外交領事人員考選方法之研究：以工作職能適性測驗為例

Investigation of the examination procedures of consulate officials: using employment competency tests as an example

翁秀美(Hsiu-Mei Weng)

指導教授 ： 黃一峯

淡江大學/管理學院/公共行政學系公共政策碩士在職專班/碩士(2007年)

https://doi.org/10.6846/TKU.2007.01041

摘要

隨著國際環境發展日趨多元，而我國際社會處境特殊，加上中國大陸不斷阻撓打壓，外交工作日益艱困，亟需優秀外交人才推動外交工作，因此如何考選適任外交人才為我國獻力，確值關注。
鑒於政府績效及國家競爭力取決於文官的素質，而文官職能是組織績效與競爭力的基礎，因此各國政府為提升國家競爭力，多以職能作為文官考選的衡量指標。本研究以考選與職能模式之相關理論為研究之基礎，以問卷調查為主，文獻分析為輔方式進行，試圖建構外交領事人員之工作職能模式，作為未來考選該類人員之參考依據。因此本研究之目的：一、本研究期望藉由相關文獻的整理及問卷調查之結果，歸納出外交領事人員之工作職能為何。 二、瞭解不同背景外交領事人員對工作職能與工作績效的影響，以及工作職能與工作績效間關係。三、期望本研究所探討之工作職能可作為外交領事人員選才之標準，亦能作為訓練發展及績效評估之客觀衡量指標。
本研究就考選理論、職能模式理論、各國外交人員考選制度足資借鏡之處以及實證研究結果，加以綜合歸納分析，進而提出下列建議供相關機關及後續研究者之參考。一、考選機關：重視考試內容的工作關聯性，以提高預測效度；第二試增列個別口試；考試方式宜多樣化。二、用人機關：建構工作職能模式，作為考選的評分標準；編製外交領事人員工作職能適性問卷測驗量表三、訓練機構：強化職前訓練課程，落實淘汰機制。

關鍵字

外交領事人員 ； 工作職能 ； 職能模式

並列摘要

With increasing diversity of the global arena, our unique situation within it, and China’s unceasing pressure against us, the development of our foreign relations are becoming increasingly difficult. Such an environment demands increasing competency and aptitude on the part of our consulate service personnel, and thus the testing and selection of talents for our foreign service branches are becoming more important.
Since national competitiveness and government efficiency depends on the quality of our civil service personnel, and competencies for employment are the foundation of organizational effectiveness and competitiveness, various national governments have made employment aptitude and competency the key to selection of civil service personnel. We use the theories relating selection by testing and competency models as the theoretical basis of our research, using various questionnaires as primary tools of research, and citations and documents as supplementary tools, in order to construct a competency model for consulate officials, which can become a reference for future testing and selection of such personnel.
Thus our research goals include:
1.The discovery and categorization of necessary competencies for consulate officials, based upon research, document analysis, and questionnaires.
2.The understanding of the relationships and the effects between work performance vs. competency, and competency vs. efficiency on consulate officials with different backgrounds.
3.The hope that the results of this research can serve as a standard for selection of consulate officials, as well as an objective standard for the development and evaluation of such personnel.
Based on theories of selection by examination, competency models, selection criteria of numerous foreign nations, and field research, we concluded that the following principles are worthy of reference for interested institutions and future researchers:
For institutions performing the selection: 1. Strengthen the relationship between test content and work content, to increase the predictive qualities of the tests; 2. Oral examinations may be employed as an additional selection tool, and at least the test types and methods should be more varied.
For institutions using such selected personnel: To construct the necessary competency model as a criteria for evaluation, and to organize the consulate official competency model questionnaire as an evaluative tool.
For training institutions: Improve prevocational training, and adhere to candidate elimination mechanisms.

並列關鍵字

consulate officials ； aptitudes for working ； competency models

參考文獻

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