| DC 欄位 |
值 |
語言 |
| DC.contributor | 法律與政府研究所 | zh_TW |
| DC.creator | 黃苡安 | zh_TW |
| DC.creator | Yi-An Huang | en_US |
| dc.date.accessioned | 2023-8-10T07:39:07Z | |
| dc.date.available | 2023-8-10T07:39:07Z | |
| dc.date.issued | 2023 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=109724010 | |
| dc.contributor.department | 法律與政府研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 遠距辦公模式對於公部門營運持續有著重要的作用，尤其面對疫情後辦公模式的再次轉變更是具有正面的助益，因此檢視遠距工作（Telework）常態化之可能性是本文探究的重點。面對工作形態的轉換，政府部門如何在外部環境不斷的變化中提升組織韌性，強化持續營運之能力？本研究以文獻分析法進行文獻整理爬梳，再以半結構式深度訪談法（Semi-structured in-depth interview）分別訪問中央及地方公務人員，訪談受訪者在疫情期間因從事遠距工作所受到的影響。研究主題以「組織韌性（Organizational Resilience）」、「績效考核（Performance Appraisal）」及「營運持續管理（Business Continuity Management）」三個層面作為訪問方向，並根據受訪者的回應，從實務角度分析公務人員針對遠距工作常態化之建議與探討。
根據受訪者之研究訪談回應，實務上產生之遠距工作問題包含：工作內容重新規劃、資訊環境技術提升、績效考核的改變及組織變革反彈。並且根據研究發現，本研究進一步提出五項建議：（一）建立長官與遠距工作者即時聯繫管道。（二）預先規劃對業務性質調整。（三）提升機關資訊環境與技術。（四）申請遠距工作的條件客觀標準化。（五）績效考核方式評定調整。 | zh_TW |
| dc.description.abstract | Telework is essential for maintaining the public sector’s operation, particularly in the context of post-pandemic office transformations. To enhance organizational resilience and business continuity in the changing external environment, this study assesses the feasibility of the governor sector normalizing telework.
This research utilized documentary analysis to build a literature review; semi-structured in-depth interviews are then conducted to gather insights from both central and local government officials who worked remotely during the pandemic. The study explored three main areas: ＂Organizational Resilience,＂ ＂Performance Appraisal,＂ and ＂Business Continuity Management,＂ to analyze the recommendations and inquiries of government officials regarding the practicality of normalizing telework.
According to the responses from the interviews, there were issues with the practice of telework, including the reorganization of tasks, improvement of infrastructure in information technology, changes in performance appraisal, and organizational resistance to change. The research proposed five solutions: (1) Establish real-time communication channels between supervisors and remote workers; (2) Pre-plan adjustments to accommodate different business natures; (3) Improve the technological environment in government agencies; (4) Standardize requirements for telework applications; (5) Revise performance appraisals for telework. | en_US |
| DC.subject | 遠距工作 | zh_TW |
| DC.subject | 電傳勞動 | zh_TW |
| DC.subject | 混合工作 | zh_TW |
| DC.subject | 公部門 | zh_TW |
| DC.subject | 組織韌性 | zh_TW |
| DC.subject | 營運持續 | zh_TW |
| DC.subject | 績效考核 | zh_TW |
| DC.subject | Remote Work | en_US |
| DC.subject | Telework | en_US |
| DC.subject | Hybrid Work | en_US |
| DC.subject | Public Sector | en_US |
| DC.subject | Organizational Resilience | en_US |
| DC.subject | Business Continuity | en_US |
| DC.subject | Performance Appraisal | en_US |
| DC.title | 政府部門遠距工作與管理之探討 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | An analysis of Telework in the Government Sector | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |