本文選題：高校　切入點：中層領(lǐng)導(dǎo)干部　出處：《河北大學(xué)》2013年碩士論文

【摘要】：高等院校作為我國教育事業(yè)的主力軍，在我國教育事業(yè)發(fā)展中起著舉足輕重的作用。高等院校在積極發(fā)展教育事業(yè)的同時，還要不斷推進高校的科研創(chuàng)新，將科研成果產(chǎn)業(yè)化，，提高我國在全球化市場當(dāng)中的競爭力。當(dāng)前，我國高校面臨著改革、發(fā)展、穩(wěn)定、創(chuàng)新等多方面的壓力與挑戰(zhàn)，如何在穩(wěn)定中求發(fā)展，在改革中求創(chuàng)新，關(guān)鍵在于高校中層領(lǐng)導(dǎo)干部能否很好地發(fā)揮橋梁和管理作用。運用科學(xué)的方法、采用合理的標(biāo)準(zhǔn)和程序，建立高校中層領(lǐng)導(dǎo)干部的勝任特征模型，對中層領(lǐng)導(dǎo)干部是否勝任崗位工作、是否盡職盡責(zé)、是否發(fā)揮了最大的效用等方面進行客觀、準(zhǔn)確地評價，有利于提高中層領(lǐng)導(dǎo)干部隊伍素質(zhì)建設(shè)，促進選人用人工作的科學(xué)化、民主化；有利于為高校建立生機勃勃的中層領(lǐng)導(dǎo)干部團隊；有利于激勵中層領(lǐng)導(dǎo)干部奮發(fā)向上、積極進取，充分發(fā)揮他們的主觀能動性。 本研究從高校中層領(lǐng)導(dǎo)干部勝任力的現(xiàn)狀、存在的問題、國內(nèi)外研究現(xiàn)狀、高校中層領(lǐng)導(dǎo)干部應(yīng)該具備的勝任特征等方面出發(fā)，以河北省的十所高校為例，采用文獻分析法、問卷調(diào)查法、行為事件訪談法、專家評分法等方法，自底向上地構(gòu)建了高校中層領(lǐng)導(dǎo)干部勝任特征模型，主要研究步驟為：首先制定績效標(biāo)準(zhǔn)、確立效標(biāo)樣本（被試106位），然后對被試進行了關(guān)鍵行為事件訪談（BEI），輔之以開放式問卷調(diào)查，并對獲取的訪談和調(diào)查數(shù)據(jù)（106份，共計5萬字）進行了編碼、提取高校中層干部勝任特征75項，將這75項分為十個主題，然后采用德爾菲專家預(yù)測方法（三輪），對這十項勝任特征進行了類屬分析，得出高校中層領(lǐng)導(dǎo)干部六維度模型結(jié)構(gòu)，其具體維度分別是：學(xué)習(xí)創(chuàng)新能力、學(xué)術(shù)素質(zhì)、組織協(xié)調(diào)溝通能力、思想道德素質(zhì)，團隊合作精神、責(zé)任心與服務(wù)意識；并對所構(gòu)建的勝任模型進行了效度檢驗，具有較好的內(nèi)容效度和結(jié)構(gòu)效度。在模型建立后，分析其在高校中層領(lǐng)導(dǎo)干部選拔和績效考核中的可應(yīng)用性，為我國高校中層領(lǐng)導(dǎo)干部的選拔、任用、培養(yǎng)、科學(xué)評價等方面提供依據(jù)和測量工具，使我國高校中層領(lǐng)導(dǎo)干部的選拔、評價從傳統(tǒng)的注重學(xué)歷、職稱、經(jīng)歷的模式轉(zhuǎn)向依靠綜合勝任特征模型的新模式，創(chuàng)新我國高校中層管理干部的選拔、評價觀念。
[Abstract]:Colleges and universities, as the main force of our country's education, play an important role in the development of our country's educational undertakings. As well as actively developing educational undertakings, colleges and universities should constantly promote scientific research innovation in colleges and universities, and industrialize scientific research achievements. At present, colleges and universities in China are facing the pressure and challenges of reform, development, stability, innovation, etc. How to seek development in the process of stability, and innovation in the course of reform, The key lies in whether the middle-level leading cadres in colleges and universities can play a good role in bridge and management. By using scientific methods and adopting reasonable standards and procedures, the competency model of middle-level leading cadres in colleges and universities can be established. An objective and accurate evaluation of whether the middle-level leading cadres are competent in their posts, whether they have fulfilled their duties, and whether they have played the greatest role is conducive to improving the quality of the ranks of the middle-level leading cadres. To promote the scientific and democratic selection of personnel; to establish a vibrant team of middle-level leading cadres for colleges and universities; to encourage middle-level leading cadres to work hard, to make positive progress, and to give full play to their subjective initiative. This study starts from the current situation, existing problems, domestic and international research status of the middle level leading cadres in colleges and universities, and the competency characteristics that the middle leading cadres in colleges and universities should possess, taking ten universities in Hebei Province as an example, using the literature analysis method. Questionnaire survey method, behavior event interview method, expert scoring method and so on, build up the competency model of middle level leading cadres from bottom up. The main research steps are as follows: first, establish the performance standard. A sample was established (106 participants were selected, then the key behavioral events were interviewed, supplemented by an open questionnaire survey, and 106 interviews and survey data were obtained, totaling 50,000 words). This paper extracts 75 items of competency of middle level cadres in colleges and universities, divides them into ten topics, and then adopts Delphi expert prediction method (three rounds, carries on the category analysis to these ten competency characteristics, obtains the six dimensional model structure of the middle level leading cadres of colleges and universities. The specific dimensions are: learning and innovation ability, academic quality, organization and coordination ability, moral quality, team spirit, responsibility and service consciousness, and the validity of the competency model is tested. It has good content validity and structural validity. After the establishment of the model, the application of the model in the selection, appointment and training of middle level leading cadres in colleges and universities is analyzed. Scientific evaluation and other aspects provide the basis and measurement tools to make the selection of middle level leading cadres in colleges and universities in our country change from the traditional mode of focusing on academic qualifications, titles and experiences to a new model that relies on the comprehensive competency model. To innovate the selection and evaluation of middle management cadres in colleges and universities in China.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.1

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