臺灣博碩士論文加值系統

「先找對人」是個非常簡單的想法，然而，卻是一件不容易做到的事次在評鑑人格
特質時，所考量的範圍通常是多方面的，也就是說須同時考量多重特質，且不易
量化。所以，如何建立一評鑑模式，來輔助主管來評估適當之面試者，實為一重
要課題。
本研究收集業界資深主管與人員的觀點來瞭解徵選測試人員的考量，透過五
大人格特質，再經由模糊層級分析法計算不同觀點的差異來評估對於該職位所需
的特質，進而發現適合的人才給予適當職位來協助公司。
在經過專家們腦力激盪後以及在整個層級分析法結構中，經過評分比較後以
具備適應力、主動性以及壓力承受，為考量測試工程師時的三項依據，本研究並
依此結果提出結論和建議。謹以此研究提供給學子，教育單位和業界三方做為參
考依據。

“Finding the right person” is easier said than done. There are numerous considerations regarding to the evaluation of personality traits as well as multiple characteristics. Therefore, establishing an evaluation model to assist managers for quick and reliable interviews turns out to be an important topic.

By collecting viewpoints from senior managers and leaders, we practice the five personality traits and utilize Fuzzy AHP method to calculate the differences of valuable viewpoints to assess the qualities required for potential engineers, and then assign fitting positions to each individual.

After the brainstorming from experts in the industry and the established structure of the entire analytic hierarchy, we extract three reliable items, i.e., adaptability, initiatives and pressure endurance as the basic recommendations and considerations for testing engineers. I would like to contribute this study as a reference for students, educational institutions and work force.

書名頁. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
論文口試委員審定書. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii
授權書. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iii
中文摘要. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iv
英文摘要. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v
誌謝. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vi
目錄. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vii
表目錄. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . x
圖目錄. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . xii
一、緒論. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
1.1 研究背景與動機. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
1.2 研究目的. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
1.3 研究方法與步驟. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
二、文獻探討. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
2.1 人格特質. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
2.2 工作績效. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
2.3 人格特質與工作績效. . . . . . . . . . . . . . . . . . . . . . . . . . . 8
三、研究方法. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
3.1 層級分析法(Analytical Hierarchy Process, AHP) . . . . . . . . . . . . 11
3.1.1 目的與假設. . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
3.1.2 層級與要素. . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
3.1.3 相依與獨立. . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
3.1.4 評估尺度. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
3.2 模糊理論(Fuzzy Theory) . . . . . . . . . . . . . . . . . . . . . . . . 13
3.2.1 模糊集合(Fuzzy Set) . . . . . . . . . . . . . . . . . . . . . . . 14
3.2.2 模糊數(Fuzzy Number) . . . . . . . . . . . . . . . . . . . . . 14
3.2.3 模糊數運算. . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
3.2.4 解模糊化(Defuzzification) . . . . . . . . . . . . . . . . . . . . 16
3.2.5 語意變數(Linguistic variable) . . . . . . . . . . . . . . . . . . 16
3.3 模糊層級分析法(Fuzzy AHP) . . . . . . . . . . . . . . . . . . . . . . 17
四、研究結果分析. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
4.1 研究架構. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
4.2 問卷設計與發放對象. . . . . . . . . . . . . . . . . . . . . . . . . . . 23
4.3 問卷結果分析. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
4.3.1 構面分析結果. . . . . . . . . . . . . . . . . . . . . . . . . . . 24
4.3.2 準則分析結果. . . . . . . . . . . . . . . . . . . . . . . . . . . 25
4.3.3 構面模糊權重結果. . . . . . . . . . . . . . . . . . . . . . . . 26
4.3.4 準則區域模糊權重結果. . . . . . . . . . . . . . . . . . . . . . 26
4.3.5 全域模糊權重結果. . . . . . . . . . . . . . . . . . . . . . . . 29
五、結論與建議. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
5.1 結論. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
5.2 建議. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
參考文獻. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
附錄一：問卷. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

[1] R. Koch, The 80/20 Revolution: Why the Creative Individual, Not the
Corporation Or Capital, is King: how You Can Create and Capture
Wealth and Wellbeing. Nicholas Brealey, 2002.
[2] 司運善, “企業核心人才能力與核心競爭力,” 企業活力月刊, no. 1, pp. 26–27,民國93年.
[3] J. Holland, Making vocational choices: A theory of vocational personalities
and work environments. Psychological Assessment Resources, 1997.
[4] L. A. P. et al., Personality: Theory and Research (9th Edition). John Wiley &; Sons, 2004.
[5] G. Allport and H. Odbert, “Trait-names: A psycho-lexical study.,” Psycholog-ical monographs, vol. 47, no. 1, p. i, 1936.
[6] W. Chaplin, O. John, and L. Goldberg, “Conceptions of states and traits: Dimensional attributes with ideals as prototypes.,” Journal of Personality and Social Psychology, vol. 54, no. 4, p. 541, 1988.
[7] L. Goldberg, “An alternative” description of personality”: The big-five factor structure.,” Journal of Personality and Social Psychology; Journal of Person-
ality and Social Psychology, vol. 59, no. 6, p. 1216, 1990.
[8] R. McCrae and P. Costa Jr, “Rotation to maximize the construct validity of factors in the neo personality inventory,” Multivariate Behavioral Research,vol. 24, no. 1, pp. 107–124, 1989.
[9] 項黛娜, “ERM 導入應用於新進人員任用指標之建置-以員工個人特質為探討重點並以臺灣T公司為實證,” 南亞技術學院資管系教專研, 民國98年.
[10] R. Gatewood and H. Field, “Human Resources Selection, 5th,” USA, Mike Roche, 2001.
[11] L. Byars and L. Rue, Human Resource Management 3/E. McGraw Hill, 2006.
[12] 余雅屏, “人格特質、自我導向學習以及工作績效之相關性研究,” 國立中山大學人力資源管理研究碩士論文, 民國91年.
[13] 鄭臻妹, “內外控人格特質、工作特性及工作績效之分析研究-以台灣高科技產業員工為例,” 國立中央大學人力資源研究所碩士論文, 民國89年.
[14] J. Kane and E. Lawler, “Performance appraisal effectiveness: Its assessment and determinants,” Research in organizational behavior, vol. 1, pp. 425–478,1979.
[15] J. Campbell, “Modeling the performance prediction problem in industrial and organizational psychology,” Chicago: Consulting Psychologists press, 1990.
[16] W. Borman and S. Motowidlo, “Expanding the criterion domain to include elements of contextual performance,” Personnel selection in organizations, vol. 71,p. 98, 1993.
[17] L. Byars and L. Rue, Human resource and personnel management. RD Irwin,1984.
[18] S. Jex, Stress and job performance: Theory, research, and implications for managerial practice. Sage Publications Ltd, 1998.
[19] 蘇義祥, “中華電信專戶服務部門領導型態與工作績效關係之研究:服務人員特質及成熟度的調節作用,” 國立中山大學企業管理研究所碩士論文, 民國87年.
[20] J. R. e. a. Schermerhorn, Managing organizational behavior (6th Ed.). John Wiley &; Sons, Inc., 2000.
[21] 房冠寶, “人格特質與工作績效的關聯性研究-以證券業後勤行政人員為例,” 國立台灣科技大學管理研究所碩士論文, 民國88年.
[22] 徐蓉芬, “研發人員人格特質與工作績效關係之研究—以某高科技公司為例,”國立中央大學人力資源管理研究所碩士論文, 民國93年.
[23] M. Barrick and M. Mount, “The big five personality dimensions and job performance: a meta-analysis,” Personnel psychology, vol. 44, no. 1, pp. 1–26,1991.
[24] R. Tett, D. Jackson, and M. Rothstein, “Personality measures as predictors of job performance: a meta-analytic review,” Personnel psychology, vol. 44, no. 4,pp. 703–742, 1991.
[25] M. Friedman and R. Rosenman, “Type A and your heart,” New York: Knoph,1974.
[26] R. Abush and E. Burkhead, “Job stress in midlife working women: Relationships among personality type, job characteristics, and job tension.,” Journal of
counseling psychology, vol. 31, no. 1, p. 36, 1984.
[27] R. Gatewood, H. Feild, and M. Barrick, Human resource selection. South-Western Pub, 2010.
[28] D. Day and S. Silverman, “Personality and job performance: Evidence of incremental validity,” Personnel Psychology, vol. 42, no. 1, pp. 25–36, 1989.
[29] 蔡維奇, 招募策略—精挑細選之戰術，人力資源管理的12堂課. 天下遠見出版股份有限公司，台北, 民國89年.
[30] S. Lievens, S.&;Bruchon, “Recruitment in europe : Studies and practices,” Psy-chologie et Psychom’etrie, vol. 12, pp. 7–71, 1991.
[31] G. Neuman and J. Wright, “Team effectiveness: Beyond skills and cognitive ability.,” Journal of Applied Psychology, vol. 84, no. 3, p. 376, 1999.
[32] E. Cabrera and A. Cabrera, “Fostering knowledge sharing through people management practices,” The International Journal of Human Resource Manage-
ment, vol. 16, no. 5, pp. 720–735, 2005.
[33] E. Buttner, N. Gryskiewicz, and S. Hidore, “The relationship between styles of creativity and managerial skills assessment,” British Journal of Management,
vol. 10, no. 3, pp. 228–238, 1999.
[34] C. Wong and K. Law, “The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study,” The Leadership
Quarterly, vol. 13, no. 3, pp. 243–274, 2002.
[35] M. Fagan, “The influence of creative style and climate on software development team creativity: An exploratory study,” Journal of Computer Information Systems, vol. 44, no. 3, 2004.
[36] A. Roe, The making of a scientist. Dodd, Mead, 1953.
[37] D. Mackinnon, “Personality and the realization of creative potential.,” American Psychologist, vol. 20, no. 4, p. 273, 1965.
[38] G. Feist, “A meta-analysis of personality in scientific and artistic creativity,”Personality and Social Psychology Review, vol. 2, no. 4, pp. 290–309, 1998.
[39] 賈馥茗, 英才教育. 台灣開明書店，台北, 民國65年.
[40] R. Keller, “A cross-nation validation study toward the development of a selection battery for research and development professional employees,” IEEE
Transactions on Engineering Management, vol. 34, no. 4, pp. 162–165, 1984.
[41] T. Saaty and M. Takizawa, “Dependence and independence: From linear hierarchies
to nonlinear networks,” European Journal of Operational Research, vol. 26, no. 2, pp. 229–237, 1986.
[42] L. Zadeh, “Fuzzy sets,” Information and control, vol. 8, no. 3, pp. 338–353, 1965.
[43] 蘇木春，張孝德, 機器學習：類神經網路、模糊系統以及基因演算法則. 全華圖書，新北市, 民國93年.
[44] D. DuBois and H. Prade, Fuzzy sets and systems: theory and applications,vol. 144. Academic Pr, 1980.
[45] W. Pedrycz, “Why triangular membership functions?,” Fuzzy sets and Systems, vol. 64, no. 1, pp. 21–30, 1994.
[46] A. Keufmann and M. Gupta, “Introduction to fuzzy arithmetic: Theory and application,” NY: Van Nostrand Reinhold, 1991.
[47] R. Zhao and R. Govind, “Algebraic characteristics of extended fuzzy numbers,”Information Sciences, vol. 54, no. 1-2, pp. 103–130, 1991.
[48] S. Tsaur, G. Tzeng, and G. Wang, “The application of ahp and fuzzy mcdmon the evaluation study of tourist risk,” Annals of Tourism Research, vol. 24,no. 4, pp. 796–812, 1997.
[49] M. Tang and G. Tzeng, “A hierarchy fuzzy mcdm method for studying electronic marketing strategies in the information service industry.,” Journal of
International Information Management, vol. 8, no. 1, pp. 1–22, 1999.
[50] L. Zadeh, “The concept of a linguistic variable and its application to approximate reasoning, part1,” Information sciences, vol. 8, no. 3, pp. 199–249, 1975.
[51] L. Zadeh, “The concept of a linguistic variable and its application to approximate reasoning, part 2,” Information sciences, vol. 8, no. 3, pp. 301–357, 1975.
[52] L. Zadeh, “The concept of a linguistic variable and its application to approximate reasoning: Part 3,” Information science, vol. 9, pp. 43–80, 1975.
[53] 劉仁智, “多評準則決策─分析層級程序法尺度之研究,” 國防管理學院資源管理研究所碩士論文, 民國82年.
[54] M. Abdi, “Fuzzy multi-criteria decision model for evaluating reconfigurable machines,” International Journal of Production Economics, vol. 117, no. 1,pp. 1–15, 2009.
[55] M. Dagdeviren, I. Y‥uksel, andM. Kurt, “A fuzzy analytic network process (ANP) model to identify faulty behavior risk (fbr) in work system,” Safety Science,
vol. 46, no. 5, pp. 771–783, 2008.
[56] 曾國雄，謝嘉鴻，黃明居, “模糊AHP 與非加法型模糊積分法於工程承包廠商評選之研究,” 科技管理學刊, vol. 12, no. 1, pp. 29–54, 2007.
[57] 楊佳純, “使用模糊網路分析程序法評估部落格之服務品質,” 中原大學企業管理學系碩士論文, 民國97年.
[58] 徐銘澤, “使用灰關聯分析改善模糊成對比較矩陣不可接受之一致性,” 中原大學企業管理研究所碩士論文, 民國98年.
[59] T. L. Saaty, The Analytic Hierarchy Process. McGraw-Hill New York, 1980.
[60] P. Van Laarhoven and W. Pedrycz, “A fuzzy extension of saaty’s priority theory,”
Fuzzy sets and Systems, vol. 11, no. 3, pp. 229–241, 1983.
[61] J. J. Buckley, “Fuzzy hierarchy analysis,” Fuzzy sets and Systems, vol. 17,pp. 233–247, 1985.
[62] 徐瑋婷, “台電公司保全事業自辦或分包策略評估之研究,” 華梵大學工業工程與經營資訊學系碩士班碩士論文, 民國93年.
[63] R. Csutora and J. Buckley, “Fuzzy hierarchical analysis: the lambda-max method,” Fuzzy sets and Systems, vol. 120, no. 2, pp. 181–195, 2001.