中国地方党政领导干部胜任力模型与绩效关系研究
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摘要
戴维·麦克莱兰教授推出了胜任力概念以后,胜任力的理论研究和应用随即风靡美、英、加等西方国家,大量的专家学者认为,建立胜任力模型是人力资源管理与开发理论和实践研究的逻辑起点,是一系列人力资源管理与开发技术的重要基础,胜任力模型可以帮助人力资源管理者更好地实现岗位分析、人员选拔及招聘、培训、业绩管理、职业生涯规划等功能。而目前,管理者的胜任力研究在国外起步较早,并且取得了大量的研究成果和丰富的实证经验,相对而言,国内对其研究才刚刚起步,尤其是对于党政领导干部胜任力模型的研究更是少见。由于胜任力具有文化差异性、行业差异性、职位差异性。因此,在中国文化背景下,不能直接照抄照搬国外现有的胜任力模型,也不能直接运用国内有关企业管理者的胜任力模型。因此,本文将胜任力管理这一思想体系引入到党政领导干部的管理之中,以地方党政领导干部这一特殊群体为研究对象,进行跨职位、跨级别的胜任力研究,丰富了这一理论研究成果,拓宽了党政领导干部管理思路。
首先,本研究采用行为事件访谈(BEI)、内容分析、量表开发等技术编制开发了《中国地方党政领导干部胜任力研究量表》。研究中以河北、陕西、内蒙古38名县处级以上党政领导干部为研究样本,进行了深度访谈,根据访谈结果和以往研究成果,编制了初步量表,通过内蒙、四川和河北3省市的90位地方党委、政府领导及部门领导两次问卷调查,对量表进行了再测信度和内容效度、区别效度、聚敛效度检验,检验结果表明量表具有良好的稳定性。
其次,本研究采用问卷调查、数据分析、结构方程建模等技术,构建了中国地方党政领导干部胜任力模型。研究中,在上海、四川、陕西、河北和内蒙5省区市,选择500名地方党政领导干部和部门主要负责人进行了问卷调查,收回问卷1208份。经过分析表明中国地方党政领导干部胜任力模型是多维层次结构,地方党政领导干部胜任力模型具有权变性,不同职位、不同级别的领导者在部分胜任力测评题项上有显著差异。胜任力模型由知识、能力、个人驱力、自我特质构成。其中能力维度包含学习能力、战略思维与决策能力、团队管理与协调引领能力、执行力、影响力;个人驱力包含成就欲望、价值取向、权力倾向等;个人特质包含包容性、亲和力、自我控制力、乐观积极等测评要素。
第三,对中国地方党政领导干部胜任力与绩效关系进行了实证研究。表明地方党政领导干部胜任力与绩效具有正向相关关系,不同的胜任特征对绩效具有不同的预测效应。知识对适应性绩效具有较强的预测能力,能力对任务绩效、人际促进具有较强的预测能力,个人驱力对人际促进、适应性绩效具有较强的预测能力,自我特质对工作奉献具有较强的预测能力。
After the concept of competence was introduced by McClelland, many academic research and application emerged in American, British and Canadian HR fields. Competence is a central issue in HR management and development and a basic element of HR techniques. It can play a critical role in analyzing the position, selecting and training employee,managing performance and programming occupation life. So far, an ample of evidences and experiences about competence were harvested in foreign country, relatively, the researches about competence are fewer. Especially little study was found in The Party administrator. The competence model will be varied in different culture, industry and position, so in the Chinese cultural environment, the foreign competence model and manager competence model were not very compatible for the Party administrators. This study focuses on proposing the competence model of the district administrators and enriches the theoretical contribution.
First, the Party District Administrator Competence Scale is developed through qualitative and quantitative techniques, such as BEI, contents analysis, EFA, CFA and so on. The process of developing scale is very strict according to Churcill's framework. 38 in-depth interviewed samples came from Hebei, Sanxi, Inner Mongolia province and original dimensions of competence were from the past research results and contents analysis. The good test-retest and consistency reliability, content validity, discriminant validity, convergent validity imply the competence scale is very well.
Second, the Party District Administrator Competence Model was constructed through questionnaire survey, data analysis and SEM. Sampling was done in Shanghai, Sichuan, Sanxi, Hebei and Inner Mongolia province, the sample size is 500 district administrators. After analysis, the results implied that the Competence Model is multi-dimension construct and the model is varied in different position, different grade. Knowledge, Ability, Personal driving and Character formed the four dimensions of Competence Model. In detail, ability includes learning, decision-making, leading, coordinating, executing and forcing subscale, personal driving includes desire to success, value, prefer power subscale, character includes acceptance, appetency, self-control and optimism subscale.
Third, empirical study was conducted to explore the relationship between competence and performance. The results indicated the competence have a significant positive relation with performance. Different competency has corresponding predictive effect for different performances, for example, knowledge can predict adaptive performance, and ability is a good determinant for task performance and relationship accelerating, and personal driving predict the relationship accelerating and adaptive performance very well, and character have a strong positive relationship with task contribution.
首先,本研究采用行为事件访谈(BEI)、内容分析、量表开发等技术编制开发了《中国地方党政领导干部胜任力研究量表》。研究中以河北、陕西、内蒙古38名县处级以上党政领导干部为研究样本,进行了深度访谈,根据访谈结果和以往研究成果,编制了初步量表,通过内蒙、四川和河北3省市的90位地方党委、政府领导及部门领导两次问卷调查,对量表进行了再测信度和内容效度、区别效度、聚敛效度检验,检验结果表明量表具有良好的稳定性。
其次,本研究采用问卷调查、数据分析、结构方程建模等技术,构建了中国地方党政领导干部胜任力模型。研究中,在上海、四川、陕西、河北和内蒙5省区市,选择500名地方党政领导干部和部门主要负责人进行了问卷调查,收回问卷1208份。经过分析表明中国地方党政领导干部胜任力模型是多维层次结构,地方党政领导干部胜任力模型具有权变性,不同职位、不同级别的领导者在部分胜任力测评题项上有显著差异。胜任力模型由知识、能力、个人驱力、自我特质构成。其中能力维度包含学习能力、战略思维与决策能力、团队管理与协调引领能力、执行力、影响力;个人驱力包含成就欲望、价值取向、权力倾向等;个人特质包含包容性、亲和力、自我控制力、乐观积极等测评要素。
第三,对中国地方党政领导干部胜任力与绩效关系进行了实证研究。表明地方党政领导干部胜任力与绩效具有正向相关关系,不同的胜任特征对绩效具有不同的预测效应。知识对适应性绩效具有较强的预测能力,能力对任务绩效、人际促进具有较强的预测能力,个人驱力对人际促进、适应性绩效具有较强的预测能力,自我特质对工作奉献具有较强的预测能力。
After the concept of competence was introduced by McClelland, many academic research and application emerged in American, British and Canadian HR fields. Competence is a central issue in HR management and development and a basic element of HR techniques. It can play a critical role in analyzing the position, selecting and training employee,managing performance and programming occupation life. So far, an ample of evidences and experiences about competence were harvested in foreign country, relatively, the researches about competence are fewer. Especially little study was found in The Party administrator. The competence model will be varied in different culture, industry and position, so in the Chinese cultural environment, the foreign competence model and manager competence model were not very compatible for the Party administrators. This study focuses on proposing the competence model of the district administrators and enriches the theoretical contribution.
First, the Party District Administrator Competence Scale is developed through qualitative and quantitative techniques, such as BEI, contents analysis, EFA, CFA and so on. The process of developing scale is very strict according to Churcill's framework. 38 in-depth interviewed samples came from Hebei, Sanxi, Inner Mongolia province and original dimensions of competence were from the past research results and contents analysis. The good test-retest and consistency reliability, content validity, discriminant validity, convergent validity imply the competence scale is very well.
Second, the Party District Administrator Competence Model was constructed through questionnaire survey, data analysis and SEM. Sampling was done in Shanghai, Sichuan, Sanxi, Hebei and Inner Mongolia province, the sample size is 500 district administrators. After analysis, the results implied that the Competence Model is multi-dimension construct and the model is varied in different position, different grade. Knowledge, Ability, Personal driving and Character formed the four dimensions of Competence Model. In detail, ability includes learning, decision-making, leading, coordinating, executing and forcing subscale, personal driving includes desire to success, value, prefer power subscale, character includes acceptance, appetency, self-control and optimism subscale.
Third, empirical study was conducted to explore the relationship between competence and performance. The results indicated the competence have a significant positive relation with performance. Different competency has corresponding predictive effect for different performances, for example, knowledge can predict adaptive performance, and ability is a good determinant for task performance and relationship accelerating, and personal driving predict the relationship accelerating and adaptive performance very well, and character have a strong positive relationship with task contribution.
引文
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