乡镇卫生院院长胜任力模型验证研究
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摘要
目的本研究在前期“乡镇卫生院院长胜任力研究”研究的基础上,验证乡镇卫生院院长胜任力模型及其胜任特征的有效性,为相关卫生岗位胜任力模型验证研究提供参考;同时,初步编制乡镇卫生院院长胜任力测评工具。
方法本研究在行为事件访谈基础上,采用嵌入理论、专家讨论法和利克特5点量表法编制“乡镇卫生院院长行为特征问卷”。通过对130名乡镇卫生院院长进行现场问卷调查获得样本的胜任特征数据。选择“构念效度”法验证之前建立的乡镇卫生院院长胜任力模型。通过对样本数据的探索性因子分析验证乡镇卫生院院长胜任力模型。通过对行为特征问卷的项目分析、信度和效度分析评价乡镇卫生院院长行为特征问卷的质量。
结果(1)共发放行为特征问卷130份,收回有效问卷127份,有效率为97.69%;(2)行为特征问卷共计101个项目,其中91个问卷项目,10个测谎项目,68个正向、33个负向记分项目;(3)行为特征问卷通过探索性因子分析、项目分析最终保留42个项目,提取9个因子,命名为管理特征、思维能力、服务意识、领导驾驭能力、成就欲、持续学习、影响力、沟通与培养他人;(4)行为特征问卷总体a系数为0.921,行为问卷信度较高;各分问卷与整个问卷总分间的相关系数在0.534~0.848之间,其相关性明显高于各个分问卷间的相关系数,各个胜任特征之间具有较强的聚合效度;各个分问卷间的相关系数在0.165~0.586之间,均小于各分问卷的“Cronbach's alpha系数(0.561~0.862)”,行为特征问卷区分效度良好;优秀与普通绩效样本的t检验结果显示,两组差异有统计学意义,模型的实证效度较好。
结论探索性因子分析提取的9个因子所包含的内容,与前期建立的乡镇卫生院院长胜任力模型中所包含的胜任特征项目吻合。“构念效度”法能够有效的验证乡镇卫生院院长胜任力模型。
Objective Based on the previous study on competency of head in township hospital, the study aims to confirm the validity of competency model of head in township hospital and its competency, and to provide the reference for the study on related health area competency, at the same time, to establish competency measurement tool.
Methods Based on behavioral event interviews, the study use embeddedness, Subject Matter Experts, Likert 5-point scales to establish competency of head in township hospital Questionnaire. Get the competency data of 130 heads in township hospitals though questionnaire survey. Select“Construct Validity”tests the competency of head in township hospital. Through exploratory factor analysis verify the competency of head in township hospital. Evaluate the quality of the behavior questionnaire by items analysis, reliability and validity of analysis.
Results (1) A total of 130 questionnaires were Issued, and 127 of them were reclaimed, with the efficiency of 97.69%. (2) Behavior questionnaire has 101 items, which contains 91 questionnaire items, 10 polygraph test items, 68 positive, and 33 negative scoring items. (3) 42 items of the questionnaire were finally retained after exploratory factor analysis and item analysis, and 9 factors were extracted, named Management Characteristics, Thinking, Service Awareness, Leadership and Control, Achievement, Continuous Learning, Influence, Communication and Training. (4) The general Cronbach's alpha of the behavior questionnaire is 0.921, indicating a relative high reliability. The correlation coefficient between sub-questionnaires and the entire questionnaire is 0.534~0.848, which is significantly higher than the correlation coefficient between each sub-questionnaire, and the behavior questionnaire has strong Convergent Validity. The correlation coefficient between each sub-questionnaire are in a range of 0.165 ~ 0.586, which are all lower than the“Cronabach’s alpha (0.561 ~ 0.862) of each sub-questionnaire”. The discriminant validity of behavior questionnaire is good. T-test on the excellent and general performance of the sample show that the difference between the two groups is statistically significant, and the model's empirical validity is fine.
Conclusions The contents included in the 9 factors through exploring factor analysis are consistent with the competency items in the earlier established competency model of Head in Township Hospital. "Construct validity" can effectively verify competency model competence of Head in Township Hospital.
方法本研究在行为事件访谈基础上,采用嵌入理论、专家讨论法和利克特5点量表法编制“乡镇卫生院院长行为特征问卷”。通过对130名乡镇卫生院院长进行现场问卷调查获得样本的胜任特征数据。选择“构念效度”法验证之前建立的乡镇卫生院院长胜任力模型。通过对样本数据的探索性因子分析验证乡镇卫生院院长胜任力模型。通过对行为特征问卷的项目分析、信度和效度分析评价乡镇卫生院院长行为特征问卷的质量。
结果(1)共发放行为特征问卷130份,收回有效问卷127份,有效率为97.69%;(2)行为特征问卷共计101个项目,其中91个问卷项目,10个测谎项目,68个正向、33个负向记分项目;(3)行为特征问卷通过探索性因子分析、项目分析最终保留42个项目,提取9个因子,命名为管理特征、思维能力、服务意识、领导驾驭能力、成就欲、持续学习、影响力、沟通与培养他人;(4)行为特征问卷总体a系数为0.921,行为问卷信度较高;各分问卷与整个问卷总分间的相关系数在0.534~0.848之间,其相关性明显高于各个分问卷间的相关系数,各个胜任特征之间具有较强的聚合效度;各个分问卷间的相关系数在0.165~0.586之间,均小于各分问卷的“Cronbach's alpha系数(0.561~0.862)”,行为特征问卷区分效度良好;优秀与普通绩效样本的t检验结果显示,两组差异有统计学意义,模型的实证效度较好。
结论探索性因子分析提取的9个因子所包含的内容,与前期建立的乡镇卫生院院长胜任力模型中所包含的胜任特征项目吻合。“构念效度”法能够有效的验证乡镇卫生院院长胜任力模型。
Objective Based on the previous study on competency of head in township hospital, the study aims to confirm the validity of competency model of head in township hospital and its competency, and to provide the reference for the study on related health area competency, at the same time, to establish competency measurement tool.
Methods Based on behavioral event interviews, the study use embeddedness, Subject Matter Experts, Likert 5-point scales to establish competency of head in township hospital Questionnaire. Get the competency data of 130 heads in township hospitals though questionnaire survey. Select“Construct Validity”tests the competency of head in township hospital. Through exploratory factor analysis verify the competency of head in township hospital. Evaluate the quality of the behavior questionnaire by items analysis, reliability and validity of analysis.
Results (1) A total of 130 questionnaires were Issued, and 127 of them were reclaimed, with the efficiency of 97.69%. (2) Behavior questionnaire has 101 items, which contains 91 questionnaire items, 10 polygraph test items, 68 positive, and 33 negative scoring items. (3) 42 items of the questionnaire were finally retained after exploratory factor analysis and item analysis, and 9 factors were extracted, named Management Characteristics, Thinking, Service Awareness, Leadership and Control, Achievement, Continuous Learning, Influence, Communication and Training. (4) The general Cronbach's alpha of the behavior questionnaire is 0.921, indicating a relative high reliability. The correlation coefficient between sub-questionnaires and the entire questionnaire is 0.534~0.848, which is significantly higher than the correlation coefficient between each sub-questionnaire, and the behavior questionnaire has strong Convergent Validity. The correlation coefficient between each sub-questionnaire are in a range of 0.165 ~ 0.586, which are all lower than the“Cronabach’s alpha (0.561 ~ 0.862) of each sub-questionnaire”. The discriminant validity of behavior questionnaire is good. T-test on the excellent and general performance of the sample show that the difference between the two groups is statistically significant, and the model's empirical validity is fine.
Conclusions The contents included in the 9 factors through exploring factor analysis are consistent with the competency items in the earlier established competency model of Head in Township Hospital. "Construct validity" can effectively verify competency model competence of Head in Township Hospital.
引文
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15. Cronbach, L.J., $ Mcehl, P.E. (1955). Construct validity in Psychological tests. Psychological Bulletin, 52: 281-302
16.凌文辁,方俐洛.心理与行为测量[M].北京:机械工业出版社, 2003, 53-57
17.陈友庆.采用明尼苏达多相人格量表(MMPI)进行的一次心理测量[J].南京晓庄学院学报, 2001, 17(1): 106-109
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21.姜勇.验证性因子分析及其在心理与教育研究中的应用[J].教育科学研究, 1999, (3): 88-91
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26. Anderson J C, Gerbing D W. Structural equation modeling in practice: a review and recommended two-step approach. Psychological Bulletin, 1988, 103(3): 411-423
1.李峰,方素珍.卫生机构管理者岗位胜任力[M].人民卫生出版, 2007
2.李明斐.公务员胜任力模型的构建与检验研究[D].大连:大连理工大学技术经济与管理学院. 2007
3. Flanagan J C.The critical incident technique. Psychological Bulletin, 1954, 51(4): 327-358
4. Ulrich D.Organizing around capabilities. In Hesselbein F, Goldsmith M, Beckhard R (Eds.), the Organization of the Future. San Francisco: JosseyBass,1997
5. McCelland D C.Testing for competence rather than for intelligence. American Psychologist,1973,28: 1-14
6. Income Data Services (IDS). Developing competency frameworks study, 1997, No.639, IDS, London
7.仲理峰.胜任特征研究的新进展.浙江工贸职业技术学院学报[M], 2003, 1-2(3): 33-41
8. Williams R S. Performance Management. London: International Thom son Business Press, 1998: 104
9. Guiford. The structure of intellect. Psychological Bullerin, 1956(53): 267-293; Fleishman & Quaintance.Taxonomies of human performace.New York: Bantam Books; Patrice A.McLagan. Competencies: the next generation. Training &Development, 1997(51): 40
10.运用胜任力模型实现我国大型国有企业人力资源战略,中国企业战略传播网, 2005-4-19: 47-43
11. Boyatzis R E. The competence manager: a model for effective performance. New York: John Wiley & Sons.,1982
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13. Prahalad C K, Hamel G. The core competence of the corporation. Harvard Business Review, 1990, 68(3): 79-91
14. Rothwell W J, Lindholm J E.Competency identification, modeling and assessment in the USA. International Journal of Training and Development,1999, 3(2): 90-105
15. Horton S. Introduction the competency movement: its origins and impact on the public sector. The international Journal of Public Sector Management, 2000, 13(4): 306-318
16. Jessup G. Outcomes, NVQs and the emerging model of education and training. London: Falmer, 1991
17.尹继卫.能力本位:英国高级公务员培训新取向[J].中国行政管理, 2000,
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2.张萌,张丽娜,郭淑英.我国乡镇卫生院人力资源的现状分析及建议[J].中国初级卫生保健, 2008, 22(1): 37-39
3. 2006年全国“两会”报道:温家宝作政府工作报告(全文)[EB/OL]. http://www.hunan.gov.cn/zt/qglh/ihdt/200603050016.htm
4.龚亚春,张帆.乡镇卫生院建设面临的问题及对策[J].中华现代医院管理杂志, 2005, 3(5)
5.国家人力资源管理研究编委会人力资源.建立胜任素质模型[M].北京:机械工业出版社, 2004
6. McCelland D C. Testing for competence rather than for intelligence. AmericanPsythologist,1973, 28:1-14
7.莱尔,史班瑟,史班瑟,著.魏梅金译.《绩效考核一美国军方才能评鉴法》[M].广州:汕头大学出版社. 2005, 15—18
8.王继承.谁能胜任——胜任模型及使用[M].北京,中国财经出版社, 2004,15
9.时勘,王继承,李超平.企业高层管理者胜任特征模型评价的研究[J].心理学报, 2002, 34(3): 306—311
10. Williams R S. Performance Management. London: International Thom son Business Press,1998, 104
11.李峰,方素珍.卫生机构管理者岗位胜任力[M].人民卫生出版社. 2007
12.李峰,方素珍,李琪等.卫生机构管理者岗位胜任力研究[J].中华医院管理杂志, 2006, 22(10): 666-669
13. Spencer, L.M & Spencer, S.M. Competence at Work: Models for Superior Performance. John Wiley & Sons, Inc. 1993: 222-226
14.徐建平.胜任特征模型的构建流程与方法[C].合肥, 2005, 6
15. Cronbach, L.J., $ Mcehl, P.E. (1955). Construct validity in Psychological tests. Psychological Bulletin, 52: 281-302
16.凌文辁,方俐洛.心理与行为测量[M].北京:机械工业出版社, 2003, 53-57
17.陈友庆.采用明尼苏达多相人格量表(MMPI)进行的一次心理测量[J].南京晓庄学院学报, 2001, 17(1): 106-109
18. Compbell D T, Fiske D W.Convergent and discriminant validation by the multitrait-multimethod matrix. Psychological Bulletin,1959, 56: 81-105
19.刘万伦.对测验的构念效度的理解[J].淮南师范学院学报, 2006, 8(40): 108-110
20.周晓宏,郭文静.探索性因子分析与验证性因子分析异同比较[J].科技和产业, 2008年第8卷(9 ): 69-71
21.姜勇.验证性因子分析及其在心理与教育研究中的应用[J].教育科学研究, 1999, (3): 88-91
22. Bollen K A, Lennox R. Conventional wisdom on measurement: A structuralequation perspective. Psychological Bulletin, 1991, 110: 305-314
23.哲光,候杰泰.应用结构方程式之问题和谬误[J].教育学报, 1997, 25: 45-61
24. Arsh, H W, Hau, K T, Balla, J R, etal. Is more ever too much: The number of indictors per factor in confirmatory factor analysis. Multivariate Behavioral Research, 1998, 33(2): 181-220
25.王松涛.探索性因子分析与验证性因子分析比较研究[J].兰州学刊, 2006年(5): 152-156
26. Anderson J C, Gerbing D W. Structural equation modeling in practice: a review and recommended two-step approach. Psychological Bulletin, 1988, 103(3): 411-423
1.李峰,方素珍.卫生机构管理者岗位胜任力[M].人民卫生出版, 2007
2.李明斐.公务员胜任力模型的构建与检验研究[D].大连:大连理工大学技术经济与管理学院. 2007
3. Flanagan J C.The critical incident technique. Psychological Bulletin, 1954, 51(4): 327-358
4. Ulrich D.Organizing around capabilities. In Hesselbein F, Goldsmith M, Beckhard R (Eds.), the Organization of the Future. San Francisco: JosseyBass,1997
5. McCelland D C.Testing for competence rather than for intelligence. American Psychologist,1973,28: 1-14
6. Income Data Services (IDS). Developing competency frameworks study, 1997, No.639, IDS, London
7.仲理峰.胜任特征研究的新进展.浙江工贸职业技术学院学报[M], 2003, 1-2(3): 33-41
8. Williams R S. Performance Management. London: International Thom son Business Press, 1998: 104
9. Guiford. The structure of intellect. Psychological Bullerin, 1956(53): 267-293; Fleishman & Quaintance.Taxonomies of human performace.New York: Bantam Books; Patrice A.McLagan. Competencies: the next generation. Training &Development, 1997(51): 40
10.运用胜任力模型实现我国大型国有企业人力资源战略,中国企业战略传播网, 2005-4-19: 47-43
11. Boyatzis R E. The competence manager: a model for effective performance. New York: John Wiley & Sons.,1982
12. Spencer L M, Spencer S M.Competence at work: Models for superior performance. New York: John Wiley & Sons.,1993
13. Prahalad C K, Hamel G. The core competence of the corporation. Harvard Business Review, 1990, 68(3): 79-91
14. Rothwell W J, Lindholm J E.Competency identification, modeling and assessment in the USA. International Journal of Training and Development,1999, 3(2): 90-105
15. Horton S. Introduction the competency movement: its origins and impact on the public sector. The international Journal of Public Sector Management, 2000, 13(4): 306-318
16. Jessup G. Outcomes, NVQs and the emerging model of education and training. London: Falmer, 1991
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