[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-114-2-social-work-management-006":3},{"subject":4,"subjectSlug":5,"subjectFullName":4,"question":6,"related":24},"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":23},"sw-114-2-社會工作管理-006","sw-114-2-social-work-management-006",114,2,true,6,"有關激勵的公平理論（equity theory）的敘述，下列何者錯誤？",{"A":15,"B":16,"C":17,"D":18},"強調管理者在激勵員工時，激勵的程序要符合公平原則","員工會比較投入與報酬之間的關係，並比較所得的「淨值」","若員工覺得該淨值與其他員工所獲得的是相等的，便會有公平的感覺，反之就會有不公平的感覺","若員工感覺不公平，就會產生「認知失調」，離職是唯一的選擇","D",null,[],"本題考點是激勵的公平理論（equity theory）。D 選項稱員工感覺不公平就會產生認知失調、『離職是唯一的選擇』，此敘述錯誤，故選 D；依 Adams 公平理論，員工知覺不公平時可採多種方式恢復平衡，如調整自身投入或產出、改變比較對象、認知上重新評估，或要求調整報酬，離職只是最後手段之一而非唯一選擇。A 強調激勵程序須符合公平原則，B 指員工比較投入與報酬的關係與淨值，C 指淨值相等即感公平、反之則不公平，均為公平理論的正確內涵。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-114-2-social-work-management-005","依據決策者的理性程度可將決策分為不同類型。若社會工作者在對個案提供服務時，採取下列何種決策類型可能容易出現「情感轉移」的現象？",5,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-114-2-social-work-management-007","組織依規章、程序來規範組織運作與員工行為的程度多寡，係屬下列何種組織結構的構面？",7,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-114-2-social-work-management-004","有關領導理論的敘述，下列何者錯誤？",4,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-114-2-social-work-management-008","有關參與管理的敘述，下列何者錯誤？",8,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-114-2-social-work-management-003","有關轉換型領導（transformational leadership）的敘述，下列何者錯誤？",3,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-114-2-social-work-management-009","組織之間依發動者職位會有所謂的「橫向溝通」，下列何者不屬於橫向溝通的功能？",9,1787299256592]