淡江大學覺生紀念圖書館 (TKU Library)

系統識別號 U0002-2507201411293000
中文論文名稱 國軍上校以上軍官轉任公務人員任用現況之研究-以輔導會為例
英文論文名稱 Manpower Utilization of Colonel Officers and Above Transferred to the Civil Service -A Case of VAC
校院名稱 淡江大學
系所名稱(中) 公共行政學系公共政策碩士在職專班
系所名稱(英) Department of Public Administration
學年度 102
學期 2
出版年 103
研究生中文姓名 張長林
研究生英文姓名 Chang-Lin Chang
學號 701640020
學位類別 碩士
語文別 中文
口試日期 2014-06-16
論文頁數 163頁
口試委員 指導教授-黃一峯
中文關鍵字 上校以上軍官轉任公務人員  轉任制度  高階低用 
英文關鍵字 Colonel Officers and Above Transferred to the Civil Service  transfer system  appointing personnel to positions that do not make full use of their skills 
中文摘要 國軍上校以上軍官轉任公務人員制度,緣係民國五十年代,行政部門管理人才不足,乃由軍中養成有素之高階將校轉任,協助推展各項政經建設。隨著時代背景與社會需要變遷,轉任制度歷經數次修訂,使能與時俱進,故本研究乃以「國軍上校以上軍官轉任公務人員任用現況之研究-以輔導會為例」為題,期就轉任人員職級派任、工作調動自由、職期發展等研究目的作深入探究。
英文摘要 The system in Taiwan whereby officers in the armed forces holding the rank of colonel or above can transfer to the civil service dates back to the 1960s. At that time, the government was suffering from a shortage of administrative personnel, and it was felt that allowing senior officers who had acquired managerial skills while serving in the armed forces to transfer to the civil service could help with the implementation of various national construction initiatives and other government projects. Over the years, the transfer system has been revised several times, in an effort to keep pace with the changes taking place in the wider society. The present study uses a case study of the transfer of officers in the armed forces holding the rank of colonel or above to civil service positions in the Veterans Affairs Council to undertake an in-depth exploration of various issues related to the transfer system, including the ranks at which transfer takes place, the degree of flexibility in the choice of which civil service departments military personnel are transferred to, and changes in the required period of service, etc.
The transfer system is undergoing an ongoing process of evolution and revision. Some commentators have suggested that the transfer system no longer serves any real purpose, or that the system is really just a form of “outdoor relief” for retired military personnel. In point of fact, the transfer system was established to meet real national needs, and its functions have been adjusted over time as these needs have changed. Today, the Veterans Affairs Council has the responsibility for caring for over one million veterans’ dependants and for the large number of veterans living in veterans’ care homes (whose average age is now over 83), in addition to various responsibilities relating to Taiwan’s efforts to end conscription and institute a fully-professional, long-service armed forces; every year, an additional 8,000 – 10,000 people become eligible for the provision of services by the Veterans Affairs Council. Besides its purely research-related goals, it is hoped that this study will also contribute to the adoption of more reasoned attitudes towards the transfer system and a better understanding of it, thereby helping to build consensus and prevent misunderstandings between those civil servants with a military background and those with a civilian background.
The extent to which ordinary citizens trust the government and feel satisfied with the government is heavily influenced by the quality of the government’s human resources, and by its administrative efficiency and performance. As senior officials, transferred military officers have responsibilities that include policy formulation, planning, implementation and review; their roles, and the problems that they face, reflect their importance and the challenging nature of their work.
The main aim of the present study is to explore the current status of employment of transferred military personnel in the civil service, and the related issues. The study makes use of in-depth interviews, focus groups, and a review of the literature. The research shows that the institution of the transfer system has been effective in embodying several of the key tenets of the Constitution of Taiwan R.O.C. including the effective utilization of high-end human talent, the promotion of social stability, and the strengthening of administrative functions. The system has also created real benefits in terms of the provision of specialist services. However, there are a number of problems affecting the system, including the employment of talented individuals in roles that do not fully utilize their skills, the reduction in income that transferred personnel experience, the restrictions on the agencies in which transferred military personnel can be employed, the disparity in attitudes to the system between officers of the rank of general (who are generally interested in transferring to the civil service) and officers of the rank of colonel (who are less enthusiastic), the decline in the number of personnel being transferred, etc.
In regard to the research findings, the study puts forward a number of suggestions regarding revision of organizational structure, relaxation of the restrictions on the agencies to which transferred personnel can be assigned, the imposition of strict manpower quality controls, overcoming the personnel-related obstacles to effective operation of the system, the creation of additional incentives for transfer, etc. It is anticipated that these suggestions will help to make the transfer system more effective, and more sustainable over the long term.
論文目次 目次
第一章 緒論 1
第一節 研究背景 3
第二節 研究動機與目的 15
第三節 研究問題 18
第四節 研究流程 19
第五節 研究範圍與限制 21
第六節 重要名詞釋義 22
第二章 文獻探討 31
第一節 轉任制度概述 31
第二節 軍文改隸案例 44
第三節 任用限制與相關問題 49
第四節 本章小結 53
第三章 研究設計 55
第一節 研究方法 55
第二節 研究架構 61
第三節 研究對象 63
第四節 訪談題綱 65
第五節 研究信度、效度與倫理 66
第六節 本章小結 71
第四章 訪談結果分析 73
第一節 訪談內容 73
第二節 訪談結果分析 84
第三節 轉任制度實質意義與質疑釐清 87
第四節 本章小結 93
第五章 結論 95
第一節 研究發現 95
第二節 研究建議 97
參考文獻 102
中文部份 102
英文部份 104
網路資源 106


俸級對照表 5
表1-2:公務人員與國軍上校俸給結構表 7
表1-3:國軍將級軍官轉任公務人員經管一覽表 11
表1-4:國軍上校級軍官轉任公務人員經管一覽表 13
表2-1:檢覈考試分年報考及及格人數一覽表 34
表2-2:檢覈考試分年報考及及格人數比較表 34
表2-3:轉任考試演進過程 37
    及格人數一覽表 40
辦理原則彙整表 47
表3-1:訪談對象 64


圖1-1:輔導會所屬機構職員考試任用資格圖 9
圖1-2:研究流程 20
圖1-3:輔導會組改後組織架構圖 26
圖3-1:研究架構圖 61

參考文獻 一、中文部份
畢恆達 (1996), 詮釋學與質性研究。胡幼慧(編), 質性研究-理論、方法及本土女性研究實例, 27-45, 台北: 巨流.
黃政傑 (1991),研究倫理。載於黃光雄、簡茂發主編,教育研究法。台北:師苑
葉至誠(2000), 社會學導論。台北:匯華圖書出版公司。
葉重新 (2001),教育研究法。台北:心理出版社
鍾倫納 (1992),《應用社會科學研究法》。 香港:商務印書館(香港)有限公司。

Arksey, H. and Knight, P. T.(1999). Interviewing for Social Scientists. London:Sage.
Burgess, R.G.(1982). “Styles of Data Analysis:Approaches and Implications”,Field Research: A Sourcebook and Field Manual, Newbury Park. CA:Sage.
David W. Stewart & Prem N. Shamdasani(1990) Foucs Group:Theory and Practice.By Sage Publications,Inc.
Denzin, Norman K. and Yvonna S. Lincoln.(2000). The Handbook of QualitativeResearch (2nd ed.)*. Thousand Oaks, CA: Sage Publications, Inc.
Harrison,M.I.(2005). Diagnosing Organization:Methods.Models.Process.Sage publications,Inc.
Jane Ritchie & Jane Lewis.(2003). Qualitative Research Practice:A Guide for Social Science Students and Researchers:Sage Publications Ltd.
Kirk, J., & Miller, M.(1988). Reliability and validity in qualitative research. London: Sage.
Krueger, R. A. & Casey, M. A.(2000). Focus Groups: A Practical Guide for Applied Research.(3rd ed.)
LeCompte, M. D. and Goetz, J.(1982). Problems of reliability and validity in ethnographic research. Review of Educational Research, 52(1):31-60
Lincoln, Y. S. and Guba. G. E.(1985). Naturalistic Inquiry. Beverley Hills, CA:Sage.
Lofland, John & Lofland, Lyn H.(1984). Analyzing Social Settings- A Guide to Qualitative Observation and Analysis. Belmont, CA:Wadsworth Publishing Co.
Malhotra, N. K.(1993). Marketing Research: An Applied Orientation.
NY: Prentice-Hall.
Merriam, S. B.(1988). Case study research in education. Thousand Oaks, CA: Sage.
Miller, L.&Crabtree, F. (1992). Overview of qualitative research methods In Crabtree, B. F. &Miller, W. L. [Eds.], Doing Qualitative Research. 3-28. London: Sage.
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聯合新聞網(民103年3月31日)。軍職轉公職考試 試委:應研議廢止。
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