臺灣博碩士論文加值系統

摘 要
一、假說一模式之實證結果
1. H1b結案速度模式，經驗未達顯著水準，而學歷達顯著水準，代表學歷之人力資本與法官辦案績效中之結案速度呈顯著負相關，即學歷越高，辦案速度越快，所花辦案日數越少，與假說H1b相符，部份支持假說H1b。
2. H1a結案件數模式、H1c當事人折服率模式及H1d上訴維持率模式，假說皆獲支持，法官審判素質要高、辦案績效要佳，法官審判素質-學歷與經驗扮演重要角色因素。以上實證結果，獲得敏感性分析之支持。
二、假說二之一模式之實證結果
假說H3a- H3d皆獲支持，即經常性經費預算、資本支出預算增加，用於增聘法官助理、專注於改善法庭專業化及電腦設備汰換，會提升法官辦案績效；而其他人力支援：書記官、錄事通譯及其他行政人力等，因助益行政效率順暢，充分支援實質審判，於提升法官辦案績效應有其不可抹滅的貢獻。此實證結果，獲得敏感性分析之支持。
三、假說二之二模式之證實結果
H22b結案速度模式與假說不符，其他假說亦皆未得到支持；經以職務別之控制變數替代審判辦案種類、及刪除極端值等敏感性分析後，也獲致相同結論。然而刪除87年與88年兩年觀察值，消除了87年與88年，因舊制報酬誘因之廢止及新制報酬誘因之適用過渡期間的影響因素後，加以重新檢測，實證結果顯示，報酬誘因(PPS)之迴歸係數，皆達顯著水準，但與預期迴歸係數方向相反，和假說不符。
從上述可知，舊制報酬誘因之廢止及新制報酬誘因之適用的模糊過渡期間的影響因素，導致這兩年因鬆懈而使法官因辦案績效變差的原因，而新制報酬誘因於88年9月施行，逐漸反映於89年與90年之績效上。
四、假說三模式之證實結果
H3a- H3d等假說亦皆未得到支持；經以職務別之控制變數替代審判辦案種類、及刪除極端值等敏感性分析後，也獲致相同結論。然而刪除87年與88年兩年觀察值，消除了87年與88年，因舊制報酬誘因之廢止及新制報酬誘因之適用過渡期間的影響因素後，加以重新檢測，實證結果顯示，超過五成與預期方向相符，且大部分達顯著水準，故部分支持假說三：H3a- H3d，與之前的實證結果未得到支持不盡相同。
誠如「三、假說二之二模式之證實結果」中所闡述，舊制報酬誘因之廢止及新制報酬誘因之適用的模糊過渡期間的影響因素，導致87年及88年這兩年因激勵動因消失而鬆懈，造成法官因辦案績效變差，但新制報酬誘因於88年9月施行，逐漸反映於89年與90年之辦案績效變好上。

Abstract
I. Hypothesis One
1. The velocity of concluding cases of H1b mold’s experience did not match significantly influence. The one whose educational degree matches significantly influence indicate that the relationship between human capital and the performance of judges have inverse ratio, in other words, the higher education received, the faster the cases will be closed and the less time needed. The result conforms to the hypothesis of H1b and partially supports H1b.
2. The hypothesis is supported by the number of conclude cases of H1a mold, the persuasiveness model of H1c and the maintenance model of H1d. In order to make judges have high quality and good performance, the degree and experiences of judges plays a crucial role. The above empirical result is supported by sensitive analysis.
II. Hypothesis Two, Part One
The hypothesis of H3a to H3d are all supported. The increase of and capital spend which used on hiring judge’s assistant, improving the professionalization of the court and computer equipment can increase judges’ performance. As to other human resource like clerk of the court or translator, they can help the whole system go smoothly. As a empirical result, the aid of sufficient human resource has a great contribution to the performance of judges. This is supported by sensitive analysis.
III. Hypothesis Two, Part Two
The velocity of concludes cases of H22b mold did not match with the hypothesis and other hypothesis did not conform either. Same conclusion is found by substitute the controlled variable of different work and dissimilar cases, take out extreme data and other sensitive analysis. After deleting the observation number of year 1998 and 1999, which eliminate the influence factor that cause by the old and new policy and reexamine. The empirical result shows the regression’s coefficient tof pay-performance sensitivity (PPS) matches significantly influence, however, the direction of expected regression’s coefficient is to the opposite side and is contradict to the hypothesis.
From the above statement we can know that the termination of old system and the use of the new one is the factor that result in the lower performance of judges within these two years. The new system was enforced in September 1999, which is gradually influenced on the performance of year 2000 and 2001.
IV. Hypothesis Three
The hypotheses of H3a to H3d are all not supported. The same result is showed after substitute the controlled variable of different work and dissimilar cases, take out extreme data and other sensitive analysis. After deleting the observation number of year 1998 and 1999, which eliminate the influence factor that cause by the old and new policy and reexamine. The empirical result shows over 50 percent result matches with the expected direction and most part conform to significantly influence. As a result, partially hypothesis that support Hypothesis Ш: H3a-H3d and the previous result, which showed not supported, is not quite the same.
Just as part Ш mentioned, the change of old and new system is the influence factor that cause bad performance of judges in year 1998 and 1999. The new system was enforced in September 1999, which is gradually showed on the better performance on cases in year 2000 and 2001.

目 錄
圖次……………………………………………………………………………………i
表次 ………………………………………………………………………………… i
第一章 緒論…………………………………………………………………………1
第一節 研究動機與目的 ……………………………………………………………1
第二節 預期成果與貢獻 ……………………………………………………………7
第三節 研究流程與架構 ………………………………………………………….7
第二章 文獻探討及假說發展………………………………………………………9
第一節 人力資本之衡量 …………………………………………………………10
第二節 績效理論與司法機關辦案績效衡量相關規定之探討……………………14
第三節 人力資本與績效之關聯性…………………………………………………18
第四節 組織資本與績效的關聯性…………………………………………………28
第五節 人力資本與組織資本的交互影響與績效之關聯性研究…………………33
第三章 研究方法與設計…………………………………………………………35
第一節 研究方法……………………………………………………………………35
第二節 假說發展與驗證研究架構…………………………………………………38
第三節 研究期間、樣本選取標準與資料蒐集……………………………………39
第四節 研究變項之操作性定義……………………………………………………41
第五節 統計分析方法………………………………………………………………48
第六節 實證模型……………………………………………………………………54
第四章 實証研究結果分析 ………………………………………………………58
第一節 敘述性統計…………………………………………………………………58
第二節 因素分析……………………………………………………………………62
第三節 類非相關迴歸分析…………………………………………………………68
第四節 敏感性分析…………………………………………………………………80
第五節 訪談結果整理 …………………………………………………………….95
第伍章 結論與建議 ………………………………………………………………98
第一節 研究結論 ………………………………………………………………… 98
第二節 研究限制 …………………………………………………………………100
第三節 研究建議 …………………………………………………………………101
參考文獻 ………………………………………………………………………….103
附錄一 訪談稿 ………………………………………………………………….113

圖 次
圖 1-1 智慧資本圖 …………………………………………………………………4
圖 1-2 研究流程與研究架構圖 ……………………………………………………8
圖 2-1 蓄積性人力資源管理系統架構圖…………………………………………21
圖 2-2 預期動機觀點圖……………………………………………………………28
圖 3-1 研究方法階段圖……………………………………………………………37
圖 3-2 假說發展與驗證研究架構圖………………………………………………38
圖 3–3 因素轉軸圖……………………………………………………………… 50


表 次
表 2-1 人力資本衡量……………………………………………………………………11
表 2-2 學者對人力資本的觀點摘要……………………………………………………19
表 2-3 最佳的人力資源管理制度要……………………………………………………26
表 2-4 學者對人力資本與績效之關聯的觀點摘要……………………………………27
表 2-5 報酬與績效關聯性研究結論彙整表 …………………………………………32
表 3-1 教育程度替代變數對照表………………………………………………………43
表 3-2 變數定義彙總表 ………………………………………………………………47
表 3-3 假說檢測與預期方向 …………………………………………………………57
表 4-1 人力資本自變數次數分配表……………………………………………………59
表 4-2自變數-人力資本敘述統計資料表………………………………………………60
表 4-3 自變數-組織資本敘述統計資料表 ……………………………………………61
表 4-4 應變數-辦案績效敘述統計資料……………………………………………… 62
表 4-5 解說總變異量-人力資本 ………………………………………………………63
表 4-6 人力資本轉軸後成份矩陣………………………………………………………63
表 4-7 解說總變異量-組織資本 ………………………………………………………64
表 4-8 組織資本轉軸後成份矩陣………………………………………………………64
表 4-9 修正假說檢測與預期方向………………………………………………………67
表4-10法官人力資本與辦案績效關聯性之類非相關迴歸結果….……………………71
表4-11 法官人力資本與辦案績效關聯性檢定結果彙總表 .…………………………72
表4-12 支援性組織資本與辦案績效關聯性之類非相關迴歸結果 .…………………74
表4-13 實施要點廢止適用後，法官辦案績效降低之類非相關迴歸結果……………76
表4-14 組織資本與辦案績效關聯性檢定結果彙總表…………………………………76
表4-15 實施要點廢止後人力資本對辦案績效的正向影響降低類非相關迴歸結果…79
表4-16 實施要點廢止後人力資本對辦案績效的正向影響降低檢定結果彙總表……80
表4-17 法官人力資本與辦案績效關聯性之類非相關迴歸結果─以職務別替代審
判辦案種類之控制變數 …………………………………………………………………82
表4-18 支援性組織資本與辦案績效關聯性之類非相關迴歸結果─以職務別替代審
判辦案種類之控制變數………………………………………………………………… 83
表4-19 實施要點廢止適用後，法官辦案績效降低之類非相關迴歸結果─以職務別
替代審判辦案種類之控制變數………………………………………………………… 84
表4-20 實施要點廢止後人力資本對辦案績效的正向影響降低之類非相關迴歸結果
─以職務別替代審判辦案種類之控制變數…………………………………………… 85
表4-21 刪除極端值後法官人力資本與辦案績效關聯性之類非相關迴歸結果………86
表4-22 支援性組織資本與辦案績效關聯性之類非相關迴歸結果─刪除極端值後…87
表4-23 實施要點廢止適用後，法官辦案績效降低之類非相關迴歸結果─刪除極端
值後……………………………………………………………………………………… 88
表4-24 實施要點廢止後人力資本對辦案績效的正向影響降低之類非相關迴歸結果
─刪除極端值後………………………………………………………………………… 89
表4-25 實施要點廢止適用後，法官辦案績效降低之類非相關迴歸結果─刪除87年
與88年數值後…………………………………………………………………………… 91
表4-26 人力資本解說總變異量-刪除87年與88年兩年數值 …………………………93
表4-27 人力資本轉軸後成份矩陣-刪除87年與88年兩年數值 ………………………93
表4-28 組織資本解說總變異量-刪除87年與88年兩年數值………………………….93
表4-29 組織資本轉軸後成份矩陣-刪除87年與88年兩年數值……………………….94
表4-30類非相關部分迴歸結果彙總表─刪除87年與88年數值後 ……………………94
表4-31個案訪談受訪者基本資料……………………………………………………….95

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