臺灣博碩士論文加值系統

摘要
因為台灣工業與經濟的發展以及服務業的興起，大部分的人都不願意去從事3D(危險、吃力、骯髒)產業，這也造成3D產業缺乏勞工，使得政府必須引進外勞來解決這個問題，因此對企業來說外勞仲介公司就成了合法引進的重要管道，而仲介業務人員則扮演著一個替雙方溝通的腳色，所以業務人員的工作職能會直接影響到工作的表現。
本研究主要探討的是仲介業務人員的工作職能，因此研究的對象為業務部門的資深業務人員或高階人員，本研究共發了43份問卷，問卷對象則是以台中就業服務商業同業公會及台北就業服務商業同業公會中的會員為主。
本研究是採用AHP(層級分析法)來建立層級架構以及專家決策系統來進行統計運算。
結果顯示在第一層主要的因素排名為專業知識、個人特質、能力、技能。第二層的前五名則是法律知識、情緒穩定性、開放的學習性、管理能力、親和力。第三層的前十名則是就業服務法、抗壓性、人際機靈、勞基法、自我管理、同理心、責任感、客戶服務、外勞引進相關程序。建議在招募員工方面可以以專業知識為第一階段的門檻，在第二階段則以能力及人格特質做為遴選的門檻。

ABSTRACT
Due to the industrial and economic development in Taiwan and the rise of service industry, most of people are unwilling to join the 3D (Dangerous, Demanding and Dirty) industry. Because it caused a serious lack of labor in 3D industry, the government has to introduce foreign labors to solve the problems. Many companies expect the foreign labors due to their lower wages. Thus, labor agencies become the important broker for companies to introduce the legal foreign labors. The salesmen act as an important communicator between foreign labor agencies and enterprises, although the competency of personnel influences the job performance indirectly.
The study aims to discuss the competency of the foreign labor business salesmen. Therefore, the research subjects are senior salesmen or direct supervisors or the managers of the foreign labors agency business department. 43 participants who work in the sizable and systematical Foreign Labors Agencies are recruited to answer the questionnaire. The companies which are chosen by the study are the members of the Taichung Employment Service Association and Taipei Employment Service Association.
The research adopts Analytical Hierarchical Process (AHP) to structure the framework and use EXPERT CHOICE to calculate the weights and priorities of each factor.
The results reported that the rank of main criteria is professional knowledge, other personal characteristics, ability and skill. The top five of overall weight of sub-criteria are law knowledge, neuroticism, openness to experience, management and agreeableness. The top ten of overall weights of tertiary criteria are Employment Service Act, stress tolerance, self-confidence, independence, Labor Standards Act, self-management, consideration, responsibility, enthusiasm of customer service and relevant procedural of introducing foreign labors. Most of criteria of top five and top ten belong to the cluster of professional knowledge, ability and other personal characteristics. For recruiting the suitable salesmen for foreign labor agencies, the professional knowledge should be the threshold in the first stage; furthermore, the ability and other personal characteristics of those salesmen who pass the first stage should be examined in the second stage.

CONTENTS
ABSTRACT I
TABLE OF CONTENTS V
LIST OF TABLES VII
LIST OF FIGURES IX
CHAPTER Ⅰ INTRODUCTION ..................................1
Background................................................1
Research Questions and Purposes...........................4
Research Scope............................................5
Research procedures.......................................5
CHAPTER Ⅱ LITERATURE REVIEW..............................7
Definition of Foreign Labors..............................7
Foreign Labors Management.................................8
The Brokerage System pertaining to Foreign Labors........15
Competency Requirements of sales Agent...................18
General Competency .......................................23
CHAPTER Ⅲ METHODOLOGY...................................29
Survey design............................................29
Interview ................................................32
The Amendatory Framework.................................33
The methods of analyzing data............................38
CHAPTER IV DATA ANALYSIS................................39
Sample Data Analysis.....................................39
AHP Analysis.............................................41
Summary of Finding .......................................53
CHAPTER V CONCLUSION.....................................56
The Purpose and Findings of the study....................56
Limitations of the study.................................60
Suggestions for the further research .....................61
REFERENCES...............................................62
APPENDIXES...............................................72
LIST OF TABLES
Table 1-1 The Number of Foreign Workers in Taiwan.........3
Table 2-1 Dimensions of competence.......................28
Table 4-1 Summarization of questionnaire response rate...40
Table 4-2 Demographics of the Sample.....................41
Table 4-3 Pairwise comparison matrix of the main criteria with respect to Goal.....................................42
Table 4-4 Pairwise comparison matrix of the sub-criteria with respect to Professional Knowledge...................43
Table 4-5 Pairwise comparison matrix of the sub-criteria with respect to Ability..................................43
Table 4-6 Pairwise comparison matrix of the sub-criteria with respect to Skill....................................44
Table 4-7 Pairwise comparison matrix of the sub-criteria with respect to Other personal characteristics...........44
Table 4-8 Pairwise comparison matrix of the tertiary criteria with respect to law knowledge...................45
Table 4-9 Pairwise comparison matrix of the tertiary criteria with respect to cross-culture knowledge.........46
Table 4-10 Pairwise comparison matrix of the tertiary criteria with respect to apply and analyze of market information..............................................47
Table 4-11 Pairwise comparison matrix of the tertiary criteria with respect to career guidance and assistance..47
Table 4-12 Pairwise comparison matrix of the tertiary criteria with respect to management......................48
Table 4-13 Pairwise comparison matrix of the tertiary criteria with respect to basic ability...................48
Table 4-14 Pairwise comparison matrix of the tertiary criteria with respect to technical skill.................49
Table 4-15 Pairwise comparison matrix of the tertiary criteria with respect to human skill.....................50
Table 4-16 Pairwise comparison matrix of the tertiary criteria with respect to agreeableness...................50
Table 4-17 Pairwise comparison matrix of the tertiary criteria with respect to extraversion....................51
Table 4-18 Pairwise comparison matrix of the tertiary criteria with respect to openness to experience..........51
Table 4-19 Pairwise comparison matrix of the tertiary criteria with respect to conscientiousness...............52
Table 4-20 Pairwise comparison matrix of the tertiary criteria with respect to neuroticism.....................52
Table 4-21 Synthesizing to obtain the final results......55
LIST OF FIGURES
Figure 1-1 Research Procedures............................6
Figure 2-1 The Iceberg Model.............................27
Figure 3-1 The competence pre-framework of the study.....36
Figure 3-2 The amendatory Competence framework of the study....................................................37

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