本文選題：勝任力 + 勝任特征模型��； 參考：《北方工業(yè)大學(xué)》2009年碩士論文

【摘要】： 勝任力的概念于20世紀(jì)70年代初期McClelland首次提出,它根源于行為主義心理學(xué),是能夠明確區(qū)別出優(yōu)秀績效執(zhí)行者和一般績效執(zhí)行者的能力特征。勝任力研究成為當(dāng)代心理學(xué)、人力資源管理等學(xué)科領(lǐng)域熱點(diǎn)之一。本文從理論與實(shí)證相結(jié)合的角度,探討北京市IT企業(yè)中層管理者的勝任力模型,使之為中層及IT企業(yè)的發(fā)展提供標(biāo)桿。 本研究通過文獻(xiàn)整理、招聘廣告分析、行為事件訪談和征詢專家意見,設(shè)計出信度較高、效度較好的北京市IT企業(yè)中層管理者勝任力行為量表,經(jīng)過對前后200多個被試樣本的調(diào)查,對收集數(shù)據(jù)借助SPSS統(tǒng)計工具進(jìn)行分析。研究結(jié)果表明: 1.北京市IT企業(yè)中層管理者勝任力模型包括九個緯度:捕捉機(jī)遇與談判能力、協(xié)作與自控能力、全局觀與壓力管理、發(fā)展他人、分析與思考能力、個人驅(qū)力、策劃與監(jiān)控能力、目標(biāo)導(dǎo)向、工作態(tài)度。時間管理、學(xué)習(xí)能力、團(tuán)隊(duì)領(lǐng)導(dǎo)與建設(shè)能力、服務(wù)意識作為對模型的必要補(bǔ)充。 2.通過人口變量分析,發(fā)現(xiàn):(1)女性比男性更加看重捕捉機(jī)遇與談判能力。(2)25歲以下的年輕人及工作1-3年的員工更加看重全局觀及壓力管理。(3)高層認(rèn)為中層更應(yīng)看重目標(biāo)導(dǎo)向,而中層自身更看重分析與思考。市場類中層更看重捕捉機(jī)遇與談判能力及目標(biāo)導(dǎo)向。(5)20-99人的企業(yè)中層更看重捕捉機(jī)遇與談判能力及個人驅(qū)力。(6)具有不同學(xué)歷的被試及其所在的不同類型企業(yè)對北京市IT企業(yè)中層管理者勝任力評價中沒有顯著差異。 3.對照IT中層應(yīng)具備的勝任力,現(xiàn)有中層具備程度在發(fā)展他人、協(xié)作與自控能力、目標(biāo)導(dǎo)向方面差距較大,亟需提高。 4.與以往管理層勝任力相比較,北京市IT企業(yè)中層更加強(qiáng)調(diào)執(zhí)行力、知人善用,懂得授權(quán),培養(yǎng)下屬,敬業(yè)精神,激勵下屬與自我激勵,對工作富有激情方面的能力。 本研究的研究結(jié)果可為北京市IT企業(yè)及其它地區(qū)IT企業(yè)在中層管理者提升自身勝任能力、招募與選拔、培訓(xùn)與開發(fā)、職業(yè)生涯管理等人力資源管理工作中提供參考,提升整個組織的核心競爭力。
[Abstract]:The concept of competence was first proposed by McClelland in the early 1970s. It is rooted in behavioristic psychology and can clearly distinguish between excellent performance executors and general performance executors. Competency research has become one of the hotspots in contemporary psychology, human resource management and other disciplines. This paper discusses the competency model of middle-level managers of IT enterprises in Beijing from the angle of combining theory and practice so as to provide a benchmark for the development of middle-level and IT enterprises. Through literature collation, job advertisement analysis, behavior event interview and expert advice, a competency behavior scale for middle-level managers in Beijing IT enterprises with high reliability and good validity was designed. Through the investigation of more than 200 subjects before and after, the collected data were analyzed by SPSS statistical tool. The results show that: 1. The competency model of middle-level managers in Beijing's IT enterprises includes nine dimensions: capturing opportunities and negotiation ability, cooperation and self-control ability, global view and pressure management, developing others, analyzing and thinking ability, individual drive, planning and monitoring ability. Goal-oriented, work attitude. Time management, learning ability, team leadership and building ability, service consciousness as an essential complement to the model. 2. Based on the analysis of population variables, it was found that women were more important than men in capturing opportunities and negotiating skills. Young people under the age of 25 and employees working for 1-3 years were more concerned with overall outlook and stress management.) the top management thought that the middle level should pay more attention to goal orientation. The middle-level self more value analysis and thinking. The middle level of the market pays more attention to catch the opportunity and the negotiation ability and the goal orientation. The middle level of the enterprise with the ability of catching the opportunity and the negotiation ability and the individual drive. 6) the subjects with different education and the different types of enterprises in Beijing are more important to catch the opportunity and the negotiation ability and the individual drive. There is no significant difference in competency evaluation of middle managers in city IT enterprises. 3. Compared with the competence of IT middle level, the existing middle level has a large gap in developing others, cooperation and self-control ability, goal orientation, and needs to be improved. 4. Compared with the previous management competence, the middle-level of Beijing IT enterprise emphasizes more execution, know the best, know how to delegate, cultivate subordinates, respect for work, motivate subordinates and self-motivation, and have the ability of passion to work. The results of this study can be used as a reference for IT enterprises in Beijing and other regions to improve their competence, recruitment and selection, training and development, career management and other human resource management work. Enhance the core competitiveness of the entire organization.
【學(xué)位授予單位】：北方工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2009
【分類號】：F272.92;F426.6

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前2條

1 余誠;江蘇省財險業(yè)中層管理者勝任力模型研究[D];南京師范大學(xué);2011年

2 閆鳳柳;電信企業(yè)中層管理者勝任力模型的構(gòu)建與應(yīng)用研究[D];北京交通大學(xué);2012年

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本文編號：1840637