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「績效弔詭」是否為不夠「協力」之反映?對〈協力決策後的績效弔詭:以性別影響評估和生態度檢核表為例〉之回應與反思

參考文獻


蘇偉業(2011)。績效行政:績效管理中的干擾系統。人事行政,175,43-51。Su, Wei-Ye (2011). Jixiao xingzheng: Jixiao guanli zhong di ganrao xitong [Performance administration--An interfering system in performance management]. Personnel Administration, 175, 43-51.
蘇偉業、楊和縉(2015)。從行政院研究發展考核委員會檢視我國績效體系的形成與發展。文官制度季刊,7(4),1-38。Su, Wei-Ye & Yang, He-Jin (2015). Cong xingzhengyuan yanjiu fazhan kaohe weiyuanhui jianshi woguo jixiao tixi de xingcheng yu fazhan [The formation and development of performance regime under the RDEC in Taiwan]. Journal of Civil Service, 7(4), 1-38.
Ansell, C., & A. Gash (2008). Collaborative governance in theory and practice. Journal of Public Administration Research and Theory, 18(4), 543-571.
Behn, R. D. (2003). Why measure performance? Different purposes require different measures. Public Administration Review, 63(5), 586-606.
Bouckaert, G., & J. Halligan (2008). Managing performance: International comparisons. Oxon, UK: Routledge.

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