Rozprawy doktorskie na temat „Public servants”
Kliknij ten link, aby zobaczyć inne rodzaje publikacji na ten temat: Public servants.
Utwórz poprawne odniesienie w stylach APA, MLA, Chicago, Harvard i wielu innych
Sprawdź 50 najlepszych rozpraw doktorskich naukowych na temat „Public servants”.
Przycisk „Dodaj do bibliografii” jest dostępny obok każdej pracy w bibliografii. Użyj go – a my automatycznie utworzymy odniesienie bibliograficzne do wybranej pracy w stylu cytowania, którego potrzebujesz: APA, MLA, Harvard, Chicago, Vancouver itp.
Możesz również pobrać pełny tekst publikacji naukowej w formacie „.pdf” i przeczytać adnotację do pracy online, jeśli odpowiednie parametry są dostępne w metadanych.
Przeglądaj rozprawy doktorskie z różnych dziedzin i twórz odpowiednie bibliografie.
1
Shrader, Nathan R. "Pennsylvania Public School Boards: An Analysis of Politics, Policy, and Public Servants". Diss., Temple University Libraries, 2015. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/326500.
Pełny tekst źródłaStreszczenie:
Political SciencePh.D.
This study investigates the political, personal, and policy issues that drive citizens to seek unpaid, elected positions on Pennsylvania's public school boards. This research examines whether school board members are recruited to run for office and considers the role of various recruitment agents such as political parties, interest groups, and non-political community organizations. Trends in political and community engagement among school board members, their potential ambition to seek higher office, and the relationship between elected board members and appointed district superintendents are also examined. The study relies upon a unique dataset gathered through a survey distributed to all of Pennsylvania's nearly 4,500 school board members and a series of interviews with current state legislators who began their political careers by serving on their local school boards. Findings suggest that school board members are enormously engaged in the political and non-political life of their communities. It is also determined that school board members are principally self-starters who do not intend to use their positions as springboards to higher office. These findings are analyzed to help determine the implications for governance at the local level as well as to better comprehend the dynamics of party organizations, interest groups, and other community organizations within Pennsylvania school district politics and elections.
Temple University--Theses
2
Mwase, Joseph (Joe) Ndala. "The over-indebtedness of public servants in South Africa". Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27751.
Pełny tekst źródłaStreszczenie:
The global financial crisis of 2008 revealed the substantial over-indebtedness of households across many countries. Over-indebtedness of households is the outcome of the policy of financial liberalisation and deregulation since the 1970s. The consumers who are most likely to become over-indebted are employees who earn regular salaries and wages. This paper studies the over-indebtedness of public servants in South Africa. The concept of over-indebtedness is described, as a structural condition of a consumer that experiences financial is unable to repay credit commitments. This paper briefly describes the evolution of consumer credit and discusses the causes and consequences of overindebtedness. The study evaluates the level of over-indebtedness of public servants in South Africa applying three quantitative measures: the ratio of credit repayments to income, the number of credit commitments held by the consumer and the indebtedness index. The analysis uses a very large sample of credit records for public servants that were obtained from a credit bureau shows interesting findings. The overall findings show that majority of public servants in South Africa are over-indebted. The indebtedness index estimates that at least fifty-four (54%) of public servants in South Africa are over-indebted. Although the study did not include any statistical test of significance, the findings of the study are significant given the large sample size. The result should be treated as valid and exploratory.
3
Bader, Marcus. "Co-design package for civil servants’ public communication strategies". Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21187.
Pełny tekst źródłaStreszczenie:
Today’s emerging Co-design processes between citizens and civil servants in helixes groups, produces multiple challenges for the interaction designer. How can these challenges produce new merging roles and communication strategies for interaction designers for use in Co-design processes? This thesis focuses on the design research process outcomes from Co-design processes between civil servants and citizens in urban development processes. The tangible outcomes will be elicited through the merging of practice-based know-how as seen through the eyes of an interaction designer with a bifocal lens on Social psychology and Behavior economics. This research process produces tangible outcomes in the form of educational material, communication methods and strategies for interaction designers, civil servants in Co-design processes. Additional outcomes are digital communication strategies for city operations based on the need for increased citizen involvement in the urban development process.
4
Mallory, Lisa Maria. "Factors That Motivate Millennial Public Servants in the Workplace". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1788.
Pełny tekst źródłaStreszczenie:
There is an abundance of scholarly literature examining the Millennial generation's characteristics and their uniqueness in the workforce, but few studies have examined the lived experiences of Millennials and what motivates them in the public sector workplace. Given the size of the Millennial cohort, the largest and most educated in history, this generation of public servants merits more research. This phenomenological study sought to determine what factors motivate Millennial public sector workers through a criterion sample of 20 District of Columbia government employees. Data obtained from interviews were analyzed through use of NVivo10 allowing for the identification of themes, findings and recommendations for further studies. Findings revealed that these 20 workers were motivated by the same factors that impact other generations, as Herzberg delineated in his 2-factor theory. Despite these similarities, participants felt they were unique and not understood by the generations of workers that precede them. The themes obtained from this study can inform public administrators seeking to increase workforce collaboration and productivity and underscores the need for further scholarly attention. Millennial public servants need to feel engaged through increased responsibility, recognition, and the nature of work, as they will soon comprise 1/3rd of the workforce. These findings have implications for social change by educating public administrators and Millennials' coworkers to capitalize on the younger workers' ability to contribute to the overall productivity and competitiveness of government.
5
Foreman, Chad. "Canada’s 41st Parliament: Hansard, Members of Parliament, Public Servants, and Cost Savings". Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/42778.
Pełny tekst źródłaStreszczenie:
In acknowledging that the Hansard Oral Question Period records did not focus on the increasing personnel expenditures, this thesis will seek to identify and analyze how political party members convey their support or opposition for these austerity measures, during the first session of the 41st Parliament Oral Question Period exchanges; in particular, how these exchanges are structured within the setting of parliamentary debate and for what purposes. Furthermore this thesis examines, how parliamentary exchanges relate to the five (5) debate purposes identified in the literature: (1) position claiming; (2) persuading; (3) negotiating; (4) agenda-setting; and, (5) opinion-building (Ilie, 2017), within the four (4) categories identified in the review of the Hansard records; that is: safety and security concerns, Canada’s official language policies, regional cuts, and public service reductions in areas directly related to the Canadian Forces and Canadian Veterans.
6
Kappo-Abidemi, Omolayo Christiana. "People management factors militating against public servants’ professionalism in Nigeria". Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2079.
Pełny tekst źródłaStreszczenie:
Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2016.The Nigerian public service has been perceived over the years as not delivering its services effectively and in most cases leadership has been assumed to be the problem. However, from the perspective of human resource management (HRM) this study seeks to examine the people management practices that could have contributed to this ineffectiveness. It has been observed that the importance of people as the most important element of productivity cannot be underestimated, because machines can be replaced, money can be recovered but diligent, competent and professional employees are an organisational asset that cannot easily be replaced. The professional employee is described as the one with the right skills, knowledge, qualifications and attitudes that support organisational effectiveness. The study was carried out at the Administrative Staff College of Nigeria where all public servants from Grades 07 or above in Nigeria are expected to attend at least one course before the end of their careers. Questionnaires were administered to about one thousand, one hundred (1,100) randomly selected participants while four hundred and seventy six (476) useable ones were retrieved. Likewise, a focus group discussion was held with three different groups. Quantitative data collected was cleaned and coded appropriately for the Statistical Program for Social Science (SPSS) and used to generate descriptive statistics. Recordings of focus group discussions were also transcribed and organised into themes according to the discussion content. All research objectives were achieved relying on both qualitative and quantitative data output. Various statistical analyses were used for the quantitative analysis and factor correlation showed that organisational culture, organisational climate, human resource retention and development, employment relations climate and exit management have significant relationship with professionalism at various levels. Other statistical measures (t-Test and Analysis of Variance) were adopted to determine the relationship of demographic variable and it was shown that age, work grade level and work experience have significant relationship with professionalism. Employee resourcing (recruitment and selection) was also found to have a significant effect on professionalism, having been statistically analysed using ANOVA. Likewise, all qualitative themes acknowledged the significance of the people management role in public servants’ professionalism.
7
Butler, Clare Elizabeth. "How do public servants perceive the notion of civic virtue?" Thesis, University of South Wales, 2010. https://pure.southwales.ac.uk/en/studentthesis/how-do-public-servants-perceive-the-notion-of-civic-virtue(6e055cc2-bf55-4f35-b3a5-c2d1282b3f49).html.
Pełny tekst źródłaStreszczenie:
Organisational citizenship behaviour has been an active field of research for over three decades with research typically focusing on helpful and sportsmanlike behaviours or, conversely, examining destructive or criminal acts. Between these two is the frequently ignored civic virtue which includes questioning, making suggestions and challenging organisational norms. Civic virtue is the least researched, least performed, and the least popular organisational behaviour with it often being deemed an act of deviancy. Yet importantly, in terms of the transforming public service agenda, it is also the organisational behaviour that links most closely with organisational improvement. In pursuing this under-researched field, interpretivism provides a salient philosophical framework for the operationalisation of the thesis which utilises an in-depth qualitative approach to explore the lived realities of public servants, and seeks to advance the limited knowledge of civic virtue, set against the backdrop of public service citizenship. Using the lens of symbolic interactionism the thesis contributes an incremental advance in research method; specifically projective image elicitation, by using the metaphorical power of contextualised cartoon images to explore individuals’ perception of the workplace and their The thesis proposes a contribution to theory in recommending that public service citizenship promotes a predilection to bifurcate behaviours demonstrated by others and self into the act and underpinning values. Within public services this interpretative process gives precedence to the underpinning values; and promotes an environment where disdained behaviours are pardoned if the underpinning values are deemed honourable. This concept is termed value governance. Drawing on value governance, a model emerged which indicates that public servants predominately enact civic virtue when they perceive their values are seriously contested; otherwise their collectivist tendencies are dominant The discovery of value governance is significant in informing the conception of a dialogic public service citizenship; a citizenship which has its foundation in publicness but which is also able to face the challenges of civicness.
8
Azab, Husein Moh'd Aqil. "Training evaluation for Jordanian public servants : an assessment of present practices". Thesis, University of Exeter, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251180.
Pełny tekst źródła
9
Brown, Laurie O'Hara Carleton University Dissertation Psychology. "Stress and burnout in a sample of Canadian federal public servants". Ottawa, 1992.
Znajdź pełny tekst źródła
10
bin, Nik Mahmod Nik Ahmad Kamal. "The constitutional status of civil servants in the United Kingdom". Thesis, University of Aberdeen, 1995. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU602296.
Pełny tekst źródłaStreszczenie:
The thesis is an attempt at a comprehensive discussion of the legal and constitutional rules that apply to civil servants considering the current changes experienced in the UK Home Civil Service. The research focuses on three main areas, namely; the legal aspects of the relationship between civil servants and the Crown as employer, secondly, the rights of civil servants to associate and the right to freedom of expression, and thirdly, the constitutional aspects of the minister-civil servant relationship. Changes in the Civil Service manifested by Next Step Agencies, market testing and contracting out public services has resulted in the fragmentation of the uniform structure of the Civil Service. Question is raised, for instance, whether a more coherent legal definition of a civil servant is needed, whether these changes are affecting the security of tenure of civil servants, and whether the quest for job security should turn to, for example, judicial review. The introduction of contracts of service for civil servants is applauded but insufficient consideration has been given to its compatibility with the Crown's power to dismiss at pleasure. In the sphere of the right to associate and trade unionism generally, the advent of Whitleyism in the early 20s was the main reason for the development of trade unions in the civil service. Since 1979, the government's interventionist policy resulted in more restrictions for trade unions in pursuance of their activities. The GCHQ affair was a classic situation when the policy of restriction was at its extreme. Nonetheless, trade unions continue to exist and industrial actions are cautiously tolerated by the government. Article 11 of the European Convention on Human Rights lay down a standard of proportionality as to any restriction imposed on the freedom of association. Yet the failures of the GCHQ unions appeal in Strasbourg indicates a strong acceptance of the need for restrictions in freedom of association in the civil service. The unions' success at ILO appeared ephemeral. Despite the concern that civil servant's neutrality will be affected if they are allowed to engage in political activities, the Masterman and the Armitage Committee viewed that certain amount of freedom should be given to civil servants in this area. So far political activities of civil servants have not caused substantial controversy. The formation of Next Steps Agencies should provide more rooms for flexibility in giving permission for civil servants to participate. Civil servants are also subject to the duty of confidentiality in civil law as well as in criminal law under the Official Secrets Acts. The amendment to section 2 of the 1911 Act have removed the draconian effect of unauthorised disclosure by civil servant. Yet the 1989 Act has left out the need to protect civil servants who disclose in the public interest. In their interpretation of Article 10 of the European Convention on Human Rights, the European Court and Commission were also not in favour of protecting whistleblower or would-be whistleblower in the public service. The first report by the Nolan Committee inquiring the standards in public life recommended a form of whistleblower's charter. This is a welcome change and the government should adopt the committee's proposal. Ministerial accountability to Parliament is the corollary to civil service anonymity. It has been accepted that civil service anonymity has not been properly protected. There were occasions when civil servants are being asked to do unethical, unconstitutional and sometime illegal acts. The Armstrong Memorandum was an attempt to provide an independent line of appeal but its failure was clearly illustrated when there was only one appeal brought by a civil servant for the last eight years. The new Civil Service Code includes a new line of appeal to the Civil Service Commissioners but only after the internal appeal procedure has been exhausted. It is only hoped that the failure of the Armstrong Memorandum is not repeated. The fact that senior civil servants are playing a more prominent role vis-a-vis Parliament, a rethinking of the present arrangement of accountability should be made. Such a rethinking need not lead to giving a constitutional personality to civil servants. It must however be an acceptance that they are carrying heavier responsibilities and therefore they should be given a proper recognition of their role in Parliament.
11
Savage, Ashley Christian. "Crown servants and unauthorised disclosures : whistleblowing, executive accountability and the public interest". Thesis, Durham University, 2012. http://etheses.dur.ac.uk/3640/.
Pełny tekst źródłaStreszczenie:
The unauthorised disclosure of official information has caused embarrassment to successive governments regardless of political affiliation. At times, the disclosure of highly important documents pertaining to national security has reportedly caused immeasurable harm to the defence of the realm and damaged international cooperation. The protection of national security may however be used as a shield behind which malpractice can occur. Use of the Official Secrets Acts to prosecute Crown Servants for the unauthorised disclosure of information damaging to the reputation of government has proved controversial. Crown servants operate in an environment whereby a relationship of trust and loyalty is paramount to the running of government in a democratic society. Crown servants, however, remain in a unique position to witness acts of malpractice or maladministration. When other checks and balances fail, the Crown servant is faced with the unenviable prospect of allowing the malpractice to continue or to blow the whistle. This thesis provides an assessment of the existing officially prescribed mechanisms for Crown servants to blow the whistle and the position of the Crown servant as a journalistic source. It considers Crown servants in the Civil Service and is extended to provide two distinct case studies of servants in the UK intelligence community and members of the UK armed forces. This thesis critically evaluates the available whistleblower procedures alongside the current mechanisms used to hold the government and its departments to account, concluding that there are significant gaps in the current processes. Comparative analysis of other jurisdictions is used to bolster understanding with the objective of providing a number of key recommendations to provide strong, viable, alternatives to unauthorised disclosures.
12
Ilchi, Omeed S. "Public Servants or Soldiers? A Test of the Police-Military Equivalency Hypothesis". University of Cincinnati / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1535634126574304.
Pełny tekst źródła
13
Bessette, Josee. "Government French language training programs: Statutory civil servants' experiences". Thesis, University of Ottawa (Canada), 2005. http://hdl.handle.net/10393/26852.
Pełny tekst źródłaStreszczenie:
This collective case study explores second language (L2) training experiences from the perspectives of six Canadian statutory civil servants and examines factors that may have influenced their L2 learning experience. Three instruments were used to collect data: a preliminary questionnaire, an in-depth questionnaire, and an interview protocol. Findings reveal that a language and culture connection, opportunities to use the L2, and a short-term intensive cultural and linguistic immersion experience in particular were all associated with more positive L2 learning experiences. Negative comments regarding L2 learning experiences revolved around the anxiety and stress surrounding the one-shot summative nature of the oral exam, and seemingly no link between instruction and evaluation. This research contributes to the growing literature on factors affecting the L2 learning processes and outcomes. Furthermore, it may be beneficial for future candidates, language teachers, L2 program planners and curriculum designers within the Public Service Commission (PSC) and similar contexts.
14
Colley, Linda Katurah, i n/a. "Myth, Monolith or Normative Model? Evolution of the Career Service Model of Employment in the Queensland Public Service 1859-2000". Griffith University. Department of Industrial Relations, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20050602.120554.
Pełny tekst źródłaStreszczenie:
Public services play an essential role in society, and every citizen uses them. They have traditionally been the principal means of implementing the political will, through policy development and implementation. Yet it is almost a national sport to criticise public servants. Their image is often poor, fed by television programmes such as Yes Minister. Common perceptions include that they have little real merit, do not work hard, are under little pressure to perform, are too powerful, are almost impossible to dismiss, and could benefit from some private sector experience. Such are the consequences of the career service model of employment that public servants enjoy. This thesis considers the much-maligned career service model of public sector employment relations, and asks how important it was, how it evolved, and why. First, it outlines the traditional understanding of public service employment, with its central tenets of merit, tenure, standardised conditions and political neutrality, all administered by an independent central personnel agency, and then explores the adoption, adaptation and reform of that model in three major western democracies - Britain, the United States and Australia. Then, it considers the implementation and evolution of that model in the Queensland public service from 1859 to 2000. The thesis argues that the traditional career service model was necessary to overcome problems of politicisation, corruption, insecurity and inefficiency that arose from the previous patronage model in the early 1800s. The model contained sound principles that were largely consistent with Westminster conventions, and were considered necessary for effective service in a political environment. Poor implementation of the model led to growing dissatisfaction by the late 20th century. However, rather than diagnose the problem as poor implementation and perhaps inadequate political leadership of the service, the career service model itself was found deficient, and was subjected to extensive reform through the weakening of its central tenets. The evolution of the career service demonstrates some circularity, as the problems of politicisation and insecurity that existed prior to the career service model begin to re-emerge.
15
Ugwu, Malachy Ogbonna. "Perceptions of Unrestricted Gift Giving and the Integrity of Public Servants in Nigeria". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5430.
Pełny tekst źródłaStreszczenie:
Many observers are concerned about the ramifications of the policy regulation in Nigeria that allows public servants to accept gifts without restriction on the basis of culture. The purpose of this qualitative case study was to better understand this cultural practice and its implications for the integrity of public servants. Using Mettler and SoRelle's conceptualization of policy feedback theory, the research questions focused on the perceptions of leaders of civic organizations on this cultural practice in relation to the integrity of public servants in a particular region of Nigeria. Data were collected from 10 purposely selected leaders of civic organizations using open-ended, semi-structured interview protocols, and other publicly available documents. The data were subjected to an inductive coding procedure followed by thematic analysis. Findings suggested that the perceptions of the cultural practice of unrestricted giftgiving in the public service were negative and unethical. Consequently, the findings suggested an amendment to the relevant sections of Nigerian Constitution to provide for a restricted monetary value of gifts allowable in the public service. The implications for positive social change include discussing how policy makers and practitioners may be able to act on the study findings to bring about ethical, effective, and efficient public service in Nigeria.
16
Johnston, Karen. "The role of senior public servants in South Africa : lessons for the future". Doctoral thesis, University of Cape Town, 2001. http://hdl.handle.net/11427/8757.
Pełny tekst źródłaStreszczenie:
Bibliography: leaves 293-303.The researcher has attempted to analyse the impact of transformation on the role of the most senior public servant in South Africa, the Director General. This required an analysis of the Director General's administrative and policy roles within the political-administrative interface. The aims of the research were firstly to provide a description of the role of the Director General in the South African public service and thereby provide an insight into the office of the Director General. Secondly, the aim was to evaluate the South African public service transformation process as well as changes which have taken place at Director General level. A third aim was to provide a normative framework of the political and administrative interface in the South African context, and finally to contribute to the analysis of public service senior management. Thus, three research questions were posed: I. What role did the Director General play in the pre-and post-1994 South African public service? 2. What is the administrative and political interface in South Africa? 3. What ought to be the administrative and political interface in South Africa? In order to answer these questions, literature was reviewed and interviews were conducted with Directors General who served at a national level during the pre-and post-1994 eras. An open and closed questionnaire was developed by the researcher in order to gather data, and the research is therefore original work. The research incorporated scientific principles of social science and is a qualitative study. The research findings can be summarised as follows. Directors General, both pre-and post-1994, have two basic roles, one of which is an administrative role, the other, a policy role. The administrative role of the Director General has not fundamentally changed over the past fifteen years. Directors General continue to be responsible for human and financial resources within their administrative capacity. Problems and issues identified in Director Generals' administrative capacity persist and need to be addressed by improving management capacity. The Director General's policy role appears to be changing. A trend has been identified which indicates that Directors General are playing less of a policy role and more of an administrative role. It appears that the political leadership is usurping the Director General's policy role. Although a political-administrative dichotomy has never existed in South Africa, the role of the Director General is becoming more politicised with the introduction of presidential appointments. The research concludes with recommendations for improving management capacity, and developing a more sustainable political-administrative interface. It is hoped that this research will assist the South African government in its efforts to improve the management capacity in the public service in order for it to deliver quality services to all South Africans in an increasingly complex global environment.
17
Chogdon, Erdenechimeg Amara Soonthorndhada. "Knowledge of population and development : training needs among the public servants in Mongolia /". Abstract, 2004. http://mulinet3.li.mahidol.ac.th/thesis/2547/cd368/4638500.pdf.
Pełny tekst źródła
18
Rodriguez, Julio C. "Public Servants' Perceptions of the Cybersecurity Posture of the Local Government in Puerto Rico". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6370.
Pełny tekst źródłaStreszczenie:
The absence of legislation, the lack of a standard cybersecurity framework, and the failure to adopt a resilient cybersecurity posture can be detrimental to the availability, confidentiality, and integrity of municipal information systems. The purpose of this phenomenological study was to understand the cybersecurity posture of municipalities from the perception of public servants serving in information technology (IT) leadership roles in highly populated municipalities in the San Juan-Carolina-Caguas Metropolitan Statistical Area of Puerto Rico. The study was also used to address key factors influencing the cybersecurity posture of these municipalities. The theoretical framework was open system theory used in combination with a conceptual framework encompassing key dimensions influencing digital government. Data were collected using semistructured interviews with 10 public servants working in IT leadership positions in a municipal setting in Puerto Rico. Data analysis involved horizontalization, reduction, elimination, clustering, thematizing, validation, and development of individual and composite textural descriptions. Participants reported that the cybersecurity posture of their municipalities was resilient. Participants also reported that technological changes, politics, the economy, management support, and processes were key elements to achieve a resilient posture. Findings may be used to empower elected officials, policymakers, public servants, and practitioners to manage and improve elements affecting cybersecurity with the goal of achieving a resilient posture to deliver cybersecurity as a public good.
19
Mdleleni, Lwando. "A critical analysis of the implementation of performance management system in the local government, with specific reference to O. R. Tambo District Municipality". Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/4437.
Pełny tekst źródłaStreszczenie:
Masters in Public Administration - MPAThe provision of quality services is important for the overall welfare of South Africans. However, the Apartheid legacy appears to have long lasting effects on the provision of quality services at local level, with a range of undesirable effects, especially for ordinary people at grassroots level. Nevertheless, this concern has been made possible the legacy of apartheid, which makes it practically impossible to address the immediate needs of ordinary South Africans. For over a decade, South African local government has been condemned for poor service delivery, which is as a result of inefficiency, unproductiveness and incompetency of the public servants. These factors have hindered the prospect of delivering quality services at the most efficient and effective level, hence the introduction of a long- term plan by the South African government to improve the productiveness of the local government, and this plan is known as Performance Management System (PMS). The introduction of performance management system is critical because it ensures that plans are being implemented, that they are having the desired development impact and that resources are being used efficiently.This thesis critically analyzes the implementation processes of Performance Management System at O.R. Tambo District Municipality. Its principal aims is to investigate the factors that hinder the effective implementation of performance management system at local government in South Africa, to assess the effectiveness of PMS at ORTDM, to identify and explore different theories on performance management system. This thesis also seeks to be a guide to effective public policy implementation and provide recommendation and clear analysis of the municipal activities which can help improve the current state of affairs at O.R Tambo District Municipality. This thesis therefore looks at the challenges that are faced by the Section 57 employees (i.e. Municipal manager, directors and assistant directors) in the implementation of Performance Management System within the O.R. Tambo District Municipality. It uses qualitative research methods to assess patterns of PMS in ORTDM. This enquiry produces descriptive data, based on the written and spoken words of the interviewees. This method allows the researcher to see the world from participant‟s point of view.This thesis begins by introducing the subject of Performance Management, giving the historical background of performance management, as well as the current state of O.R. Tambo District. The introduction of the topic is followed by a theoretical overview of the subject of performance management. This is followed by the research methodology used in this study. The findings are presented in the chapter following the research methodology chapter, giving a synopsis of what the interviewees disclosed during the interview process. The last chapter provides conclusions and recommendations on how do the municipality ensure that performance management is effectively implemented and it has desired outcomes.
20
Ingabire, Valerie N. "Human resource capacity building and retention : a challenge for the Rwandan public sector". University of the Western Cape, 2011. http://hdl.handle.net/11394/5359.
Pełny tekst źródłaStreszczenie:
Magister Commercii - MComIn Rwanda, there is a serious concern that the human resource capacities to formulate and implement policies and programmes and deliver quality services to meet the Government's development priorities are not only limited but are eroding as well, despite efforts to the contrary. The purpose of this study is to examine the challenges of Human Resource capacity building and retention in the Rwandan Public Sector. Specific objectives are (i) to identify the civil servants' perceived reasons that make them quit the public sector after acquiring the desired skills by their working institutions; (ii) to identify the civil servants' perceptions on the measures to improve capacity retention in Rwandan public sector; (iii) to review the capacity building and retention challenges facing the Rwandan public sector; (iv) to contextualize problems of capacity building and capacity retention within the broader literature; and (v) to make recommendations regarding the specific strategies the Rwandan Public Sector should adopt to retain civil servants. The study was carried out in Western Cape Province, at the Universities of University of the Western Cape (UWC), Cape Peninsula University of Technology (CPUT), University of Cape Town (UCT) and University of Stellenbosch (US). The eligible study participants were postgraduate Rwandan students pursuing masters and doctoral studies in various fields. A descriptive quantitative study design was used to collect data on the participants' perceived reasons as to why, after training, civil servants are likely to quit the public sector, together with the measures participants feel the Rwanda Public sector could put in place to retain the employees after training, as well as the human resource challenges facing Rwandan public sector. All 40 Rwandan postgraduate students pursuing masters and doctoral studies at the selected universities (based on Rwandan Embassy Records for 2010) were the sample for this study, and there was a 100% response rate. A structured self-administered, close-ended and pre-coded questionnaire was used to collect data. Data was analysed using the SPSS software programeme, and descriptive statistics were used to describe various variables to answer the research questions. With regard to research ethics permission was granted by the Higher Degrees Committee of UWC and ethical clearance was obtained from the Research Grants and Study Leave Committee at UWC. Permission to conduct the study among Rwandanmasters and doctoral students on capacity building programmes supported by the Government of Rwanda was granted by the Rwandan Embassy. The purpose of the study was explained to the participants using the participants' information sheet. Signed informed consent both written and verbal was obtained from each individual participant. Participation was voluntary, anonymity of participants was assured, participants information was kept confidential and voluntary withdraw from the study at any time was guaranteed to participants. The findings demonstrate that 45% of the respondents do not intend to continue working in the Public Sector after training due to both financial considerations and workplace working conditions.The findings also indicate that 55% of the respondents intend to work in the public sector after training. The research recommends, amongst other things, that a larger survey be conducted among Rwandan students on study abroad programmes to ascertain if the reasons for quitting and perceived measures to remain in the public sector after training hold for all the civil servants on capacity building programmes.
21
Santos, Rebecca Healy. "Constructing co-design: public servants' perspectives on the purpose and practice of collaborative service design". Thesis, The University of Sydney, 2016. http://hdl.handle.net/2123/15460.
Pełny tekst źródłaStreszczenie:
his thesis examines how Australian public servants conceptualise and practice co-design, a form of citizen/government collaboration. Using qualitative interview data, the thesis offers a case study on the Australian Government’s Department of Human Services (DHS), as it grapples with the introduction and use of co-design in its service design and delivery. The thesis examines how public servants think about co-design differently, seeing it mobilised toward different goals. Some conceptualise it as a way for the DHS to engage service users so that they can better understand citizens’ preferences and, through this, make services workable/desirable. Others see it as a way to give citizens their deserved stake in governmental processes, by driving innovation and promoting holistic thinking of the service and the social context in which it operates. Accompanying exploration of these conceptualisations of co-design is an investigation of how DHS public servants responded to the implementation of co-design in their department. These responses ranged from thinking about co-design as ‘nice to have’ (but not essential), ‘interesting’ (but not as robust as other design methods) or as a challenge to how public servants perceive their own role and work. The thesis demonstrates that any normative assumptions that could be ascribed to the value or use of co-design are not necessarily borne out in the daily work of those tasked with facilitating it. While reform to government–citizen relations is never expected to be simple or linear, the thesis shows it is especially complex when there is variation and tension in the ways public servants ascribe purpose, utility and benefit to collaboration of this kind.
22
Lekalaka, Baitse Alfred. "Public servants' level of satisfaction with EAP clinical services in the North West Provincial Government". Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65568.
Pełny tekst źródłaStreszczenie:
Employee Assistance programmes in the North West Provincial Government started on the 1' 1 August 2001 in the office of the Premier. The programme was headed by Dtrector Rangaka and was centralised, but serving all provincial departments In the provlnctal offices and districts. Its role was to provide EAP clinical services to public servants with the view of promottng employee effectiveness. It was meant to render psychological Interventions in a form of reactive services whtch tncluded counselling and trauma support, as well as life skills or empowerment workshops. The overall atm of the EAP in every organtsatton Is to promote overall organtsattonal wellness and employees wellness. Thts study focused on the pub!tc servants' level of satisfaction with EAP cltntcal services tn the North West Provincial Government for the 2013/2014 financial year. The aim of this study was to evaluate publtc servants' level of satisfaction wtth EAP cllntcal services In the North West Provincial Government. In order to achieve this goal, quantitative research was adopted through the use of a questionnaire to determine the level of satisfaction among public servants with the EAP clinical services A questtonnaire was designed as a data collection Instrument. whtch was divided into the broad categories of biographtcal informatton, EAP clintcal services and general tnfonmatton to assess the level of sausfactton wtth EAP clintcal servtces and tt was dtstnbuted to EAP practtltoners tn parttctpaltng departments to dtstnbute to the servtce users Servtces users completed the questionnaire and consent forms and deposited them into the boxes that were placed at the EAP offices. Quantitative data was collected from employees (n=43) through the combination of stratified random sampling and random samplinand the assistance of EAP professionals at various North West Provincial departments.Mini Dissertation (MSW)--University of Pretoria, 2017.
Social Work and Criminology
MSW
Unrestricted
23
FONG, YEA-CHIN, i 馮怡青. "Influence on E-learning to Offshore Public Servants Research—Kinmen County Government Public Servants". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/66090506971084428697.
Pełny tekst źródłaStreszczenie:
碩士銘傳大學
公共事務學系碩士在職專班
98
The main research goal is to understand the e-learning condition to public servants in Kinmen and some influential relation to e-learning between personal and organization factors. Based on references which adopted by questionnaire approaches, we analyze these data by descriptive statistics, frequency distribution, correlation analysis to probe into e-learning related to personal background, individual personality, learning pattern, learning desire, offshore elements, administrative battlefield background, organizational learning and organizational conditions. As the result of 616 questionnaires analysis shown not only that there is less relation between “offshore” and “administrative battlefield background” but organization background or organizational learning is not a critical reason to affect e-learning competence. The main influential factors are from personal learning desire, supervisor support and organizational identity. We offer some advices to prompt e-learning system in accordance with empirical results.
24
HUANG, YI-JEN, i 黃奕仁. "Public Servants Removal of Sanctions Relief". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v4ykyu.
Pełny tekst źródłaStreszczenie:
碩士東吳大學
法律學系
107
The disposal or disposition of an administrative organ will result in infringement of the rights and interests of public officials, when public officials are subject to administrative sanctions, in accordance with the provisions of the current law on the protection of public officials, may initiate review and administrative proceedings for relief, but if the administrative organs due to internal management measures for the non-interest disposal, according to law can only file a complaint and re-appeal. In the administrative organs of the disposition of the types of punishment cases is the most common, according to the public service performance appraisal law, punishment is divided into reprimands, record and record too much, refer to the Division Court Justice explained the second four three interpretation of the reasons, the punishment is too large because it has not changed the status of public officials, so can only file a complaint and re-appeal channels to seek relief. Because of the wide variety of punishment sourity of public officials, the punishment behavior will not only have the effect within the regulation, but also may be due to the violation of the basic rights of public officials, or because the accumulation of the number of punishments into the form of dismissal, directly affect the constitutional guarantee of the right to serve public office. The constitutional guarantee of the right of public servants to serve public office, not only the right to identity, but also the right to economic, identity and protection derived from the right to identity, is based on the The principle of "remedy" is not clear lying whether the Constitution guarantees the people's basic rights by allowing only public officials to file complaints and re-appeals on the punishment cases, does not allow the initiation of review. In addition, according to the current CIRC opinion on re-appeal cases, for highly human punishment cases are willing to recognize that the organ has the jurisdiction to judge, should respect the decision of the organ, unless there are obvious defects or violations of the law will be subject to substantive examination. Although dismissal sanctions may be reviewed under the Public Service Protection Act, the EXAMINATION of the disciplinary action of the CIRC is to add and subtract the punishment and reward severing of the reviewer in the same year, and to confirm whether it has exceeded the two major penalties. When a case continues to bring judicial remedies, the Administrative Court will find that the punishment is beyond the scope of its review or that the punishment case has been determined by re-appeal relief, and that the continuation of the CIRC decision will result in difficulties in the protection of the rights and interests of public officials. This paper is an attempt to take the view of the basic rights of the people guaranteed by the Constitution, analyze the current situation of the current public service guarantee system, to guarantee human rights as the main axis of this paper, and to discuss how to really implement the constitutional right of civil servants to guarantee.
25
Chu, Ung-Joe, i 朱永照. "the investigation of the public servants". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/mm9t4s.
Pełny tekst źródła
26
Main, Fionna Miriam. "Aboriginal Public Servants: Leadership in the British Columbia Public Service". Thesis, 2014. http://hdl.handle.net/1828/5255.
Pełny tekst źródłaStreszczenie:
This thesis provides preliminary, qualitative research that explores whether there is a common understanding of Aboriginal public servant leadership within the British Columbia (BC) Public Service. An interpretive, grounded theory approach underpinned by attention to Indigenous methodologies was used in this thesis. Research was conducted using semi-structured interviews with 22 self-identified Aboriginal peoples within the BC Public Service. The results identify properties of three analytical perspectives of leadership that interact in the context of Aboriginal public servants in British Columbia: (1) individual; (2) Indigenous, traditional or family setting; and (3) bureaucracy/public service. A linking theme across these analytical perspectives, “it’s personal not individual”, is proposed that influences an approach that interviewed Aboriginal public servants use in their professional positions and in their daily life. This study concludes that although there is not one specific understanding of leadership among Aboriginal public servants, their personal commitment to improving the well-being of their peoples may be the basis for their leadership work to facilitate and build bridges of understanding between communities and government. In addition, there is a call to non-indigenous public servants to consider their own leadership and share responsibility for bridge building alongside their Aboriginal colleagues.Graduate
0617
fionnamain@gmail.com
27
Yang, Hui-lan, i 楊蕙蘭. "Research on the Public Servants’ Parental Leave". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/00276572325485784114.
Pełny tekst źródłaStreszczenie:
碩士世新大學
行政管理學研究所(含博、碩專班)
95
Abstract Low birthrate with reducing infants year by year and less children in Taiwan are the issues which the present government should urgently solve. In order to encourage the women at proper ages to give birth, “Parental Leave without Payment” is usually the policy proposed by the related units of the government or grassroots groups. From the announcement of the practice of Public Servant Leave of Absence Regulation on May 20, 1997 to the beginning of January 2007, there have been 3,142 (registered with the Department of Civil Service) public servants in Taiwan applying for leave of absence. The number of applicants increased from 296 in 1998 to over 400 per year since 2005. The majority of applicants is female (2913 people) for a ratio of 92.7%, at age from 31 to 35 (1500 people) for a ratio of 47.7%. The distribution of ranks is the highest for commissioned offers (1801 people) for a ratio of 57.3%. This paper was based on literature review, in-depth interview and participation observation, and surveyed a total of 15 subjects who already applied for parental leave without payment selected by purposive sampling. Through the participant’s actual experience shared in in-depth interview, we had further exploration and analysis. Also, to enrich the thesis content, two subjects who were qualified to apply for parental leave without payment yet did not apply as the control group. This research found that the applicants originally expected to have their children with a happy childhood. After the application, they found that the period of parental leave was not actually as expected and there were still many “accidents”, such as unexpected work loading and lack of self-space and time. The related welfare measures of the government were not as thoughtful as expected, such as the failure to assign a proxy to take over the works left by the applicant, and parental leave allowance failed to realize. Although most of the respondents indicated that the subsidies of parental leave would not influence their intention to give birth strongly (especially for those who have already had two or more children), they still thought that the subsidies should be an encouragement and support for the people who still hesitated because of the economic problems. In addition, the applicants’ work years were suspended because of asking for leave and they were “forced” to neglect the suspension of work years and promotion. However, most of them admitted that they felt uncomfortable about the freezing of holiday bonuses in the first year after the return from over one year absence. The main reason was in that the children were still little and the policy was unreasonable and inconvenient. The source of the budget of the subsidies of parental leave was still a big problem for the domestic financial situation. However, the recovery of the original holidays in the first year of returning to work was not only simple and feasible, but also showed the thoughtfulness of the government.
28
Ho, Chu-mei, i 何主美. "An Analysis on Vocational Declination of Public Servants". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/15494082617505761778.
Pełny tekst źródłaStreszczenie:
博士國立高雄師範大學
工業科技教育學系
104
Abstract In recent years there is a series of reports on newspapers and magazines discussing about the issue of retirement wave. Such a hot discussion of the issue is mainly initiated by the government’s reform of pension system of public servants and public-school teachers. In addition, the media has been sensationalizing the topic deliberately. Hence, all of a sudden the pension collection of public servants and public-school teachers as well as their expectation or despair towards the future of their jobs seem to become a great question mark to each of the public servants and public-school teachers having insecure feeling in his/her mind. Therefore, the professional self-identity and sense of belonging of public servants and public-school teachers have become unspeakable pain in their hearts. However, is the retirement wave revealing that these workers really need to be physically retired, or are there external factors indirectly affecting these workers’ bodies and souls in their jobs, and further producing vocational declination in them? Apart from physical aging, are there any factors of mental declination? With a series of question marks aroused, I can’t help asking myself more questions: when does a worker start to have an idea of retirement? Is it because of their powerlessness towards their jobs, and such powerlessness makes them feel tired and further brings vocational declination to them? What are the cause and effect in between? What is the interrelationship between the physical and mental factors? Is there a norm that can predict and further make improvement? These are the research motives of this paper. The main conclusions of the paper are: 1. Public servants of different genders have significant difference in the aspects of vocational expectation, economic burden and vocational declination. 2. Public servants of different age levels have significant difference in the aspects of vocational attitude, vocational fatigue, economic burden and vocational declination. 3. Public servants of different lengths of public service have significant difference in the aspects of vocational attitude, vocational fatigue, economic burden and vocational declination. 4. Public servants of different levels of highest education have significant difference in the aspects of vocational attitude, vocational fatigue, vocational expectation and vocational declination. 5. Public servants having passed different examination types have significant difference in the aspects of vocational attitude, vocational fatigue, vocational expectation, economic burden and vocational declination. 6. Public servants with current jobs at different grades have significant difference in the aspects of vocational attitude, vocational fatigue, vocational expectation, economic burden and vocational declination. The suggestions of the paper are: 1. In the aspect of vocational attitude of public servants, the government should make more positive reports and supports. 2. More promotion and transfer channels that are advantageous to female public servants should be formulated. 3. Government departments should regularly arrange colleagues of higher seniority to share their experience of work. 4. Better vocational training should be provided to public servants with shorter length of public service. 5. Policies should be formulated to encourage Public servants to achieve academic degrees relevant to their business so as to enhance their vocational abilities. 6. Make good use of the promoted public servants after being appointed, nominated and having passed the related training. 7. Scale of Positions for Public Servants should be promoted in order to reduce their vocational declination.
29
YEN, TING-CHIN, i 顏鼎晉. "Environmental Literacy Survey of Tainan City Public Servants". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/5fppas.
Pełny tekst źródłaStreszczenie:
碩士國立臺南大學
生態暨環境資源學系生態旅遊碩士班
107
The purpose of the study is to understand the current environmental literacy of the employees in Tainan city government. By this project, we survey the environmental Literacy of the employees in Tainan city government. The environmental literacy of the employees were investigated by valid questionnaires that had been published and opened by Executive Yuan Environmental Protection Agency, ROC. The questionnaires and divided to five dimensions as following: environmental knowledge, environmental awareness and sensitivity, environmental values and attitudes, environmental action skills and environmental experience according to Ministry of Education. The survey was set from August 2 to September 25 and the valid questionnaires were collected and analyzed by the SPSS 21.0. Results show that, up to 84.1% of the employees in Tainan city government have taken relevant courses. Only a very small number of those have served as environmental volunteers. In addition, the employees in Tainan city government have 6-7 days of online access per week, and the average is more than 4 hours a day. However, the average weekly exposure to environmental information is relatively small, mostly within 30 minutes. Environmental knowledge is mainly based on Internet and TV news. The most favorite education methods are outdoor experience learning, film appreciation and visit to museums or conservation centers. In the other way, the score of employees in Tainan city government are in order of environmental values and attitudes(77.5%), environmental knowledge(76.2%), environmental awareness and sensitivity(71.9%), environmental action experiences(61.6%), while environmental action skills(60%) is the lowest. At the same time, the gender, age, official nature, education level, relevant courses, and environmental volunteers of the employees in Tainan city government will have different performances in all aspects of environmental literacy. The "environmental values and attitudes" of the employees in Tainan city government are moderately positively correlated with the "environmental action skills" and "environmental action experiences". The "environmental action skills" and "environmental action experiences" are also moderately positively correlated. The research is about the employees in Tainan city government. The results, discussions and suggestions can provide the Tainan City Environmental Education Administration as the reference for the future environmental literacy policy in Tainan City.
30
Liu, Hong-Bin, i 劉宏斌. "Attitudes and behaviors toward \"LINE\" among public servants". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v72k29.
Pełny tekst źródłaStreszczenie:
碩士國立政治大學
公共行政學系
107
With the rapid development of information and communication technology and the establishment of digital network infrastructure equipment, the way of information exchange and communication between public servants has also changed. For example, the public sector uses the instant messaging software “LINE” for message delivery, which is different from the traditional way. The purpose of this study is to investigate the positive and negative attitudes of public servants on LINE's use of official duties, how to respond to working & non-working hours, and whether their attitudes will affect the coping behavior. The survey focuses on the public servants in the 12 districts of Taipei City. 360 copies of questionnaires (non-probability sampling) are distributed and 305 copies returned, with 301 valid responses. Statistical methods include descriptive statistics, chi-square tests, and multinomial logistic regression analysis. Through data analysis, there are seven key research findings: 1) The public agencies are highly dependent on instant messaging for communication, contact and other official duties. 2) The response to the chief is more positive than colleagues or subordinates. 3) Responding to a private chat room is more positive than a group call. 4) Positive and negative attitudes will affect the response behavior of LINE during working hours. 5) Positive attitudes will affect the response behavior of LINE during non-working hours in some cases (chief private talk; colleagues or subordinate group communication). 6) Negative attitudes have no significant effect on the response behavior of LINE during non-working hours. 7) Non-working hours response behavior is related to the “marital status” of public servants and has nothing to do with “service unit” and “age”. The pragmatic suggestions of my thesis are: 1) Amending and implementing the rules for personnel management. 2) Providing official intelligence devices and establishing official account. 3) It is still advisable to face up to the official needs of the instant messaging or work collaboration software and the security concerns. 4) To avoid workweek creep or excessive use of LINE, and positioning as an instant and auxiliary communication tool.
31
Tai, Sheng-Che, i 戴聖哲. "The cognition of basic rights of constitution among public servants in Taiwan–an example of public servants in Taichung City Government". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/26237484596278099730.
Pełny tekst źródłaStreszczenie:
碩士國立臺中教育大學
社會科教育學系碩士班
97
The main purpose of this study is to explore the contents of basic rights of constitution, and examine the present situation of the cognition of basic rights of constitution among public servants in Taichung City Government. Meanwhile, it will analyze the difference on the cognition in the public servant groups with different background variables. In the study, the first step was to analyze relative literatures about the meanings, contents and researches of basic rights of constitution in Taiwan to set up the standard of study tool. Then, used a self-edited “Questionnaire for the opinion of basic rights of constitution among public servants in Taiwan” for public servants in Taichung City Government to carry out the survey, and collected 484 valid questionnaires. All of the data was analyzed by different statistics methods including frequency distribution, t-test and Anova. The main findings of this study were as follows: 1. Based on literature analysis, the contents of basic rights of constitution were protection scope and violation boundary. 2. Generally speaking, public servants in Taichung City Government were demonstrated as medium average level on the cognition of basic rights of constitution. However, the public servants didn’t have enough awareness on the violation boundary of basic rights. 3. Regarding the difference on the cognition of basic rights of constitution with different background variables, public servants with different education level, job grade and main source of constitutional knowledge were the reasons to have significant difference on the cognition of basic rights. However, public servants with different genders, ages, departments and seniorities were not showed significant differences on the respect of cognition. According to the main conclusions of this study, the researcher provided specific suggestions. They could help the public sectors carry on the Constitution in Education, and they could be the references of the following research.
32
Chiu, Ruey-Chih, i 邱瑞枝. "The Political Economy on Property Declaration by Public Servants". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/97872155697823424049.
Pełny tekst źródłaStreszczenie:
碩士國立臺灣大學
政治學研究所
98
Various international rankings have shown that political corruption is positively correlated with national competitiveness. In order to prevent public servants from corruptions and unlawful gains, many countries in the world have gradually adapted the system of property declaration by public servants as a mechanism for promoting government transparent and restraining overdevelopment of money politics. The "Act on Property-Declaration by Public Servants" is the first enacted Sunshine Law in Taiwan. It is also one of the most important Sunshine Laws in our country. However, after 17 years of harsh implementation, the Act can’t work like its original legislative purpose for promoting government ethics. The events of corruption and dereliction are still happen frequently. We are far away from a decent clean government. It is the considerable theme on this study. The research method of this study was historical review of political economy by introducing the background of "Act on Property-Declaration by Public Servants" to understand the cause and effect of the Act, as well as its content. This study provides concrete suggestions for the reference of revising and further research on "Act on Property-Declaration by Public Servants", by analyzing the gain and loss between different parties and stake holders of the legislative formation of the Act, the mobilization of bias of various related people, the disputation of the Act, the achievement and setbacks after the Control Yuan’s 17 years implementation of the Act. This study proposes the following recommendations to resolve problems of current system of property declaration by public servants: (1) extend property reporters by including first-grade relatives; (2) establish an independent anti-corruption system; (3) promote the awareness of anti-corruption in society; (4) reinforce the ethic education of public servants and propagate the declaration system; (5) remove the differences of penalty standards among different official levels; (6) set up nationwide personal property inquiries and online declaration system; (7) implement property crimes of unknown origin ; and (8) construct comprehensive Sunshine Laws to establish complete monitoring mechanism.
33
Chuang, Shu-Fang, i 莊淑芳. "Research on Early Retirement Protection for Disabled Public Servants". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/91606866191573983949.
Pełny tekst źródłaStreszczenie:
碩士世新大學
行政管理學研究所(含博、碩專班)
99
To address the issue of population aging and ease the financial burden of the government, the Ministry of Civil Service has been facilitating a reform on the civil servant pension system. For voluntary retirees who have fulfilled a service period of 25 years or more, the minimum age to receive a monthly pension payment has been extended from 50 to 60. This is the referred to as the “85 New Civil Servant Pension Scheme.” Public servants with disabilities; however, clearly suffer from poorer health conditions. Is it necessary to set up different criteria for voluntary early retirement for public servants with disabilities and offer monthly pension payments at a younger age? According to statistics, there are 5,041 public servants with disabilities in Taiwan, accounting for 1.7% of the total population of public servants. 1,688 of public servants with disabilities are currently more than 50 years old, but with an average service period of only 23.82 years. With respect to the 3,353 (66.5%) public servants with disabilities under 50 years old, the average length of service is only 11.86 years. The group of 1,126 public servants with disabilities who have already rendered 25 years of service, with an average age of 53.83, will not be impacted by the regulatory amendment increasing the minimum age for monthly pension payments for early retirees. In other words, they do not have to postpone their retirement for the sake of receiving their monthly pension. However, there are also 3,915 (77.7%) public servants with disabilities who have not yet fulfilled 25 years of service. The average age of public servants in this group is only 42.67 years old. Despite the ten-year “Grace-Period” granted by law, most of these public servants with disabilities are unable to fulfill the required “Index Number” in service time because they will still be in their 50’s in ten years time. To remain eligible for monthly pension payments, they will have no choice but to work until the age of 60, as required by the Civil Servant Retirement Act. The regulatory restrictions, therefore, are considered unreasonable for those public servants with disabilities who are suffering from problems related to aging and physical difficulties and are seeking early retirement. The purpose of this research, therefore, is to explore the various situations faced by public servants with disabilities in career development and to determine the adequacy of economic security provided to the older public servants in this group. This research also addresses to the various health care and pension issues that are associated with aging and health deterioration in this population, probes the feasibility of an extended retirement age to accommodate the trend of an aging society, and endeavors to provide relevant solutions and recommendations. Information collected in the research process has been analyzed and integrated, including historical documents, secondary data, focus group discussions, and interview records. The focus group was composed of four members, a designated committee member from the Civil Servants Rights Protection Committee, a first-line supervisor responsible for the welfare of public servants with disabilities from the Department of Social Affairs, A Deputy Chairman of the National Civil Servant Association in the Ministry of the Interior, and an expert on the public servant personnel system. In total, six individuals were interviewed in the research process, including public servants with disabilities who have passed the Civil Service Special Examination for the Disabled or the Senior/Junior Service Examination, and department and personnel managers in the recruiting institutions. A total of 10 participants have been involved in this research. The important findings of this research are outlined below: In terms of career development for public servants with disabilities, the focus group members/interviewees recognize the role of national examinations in providing work opportunities for the handicapped. They consider that the knowledge and competencies of public servants with disabilities are sufficient to meet the relevant job requirements, and hope for fairer opportunities for promotion and career development. In terms of options for voluntary early retirement, the focus group members/interviewees hold the view that “retirement is a right of public servants, not a benefit.” They also felt that the 85 New Civil Servant Pension Scheme has not taken into account the needs of the “Public servants with disabilities who had been suffering from disease or injury-related disabilities before employment and are gradually unable to meet the job requirements due to problems related to aging.” The rights and interests of public servants with disabilities, therefore, have been adversely impacted because they have been excluded from the leniency provisions of this scheme. Other findings include: 1. “The provisions of Article 47 of the ‘Regulations to Protect the Rights of the Physically and Mentally Disabled Citizens’ has not been applied to the public servants with disabilities.” 2. “Public servants with disabilities have appealed for more lenient policies against the minimum age requirement for voluntary retirement and monthly pension payment.” 3. “Unwillingness of public servants with disabilities to seek further protection from the social welfare system,” etc. Based on the analyzed and integrated information, the author has the following recommendations concerning both personnel management and voluntary early retirement options: 1. Recommendations with respect to personnel management practices: (1) Increasing the diversity and flexibility of job content. (2) Improving job accountability and fairness in the work environment. 2. Recommendations with respect to the options system for voluntary early retirement: (1) Safeguarding the rights of disabled retirees by establishing special provisions for this specific group. (2) Granting exemption to public servants with disabilities from the restrictions of the 85 New Civil Servant Pension Scheme, (3) Incorporating public servants with disabilities into the “Applicability List” of the leniency provisions for the 85 New Civil Servant Pension Scheme. (4) Prudently dealing with the disability and aging problems encountered by public servants with disabilities. (5) Provisions of Article 47 of the “Regulations to Protect the Rights of the Physically and Mentally Disabled Citizens” should be incorporated into the “Civil Servant Retirement Act,” so as to protect the rights of public servants with disabilities to choose early voluntary early retirement options. (6) Establishing an age-grading options system to lower the minimum age for voluntary early retirement (7) Ensuring that public servants with disabilities are not required to seek further protection from the social welfare system.
34
Lin, Hsiu-Hong, i 林修弘. "The Causal Model of Civil Servants’ Public Service Motivation". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/64100202497389870600.
Pełny tekst źródłaStreszczenie:
碩士銘傳大學
公共事務學系碩士班
101
The public’s impression about civil servants is always negative as regards to low performance, poor service, poor efficiency, and coupled with a low administrative transparency of government. There are a lots of previous researchs explored public officials’s at is faction, and how to improve low administrative performance and poor attitudes. There is still few studies focus on public service motivation in public sector. Therefore, this study tries to find out the causal relationship of public motivation and to improve the quality of public service and administrative efficiency. In this study, reliability analysis, factor analysis, correlation analysis, ANOVA analysis, independent samples T-test and regression analysis were applied to verify the hypotheses we explored. The 319 sample was collected from civil servants of northern Taiwan. The statistical results show that: 1.professional commitment, transformational leadership positively affect public service motivation. 2.Public service motivation of public servants positively influences altruism, mission valence, organizational citizenship behavior, and compliance.
35
Kao, Hsien-Wen, i 高憲文. "The research on the illicit enrichment of public servants". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/29444371219777284506.
Pełny tekst źródła
36
Li, Lu-syuan, i 李路宣. "A Study on the System of Public Servants Secondment". Thesis, 2014. http://ndltd.ncl.edu.tw/handle/74474754143878552396.
Pełny tekst źródłaStreszczenie:
碩士國立中央大學
法律與政府研究所
102
A Study on the System of Public Servants Secondment ABSTRACT By LI, LU-SYUAN May 2014 Advisor: Dr. CHANG, TUNG-JUI Graduate Institute: INSTITUTE OF LAW AND GOVERNMENT Degree: MASTER OF LAWS In the era of globalization, with the rapid development of economy and society, the government provision of public services the growing needs of the people, governments are also actively seeking to enhance administrative efficiency in order to increase the sense of the people's trust in government, and in order to be able to flexibly due to business or government agency needs to be enforceable, they develop a lot of flexibility for public human resource management and utilization of the way. Flexible management methods of public human are variety, covered the transfer, secondment, dispatch, part-time, shift dial, support, and so forth. What are the differences in these parties is human resource management or the law? What are the pros and cons of each? Such flexible management approach and what impact will the Public Service? Why and where disputes derived? This article is intended to be seconded system mainly due to a temporary change by such public servants serving agencies, but do not change the legal relationship between the flexible management of their way and their own bodies, through which a flexible management of personnel management more intense color behavior, flexible management features are analyzed and the legal issues arising from the dispute and want to lend out the above analysis and the use of official government employment elasticity of human manner, will produce what kind of malpractice in the course of its operation,? what the impact on personnel of public service right and merit of professional performance ? And to compare the secondment system with the European Union and the United States , looking to learn from the system, and to analyzed whether the amending suggestions are worthy of learing for Taiwan? Hereby will be discussed in this article. Keywords: Human resource management, manpower flexibility management of public servants, secondment, transfer, dial-shift, part-time, merit of professional performance, Public service right.
37
Chen, Yu-Hsin, i 陳玉心. "The Studies of the Work Suspension of Public Servants". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/898g73.
Pełny tekst źródłaStreszczenie:
碩士國立中央大學
法律與政府研究所
106
The work suspension of public servants can be seen in relating orders, acts and laws, which leads to ambiguity. The compatibility of the suspension laws of public servants leaves room to be discussed. This thesis employs Document Analysis to compile practical opinions through scholars’ journals, books and periodicals to comb out the existing suspension system of public servants in Taiwan. In the beginning, this thesis introduces the nature of the work suspension of public servants and then deals with the similarities between unpaid furlough and work suspension so as to figure out the necessity of making suspension laws. Besides, this dissertation also explains the principles of work suspension.Secondly, the author illuminates the procedures of work suspension and problems caused by administrative remedy through collected practical opinions. In addition, the author scrutinizes whether the work suspension is in conformity to legal procedures.Thirdly, the author addresses what impact the work suspension has on the rights of public servants and points out the defects of the current suspension system. Meanwhile, the author states the controversy which the suspension system brings and then offers suggestions.Lastly, the author discusses the controversy of reinstatement before the amendment of 2015.05.20 Public Functionaries Discipline Act and examines the defects after the amendment of 2015.05.20 Public Functionaries Discipline Act. In conclusion, the author proposes opinions about the amendment of the work suspension of public servants.
38
KUO, FU-CHEN, i 郭馥甄. "Analyzing Public Servants’ Intention to Quit– a Meta-Analysis". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/3t3bzr.
Pełny tekst źródłaStreszczenie:
碩士國立高雄師範大學
人力與知識管理研究所
107
According to the trend of employment nowadays, many college graduates will choose to take the national examination to be public servants. However, under a such steady situation, voluntary quitting rate gets higher gradually through the statistics of Ministry of Civil Service and Directorate-General of Personnel Administration. There are many articles, including international and domestics researches, intended to determine the reason why public servants tend to quit voluntarily. To determine the reason why public servants quit, we integrated studies by meta-analysis in RStudio. The results showed that gender and position have significant effect on intention to quit.
39
Chung, Hsiu-Ying, i 鍾秀英. "Determinants of Public Servants’ Intention to Adopt E-Government Learning". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/16304940348288531879.
Pełny tekst źródłaStreszczenie:
博士國立臺灣科技大學
管理研究所
103
E-learning is a popular training method worth adopting, featuring a number of advantages such as low variable costs, flexible learning content, and independence from time and space constraints. The competence of public servants has a direct impact on a country’s administrative performance, for which governments provide considerable funding and training. Therefore, their behaviors toward e-government learning are worth examining. Most studies have based their investigations and analyses of e-learning on in-school classroom teaching. Scant research has addressed the adoption of e-government learning by public servants. Consequently, a complete reference framework is lacking to define the key factors that influence the use intentions of public servants regarding the adoption of e-government learning. The current study was enacted to fill this gap; thus, this study investigates these use intentions and the findings can provide a reference for subsequent research and policy planning by training agencies. This study investigated the factors influencing the behavioral intention of public servants toward adopting e-government learning. The Unified Theory of Acceptance and Use of Technology (UTAUT) was adopted as the theoretical basis for analysis, and three constructs, attitude toward behavior, barrier factor, and policy factor were added to obtain a more complete perspective and to enhance explanatory power. The results indicated that the research model, apart from fully demonstrating the characteristics of the research subject, identified the key factors to facilitate the policy-making processes of the government agency in charge of e-government learning.
40
WANG, CUIN-FUN, i 王慶豐. "A Study of the Lawsuit-Assisted System of Public Servants". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/36680854283876273900.
Pełny tekst źródłaStreszczenie:
碩士國立暨南國際大學
公共行政與政策學系
104
Regulations Governing Litigation Aid for Civil Service for Performing Duties is authorization command of Civil Service Protection Act, it is a legal norms, so as to legal norms outlook view, is a very natural thing, but this article to expand the field of vision, a macro point of view the system of visual, the division specification view, but still added to the policy and management point of view, and this inspiration from David H. Rosenbloom believes public administration issues, can be discussed from three points of the politics (policy), management and law norms. This paper argues that such thinking can be circumspect, the problem can be completely solved, this article is problem-oriented, and so to find the theoretical solution to the problem. These three points, the main standard policy, management and law from the relationship "policy decision management", "management decisions law norms", from the institutional framework Ostrom's analysis, the deduced, discussed herein after, this does appear phenomenon. The concept means that policy is the upper, middle management is the concept of legal norms is the underlying concept. In David Halpern "social capital" masterpiece, the mining giant outlook, meso and micro view of social capital, this paper has taken a similar view, that policy should macroscopic view, management should be in the viewing, the legal norms should microscopic examination of . But this concept is relative, because the policy direction of the Department relates to the issue, is comprehensive, should macroscopic of view; management issues related to the implementation, in the field of vision than the policy, slightly smaller, so to neutralize the viewing of; law regulates issues related to the operation, in the field of vision than the management, but also the smaller, so to the microscopic examination. This article is divided policy, regulatory and legal norms three-level civil servants from the public to view the suit assisted approach, summarized as follows: Policy: A five-stage policy: policy formation, policy planning, legalization policy, policy implementation and policy evaluation, to be of the view. Policy issues related to the formation and institutional safeguards, Policy Planning and the government to take care of principles, policies and delegated legislation related to legalization, financial resources and the implementation of policies relating to the budget, and policy evaluation assessed separately from the administrative proceedings, funding and other issues. Management: Management elements: people, time, funds, and other views of the matter. It found that people respect it too much, when the terms of tube well funded it too much, but things are contrary to the terms of organizational fairness. Law specification: Elements of the law: the objective elements - performing their duties, program requirements- the proceedings, and the subjective view of the requirements - no intentional negligence and other three elements. Comprehensive view of the above, can be drawn from five missing, and so put forward five recommendations: to enhance the legal hierarchy, the abolition of civil servants and service agencies the suit, not the provisions of the grant, the suit can be expanded to assist type of administrative litigation, Components integration and be expressly provided, Components and other content expressly provided. Of which the first three legislative policy issues, legislative technical problems of the latter two, if possible legislative policies should have priority.
41
ｃｈｉｎｇ－ｌｕｎ, Ｌｉａ, i 廖經綸. "A Research of the Punitive Measure of R.O.C. Public Servants". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/58678035216430357698.
Pełny tekst źródłaStreszczenie:
碩士銘傳大學
公共管理與社區發展研究所碩士在職專班
91
The purpose of this study was to examine issues of disciplinary sanction system for public servants in R.O.C., with emphases on finding solidified improvement and measurement. The system is clarified its characteristic, procedure, and extent by utilizing past experience, system evolution, and existing performance. The research is organized around six chapters. In the first chapter, the statement of the problem and purpose are presented. In addition, the methodology, structure, extent, and limit for the research are also described. Chapter 2 provides the brief review in traditional “special authority” and its development. It also reviews the current status of the disciplinary sanction system in ROC. Chapter 3 centers on the practices of disciplinary sanction in ROC, including the discussion on disciplined personnel and organizations. Chapter 4 covers the discussion on the procedure and legal aid measurement of the disciplinary sanction, which is the heart of the chapter. Comparable foreign laws are quoted during the discussion. Chapter 5 covers an analysis of the causes, organization belongings, procedure of examination and re-examination, and the relationship with the impeachment for the sentenced public servants over the past decade. The regulatory community may wish to have input into the analytic findings for the appraisal of newly amended public servant disciplinary sanction draft. Chapter 6 contains a summary of the research and recommendations for the future amended public servant disciplined sanction law.
42
CHEN, HUNG-CHIEH, i 陳弘杰. "Research on the Annuity Reform of Public Servants in R.O.C". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/vyyueh.
Pełny tekst źródłaStreszczenie:
碩士開南大學
人文社會學院法律碩士在職專班
107
Summary The main purpose of the establishment of the retirement system for public servants is to affirm the hard work and contribution of public servants when they are in service, to provide appropriate compensation and care after retirement, to stabilize their retirement life, and to achieve the purpose of the agency's human metabolism. The retirement of modern public servants has gradually evolved from the "grace" organized by the organ to the "extension of welfare" and then to the "entitled entitlement", which has a relatively complete stipulation on the retirement of public servants. The retirement system is not only the giving of pensions, but more importantly, the pre-retirement career planning study and post-retirement mental and material care for the aged. The essence of annuity reform is the construction of social safety nets. However, due to the multiple principles involving the basic rights of the people and the constitution, even under the special five-power system of our country, we must also take into account the correct distribution of decision-making power. Therefore, it is also a serious constitutional issue. . So far, the reform has caused quite a lot of controversy. The society has been incited for a few days, and there are still too many political calculations with the principals, but it is too much to regard the constitution as one thing. In which country, such reforms can be a major event that can shake the country. In recent times, such as Nicaragua, there have been many unrests and turmoil. From October 101, the news that the insurance was about to go bankrupt was reported. After the financial situation of other annuities was also revealed, the whole society suddenly realized that most of the annuities were facing bankruptcy crises of varying degrees. The annuity reform became the first half of the year. The hottest topic, the media is highly concerned, and the long-term large-scale report, the opposition party also put forward various ideas, and even asked to hold an annuity country is a meeting. This article will take the current civil service annuity reform system as a research, and focus on the principle of trust protection, and make in-depth discussions, and make relevant conclusions, and put forward relevant suggestions as a reference for the revision of the legal system related to annuity reform in the future. Keywords: civil service retirement system, personnel annuity reform, rust protection principle
43
Hsu, Chun-Hsu, i 許淳旭. "Study on the self-control of corruption by public servants". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/kzx5zs.
Pełny tekst źródła
44
Lien, Chieh-Yu, i 連婕妤. "The study of Public Servants’ attitudes toward accepting Survey Invitation". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/79v956.
Pełny tekst źródła
45
李俊德. "Research on the Core Competences of Public Relationsof Public Servants in Changhua County Government". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/85356877410073875382.
Pełny tekst źródłaStreszczenie:
碩士國立彰化師範大學
商業教育學系
92
To build a country’s vision is the people’s great expectations to their government. So, the mission of the new government is not only to introduce good policies and make the public understand these policies would benefit them but to keep pushing the related management and planning for the execution of these policies. After the Law on Local Government Systems was implemented, the local government has become the political and economic center to supervise its people and execute the policies. To make what the local government has achieved for its people stand out, the local government hence puts more emphases on public relations. Currently, the exercise of the government can be said to begin and end from the public relations. So the core abilities of the public servants responsible for public relations are important human resources to the local government. The key of this research is to define the professional abilities for the public servants responsible for public relations in a well-performed local government and to find methods to acquire these professional abilities. So, this research is to study the core abilities of Changhua County Government public servants responsible for public relations to find the role they should play and the key core abilities they should possess, from which to build a base for organization image and effectiveness to update local government public servants’ qualities and effects to execute the public relations-related assignments. This research is divided into three parts. The first part is the studies of the theories of related literature. Governmental public relations can be defined as public affairs and public information and different reactions to different organizations with different functions. It aims to study and analyze the existence and development of governmental public relations as well as the meaning of “core abilities” under the abilities exercise model, the concept of abilities model, the construction, human resources development theories based on core abilities and the abilities model of human resources management professionals. The second part is the examination of related literature to study foreign countries’ governments’ experiences of building up core abilities and to cross check the related literature concerning this research in periodicals as well as Dissertation and Thesis Abstract System. The third part is to examine the current situation and performance of Changhua County Government public servants responsible for public relations, through questionnaires and in-depth interviews, to find the problems and offer some practical suggestions. Through this research we can find the roles and the core abilities of high-ranking, mid-ranking and low-ranking public servants in Changhua County Government are different. Public servants of different levels lack related core abilities. Public servants of different backgrounds hold different thoughts about the importance of core abilities. According to related literature and findings, the suggestions as follows are offered for reference to improve Changhua County Government public servants’ core abilities for public relations: 1. To establish a special organization to find, train and educate the talents; 2. To establish a detailed governmental public relations strategy; 3. To establish a “Public Relations-Related Affairs Handling Organization”; 4. To build up the public servants’ core abilities for public relations; 5. To re-engineer the organizational structure culture; 6. To adjust the organizations and the works to make the public servants work in the most suitable positions; 7. To amend the related laws so the government can pick the talents from the private.
46
Pai, Ting Kuo, i 丁國派. "Studying on Public Servants performance: A Case from Middle Part of Taiwanese Public Schools". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/22264306061214751416.
Pełny tekst źródła
47
Lin, Yu-Jhang, i 林昱彰. "Factors that Explain Public Service Motivation: A Study of Public Servants at Taipei City Government". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/m6bp3u.
Pełny tekst źródłaStreszczenie:
碩士淡江大學
公共行政學系公共政策碩士班
104
Public Service Motivation (PSM) is the motivation that drives people to show their dedication to self-sacrifice and to devote themselves on something that is helpful for others and social welfare. PSM can enhance organizational commitment, job performance, job satisfaction and public servants'' willingness to work hard (Crewson, 1997; Vandenabble, 2009; Kim, 2005; Taylor, 2007). Accordingly, PSM is valuable and important for further research. Most existing research for PSM focuses on measurement and influence of PSM, while little research investigates explantory factors of PSM. Even though some authors identified the factors that may explain PSM, they have not achieved a consensus conclusion. Moreover, the research for PSM in Taiwan is still in an embryonic stage, and thereby more studies on the development of PSM in Taiwan are needed. This resrarch thus aims to analzye the factors that explain PSM of public servants at Taipei City Government. The finding shows that public servants at Taipei City Government have above average level of PSM. In addition, political ideology, training for spirit of service, age, performance-contingent rewards, publicness of job content, volunteer experience, family socialization and manager position are significant factors that can exaplin PSM. The research finding provides implication for future reform of civil service human resources management system in Taiwan.
48
余昇樺. "Study of Factors Affecting Public Servants in E- Learning Behavior Willingness". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/59307940308125669935.
Pełny tekst źródłaStreszczenie:
碩士國立彰化師範大學
商業教育學系
97
Based on technology acceptance model (TAM), theory of planned behavior (TPB) and decomposed theory of planned behavior (DTPB), the researcher explored the factors affecting public servants in e-learning behavior willingness while verifying whether attitudes, subjective norm, and perceived behavior control had intermediate effects. The paper aimed at public servants in Changhuang City and County. The research adopts questionnaire investigation way, retrieve 325 questionnaires effectively, its effective rate of recovery is 58%, found by the real example: 1. Attitudes, subjective norm and perceived behavior control were main factors affecting public servants in e-learning behaviors willingness. 2. Perceived usefulness and perceived ease of use posed positive influence on attitudes.3. Normative belief and motivation to comply posed positive influence on subjective norm. 4. Self efficacy and facilitating conditions positively affected perceived behavior control. 5. Attitudes, subjective norm and perceived behavior control had partial intermediate effects. At the end, the researcher offered results and suggestions based on preceding findings as the reference for education training units to promote e-learning.
49
HU, CHIA-YIN, i 胡佳吟. "A Study on The Causal Factors of Corruption Among Public Servants". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/27523949079601315102.
Pełny tekst źródłaStreszczenie:
碩士國立臺北大學
犯罪學研究所
92
This study is to explore the nature, the types, the causes, and the consequence of corruption among public servants in contemporary Taiwan. The factors that contribute to the occurrence of the corruption will also be examined. We reviewed literatures on corruption. A total of 295 public servants were interviewed. Among them, 147were public servants who didn’t have the records of corruption, the other 148 were criminals of corruption. We intend to examine how the structure, control, and opportunity factors affect the causes of corruption. The study concludes that: (1) “Defraud property by making use of public position”, “steal or embezzle public property”, and “bribery” are the most popular types of corruption in Taiwan. Sixty percents of the corruption criminals considered themselves to be responsible for their criminal acts. (2) Corruption among public servants has been influenced by six factors: sex, age, level of education, shame, determent of law, and types of position. (3) Criminals punishment doesn’t deter their criminal intents, although they are afraid of the harsh criminal sanction. (4) Job nature has to do with the opportunity of connecting a crime. To reduce corruption crime opportunity, we must strengthen hardening the target and procedural control to aim at position that is likely to give rise to abuse. Based on the above findings, this study suggests the following strategies of crime prevention: (1) We recommend that a promotion of legal knowledge concerning corruption as an offense is necessary. (2) The crime control mechanism for anti-corruption enforcement has to be strengthened. (3) The administrative procedure has to be open for public examination. To enforce determination on cleanup corruption, to bring up the function of inspection units, and to establish the reporting system is necessary. (4) An official institution that could combat the corruption has been established. It should have independent power. (5) Finally, the effectiveness of criminal prosecution has to be upgraded. To strengthen prosecution ability of judicial office, and to reinforce the bribery punishment to eliminate bribery phenomenon is necessary.
50
Liu, Yu-Chun, i 劉育君. "Law on Recusal of Public Servants Due to Conflicts of Interest". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/10219586918433819115.
Pełny tekst źródłaStreszczenie:
碩士國立臺灣大學
國家發展研究所
95
This paper mainly discusses all aspects of the problems regarding Law on Refusal of Public Servants Due to Conflicts of Interest in Taiwan, in order to explain the applicability and rectification in the future. Firstly, this law discusses the legal basis and the outside environment, so as to clarify the role and value of the law. Also, it explains the specialties and significance of this law with the “outside in” method. In other words, it attempts to establish the core value of this law, starting from the basis of the theory of refusal of conflicts of interest. Then, an overall inspection is conducted for the legal system of conflicts of interest, observing the position and function of the legal system of refusal of conflicts of interest concerning this law. Besides, a further process of legislation is conducted to explore the differences and specialties of this law and other legal system. Therefore, the outline of the inside basis and the outside environment can be drafted through comparative law study. Next, dealing with the components requires much room for explaining. This might cause the public servants to break the law due to failing to recognize the appropriate target and scope of the components. The legal text interpretations can be analyzed and induced and be seen what the theoretical and practical views are, through all the various ways of interpretations of the laws and administrative organization of Department of Legal Affairs. It attempts to give legal applicants embodied and clear standards while applying this law through the following four aspects of discussion: Standard Subject, Standard Object, Behavioral Patterns, and Legal Effect. Then, the co-opetition issues of the applicable process of this law and other laws will be discussed. Especially, there are interpretation problems about co-opetition among regulations of this law, and the law itself belongs to administrative law that characterizes criminal punishment. Thus, an in-depth study will be conducted in terms of the applications of this law, other administrative laws and criminal regulations about the applicability of co-opetition. Finally, by concluding and interpreting, it attempts discover the regular and common characteristics of the applicable process. Meanwhile, the analysis of existed practical cases are conducted and discussed concerning the operation and effect of practical sides. In other words, it is a typification analysis based on practical cases, so as to conduct the following functional inspection and explore if the present application of this law is in accordance with the initial aim of legislation. Also, concrete suggestions for rectification will be addressed for reference aiming the faults. Finally, to conclude this paper, a humble opinion is addressed that the views towards the law and direction of the further study according to three aspects: suggestions for legal interpretation, suggestions for the legislators, and suggestions for the following researchers.