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Dissertations / Theses on the topic 'Study Aids / Civil Service'

Author: Grafiati

Published: 4 June 2021

Last updated: 30 January 2023

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1

張達賢 and Tat-yin Cheung. "A feasibility study of organizational change of the Civil Aid Service to meet the increasing demand from the community in youth training." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31966780.

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2

Cheung, Tat-yin. "A feasibility study of organizational change of the Civil Aid Service to meet the increasing demand from the community in youth training." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25139794.

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3

Dlamini, Lomkhosi. "The management of HIV/AIDS in the South African Public Service challenges and best practices for the Department of Public Enterprises /." Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-05082007-134154.

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4

Poon, Sau-yu Kerry. "Human resource management in Hong Kong Civil Service : a case study of the development of a multi-skilled general support service /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21036998.

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5

Al-Asmi, Hamood Said Hamed. "The Role of Managers and Their Effectiveness in Civil Service Organisations : A Field Study of Omani Civil Service Managers." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508806.

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6

Lam, Siu-ming Sharman. "A study of the use of written English in the Hong Kong civil service." Click to view the E-thesis via HKUTO, 1987. http://sunzi.lib.hku.hk/hkuto/record/B31949095.

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7

Yeung, Sau-kuen Sammy, and 楊秀權. "Case study of electrical and mechanical services trading fund." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31966068.

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8

Yeung, Sau-kuen Sammy. "Case study of electrical and mechanical services trading fund." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21037127.

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9

Crosbie, Thomas. "Professionals in the civil service: a study of quantity surveyors." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974417.

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10

Hin, Ada, and 禤雅儀. "A comparative study of the civil service of Hong Kong and Singapore." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B29518775.

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11

Poon, Sau-yu Kerry, and 潘秀瑜. "Human resource management in Hong Kong Civil Service: a case study of the development of a multi-skilledgeneral support service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965994.

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12

Lau, Wing-cheuk, and 劉榮卓. "A study of the recruitment of liaison officers II in the home affairs department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B30433198.

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13

Lau, Wing-cheuk. "A study of the recruitment of liaison officers II in the home affairs department /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17508575.

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14

Ip, Oi-chun Stella, and 葉愛珍. "A study of pay policy in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974429.

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15

Ip, Oi-chun Stella. "A study of pay policy in the Hong Kong civil service." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316180.

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16

Couch, Oliver. "The meaning of leadership in the civil service : an hermeneutic study." Thesis, Sheffield Hallam University, 2007. http://shura.shu.ac.uk/16487/.

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There has been much written about leadership; so much in fact that it tends to cloud rather than illuminate the issue. But little of that work has been about how leadership is understood by professionals in their workplace and the impact that has on their day-to-day activities. This research covers the period from early 2002 until the end of 2004, and includes fieldwork in the Department of Education and Skills (as it was known until June 2007). The research was conducted in a traditional hermeneutic style from a critical perspective, and the evidence is taken from interviews with twelve senior civil servants. There were three aspects of leadership that came to the fore in the research. First, leadership in the civil service cannot be satisfactorily described by existing models in the academic literature. For these civil servants, leadership is made up of four elements, vision, motivation, monitoring progress and reaching planned outcomes, which itself could lead back to renewed vision. Thus there was a cycle from conception to results. This thesis proposes a new model of leadership that describes this cycle, called the Leadership Circle. Second, training in leadership is problematic (some trainees think it very valuable; others see little or no worth in it) and discussion on it throws up some unexpected related issues such as isolation in the workplace and lack of confidence amongst leaders. The way training in leadership is set in the wider context of support for leaders needs to be re-considered by HR departments; there is a wide range of benefits that can accrue if leadership training is seen as part of a suite of continuing support. Finally, civil servants' scope to act as leaders is constrained by the parallel role filled by Government Ministers. Theoretically there is a clear division of responsibility and authority between the two groups but there are overlaps in the day-to-day situation. And the roles of each group have changed significantly over the last 30 years without any overt acknowledgement of that change or consideration of the consequences. Is either group well placed to deliver their evolved roles? It is suggested that this situation is serious enough to merit further work.

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17

Hogan, Paula Jaye. "A constructivist study of social work's involvement with HIV/AIDS." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1079.

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18

To, Wing-chow Raphael. "Emergency ambulance service in Hong Kong : a study of continuity and change /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21037899.

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19

Wong, Wing-yin Winnie. "The study of the use of written English in the Hong Kong civil service." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18736543.

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20

Hackel, Kathleen L. "A study to assess the use of trainers at the Wisconsin state government level." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999hackel.pdf.

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21

Sparkman, Terryl F. "A descriptive study of medical social workers' perceptions of HIV/AIDS, older adults and service delivery." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2001. http://digitalcommons.auctr.edu/dissertations/1691.

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This study examines the HIV/AIDS knowledge, attitudes and perceptions of medical social workers that provide services to older adult populations and the effects that may impact service delivery. It was hypothesized that medical social workers believe that they lack sufficient knowledge to provide social work services to older adults with HIV/ AIDS. The study sample consists of medical social workers who work with older adult patients and residents at a southeast Atlanta hospital and nursing home. The study reported the findings of a 23-item questionnaire that measured knowledge of HIV/AIDS older adult related issues, professional preparation and attitudes regarding sexuality and older adults. A descriptive approach was used to analyze the data and report significant findings. Findings showed that social workers were knowledgeable, yet lacked knowledge in critical areas. Overall social workers believed that they were not prepared to provide effective service delivery. This research is of importance because in order to enhance the quality of life for at risk older adults, social workers need to evaluate their level of knowledge, their attitudes and become aware of any gaps in knowledge or biases that may impede effective service delivery.

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22

Dasimaka, Diseye. "Faith and development outcomes : a comparative case study of HIV/AIDS programmes in southern Nigeria." Thesis, University of Manchester, 2011. https://www.research.manchester.ac.uk/portal/en/theses/faith-and-development-outcomes-a-comparative-case-study-of-hivaids-programmes-in-southern-nigeria(729d2ba8-8f03-41cb-9afb-43f69b60ea6a).html.

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The inclusion of faith-based organisations in development continues to generate debates regarding the competency of such organisations to deliver social service programs. These debates are further fuelled by the view that faith-based groups provide more effective social services than secular agencies because of their faith character. More and more, government and the development agencies are utilising these arguments to increase their funding to faith-based organisations. The consequent effect of this is the proliferation of faith-based organisations, with the scenario in Nigeria being no different. Most beneficiaries of faith-based programmes consider them an integral part of the development process. However, there is yet another dimension of this anecdote between faith groups and development-; the debates centred on the effects of faith on development outcomes, with faith groups attributing their success to the use of `faith' (the ‘faith’ hypothesis) and critics stating otherwise. Nevertheless, is there evidence that better development outcomes can be achieved through faith driven development?Utilising data from a combination of qualitative methods-interviews (key informants and others), focus group discussions and archival research and quantitative methods- a survey of selected beneficiaries of programs delivered by both secular and faith-based NGOs, this study test the 'faith' hypothesis in development outcomes and compares the organisational characteristics of faith-based and secular organisation that provide services to people living with HIV/AIDS in southern part of Nigeria. I conclude from the findings that ultimately whilst faith did contribute positively within the program and shaped development, it also served as a hindrance, excluding potential beneficiaries from participating in the programs. In addition, because of the focus of the development community on outputs rather than outcomes, these contributions of faith-based organisations were lost.

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23

Basir, Naemah Haji. "A study of motivation and job satisfaction in the Brunei Civil Service." Thesis, University of Leicester, 2001. http://hdl.handle.net/2381/30736.

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This thesis examines the inadequacies of the theories of motivation and job satisfaction. It argues that the current motivation and job satisfaction theories are culturally biased and more suitable for individualist that collectivist cultures. In addition, they tend to downplay the effects of organisational structure on motivation and job satisfaction. Through a literature review, the author illustrates how and why the application of the need, process, intrinsic and extrinsic theories of motivation in the collectivist cultures is problematic. In addition, she examines the roles of organisational structure and design in influencing motivation and job satisfaction and argues that the way an organisation is structured can have an impact on employee's motivation and job satisfaction. To strengthen her arguments, she has used empirical evidence from the study of motivation and job satisfaction among the Brunei Civil Servants. The thesis also assesses the suitability of Western measurements of motivation and job satisfaction more specifically the Job Diagnostic Survey and Job Design Index, and their possible applicability in Brunei. The findings suggest that the applicability of these instruments in the Bruneian cultural context is very limited.

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24

Chan, Wong Yan-lan Elaine, and 陳黃紉蘭. "Allowances as incentives: a study of practicein the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31974995.

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25

Chan, Yin-ling Linda, and 陳燕玲. "A study of the discipline policy in the Hong Kong Civil Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B31966123.

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26

Chan, Yin-ling Linda. "A study of the discipline policy in the Hong Kong Civil Service." Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22050747.

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27

Rhee, Alisa Joy. "An agent-based approach to HIV/AIDS epidemic modeling : a case study of Papua New Guinea." Thesis, Massachusetts Institute of Technology, 2006. http://hdl.handle.net/1721.1/34528.

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Thesis (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division, Technology and Policy Program; and, (S.M.)--Massachusetts Institute of Technology, Dept. of Civil and Environmental Engineering, 2006.
Includes bibliographical references (p. 91-95).
Since AIDS was first discovered, mathematical models of the transmission dynamics of HIV have been developed to determine the drivers of the epidemic. It has become apparent that the most profound factor in the proliferation of this disease is the aggregate effects of individual behavior and perception of risk. Agent-based models (ABM) allow one to simulate the social and sexual interactions which may describe the societal context in which HIV may spread. Using this framework, I construct a simplified social and sexual network that represents Papua New Guinea. This country is used as a case study because it illustrates extremes in network topology. Papua New Guinea is characterized by geographic isolation of ethnic groups, such that ideas of behavior change, stigma reduction, and safe sex practices may spread very slowly. Furthermore, sexual networks in Papua New Guinea are complex and sexual violence and cultural practices may amplify the rate at which HIV is spread. Ultimately, the purpose of HIV transmission models is to hypothesize about drivers of the epidemic which will then shed light on appropriate interventions and prevention measures. ABMs facilitate the development of network-based public health interventions. Such interventions, like home-based care programs, may have great promise in Papua New Guinea.
by Alisa Joy Rhee.
S.M.

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28

Al-Araimi, Mohammed Fayal. "The relationship between the full range of leadership styles and employees' creative performance in Civil Service organizations : a field study of Omani Civil Service managers." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/the-relationship-between-the-full-range-of-leadership-styles-and-employees-creative-performance-in-civil-service-organizationsa-field-study-of-omani-civil-service-managers(cb8a3ecd-a005-4fbc-bf9e-270610e5e32b).html.

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The study’s primary research interest is in the area of leadership and creativity. Investigating the literature indicates that there is a gap in knowledge regarding the effect of the Full Range of Leadership styles, especially the influence of transformational leadership on employees’ creative performance. Examining this relationship in different sectors (for example: public government sector); in different cultures (for example: Arab Islamic culture); and from multi-perspectives (for example: leaders and employees) is strongly encouraged by research. The Omani civil service sector was used as a case study, thus the aim of the study was to investigate the degree to which Omani civil service managers practised the Full Range of Leadership styles to influence employees’ creative performance. The study set six objectives which provided the foundation for the structure of the study and the way its research questions were formulated. Accordingly, the study methodology was designed in a way that points towards the achievement of the study objectives. The study adopted a mixed-methods research approach by combining survey questionnaires with semi-structured interviews. This triangulation technique was utilized to enable more accurate investigation and allow in-depth coverage of the issues examined. The probability sampling method as represented by the random sampling technique was adopted for this study and applied to the two groups of managers and employees. The total size of the managers’ sample was 269 participants, while the employees’ sample was 371 participants. In addition, 15 semi-structured interviews were conducted to supplement the quantitative results. The results of this study show that the Omani managers are performing both transformational and transactional leadership styles. Examining the relationship, the study confirms that there is an overall statistically significant relationship between managers’ use of transformational and transactional leadership styles and employees’ creative performance from both managers’ and employees’ perspectives. The results also reveal that Omani managers are infrequently practicing passive/avoidant leadership style and that this style does not contribute to the employees’ creative performance. Further, the study demonstrate that Omani managers’ personal characteristics have a slight effect on managers’ perceptions towards transformational leadership styles and do not have any impact on their perceptions toward employees’ creative performance. Finally, this study contributed to knowledge in several areas where scholars who are interested in investigating the relationship between leadership and creativity will find it valuable.

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29

Kam, Chun-cheong Patrick. "Training and development in the Hong Kong civil service : a case study of the executive officer grade /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17957710.

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30

Kwok, Yeung Kwai-ming Hily, and 郭楊桂明. "A study of the adaptation of authentic materials for civil service English courses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31956464.

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31

Lau, Sze-fei Sophia, and 劉思妃. "Government professionals and value conflicts in the civil service: a Hong Kong study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B42128626.

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32

Wong, Sze-lut Sunny, and 黃思律. "A study of the integrity management programmes in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46778457.

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33

Chong, Chi-ming, and 莊智明. "Non-civil service contract staff in Hongkong Post: a study of recruitment policy." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50254960.

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Among all the human resources management and actions in a government department, recruitment plays a vital role in support of its daily operation and service delivery, where the Hongkong Post is no exception. In particular, the Hongkong Post is operated in a dual mode of a government department and business-like organization, thus the process of drawing in suitable employees through recruitment means to facilitate the department in meeting the organizational objectives, sustaining its financial viability and extending its service scope is above all important. Given the increasing workforce of non-civil service contract staff in the Hongkong Post, the traditional recruitment policy for civil servants is considered not applicable or feasible so that a tailor-made recruitment policy has to be formulated and implemented for employing non-civil service contract staff from managerial to non-managerial levels and at frontline and backend positions. This dissertation is going to study the characteristics and uniqueness of the recruitment policy of the Hongkong Post for employing non-civil service contract staff. Upon close examination of the recruitment policy, it is identified that even though the Hongkong Post is conditioned by the service-wide requirements as laid down by the Government of the Hong Kong Special Administrative Region for recruiting non-civil service contract staff, it is able Upon close examination of the recruitment policy, it is identified that even though the Hongkong Post is conditioned by the service-wide requirements as laid down by the Government of the Hong Kong Special Administrative Region for recruiting non-civil service contract staff, it is able to develop its own features and put in place tailor-made arrangements in such recruitment policy to suit its operational needs and manpower requirements. On this, remarkable dynamics can be seen in the recruitment policy for non-civil service contract staff when it interacts with external environment and evolves within the department in the light of internal human resources process. It also reveals the fluid, ever-changing and adaptable nature of the recruitment policy, which stands peculiar to the Hongkong Post given its unique mode of operation. The study on the recruitment policy of the Hongkong Post will be based on a solid academic ground which is formed by different but relevant concepts and theories of studying recruitment policies and actions of government departments under the New Public Management and other associated development, which touches on both the closely intertwined aspects of the external environment and internal process. It is delightful to note that while the Hongkong Post meets the advocacies of a majority of the available academic framework, it can supplement the academic reference through its practical experience and implementation. All these facilitate the in-depth analysis of the topic at the moment as well as shed lights for the future study of similar subjects in similar organizations.
published_or_final_version
Politics and Public Administration
Master
Master of Public Administration

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34

Auwal, Nuraddeen M. "Society, bureaucracy and corruption : a case study of Kano State Civil Service, Nigeria." Thesis, University of Sussex, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.317766.

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35

Gavin, Fiona. "Workplace diversity and European enlargement : a qualitative study within the international civil service." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/workplace-diversity-and-european-enlargementa-qualitative-study-within-the-international-civil-service(1b190a5a-4a99-4fd5-b8d2-6890cb2be610).html.

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The European Parliament (EP) and the Council of Europe (CoE) are two internationally renowned organisations sharing a common goal of progressing human rights action and social cohesion within their respective member states. At the point of data collection (early 2007) both organisations were undergoing a period of significant change. Various Southern and Eastern European nations had been given their first opportunity to participate in the official European bodies thus increasing the member states of the EP to 25 and the CoE to 46. Access to the large secretariats of these organisations provided a unique opportunity to explore the organizational and individual implications of European Enlargement amongst employees from the widest possible range of European nations. With a firm grounding in the Diversity Management literature, this research also examines how the public discourse from official representatives of the EP and CoE on the topic of European Enlargement relates to individual and collective experiences within the organisation's own workforce. The impact of European Enlargement on day-to-day workplace experiences of employees within the secretariats was explored through two studies that were sequentially linked. The first study involved semi-structured interviews with key Human Resource personnel in each organisation (n = 20). The interview data was subjected to thematic analysis and the emergent themes were used to form the basis of the questions for the second study, which consisted of 22 focus groups (n = 88). Thematic analysis was again used to analyse the data, and a matrix analysis indicated that there were differences in experiences according to employees' gender, European region of origin and level within the organizational hierarchy. There were also differences between the two organizations. A third study involved the analysis of press articles on the topic of European Enlargement written by representatives of each organization; these were selected from the same time period as the interview and focus group data collection phases. The underlying assumptions and values about European Enlargement were explored through a critical discourse analysis of these texts. Discourses identified included: a) a discourse of power and subordination in which the position of the supranational organisations is assumed to be a part of the 'natural' order; b) a discourse of difference which betrays the assumption that 'west-is-best' and that inclusion is commensurate with dissolving rather than valuing difference and c) a discourse of paternalism in which the CoE and the EU are conceptualized as 'families', with Member States positioned as offspring who need to be kept under control by their authoritarian fathers, the institutional authorities. A comparison of the way in which the discourses identified were reflected in the organizational experiences related in studies 1 and 2 revealed that there was a high degree of overlap between the external discourse and internal experiences, though some notable differences were also identified. It is clear that the findings have major organizational and individual implications. Firstly, a division in women's equality agenda is indicated; whilst Western women press for more equality initiatives and Eastern women argue for fewer, the competing needs of these two groups are not going to be simultaneously met. Secondly, competition is created between men, with Eastern men aspiring to reach the envious position enjoyed by Western men. Furthermore, the backlash against gender equality initiatives, previously seen in the UK and other western nations in the 1980s, is given a new, Eastern European voice. It is also apparent that the content of an organizations publicly available discourse may well impact on employees' experiences within that organization. This leads to the conclusion that organizations have a responsibility to explore the assumptions and values that they are consciously and unconsciously promoting, not only for the benefit of the wider public but for the wellbeing of their own employees.

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36

Lau, Sze-fei Sophia. "Government professionals and value conflicts in the civil service : a Hong Kong study /." Click to view the E-thesis via HKUTO, 1998. http://sunzi.lib.hku.hk/hkuto/record/B42128626.

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37

Kwok, Yeung Kwai-ming Hily. "A study of the adaptation of authentic materials for civil service English courses." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13553872.

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38

Chan, Wong Yan-lan Elaine. "Allowances as incentives : a study of practice in the Hong Kong civil service /." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12335204.

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39

Pang, Ka-fai. "Building an organizational culture under a trading fund operation : a case study of the land registry /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19709419.

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40

Lebeta, T. V. "An investigation into pre-service teachers mathematical behaviour in an application and modelling context." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4455_1189159771.

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The aim of this study was to investigate the hypothetical view that the use of familiar social institutions in the formulation of mathematical problems by mathematics pre-service teachers will enable them to find solutions to problems by taking meaning, context and realities of a problem into consideration. The approach to investigate this hypothetical view was to describe the mathematical behaviour of pre-service teachers in an application and modelling context. This study, therefore, described the strategies used to arrive at solutions for problems from real life situations that are familiar to the participants.

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41

Wong, Tee-vee Vivian. "A study of the ethics of Hong Kong civil servants in the transition to 1997 and beyond." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1402391X.

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42

Ho, Siu-wah Annie, and 何小華. "The evaluation of training in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964278.

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43

August, Yolande Margaret. "A study of the effectiveness of the VCT service at the NMMU." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/470.

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The students are the future economic backbone of the country and it is essential that measures are taken to reduce the number of new HIV infections in this segment of the population. Free voluntary counselling and testing for HIV was introduced at the Nelson Mandela Metropolitan University as one of the prevention strategies to curb the spread of HIV. This service has grown steadily over the years but strategies need to be formulated and implemented to improve the existing service and thereby increase the utilisation of the testing service. This treatise takes the form of an investigative survey involving literature review and a survey of all the individuals who utilised the VCT service over a three month period. The author has attempted to portray the general views and best practices of experts in the field of VCT service delivery. The identified best practices were used as an assessment tool to determine to what extent the VCT service at the NMMU complies with national and international standards. The quantification of these insights must be viewed with caution since the survey sample was relatively low due to time constraints. It has been shown that the VCT service at the NMMU largely complies with national and international standards although several recommendations have been presented for consideration.

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44

Lam, Siu-ming Sharman, and 林少明. "A study of the use of written English in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31949095.

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45

Ko, Hsang Zung, and 柯賢宗. "Civil Service Examination System of Study." Thesis, 1993. http://ndltd.ncl.edu.tw/handle/40372818725675661470.

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46

Yi-Chang, Lee, and 李易璋. "The Study of Civil Service Protection System – Taking Civil Service Protection Act as the Central." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/sghf8c.

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博士
國立臺北大學
法律學系一般生組
101
Civil service system facing 21st century challenges of the times. Since 1984 the years, from the Justices explained handle special power relations at the beginning of the executive paying attention to public servants' equity protection, especially in 1996 to develop Civil Service Protection Act committed to protect public servants' equity; and in 2003 a comprehensive amendment to the law. This legal system's efforts can promote public servants equity security system to a more enhanced, affecting the country of central and local government civil servants, for civil rights and interests of the volumes have a study on room. In this thesis, "Civil service Law" in the legal system of the Civil Service Protection theoretical and practical issues, as of this writing theme, by civil servants working for the protection of the legal system and practice based on two dimensions. To achieve the above research purposes, this article would research problems: 1. from the understanding of Japanese civil service security system of security objects, security projects, security organizations and security procedures and other aspects understand our public servants security system of the problem; 2. the analysis of the Constitution the positioning of the civil service system and the security system of the basic connotation; 3. from the civil protection system established by the constitution addressed the Civil Service Protection Law stipulates that the security objects, security projects to protect and safeguard procedures, organizational aspects, protection of the contents of the review whether proper ; 4. review the Civil Service Protection on open content practices, to clarify the practical side of the problems and Solutions; 5. proposed for our Civil Service Protection system recommendations for improvement, to serve civil legal system of strength, in order to implement the civil servants' equity guarantee.

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47

Wang, Jie-Hong, and 王傑弘. "A Study on Civil Service Protection Act." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/04818784516070565892.

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碩士
中國文化大學
政治學系
101
The 83rd Article of the Constitution stipulates matters concerning the protection of civil service are one of the main responsibilities of the Examination Yuan. In the past, Taiwan followed the Theory of Special Power Relations according to which the relationship between civil service and the state, which was identified legally as the Agency Served. As to administrative litigation, since this was not included in the civil service’s official duties and because of the asymmetry between the civil service and the state, it was unlawful for civil service to initiate administrative litigation. The problem was that Taiwan lacked an overall Civil Service Protection Act. The related provisions to safeguard public functionary rights were dispersed under such various other laws as the Civil Service Employment Act, the Merit of Performance Act, the Insurance Act, the Remuneration Act, etc. In the Postwar period, however, many countries around the world made efforts to implement the principles of Constitutional State. In Taiwan, the Grand Justices of the Judicial Yuan strove to follow this global trend in their interpretations of the law. Starting with interpretation 187, they wrote a series of interpretations that developed into a multi-principled body of interpretations that broke through and pushed aside the old Theory of Special Power Relations. The Grand Justices held that in the relationship between civil service and the state, even though legally under the Agency Served, if civil service were to suffer an adverse Administrative Adjudication, he or she should initiate Administrative Litigation. This reflected that the protection of civil service rights was increasingly being taken seriously. In 1996, this trend culminated with the passage of the “Civil Service Protection Act,” which designated the Examination Yuan as the Agency responsible to form the “Public Functionary Protection and Training Committee” and be solely responsible for managing all matters concerning the protection and training of public functionaries. Pursuant to the 2003 general reform of the Civil Service Protection Act, two channels were designated for public functionaries seeking restitution: “Deliberation Cases” and “Appeal” and “Re-appeal Cases. ” Besides upgrading the status of civil service rights, the reform provided a system for seeking relief and thus completed Taiwan’s system for seeking administrative relief. 　　The presents study divides into 1) an introduction, 2) an overview of Taiwan’s Civil Service Protection Act, with 3) comparison to the public functionary protection systems of advanced countries, 4) questions and critical discussion of Taiwan’s Civil Service Protection Act, and 5) conclusions and suggestions. This study commences from the present administrative law system, carries out analyses of selected documents and information, exxamines the series of Civil Service Protection Act and public functionaries Administrative Neutrality Act, and finally describes the importance of protecting the civil service rights and interests. Moreover, by comparing the civil service legal systems of Taiwan and the advanced countries, the study identifies ways in which to trim the excesses and fill in the shortcomings of Taiwan’s system to make it more perfect. The focus on the present study is to analyze some protection cases of the “Civil Service Protection and Training Committee” and make suggestions. Finally, the insights and perspectives derived through this study are presented in the conclusions and suggestions section.The author hopes that these insights and suggestions will one day be useful for improving the current administrative law system to make it even more complete. Indeed, it is hoped that the present study will serve as an important reference and aid when government agencies undertake future studies and reform of Civil Service Protection Act.

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48

Hui, Chiu Chiung, and 邱瓊輝. "A Study of Mainland Chinese Civil Service System." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/01546576910258080736.

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Abstract:

碩士
淡江大學
大陸研究所
87
Title of Thesis：A Study of Mainland Chinese Civil Service System Total Pages：243 Name of Institute：Graduate Institute of China Studies, Culture Education Division, Tamkang University Graduate Date：June, 1999 Degree Conferred：Master’s Degree Name of Student：Chiu Chiung Hui（邱瓊輝） Advisor：Dr. Liu San Chi Abstract Since the implementation of opening reform policies in 1979, mainland Chinese economic system has transformed from planned economy to market economy gradually. Because of the introduction of market mechanism into its political and economic environment, such as：the concept of opening, equality, competition, and so on, mainland China’s governmental personnel system must undergo a large-scale change in lifelong employment system and the character of strong obedience, in order to meet the needs of overall situation. In 1980, Deng Xiao-ping indicated to abolish the lifelong employment system of leading positions in the government. In 1987, in the 13th People’s Congress, mainland Chinese government proposed to establish a system of national government employees. In 1993, after a long-term ferment and tests, mainland Chinese government started to enforce the Provisional Regulations for Civil Servants based on which, numerous laws and regulations had been enacted. Under such circumstances, the legalization of mainland Chinese civil service system was completed. However, the content design, the practical operation, and the future development of the system still deserve detailed study. This thesis is discussing the related managerial systems of mainland Chinese civil servants; those systems are regulating the matters needing attention for a person from entering the government to leaving it. In sum, this thesis contains seven chapters. The contents of each chapter are as follows： Ch. I：Introduction This chapter introduces the research motivations, research goals, research methods＆structures, research scopes＆limitations, and term definitions. Ch. II：The Evolution of Mainland Chinese Civil Service System This chapter discusses the development, problems and reform of mainland Chinese civil service system. In addition, the character of mainland China’s governmental personnel system and the problems caused by the implementation of civil service system ate also discussed in this chapter. Ch. III：The Basic Structure of Mainland Chinese Civil Service System A personnel system can be studied through two perspectives, that is, basic structure system and practical operation system. This chapter will focus on mainland China’s 1 governmental personnel system in terms of basic structure system, including personnel classification system and personnel management agencies. Ch. IV：The Personnel Renewal of Mainland Chinese Civil Service System A government employment system includes the renewal of personnel, the maintenance of encouragement, the guarantee of uprightness, and so forth. This chapter will focus on personnel renewal systems, such as：examination, appointment/removal, training＆exchange, resignation, retirement, and so on. Ch. V：The Encouragement Maintenance System for Mainland China’s Government Employees This chapter discusses performance appraisal, rewards and disciplinary action, promotion/demotion, and salary＆well-being system. Ch. VI：The ‘Protection-Supervision’ System of Mainland China’s Government Employees This chapter discusses appeal＆accusation, challenge, and uprightness supervision. Ch. VII：Conclusion This chapter is the overall summary of this research；describing the research findings and acquaintanceship through the analysis of each chapter. The conclusion chapter also proposes some research suggestions for the reference of future researchers in this field. 2

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49

Sadananda, J. S. "The reservation in civil service in Karnataka : A study." Thesis, 1986. http://hdl.handle.net/2009/1636.

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50

Shao-Lin, Wu, and 吳紹鈴. "A Study of Neutrality of Military Officer Civil Service." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/33557957055060987891.

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