转型期事业单位正职胜任力模型构建研究
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摘要
事业单位是我国具有独特性质的一种组织形式,在行使社会职能的同时,受政府委托代表政府行使部分管理服务职能,对国民经济和国计民生具有十分重要的作用。现阶段,我国事业单位沿着产业化、市场化、专业化的基本方向深入发展,事业单位领导正职的胜任力,对事业单位发展起着举足轻重的作用。在转型过程中,对事业单位正职的胜任素质要求随之变化。研究事业单位领导正职的胜任力模型,探索选拔和提高事业单位正职素质的途径和措施,对实现管理者的内有素质(价值观、个性、需要、动机、态度等)与岗位的匹配,对处于我国体制转型时期事业单位发展具有重要的理论和现实意义。
本文首先立足于时代背景,运用文献研究和实证研究方法,分析阐述了事业单位的特征属性,提出了我国事业单位的现状及当前存在的主要问题,从转型期对事业单位体制改革的要求上,探讨分析了事业单位正职胜任力的素质特征。
其次,运用行为事件访谈法,提炼出事业单位正职的胜任特征,通过探索性因素分析,建立了事业单位正职的胜任力模型。研究分析了胜任特征的影响因素即外部环境、内部环境和任务环境。
然后,运用实证分析方法对事业单位正职胜任力模型进行了验证,统计分析了不同行业、年龄、任职时间等正职胜任力的差异性。分析比较了两个行业的胜任特征差异,提出了事业单位正职胜任力模型由非权力影响力、领导能力、人际关系及市场意识4个维度和26个项目构成。包含可信赖性、关注细节、持续与坚韧性、驱动力、自我发展、情商、知觉判断、激励、计划组织、沟通、倾听、团队工作、结果导向、指导、授权、压力管理和应变、创新和技术应用、提供与反馈、解决问题、多样性导向、时间管理、安全导向、制定战略、决策、综合分析、商业意识。
最后,借鉴Kristof的人—组织匹配理论,提出了对未来的事业单位正职胜任力开发的基础,构建了事业单位正职培训的胜任力结构模型。运用指导人计划理论,设计了事业单位正职的选拔和培训机制,进一步构筑了提升事业单位正职胜任力的对策体系。
The public institution is a specific organization type in our country, at the same time as performing the social function; it also performs some management function as consigned by the government, plays significant role in the national economy. At present, the Chinese public institution have deeply developed along the approach of industrialization, market and professionalism, the competent leadership of the institutions play a decisive role in development.
In the transition process, the competency requirements for the Principal in the principal institutions subsequently changes. It is of great theoretical and practical significance to research the competence of the model in the public institutions and explore the selection and improvement approach to enhance the leaders' quality in the public institutions for realizing the effective measurement about the inherent quality of the managers (values, personality, needs, motivations, attitudes, etc.) and the matching of jobs for China's institutional development institutions in their transition period.
This thesis, based on the background of the times, applying the literature and empirical research methodology, analyzed the characteristics of public institutions on the property, put forward the major issues existed in our public institutions, and analyze the quality characteristics of competence in the public institutes, from requirements of the institutions reform transition. Research and analysis the influencing elements of the competence factors, including the external environment, internal environment and environmental tasks.
Then, the competency model was verified by using empirical analysis, and statistically analyzed the different industries, age, working hours and other principal competence of the difference. The characteristics difference of the two sectors was analyzed and compared, and the principal model of the four dimensions and 26 items was put forward, including trustworthiness, the attention on details, perseverance and sustained, the driving force, self-development, emotional quotient, perceptual judgments, incentive, planning and organizing, communication, active listening, teamwork, results-oriented, coaching, pressure management and strain, innovation and technology applications, providing & feedback, problem-solving, diversity-oriented, time management, security-oriented, strategies development, decision-making, integrated analysis and business sense
Finally, by adopting Kristof's People-organization fit theory, we proposed the foundation for future leadership power development, and constructed the structural model of the leaders' fitness quality in the public institutes. Use Mentoring Program theory, the author designed the selection and training mechanisms of the public institutions, and further builds countermeasures of upgrading the public institutions capability.
本文首先立足于时代背景,运用文献研究和实证研究方法,分析阐述了事业单位的特征属性,提出了我国事业单位的现状及当前存在的主要问题,从转型期对事业单位体制改革的要求上,探讨分析了事业单位正职胜任力的素质特征。
其次,运用行为事件访谈法,提炼出事业单位正职的胜任特征,通过探索性因素分析,建立了事业单位正职的胜任力模型。研究分析了胜任特征的影响因素即外部环境、内部环境和任务环境。
然后,运用实证分析方法对事业单位正职胜任力模型进行了验证,统计分析了不同行业、年龄、任职时间等正职胜任力的差异性。分析比较了两个行业的胜任特征差异,提出了事业单位正职胜任力模型由非权力影响力、领导能力、人际关系及市场意识4个维度和26个项目构成。包含可信赖性、关注细节、持续与坚韧性、驱动力、自我发展、情商、知觉判断、激励、计划组织、沟通、倾听、团队工作、结果导向、指导、授权、压力管理和应变、创新和技术应用、提供与反馈、解决问题、多样性导向、时间管理、安全导向、制定战略、决策、综合分析、商业意识。
最后,借鉴Kristof的人—组织匹配理论,提出了对未来的事业单位正职胜任力开发的基础,构建了事业单位正职培训的胜任力结构模型。运用指导人计划理论,设计了事业单位正职的选拔和培训机制,进一步构筑了提升事业单位正职胜任力的对策体系。
The public institution is a specific organization type in our country, at the same time as performing the social function; it also performs some management function as consigned by the government, plays significant role in the national economy. At present, the Chinese public institution have deeply developed along the approach of industrialization, market and professionalism, the competent leadership of the institutions play a decisive role in development.
In the transition process, the competency requirements for the Principal in the principal institutions subsequently changes. It is of great theoretical and practical significance to research the competence of the model in the public institutions and explore the selection and improvement approach to enhance the leaders' quality in the public institutions for realizing the effective measurement about the inherent quality of the managers (values, personality, needs, motivations, attitudes, etc.) and the matching of jobs for China's institutional development institutions in their transition period.
This thesis, based on the background of the times, applying the literature and empirical research methodology, analyzed the characteristics of public institutions on the property, put forward the major issues existed in our public institutions, and analyze the quality characteristics of competence in the public institutes, from requirements of the institutions reform transition. Research and analysis the influencing elements of the competence factors, including the external environment, internal environment and environmental tasks.
Then, the competency model was verified by using empirical analysis, and statistically analyzed the different industries, age, working hours and other principal competence of the difference. The characteristics difference of the two sectors was analyzed and compared, and the principal model of the four dimensions and 26 items was put forward, including trustworthiness, the attention on details, perseverance and sustained, the driving force, self-development, emotional quotient, perceptual judgments, incentive, planning and organizing, communication, active listening, teamwork, results-oriented, coaching, pressure management and strain, innovation and technology applications, providing & feedback, problem-solving, diversity-oriented, time management, security-oriented, strategies development, decision-making, integrated analysis and business sense
Finally, by adopting Kristof's People-organization fit theory, we proposed the foundation for future leadership power development, and constructed the structural model of the leaders' fitness quality in the public institutes. Use Mentoring Program theory, the author designed the selection and training mechanisms of the public institutions, and further builds countermeasures of upgrading the public institutions capability.
引文
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