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| 題 名 | 運動管理視角下裁判的組織管理與人力資源效能評估:以全國性空手道錦標賽裁判運作為例=Organizational Management and Human Resource Performance Evaluation of Referees from a Sport Management Perspective: A Case Study of National Karate Championships |
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| 作 者 | 葉明兆; 陳建成; | 書刊名 | 文創產業經營管理論叢 |
| 卷 期 | 2:1 2025.06[民114.06] |
| 頁 次 | 頁97-127 |
| 分類號 | 528.916 |
| 關鍵詞 | 空手道裁判; 人力資源規劃; 組織效能管理; 運動治理; Karate referees; Human resource planning; Organizational performance management; Sports governance; |
| 語 文 | 中文(Chinese) |
| DOI | 10.30182/CCIMR.202506_2(1).0004 |
| 中文摘要 | 本研究探討空手道賽事裁判的人力資源管理(human resource management, HRM)與素質評估,並從運動管理的視角分析裁判配置與專業發展的挑戰。隨著運動賽會規模擴大,裁判的公正性與專業素養對比賽公平性與觀賞價值至關重要。然而,我國空手道裁判面臨人力不足、年齡偏高、晉升意願等問題,容易影響裁判品質與比賽管理。本研究透過參與觀察與半結構式訪談,分析空手道裁判的現況與培訓制度,並評估人力資源配置與效能管理的關鍵因素。研究結果顯示,以往裁判晉升制度門檻高,考取A級裁判需時8至10年,加上裁判多數非專職,難以長期投入。此外,裁判高齡化問題嚴重,2019年98位A級裁判平均年齡49.39歲;截至2025年4月,120位A級裁判平均年齡仍為49歲,考驗裁判執法體能與反應能力。訪談發現,裁判招募困難的主因包括報酬偏低、使個人本業的晉升路徑受限、賽事日程與本業衝突,以及缺乏對年輕裁判的激勵機制。本研究建議透過提升裁判培訓系統化程度、調整晉升門檻、提供經濟補助與國際進修機會級邀請外籍裁判交流,並建立更完善的裁判績效評估機制,以強化人力資源管理,確保裁判素質與比賽公正性。未來可進一步探討裁判管理與組織運作的最佳化策略,以提升空手道競技賽事的專業標準與國際競爭力。 |
| 英文摘要 | This study investigates the human resource management (HRM) practices and competency assessment mechanisms concerning referees in Taiwanese karate competitions, with a focus on the challenges of workforce allocation and professional development within a rapidly expanding sport event environment. The impartiality and professional standards upheld by referees are pivotal to maintaining both competitive fairness and audience engagement. However, karate refereeing in Taiwan faces enduring challenges, including manpower shortages, an aging officiating workforce, and limited incentives for career advancement-factors that have the potential to affect officiating quality and event management effectivenes. Through a combination of participant observation and semi-structured interviews, this research identifies critical issues such as the prolonged promotion process-requiring approximately 8 to 10 years to attain A-level certification-and an average A-level referee age of 49, raising concerns regarding physical capability and officiating responsiveness. The study further reveals that recruitment difficulties stem from insufficient financial incentives, conflicting schedules with primary employment, and a lack of targeted development programs for younger referees. In response, this paper advocates for the systematization of referee training, recalibration of promotion criteria, enhancement of financial support and international professional exchange opportunities, and the establishment of a structured performance appraisal system. These recommendations aim to strengthen HRM practices, safeguard officiating standards, and support the sustainable development of karate competitions within both national and international arenas. |
本系統中英文摘要資訊取自各篇刊載內容。