臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：台灣消防人力系統中消防分隊長之代謝現象
作者：林宜君
作者(外文)：Yi-Chun Lin
校院名稱：國立交通大學
系所名稱：經營管理研究所
指導教授：謝長宏
楊千
學位類別：博士
出版日期：2002
主題關鍵詞：消防組織系統；新陳代謝；任用政策分析；人力流動更替；救災效能；Fire Department；Metabolism；Employment Policy Analyssis；Manpower Turnover；Fire Capability
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(3) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:3
  • 共同引用共同引用:0
  • 點閱點閱:1
消防組織自從民國八十四年起脫離警察組織後，各縣市消防局陸續獨立成為一個專責機構後，消防機關人員數量逐漸增加，人口組成之素質屬性亦愈來愈複雜分歧。雖然許多新制度的施行未臻成熟，值此起步階段，管理者如何妥善規劃及有效運用消防人力，對消防機關的主政者來說是一大挑戰。消防任務執行績效常為問政的指標之一，而分隊長為執行消防任務的第一線滅火救災現場指揮官，其火場狀況判斷力與專業救災執行力更直接影響消防人力效能，本研究針對消防人力系統現存問題核心，藉由問卷訪談方式來瞭解當前分隊長人力效能等級，分析分隊長人力組成結構的演變狀況，來推估當前分隊長的代謝現象及找出干擾因素所在，進而推論消防人力系統之演變趨勢。
研究結果發現消防人力系統未來可能產生「進多退少」之代謝不良結果，將造成中層級消防官難以接替之隱憂，使得消防官人力衰微。因應組織變革消防工作量倍增，管理者在作分隊長人力資源管理時，應建立完整的教育體制，使消防人力來源多元化且供給不虞匱乏，並應提升人力素質，以增加人力效能，有必要重新考量我國消防組織各階層最大服務年限與晉升（任）條件，建議適時修訂我國消防人員退休輔導與人事升遷制度，俾助於未來我國消防機關作人力規劃策略時，能避免基層人力不足、中層級消防官斷層及高層級指揮官擁塞的後遺症，以暢通人事升遷管道，提升消防組織活力。
Since the fire department was separated from the police organization in 1995, all county (city) fire bureaus have consecutively turned to the specific authorities of fire responsibility. The number of firemen has been increasing with the attribution of population composition becoming more complicated and diversified. Under the circumstance that many new systems have not yet been maturely performed so far, the problems of how the administrators to well plan and effectively use fire manpower becomes a great challenge to the governor of the fire authority. This research is to detect the fundamental mechanism that affects the flow of fire manpower through studying the metabolic speed of fire organizations and analyzing the quality and quantity of the fire manpower structure. This research also employs the changes of the seniority and age, two attributions of the indexes of fire captains’ manpower used in domestic and foreign countries, to assess the metabolic speed of fire department so as to estimate the optimum value of metabolic speed and the interference factors. Apart from analyzing and evaluating the advantages and disadvantages of different manpower employment strategies of the existing fire department. From the simulation, it is found that the poor metabolized employment policy due to “too many ins and too few outs” is liable to constitute a fault of middle-ranking officers causing the decay of such level officers.
This research suggests that it is essential to re-design the policy by taking the fireman’s career into consideration enabling the officers who intend to seek development in the fire organization to deem it a life job. The re-design will be helpful for fire authority to plan human resource in future to avoid the after effects such as insufficient fundamental manpower, emptiness of middle-ranking officers and jam of high-ranking officers. This will also be helpful to maintain the strength of fire officers and smooth the promotion channel whereby heightening the vitality of fire department.
參考文獻
[ 1] Granito, John. “Evaluation and Planning of Public Fire Protection ”, NFPA: Fire Protection Handbook, 17th edition, 1994.
[ 2] Oren Harari. “Too big for your own good? ”, Management Review,New York, Vol. 87, Iss. 10; pp. 30-33, 3, 1998.
[ 3] David J Hickson . “ For Positivist Organization Theory ” , Administrative Science Quarterly, Ithaca, Dec, Vol. 43, Iss. 4; pp. 950- 954, 1998.
[ 4] Duncombe, William and Yinger, John. “ An Analysls of Return to Scale in Public Production, with an Application to Fire Protection”, Journal of Public Economics, Amsterdam; Vol. 52, Iss. 1; pp. 49-73, 1993 .
[ 5] David N. F. & Sterman J. D. “ Dynamic Modeling of Product Development Process ”, System Dynamics Review, Vol. 14, pp. 31-68, 1998.
[ 6] Von Bertalanffy, L. , General System Theory , New York: George Braziller, 1968.
[ 7] Forrester, J. W. , Principles of Systems, Cambridge, MA: the MIT Press, 1968.
[ 8] Meyer, John W. & Brian Rowan. “ Institutionalized Organization: Formal Structure as Myth and Ceremony ”, American Journal of Sociology, 83:340-63, 1977.
[ 9] 陳弘毅，1996，消防學，台北市：鼎茂書局，第10至14頁。
[10] 銓敘部，1999，「考試院改進消防人事法制專案小組」專案研究報告，第9頁。
[11] McCormick, Ernest J. & Llgen, Daniel R. Daniel R., Industrial Psychology, Reprinted in Taipei: Jwang Yuan Publishing Co. , 1980
[12] 內政部消防署，消防的組識與人事，消防月刊，第20至25頁，1996。
[13] 台北市政府主計處編印，民國八十九年台北市統計要覽，第579-585頁，2000。
[14] 內政部消防署，消防月刊，第3頁，民國88年元月。
[15] Dyer, L. D., Personnel/ Human Resource Management, 4th, Ed., Homewood Illinois: Richard, 1989.
[16] Dessler, Gray, Human Resource Management, UAS: Prentice Hall International,Inc. 8th ed. , P.374, 2000.
[17] Odum, H. T., Environment, Power and Society, New York: John Wiley and Sons, 1971.
[18] Odum, H. T. “Maximum Power and Efficiency: a Rebuttal”, Ecological Modelling, Vol. 20: pp. 71-82, 1983.
[19] Odum, H. T., Ecology- A Bridge Between Science and Society, Sunderland, Massachusetts: Sinauer Associates, Ins., 1997.
[20] 陳能瑾，魏開瑜，劉國柱編著，我的醫師，台北：地球出版社，第十一版，1994。
[21] 彭文賢，系統研究法的組織理論之分析，台北：聯經出版事業公司，第304頁，1990。
[22] 張潤書，行政學，台北：三民書局，第103頁，1993。
[23] 陳子淳，2001，都會區都市生態系統演替機制之研究，台北大學都市計畫研究所博士論文，第40頁，台北，2001。
[24] Toregas, C. , Swain, R., Revelle, C. & Bergman, L. “The Location of Emergency Service Facilities”, Operations Reserch, Vol. 19, pp. 11-14, 1971.
[25] Tsouros, M. Satratzemi. “ Supply Centers Allocation Under Budget Restrictions Minimizing the Longest Delivery Time ”, International Journal of Production Economics, Vol. 35, pp.373-377, 1994.
[26] Walker, W., Chaiken, and Ignall , E. , Fire Department Deployment Analysis, North Holland, New York,1979.
[27] Kolear, P., Blum, E. H. “ Square Root Laws for Fire Engine Response Distance ”, Management Science, Vol.19, August, 1973.
[28] 蔡嘉哲，「台北市消防隊區位之研究」，中興大學都市記劃研究所碩士論文，民國71年。
[29] 游家祝，「台灣都會區消防力規劃及消防分小隊配置之研究」，中央警察大學消防科學研究所碩士論文，民國八十六年。
[30] Pietrzak, Lawrence M. “ The Effect of Fire Engine Road Performance on Alarm Travel Times ”, Fire Technology, Vol. 15, No. 2, May, 1979.
[31] 消防防災制度研究會，「消防‧防災關係法法規集」，日本，東京法令出版，昭和54年10月。
[32] 消防科學總會編著，「消防力最適配置模式研究開發報告書」，近代消防社，平成8年3月。
[33] William Duncomb and John Yinger. “An Analysls of Return to Scale in Public Production, With an Application to Fire Protection ”, Journal of Public Economics, Vol. 52, North-Holland,1993 .
[34] Duncombe, William D. “Feffery L. Brudney, The Optimal Mix of Volunteer and Paid Staff in Local Governments: An Application to Municipal Fire Departments ”, Public Finance Quarterly, Vol.23, No.3, July, pp. 356-384, 1995﹒
[35] Simon Hakin, George F. Rengert, Yochanan Shachmurove. “Burglar and Fire Alarms Costs and Benefits to the Locality ”, American Journal of Economics and Sociology, Vol. 54, No. 2, pp. 145-162, 1995.
[36] Ruggiero, John. “ On the Measurement of Technical Efficiency in the Public Sector ”, European Journal of Operational Reseach, Vol.90, pp. 553-565, 1996.
[37] Granito, John. “ Evaluation and Planning of Public Fire Protection”, NFPA: Fire Protection Handbook. 17ed. PP. 10-37,1994.
[38] Dale Perry. “Fire Suppression Rating Schedule ”, Fire Engineering, Vol. 148, No. 10, June 1995.
[39] 張忠誠，「都市消防系統配置規劃之研究」，交通大學管理科學所碩士論文，民國68年。
[40] 林建元，「都市救災決策支援系統---設施區位模式之建立」，國科會專題研究計畫成果報告，民國七十九年。
[41] 廖明川，「改進我國現行消防組織之研究」，中央警官學校警政研究所碩論文，民國七十三年六月。
[42] 張裕忠，「地方政府消防力及消防分小隊配置之相關研究」，中央警察大學警政研究所碩士論文，民國八十二年。
[43] 樓邦儒，「台北市消防隊多目標區位研究模式」，中國文化大學地質研究所碩士論文，民國八十四年。
[44] 鄧子正，「台灣地區消防力配置之評估研究---（1）台灣地區都市消防力配置現況之調查與需求評估」，行政院國家科學委員會補助專題研究計畫成果報告，民國八十九年十月二十日。
[45] Lopeg, D.A. & G. W. Waston Jr. “A System Dynamics Model of the U. S. Marine Corps in Manpower System”, DYNAMICS, Vol. 5, Part 2, 1978.
[46] Walker,W., Chaiken ,and Ignall , E., Fire Department Deployment Analysis, North Holland, New York,1979.
[47] Larry A. Gould & Marie Volbrecht. “Personality Differences Between women Police Recruits, Their Male Counterparts, And The General Female Population”, Journal of Police and Criminal Psychology, Vol. 14, No. 1, pp.1-18, 1999.
[48] Moren Levesque, Dean A shepherd & Evan J. Douglas. “ Employment or self-employment: A dynamic utility-maximizing model”, Journal of Business Venturing, Vol. 17, Iss. 3, pp. 189-210, 2002.
[49] Plongonver, C. “Manpower Planning for the Manageria1 Workforce: A Quantitative and Qualitative Approach”, Proceedings of NATO Conference on MP & OD, 1977.
[50] Glisson, C. A. & P. Y. Martin. “ Productivity and Efficiency in Human Service Organization as Re-lated to Structure Size and Age”, Administrative Management Journal, Vol. 23, N0.1, l98O.
[51] Pickett，L. “Organization and Manpower Planning ”, Work & people, Vol. 6, No.2, 198O.
[52] Wood, Stephen. “High Commitment Management in the U.K.: Evidence From the Workplace Industrial Relations Survey, and Employers'' Manpower and Skills Practices Survey”, Human Relations, York, Vol. 51, Iss. 4, PP. 485-516, 1998.
[53] Gerpott, Torsten; Domsch, Michel. “Age Structure Shifts in Researcch & Development (R & D): Some Statistical Evidence and an Integrative Approach to an Link Behaviourial Aspects of Individual and Group Age in Collaborative R & D”, R & D Management, Vol. 14, Iss. 3, pp. 129-147, 1984.
[54] Guthrie, James P. “Alternative pay practices and employee turnover: An organization economics perspective ”, Group & Organization Management, Thousand Oaks, Vol. 25, Iss. 4, pp. 419 - 440, 2000.
[55] Kellough, J. E. & Osuna, W. “Cross-Agency Comparisons of Quit Rates in the Federal Severce: Another Look at the Evidence”, Review of Public Personnel Administration, No. 15, pp. 58-68, 1995.
[56] William J Augello. “Coping With High Personnel Turnovers ”, Transportation & Distribution, Cleveland, Vol. 39, Iss. 10, P. 151, 1998.
[57] Price J. L., The study of turnover Amelioration, IA: The Iowa State University Press, pp. 92-119, 1977.
[58] Kellough, J. E. & Osuna, W. “Cross-Agency Comparisons of Quit Rates in the Federal Service: Another Look at the Evidence ”, Review of Public Personnel Administration , Vol. 15, pp.58-68, 1995.
[59] Lewis, G. B. “Turnover and the Quiet Crisis in the Federal Civil Service ”, Public Administration Review, No. 51, pp. 145-155, 1991.
[60] Lewis, G. B. & Park, K. “Turnover Races in Federal White-Collar Employment: Are Women More Likely to Quit than Men? ”, American Review of Public Administration, No. 19, PP. 13-28, 1989.
[61] National Commission on the Public Service, Leadership for America Rebuilding the public service, Lexington, MA. : Lexington Books, 1990.
[62] Columbia. “ A model of voluntary turnover in state government ”, Review of Public Personnel Administration, Vol. 20, No. 2, pp. 63-74, 2000.
[63] Cohen. “ Organizational Commitment and Turnover: A Mesa-Analysis”, Academy of Management Journal, No. 36, pp.1140-1157,1993.
[64] Cotton, J. L. & Tuttle, J. M. “Employee turnover: A Meta-Analysis and Review with Implications for Research”, Academy of Management Review, No. 11, pp. 55-70, 1986.
[65] Hom, Caranikas- Walker, Prussia & Griffeth. “A Mesa-Anaysis of a Model of Employee Turnover ”, Journal of Applied Psychology, No. 77, pp. 890-910, 1992.
[66]Tett , R. P. & J. P. Meyer. “Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover Intention, and Turnover: Path Analyses Based on Mesa-Analytic Findings”, Personnel Psychology, No. 46, pp.259-293, 1993.
[67] Park, H. Y., Ofori-Dankwa, J. & Bishop, D. S. “Organizational and Environmental Determinants of Functional and Dysfunctional Turnover: Practical and Research Implications”, Human Relations, No. 47, PP. 353-366, 1994.
[68] Zax, Jeffery S. “Quits and Race”, The Journal of Human Resources, No. 27, pp. 469-493, 1988.
[69] Groothuis, E. A. “ Turnover: The Implication of Establishment Size and Unionization”, Quarterly Tournal of Business and Economics, No. 33, pp.41-53, 1994.
[70] Huselid, M. A. “The Impact of Human Resources Management Practices on Turnover, Productivity and Corporate Financial Performance”, Academy of Management Journal, No.38, pp.635-672, 1995.
[71] Kirschenbaum, Alan & Mano-Negrin, R. “ Underlying Labor Market Dimensions of ‘Opportunities’: The Case of Employee Turnover”, Human Relation, No. 52, pp. 1233-1244, 1999.
[72] Morissette, R., Picot , G. & Pyper, W. “ Workers on the Move: Quits”, Perspectives on Labor and Income, No. 4, pp. 8-17, 1992.
[73] Smith, C. B. “Influence of Internal Opportunity Structure and Sex of Worker on Turnover Patterns”, Administrative Science Quarterly, No. 24, pp.362-379, 1979.
[74] Utgoff, K. C. “Compensation Level and Quit Rates in the Public Sector”, The Journal of Human Resources management, No. 27, pp. 394-406, 1983.
[75] Shaw, J. D., Delery, J., Jenkins, Jr. G. D. & Gupta, N. “An Organizational Level Analysis Voluntary and Involuntary Turnover”, Academy of Management Journal, pp.511-525, 1998.
[76] Glenn R. Carroll. “ Why corporate Demography Matters: Policy Implications of Organizational Diversity”, California Management Review, Berkeley, Vol. 42, Iss.3, pp.148-164, 2000.
[77] 趙鋼，高樓消防安全---預防與搶救，桃園：中央警察大學，第150頁，民國七十一年。
[78] James F. Casey, The Fire Chief’s Handbook, New York: PennWell Publishing Co.,. 1991.
[79] Alan V. Brunacini, “Fire Command”, National Fire Protection Association, p.2, 1985.
[80] 鄧子正編著，消防戰術---理論與實務，桃園：中央警察大學，第79頁，民國八十九年。
[81] 陳坤宗，消防分隊火災搶救能力評估之研究，桃園：中央警察大學消防科學研究所碩士論文，第87、88頁 ,民國八十九年。
[82] 雷恩，消防戰術及戰略問題之探討，現代消防，第二十一期，第19至30頁，民國七十一年。
[83] 趙鋼，指揮作業程序，桃園：中央警官學校警監班結業論文，未出版，民國七十六年。
[84] 內政部消防署彙編，大隊長搶救指揮官訓練班講義，未出版，第一章，第十七頁，民國八十九年。
[85] Bartholomew, David J. and Andrew F. Forbes, Statistical Techniques for Manpower Planning , New York: John Wiley & Sons, 1979.
[86] Stewman, Shelby and Konda, Suresh L. “ Careers and Organizational Labor Markets :Demographic Models of Organizational Behavior ”, American Journal of Sociology, Vol. 88, pp.637-685, 1983.
[87] 陳心田，我國企業人口組成結構之研究，國立中山大學企業管理學系博士論文，第26至49頁，民國八十九年。
[88] Ahlburg,D. and Lucinda Kimmel. “ Human Resource Management: Implications of the Changing Age Structure of the U.S. Labor Force”, Research in Personnel and Human Resource Management, Vol.4, pp.339-374, 1986.
[89] Shelby Stewman, , and Kuang S. Yeh. “Structural Pathway and Switching Mechanisms for Individual Career Research in Social Stratification and Mobility ”, Human Resource Management, Vol. 10, pp.133-168,1991.
[90] Jackson, Susan E, Joan F. Brett, Valerie I. Sessa, Dawn M. Cooper, Johan A. Julin, & Karl Peyronnin. “Some Differences Make a Differences: Individual Dissimilarity and Group Heterogeneity as Correlates of Recruitment, Promotions, and Turnover ”, Journal of Applied Psychology, No. 76, pp.675-689, 1991.
[91] Sheridan, John E., John W. Slocum, Jr. Richard Buda, and Richard Thompsn. “ Effects of Coporate Sponsorship and Departmental Power on Career Tournaments”, Academy of Management Journal, No. 33, pp. 578-602, 1990.
[92] Baron, James N., Alison Davis-Blake, and William T. Bielby. “The Structure of Opportunity: How Promotion Ladder Vary Within and Among Organizations”, Administrative Science Quarterly, No. 31: pp.248-273, 1986.
[93] 謝鴻傳，我國警察機關升遷體系之研究─中級以上幹部之分析，台北市：文化大學政治學研究所碩士論文，第252至266頁，民國八十一年。
[94] Mark Field. “Assessment Center Handbook for Police and Fire Personnel ”, Public Personnel Management, Vol. 82, No.1, pg. 25, 2000.
[95] Michael Mueller. “Observed Divergence in the attitudes of Incumbents and Supervisors as Subject Matter Experts in Job Analysis: A Study of the Fire Captain Rank. ”, Public Personnel Management, Vol. 29, No.4 pp.529-557, 2000.
[96] Martinko, M.J. and W.L. Gardner. “ A Methodological Review of Sex-Related Acess Discrimination Problm Sex Role”, Public Personnel Management, No. 9, pp. 825-839, 1983.
[97] Ruble, Thomas L., Renae Cohn, and Diane N. Ruble. “Sex Stereotypes”, American Behavioral Scientist, No.27, pp. 339-356,1984.
[98] Janet Swim, Eugene Borgida , Geoffrey Maruyama , and David G. Myers , Joan McKay Versus Joan McKay. “ Do Gender Stereotypes Bias Evaluations? ”, Psychological Bulletin, No.105, pp. 409-429,1989.
[99] Barry M. Staw and Jerry Ross. “Commitment in Experimenting Society : A Study of the Attribution of Leadersship from Administrative Scenario”, Journal of Applied Psychology, No.65, pp.249-260, 1980.
[100] Anne S. Tsui, Terri D. Egan, and Charles A. O’reilly. “ Relational Demography and Organizational Attachment”, Administrative Science Quarterly, No.37, pp.549-579, 1992.
[101] Peffer, Jeffery. “ Organizational Demography: Implications for Management”, California Management Review, No. 28, pp. 67-81, 1983.
[102] Anderson, John C., George T. Milkovich and Anne Tsui. “ A Model of International organization Mobility ”, Academy of Management Review, No. 6, pp.153-169, 1981.
[103] Grandjean, Burke D. “ History and Career in Bureaucratic Labor Market”, American Journal of Sociology, No. 86, pp.1057-1092, 1981.
[104] Rhodes, Susan R. “Age-Related Differences in Work Attitudes and Behavior: A Review and Conceptual Analysis ”, Psychological Bulletin, No.93, pp.328-367, 1983.
[105] Raymond A. Noe, Brian D. Steffy , and Alison E. Barber. “An Investigation of the Factors Influencing Employee Willingness to Accept Mobility Opportunities”, Personnel Psychology, No. 41, pp.559-580, 1983.
[106],Jeffery Pfeffer and Charles A. O’Reilly. “ Hospital Demography and Turnover Among Nurses”, Industrial Relation, No. 26, pp.158-173, 1987.
[107] Anne S. Tsui and Charles A. O’Reilly. “ Beyond Simple Demographical Effects”, Academy of Management Journal, No. 32, pp.402-423, 1989.
[108] Deborah Gladsteion Ancona and David F. Caldwell. “ Demography and Design: Predictor of New Product Team Performance” , Organization Science, No. 3, pp. 321-341, 1992.
[109] 陳坤宗，消防分隊火災搶救能力評估之研究，桃園：中央警察大學消防科學研究所碩士論文，第40及84頁，民國八十八。
[110] Ettlie, John. E. “ The Impact of Interorganizational Manpower Flows on the Innovation Process ”, Management Science, Vol. 31, Iss. 9, pp. 1055-1982, 1985.
[111] 山越芳男，日本消防行政，日本全國加除法令出版，第52及98頁，1996。
[112] 葉清松編著，「流體流量之質量守恆」，流體力學概論，台北：高立圖書有限公司，第七版，第118頁，民國八十二年。
[113] Jeff Stimpson. “ Retirement Gamble ”, The Practical Accountant, Vol. 33, Iss. 4, pp. 49-51, 2000.
[114] Purcel, Patrick J. “ Older Workers: Employment and Retirement Trends ”, Monthly Labor Review, Vol. 123, Iss. 10., pg. 19, 2000.
[115] Woolley Suzanne. “ Retire Early ”, Money, Vol. 29, Iss. 4, pp. 78-82, 2000.
[116] Bradley, Susan K. “ Two Professionals + One Retirement = Compromise ”, Journal of Financial Planning, Vol. 13, Iss. 7, pp. 34-37, 2000.
[117] Axelrod, Myril. “ Rewriting Retirement Living ”, Professional Builder, Newton, Vol. 65, ISS. 6, pp. 56-66, 2000.
[118] Spurlock, Langley. “You Retire. Then what? ”, Association Management, Vol. 52, Iss.5, pp. 82-87, 2000.
[119] Anonymous. “ Retired Executives Offer Expertise, Availability ”, Civil Engineering, New York, Vol. 70, Iss.3, pp. 18-20, 2000.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：1120（臺灣：1103，外國：17） ／ 本年度總使用人次：2196945 ／ 訪客人次（自102年09月）：68009731
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上