審酌因素、個案情形等裁量適當的金額。本文另藉由裁罰案件分析發現「公職人員利益衝突迴避法」部分案件未能落實責罰相當原則，爰提出避免過度調降罰鍰金額等建議，期能兼顧公職人員利益衝突迴避法之立法目的和受處分人的權益保障。 ;As a means of sanctioning individuals who breach obligations under administrative law, administrative penalties serve as an instrument of state coercion. To prevent excessive infringement upon individual rights, the legislature has incorporated numerous fundamental legal principles into statutory provisions. This study seeks to elucidate the substantive meaning of the principle of proportionality between fault and punishment within the context of administrative sanctions. This discussion is conducted at both the constitutional and administrative law levels, using the Act on Recusal of Public Officials due to Conflicts of interest as a case study. By examining the legislative background and historical development of the Act, its current sanctioning provisions, the factors considered in penalty determination, and the practical operation of such sanctions through case analysis, this paper explores whether the Act’s punitive framework conforms to the essence of the principle of proportionality between fault and punishment. Finally, the study endeavors to propose approaches to effectively realize this principle through statutory amendment and interpretative refinement of the Act. The research finds that the constitutional foundations of the principle of proportionality between fault and punishment lie in the doctrine of culpability and the prohibition of excessive punishment. The Constitutional Court has, in turn, interpreted this principle of proportionality. Within the administrative context, the substance of the principle requires that administrative authorities, prior to imposing sanctions, first ascertain the presence of culpability on the part of the responsibility, the factors prescribed in the Administrative Penalty Act, and the specific circumstances of the case. Through the case analysis, this study further identifies instances in which the Act on Recusal of Public Officials due to Conflicts of Interest has failed to fully implement the principle of proportionality between fault and punishment. Accordingly, the paper proposes recommendations aimed at preventing the excessive reduction of fines, thereby seeking to reconcile the legislative objectives of the Act with the protection of the rights of sanctioned individuals. <br> Fri, 06 Mar 2026 10:36:30 GMT https://ir.lib.ncu.edu.tw/handle/987654321/99313 title: 國營事業新進員工工作滿意度與離職動機之研究- - -以某國營事業員工為例;A Study on Job Satisfaction and Turnover Motivation among New Employees in State-Owned Enterprises: A Case Study of Employees in a State-Owned Enterprise abstract: 本研究旨在探討國營事業新進員工在進入職場後，實際感受到的工作滿意程度與其產生離職動機之間的關聯性。近年隨著民間企業工作環境與待遇日益優渥，特別是科技業提供更具彈性與高薪的職涯選項，使得傳統以「穩定、高福利」為招募訴求的國營事業逐漸失去吸引力。儘管國營事業提供優渥的年終獎金與完善的升遷機制，但在年輕世代就業者的眼中，其制度僵化與職涯發展侷限的問題亦愈加突顯。是故，針對現今新進員工之實際滿意感受與離職思維進行深入探究，對於人力資源政策調整與組織再造具有重要意義。 本研究採用質性研究法，透過半結構式訪談，訪談八位任職於國營事業滿一年至三年的新進員工，受訪者涵蓋不同職系與地區，其中四位已離職、四位仍在職但表達強烈離職傾向。訪談內容聚焦於五個面向：一、薪資與福利；二、工作環境與壓力來源；三、升遷制度與職涯規劃；四、家庭因素對職場決策的影響；五、整體工作滿意度與離職意圖之交互作用。研究者將逐字稿進行主題式編碼與比較分析，歸納出關鍵發現與問題核心。 綜合研究發現，歸納結論如下： 一、 新進員工普遍認為國營事業薪資雖穩定，但年終獎金與實際工作績效連結薄弱，制度不透明易導致相對剝奪感，且與科技業薪資落差逐年擴大，削弱整體吸引力。 二、 工作內容與行政流程普遍過於繁瑣，跨部門溝通效率不彰，人力調配失衡導致部分單位過勞現象，影響員工對工作的專業成就感與歸屬感。 三、 主管領導風格對工作滿意度具高度影響力。受訪者普遍認為，若主管採高壓、命令式領導而無適度溝通與支持，易導致員工產生疏離感與挫折。 四、 升遷制度多以年資為依歸，缺乏與能力表現掛鉤之彈性機制，導致有志表現之員工感受「卡等」困境，亦有女性員工指出性別偏見在升遷上仍可能發生。 五、 職務調動不重視個人專長與興趣，輪調安排未充分考量員工職涯發展規劃，影響其長期投入意願。 六、 家庭因素為離職動機的另一項關鍵。輪班制度、異地派遣與假日值勤，使員工難兼顧親職與家庭照顧責任。雖制度中設有育嬰假、照顧假等保障，但實際執行上往往受主管主觀認定與流程限制，使員工對制度失去信心。 七、 儘管大多數員工對國營事業的「穩定性」仍持肯定態度，然對組織活力、創新空間與個人成就感之缺乏，已成為離職思考的主要推力。新進員工之「留下」更多基於風險迴避與現實考量，而非來自職涯熱情與認同。 八、 對於未來的職涯發展，多數受訪者表達不樂觀態度，並傾向尋求更具彈性、成長性與價值實現空間的工作機會，特別是年輕世代對自我實現與工作生活平衡的重視已逐漸凌駕於穩定保障之上。 本研究根據上述發現，提出三方面建議：(1) 對組織制度：建議國營事業單位應調整升遷與獎酬制度，建立透的激勵機制，並設計符合個人職涯發展的輪調與橫向歷練路徑；(2) 對主管領導：應強化中階主管領導力與溝通訓練，減少命令式文化，提升員工支持感與歸屬感；(3) 對人力資源政策：應導入彈性工時、遠距工作與實質托育支持制度，以符合多元家庭型態與新世代工作者需求。 最終，期望本研究可作為人事單位、組織改革者與政策制定者之參考依據，協助國營事業重塑人力留任策略，提升整體人力資源運用效率與組織競爭力。 ;This study aims to explore the relationship between job satisfaction and turnover motivation among newly recruited employees in state-owned enterprises (SOEs). In recent years, as private enterprises—particularly the technology industry—have provided more flexible and lucrative career opportunities, the traditional appeal of SOEs emphasizing “stability and generous benefits” has gradually weakened. Although SOEs still offer substantial year-end bonuses and well-established promotion mechanisms, issues such as rigid organizational structures and limited career development opportunities have become increasingly evident, especially among younger employees. Therefore, conducting an in-depth investigation into new employees’ job satisfaction and turnover motivation holds significant implications for human resource policy reform and organizational transformation. This research adopts a qualitative research approach through semi-structured interviews with eight new employees of SOEs who have been employed for one to three years. The participants include four who have resigned and four who are still employed but demonstrate strong turnover motivation. The interview focuses on five major aspects: (1) salary and benefits, (2) work environment and work stress, (3) promotion system and career development, (4) the influence of family factors on work decisions, and (5) the interaction between job satisfaction and turnover motivation. The collected interview data were transcribed, coded, and analyzed thematically to identify the core issues influencing employees’s decisions. The findings reveal that rigid promotion systems, limited innovation, leadership style, and work-family conflicts significantly contribute to employees’ turnover motivation. Furthermore, a lack of transparent reward mechanisms and excessive administrative burdens weaken employees’ professional identity and organizational commitment. Based on these findings, the study suggests three directions for improvement: (1) revising promotion and incentive systems to establish fair and transparent mechanisms, (2) strengthening leadership and communication training for supervisors to foster supportive management, and (3) introducing flexible working arrangements and family-support policies to address diverse employee needs. Ultimately, this study provides practical insights for human resource departments, organizational reformers, and policymakers to redesign talent retention strategies, improve employee satisfaction, and reduce turnover motivation in SOEs. <br> Fri, 06 Mar 2026 10:36:17 GMT