臺灣博碩士論文加值系統

醫事放射師的排班問題為一多目標規劃問題。本研究的研究目的是為了求得適當的醫事放射師人數，並在滿足政府法規、醫院規定和護理人員偏好等限制下產生班表。醫事放射師的排班是採用一個星期七天，每天三班，每班8小時的輪班制。本研究不僅有相關規定之硬限制(舉例：政府法規)，也加入軟限制(舉例：護理人員偏好)，讓這個複雜的排班問題可以更加靈活且實用。
本研究的研究方法是利用模糊理論，求出班表適合的醫事放射師人數；其次，建立醫事放射師的多目標排班問題；最後，採用層級分析法，計算多目標權重，並利用ILOG軟體求出最佳解。目標式為0時，表示有不違反軟限制之解；目標式大於0時，則表示有至少違反一個軟性限制之解。此外，本研究在醫事放射師的人數進行敏感度分析，結果證明醫院能夠確定可行的醫事放射師人數，並取得班表。本研究最後進行情境分析，探討加入休假限制對醫事放射師班表的影響，結果發現增加休假限制可以產生一個更公平的醫事放射師班表。

The radiologist scheduling problem is a multi-objective and complicated problem. The purpose of this research is to obtain an appropriate number of radiologists, and assign their monthly schedule which satisfies the government regulations, hospital regulations, and the radiologists’ preference. The radiologists of the Emergency Room have eight hour a shift, three shifts a day,and seven days a week. This research considers not only hard constraints (i.e., government regulation), but also soft constraints (i.e., radiologists’ preference). Hence, the formulated radiologist scheduling problem becomes more flexible and practical.
The methodology of this research is to use the fuzzy theory to obtain the appropriate radiologists, construct a multi-objective radiologist scheduling problem, and apply the analytic hierarchy process (AHP) to determine the weight of objectives. This study adopts the ILOG software to solve this proposed problem. If the optimal solution is zero, it means that there is no violation against soft constraints. Otherwise, there is at least one violation against soft constraints.
Further, this research performs the sensitivity analysis for the number of radiologists. The findings show that hospitals can determine the feasible number of radiologists and obtain their monthly schedule. This study performs the scenario analysis to explore the impact of the vacation constraint on the radiologist schedule. The outcomes show that adding the vacation constraint can generate a fairer radiologist schedule.

目錄
摘要 I
Abstract II
誌謝 III
圖目錄 VI
表目錄 VII
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 2
1.3 研究範圍 3
1.4 論文章節概要與架構 3
第二章 文獻探討 5
2.1　模糊理論 5
2.2.1　AHP法的定義 6
2.2.2AHP法的層級與要素 7
2.2.3　如何構建層級的關係 7
2.2.4　層級結構化的要點 8
2.2.5　AHP的評估尺度 9
2.2.6　AHP的一致性檢定 9
2.2.7　AHP的排班應用 10
2.3　近年排班問題發展 10
2.4　勞動基準法 12
第三章　研究方法 14
3.1　研究問題定義 14
3.2　研究流程 14
3.3　fuzzy參數設定 17
3.4　整數規劃參數設定 20
3.5　AHP 法的進行步驟 24
3.6　AHP 的運算方法 26
第四章分析與討論 29
4.1　個案醫院背景 29
4.2　排班人數 30
4.3　AHP 問卷調查 31
4.4　AHP 權重 31
4.5　ILOG 班表 32
4.6　敏感度分析 33
4.6.1　醫事放射師人數刪減 33
4.6.2　醫事放射師人數增加 34
4.7　情境分析 34
4.7.1　增加休假限制 35
4.7.2　增加約班限制 35
4.7.3 變更目標式 36
4.8　管理意涵 36
4.9　小結 38
第五章　結論與未來研究方向 39
5.1 研究結論 39
5.2 研究限制 40
5.3 未來研究 40
參考文獻 42

圖目錄
圖1.1 研究架構圖 4
圖2.1 標準歸屬度函數種類 5
圖2.2 AHP 層級結構圖 8
圖3.1 研究流程圖 16
圖3.2 fuzzy 歸屬函數圖 17
圖3.3 輕鬆之歸屬函數圖 17
圖3.4 適中之歸屬函數圖 18
圖3.5 不輕鬆之歸屬函數圖 18

表目錄
表2.1 AHP 評估尺度說明表 9
表2.2 隨機指數R.I.值 10
表3.1 fuzzy歸屬函數表 19
表3.2 隨機指數R.I.值 28

參考文獻
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