:::

詳目顯示

回上一頁
題名:行政部門待遇政策的策略研究
作者:林文燦
校院名稱:國立政治大學
系所名稱:公共行政研究所
指導教授:施能傑
學位類別:博士
出版日期:2004
主題關鍵詞:策略待遇待遇績效待遇待遇政策績效獎金strategic paypay systemperformance-related pay systemperformance management
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(2) 博士論文(1) 專書(0) 專書論文(3)
  • 排除自我引用排除自我引用:1
  • 共同引用共同引用:0
  • 點閱點閱:53
本論文旨在以策略性待遇觀點有系統地研究政府待遇政策,然而,這方面的的論述,並不多見。因此,政府部門在從事策略性待遇政策決定時,一方面必須借用私部門在策略性待遇的研究成果,一方面也必須衡酌政府部門策略性待遇政策所具之多元政治本質。本研究將府部門策略性待遇的界定為:「政府部門在因應其特有內外在環境及其變動下,為尋求與國家發展策略及其它人力資源管理政策之間的最佳匹配程度,所採取各種關鍵性地待遇政策或決定。」。在這個操作性定義之下,政府部門策略性待遇具有以下三個意涵:(1)策略待遇係專指與提升政府施政績效及競爭力有關的關鍵性待遇抉擇。(2)策略待遇是指各種待遇策略間會隨著環境系絡變化,相互推移所形成的一種適切而平衡的待遇政策組合。(3)策略待遇是強調待遇策略與組織策略、其它人力資源管理策略間的匹配性。
本研究在第二章針對策略待遇學術領域的研究,依研究焦點的不同,大致歸納可分為三個派別,代表論述包含Lalwer的「策略性待遇」理論;Gomez-Mejia 和 Balkin等的「待遇策略」研究,以及Milkovich和 Newman的「待遇的策略觀點」。本章將綜合這些派別的重要論述,用以發展出論述政府部門策略性待遇政策的分析模式,作為本研究的分析架構。
第三章依據Milkovich和 Newman的策略待遇模式,在第二章建構了可用於政府部門的策略待遇分析模式。依據該模式,政府部門整體的待遇政策可歸納為四大待遇政策面向。每一待遇政策面向又是由一些策略性(關鍵性)待遇決定構成。本章主要目的就是在論述各個待遇政策面向內的各策略性決定的理論意涵,以作為爾後章節分析的基本架構。
第四章的第一節探討型塑我國現行待遇制度的若干歷史因素的演進情形,及影響現行待遇制度的若干國家重要政策及其他人事政策等水平系絡環境因素。第二節析述政府機關、公務人員、政府部門待遇改進方案(待遇主管部門、主要決策人員)、學者專家及等利害關係人的論述及其對現行制度的影響。最後,將在第三節則將呈現歷史因素、內外在環境及利害關係人等三個層面交光互影後,所型塑的行政機關現行待遇政策或制度產出。
第五章依據Milkovich和 Newman的策略待遇模式,論述我國政府部門各項待遇政策面內策略性決定的實然面,至待遇政策四大面向內所指涉的各個策略性決定列表如第三章(見頁60 )。
第六章專章探討政務人員給與的如何決定?有關政務人員給與的決定具有多元解釋觀點。亦即,政務人員待遇有從待遇管理中比較原則解釋之,有由政治決定解釋之,有由公共選擇理論的官員自肥說解釋之等,各種解釋觀點固有其部分解釋力及當然亦有其侷限性,都將在本章在深入析述。
第七章將結合學界對政府部門待遇政策發展趨勢的論述,以及OECD會員國政府部門待遇改造的趨勢,依據四大待遇政策之策略性決定所對應的我國政府部門待遇政策的實有面,論述我國政府部門待遇政策四大面向內所指涉的各個策略性決定的可能趨勢。
綜觀本研究係以依據Milkovich及 Newman的策略待遇模式微基本分析架構。在第二、三章建構了理論面的行政部門的策略待遇分析模式,政府部門整體的待遇政策可分為內在一致面、外在一致面、員工貢獻面及機關管理面等四大待遇政策面向。並據以於第四、五、六及七章分析、發現並討論行政部門待遇政策的實然面所面臨的問題。最後,將在本章作個總結,並提出我國行政部門待遇政策走向的策略性建議。
中文部分

丘昌泰,(1998),〈建立績效導向的公務員俸給政策:公共管理的觀點〉,《空大行政學報》,第八期,頁103-28。new window
丘昌泰,(2000),《公共管理-理論與實務手冊》,台北:元照。
江大樹,(1997),《國家發展與文官政策》,作者自印。
江明修,(1997),《公共行政學:研究方法論》,作者自印。

辛炳隆,(1984),〈台灣公部門工資決定與其對物價及私部門工資的影響的觀點〉,《經濟論文叢刊》,第第十六卷,第三期,頁371-385。new window
吳定等,(1985),《合理訂定公務人員待遇標準之研究》,台北:行政院研究發展委員會委託研究。
吳定等,(1990),《行政機關公務人員用人成本計算標準之研究》,台北:行政院研究發展委員會委託研究。
吳庚,(2001),《行政法之理論與實用》,作者自印。new window
吳惠林,(1995),《自由經濟大師神髓錄》。台北:遠流。
李華民,(1993),《人事行政論》。台北:台灣中華。
林文燦,(1989),〈人事行政局辦理民間企業薪資調查作業說明〉,《人事月刊》,第十卷第四期,頁 27-33。
林佩璇,(2000),<個案研究及其在教育研究上的應用>,收錄於中正大學教育研究所主編《質的研究方法》,高雄:麗文。
施能傑,(1995),《行政機關俸給政策:公平理論的觀點》,台北:洪葉。
施能傑,(1999),《美國政府人事管理》,台北:商鼎。
施建生,(2000),<制度經濟學於范伯倫之後的發展>,《台經月刊》5月號,取材自http://www.tier.org.tw/07publication/tiermon/89/8905/mon8905.htm。
袁頌西,(2003),《當代政治研究:方法與理論探微》,台北:時英。
孫本初,(2000),《行政機關考成指標之研究》,台北:行政院研究發展考核委員會。
陳庚金,(1994),〈人事行政努力的新方向〉,發表於總統府國父紀念月會(2/21)。
毛慶生等合著,(1998),《基礎經濟學》,台北:華泰。
陳新民,(1994),《行政法學總論》,台北:三民。
陳恆鈞譯,(2001),《公共政策:演進研究途徑》,台北:學富。
陳德禹,(1999),<研究方法(三):社會科學領域>,收錄於朱浤源《撰寫博碩士論文實戰手冊》,台北:正中。
馬凱、張春溪,(1997),〈政務官應不應該大幅調薪〉,《經濟前瞻》,第52期,頁22-30。
徐有守,(1999),《考試權的危機-考銓制度的腐蝕與改進》,台北:台灣商務。
夏道平等譯,(1988)《自由經濟的魅力:明日資本主義》。台北:經濟與生活。
桂宏誠(2001)〈公器私用:職務配備細規範〉,《國政評論》,http://www.npf.org.tw/PUBLICATION/IA/090/IA-C-090-087.htm
許濱松,(1987),〈當前我國公務人員俸給政策之探討〉,《人事月刊》,第四卷第五期,頁 4-11。
許濱松,(1989),〈論當前公務人員待遇偏低的成因及其解決〉,《人事月刊》,第九卷第四期,頁10-22。
許濱松,(1994),<待遇調整競賽責任的歸屬>,《人事月刊》,第十九五卷第二期, 頁4-11。
許濱松,(1997a),〈公務人員專業加給紛爭之成因及其解決〉,《人事月刊》,第二十五卷第一期,頁14-21。
許濱松,(1997b),〈從英美經驗談公部門功績獎勵問題(上)〉,《公務人員月刊》,第十六期,頁24-34。
許濱松,(1997c),<從英美經驗談公部門功績獎勵問題(下)>,《公務人員月刊》,第十七期,頁29-42。
張火燦,(1994),〈策略性人力資源管理的基礎概念〉,《中國行政》,頁1-21。
張清溪等合著,(1993),《經濟學:理論與實際(下)》,台北:雙葉。
華力進、張家洋,(1981),〈我國軍公教人員待遇現狀及其對人事行政的影響〉,《中國行政》,頁12-43。
彭文賢,(1996),《組織結構》,台北:三民。
彭錦鵬,(2002),《歐美國家公部門俸給之制訂機制與俸給改革》,台北:行政院國家科學委員會專題研究計畫。
趙其文,(1986),〈綜論公務人員『新』人事制度—人事制度第三次重大改革〉,《人事行政》,頁15-44。
趙其文,(1997),<從論俸給制度中的『俸級』>,《公務人員月刊》,第十六期,頁29-42。
歐育誠,民84,<民間薪資調查與公務人員待遇之關係>,《考銓月刊》,第二期,頁37-47。new window
蕭全政,(1994),<兩種社會科學典範>,《政治科學論叢》,第五期,頁 59-85。new window
蕭全政,(1994),<社會科學本土化的意義與理論基礎>,《政治科學論叢》,第十三,頁 1-26。new window
薛琦,(2003),《薛琦經濟聊天室》,台北:圓神。
邊裕淵,(1979),<台灣所得分配之研究>,《三民主義研究所叢刊(1)》,頁 1-34。
顏良恭,(2000),《公共行政學中的典範問題》,台北:五南。new window
韓朝華譯,(2000),《制度經濟學:社會秩序與公共政策》,北京:商務。

英文部分
Allington ,N. F. B and Morgan P. I. (2003). Does it Pay to Work in the Public Sector? Evidence from Three Decades of Econometric Analyses. Public Money & Management, 23(4), 253-262.
Anke, F. (1997). Public Pay Program in OECD Countries. In Risher, H.and Fay, C. (eds.) New Strategies for Public Pay, San Francisco: Jossey-Bass Publishers.
Arnold, E. W. (1999). Pay System Management Dilemmas: Approaching the New Millennium. Southern Business Review, 25(1), 17-21.
Balkin, D. B. (1988). Compensation Strategy for Firms in Emerging and Rapidly Growing Industries. Human Resource Planning, 11(3), 207-213.
Balkin, D. B. and Gomez-Mejia, L. R. (1990). Matching Compensation and Organizational Strategies. Strategic Management Journal, 11, 153-169.
Becker, B. and Gerhart, B. (1996). The Impact of Human Resource Management on Organizational Performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
Bell, E. (2000). Authority and Control: The Carrot or the Stick? In Thorpe, R. and Homan, G. (eds.) Strategic Rewards Systems, Harlow: Pearson Education.
Bevan, S. and Horner, L. (2003). Reward and Reform. Public Service Unit, U.K.
Bloom, M. and Milkovich, G.T. (1995). Issues in Managerial Compensation Research. Center for Advanced Human Resource Studies, Working Paper 95-24, http://www.ilr.cornell.edu/cars
Bloom, M. and Milkovich, G.T. (1998). A SHRM Perspective on International Compensation and Reward Systems. Center for Advanced Human Resource Studies, Working Paper 98-11. http://www.ilr.cornell.edu/cars.
Boyne, G. (2002). Researching the New Public Management: The Role of Quantitative Methods In McLaughlin, K., Tsborne, Stephen P. and Ferlie, E. (eds) New Public Management: Current Trends and Future Prospects. London: Routledge.
Bratton, J.,(1999). Reward Management. In Bratton J. and Gold Jeffrey, Human Resource Management: theory and practice. London: Macmillan Business.
Cassidy, E. and Ackah, C. (1997). A Role for Reward in Organizational Change? Irish Business and Administrative Research, 18. 52-62.
Chew, D. C. E. (1997). Economic Restructuring and Flexiblev civil Service Pay in Singapore. In Colclough C. (eds.) Public-Sector Pay and Adjustment: Lessons from Five Countries. London: Rouyledge.
Crandall N. F. and Wallance Jr., M. L. (1999). Paying Employees to Develop New Skills. In Risher H. (eds.) Aligning Pay and Results. New York: American Management Association.
Daley , D., Vasu, M.L. and Weinstein, M. B. (2002). Strategic Human Resource Management: Perceptions among North Carolina County Social Service Professionals. Public Personnel Management, 31(3), 359-375.
De Silva, S.R. (1998). Performance-Related and Skill-Based Pay: An Introduction. Paper presented at ILO/IOE/CAPE Regional Employers' Meeting(Bangkok, Thailand) , 11-13 December 2002.
Delery, J. E. and Doty, D. H. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. Academy of Management Journal, 39(4), 802-835.
Doherty, E. M. and Nord, W. R. (2001). Compensation: Trends and Expanding Horizons. In Robert T. Golembiewski (eds.) Handbook of Organizational Behavior, (2nd ed..). New York: Marcel Dekker.
Donnellon, A. and Scully, M. (1994). Team, Performance, and Rewards: Will the Post-Bureaucratic Organization Be a Post-Meritocratic Organization?. In C. Heckscher and A. Donnellon, (eds.) The Post-Bureaucratic Organization: New Perspectives on Organizational Change. New Delhi: Sage.
Facer Ⅱ, R. L. (1998). Reinventing Public Administration: Reform in the Georgia Civil Service. Public Administration Quartely, 22( 1), 58-73.
Farnham, D. (1997). Employment Flexibilities in Western European Public Services: An International Symposium. Review of Public Personnel Administration, 57(3), 5-17.
Farazmand, A. (2001). Comparative and Development Public Administration: Past, Present, Future. In Farazmand, A. (eds.) Handbook of Comparative and Development Administration. New York: Marcel Dekker.
Ferlie, E. and Mark, A. (2002). Organizational Research and the New Public Management: The Turn to Qualitative Methods. In McLaughlin, K., Tsborne, S. P. and Ferlie, E. (eds.) New Public Management: Current Trends and Future Prospects. Lodon: Routledge.
Figart, D. M. (2000). Equal Pay for Equal Work: The Role of Job Evaluation in an Evolving Social Norm. Joural of Economic Issues, 19(1), 1-18.
Fisher, C. D., Schoenfeldt, L. F. and Shaw, J. B. (1999). Human Resource Management. Boston: Houghton Mifflin.
Gabris, Gerald T. (1998). Merit Pay Mania: Transforming Polarized Support and Opposition into a Working Consensus. in Stephen, E. C. (eds.) Handbook of Human Resource Management in Government. San Francisco: Jossey-Bass.
Gerhart, B. (2000). Compensation Strategy and Organizational Performance. In Sara, L. Rynes, and Gerhart, B. (eds.) Compensation in Organizations: Current Research and Practice. San Francisco: Jossey-Bass.
Gerhart, B., Minkoff, H. B. and Olsen R. N. (1994). Employee Compensation: Practice, and Evidence. Center for Advanced Human Resource Studies. Working Paper 95-04, http://www.ilr.cornell.edu/cars.
Gerhart, B., Trevor, C.O., and Graham, M. E. (1995). New directions in Compensation Research: Synergies, risk, and survival. Center for Advanced Human Resource Studies, Working Paper 95-27, http://www.ilr.cornell.edu/cars.
Gerhart, B., Minkoff, H. B. and Olsen, R. N. (1994). Employee Compensation: Theory, practice, and Evidence. Working Paper 95-041, Center for Advanced Human Resource Studies. http://www.ilr.cornell.edu/cars.
Gomez-Mejia, L. R. and Welbourne T. M. (1988). Compensation Strategy: An Overview and Future Steps. Human Resource Planning, 11( 3), 173-189.
Gomez-Mejia, L. R. and Welbourne, T. M. (1991). Compensation Strategies in a Global Context. Human Resource Planning, 14( 1), 29-42.
Gomez-Mejia, L. R. (1992). Structure and Process of Diversification, Compensation Strategy, and Firm Performance. Strategic Management Journal, 13( 5), 381-397.
Goss, W. (2001). Appraisal, Pay and Rewards. Asian Review of Public Administration, 8(1), 118-124.
Grimshaw, D. (2000).The Problem With Pay Flexibility: Changing Pay Pratices. In the UK Health Sector. The International Journal of Human Resource Managemet, 11(5), 943-966.
Hackett, T. J. and McDermott, D. G. (1999). Integrating Compensation Strategies: A Holistic Approach to Compensation Design. Compensation & Benefits Review, (September/October).
Harel, G., & Shay, T. (2001). HRM Practices in the Public and Private Sectors: Differences and Similarities. Public Administration Quarterly, 25(3/4), 311-355.
Hausser, D. and Fay, C. H. (1997). Managing and Assessing Employee Performance. In H. Risher, H. and Fay, C. H. (eds.) New Strategies for Public Pay. San Francisco: Jossey-Bass.
Heery, E. (1996). Risk, Representation and the New Pay. Personnel Review, 25(6), 45-65.
Heneman, Robert L. (2003). Job and Work Evaluation: A Literature Review. Public Personnel Management, 30(1), 47-70.
Hewitt, Associates. (1992). Total Compensation Management: Reward Management Strategies for the 1990. New york: Basil Blackwell.
Horsman, M. and Palmer, S. (2003). Pay, Incentives and Performance in the Public Sector: Pay Flexibility and Performance: An Overview of the Experience of Review Body. Paper presented at ESRC Conference, April 1-2, 1-38.
Hughes, O. (1998). Public Management Administration: Instruction. 2nd ed.. New York: Macmilian.
Hurwich, M. R. (1986). Strategic Compensation Designs That Link Pay to Performance. Human Resource Planning, 7(2). 79-83.
Iannello K. P. (1992). Decisions Without Hierarchy: Feminist Interventions in Organization Theory and Pratice. New York & London: Routledge.
Kaatz, J. B. and Morris, J. C. (2000). The “Overpaid Bureaucrat” Comparing Public and Private Wages in Mississippi. Public Personnel Management, 29 (1), 129-146.
Kearney, R. C. and Morgan, K. S. (1990). Longevity Pay in the States: Echo From the Past or Sound of the Future. Public Personnel Management, 19 (2), 191-220.
Kellough, J. E. and Lu, H. (1993). The Paradox of Meri Pay in the Public Sector: Persistence of a Problematic. Review of Public Personnel Administration, 13(2), 45-64.
Kellough, J. E. (1997). Pay-for-Performance Systems in State Government: Perceptions of State Agency Personnel Managers. Review of Public Personnel Administration, 17(1), 5-21.
Kellough, J. E. (1998). The Reinventing Government Movement: A Review and Critique. Publc Administration Quartly, 22(1), 6-20.
Kellough, J. E. (1999). Reinventing Public Personnel Management: Ethical Implications for Managers and Public Personnel Systems. Public Personnel Management, 28 (4), 655-671.

Kellough, J. E. and Nigro, L. G. (2002). Pay for Performance in Georgia State Government: Employee Perspectives on Georgia after 5 Years. Review of Public Personnel Administration, 22(2), 146-166.
Kellough, J. E. and Selden, A. C. (2003). The Reinevntion of Public Personnel Administration: An Analysis of the Diffusion of Personnel Management Reforms in the States. Public Administration Review, 63(2), 165-176.
Kerr, Jeffery L. (1985). Diversification Strategies and Managerial Rewards: An Empirical Study. Academy of Management Journal, 28(1), 155-179.
Kiragu, K., Coopers, P., and Mukandala, R. (2003). Public Srvice Pay Reform: Tactics Sequencing and Politics in Developing Countries: Lessons from Sub-Saharan Aferica. Draft Report, World Bank, Washington, D.C
Klingner, D. E. and Campos, V. P. (2001). Strengthening Personnel Management in Developing Countries: Lessons Learned, Lessons Forgotten, and Agenda for Action. Public Personnel Management, 30(1), 1-16.
Lane, L. M. (1994). Public Sector Performance Management. Review of Public Personnel Administration, 14(31), 26-45.
Lavigna, T. (2003). Reforming Public Sector Human Resource Management: Best Pratices from the Practitioner’s View. In Hays, S. W. and Kearnry, R. C. (eds.) Public Personnel Administration: Problem and Prospect. England Cliffs, N.J.: Prentice Hall.
Lawler Ⅲ, E. E. (1981). Pay and Organization Development. Reading, MA: Addison-Wesley.
Lawler Ⅲ, E. E. (1990). Strategic Pay. San Francisco: Jossey-Bass.
Lawler Ⅲ, E. E. (1995). The New Pay: A Strategic Approach. Compensation & Benefits Review, 27(4),14-22.
Lawler Ⅲ, E. E. (2000a). Rewarding Excellence: Pay Strategies for the New Economy. San Francisco: Jossey-Bass.
Lawler Ⅲ, E. E. (2000b). Pay Strategy: New Thinking for the New Millennium. Compensation & Benefits Review, 32 (1), 7-12.
Lawler Ⅲ, E. E. (2000c). Pay Can Be a Change Agent. Compensation & Benefits Management, 16(3), 23-26.
Lee, M. B., Scarpello, V. and Rockmore, B. W. (1995). Strategic Compensation in South Korea’s Public Traded Firm. The International Journal of Human Resource Management, 6(3), 686-701.
Lewis, P. (2000). Exploring Lawler’s New Pay Theory through the Case of Finbank’s Reward Strategy for Managers. Personnel Review. 29 (1), 12-32.
Loffer, E. (1997). Personnel Management in German Public Administration: Actitical Success Factor in the New Steering. Review of Public Personnel Administration, 17(3), 69-81.
Marsden, D. and Richardson, R. (1992). Motivation and Pay Related Pay in the Public Sector. Centre for Economi, London School of Economic,. Discussion Paper 75.
Marshall, N. (1998). Pay-for-Performance Systems: Experience in Australia. Public Productivity & Management Review, 21(4), 403-418.
Martin, B. (1997). Reform of Public Sector Management: A Relevant question for Unions in the Public Sector? Paper presented at EPSU/ETUI Conference, October 23-24.
Martocchio, J. J. (2001). Strategic Compensation: A Human Resource Management Approach .Upper Saddle River, NJ: Prentice Hall.
McCourt,W. (2000). Pay and Employment Reform in Developing and Transition Societies. Democracy, Governance and Human Rights Programme, (1), Geneva: United Nations Research Institute for Social Development.
Mitchell, T. R. and Mickel, A. E. (1999). The Meaning of Money: An Individual-Difference Perspective. Academy of Management Review, 24 (3), 568-578.
Milkovich, G. T. (1988). A Strategic Perspective on Compensation Management. In K. Rowland and G. Ferris, (eds.) Research in Personnel and Human Resource: 6. Greenwrich, CT: JAI Press.
Milkovich, G.T., and Broderick, R. F. (1991). Developing a compensation Strategy. In M. L. Rock and L.A. Berger (eds.) The Compensation Handbook. New York: McGraw-Hill.
Milkovich, G. T. and Newman, J. M.(1993). Compensation (4th ed.). Boston: Irwin Mcgraw-Hill.
Milkovich, G. T. and Newman, J. M.(1996). Compensation (5th ed.). Boston: Irwin Mcgraw-Hill.
Milkovich, G. T. and Newman, J. M.(2002). Compensation (7th ed.). Boston: Irwin Mcgraw-Hill.
Mitchell, T. R. and Mickel, A. E. (1999). The Meaning of Money: An Individual- Difference Perspective. Academy of Management Review, 24(3), 569-578.
Milkovich, G. T. and Stevens, J. (1999). Back to the Future: A Century of Compensation. Center for Advanced Human Resource Studies, Working Paper 99-08, http://www.ilr.cornell.edu/cars.
Milkovich, G. T. and Wigdor, A. K. (Eds.). (1991). Pay for Performance: Evaluating Performance Appraisal and Merit Pay. Washington D.C. National Academy Press.
Morgan, P. and Allington, N. F. B. (2003). Private Sector ‘Good’, Public Sector ‘Bad’? Transformation or Transition in the UK Public Sector? Scientific Journal of Administrative Development, 1(1), 22-53.
Murry B. and Gerhart, B. (1998). An Emperical Analysis of a Skilled Pay Program and Plant Performance Outcomes. Academy of Management Journal, 41(1), 68-78.
Muczyk, P. (1988). The Strategic Role of Compensation. Human Resource Planning, 11(3), 225-239.
National Personnel Authority. (2000). Handbook on Japan’s Civil Service Statistical Overview. Japanese Government .
Niskanen Jr, William, A. (1971). Bureaucracy and Representative Government. Chicago-Atherton.
OECD. (1993). Pay Flexibility in the Public Sector. Paris: OECD.
OECD. (1997a). Trends in Public Sector Pay in OECD Countries. Paris: OECD.
OECD. (1997b). Performance Pay Schemes for Public Sector Managers: An Evaluation of the Impacts. Occassional papers 15, Paris: OECD.
OECD. (2000). Recent Developments and Future Challenges in Human Resources Management in OECD Member Countries. Paris: OECD.
O’neill, G. L. (1998). Linking Pay to Performance: Conflictng Views and Conflicting evidence. In Stone, J. (eds.) Readings in Human Resource Management. Brisbane: John Wiley & Sons.
Osborne, D. and Plastrik, P. ( 1997). Banishing Bureaucracy: The Five Strategies for Reinventing Government. New York: Penguin Putnam.
Perry, J. L. (1991). Linking Pay to Performance: The Controversy Continues. In Ban, C. and and Riccucci, N. M. (eds.) Public Personnel Management: Current Concerns-Future Challenges. New York: Longman .
Perry, J. L. and Mesch, D. J. (1997). Strategic Human Resource Management. In Ban C. and Riccucci N. M. (2nd ed..) Public Personnel Management: Current Concerns, future challenges. New York: Longman .
Pfeffer, J. (1998). Six Dangerous Myths about Pay. Harvard Business Review, 109-119.
Pfeffer, J. and Veiga, J. F. (1999). Putting People First for Organizational Success. Academy of Management Executive, 13(2), 37-48.
Purcell, J. (2003). Best Practice and Best Fit: Chimera or Cul-de-sac? Human Resource Management Journal, 9 (3), 26-41.
Risher, H. (1997). The Search for a New Model for Salary Management: Is There Support for Private Sector Practices. Public Personnel Management, 26. 431-439.
Risher, H. (1999). Are Public Employers Ready for a “New Pay” Program? Public Personnel Management, 28(3), 323-343.
Risher, H. (2002). Pay-for-Performance: The Keys to Make it Work. Public Personnel Management, 31(3), 317-332.
Risher, H. (2002). Bridging the Chasm to a New Pay System. Public Management, 16-20.
Risher, H. and Randow, C. E. ( 1998). Public Sector Compensation: An Overview of Present Practices and Emerging Trends. Scottsdale, AZ: American Compensation Association.
Rynes, S. l. and Gerhart, B. (eds.) Compensation in Organizations: Current Rearch and Practice. San Francisco: Jossry-Bass.

Schiavo-Campo, S., Tommaso, de G. and Mukherjee, A. (1997). Government Employment and Pay in Gloal Perspective: A Selective Synthesis of International Facts, Policies and Experience. World Bank, Washington, D.C.
Schultz, D. (2002). Civil Service Reform. Public Administration Review, 62(5), 634-637.
Schuster, J. R. and Zingheim, P. K. (1992). The New Pay: Linking Employee and Organizational Performance. New York: Lexington Books.
Shafrite, J. M., Riccucci, N. M., Rosenbloom, D. H. and Hyde, A. C. (1992) Personnel Management in Government: Politics and Process (4th ed.). New York: Marcel Dekker.
Shim, Deok-Seob. (2001). Recently Human Resource Developments in OECD Member Countries. Public Personnel Management, 30(3), 323-347.
Silva, De Sriyan (1998). Performance-Related and Skill-Based Pay: An Instroduction. Geneva: International Labour Office.
Siegel, G. B. (1992). Public Employee Compensation and Its Role in Public Sector Strategic Managemen. New York: Quorum Books.
Siegel, G. B. (1998). Designing and Creating an Effective Compensation Plan. In Stephen, E. Condrey. (eds.) Handbook of Human Resource Management in Government. San Francisco: Jossey-Bass.
Snell, S. A. and Dean Jr., J. W. (1994). Strategic Compensation for Integrated Manufacturing: The Moderating Effects of Jobs and Organizational Inertia. Academy of Management Journal, 37 (5), 1109-1140.
Sparrow, R. P. and Marchington, M. (1998). Human Resource Management: The New Agenda. London: Pitman.
Taylor, S. (2000). Debates in Reward Management. In R. Thorpe and G. Homan (eds.) Strategic Reward Systems. London: Pitman.

Thompson, James R. and Charles, W. L. (2000). Skill-based Pay as an Organizational Innovation. Review of Public Personnel Administration, 20(1), 20-40.
Tompkins, J. (2002). Strategic Human Resources Management in Government: Unresolved issues. Public Personnel Management, 31(1), 95-109.
Ulrich, D. (1997). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Boston: Harvard Business School.
U.S. Congressional Budget Office. (1976). Federal Pay: It’s Budgetary Implications. Washington, D. C.: CBO.
U.S. Congress Budget Office (1999). Comparing the Pay and Benefits of Federal and Nonfederal Executives. Washington, D. C.: CBO.
U.S. Office of Personnel Management. ( 2002). A Fresh Start for Federal Pay: The case for Modernization. Washington, D. C.: OPM.
Varone, F. and Giauque, D. (2001). Policy Management and Performance-Related Pay: Comparative Analysis of Service Contracts in Switzerland, International Review of Administrative Sciences, 67(3): 543-564.
Whetten, D. A. (1989). What Constitutes a Theoretical Contribution? Academy of Management Review, 14(4), 490-495.
Mitchell, D. J. B. (1989). Human Resource Management: An Economic Approach. Boston: Pws-Kent Publishing Company.
William, V. (1999). Compensation Done the ‘Right’ way. Workforce, 75-78.
Wise, L. R. (1996). Internal Labor Markets. In Hana A. G. M. Bekke (eds.) Civil Service in Comparative Perspective. Bloomington: Indiana University Press.
Wise, L. R. and Stengard, P. ( 1999). Assessing Public Management Reform with Internal Labor Market Theory: A Comparative Implementation. In Fredenrickson George H. and Jocelyn, M. J. (eds.) Public Management Reform and Innovation: Research, Theory, and Application. Tuscaloosa, Albama: The University of Alabama Press.
Wolf, Martin G. (2000). Compensation: An Overview. In Berger, L. A. and Berger, D. R. (eds.) The Compensation Handbook: A State-of-the-Art Guide to Compensation Strategy and Design. New York: McGraw-Hill.
Wright, Patrick M. (2000). Strategy- HR Fit: Does It Really Matter? Human Resource Planning, 21(4), 56-57.
Wruck, K. H. (2000). Compensation, Incentives and Organizational Change: Ideas and evidence from theory and practice. In Michael, B. and Nitin, N. (eds.) Breaking the Code of Change, Bostom: Harvard Business School Press.
Yanadori, Y., Sturman M. C., Milkovich, G. T., and Marler, J.H. (2002). Organizational Pay Mix: The Implications of Various Theoretical Perspectives for Conceptualization and Measurement of Individual Pay Components. Center for Advanced Human Resource Studies. Working Paper 02-02, http://www.ilr.cornell.edu/cars.
Zingheim, P. K. and Schuster, J.R. (2000). Pay People Right! Breakthrough Reward Strategies to Create Great Companies. San Francisco: Jossey-Bass.
Zingheim, P. K. and Schuster, J.R. (2001). How You Pay is what you get. Across the Board, 41-44.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
無相關點閱
 
QR Code
QRCODE