以競合關係為導向的選才模式

Co-competition based Recruitment Approach

陸定邦(Ding-Bang Luh) ； 呂佳珍(Chia-Chen Lu)

《設計學報》 17卷1期 (2012/03) Pp. 1-24

https://doi.org/10.6381/JD.201203.0002

摘要

隨設計實務複雜度提升，團隊合作成為設計實務的普遍現象，突顯領導者的重要性。領導力是團隊成功的重要競爭能力，因此設計領導能力須加探究。本研究發展一套適用於設計系的選才模式，用以發掘具設計領導能力之學生。針對設計系的選才需求，透過相關文獻整理與分析，建立設計領導才能之四項核心構面，分別為創造力、溝通表達、設計熱忱及領導行為，共包含二十八項評量指標。歷經二次流程演練及二次前測，確認最終評估項目、評量指標、衡量尺度及選才流程，並提出COBRA（CO-competition Based Recruitment Approach）模式。經個案學校20位申請入學生的實證結果，所提模式中的十個評估項目，有七項具有良好的內部一致性與建構效度，可提供設計學系做為選才機制的基礎與參考。

關鍵字

設計領導行為 ； 創造力 ； 設計熱忱 ； 溝通表達

並列摘要

Team work turns into a phenomenon when design practice gets more and more complex. Team formation highlights the role of a leader. Leadership is an important competitive ability in team work, and therefore design leadership needs further discussion. The main goal of this paper is to develop a model for selecting talent in order to find a student having design leadership. 8ased on a Iiterature review and the needs of talent selection in design school, the four central components for design leadership which included 28 criteria in total were constructed namely Creativity, lnterpersonal Communication, Design Passion and Leadership Behavior. This study proposed a COBRA model (CO-competition Based Recruitment Approach) which stood on the two pre-planning procedures and the two pretests to confirm the evaluative exercises, criteria, scales and processes. The empirical results were based on twenty students who admitted by application in this case school and the results showed that seven out of the ten evaluative exercises proposed in this model have good reliability and construct validity. These results provide a basis for the selected mechanism of design school.

並列關鍵字

Design Leadership ； Creativity ； lnterpersonal Communication ； Passion

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