工程技術顧問業員工海外派遣意願之規則探勘

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林佳正(Jia-Zheng Lin) 查詢紙本館藏

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營建管理研究所

論文名稱

工程技術顧問業員工海外派遣意願之規則探勘
(Prediction rules of the employees’ expatriation willingness for engineering consulting companies)

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摘要(中)

近年來國內大型工程逐漸飽和，走向國際儼然成為工程技術顧問業重要的發展方向。隨海外案量之增加，海外派遣人力需求亦隨之大增，然各公司卻面臨多數員工外派意願低落之況狀。過往研究指出，合適之外派人選將是海外專案成功關鍵，其中員工外派意願影響甚鉅，故本研究欲建立員工海外派遣意願之預測規則，協助企業了解員工考量並快速篩選合適外派人選。本文透過文獻回顧與專家訪談初步確立22項影響因素，並以具代表性之大型工程技術顧問公司之員工作為問卷發放對象，共發放1000份問卷並回收486份問卷，其中413份為有效問卷。
本研究利用約略集理論分析影響員工外派意願之重要因素，萃取出外派孤寂感、孩童照顧責任、具吸引力之回任方案等六項核心影響因子以及九項中等影響因子，而後本研究將出現率大於50%的10項因子視為具有顯著影響變數，並納入5項人口屬性作為員工外派意願之預測因子，共計15項分類變數，並以員工之外派意願做為決策變數，透過決策樹演算法建構工程顧問業員工外派意願之預測規則。分析結果顯示，拒絕外派規則共7條以及接受外派規則5條。透過預測規則可快速篩選有意願的外派人選後再進行面談，不僅節省時間也能降低搜尋成本。此外，本研究進一步發現，員工重視孤寂感程度以及員工婚姻狀態可做為企業判斷員工外派意願之快速指標。

摘要(英)

The objective of this research is to identify and classify the factors affecting the expatriation willingness (EW) of engineering consulting company employees. Thirteen EW impact factors are summarized from the literature review and divided into four categories. From the collected factors and expert interviews, 22 impact factors are obtained and divided into eight categories, with the exception of demographic variables. A survey aiming at the top five engineering consulting companies is carried out. Out of a total of 1,000 questionnaires sent out, 41.3% valid responses are returned. The statistical analysis shows that the survey is reliable and one of the 22 factors is removed. The rough set theory (RST) is utilized to classify these factors into three classes based on the impact level. The conclusions provide practitioners with six core impact factors, nine medium impact factors and six Insignificant Impact factors on employees’ EW. Among them 15 factors are set as the inputs to establish prediction rules.

This paper describes the use of the recently developed SOM-based Optimization (SOMO) algorithm to determine the optimal parameter settings for a neurofuzzy classifier for dealing with a practical expatriation willingness (EW) problem. The results show that the SOMO neurofuzzy classifier yields 6 determination rules, one for positive EW and the rest for negative EW. Loneliness and marital status are the most significant attributes for deciding on personal EW for international projects. They both have high coverage and accuracy rates greater than 80%. Compared with C5.0 algorithm, we conclude that the proposed model apparently outpaces the C5.0 algorithm in terms of accuracy and coverage. SOMO is effective and efficient for optimizing parameter selection.

關鍵字(中)

★ 外派意願
★ 約略集理論
★ SFNN演算法
★ C5.0演算法
★ 分類規則

關鍵字(英)

★ expatriation willingness
★ rough set
★ SFNN
★ C5.0 algorithm
★ prediction rules

論文目次

摘要 i
ABSTRACT ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vii
第一章緒論 1
1.1 研究背景 1
1.2 研究動機 2
1.3 研究目的 4
1.4 研究範圍與限制 4
1.5 研究流程與步驟 5
第二章文獻回顧 8
2.1 海外派遣之定義與類型 8
2.2 外派意願影響因素 12
2.2.1 人口屬性(Demographic variables)對外派意願之影響 12
2.1.2 家庭系統因素 17
2.1.3 企業外派政策 19
2.1.4 外派區域環境因素 25
2.3 約略集理論之相關回顧 25
2.3.1 約略集理論之優缺點 26
2.3.2 約略集之相關研究與應用 27
2.4 決策樹演算法之相關回顧 28
第三章研究方法 34
3.1約略集演算法架構 36
3.1.1 資訊系統與決策表 36
3.1.2 相等關係 38
3.1.3 近似空間 39
3.1.4 近似集合之準確率 40
3.1.5 簡化集合 (Reducts) 42
3.2 SFNN演算法之發展 44
3.2.1 多維矩形複合式類神經(HRCNN)網路架構 45
3.2.2 模糊化規則 48
3.2.3 自我組織特徵映射圖之優化演算法(SOMO ) 51
3.3 專家訪談 58
3.4 問卷設計與資料蒐集 62
3.5 基本資料分析 64
3.6 問卷題目設計適宜性分析與信度分析 67
第四章人口屬性變項對外派意願之差異分析 71
4.1 性別之差異分析 72
4.2 年齡層之差異分析 73
4.3 教育程度之差異分析 75
4.4 婚姻狀態之差異分析 77
4.5 海外生活經驗之差異分析 78
4.6 討論 80
第五章辨識員工外派意願之關鍵因素 83
5.1 約略集理論萃取重要影響因素 83
5.2 多元迴歸分析萃取重要影響因子 88
5.3 多元迴歸分析與約略集理論之因子萃取比較 91
5.4 討論 94
第六章員工國際派遣意願分類規則之建立 96
6.1 運用C5.0決策數演算法建立員工外派意願之分類規則 97
6.1.1 資料說明 97
6.1.2 C5.0演算法參數說明與設定 98
6.1.3 員工外派意願之分類規則 100
6.1.4 討論 103
6.2 運用SFNN演算法建立員工外派意願之預測規則 106
6.3 討論 108
第七章結論與建議 109
7.1 研究結論 109
7.2 研究建議與管理策略 112

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指導教授

陳介豪(Jieh-Haur Chen)

審核日期

2014-7-8

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