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公司治理機制可否降低代理問題所引發之成本僵固性;Does Strong Corporate Governance Mitigate SG&A Cost Stickiness Caused by Agency Problem?
No full text[[abstract]]自從Anderson, Banker, and Janakiraman(2003)研究發現「成本僵固性」之現象，陸續文獻已指出僵固性與資產強度和未來需求不確定性因素相關，但卻忽略了代理理論上經理人動機與成本僵固性的關聯性。直到Chen, Lu, and Sougiannis(2012)驗證投資者與經理人間存在資訊不對稱的代理問題，引發成本僵固性。本研究以2005年至2012年台灣上市櫃公司的公司資料為樣本驗證Chen, Lu, and Sougiannis(2012)引發銷管費用成本僵固性之成因，並進一步探討良好的公司治理可否降低代理問題所引發之銷管費用成本僵固性。本研究發現，經理人離職年度與經理人任期存在正向關係。本研究也發現，董事會規模越小、董事長不兼任總經理、法人持股比率高及控制權與現金流量權偏離程度越小，皆能有效減緩代理問題所引發之成本僵固性。
Recent empirical research (Anderson, Banker, and Janakiraman, 2003) indicates that selling, general, and administrative (SG&A) costs behave asymmetrically. This phenomenon is also labeled cost stickiness. Prior studies have predominantly explained cost stickiness with economic factors such as asset intensity and uncertainty of future demand and have largely ignored the impact of managerial incentives on cost behavior. Chen, Lu, and Sougiannis (2012) indicates significant association between the agency problem and cost asymmetry. This study uses a sample of firms listed on the Taiwan Stock Exchange over the 2005-2012 period to examine the stickiness of SG&A costs caused by agency problem, and strong corporate governance mitigate SG&A cost stickiness, as hypothesized by Chen , Lu, and Sougiannis (2012). In this study, we find strong evidence that cost asymmetry is positively associated with the agency problem, as measured by CEO horizon, tenure. Moreover, strong corporate governance, like smaller board size, CEO? Chairman separation, higher institutional holding, and lower the deviation between voting and cash flow rights, mitigate SG&A cost stickiness
電信業者進入OTT市場之競爭策略研究 —以台灣大哥大myVideo為例;The Competitive Strategies of OTT Video Service from Telecommunication Operators: A Case Study of Taiwan Mobile myVideo
No full text[[abstract]]網際網路的出現已改變人們的收視習慣，閱聽眾收看電視節目的管道已從「電視」逐漸轉變為「網路」，各大媒體業者已紛紛投入OTT網路影音服務的發展，OTT 影音服務戰在台灣熱鬧開打，相關資料指出台灣電信業者台灣大哥大旗下myVideo已開始盈利，如何經營OTT服務並於市場中獲利值得深究，因此本研究目的在於探討台灣電信業者進入OTT市場服務的競爭策略，以付費用戶數稱冠的台灣大哥大企業作為個案研究。 本研究援用三個理論加以分析台灣大哥大的OTT競爭策略，第一以「五力分析」歸納出台灣大哥大面臨影音內容型OTT平台產業的環境分析，第二以Porter的三種基本競爭策略探討OTT產業的策略，第三則以「多角化策略」釐清其公司層面的經營策略。研究方法採「次級資料分析法」與「深度訪談法」。 以產業環境分析的結果而言，研究發現myVideo在影音內容型OTT平台產業的環境中，面臨「產業競爭者的競爭」和「供應商」兩大威脅。在競爭策略方面，台灣大哥大的公司層級策略是採取多角化策略進入OTT產業，最大的競爭優勢是擁有一群網路用戶，因此事業層級的競爭策略採取集中差異策略。此外，集團也正積極垂直整合影視產業的上下游，以增加內容的差異性並讓用戶認同台灣大哥大這個品牌。關鍵字：電信業者、OTT影音服務、台灣大哥大、myVideo、競爭策略
The emergence of the Internet has changed people's viewing habits. The way that audiences watch TV programs has been gradually shifted from “television” to “Internet”. Several media have devoted to the development of OTT video services. The OTT video services war can be seen in Taiwan. The relevant information showed that myVideo which is from Taiwan Mobile has profited. It is worthy to study how operators can manage and profit from OTT video services industry. Therefore, this study aims to research the competitive strategies of OTT video services from Taiwan telecommunication operator and takes Taiwan Mobile as a case study. This study used three theories to analyze the OTT competitive strategies from Taiwan Mobile. First, this study analyzed the environment of OTT video industry with five forces analysis. Second, this study discussed the business strategy of OTT video industry with Porter’s generic competitive strategies. Third, this study clarified the corporate-level strategy from Taiwan Mobile with diversification strategy. The research methods were “secondary data analysis” and “depth interview”. In terms of the analysis of OTT video environmrnt, this study found that myVideo is confronted with two major threats of “rivalry among existing competitors” and “suppliers” in OTT video industry. In terms of the competitive strategies, Taiwan Mobile chose diversification strategy as its corporate-level strategy to establish OTT video service. The competitive advantage of Taiwan Mobile are its Internet users. As a result, Taiwan Mobile chose “differentiation focus” as its competitive strategy. Moreover, its conglomerate is also developing the vertical integration of film and television industry in order to increase the variation of video content and make users agree with the brand of Taiwan Mobile.Key words: telecommunication operators, OTT video service, Taiwan Mobile, myVideo, competitive strateg
台股指數期貨之程式交易實證研究－以策略模擬交易為例;Program Trading System of Taiex Futures - By Strategy of Virtual Trade
No full text[[abstract]]本研究以台灣股價指數期貨為研究對象，透過 Visual Studio C# 將各種指標及策略程式化的交易程式，發展出一套簡單且有效率的程式交易策略 (S策略)，此策略決策以數據化計量的技術指標衍生的策略基礎模型，買賣點訊號由程式計算，並依訊號機械式操作，降低投資人心因性人為因素，並與其他技術分析交易策略進行對照比較，分別為移動平均線、相對強弱指標(RSI)和隨機指數(KD)，共四個策略進行模擬測詴，分析檢視操作績效之差異，以了解S策略的獲利是否優於其他策略，結果顯示自行研發的交易策略在淨損益，獲利總日數、月平均最大獲利點數及期望值皆優於其他的交易策略，並能在期貨市場上獲得超額報酬。
In this Thesis, we studythe emphasis onTAIEX Futures (TX). We proposed a new trading strategy“S”using the C# language, the trade strategy “S”was implementedin a trading system.The computer software system calculates the buying and selling points and then sends a special signal to notify the users to buy in, sell out, or just wait. All trades are mechanistic without emotion.As a result the investment due to human factorsis reduced. The resultsshow that the strategy “S” is better than other virtual trade strategies,includingMoving Average(MA),Relative Strength Index(RSI),StochasticOscillator(KD) trade strategies.The results showthat the proposed “S”strategyis better than other virtual trade strategies in the “Net income or Loss”, “Gross Profit”, “Average monthly income”, “Expected Value”. Therefore, it could also obtain abnormal return in the future market
人資人員執行裁員解僱之角色衝突及壓力因應歷程研究－以北部製造業及服務業為例;The Research of Role Conflict and Pressure Coping under the Execution of Layoff by the Personnel: The Case Study of Manufacturing and Services-based Economy in The Northern of Taiwan
No full text[[abstract]]人資人員在組織中擔任極為特殊的職務，因為兼俱多重身分在組織內角色既是資方亦是勞方，當企業有政策需執行時，需代表資方執行各項公司指令及制定規章辦法以管理勞工，但人資人員與企業有勞僱關係，同時兼具勞工身分，也需遵守自己所制定的規範，尤其面對所執行業務對己身權利有所影響時，內心的衝突、矛盾及拉扯是一般勞工很難體會的。裁員解僱是每個企業都會面臨的情況，可能是企業經營狀況或是員工績效表現情形等因素。當裁員解僱事件發生時，人資人員擔任面對員工的第一線直接窗口，為執行的劊子手，身處在企業、被裁員解僱者與倖存者之間，要如何符合企業期待及照顧被裁員解僱者，是極為重要的課題。 本研究使用文獻分析法及深度訪談法作為研究方法，訪談北部製造業及服務業之人力資源人員，分析人資人員執行裁員解僱時的感受、內心衝突、壓力因應分析等心路歷程。 本研究發現在執行裁員解僱時所發生的角色衝突，人資人員會產生自我認知改變，而選擇扮演資方角色。研究發現在製造業執行裁員解僱的壓力較服務業大，而影響裁員解僱壓力的主要因素為：裁員解僱之動機、執行裁員解僱之適法性、被裁員解僱者再就業之能力、執行裁員解僱者之人格特質、情感壓力等五個因素，在壓力產生時，人資人員採用情緒焦點因應策略因應壓力，且在執行裁員解僱時影響最大的是人格特質，具低度神經質、低度友善性及高度勤勉正直性、高度外向性、高度經驗開放性之人格特質的人資人員，會經由自我控制及自我認知調適而降低擔任執行劊子手的罪惡感、壓力及角色衝突。
Human resource play special roles in the organization. While executing the company policy and establishing regulations to organize employees, human resource play as a representative of the company management. On the other hand, human resource also represent as employees because they are in the employment relationship with the enterprises. Therefore, it is hard for other employees to understand when the personnel face conflicts between complying with and being ruined by company regulations they made. Layoff is common to see in the enterprises because of bad business financial situation or improper employee performance. The issue on how to meet business decision and employees’ rights is a critical for the personnel to layoff employees in the front line of the company. The research is based on Document Analysis and in-depth interview; interviewing the personnel in manufacturing and services-based economy in the northern of Taiwan and analyzing their reactions, conflict, and pressure under layoff. Role conflict under layoff is found in this research. The personnel turn to choose as employer role while self-awareness changes. The pressure of layoff execution under manufacturing companies is higher than services-based companies. The main factors of layoff execution pressure are motivation of layoff, appropriateness of layoff, the ability to re-employment of unemployment, personality traits, emotions, and pressure of layoff executors. The personnel often use emotion-focused coping to deal with pressure; personality traits are the most influential on layoff execution. The personnel, who are with personality traits of less neuroticism and agreeableness, more conscientiousness, extraversion, and openness to experience, decrease feeling of guilty, pressure, and role conflict by making self-control and self-awareness adjustment
TTQS專業輔導顧問工作投入與工作滿足之研究;The Study of TTQS Professional Counseling Consultants Job Involvement and Job Satisfaction
No full text[[abstract]]政府為協助企業提升企業內部整體人力素質，制定「人才發展品質管理系統」(Talent Quality-management System, TTQS)，由評核委員、輔導顧問以及訓練講師組成服務團隊，有效提升專業服務品質協助公民營機構順利導入TTQS。其中，輔導顧問是協助受輔導單位建置以TTQS 系統為基礎架構之教育訓練體系，針對系統內容及需要提出改善建議。公民營機構推動TTQS 時，除了需要高階主管支持和承辦人員的努力之外，輔導顧問扮演非常重要的角色。本研究主要是要了解專業人士擔任TTQS 輔導顧問的動機，和影響輔導顧問工作投入及顧問輔導工作滿足的相關因素。本研究以TTQS 輔導顧問為研究對象，採用問卷調查及訪談方式，並經過分析整理後獲得以下發現：一、專業人士擔任輔導顧問的主要動機為可以將所學應用於工作中，並對日後轉職做準備以及協 助廠商提升辦訓能力及改善人力資源體質。二、輔導顧問對於TTQS 輔導工作的態度主要來自於對這份工作的專業。三、影響輔導顧問的工作投入及工作滿足主要來自於受輔導單位(廠商)的態度。四、輔導所獲得的經濟報償對顧問不是最重要的，回饋社會才是重要。五、輔導顧問對於TTQS 專業應用程度高，盡量滿足受輔導廠商的需求。
For helping the enterprises to improve its employees’ competencies, the government implements the Talent Quality Management System (TTQS). A special team, composed of assessment committee, counselors and training instructors, is formed to secure the quality of professional services for the organization that institutes TTQS.In the special team, the counselor is assigned to assist organization embedding the TTQS system into its training system. In order to promote TTQS, counselors play a very important role in addition to the supports from high-level management and training staffs.The main purpose of this study is to explore the motivation of professionals to be TTQS counselors and the relevant factors that affect the job involvement and jobsatisfaction of TTQS professional counselors. In this study, the author conducted asurvey and interviews to gather data from TTQS counselors. Based on the analysis ofboth statistics and interviews, the author found the following important findings:1.The benefits of future career development and helping organization are the main motivations of professionals to become TTQS counselors.2.Counselors’ attitude toward the TTQS project is the enthusiasm as a professional helper.3.Organization’s determination and supports to the TTQS project influence TTQS counselors’ job involvement and job satisfaction.4.To the TTQS counselor, contribution to the industry is more important than the financial compensation they received.5.TTQS counselors are striving to fulfill organizations’ needs in building and improving TTQS
現代花木蘭女性士官從軍心路歷程之困境與優勢探討：以國軍某部隊為例;Modern Mulan-A Dlscussion on Predicaments And Advantager of Femali NCOs
No full text[[abstract]]因為受到國際社會對「性別主流化」及「性別平等」等觀念推行的影響，加上國軍兵役政策的改變以及可招募役男減少的因素，使得國軍在女性人力進用上突破了以往的限制；而士官階層在部隊中的角色，同時兼具領導者與被領導者，而且是第一線的實務工作執行者；因此本研究欲瞭解在原本以男性為主體且限制較民間企業多的部隊環境，是否會對女性士官人員造成限制，而女性士官在服役的過程中又有哪些困境感受，甚至是因為女性的性別而享有優於男性軍職人員的優勢。本研究採深度訪談法，在2017年2至4月間以目的性及便利性選定10位尚在服役中的女性士官進行訪談，受訪者的階級分別是士官長3位、上士3位以及中士、下士各2位。研究發現女性士官對部隊職場的「工作分配時以性別為考量」、「生活設施不佳及管理不便」以及「封閉及制式的工作環境」等3項最感受到限制，而對部隊工作的困境感受有「上階幹部不合理的領導」、「部隊性騷擾防治機制不信任」、「職位升遷的不平等待遇」、「人力不足」、「領導統御上的窒礙」及「無法兼顧照護家庭」等6項，另外相對優於男性成員的項目則是「長官對女性態度較溫和」、「特定職務較易候選調佔上階」以及「影響部分政策修訂導向」等。本研究認為，部隊環境對女性士官確實仍存在限制因素，但限制因素已有逐步改善，另外對於服役過程中讓女性士官感到困境或是優勢的主要成因，大多來自於人為因素。為創造對女性士官更友善的工作環境，本研究建議國防部應持續推動改革、培育幹部良好領導統御職能以建全性騷擾防制措施；男性軍職人員應建立正確性別主流化觀念，以利共同創造良好工作環境，女性士官則須以身作則不當花瓶，並善用自身特質，才能為部隊帶來更多元化的管理方式及改革。
Due to the influence of international concepts such as “Gender Mainstreaming” and “Gender Equality,” the policy changing of National Armed Forces service and the reduction of recruited draftee, the performance of military womanpower has broken through previous limitations. NCOs (non-commissioned officers) play the roles as both conductors and followers, and they are the practical executors in the frontline. This research is to discuss whether or not female NCOs receive restrictions in the military troops which are mainly organized by male personnel and have more restrains than in civilian enterprises, what predicaments female NCOs should experience, and what advantages female NCOs might benefit than male military personnel just because of gender. This research takes in-depth interview of ten female NCOs in service for achieving purposefulness and convenience from February to April 2017. The interviewees are three Master Sergeants, three Sergeants, two Staff Sergeants, and two Corporals. The results found that female NCOs feel restrained most strongly by the following three: “gender being the factor of working dispatch,” “poor facilities and awkward management for livelihood,” and “self-contained and standardizing working environment.” The predicaments which female NCOs experience are the following six: “unreasonable leadership of senior cadres,” “having no confidence in sex harassment prevention system,” “discrimination for promotion,” “insufficiency of manpower,” “having obstacles in leadership,” and “unable to take care of family at the same time.” The advantages which female NCOs might benefit than male NCOs are “senior cadres are more gentle to female NCOs,” “having better chance to transfer to a higher post in certain jobs,” “being influential in some policy revising.” This research concludes that military troops do possess limitations for female NCOs; however, those limitations are abrogated gradually. Furthermore, both predicaments and advantages which female NCOs encounter come from the factor of human. To create amicable working environments for female NCOs, this research recommends that the Ministry of National Defense keeps on reformation, educates the cadre good leadership to build a sound sex harassment prevention system. Male military personnel should build proper notion of gender mainstreaming to create nice working environments, and female NCOs should set good examples by working hard and employ ones’ own distinguishing characteristics to bring diversifications in management and innovations to military troops
高準度LTE上鏈系統之時序估測;High-Accuracy Timing Estimation for LTE Uplink System
No full text[[abstract]]本論文研究在LTE(long term evolution)架構下，提供兩步驟上鏈(uplink)時序估測系統的設計，在基地台(eNB)接收使用者傳送的隨機接入前導碼(preamble)進行檢測，能夠在基地台端提供更精準時序估測讓使用者與進行上鏈時序校正，達到上行同步的目的。論文中提出兩步驟的隨機接入時序估測方法，第一步驟，前導碼檢測透過補零(zero padding)增加額外的時序估測解析度後，在ZC序列因為補零所造成自相關特性被破壞的情況下，設計訊號檢測的方法，第二步驟，同上述情況下，設計峰值檢測的方法，利用訊號在功率延遲分布(power delay profile, PDP)上的功率分布狀況以峰值間的功率差以及時間差設計門檻值，藉此檢測出使用者的最早到達路徑延遲，作為估算時序提前(timing advance, TA)的依據，供使用者作時序校準之用。模擬結果顯示透過選擇適當的功率差門檻值及時間差門檻值，能夠在ZC序列自相關特性被破壞的情況下進行前導碼檢測，相較於使用原始ZC序列長度839的前導碼檢測方法，有效改善隨機接入的時序估測誤差。
This paper studies the design of a two-step uplink timing estimation system under the LTE (long term evolution) architecture. The base station detect the random access preamble transmit from the user. The base station can provide more accurate timing estimates for the user to make timing correction to achieve the purpose of uplink syn-chronization. In this paper, a two-step random access timing estimation method is proposed. In the first step, the preamble detection adds additional timing estimation resolution through zero padding, but the autocorrelation characteristic is also de-stroyed by zero-padding. In this case the signal detection method is designed. The second step, the same as above, the method of timing estimation is designed to per-form peak detection by calculating the power delay profile, using the power differ-ence and the time difference between the peak design threshold as the basis for judg-ing the path, The aim is to find the earliest arriving path as timing advance(TA), pro-vide the user to complete the uplink timing correction.The simulation results show that the preamble detection can be carried out when the ZC sequence autocorrelation is destroyed, and the timing estimation error of ran-dom access can be improved by selecting the appropriate threshold value of power difference and time difference
用以改善5G通道量測精準度之基因演算法研究;Accuracy Improvement of 5G Channel Measurements with Genetic Algorithms
No full text[[abstract]]毫米波已被視為下世代 (5G) 行動通訊系統的關鍵使用頻段。因此，在5G系統設計之初，理當針對毫米波之傳播通道特性進行徹底的研究。在本論文的研究中，通道的量測是在發射機端使用全向性的天線，在接收機端使用指向性的號角天線 (horn antenna)，藉以幫助提高測量範圍。透過偽隨機序列 (PN sequence) 的傳送，在接收端執行互相關檢測以獲取多路徑延遲的資訊。不同於低頻帶，用於6 GHz以上之頻帶的量測的天線配置 (antenna configuration)會與實際上的操作設備不同。而量測的結果是測量天線的天線場型 (radiation pattern) 與傳播通道的捲積。因此，重建真實的通道模型需要設計一種有效的演算法，來將量測結果與天線場型分離。在本研究中，路徑延遲的資訊是透過PN碼探測 (PN-code sounding)預先得知，而基因演算法 (genetic algorithm) 是用以提取出多路徑的抵達角及接收功率的資訊。本論文提出了一種簡單的方法來為基因演算法找到一個很好的初始群體 (initial population)。數值結果顯示，與隨機初始群體相比之下，基因演算法搭配所尋找之初始群體，可以大幅提高5G通道量測之準確性。再者，即使在號角天線之大的量測角度 (measurement angle) 與寬的3-dB波束之下，本論文提出之基因演算法亦能精準地估算通道的特性，這意味著可以顯著地減少通道量測時間，並且使用較小尺寸之號角天線來達到量測之易行性。
The millimeter-wave frequency band has been considered as one of the key components for next generation (5G) mobile cellular communications. While these high frequency bands offer vast swaths of underutilized spectrum, the propagation channel characterization needs to be thoroughly scrutinized prior to system design at these bands.In this thesis, channel measurement is conducted by using an omni-directional antenna at transmitter and a directional horn antenna at receiver to help improve the range of measurements. With transmission of pseudo noise (PN) sequence, the cross-correlation is performed to acquire the multipath delays at receiver. Unlike the low frequency bands, the antenna configuration used for measurements above 6 GHz is actually not the same as used for the operating equipment. The measurements are the result of the convolution of the measurement radiation patterns and the propaga-tion channel. Thus reconstructing the true channel model needs to devise an effective algorithm to decouple the measurements from the measurement radiation patterns.In this thesis, the path delays are known in advance by PN-code sounding and the genetic algorithm (GA) is utilized to extract the channel characteristics in direction of arrival and received path power for the multipath components. We propose a simple method to find a good initial population for the GA algorithm.Numerical results show that the GA algorithm with the proposed initial popula-tion can greatly improve the accuracy of 5G channel measurements in comparison with that with random initial population.Moreover, the proposed GA can accurately estimate the channel characteristics even for large measurement angle and 3-dB beamwidth of horn antenna, which can significantly reduce the time consumption of channel measurement and enable the use of smaller size horn antenna, respectively
軟體定義網路之新型兩階層架構實現支援彈性分散式控制;A Novel Two-layered Architecture to Support Flexible Distributed Control in OpenFlow Networks
No full text[[abstract]]軟體定義網路(Software-defined networking ,SDN)的中央控制架構相較於傳統網路架構雖然具有較佳的網路資源使用的優點，卻也有相對應的問題。對於大型網路以及訊務變動快速的網路，單一的中央控制器易形成瓶頸點，造成網路擴充性不佳；此外，單一控制器具備可靠性問題，若控制器發生故障則整個網路將無法正常運作。另外，目前OpenFlow交換機缺乏自動處理事件能力，唯一僅能使用Group Action處理Port down事件，對於其他事件則須透過中央控制器以定期詢問的方式才能得知，此類缺乏主動事件回報能力不但不利於即時性事件的處理也增加控制器的負擔。為此，本研究設計使用兩階層式分散式控制技術，系統中採用多個具備同步能力的控制器負責整個網路的控管工作以保障網路可靠度，每個OpenFlow交換機均配備一區域控制器用來處理中央控制器所交辦的控管任務，如此分層負責以減低中央控制器負擔以增加網路擴充性與即時事件處理能力 。 以及擴展目前OpenFlow的協定使得中央控制器與區域控制器能透過此新增訓令互相溝通，並把常用的基本事件納入考量，程式設計者可自由運用這些基本事件加以組織成新的事件，並由中央控制器交辦給所指定的區域控制器進行事件蒐集與處理，並視需要回報處理結果。另外我們擴增的訓令實作於ONOS控制器中，而區域控制器實現於一具備微處理機之嵌入式系統中並實際連接於OpenFlow交換機。並實際建置一實驗網路驗證本技術所提供新的應用的效能。
The central control architecture of the software definition network has a corresponding problem compared to the traditional network architecture, although it has the advantages of using good network resources. For a large scale network or a network in a highly dynamic environment, the central controller is easy to become a bottleneck. Besides, a central controller is vulnerable to device damage. The failure of the controller will cause the malfunction of the entire network. In addition, except using group actions to handle port down, commercial OpenFlow switches are not able to handle events automatically. The central controller has to detect OpenFlow switch state through periodic polling. Lacking capabilities for handling events introduces not only extra burden on the controller but also extra delays on processing time. In this research, we propose using the 2-layered distributed control scheme for managing an OpenFlow network. We adopt multiple central controllers to enhance the reliability of the control plane. There is a local controller embedded inside each OpenFlow switch. The local control is responsible for performing control and management under the supervision of central controllers. We introduce new signaling messages for OpenFlow to enable the central controller for assigning jobs to the local controllers. In addition, with the help of local controller, we also include new event handling capabilities for OpenFlow switches. By doing so, the central controllers and local controllers can collaborate together to control the SDN network. And we implement our central controllers through the extension of ONOS control program. For the OpenFlow switch side, we implement our local controller on a micro-processor based embedded system. And we integrate the whole system in a testbed to evaluate the performance of our design
職場霸凌相關法制之研究;
No full text[[abstract]]職場霸凌是我國新興的社會議題。然而，何謂職場霸凌？國內對其並無法律定義，其適用散列於刑法、民法及勞動法規等。因此，當霸凌行為發生，被霸凌者未必能明確依憑適用的法律主張自身權益；霸凌者或負有保護照顧義務之雇主也未必了解其必需承擔的法律責任，去避免或防制霸凌行為的發生。 本論文採文獻分析法，透過蒐集國、外相關文獻資料，探討職場霸凌之內涵，試圖型塑出職場霸凌的樣貌。參依日本實務上所發展出之職場霸凌違法性判斷模式，試圖為我國尚未發展的職場霸凌違法性判斷基準進行初步的探述並檢討我國現行法制可否因應。另就與職場霸凌概念相當但在運用上極易混淆之職場暴力、人事管理權行使及業務指導之區辨原則進行討論，俾利釐清何者該當霸凌行為。 本論文結論：對於職場霸凌違法性判斷，應先釐清該行為是否係屬霸凌，復探討被霸凌者受侵害的法定權益為何，繼而討論霸凌者行為的動機與目的之合理性。實務上亦有以其是否有損害他人為主要目的，且其行為之手段是否逾越社會通念所容認之程度來衡量。 本論文建議：在我國現有法制架構下，業就行為人及負有保護照顧義務之雇主明定其責，倘若專章立法，未必然可以應日新月異發展出的霸凌態樣與時俱進的修法因應，爰現時尚無立法之必然。而在我國尚未就職場霸凌明訂防制措施下，職業安全衛生署業修訂「執行職務遭受不法侵害預防指引」，仍可應職場霸凌所參用。惟該指引對不法對侵害之用詞及其內涵應可再予釐清，避免在一般適用上之混淆