企業員工數位化生涯歷程檔案之構面與組成項目：使用層級分析法

Constructs and Composed Items of Career e-Portfolio for Employees in Enterprises: Using AHP Approach

10.6137/RECT.2013.106.01

張基成(Chi-Cheng Chang)；薛亦倩(Yi-Chien Hsueh)

生涯資訊系統 ； 生涯歷程檔案 ； 數位化歷程檔案 ； 組成項目 ； 構面 ； Career information system ； Career portfolio ； Composed item ； Construct ； e-Portfolio

教育傳播與科技研究

106期（2013 / 12 / 01）

1 - 21

繁體中文

數位化生涯歷程檔案在教育機構已受到廣泛的重視，但在企業界尚未引起注意。因此本研究思考如何將學校使用的數位化生涯歷程檔案導入企業界使用。第一步應該是讓企業界瞭解數位化生涯歷程檔案應該具備的內涵。因此本研究目的是確認企業員工數位化生涯歷程檔案的構面與組成項目及其權重。本研究使用修正式德菲法整合10位專家意見，先找出企業員工數位化生涯歷程檔案重要的構面與組成項目。之後再使用層級分析法計算各構面與組成項目的權重。各專家之間在兩回合修正式德菲法的一致性分別為92%與100%，具高度一致性。各構面之間一致性指標（CI）及每一構面內各組成項目之間一致性比率（CR）都小於0.1，表示構面之間及每一構面內各組成項目之間皆具一致性。最後得出六個構面，照權重依序為生涯歷程、交流回饋、生涯探索、企業資源、學習歷程、自我行銷。共33個組成項目，前三個照權重依序為績效回饋、參與重大計畫或專案、特殊貢獻。這些構面與組成項目對企業界具有極大的參考價值。

Career e-portfolios have drawn much attention from educational setting. However, enterprises have not yet payed attention on them. Therefore, this study thought about how to incorporate career e-portfolios from schools into enterprises. The first step is to let enterprises understand the contents of an employee career e-portfolio. This study aimed to identify the constructs and composed items of employee career e-portfolios in enterprises as well as their weight. The modified Delphi method was used to integrate 10 professionals' comments to find critical constructs and composed items. Then The Analytic Hierarchy Process (AHP) was used to compute their weights. The consistences between 10 professionals on two rounds of the modified Delphi method were 92% and 100%. The consistence index among the constructs and the consistence ratios among composed items in each construct were all smaller than 0.1, meaning the adequate consistences existed. Finally six constructs based on the order of the weights from high to low were career process, communication and feedback, career exploration, corporate resource, learning process and self-marketing. There were totally 33 composed items. The first three items based on the order of the weights from high to low were performance feedback, participation in important projects and special contribution.

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