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研究生:孫慧君
研究生(外文):Huey-Jun Suen
論文名稱:應用模糊多準則決策於國籍民航機師關鍵職能與甄選之研究
論文名稱(外文):Application of Fuzzy Multi-criteria Decision Making on Critical Competency and Selection of Taiwanese Airline Pilots
指導教授:梁金樹梁金樹引用關係余坤東余坤東引用關係
指導教授(外文):Liang, Gin-ShuhYe, Kong-Don
學位類別:博士
校院名稱:國立臺灣海洋大學
系所名稱:航運管理學系
學門:運輸服務學門
學類:運輸管理學類
論文種類:學術論文
論文出版年:2008
畢業學年度:97
語文別:中文
論文頁數:128
中文關鍵詞:關鍵職能模糊分析層級程序法模糊多準則決策
外文關鍵詞:critical competencyfuzzy analytic hierarchy processfuzzy MCDM
相關次數:
  • 被引用被引用:6
  • 點閱點閱:622
  • 評分評分:
  • 下載下載:106
  • 收藏至我的研究室書目清單書目收藏:4
無論航空科技如何地突飛猛進,飛航駕駛員這個『人』仍是處置並解決不正常問題的最終守護者。隨著旅遊業發達與航空市場成長,使得航空人力市場面臨機師荒的問題。民航機師甄選與規劃不同於其他職務人選。培養一位駕駛員並非一蹴可幾,訓練成本更是高達千萬以上。民航機師如同某些專業人員有其特殊職能需求。瞭解民航機師的職能,給予適當的訓練,能幫助他們順遂並安全的完成每趟飛行任務。本研究目的即藉由關鍵事例的探討發掘民航機師的關鍵職能,形成機師甄選準則,並利用甄選準則建構民航機師甄選模式。

研究首先針對職能議題進行探討,經回顧相關文獻、專家意見與航空公司現行作法檢視民航機師應具職能,進一步由關鍵事例法推導出機師應具關鍵職能與甄選準則。接著以模糊分析層級程序法建構出國籍民航機師甄選模式,輔以航空公司應試機師應用與驗證該甄選模式。研究發現,國籍民航機師關鍵職能共計飛行知識、學習技巧、人格特質、求知慾與工作成就與責任感五個構面,基本飛行知識、航空新知與航空環境、飛機系統知識、飛行操作程序、氣象知識、民航法規知識、攝取知識技巧、接受訓練技巧、CRM溝通、飛行技巧、營造工作氣氛技巧、邏輯推理技巧、警覺性、穩定性、不易怒、不急躁、冷靜、守法性、守時性、勇於錯誤並改正、謙虛不自大、自我負責、職務負責、安全責任感、服務、成就、工作熱愛、對新知的渴望與求知慾望等廿九項關鍵職能變項。

此外,本文對模式所提出的關鍵職能與甄選模式本身進行驗證。在關鍵職能驗證部份,本文利用飛行操作監控系統(FOM)數據,發現兩組機師僅在邏輯推理與穩定性兩項關鍵職能上有顯著差異,且兩組機師對關鍵職能重視程度以Spearman’s等級相關進行檢定,顯示兩組機師在關鍵職能之重視程度的排序無關。至於機師甄選模式本身的驗證部份,以某航空公司實際參與機師甄選的評審委員就其甄選經驗以本模式進行對應試機師做優勢評比,對排序結果進行Spearman’s 等級相關檢定,檢定結果顯示本文所提出之甄選模式應具有實務應用之價值性。
Aviators are still the final wall to solve abnomal flight condition in advanced aviation environment. For prosperous progressive travelling and aviation market, airliners are short of pilots. Airline pilots are different from other profession. It cost at least 10 million to eduate pilot. To realize the competency of airline pilots and give proper training would help them safely accomplish each flight duty. The purpose of the research is to find critical competency of airline pilots through critical incident and formulate related pilot selection criteria. These findings are 5 groups and 29 critical competency criteria. The 5 groups are aviation knowledge, learning skills, personality, willing to learning and job accomplishment and responsibility. And 29 critical competency are made of basic knowledge, new aviation knowledge and aviation environment, aircraft system knowledge, flight operation process, metrology knowledge aviation regulation knowledge, the skill of grasping knowledge, the skill of accepting training, CRM communication, flying skill, the skill of creating work atmosphere, the skill of logic reasoning, alertness, stability, hard to getup set, no rush, calmness, obey ness, punctuality , willing to admit error and correct it, humbleness, self-responsible, duty-responsible, safety-responsible, service, accomplishment, job eager, the desire of new information and eager of knowledge.

Furthermore, the research is to verify the validty of critical competency and pilot selection model. For critical competency, by using Flight Operation Monitoring (FOM) system, logic reasoning and stability are with significantly difference in two different groups. Meanwhile, the two different groups have no different opinion of critical competency ranking after Spearman’s test. As to the pilot selection model, airliner’s management who has pilot selection screening experience is invited to give priority evaluation of applicants. With Spearman’s test, the result shows that the pilot selection model is with useful value.
謝誌 i
摘要 ii
Abstract iii
目錄 iv
表目錄 vii
圖目錄 ix

第一章 緒論 1
1.1 研究背景 1
1.2 研究動機 4
1.3 研究範圍 6
1.4 研究目的 6
1.5 研究流程 7
1.6 章節架構 9
第二章 文獻探討 10
2.1 職能相關文獻探討 10
2.1.1 職能的觀念發展、定義、重要性與應用 10
2.1.2 職能的分類、建構內容與模式 13
2.1.3 職能應用之相關研究 15
2.2 關鍵事例法相關文獻探討 16
2.3 飛行員或機師甄選之相關文獻探討 18
2.4 航空公司機師甄選現況探討 23
2.4.1 達美航空之機師甄選 24
2.4.2 大英航空之機師甄選 24
2.4.3 泰航之機師甄選 25
2.4.4 長榮航空之機師甄選 26
2.4.5 中華航空之機師甄選 28
2.5 模糊分析層級程序法相關文獻探討 31
第三章 民航機師之關鍵職能探討 35
3.1 民航機師關鍵職能之發掘 35
3.1.1 資料蒐集 35
3.1.2 資料分析 41
3.2 民航機師關鍵職能之擬定 41
第四章 研究方法 47
4.1 因素分析 47
4.2 模糊集合理論 47
4.2.1 模糊集合 47
4.2.2 三角形模糊數 48
4.2.3 語意值 50
4.2.4 三角形模糊數之排序 50
4.3 模糊分析層級程序法 51
第五章 國籍民航機師甄選模式 52
5.1 國籍民航機師甄選模式之建構程序 52
5.2 國籍民航機師甄選主準則與子準則的建立 53
5.3 國籍民航機師甄選之層級結構 58
5.4 選擇衡量各甄選主準則與子準則相對重要性以及各候選機師在其上一層甄選子準則下之優勢評比尺度 59
5.5 求解各階層甄選主準則與子準則之權重 60
5.6 求解各候選機師在其上一層甄選子準則下之優勢評比值 61
5.7 求解賦予權重後之各候選機師的綜合優勢評比值 61
5.8 排序各候選機師之優劣,並選出最理想機師 63
第六章 國籍民航機師甄選模式之應用與驗證 64
6.1 國籍民航機師甄選模式之應用 64
6.1.1 成立機師甄選委員會 64
6.1.2 國籍民航機師甄選主準則與子準則 64
6.1.3 機師候選人應試與層級結構圖 64
6.1.4 評估尺度 65
6.1.5 求解甄選主準則與子準則之權重 65
6.1.6 求解並計算賦予權重後各應試機師的綜合優勢評比值 68
6.1.7 排序各應試機師並選出最適機師 75
6.2 國籍民航機師甄選模式之驗證 76
6.2.1 關鍵職能變項驗證 76
6.2.2 民航機師甄選模式驗證 81
第七章 結論與建議 84
7.1 結論 84
7.2 建議 87
參考文獻 88
附錄一 民航業界關鍵職能面談提問 95
附錄二 國籍民航機師關鍵職能調查問卷 98
附錄三 國籍民航機師AHP評選之問卷 100
附錄四 國籍民航機師甄選會時排序與任職後依本文所提模式之優勢評估 114
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4. http://www.delta.com/, Delta airlines.
5. http://www.evaair.com/, EVA air flight crew recruiting.
6. www.gordonconsulting.se, Airline Pilot Screening and Selection-The Role of Aviation Psychology in the Recruitment of Pilots, Hans Gordon, Nov. 2003.
7. http://www.nato.int/, North Atlantic Treaty Organization.
8. http://www.boeing.com/, Statistical Summary, May, 2005.
9. www.pilotanted.com/, Pilot Wanted- The Carrier Pilot Job Report Newsletter, Nov 1997.
10. www.britishairwaysjobs.com, BA Recruitment-Sponsored Pilot Training Scheme Eligibility.
11. www.thaiops.com/, THAI PILOT SELECTION.
12. www.evaair.com/, 長榮航空人才招募-飛航人員。
13. www.china-airlines.com/, 中華航空人才招募-飛航人員。
14. www.prospects.ac.uk, AGCAS OCCUPATIONAL PROFILE.
15. www.gordonconsulting.se, Airline Pilot Screening and Selection-The Role of Aviation Psychology in the Recruitment of Pilots, Hans Gordon, Nov. 2003.
16. www.defence.gov.au/ , Australian Defence Force Pilot Selection Agency- Selection Process .
17. www.crewcompetence.com/ , Pilot Selection.
18. http://aviation-safety.net/index.php, 航空安全網。
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