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題名:美容醫學產業醫學諮詢師職能之研究
書刊名:創新研發學刊
作者:嚴惠慈詹家和吳文宗
作者(外文):Yen, Hui-tzuChan, Chia-hoWu, Wen-tsung
出版日期:2013
卷期:9:2
頁次:頁32-53
主題關鍵詞:美容醫學職能層級分析專家訪談評估準則Aesthetic medicineCompetenceAnalytic hierarchy processInterview methodEvaluation criteria
原始連結:連回原系統網址new window
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  • 共同引用共同引用:571
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美容醫學產業在人力結構及經營方式的改變下,以商業行銷導向的醫療業務-醫學諮詢師在面對專業醫療環境中須具備何種核心職能方適應此專業醫療市場,目前業界缺乏美容醫學產業醫學諮詢師職能內涵之研究。本研究期能就此項加以研究,界定出美容醫學產業醫學諮詢師職能評估準則構面,以供產官學界在美容醫學職能架構規劃之參考。本研究經由文獻探討彙整,經由5位實務經驗專家進行專家訪談,確定研究架構。採層級分析法AHP研究操作進行20份問卷分析,取得醫學諮詢師工作職能評估準則要素架構。本研究發現以靠銷售醫療業務為工作的醫學諮詢師的職能其對專業知識、動機的評估準則要素排序最大,個人特質則最小。其人格特質中外向性及勤勉審慎性權重、排序低,至於動機準則中的挑戰高薪準則權重排序最高。
In the tide of manpower structure changes in Aesthetic medicine industry market, while its employees are faced with business-oriented healthcare environment, the industry still lacks functions connotation research as to what core functions of this medical market aesthetic medicine employees should possess. This paper defines and assesses the functional dimensions of medical consultant practitioners of aesthetic medicine industry, in order to provide industry, government and academia the architecture and planning references.This study refers to well known literatures and practical experience of five domain experts through interviews in determining the research framework. Analytic Hierarchy Process (AHP) mining operations research is used to analyze 20 questionaire to obtain three individual assessment criteria job function elements architectures of medical consultant. From the evaluation criteria study, we found functional differences of these practitioners. Medical consultant heavily weigh right knowledge and motivation, while personal traits are the least demanded.
期刊論文
1.陳建宗(20130100)。美容醫學之發展與現況及未來。醫療品質雜誌,7(1),32-34。new window  延伸查詢new window
2.新北市政府經濟發展局(2012)。集結聚落實力鎖定高端生技。新北市政府產經專刊,5,2-9。  延伸查詢new window
3.McMuny, R.N.(1961)。The Mystique of Salesmanship。Harvard Business Review。  new window
4.Erika, R.(1999)。The 10 Traits of Top Sales People。Sales and marketing Management,151(8),34-37。  new window
5.Katz, R. L.(1955)。Skill of an effective administrator。Harvard Business Review,33(1),33-42。  new window
6.Hayes, J. L.(1979)。A new look at managerial competence: The AMA model of worthy performance。Management Review,68(11),2-3。  new window
7.鄧振源、曾國雄(19890700)。層級分析法(AHP)的內涵特性與應用。中國統計學報,27(7),13767-13786。new window  延伸查詢new window
8.McCrae, R. R.、Costa, P. T. Jr.、Busch, C. M.(1986)。Evaluating Comprehensiveness in personality systems: The California Q-Set and the Five-Factor Model。Journal of Personality,54(2),430-446。  new window
學位論文
1.孫宛倩(2010)。醫療產業業務人員職能模型的發展及應用(碩士論文)。銘傳大學。  延伸查詢new window
2.徐瀚爵(2010)。餐飲連鎖店店長工作職能之研究(碩士論文)。朝陽科技大學。  延伸查詢new window
3.謝正德(2008)。醫療產業業務人員職能分析之研究(碩士論文)。國立中山大學。  延伸查詢new window
圖書
1.Saaty, T. L.(1998)。The Analytic Hierarchy Process: Planning, Priority Setting, Resource Allocation。New York:McGraw-Hill International Book Co.。  new window
2.鄧振源(2012)。多準則決策分析:方法與應用。鼎茂。  延伸查詢new window
3.Spencer, L. M. Jr.、Spencer, S. M.(1993)。Competence at work: Model for superior performance。New York:John Wiley & Sons。  new window
4.Spencer, Lyle M.、Spencer, Singne M.、魏梅金(2002)。才能評鑑法--建立卓越績效的模式。台北:商周。  延伸查詢new window
其他
1.台灣工業技術研究院,http://itri.org.tw/chi/, 2013/05/19。  延伸查詢new window
2.宋奉宜部落格,http://tw.myblog.yahoo.com/doctor-ski123, 2013/03/08。  new window
3.(2013)。衛生福利部,http://www.dohpaper.tw/inside.php?type=current&cid=69&open_menu=2, 2013/07/24。  new window
4.I E K 產業情報網,http://ieknet.iek.org.tw/, 2013/05/19。  new window
5.yes123,http://www.yes123.com.tw/admin/advantage/result.asp?w_code=2_1004_0003_0011, 2013/04/08。  new window
6.Catano, V. M.(1998)。Appendix 1: Competencies: A review of the literature and bibliography, Canadian Council of Human Resources Associations,http://www.cchra-ccarh.ca/en/phaseIreport/appendix.asp。  new window
 
 
 
 
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