[{"data":1,"prerenderedAt":48},["ShallowReactive",2],{"q-sw-107-1-social-work-management-036":3},{"subject":4,"subjectSlug":5,"subjectFullName":4,"question":6,"related":23},"社會工作管理","social-work-management",{"id":7,"webId":8,"year":9,"session":10,"subject":4,"legacy":11,"number":12,"stem":13,"options":14,"answer":19,"answerNote":20,"images":21,"lawTimestamp":9,"explanation":22,"freq":10},"sw-107-1-社會工作管理-036","sw-107-1-social-work-management-036",107,1,true,36,"下列有關員工薪資制度設計主要目的之描述，何者錯誤？",{"A":15,"B":16,"C":17,"D":18},"激勵員工賣力工作，並實踐組織的使命與目標","吸引高品質的人力資源投入組織","作為員工同僚考核與交叉考核的基礎","留住優秀的現職員工","C",null,[],"本題考點是員工薪資制度設計的主要目的。依人力資源管理理論,薪資(報償)制度的三大功能是:吸引高品質人力投入組織(B)、激勵員工努力工作以實踐組織使命與目標(A)、留住優秀的現職員工(D),即「吸引、激勵、留任」。C 所述「作為員工同僚考核與交叉考核的基礎」並非薪資制度的目的:因果方向恰好相反,是績效考核結果作為薪資調整的依據,而非薪資作為考核的基礎;且同僚互評屬於績效評估方法(如 360 度回饋)的範疇,與薪資制度設計目的無關,故 C 為錯誤敘述,是本題答案。",[24,28,32,36,40,44],{"webId":25,"stem":26,"number":27,"year":9,"session":10},"sw-107-1-social-work-management-035","機構發生重大違規事件，危機處理之後已到達復原階段。下列管理者或主事者應該呈現態度的描述，何者比較不適當？",35,{"webId":29,"stem":30,"number":31,"year":9,"session":10},"sw-107-1-social-work-management-037","兒少福利服務中心為拓展兒少服務人數，因而增加外展服務的次數與晚間的服務時間。試問該中心調整的比較傾向是行銷組合中的那一要項？",37,{"webId":33,"stem":34,"number":35,"year":9,"session":10},"sw-107-1-social-work-management-034","社會服務機構經常面對危機發生與處理，有關危機的敘述，何者正確？",34,{"webId":37,"stem":38,"number":39,"year":9,"session":10},"sw-107-1-social-work-management-038","當某非營利組織行政主管在會議中報告：今年度的服務單位成本遠高於預算編列時的概算。試問此行政主管的說法比較偏向下列那一種組織績效評估的觀點？",38,{"webId":41,"stem":42,"number":43,"year":9,"session":10},"sw-107-1-social-work-management-033","下列團體或組織間衝突型式的描述，何者錯誤？",33,{"webId":45,"stem":46,"number":47,"year":9,"session":10},"sw-107-1-social-work-management-039","下列有關平衡計分卡（Balanced Scorecard）的描述，何者錯誤？",39,1787299237427]