(3.236.118.225) 您好!臺灣時間:2021/05/16 10:31
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

: 
twitterline
研究生:江俊錝
研究生(外文):CHIANG, CHUN-TSUNG
論文名稱:應用模糊多評準決策評選舞台燈光音響視訊產業工程人員
論文名稱(外文):Applying Fuzzy Multi-criteria Decision Making Method to Select the Stage Lighting and Sound/Video Engineer
指導教授:陳耀竹陳耀竹引用關係張桂綸張桂綸引用關係
指導教授(外文):Chen, Yaw-ChuChang, Kuei-Lun
口試委員:梁金樹陳耀竹張桂綸
口試委員(外文):Liang, Gin-ShuhChen, Yaw-ChuChang, Kuei-Lun
口試日期:2017-05-21
學位類別:碩士
校院名稱:銘傳大學
系所名稱:新媒體暨傳播管理學系碩士在職專班
學門:傳播學門
學類:圖文傳播學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:79
中文關鍵詞:人員評選工程人員舞台燈光音響視訊產業模糊多評準決策職能
外文關鍵詞:personnel selectionengineerstage lighting and sound/video industryfuzzy multi-criteria decision makingcompetency
相關次數:
  • 被引用被引用:3
  • 點閱點閱:411
  • 評分評分:
  • 下載下載:7
  • 收藏至我的研究室書目清單書目收藏:0
摘要
隨著科技的發展及媒介的多元化,舞台燈光音響視訊產業使用電腦的機會非常廣泛,現今年輕人的基礎越來越好,但因為此產業需要用到大量的勞力,年輕人接受度不高,該產業工程人員開始面臨老化及電腦使用能力越來越低,開始注重工程人員的重要性,然而如何找到值得投資與長期經營的工程人員,以往常淪於個人主觀意識及經驗判斷,本研究應用模糊理論為舞台燈光音響視訊產業發展一套工程人員的評選模式。
首先根據文獻和訪問舞台燈光音響視訊產業主管,整理歸納出評選工程人員之2個準則與9個次準則,2個準則分別為潛在職能及外顯職能,而9個次準則為主動積極、應變能力、工作態度、問題解決能力、團隊合作、客戶服務、配合度、專業知識、專業能力,進而建立舞台燈光音響視訊產業評選工程人員之層級結構,再藉由配對比較決定準則權重,以語言變數轉換三角形模糊數的模糊多評準演算法則進行運算,針對次準則之重要性與方案滿足次準則之滿意度進行評分,最後進行層級整合得到綜合評價,再運用Chen模糊數排序法,求出最佳的工程人員。

關鍵詞:人員評選、工程人員、舞台燈光音響視訊產業、模糊多評準決策、職能

Abstract
With the advancement in technology and the various media for information available, the use of computers has become a common practice in the stage lighting and sound/video industry. Eventhough the youth of today has an increasingly solid foundation in technology and foreign languages, they lack the interest in this industry since it requires a large amount of manual labor. As a result, the industry is facing an aging problem among its engineers as well as a reduction in computer literacy. Therefore, one should focus on the importance of engineers. So, how does one find an engineer worth investing and managing long term? In the past, criteria for evaluation of engineers is often based on personal opinions and experiences. Needless to say, such method lacks objectivity. Using fuzzy theory, the current study aims to develop objective criteria of evaluation to be used in the stage lighting and sound/video industry.

First, by utilizing literature review and interviewing conducted to managers within the industry, this study obtains 2 criteria and 9 sub-criteria for selecting candidates. Two criteria are potential and explicit, nine sub-criteria are active, resilience, attitude, problem, teamwork, service, coordination degree, professional knowledge, and professional competency. Pairwise comparison is used to determine the weight of the criteria. Scores are given to evaluate the importance of the sub-criteria and the satisfaction rating for candidate in regards to the sub-criteria. A comprehensive evaluation can then be obtained through the integration of all levels. Lastly, Chen’s ranking method is applied to determine the most suitable candidate.

Keywords: personnel selection, engineer, stage lighting and sound/video industry, fuzzy multi-criteria decision making, competency.

目錄
頁次
摘要..............................................................................................i Abstract.........................................................................................ii
誌謝詞...........................................................................................iii
目錄..............................................................................................iv
表目錄............................................................................................vi
圖目錄............................................................................................vii
第壹章 緒論.........................................................................................1
第一節 研究背景與動機.................................................................................1
第二節 研究目的......................................................................................3
第三節 研究範圍......................................................................................4
第四節 研究流程......................................................................................5
第貳章 文獻探討......................................................................................6
第一節 聲音、光、視覺影像之定義.........................................................................6
第二節 舞台燈光音響視訊產業............................................................................14
第三節 舞台燈光音響視訊的種類與內容.....................................................................16
第四節 職能的定義....................................................................................23
第五節 人員評選的定義.................................................................................28
第參章 研究方法......................................................................................30
第一節 決策觀念性結構.................................................................................30
第二節 資料分析法....................................................................................31
第肆章 研究結果......................................................................................40
第一節 評選層級結構之建構..............................................................................40
第二節 個案應用......................................................................................44
第伍章 結論與建議.....................................................................................52
第一節 結論..........................................................................................52
第二節 建議..........................................................................................54
參考文獻.............................................................................................55
附錄.................................................................................................63
表目錄
頁次
表2.5-1人員評選文獻....................................................................................29
表3.2-1配對比較法的評估尺度與意義.........................................................................31
表3.2-2語言值與三角形模糊數對照尺度.......................................................................36
表4.1-1樣本敘述說明.....................................................................................41
表4.1-2次準則操作型定義與說明.............................................................................42
表4.1-2次準則操作型定義與說明(續) ........................................................................43
表4.2-1準則與次準則.....................................................................................45
表4.2-2第一位決策者(D1)對評選準則之配對比較................................................................46
表4.2-3第二位決策者(D2)對評選準則之配對比較................................................................46
表4.2-4第三位決策者(D3)對評選準則之配對比較................................................................46
表4.2-5各決策者對評選準則之權重...........................................................................46
表4.2-6各評選準則之模糊權重..............................................................................47
表4.2-7第一位決策者(D1)評估方案對次準則之適合度與各次準則權重…................................................48
表4.2-8第二位決策者(D2)評估方案對次準則之適合度與各次準則權重…................................................49
表4.2-9第三位決策者(D3)評估方案對次準則之適合度與各次準則權重…................................................50
表4.2-10各應徵者在第二層評選次準則下之模糊適合指數...........................................................50
表4.2-11各應徵者之模糊綜合評價............................................................................51
表4.2-12各應徵者之排序值.................................................................................51
圖目錄
頁次
圖1.4-1 研究流程........................................................................................5
圖2.1-1 聲音的傳播......................................................................................7
圖2.1-2 人耳的構造......................................................................................7
圖2.1-3 音叉的振動波形...................................................................................8
圖2.1-4 不同振幅的波形...................................................................................9
圖2.1-5 音色的形成......................................................................................9
圖2.1-6 可見光光譜.....................................................................................10
圖2.1-7 編碼帶產生的數位影像用...........................................................................11
圖2.1-8 穿孔帶產生的數位影像.............................................................................12
圖2.1-9 由15個調色設備傳遞的圖片..........................................................................12
圖2.1-10數位影像表式的座標規定............................................................................13
圖2.3-1 數位混音器......................................................................................16
圖2.3-2 擴大機.........................................................................................17
圖2.3-3 CD播放器.......................................................................................17
圖2.3-4 麥克風.........................................................................................17
圖2.3-5 喇叭...........................................................................................17
圖2.3-6 燈光控制器......................................................................................18
圖2.3-7訊號隔離分配器....................................................................................18
圖2.3-8調光器...........................................................................................19
圖2.3-9 傳統燈具........................................................................................19
圖2.3-10 LED燈具.......................................................................................19
圖2.3-11電腦燈..........................................................................................20
圖2.3-12影像切換器.......................................................................................21
圖2.3-13 DVD播放器......................................................................................21
圖2.3-14 LED燈珠顯視器...................................................................................21
圖2.3-15 LED液晶電視.....................................................................................22
圖2.3-16投影機...........................................................................................22
圖2.4-1 冰山模型表示職能特性...............................................................................26
圖3.1-1本研究之決策觀念性架構..............................................................................30
圖3.2-1一個三角形模糊數B = (c, a, b)的隸屬函數..............................................................33
圖3.2-2語言變數「抗壓能力」的階層結構........................................................................34
圖4.1-1舞台燈光音響視訊產業工程人員評選之層級結構..............................................................41
圖4.2-1舞台燈光音響視訊產業個案公司評選工程人員之層級結構.......................................................44



丁志達(2010)。招募管理(二版)。新北市:揚智文化。
王明臣(2009)。調音與調光實用教程。北京:人民郵電出版社。
王姿潔(2007)。建構以職能為基礎之工程專業人員評選模式。國立中山大學人力資源管理研究所碩士在職專班碩士論文。
吳偉圖(2009)。企業與學生雙向模糊評選之媒合模式。國立勤益科技大學流通管理系碩士論文。
吳繼祥(2004)。我國特勤人員甄選、訓練與成效評選制度改革芻形之研究。私立銘傳大學傳播管理學系碩士在職專班碩士論文。
李耀東(2013)。應用模糊多評準決策於有線電視系統台評選業務人員。私立銘傳大學傳播管理學系碩士在職專班碩士論文。
汪芷瑋(2009)。1999 專線客服人員職能內涵之研究。國立台灣師範大學工業科技教育學系碩士論文。
邱采薇(2009)。應用德菲法與層級分析法建立商業電視台新聞主播評選模式。私立世新大學傳播管理學系碩士論文。
林文政、楊尊恩(2004)。職能模式在企業中實施之現況調查。中華人力資源管理協會學術與出版委員會,2004 人力資源管理年鑑,100-117。
林秀琴、黃士滔(2013)。應用灰色EAM 於網絡分析法探討半導體業界對工管人才於工業工程職務評選。商業現代化學凼,7(1),129-154。
林佳姿、鄭延勛(2013)。主題樂園管理人才評選之模糊決策模式研究。海洋休閒管理學凼,8,20-39。
洪榮昭(1997)。「能力轉換滾石生苔否?」。尌業與訓練,15(2),59。
高子欽(2003)。魅力客服:客服中心的人員管理(初版)。台北市:台灣培生教育。
高碧霞(2015)。有線電視多系統經營商客戶服務代表評選之研究。私立銘傳大學傳播管理學系碩士在職專班碩士論文。
陳立翔(2013)。可應用於舞台表演之互動多媒體系統。國立台灣大學資訊工程學研究所碩士論文。
陳仕凱(2014)。基於音樂氛圍的舞台燈光自動化調控模式。國立成凾大學規劃與設計學院工業設計學系碩士論文。
陳坤鍾(2011)。應用德菲法與層級分析法建構海外行腳節目主持人評選模式。私立世新大學傳播管理學系碩士論文。
陳耀竹(1994)。一個模糊多評準決策方法之建構及其應用。國立交通大學管理科學研究所博士論文。
陸定邦、林群超(2005)。台灣設計和應用藝術教育於專業知識與技能之供需調查及研究。設計學報,10(2),89-104。
張育瑄、葉俊賢(2014)。以多準則決策法探討服務業新聘人員之評選標準。危機管理學凼,11(2),33-38。
畢威寧(2014)。TOPSIS 結合AHP 法建立大學優良導師評選模式。聯大學報,11(2),191-204。
莊敏瀅(2004)。以核心職能為本之線上甄選系統之發展—以某汽車製造公司為例。國立中央大學人力資源管理研究所碩士論文。
莊雅婷(2002)。光學影像之重建與分離。國立成凾大學物理系碩士論文。
莊麗靜(2010)。應用層級分析法於旅遊從業人員評選。私立中原大學資訊管理研究所碩士論文。
曾儒聰(2016)。評選有線電視系統台門市人員。私立銘傳大學新媒體暨傳播管理學系碩士在職專班碩士論文。
葉子明、劉旺松(2013)。應用決策實驗室分析法探討高科技產業短期派遣人員甄選關鍵決策因素。管理實務與理論研究,7(3),33-58。
鄧振源、曾國雄(1989)。層級分析法(AHP)的內涵特性與應用(上)。中國統計學報,27(6),5-22。
蔡明春、張曉佩、鍾尚彣(2005)。積體電路產業主管對不同職務員工職能重視程度之研究。中華管理學報,2,53-61。
劉絮彤(2014)。投影影像在台灣戲劇舞台中的角色與呈現。國立台北市立大學視覺藝術學系碩士論文。
謝錦祥(2013)。舞台燈光音響產業提升競爭優勢之策略管理分析‐以毅豐電器實業有限公司為例。私立朝陽科技大學企業管理系高階產業經營碩士在職專班碩士論文。
Abdel-Kader, M. G., Dugdale, D., & Taylor, P. (1998). Investment decisions in advanced manufacturing technology. England: Ashgate Publishing Company.
Akhlaghi, E. (2011). A rough-set based approach to design an expert system for personnel selection. International Journal of Mechanical, Aerospace, Industrial,Mechatronic and Manufacturing Engineering, 5(6), 999-1002.
Ballı, S., & Korukoğlu, S. (2014). Development of a fuzzy decision support framework for complex multi-attribute decision problems: A case study for the selection of skilful basketball players. Expert Systems, 31, 56-69.
Boyatzis, R. E. (1982). The competent manager: A model of effective performance. New York: John Wiley & Sons.
Byham, W. C., & Moyer, R. P. (1996). Using competencies to build a successful organization. Washington: Development Dimensions International, Inc. Campbell, D. J.
Chang, P. L., & Chen, Y. C. (1994). A fuzzy multi-criteria decision making method for technology transfer strategy selection in biotechnology. Fuzzy Sets and Systems, 63(2), 131-139.
Chen, L. S., & Cheng , C. H. (2005). Selecting IS personnel use fuzzy GDSS based on metric distance method. European Journal of Operational Research 160, 803-820.
Chen, S. H. (1985). Ranking fuzzy numbers with maximizing set and minimizing set. Fuzzy Sets and Systems, 17, 113-129.
Chen, S. J., & Hwang, C. L. (1992). Fuzzy multiple attribute decision making: Methods and applications. New York: Springer-Verlag.
Chen, Y. C. (2002). An application of fuzzy set theory to the external performance evaluation distribution centers in logistics. Soft Computing, 6(1), 64-70.
Dadelo, S., Turskis, Z., Zavadskas, E. K., & Dadeliene, R. (2013). Integrated multi-criteria decision making model based on wisdom-of-crowds principle for
selection of the group of elite security guards. Archives of Budo, 9(2), 135-147.
Dadelo, S., Turskis, Z., Zavadskas, E. K., & Dadeliene, R. (2014). Multi-criteria assessment and ranking system of sport team formation based on objective-measured values of criteria set. Expert Systems with Applications, 41, 6106–6113.
Dağdeviren, M. (2010). A hybrid multi-criteria decision-making model for personnel selection in manufacturing systems. Journal of Intelligent Manufacturing, 4, 451-460.
Derouen, C., & Kleiner, B. H. (1994). New developments in employee training. Work Study, 43(2), 13-16.
Dubois. D., & Prade, H. (1978). Operations on fuzzy numbers. International Journal of Systems Science, 9(6), 613-626.
Hadad, Y., Keren, B., & Laslo, Z. (2013). A decision-making support system module for project manager selection according to past performance. International Journal of Project Management, 31, 532-541.
Güngör, Z., Serhadlioğlu, G., & Kesen, S. E. (2009). A fuzzy AHP approach to personnel selection problem. Applied Soft Computing, 9, 641-646.
Kabak, M. (2013). A fuzzy DEMATEL-ANP based multi criteria decision making approach for personnel selection. Journal of Multiple-Valued Logic and Soft Computing, 20, 571-593.
Kim, K., & Park, K. (1990). Ranking fuzzy numbers with index of optimism. Fuzzy Sets and Systems, 35, 143-150.
Klir, G. J., Wang, Z., & Harmanec, D. (1997). Constructing fuzzy measures in expert Systems. Fuzzy Sets and Systems, 92(2), 251-264.
Ledford, G. E. Jr. (1995). Pay for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review, 27(4), 55-62.
Lin, H. T. (2010). Personnel selection using analytic network process and fuzzy data envelopment analysis approaches. Computers & Industrial Engineering, 59, 937-944.
Lucia, A. D., & Lepsinger, R. (1999). The art and science of competency models. San Francisco: Jossey-Bass.
Mammadova, M., Jabrayilova, Z., & Mammadzada, F. (2015). Fuzzy Multicriterial Methods for the Selection of IT-Professionals. International Journal of Intelligent Systems and Applications in Engineering, 40, 40-45.
McClelland, D. C. (1973). Testing for competence rather than for intelligence. American Psychologist, 28(1), 1-24.
McClough, A. C., & Rogelberg, S. G. (2003). Selection in teams: An exploration of the teamwork knowledge, skills, and ability test. International Journal of
Selection and Assessment, 11(1), 56-66.
McFarlane, M. D. (1972). Digital picture fifty years ago. Proceedings of the IEEE, 60 (7), 768-770.
Özdemir, A. (2013). A two-phase multi criteria dynamic programming approach for personnel selection process. Problems and Perspectives in Management, 2(11), 98-108.
Powers, J. M. (1999). An examination of communication competencies for telephone and internet customer service representatives. St. John Fisher College School of Adult and Graduate Education for the Degree of Master of Science.
Rouyendegh, B. D., & Erkan, T. E. (2013). An application of the fuzzy ELECTRE method for academic staff selection. Human Factors and Ergonomics in Manufacturing & Service Industries, 23, 107-115.
Saaty, T. L. (1980). The analytic hierarchy process. New York: McGraw-Hill.
Spencer, L., & Spencer, M. (1993). Competence at work: Models for superior performance. Hoboken: John Wiley & Sons Inc.
Taha, H. A. (1997). Operations research(6thed.). New York: Prentice Hall.
Woodruffe, C. (1991). Competent by any other name. Personnel Management, 23, 30-33.
Zadeh, L. A. (1965). Fuzzy sets. Information and Control, 8, 338-353.
Zadeh, L. A. (1975a). The concept of a linguistic variable and its application to approximate reasoning. Information Sciences, 8(I), 199-249.
Zadeh, L. A. (1975b). The concept of a linguistic variable and its application to approximate reasoning. Information Sciences, 8(II), 301-357.
Zadeh, L. A. (1976). The concept of a linguistic variable and its application to approximate reasoning. Information Sciences, 9(III), 43-80.
Zimmermann, H. J. (1996). Fuzzy set theory and its applications(3rded.). Boston: Dordre.
雅江光電(2016)。2016 年11 月1 日,取自:http://www.yajiang.cn/en/product/n387.html.
聯建光電(2016)。2016 年11 月1 日,取自:http://www.lcjh.com/Case/201661511371652190.html.
Allen & Heath (2016). Retrieved October 5, 2016, from http://www.allen-heath.com/dlive-intro/.
Avolites (2016a). Retrieved October 5, 2016, from https://www.avolites.com/products/lighting/sapphire-touch.
Avolites (2016). Retrieved October 5, 2016, from https://www.avolites.com/products/network/rack-splitter.
ClayPaky (2016). Retrieved October 5, 2016, from http://www.claypaky.it/en/products/alpha-profile-1500.
Eaw (2016). Retrieved October 5, 2016, from http://eaw.com/portfolio_page/kf650z/.
Epson (2016). Retrieved October 5, 2016, from http://www.epson.com.tw/Projectors/V11H509054/Tech-Specs.
Etc (2016). Retrieved October 5, 2016, from https://www.etcconnect.com/Products/Power-Controls/Racks-and-Panels/SmartPack/Portable-Packs.aspx.
Extron (2016). Retrieved October 5, 2016, from http://www.extron.com/product/product.aspx?id=iss506&s=5.
Musicworld (2016). Retrieved October 5, 2016, from http://www.musicworld.bg/en/m_1220000/i_3081/DTS_Lighting_PAR_64 PCLASSIC.html.
Pioneer (2016). Retrieved October 5, 2016, from http://www.pioneer-twn.com.tw/p1-product_detail.asp?Pid=140015.
Powersoft (2016). Retrieved October 5, 2016, from http://www.powersoft-audio.com/en/touring/x-series#series.
Samsung (2016). Retrieved October 5, 2016, from http://www.samsung.com/tw/tvs/finder/.
Sennheiser (2016). Retrieved October 5, 2016, from http://en-de.sennheiser.com/wireless-vocal-microphones-condenser-voice-live-performance-ew-500-965-g3.
Tascan (2016). Retrieved October 5, 2016, from http://tascam.com/product/cd-200/.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關點閱論文