政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/103990
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文笔数/总笔数 : 113451/144438 (79%)
造访人次 : 51257901      在线人数 : 866
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜寻范围 查询小技巧：
  • 您可在西文检索词汇前后加上"双引号"，以获取较精准的检索结果
  • 若欲以作者姓名搜寻，建议至进阶搜寻限定作者字段，可获得较完整数据
    •  进阶搜寻
    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/103990


    请使用永久网址来引用或连结此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/103990


    题名: 多工作業多元性對工作團體績效與成員壓力反 應之影響：時間規劃的跨層次調節效果
    The Influence of Polychronicity Diversity on Work Group Performance and Group Members’ Stress: The Cross-Level Moderating Effect of Temporal Planning
    作者: 何其霞
    Ho, Chi-Hsia
    贡献者: 林姿葶
    Lin, Tzu-Ting
    何其霞
    Ho, Chi-Hsia
    关键词: 多工作業
    工作團體多元性
    時間規劃
    polychronicity
    work group diversity
    temporal planning
    日期: 2016
    上传时间: 2016-11-14 16:14:41 (UTC+8)
    摘要: 在瞬息萬變的工作環境中，資訊量龐大而繁雜，工作團體成員自身的時間分配，影響著任務執行期間的團體運作。現代快速而多工的工作要求，團體成員的多工作業特徵顯得更為重要。有鑑於此，本研究以此為主題，同時探究多工作業多元性對團體表現與團體成員壓力之影響。而過去團體多元性研究即指出，多元性可能會同時具有正、反面影響，本研究嘗試探討多工作業多元性所形成之優劣，並進一步檢驗團體的時間規劃所可能扮演的跨層次調節角色，以知在甚麼情況下多工作業多元性能具有最大的效益。採用問卷法施測，蒐集了50份有效之團體成套問卷，包含192名全職工作者。結果發現，多工作業多元性有助於團體任務績效之表現，並在額外分析中發現了任務相依性的三階調節效果。在個體層次中，個體與團體之時間特徵差異會直接導致個體壓力與退縮反應，其中在高時間規劃情況下，此差異與個體壓力之關係會削弱。最後依據研究結果進行討論，並說明理論貢獻、實務意涵以及未來研究方向。
    Temporal individual differences are an under-explored, but research-worthy form of diversity in groups. This study examines how group temporal diversity–variation in members` polychronicity—can be effectively managed to maximize group performance. Besides, how this difference effect individual stress is also examined. Results from 50 work groups reveal that polychronicity diversity had a positive influence on task-oriented group performance. Additional analysis found that task interdependence moderated the interaction effect of temporal planning and polychronicity diversity on task-oriented group performance. In other hand, when individual and work group polychronicity were more incongruent, individual stress and withdrawal behavior increased. And the influence of the incongrunce on individual stress was less positive under conditions of stronger group temporal planning than under weaker group temporal planning. Results can be used to effectively compose groups in organizations and guide future group composition research.
    參考文獻: 林姿葶（2014）。組織中的時間觀領導：概念分析、協時歷程及效果驗證（未出版之博士論文）。國立台灣大學，台北市。
    高鳳霞、鄭伯壎（2014）。職場工作壓力：回顧與展望。人力資源管理學報，14(1)，77-101。
    Ancona, D. G. (1990). Outward bound: strategic for team survival in an organization. Academy of Management Journal, 33(2), 334-365.
    Ancona, D., & Caldwell, D. (1992). Demography & design: Predictors of new product team performance. Organization Science,3, 321-341.
    Ancona, D. G., Okhuysen, G. A., & Perlow, L. (2001). Taking time to integrate temporal research. Academy of Management Review, 26(4), 512-529.
    Bass, B. M. (1980). Team productivity and individual member competence. Small Group Research, 11, 431-504.
    Benabou, C. (1999). Polychronicity and temporal dimensions of work in learning organizations. Journal of Managerial Psychology, 14(3/4), 257-270.
    Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein, & S. W. Kozlowski (Eds.), Mutilevel theory, research, and method in organizations (pp. 349 - 381). San Francisco, CA: Jossey-Bass.
    Bluedorn, A. C. (2002). The human organization of time: Temporal realities and experience. Stanford, CA : Stanford Business Books.
    Bluedorn, A. C., & Denhardt, R. B. (1988). Time and organizations. Journal of Management, 14(2), 299-320.
    Bluedorn, A. C., & Martin, G. (2008). The time frames of entrepreneurs. Journal of Business Venturing, 23(1), 1-20.
    Bluedorn, A.C., & Standifer, R.L. (2004). Groups, boundary spanning, and the temporal imagination. In S. Blount (Ed.), Research on Managing Groups and Teams: Time in Groups, (Vol. 6, pp. 159-182). New York: Elsevier. Retrived from http://dx.doi.org/10.1016/S1534-0856(03)06008-0
    Bluedorn, A. C., Kaufman, C. F., & Lane, P. M. (1992). How many things do you like do at once? An introduction to monochronic and polychronic time. The Executive, 6(4), 17-26.
    Bluedorn, A. C., Kalliath, T. J., Strube, M. J., & Martin, G. D. (1999). polychronicity and the Inventory of polychronic Values (IPV): The development of an instrument to measure a fundamental dimension of organizational culture. Journal of managerial psychology, 14(3/4), 205-231.
    Blount, S., & Janicik, G. A. (2002). Getting and staying in-pace: The ”in-synch”preference and its implications for work groups. In H. Sondak (Ed.) Research on managing groups and teams: Toward phenomenology of groups and group membership (vol. 4, pp. 235-266). New York: Elsevier. Retrived from http://dx.doi.org/10.1016/S1534-0856(02)04010-0
    Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
    Bayazit, M., & Mannix, E. A. (2003). Should I stay or should I go? Predicting team members` intent to remain in the team. Small Group Research, 34(3), 290-321.
    Bartel, C. A., & Milliken, F. J. (2004). Perceptions of time in work groups: Do members develop shared cognitions about their temporal demands? In S. Blount (Ed.), Research on managing groups and teams: Time in groups (vol. 6, pp. 87-109). New York: Elsevier. Retrived from http://dx.doi.org/10.1016/S1534-0856(03)06005-5
    Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., & Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: A meta-analysis. Journal of Management, 37, 709-743.
    Castro, S. L. (2002). Data analytic methods for the analysis of multilevel questions: A comparison of intraclass correlation coefficients, rwg (j), hierarchical linear modeling, within-and between-analysis, and random group resampling. The Leadership Quarterly, 13(1), 69-93.
    Chiu, C. Y., & Yang, C. F. (1987). Chinese subjects` dilemmas: Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
    Crampton, S. M., & Wagner, J. A. (1994). Percept-percept inflation in microorganizational research: An investigation of prevalence and effect. Journal of Applied Psychology, 79(1), 67-76.
    Conte, J. M., Rizzuto, T. E., & Steiner, D. D. (1999). A construct-oriented analysis of individual-level polychronicity. Journal of Managerial Psychology, 14(3/4), 269-288.
    Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46, 823-850.
    Cropanzano, R., Howes, J. C., Grandey, A. A., & Toth, P. (1997). The relationship of organizational politics and support to work behaviors, attitudes, and stress. Journal of Organizational Behavior, 18(2), 159-180.
    Das, T. K. (1993). Time in management and organizational studies. Time & Society, 2(2), 267-274.
    Doerr, K. H., Mitchell, T. R., Klastorin, T. D., & Brown, K. A. (1996). Impact of material flow policies and goals on job outcomes. Journal of Applied Psychology, 81(2), 142-152.
    Devine, D. J., Clayton, L. D., Philips, J. L., Dunford, B. B., & Melner, S. B. (1999). Teams in organizations prevalence, characteristics, and effectiveness. Small Group Research, 30(6), 678-711.
    Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative science quarterly, 44(2), 350-383.
    Eisenhardt, K. M. (2004). Five issues where groups meet time. In S. Blount (Ed.), Research on Managing Groups and Teams: Time in Groups (Vol. 6, pp. 267-283). New York: Elsevier. Retrived from http://dx.doi.org/10.1016/S1534-0856(03)06012-2
    Eisenhardt, K. M., Kahwajy, J. L., & Bourgeois, L. J. (1997). Conflict and strategic choice: How top management teams disagree. California Management Review, 39, 42-62.
    Francis-Smythe, J. A., & Robertson, I. T. (2003). The importance of time congruity inthe organization. Applied Psychology: An International Review, 52(2), 298-321.
    Gersick, C. J. (1988). Time and transition in work teams: Toward a new model of group development. Academy of Management Journal, 31(1), 9-41.
    George, J. M. (1990). Personality, affect, and behavior in groups. Journal of Applied Psychology, 75(2), 107-116.
    Gevers, J. M. P., Rutte, C. G., & van Eerde, W. (2004). How project teams achieve coordinated action: A model of shared cognitions on time. In S. Blount (Ed.), Research on managing groups and teams: Time in groups (Vol. 6, pp. 67-85). New York: Elsevier. Retrived from http://dx.doi.org/10.1016/S1534-0856(03)06004-3
    Gevers, J. M., Rutte, C. G., & Van Eerde, W. (2006). Meeting deadlines in work groups: Implicit and explicit mechanisms. Applied Psychology, 55(1), 52-72.
    Gruenfeld, D. H., Mannix, E. A., Williams, K. Y., & Neale, M. A. (1996). Group composition and decision making: How member familiarity and information distribution affect process and performance. Organizational behavior and human decision processes, 67(1), 1-15.
    Gibson, C. B., Waller, M. J., Carpenter, M. A., & Conte, J. M. (2007). Antecedents, consequences, and moderators of time perspective heterogeneity for knowledge management in MNO teams. Journal of Organizational Behavior, 28(8), 1005-1034.
    Hinkin, T. R. (1998). A brief tutorial on the development of measures for use in survey questionnaires. Organizational research methods, 1(1), 104-121.
    Hecht, T. D., & Allen, N. J. (2005). Exploring links between polychronicity and well-being from the perspective of person-job fit: Does it matter if you prefer to do only one thing at a time?. Organizational Behavior and Human Decision Processes, 98(2), 155-178.
    Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. Journal of Vocational Behavior, 37(1), 60-78.
    Horwitz, S. K., & Horwitz, I. B. (2007). The effects of team diversity on team outcomes: A meta-analytic review of team demography. Journal of Management, 33(6), 987-1015.
    Huang, J. C., & Huang, C.Y. (2015). Team regulatory focus, team affect tone and team performance: The moderating role of transformational leadership. 14th European Congress of Psychology (ECP). Italy: Milan.
    Harrison, D. A., & Klein, K. J. (2007). What’s the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review, 32, 1199 -1228.
    Harrison, D. A., Price, K. H., Gavin, J. H., & Florey, A. T. (2002). Time, teams, and task performance: Changing effects of surface- and deep-level diversity on group functioning. Academy of Management Journal, 45,1029-1045.
    Harrison, D. A., Mohammed, S., Mcgrath, J. E., Florey, A. T. & Vanderstoep, S. W. (2003). Time Matters in Team Performance: Effects of Member Familiarity, Entrainment, and Task Discontinuity on Speed and Quality. Personnel Psychology, 56, 633-669.
    James, L. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology, 67(2), 219-229.
    James, L. R., Demaree, R. G., & Wolf, G. (1993). Rwg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78(2), 306-309.
    Janicik, G. A., & Bartel, C. A. (2003). Talking about time: Effects of temporal planning and time awareness norms on group coordination and performance. Group Dynamics: Theory, Research, and Practice, 7(2), 122-134.
    Jansen, K. J., & Kristof-Brown, A. L. (2005). Marching to the beat of a different drummer: Examining the impact of pacing congruence. Organizational Behavior and Human Decision Processes, 97(2), 93-105.
    Joshi, A., & Roh, H. (2009). The role of context in work team diversity research: A meta-analytic review. Academy of Management Journal, 52(3), 599-627.
    Jackson, S. E., Joshi, A., & Erhardt, N. L. (2003). Recent research on team and organizational diversity: SWOT analysis and implications. Journal of Management, 29(6), 801-830.
    Jackson, S. E., May, K. E., & Whitney, K. (1995). Under the dynamics of diversity in decision-making teams. In R. A. Guzzo & E. Salas (Eds.), Team effectiveness and decision making in organizations (pp. 204-261). San Francisco: Jossey-Bass.
    Jehn, K. A., Northcraft, G. B., & Neale, M. A. (1999). Why differences make a difference: A field study of diversity, conflict and performance in workgroups. Administrative Science Quarterly, 44(4), 741-763.
    Katz, R.. (1982). The Effects of Group Longevity on Project Communication and Performance. Administrative Science Quarterly, 27(1), 81-104.
    Kaplan, S. (2009). Polychronicity in work teams: A theoretical examination of antecedents and consequences. In R. A. Roe, M. J. Waller, & S. R. Clegg (Eds.), Time in organizational research (pp. 103-126). New York, NY: Routledge.
    Kaufman-Scarborough, C., & Lindquist, J. D. (1999). Time management and polychronicity: Comparisons, contrasts, and insights for the workplace. Journal of Managerial Psychology, 14(3/4), 288-312.
    Katzenbach, J. R., & Smith, D. K. (1993). The wisdom of teams: Creating the high-performance organization. Boston, MA: Harvard Business School Press.
    Kaufman, C. F., Lane, P. M., & Lindquist, J. D. (1991). Exploring more than 24 hours a day: A preliminary investigation of polychronic time use. Journal of Consumer Research, 392-401.
    Lewin, K. (1951). Field theory in social science. In D. Cartwright (Ed.), Selectedtheoretical papers. New York: Harper & Row.
    Levine, R. V. (1988). The pace of life across cultures. In J. E. McGrath (Ed.), The social psychology of time: new perspectives (pp. 39-62). Newbury Park, CA: Sage.
    Leroy, S. (2009). Why is it so hard to do my work? The challenge of attention residue when switching between work tasks. Organizational Behavior and Human Decision Processes, 109(2), 168-181.
    Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. New York, NY: Springer.
    Lee, H., & Liebenau, J. (1999). Time in organizational studies: Towards a new research direction. Organization Studies, 20(6), 1035-1058.
    Lehman, W. E., & Simpson, D. D. (1992). Employee substance use and on-the-job behaviors. Journal of Applied Psychology, 77(3), 309.
    Maynard, D. C., & Hakel, M. D. (1997). Effects of objective and subjective task complexity on performance. Human Performance, 10(4), 303-330.
    Mannix, E., & Neale, M. A. (2005). What differences make a difference? The promise and reality of diverse teams in organizations. Psychological science in the public interest, 6(2), 31-55.
    Marks, M. A., Mathieu, J. E., & Zaccaro, S. J. (2001). A temporally based framework and taxonomy of team processes. Academy of Management Review, 26, 356-376.
    Mohammed, S., & Angell, L. C. (2004). Surface‐and deep‐level diversity in workgroups: Examining the moderating effects of team orientation and team process on relationship conflict. Journal of Organizational Behavior, 25(8), 1015-1039.
    Mohammed, S., & Harrison, D. A. (2013). The clocks that time us are not the same: A theory of temporal diversity, task characteristics, and performance in teams. Organizational Behavior and Human Decision Processes, 122(2), 244-256.
    Mohammed, S., & Nadkarni, S. (2011). Temporal diversity and team performance: The moderating role of team temporal leadership. Academy of Management Journal, 54(3), 489-508.
    Mohammed, S., & Nadkarni, S. (2014). Are we all on the same temporal page? The moderating effects of temporal team cognition on the polychronicity diversity-team performance relationship. Journal of Applied Psychology, 99(3), 404-422.
    Mohammed, S., Rizzuto, T., Hiller, N., Neuman, D., & Chen, T. (2008). Individual differences and group negotiation: The role of polychronicity, dominance, and decision rule. Negotiation and Conflict Management Research, 1,282-307.
    McGrath, J. E., & Rotchford, N. L. (1983). Time and behavior in organizations. In B. Staw & L. Cummings (Eds.), Research in organizational behavior (Vol. 5, pp. 57-101). Greenwich, CT: JAI Press.
    McGrath, J., Berdahl, J., & Arrow, H. (1995). Traits, expectations, culture, and clout. In S. Jackson & M. Ruderman (Eds.), Diversity in workteams (pp. 47-68). Washington, DC: APA Books.
    McGrath, J. E., Kelly, J. R., & Machatka, D. E. (1984). The social psychology of time: Entrainment of behavior in social and organizational settings. Applied Social Psychology Annual, 5, 21-44.
    Motowidlo, S. J., Packard, J. S., & Manning, M. R. (1986). Occupational stress: its causes and consequences for job performance. Journal of Applied Psychology, 71(4), 618-629.
    Nesterkin, D. A., & Ganster, D. C. (2015). The effects of nonresponse rates on group-level correlations. Journal of Management, 41(3), 789-807.
    Nandhakumar, J., & Jones, M. (2001). Accounting for time: managing time in project-based teamworking. Accounting, Organizations and Society, 26(3), 193-214.
    Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. Journal of Applied Psychology, 94,1412-1426.
    O’Leary, M. B., Mortensen, M., & Woolley, A. W. (2011). Multiple teammembership: A theoretical model of its effects on productivity and learning for individuals and teams. Academy of Management Review, 36,461- 478.
    Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization science, 7(6), 615-631.
    Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An analysis of work group diversity, conflict and performance. Administrative Science Quarterly, 44(1), 1-28.
    Probst, T. M. (2002). The impact of job insecurity on employee work attitudes, job adaptation, and organizational withdrawal behaviors. In Brett J. M. & Drasgow F. (Eds.), The psychology of work: Theoretically based empirical research (pp. 141-168) [Adobe Digital Editions version]. Retrived from https://www.researchgate.net/
    Pierce, J. L., & Dunham, R. B. (1992). The 12-hour work day: A 48-hour, eight-day week. Academy of Management Journal, 35(5), 1086-1098.
    Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. Journal of Applied Psychology, 92(2), 438-454.
    Phillips, K., Mannix, E., Neale, M., & Gruenfeld, D. (2004). Diverse groups and information sharing: The effect of congruent ties. Journal of Experimental Social Psychology, 40, 497-510.
    Slocombe, T. E. (1999). Applying the theory of reasoned action to the analysis of an individual`s polychronicity. Journal of Managerial Psychology, 14, 313-322.
    Slocombe, T. E., & Bluedorn, A. C. (1999). Organizational behavior implications of the congruence between preferred polychronicity and experienced work‐unit polychronicity. Journal of Organizational Behavior, 20(1), 75-99.
    Stewart, G. (2006). A meta-analytic review of relationships between team design features and team performance. Journal of Management, 32, 29-54.
    Schein, E. H. (2010), Organizational Culture and Leadership (4nd ed.). San Francisco, CA: Jossey-Bass.
    Schriber, J. B., & Gutek, B. A. (1987). Some time dimensions of work: Measurement of an underlying aspect of organization culture. Journal of Applied Psychology, 72(4), 642-650.
    Shea, G. P., & Guzzo, R. A. (1987). Groups as human resources. In G. R. Ferris & K. M. Rowland (Eds.), Research in personnel and human resources management (Vol. 5, pp. 323–356). Greenwich, CT: JAI Press
    Souitaris, V., & Maestro, B. M. (2010). Polychronicity in top management teams: The impact on strategic decision processes and performance of new technology ventures. Strategic Management Journal, 31(6), 652-678.
    Salancik, G. R., & Pfeffer J. (1977). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23, 224-253.
    Sargent, L. D., & Sue-Chan, C. (2001). Does diversity affect group efficacy? The intervening role of cohesion and task interdependence. Small Group Research, 32(4), 426-450.
    Shipp, A. J., Edwards, J. R., & Lambert, L. S. (2009). Conceptualization and measurement of temporal focus: The subjective experience of the past, present, and future. Organizational Behavior and Human Decision Processes, 110(1), 1-22.
    Saavedra, R., Earley, P. C., & Van Dyne, L. (1993). Complex interdependence in task-performing groups. Journal of Applied Psychology, 78(1), 61-72.
    Timmerman, T. A. (2005). Missing persons in the study of groups. Journal of Organizational Behavior, 26(1), 21-36.
    Thomas, D. A., & Ely, R. J. (1996). Making differences matter. Harvard business review, 74(5), 79-90.
    Thompson, L., & Fine, G.A. (1999). Socially shared cognition, affect, and behavior:A review and integration. Personality and Social Psychology Review, 3, 278-302.
    Tsui, A. S., Egan, T., & O`Reilly, C. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37(4), 549-579.
    Van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annual Review of Psychology, 58, 515-541.
    Van Knippenberg, D., De Dreu, C. K., & Homan, A. C. (2004). Work group diversity and group performance: an integrative model and research agenda. Journal of Applied Psychology, 89(6), 1008-1022.
    Webber, S. S., & Donahue, L. M. (2001). Impact of highly and less job-related diversity on work group cohesion and performance: A meta-analysis. Journal of Management, 27(2), 141-162.
    Waller, M. J., Giambatista, R. C., & Zellmer-Bruhn, M. E. (1999). The effects of individual time urgency on group polychronicity. Journal of Managerial Psychology, 14(3/4), 244-257.
    Waller, M. J., Conte, J. M., Gibson, C. B., & Carpenter, M. A. (2001). The effect ofindividual perceptions of deadlines on team performance. Academy of
    Management Review, 26(4), 586-600.
    Winquist, J., & Larson, J. (1998). Information pooling: When it impacts group decision making. Journal of Personality and Social Psychology, 74, 371-377.
    Williams, K. Y., & O’Reilly III, C. A. (1998). a Review of 40 Years of Research. Research in Organizational Behavior, 20, 77-140.
    Wittenbaum, G., & Stasser, G. (1996). Management of information in small groups. In J. Nye & A. Brower (Eds.),What’s social about social cognition? Social cognition research in small groups (pp. 3-28). Thousand Oaks, CA: Sage
    Zimbardo, P. G., & Boyd, J. N. (1999). Putting Time in Perspective: a Valid, ReliableIndividual-Differences Metric. Journal of Personality and Social Psychology, 77(6), 1271-1288.
    描述: 碩士
    國立政治大學
    心理學系
    103752016
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G1037520162
    数据类型: thesis
    显示于类别:[心理學系] 學位論文

    文件中的档案:

    档案 大小格式浏览次数
    016201.pdf796KbAdobe PDF283检视/开启


    在政大典藏中所有的数据项都受到原著作权保护.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回馈