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Title: 臺灣翻譯產業調查研究
Authors: 國立臺灣師範大學翻譯研究所
Issue Date: 2011
Abstract: 本研究之目的在於瞭解臺灣翻譯產業、翻譯機構之現況、需求 與問題;探究政府機關翻譯量與人力資源之現況、需求與問題;進而分析問題解決可行策略,提供具體政策方案建議。 為達成上述目的,本研究以問卷調查、焦點團體座談、個別訪 談及次級資料分析等方式,分別探討政府部門之翻譯需求及翻譯服務提供者之狀況,另分析2007 年至2011 年之翻譯書籍出版狀況。 研究結果顯示,政府部門之翻譯需求之規模約在新臺幣1 億元 上下,需求種類多樣化且普遍面臨預算及編制內翻譯人力不足現象。其中中文譯英文之需求量最大,同時也最欠缺人才。選擇翻譯人才之標準,注重實際翻譯經驗、學歷及專業背景以及翻譯專業訓練三項。政府機構對於國家翻譯發展政策之期望,以發展翻譯工具類資料庫/語料庫、設置翻譯人力資料庫供登錄查詢以及持續推動多語種翻譯人才培育為優先。公務人力體系在無翻譯職系、且整體翻譯需求增加情況下,現行聘用制度亟需改善。 翻譯產業調查發現翻譯市場參與者多屬於高學歷,且工作最大 動機為興趣。翻譯市場價格及服務內容皆呈現多元現象;認為目前價格合理與不合理之受訪者比例接近,但價格波動範圍甚大,主要影響因素為年資、兼職/專職身分等。調查結果亦顯示口譯從業人員之最大挑戰為缺乏行銷管道,其次是工作量/收入不穩定再者為客戶無法區辨品質。受訪者認為理想的翻譯產業管理機制應提供翻譯工具及資源(如各類查詢資料庫);其次建議應具備的功能為提升各界對於翻譯工作之正確認識;再者則為協助媒合。認為應由政府主導之項目則為舉辦翻譯專業資格認證、提升各界對於翻譯工作之正確認識及翻譯人才培育。 依照調查結果,本研究提出四項具體政策建議:一、推廣與擴 展翻譯資料庫;二、將建立媒合機制列入中長期政策考量;三、推動學術著作及文學翻譯;四、長期觀察翻譯活動供需動態變化。
This study aims to explore the status quo of Taiwan's translation and interpretation (T&I) industry and the market demand. It also investigates the volume of government sector T&I demand and related human resource availability. Results of this study are to provide policy recommendations to enhance the overall quality of T&I industry. Questionnaires, focus groups, interviews and secondary data analysis are research methods used by this study to examine the aforementioned research questions. In addition, one chapter is devoted to the analysis of published translated books between 2007 and 2011. The results indicate that the total volume of government sector T&I demand is around NT$100 million. The government sector demands various types of T&I services and generally lacks enough budget and human resource. Among all types, Chinese into English is in utmost demand, while also suffering from the most serious shortage of manpower. In terms of translator/interpreter selection criteria, experience, educational background and domain knowledge are most valued. For improving T&I service capability and quality, the government sector prioritizes the following areas: development of terminology database/corpus, establishment of talent pool platform, and continuous training of T&I professionals in multiple languages. Apparently, the current procedure of talent recruitment of the public sector is in dire need of restructuring, considering a booming T&I demand and the absence of a formal system for training and hiring translators and interpreters. The study also surveyed T&I industry practitioners. They are found to be mostly highly educated, and the most common reason of entering the T&I workforce is interest. Among the participants of this survey, about 50% of them consider their works paid reasonably while the other half disagree. The rates are highly volatile but positively correlated with experience and the self-identity of a full/part-time service provider. The findings also suggest that lacking marketing channels is the biggest challenge facing interpreters, followed by instability of job opportunities and clients’ inability to differentiate service quality. Several suggestions are drawn for T&I industry management: interviewees assert that an ideal system for the industry should incorporate provision of translation tools and different kinds of resources, e.g. terminology database of various fields, and assistance of promoting accurate public recognition of T&I, while talent-task matching service comes third. The survey participants ranked types of assistance they would like to seek from the government, and the top three are T&I ability certification, promoting accurate public recognition of T&I, and talent cultivation. This study proposes the following four policy actions: 1) promote the use of terminology databases as tools and continue to expand on the content; 2) put talent-task matching mechanism on the list of mid-long term goals of development; 3) promote academic and literary translation; 4) continuous monitoring of the supply and demand of the T&I industry.
Other Identifiers: ntnulib_tp_B0505_04_016
Appears in Collections:教師著作

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