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題名:國會聯絡人情緒能力之研究
作者:吳濟安
作者(外文):Wu, Chi-An
校院名稱:國立臺北大學
系所名稱:公共行政暨政策學系
指導教授:黃朝盟
學位類別:博士
出版日期:2012
主題關鍵詞:情緒能力情緒治理成長樹模型網絡國會聯絡人emotional competenceemotional governancethe growing tree modelnetworkcongress liaison staff
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在今日「共同治理」的環境下,政府部門之間、中央與地方之間、國家與社會之間,不再只是一種由上而下的隸屬或統治關係,更像是一種共同參與、相互協調、彼此互助的「網絡」存在。在交錯、複雜、綿密的網絡裡,各方能夠共享資源、聯合行動、達成任務,正是基於「社會資本」的積累所致。這項工作不是僅靠單純的行政命令或法律規範就能獲致,也非一朝一夕一蹴可幾的,而是需要人們經年累月,從不斷的互動、互惠、互信中打造建立的厚實感情與完全默契,是「情緒能力」的高度展現。
本研究旨在探討情緒治理環境下,身處立法與行政節點的優秀國會聯絡人情緒能力之議題。首先,本研究試圖從鉅視、中閱、微觀三個角度將情緒能力與公共行政進行理論的梳理和連結,並建構「情緒能力成長樹模型」,以釐清情緒能力先天與後天之爭議;其次,採取「深度訪談法」針對國會聯絡人從事實際的調查和分析,並以「參與者檢驗法」和「交互驗證法」進行研究效度的雙重檢證;最後,獲致包括:「建立連結」、「衝突管理」、「情緒自覺」、「情緒自制」、「同理心」、「服務取向」、「催化改變」等六大關鍵情緒能力,以及主要人事管理實務的形塑和影響,並歸納成情緒能力的三大策略與具體技巧,希冀可以提供政府未來相關人才養成之建議,以及後續人事政策強化之參考。
Today, under the co-governance environment, the relations among government branches, central government and local governments, state, and society, it is no longer a top-down but a bottom-up approach or joint participation and symbiotic relationship called “network”. In the convoluted and interlaced world of network, people can work together to achieve this important mission because of the “social capital” accumulation. It is achieved not only just by relying on simple executive orders or law regulations, but also obtained by constant interaction, mutual trust, and tacit understanding from “emotional competence”.
This study’s main purpose is to explore the issues of the excellent congressional liaison staff’s emotional competence in the node of legislation and administration network under the emotional governance environment. The first, this study tries to analyzing, link, and the theories between emotional competence and public administration from three levels: macro, mezzo, micro, and to build the growing tree model of emotional competence for solving the dispute of emotional competence from the innate ability or acquired skill. The second focus of the study will be on in-depth interviews of the excellent congressional liaison staffs and legislator assistants, and applying the “participant test” and the “cross test” for the purpose of double checking the validity about the research. Finally, we obtain six key congressional liaison staff’s emotional competencies and the shape and influence of human resources management in practice. These key emotional competencies are: 1) building bonds, 2) conflict management, 3) self-control, 4) empathy, 5) service orientation, 6) effectiveness in leading change. And this study proposes three main strategies and some specific skills of the congressional liaison staff’s emotional competence, and hope to provide the related personnel policy suggestion for government.
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