Responsive image
博碩士論文 etd-0807107-120849 詳細資訊
Title page for etd-0807107-120849
論文名稱
Title
領導型態、吸收能力、心理契約與個人創新行為關係之研究—以高科技產業為例
Relationships among Leadership, Absorptive Capacity, Psychological Contract and Innovational Behavior — taking the Technology Industry as Examples
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
112
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2007-07-19
繳交日期
Date of Submission
2007-08-07
關鍵字
Keywords
轉換型領導、吸收能力、心理契約、創新行為、交易型領導
psychological contract, transactional leadership, innovational behavior, absorptive capacity, transformational leadership
統計
Statistics
本論文已被瀏覽 5784 次,被下載 42
The thesis/dissertation has been browsed 5784 times, has been downloaded 42 times.
中文摘要
論文內容提要:
創新行為是組織競爭優勢的主要來源之一,這一點已經被許多學者所驗證,Peter Drucker(1985)也指出知識經濟時代最重要的兩件事情就是知識管理與創新,能夠掌握知識的組織就能夠擁有創新的機會。對於知識與創新密集的高科技產業來說,惟有產品與技術不斷的創造更新才能跟得上這變動快速的大環境。本研究最主要的目的是要了解影響科技公司員工創新行為的因素,因此,本研究探討了組織領導者的領導類型、單位或個體之間的吸收能力和心理契約等因素,與員工個人創新行為的相關性,其中領導類型採用轉換型領導與交易型領導,吸收能力分為辨識能力、取得能力與整合能力,心理契約分為交易型契約者、關係型契約者以及平衡型契約者。

經實證研究之後,本研究的主要發現如下:
一、員工的性別、職務功能以及婚姻狀況的不同,對個人創新行為有顯著的差異。

二、在領導類型方面,交易型領導與轉換型領導對個人創新行為皆有顯著的正相關。在吸收能力方面,取得能力與整合能力對個人創新行為有顯著正相關,而辨識能力僅對創新構想的執行有顯著正相關。在心理契約方面,平衡型契約者與創新構想的執行有顯著的正相關,而交易型契約者與創新構想的產生有負相關。
Abstract
Abstract

Innovational behavior is one of the main sources of an organization’s competitive advantage which is verified by many scholars. Peter Drucker(1985)said that two of the most important issues in knowledge age are knowledge management and innovation. Therefore, organizations have the chance to develop the ability of innovation when they are able to control knowledge. Only with the innovation of product and management skills, hi-tech companies could catch up the changing environment. This study focuses on the relationship between innovative behavior, leadership, absorptive capacity, and psychological contract between units. In the meantime, leadership style contains transactional leadership and transformational leadership; absorptive capacity contains the ability of acquisition, assimilation and exploitation; psychological contract contains transactional, relational and balanced relationship.

The result of the research indicates that:
1. The differences of employees’ gender, marriage and the function of occupation have significant difference on innovative behavior

2. In addition to difference analysis, relationship between transactional leadership, transformational leadership, acquisition ability, assimilation ability, exploitation ability and balanced relationship of psychological contract have significant influence on innovative behavior.
目次 Table of Contents
目錄
第一章 緒論.......................................................1
第一節 研究背景與動機..........................................1
第二節 研究目的................................................4

第二章 文獻探討...................................................5
第一節 創新的相關內容..........................................5
第二節 領導型態...............................................14
第三節 吸收能力...............................................26
第四節 心理契約...............................................34

第三章 研究方法..................................................42
第一節 研究架構...............................................42
第二節 研究假設...............................................43
第三節 研究變項與衡量工具.....................................44
第四節 統計分析方法...........................................53

第四章 研究結果與分析............................................55
第一節 資料收集方法與樣本特性分析.............................55
第二節 研究變項之描述性統計分析...............................58
第三節 個人背景變項與各變項之間的關係.........................60
第四節 個人創新行為與領導類型、吸收能力、心理契約的關係.......70
第五節 心理契約對領導類型與個人創新行為之影響.................73

第五章 結論與建議................................................83
第一節 驗證假設結果...........................................83
第二節 結論...................................................85
第三節 實務建議...............................................87
第四節 研究限制與後續研究建議.................................89

參考文獻...........................................................91

附錄..............................................................102




表目錄
表2-1-1 創新定義...................................................7
表2-1-2 創新分類...................................................8
表2-2-1 領導定義..................................................14
表2-2-2 轉換型領導定義............................................23
表2-3-1 吸收能力定義..............................................26
表2-4-1 心理契約的定義與特質......................................36
表3-2-1 研究假設..................................................43
表3-3-1 個人創新行為量表之信度係數................................45
表3-3-2 轉換型領導量表之信度係數..................................47
表3-3-3 交易型領導量表之信度係數..................................48
表3-3-4 吸收能力量表之信度係數....................................50
表3-3-5 心理契約量表之信度係數....................................52
表4-1-1 問卷回收狀況..............................................55
表4-1-2 本研究樣本資料之描述性統計................................57
表4-2-1 研究變項之描述性統計......................................59
表4-3-1 性別不同對各變項的差異性分析..............................60
表4-3-2 婚姻不同對各變項的差異性分析..............................61
表4-3-3 年齡不同對各變項的差異性分析..............................62
表4-3-4 教育程度的不同對各變項的差異性分析........................64
表4-3-5 服務年資的不同對各變項的差異性分析........................66
表4-3-6 職位的不同對各變項的差異性分析............................67
表4-3-7 職務的不同對各變項的差異性分析............................69
表4-4-1 個人創新行為與領導類型之相關分析..........................71
表4-4-2 個人創新行為與吸收能力之相關分析..........................72
表4-4-3 個人創新行為與心理契約之相關分析..........................73
表4-5-1 領導類型與辨識能力的交互作用對個人創新行為之層級迴歸......74
表4-5-2 領導類型與取得能力的交互作對個人創新行為之層級迴歸........75
表4-5-3 領導類型與整合能力的交互作對個人創新行為之層級迴歸........76
表4-5-4 領導類型與交易型契約者的交互作對個人創新行為之層級迴歸....77
表4-5-5 領導類型與關係型契約者的交互作對個人創新行為之層級迴歸....78
表4-5-6 領導類型與平衡型契約者的交互作對個人創新行為之層級迴歸....79
表5-1-1 研究假設驗證結果..........................................84




圖目錄
圖2-1-1 個人創新行為假設模式......................................12
圖2-2-1 交易型領導................................................20
圖2-2-2 領導者-成員交換理論.......................................21
圖2-3-1 吸收能力模式..............................................29
圖2-4-1 心理契約創造過程..........................................39
圖2-4-2 心理契約的交換關係........................................40
圖3-1-1 研究架構..................................................42
圖4-5-1 交易型領導與關係型契約者交互作用對於創新構想的產生之影響..80
圖4-5-2 交易型領導與關係型契約者交互作用對於創新構想的執行之影響..81
圖4-5-3 理想化影響與鼓舞式激勵與關係型契約者交互作用對於創新構
想的執行之影響............................................81
圖4-5-4 交易型領導與平衡型契約者交互作用對於創新構想的執行之影響..82
參考文獻 References
參考文獻
一、中文部份

莊立民,(2002),組織創新模式建構與實證之研究-以台灣資訊電子業為例。國立成功大學企業管理研究所博士論文

包希鴻,2003,人力資源管理活動模型、心理契約與工作績效之關聯研究,淡江大學管理科學研究所碩士論文

顏士棻,2005,個人社會資本、組織信任與組織公民行為關係之研究-以心理契約為干擾變項,國立中正大學勞工研究所碩士論文

楊能豐,2005,心理契約違反與工作績效關係之研究-以永豐餘造紙股份有限公司為例,國立中山大學人力資源管理研究所碩士論文

黃家齊,2003,人力資源管理活動、僱用關係與員工反應之關聯性研究-心理契約觀點,管理學報第二十卷第三期,pp. 483-514

楊熾儒,2000,員工心理契約適配類型與工作行為之個案研究,淡江大學管理科學研究所碩士論文

林士峰,2003,銀行業人力彈性運用與員工心理契約的關係及影響,國立中山大學人力資源管理研究所碩士論文

陳世聰,2001,屏東縣國小校長轉化、互易領導與學校效能關係之研究-以發揮「小班教學精神」效能為指標,屏東師範學院國民教育研究所碩士論文

林靜鈺,2000,企業主管領導型態、激勵語言對員工工作滿足之影響研究,國立成功大學國際企業研究所碩士論文

韓詠蘭,1999,企業主管領導型態、組織生命週期、部屬人格特質與領導效能關係之研究─以台灣食品業為例,國立成功大學國際企業研究所碩士論文

陳群聰,2005,影響R&D人員創新行為之因素探討,國立中山大學資訊管理研究所碩士論文

高文宗,2006,主管領導風格對部屬工作投入與組織公民行為之影響:以高雄市政府消防局為例,國立中山大學人力資源管理研究所碩士論文

賴士葆,1990,「影響企業產品創新績效內部關鍵因素」,管理新思潮,初版,黃俊英等著,管拓文化事業公司

蔡明慶,1997,組織控制、組織支持、領導者─成員交換理論與組織公民行為關係之研究,國立中山大學人力資源管理研究所碩士論文

邱淑妙,2006,團隊人格特質、轉換型領導與團隊效能之關係探討 --團隊凝聚力之中介角色,國立中山大學人力資源管理研究所碩士論文



二、英文部分

Abbey, A. & Dickson, J. W. (1983), R&D Work Climate and Innovation in Semiconductors, Academy of Management Journal, 26(2), 362-368

Aiken, M. & Hage, J. (1971), The Organic Organization and Innovation, Sociology, 5(1), 63-82

Amabile, T. M. (1988), A Model of Creativity and Innovation in Organizations, Research in Organizational Behavior, 10, 123-167

Amibile, T. M. & Gryskiewicz, N. D. (1989), The Creativity Environment Scales:Work Environment Inventory, Creativity Research Journal, 2(4), 231-253

Amo, B. W. & Kolvereid, L. (2005), Organizational Strategy, Individual Personality and Innovation Behavior, Journal of Enterprising Culture, 13(1), 7-19

Argyris, C. (1960), Understanding Organizational Behavior, Homewood, Ill, Dorsey Press

Avolio, B. J., Waldman, D. A. & Yammarino, F. J. (1991), Leading in the 1990s:The Four I’s of Transformational Leadership, Journal of European Industrial Training, 15(4), 9-16

Avolio, B. J., Bass, B. M. & Jung, D. I. (1999), Re-examining the Components of Transformational and Transactional Leadership using the Multifactor Leadership Questionnaire, Journal of Occupational and Organizational Psychology, 72, 441-462

Bass, B. M. (1990), Handbook of Leadership Theory:Research & Managerial Applications, New York, Free Press

Bass, B. M. & Nanus, B. (1985), Leaders:Strategies for Taking Charge, New York, Harper and Row

Bass, B. M. (1995), Theory of Transformational Leadership Redux, Leadership Quarterly, 6(4), 463-478

Bass, B. M. & Avolio, B. J. (1993), Transformational Leadership and Organizational Culture, Public Administration Quarterly, 17(1), 112-121

Bass, B. M. & Avolio, B. J. (1990), Developing Transformational Leadership:1992 and Beyond, Journal of European Industrial Training, 14(5), 21-27

Bass, B. M., Avolio, B. J., Jung, D. I. & Berson, Y. (2003), Predicting Unit Performance by Assessing Transformational and Transactional Leadership, Journal of Applied Psychology, 88(2), 207-218

Bauer, T. N. & Green, S. G. (1996), Development of Leader-member Exchange:A Longitudinal Test, Academy of Management Journal, 39(6), 1538-1567

Barnard, C. I., (1968), The Functions of the Executive, 30th anniversary ed., Cambridge: Harvard University Press

Bommer, M. & Jalajas, D. S. (1999), The Threat od Organizational Downsizing on the Innovative Propensity of R&D Professionals, R&D Management, 29(1), 27-34

Chanaron, J. J. & Perrin, J (1987), The Transfer of Research, Development and Design to Developing Countries, Futures, 503-512

Chen, M. J. & MacMillan, A. C. (1992), Nonresponse and Delayed Response to Competitive Moves:The Roles of Competitor Dependence and Action Irreversibility, Academy of Management Journal, 35(3), 539-570

Cohen, W. M. & Levinthal, D. A. (1990), Absorptive Capacity:A New Perspective on Learning and Innovation, Administrative Science Quarterly, 35, 128-152

Damanpour, F. (1991), Organizational Innovation:A Meta-analysis of Effects of Determinants and Moderators, Academy of Management Journal, 34(3), 555-590

Dansereau, F., Graen, G. & Haga, W. (1975), A Vertical Dyad Linkage Approach to Leadership in Formal Organizations, Organizational Behavior and Human Performance, 13, 46-78

David, E. G. (2004), The Psychology of the Employment Relationship: An Analysis Based on the Psychological Contract. Applied Psychology: An International Review, 53(4), 541-555

De Dreu, C. K. W. (2002), Team Innovation and Team Effectiveness:The Importance of Minority Dissent and Reflexivity, European Journal of Work and Organizational Psychology, 11(3), 285-298

De Long, A & Volberda, H. W. (1996), On the Concept of Flexibility:A Dual Control Perspective, Omega, 24(2), 121-39

Deluga, R. J. & Perry, J. T. (1991), The Relationship of Subordinate Upward Influencing Behaviour, Satisfaction and Perceived Superior Effectiveness with Leader-member Exchanges, Journal of Occupational Psychology, 64, 239-252

Drucker, P. F. (1985), The Discipline of Innovation, Harvard Business Review, May-June, 67-72

Farmer, S. M., Tierney, P. & Kung-Mcintyre, K. (2003), Employee Creativity in Taiwan:An Application of Role Identity Theory, Academy of Management Journal, 46(5), 618-630

Ferrier, W. J. & Smith, K. G. (1999), The Role of Competitive Action in Market Share Erosion and Industry Dethronement:A Study of Industry Leaders and Challengers, Academy of Management Journal, 42(4), 372-388

Gary Yukl, (1989), Managerial Leadership:A review of Theory and Research. Journal of Management, 15(2), 251-289

Giget, M. (1988), The Bonsai Trees of Japan Industry, Futures, 147-153

Gigi G. & Mark A. G., (2004), Integrating Expectations, Experiences and Psychological Contract Violations: A longitudinal Study of New Professionals. Journal of Occupational and Organizational Psychology, 77, 493-514

Graen, G. B. & Scandura, T. A. (1987), Toward a Psychology of Dyadic Organizing, Research in Organizational Behavior, 9, 175-208

Hui, C., Lee, C. & Rousseau, D. M. (2004), Psychological Contract Organizational Citizenship Behavior in China:Investigating Generalizability and Instrumentality, Journal of Applied Psychology, 89(2), 311-321

Hurt, H., Joseph, K. & Cook, C.(1977), Scales for the measurement of innovativeness, Human Communication Research, 4, 58-65

Howells, J. (1996), Tacit Knowledge, Innovation and Technology Transfer, Technology Analysis and Strategic Management, 8, 91-106

Ibarra, H. (1993), Network Centrality, Power, and Innovation Involvement:Determinants of Technical and Administrative Roles, Academy of Management Journal, 36(3), 471-501

Janssen, O. (2000), Job Demands, Perceptions of Effort-reward Fairness and Innovative work Behaviour, Journal of Occupational Psychology, 73, 287-302

Janssen, O. & Van Yperen, N. W. (2004), Employee’s Goal Orientations, The Quality of Leader-member Exchange, and the Outcomes of Job Performance and Job Satisfaction, Academy of Management Journal, 47(3), 368-384

Jung, D. I., Chow, C. & Wu, A. (2003), The Role of Transformational Leadership in Enhancing Organizational Innovation:Hypotheses and some Preliminary Findings, The Leadership Quarterly, 14, 525-544

Kanter, R. M. (1988), When a Thousand flowers Bloom:Structural, Collective, and Social Conditions for Innovation in Organization, Research in Organizational Behavior, 10, 169-211

Kleysen, R. F. & Street, C. T.(2001), Toward a muti-dimensional measure of individual innovative behavior, Journal of Intellectual Capital, 2(3), 284-296

Kogut, B. & Zander, U (1992), Knowledge of the Firm, Combinative Capabilities, and the Replication of Technology, Organizational Science, 3(3), 383-397

Lam, W., Huang, X. & Snape, E. (2007), Feedback-seeking Behavior and Leader-member Exchange:Do Supervisor-attributed Motives Matter?, Academy of Management Journal, 50(2), 348-363

Lee, Y. D. & Chang, H. M. (2006), Leadership Style and Innovation Ability:An Empirical Study of Taiwanese Wire Cable Companies, The Journal of American Academy of Business, Cambridge, 9(2), 218-222

Lester S. W. & Kickul J., (2001), Psychological Contracts in the 21st Century:What Employees Value Most and How Well Organizations Are Responding to These Expectations, Human Resource Planning, 24(1), 10- 21。

Leoard-Barton, D. (1995), Wellsprings of knowledge:Building and Sustaining the Sources of Innovation, Harvard Business School Press

Levinson, H. P., Price, C., Munden K., Mandl H. & Solley C., (1962), Men, Management, and Mental Health, Cambridge, MA:Harvard University Press

Levinson, N. S. & Asahi, M. (1995), Cross-national Alliances and Interorganizational Learning, Organizational Dynamics, 24, 50-63

Macdonalds, S. & Williams, C. (1993), Beyond the Boundary:An Information Perspective on the Role of the Gatekeepers in the Organization, Journal of Product Innovation Management, 417-427

MacNeil, I. R. (1985), Relational Contract:What We Do and Do Not Know, Wisconsin Law Review, 3, 483- 525.

Mansfield, E. (1968), The Economics of Technological Change, New York, Norton, 32

Mintzberg, H. (1993), Structure in Fives:Designing Effective Organizations, New York, Prentice-Hall

Moorhead, G. & Griffin, R. W. (1998), Organizational Behavior: Managing People and Organizations, 8thEd, New York: Houghton Mifflin Company

Morrison, D. E. (1994), Psychological Contracts and Change, Human Resource Management, 33(3), 353- 372

Mowery, D. C., Oxley, J. E. & Silverman, B. S. (1996), Strategic Alliances and Interfirm Knowledge Transfer, Strategic Management Journal, 17

Mumford, M. D. & Gustafson, S. B. (1988), Creativity Syndrome:Integration, Application, and Innovation, Psychological Bulletin, 103(1), 27-43

Nonaka, I (1994), A Dynamic theory of Organizational Knowledge Creation, Organizational Science, 5(1), 14-37

Nonaka, I. & Takeuchi, H. (1995), The Knowledge Creating Company, New York:Oxford University Press

Okhuysen, G. A. & Eisenhardt, K. M. (2002), Integrating Knowledge in Groups:How Formal Interventions Enable Flexibility, Organizational Science, 13(4), 370-386

Oldham, G. R. & Cummings, A.(1996), Employee Creativity:Personal and Contextual Factors at Work, Academy of Management Journal, 39(3), 607-634

Pelz, D. C. & Andrews, F. M. (1966), Autonomy, Coordination, and Stimulation, in Relation to Scientific achievement, Behavioral Science, 11(2), 89-97

Pierce, J. L. & Delbecq, A. L. (1977), Organizational Structure, Individual Attitudes and Innovation, Academy of Management Review, January, 27-37

Porter, M. E. (1985), Competitive Advantage, New York:The Free Press

Porter, M. E. (1990), The Competitive Advantage of Nations, Free Press, New York

Rentsch, J. R. & Kilmoski, R. J. (2001), Why do ‘Great Minds’Think Alike?:Antecedents of Team Member Schema Agreement, Journal of Organizational Behavior, 22, 107-120

Restubog, S. L. D., Bordia, P & Tang, R. L. (2006), Effects of Psychological Contract Breach on Performance of IT Employees:The Mediating Role of Affective Commitment, Journal of Occupational and Organizational Psychology, 79, 299-306

Robbins, S. P. (1998), Organizational Behavior, 8th Ed., Upper Saddle River, NJ. Prentice Hall International

Robinson, S. L., Kraatz, M. S. & Rousseau, D. M. (1994), Changing Obligations and The Psychological Contract: A Longitudinal Study, Academy of Management Journal, 37(1), 137- 152

Robinson, S. L. & Rousseau, D. M.(1994), Violating the Psychological Contracts: Not the Exception but the Norm, Journal of Organizational Behavior, 15(3), 245- 259

Robinson, S. L. & Morrison, E. W. (1995), Psychological Contracts and OCB: The effect of Unfulfilled Obligations on Civic Virtue Behavior, Journal of Organizational Behavior, 16(3), 289- 298

Robins, S. P. (2001), Organizational Behavior(9th ed), Englewood Cliffs, N. J.:Prentice-Hall

Roger, E. M. (1995), Diffusion of Innovation fourth edition, New York:The Press

Rousseau, D. M. (1989), Psychological and Implied Contracts in Organizations, Employee Responsibilities and Rights Journal, 2(3), 121- 139

Rousseau, D. M. (1995), Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements, Thousand Oaks: Sage Publications

Rousseau, D. M. & Parks, J. M. (1993), The Contracts of Individuals and Organizations, Research in Organizational Behavior, 15, 1- 43

Rousseau, D. M. & Greller, M. M. (1994), Human Resource Practice: Administrative Contract Makers, Human Resource Management, 33(3), 385- 401

Rousseau, D. M. & Wade-Benzoni, K. A.(1994), Linking Strategy and Human Resource Practices: How Employee and Customer Contracts Are Created, Human Resource Management, 33(3), 463- 489

Ryan, K. D. & Oestreich, D. K.(1994), Cycle of mistrust, Executive Excellence, 11(7), 15-16

Scandura, T. A. & Graen, G. B. (1984), Moderating Effects of Initial Leader-member Exchange Status on the Effects of a Leadership, Journal of Applied Psychology, 69(3), 428-436

Schein E. H. (1980), Organizational Psychology, Englewood Cliffs, NJ:Prentice-Hall

Schumpeter, J. A. (1934), The Theory of Economic Development, Oxford University Press

Scott, S.G. & Bruce, R. A.(1994), Determinants of Innovative Behavior:A Path Model of Individual Innovation In The Workplace, Academy of Management Journal, 37(3), 580-607

Sosik, J. J., Kahai, S. S. & Avolio, B. J. (1998), Transformational Leadership and Dimensions of Creativity:Motivating Idea Generation in Computer-mediated Groups, Creativity Research Journal, 11(2), 111-121

Szulanski, G. (1996), Exploring Internal Stickiness:Impediments to the Transfer of Best Practice Within the Firm, Strategic Management Journal, winter, 27-43

Tierney, P., Farmer, S. M. & Graen, G. B. (1999), An Examination of Leadership and Employee Creativity:The Relevance of Traits and Relationships, Personnel Psychology, 52, 591-620

Tierney, P. & Farmer, S. M. (2002), Creativity Self-efficacy:It’s Potential Antecedents and Relationship to Creativity Performance, Academy of Management Journal, 45(6), 1137-1148

Tsai, W. P. & Ghoshal, S. (1998), Social Capital and Value Creation:The Role of Intrafirm Networks, Academy of Management, 41(4), 464-476

Tsai, W. (2001), Knowledge Transfer in Intraorganizational Networks:Effects of Network Position and Absorptive Capacity on Business Unit Innovation and Performance, Academy of Management Journal, 44(5), 996-1004

Tsai, Y. C. (2006), Effect of Social Capital and Absorptive Capability on Innovation in Internet Marketing, International Journal of Management, 23(1), 157-166

Thompson(1967), Organization in Action, New York, McGraw-Hill Book Company

Van den Bosch, F. A. J., Volberda, H. W. & Boer, M. (1999), Coevolution of Firm Absorptive Capacity and Knowledge Environment:Organizational Forms and Combinative Capabilities, 10(5), 551-568

Van de Ven, A. H. (1986), Central Problems in The Management of Innovation, Management Science, 32(5), 590-605

Vroom, V. H. & Jago, A. G. (1995), Situation Effects and Levels of Analysis in the Study of Leader Participation, Leadership Quarterly, Summer, 81-169

William, H. T., Mark, C. B., Scott E. L. & James M. B. (2004), The effects of psychological contract breach on union commitment, Journal of Occupational and Organizational Psychology, 77, 421-428

Woodman, R., Sawyer, J. & Griffin, R.(1993), Toward a theory of organizational creativity, Academy of Management Review, 14(3), 361-384

Zahra, S. A. & George, G. (2002), Absorptive Capacity:A Review, Reconceptualization, and Extension, Academy of Management Review, 27(2), 185-203
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:校內一年後公開,校外永不公開 campus withheld
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是 44.201.131.213
論文開放下載的時間是 校外不公開

Your IP address is 44.201.131.213
This thesis will be available to you on Indicate off-campus access is not available.

紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code