| dc.contributor.advisor | 韓志翔 | zh_TW |
| dc.contributor.author (作者) | 游添榮 | zh_TW |
| dc.creator (作者) | 游添榮 | zh_TW |
| dc.date (日期) | 2005 | en_US |
| dc.date.accessioned | 18-九月-2009 14:42:03 (UTC+8) | - |
| dc.date.available | 18-九月-2009 14:42:03 (UTC+8) | - |
| dc.date.issued (上傳時間) | 18-九月-2009 14:42:03 (UTC+8) | - |
| dc.identifier (其他 識別碼) | G0089932067 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/35307 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 經營管理碩士學程(EMBA) | zh_TW |
| dc.description (描述) | 89932067 | zh_TW |
| dc.description (描述) | 94 | zh_TW |
| dc.description.abstract (摘要) | 隨著交通及資訊科技的迅速發展，不僅商品交易的過程可在極短的時間內傳送至世界各個角落 ，也加速實體商品在國際間流通的速度，許多不能移動的生產資源也都可以在各地自由流通，因此各國的經濟也朝向國際化、全球化及自由化發展，在國際化經營過程中，由於企業派往海外工作人員隨之增加，如何有效進行國際化人力資源管理成為重要工作，如何進行海外工作人員的選派亦成為企業必需面對的重要課題 ．在企業進行國際化經營之際，由於派往海外工作人員經常會被指派一些重要的職位，因此如何降低外派的失敗率，必需從外派人員的評選階段減少錯誤做起．特別是外派人員的發展策略，常涉及員工個人、家庭、企業組織間互動過程及相關情境因素影響，也造成了複雜性．過去雖有文獻探討外派人員的失敗原因、甄選準則，但鮮少分別從主管及員工不同角度，探討企業進行海外派遣發展策略所考慮因素(準則)重要程度排序及評估各項因素(準則)相對於不同派遣地區之重要程度．本研究擬由相關文獻進行次級資料蒐集，並以台灣某家電子產業之上市公司為實證對象，進行以下之研究：一、 藉由整理相關文獻、問卷調查，整合不同群體意見，建立一套兼具功效性、客觀性、週延性及整體性的企業海外人力派遣評估因素之層級評估架構．二、 利用層級分析法(Analysis Hierarchy Process, AHP)的層級概念與特徵向量法來分析，求得主管、員工不同群體及整體對於評估準則之權重值大小，建立權重體系．三、 結合模糊多評準決策法(Fuzzy Multiple Criteria Decision Marketing, FMCDM)，請受訪群體針對不同的派遣地區，導出各項評估因素(準則)相對於不同派遣地區之重要程度並據以排序，以作為企業進行海外人力派遣評選作業方案之評估． | zh_TW |
| dc.description.tableofcontents | 致謝辭 1中文摘要 2英文摘要 3目 錄 4表 目 錄 7圖 目 錄 8第一章 緒論 9第一節 研究背景 9第二節 研究動機與目的 9第三節 研究流程 11第四節 章節結構 12第二章 文獻探討 13第一節 海外派遺人員的定義與類型 13第二節 影響員工願意前往海外工作的因素 14第三節 海外派遺人員評選因素 18第四節 影響海外派遺之關鍵因素 22 第三章 研究方法 25第一節 層級分析法 26第二節 建立層級架構 29第三節 評估準則權重的決定 30第四節 共識度（變異係數）分析 33第五節 模糊理論 33第六節 模糊多評準決策 36第七節 資料分析工具 38第八節 問卷設計 38第九節 資料蒐集與研究對象 39第四章 資料分析結果 41第一節 受訪者基本資料分析 41第二節 企業海外人力派遣策略評估準則權重之建立 42第三節 企業海外人力派遣策略評估因素受訪者共識度(變異係數) 分析 48第四節 企業海外人力派遣策略評估因素績效評估 50第五章 結論與建議 52 第一節 研究結論與發現 52第二節 理論與實務的涵意 53第三節 研究限制 54第四節 後續研究建議 55 參考文獻 56附錄一：企業海外人力派遣方案評估考量因素(評估準則)問卷調查表 62附錄二：企業海外人力派遣評選方案評估問卷調查表 64附錄三 : 企業海外人力派遣評選準則權重 73附錄四 : 非主管績效值 Fuzzy Performance - Staff 78 主管績效值 Fuzzy Performance – Manager 81 全體績效值 Fuzzy Performance – Whole 84附錄五 : 非主管綜合效用值 Fuzzy Synthetic Values - Staff 87 主管綜合效用值 Fuzzy Synthetic Values - Manager 90 全體綜合效用值 Fuzzy Synthetic Values – Whole 93 表目錄1.表2-1-1 海外派遣人員定義彙整 132.表2-3-1 影響企業海外人力派遣評選因素彙總 213.表2-4-1 影響企業海外人力派遣成敗之關鍵因素彙整 244.表3-3-1 AHP方法要素間評估尺度說明 305.表4-1-1 評估準則問卷受訪專家統計表 416.表4-1-2 評估準則權重及策略方案績效表現值問卷發放及回收統計 427.表4-2-1 受訪者對於各成對比較矩陣之C.I.值 438.表4-2-2 企業海外人力派遣策略評估因素之權重表 449.表4-2-3 主要考慮層面之權重表 4510.表4-2-4 評估準則之權重表 4611.表4-3-1 受訪者共識度（變異係數）統計表 4812.表4-4-1 各群體對各地區之模糊綜合效用BNP值統計表 50 圖目錄1. 圖1-3-1 研究流程圖 112. 圖3-1-1 AHP法流程圖 283. 圖3-2-1 評估模型之階層體系 294. 圖3-5-1 三角模糊函數之隸屬函數 345. 圖3-5-2 五等級語意變數之隸屬函數圖 35 | zh_TW |
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| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0089932067 | en_US |
| dc.subject (關鍵詞) | 海外人力派遣 | zh_TW |
| dc.title (題名) | 模糊多評準決策應用於海外人力派遣評選之研究 | zh_TW |
| dc.type (資料類型) | thesis | en |
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