Journal of Digital Convergence (디지털융복합연구)

The Society of Digital Policy and Management (한국디지털정책학회)
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Group Decision Making for New Professor Selection Using Fuzzy TOPSIS

퍼지 TOPSIS를 이용한 신임교수선택을 위한 집단의사결정

  • Kim, Ki-Yoon (Dept. of Business Administration, Kwangwoon University) ;
  • Yang, Dong-Gu (Dept. of Business Administration, Kwangwoon University)
  • Received : 2016.07.27
  • Accepted : 2016.09.20
  • Published : 2016.09.28
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Abstract

The aim of this paper is to extend the TOPSIS(Technique for Order Performance by Similarity to Ideal Solution) to the fuzzy environment for solving the new professor selection problem in a university. In order to achieve the goal, the rating of each candidate and the weight of each criterion are described by linguistic terms which can be expressed in trapezoidal fuzzy numbers. In this paper, a vertex method is proposed to calculate the distance between two trapezoidal fuzzy numbers. According to the concept of the TOPSIS, a closeness coefficient is defined to determine the ranking order of all candidates. This research derived; 1) 4 evaluation criteria(research results, education and research competency, personality, major suitability) for new professor selection, 2) the 5 step procedure of the proposed fuzzy TOPSIS method for the group decision, 3) priorities of 4 candidates in the new professor selection case. The results of this paper will be useful to practical expert who is interested in analyzing fuzzy data and its multi-criteria decision-making tool for personal selection problem in personal management. Finally, the theoretical and practical implications of the findings were discussed and the directions for future research were suggested.

본 논문의 목적은 대학의 신임교수선택 문제를 해결하기 위해서, TOPSIS 방법을 퍼지 환경에 적용시키는 것이다. 이를 위해서, 본 논문에서 각 후보자에 대한 평가와 평가기준에 대한 가중치는 사다리꼴 퍼지 수로 표현되는 언어적 용어로 기술된다. 여기서 두 사다리꼴 퍼지 수들 간의 거리는 vertex 방법으로 측정한다. 그리고 TOPSIS 개념에 따라서, 근접계수를 구해서 모든 후보자들의 우선순위를 결정한다. 본 연구에서는 1) 신임교수선택을 위한 4 개 평가기준(연구실적, 교육연구역량, 인성, 전공 적합성), 2) 집단의사결정을 위한 퍼지 TOPSIS 방법의 5단계 절차, 3) 신임교수선택 사례를 통해서 4명 후보자들의 우선순위를 도출했다. 본 논문의 결론은 퍼지 자료를 분석하려는 전문가에게 활용될 수 있고, 또한 인사관리에서 직원선택문제를 해결하는 다기준 의사결정 도구로도 유용하게 사용될 수 있다. 끝으로 이와 같은 연구결과가 갖는 이론적 및 실천적 함의를 논의했고, 향후 연구방향을 제시했다.

Keywords

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