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115年 - 115 國營臺灣鐵路股份有限公司工務處_從業人員甄試試題_第 8 階-助理工程師-建築工程：建築營造與估價及建築結構系統#145953(33題)

115年 - 115 國營臺灣鐵路股份有限公司工務處_從業人員甄試試題_第 8 階-助理工程師-土木工程：結構學#145951(4題)

115年 - 115 國營臺灣鐵路股份有限公司工務處_從業人員甄試試題_第 8 階-助理工程師-土木工程：營建管理與工程材料#145948(7題)

115年 - 115 國營臺灣鐵路股份有限公司工務處從業人員甄試_第 10 階企劃研析（工程管考實務）：英文#145883(20題)

115年 - 115-3 合作金庫商業銀行_新進人員甄試試題_一般金融人員、徵授信人員、外匯人員：英文#145878(50題)

115年 - 115 中華郵政股份有限公司_職階人員職階晉升甄試試題_專業職(一)晉升營運職：國文(論文、公文與測驗)#145877(12題)

115年 - 115 國營臺灣鐵路股份有限公司工務處從業人員甄試_第 10 階-助理事務員-企劃研析（工程管考實務）：鐵路法大意（含鐵路立體化、平台建設及周邊土地開發計畫等）#145876(50題)

115年 - 115 國營臺灣鐵路股份有限公司工務處從業人員甄試_第 10 階-助理技術員-養路工程、養路工程（維修實務）：鐵路養護作業大意#145875(50題)

115年 - 115 高雄市政府教育局所屬學校_護理師及營養師聯合甄選試題：午餐業務及教育#145874(50題)

115年 - 115 國營臺灣鐵路股份有限公司工務處從業人員甄試_第 8 階-助理工程師-建築工程：建管行政及政府採購法#145873(29題)

20. Demand-pull inflation results from continually increasing the quantity of money, which leads to a continually (A)decreasing long-run aggregate supply. (B) increasing aggregate supply. (C)decreasing aggregate demand. (D)increasing aggregate demand.

19. Taking into account the upward-sloping short-run aggregate supply curve, the short-run effect of an increase in government expenditure on real GDP is that (A)real GDP increases by more in the short run than in the long run. (B) real GDP increases by the same amount in the short run as in the long run. (C)real GDP increases by less in the short run than in the long run. (D)real GDP does not change in the short run because the price level increases.

18. Suppose the price level, the money wage, and the price of all other resources rise by 10 percent. This set of changes leads to (A)an upward movement along the LAS curve. (B) a downward movement along the LAS curve. (C)an upward movement along the SAS curve. (D)a leftward shift of the LAS curve.

3. Instrument 　The instrument was pilot tested with 24 employees of area businesses before the final instrument was prepared. Revisions to improve the clarity of the items were made based on their comments. Meetings were also held with appropriate management level individuals at the company in an attempt to further determine item appropriateness. The instrument consisted of several sections. Respondents were asked to provide personal demographic information (ie age, sex, household income, job status, education level) in order to assess differences in attractiveness among the various categories. The other sections of the instrument included: reward attractiveness scale; perceived social pressure assessment; willingness to increase productivity assessment; and sales contests assessment. Perceived social pressure was measured by asking respondents to consider the person, other than themselves, who would most strongly influence their decision to select a reward option. The first question in this section began by asking respondents to indicate their primary relationship to this person. They were then asked to indicate on a 7-point scale the degree to which this person would encourage them to select each of the reward items. This item was anchored by 'strongly discourage' and 'strongly encourage'. Motivation to comply was measured by asking them to respond to the statement, 'Generally speaking, I want to do what this person thinks I should do'. Operationalizing perceived social pressure in this manner is based on past research efforts of Ajzen and Driver. To assess willingness to increase productivity, respondents were asked to assume that there is only one type of incentive reward offered at the company. For each of the rewards, they were asked to indicate on a 7-point scale anchored by 'no additional effort at all' and 'a great deal of additional effort' how much effort they would be willing to exert in order to achieve that reward. This format follows the previous work of Hastings et al. Reward attractiveness was measured in a similar fashion. Respondents were asked to rate the incentive options, which included cash, merchandise,personal vacation trips and sales conference trips, on a 7-point scale anchored by 'very unattractive' and 'very attractive'. Respondents' attitudes about the sales contests were assessed by asking them to react to several questions using a 7-point scale anchored by 'strongly disagree' and 'strongly agree'. The items were adapted from Beltramini and Evans's earlier study.

2. Methodology 　Questionnaires were mailed to a sample of employees of a major life insurance company which currently operates an incentive program. An insurance company was selected as an appropriate site for the study since the insurance industry is one of the top users of incentive travel. The incentive rewards presently being offered at the company include annual sales conference trips, cash awards and merchandise awards. Sales conferences were described on the questionnaire as 'annual trips to sales conferences'. The qualifications and the site selection for the conferences vary each year. Destinations have included Amelia Island, the Bahamas and Las Vegas. Cash awards were described as involving up to $1000 in cash and merchandise awards were described as including answering machines, calculators and cameras. These descriptions are consistent with the awards that have been given in the past. 　The company is also interested in implementing personal vacation trips, described on the questionnaire as weekend excursions or getaways to selected destinations and, thus, they were included in the questionnaire to determine their attractiveness to employees.

1. Introduction 　Understanding the intricacies of incentive travel programs has far-reaching ramifications for the travel and tourism industry. The size of the worldwide incentive travel industry is estimated at US$17 billion, with predictions that it may grow to over $50 billion by the end of the decade. "Moreover, travel rewards have a tremendous impact on every dimension of the industry, including accommodations, destinations, tour operators and travel agencies. In 1988, employers spent on average more than $1600 per incentive travel winner and an equivalent amount for the winner's spouse. Despite the importance of incentive travel to the tourism industry, there is a lack of empirical support regarding its effectiveness and attractiveness. The comparable attractiveness of the most popular incentives, which includes cash, merchandise and travel, has not been clearly established in the literature. 　Additionally, there have been limited efforts to assess empirically the contributions of contests, which are typically used to determine which employees will be rewarded. To this end, research was undertaken with a view toward ascertaining the motivational effects of contests as well as determining the attractiveness of incentives, particularly travel incentives, to employees. The influence of social pressure on the reward attractiveness was also examined. 　To summarize, there have been limited efforts to assess empirically the contributions of contests on employee motivation and productivity. The influence of various personal characteristics on the desirability of specific reward options has also not been fully examined, thereby making it difficult for managers to understand which type of employee would be most attracted to a particular incentive opportunity. 　The influence of perceived social pressure on the attractiveness of reward options also has not been fully examined. Given the above framework and the need to respond to the dearth of research in this area, the present study was undertaken with a view toward furthering our understanding of the intricacies of incentive travel programs and the contests that are used to determine award winners. Thus, the purpose of the present study was to examine the attractiveness of travel, merchandise and cash awards as incentives in the workplace. The influence of social pressure on reward attractiveness was also examined. Finally, the motivational effects of contests and respondents' willingness to increase their productivity　were evaluated.

郵局短文寫作批改線上課程

講師：台中大雅家教-睿智數學及英文家教，王瑞志老師

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高普考/公職/國考作文，高分寫作批改攻略！

講師：台中大雅家教-睿智數學及英文家教，王瑞志老師

簡介：提供高普考/公職/國考作文，高分寫作批改攻略！ #作文 #高普考作文 #寫作批改作文 #寫作批改 #線上課程

國中數學會考總複習

講師：Terry Tung

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57.有關匯票保證之規定，下列敘述何者錯誤？ (A)匯票保證人有先訴抗辯權 (B)除票據債務人外，不問何人，均得為保證人 (C)二人以上為保證時，均應連帶負責 (D)保證得就匯票金額之一部分為之

58.本票未載到期日者，下列敘述何者正確？ (A)見票後定期付款 (B)發票日起六個月之末日為到期日 (C)視為見票即付 (D)該本票無效

60.依票據法規定，本票發票人所負責任，與下列何者相同？ (A)匯票承兌人 (B)匯票發票人 (C)本票背書人 (D)匯票保證人

51.土地所有權人再出售其自用住宅，擬適用土地增值稅(一生一屋)稅率，下列何者非屬其要件？ (A)出售前持有該土地 6 年以上 (B)出售前 5 年內無供營業使用或出租 (C)土地所有權人或其配偶、直系親屬連續設有戶籍滿 6 年 (D)出售都市土地面積未超過 1.5 公畝，非都市土地面積未超過 3.5 公畝

44. The lawyer’s argument was weakened by a lack of _____ evidence. (A) adjacent (B) arbitrary (C) perishable (D) substantial

45. Her explanation was so _____ that even experts struggled to follow it. (A) abstruse (B) elementary (C) feasible (D) lucid