【作者】 方永平；

【导师】 王重鸣；

【作者基本信息】 浙江大学 ， 企业管理， 2002， 硕士

【摘要】 本研究的目的在于探讨建立社会主义市场经济体制和加入世界贸易组织的背景下行政处级干部的管理能力结构。本文先分析了在新的历史条件下行政干部工作方式以及任务组织方式受到的影响与挑战，并在以往管理综合能力模型的基础上，尝试构建了一个符合中国特色的、能与组织人事部门考核、选拔干部要求一致的省级行政处级干部管理综合能力模型。同时，比较了处长、副处长在管理综合能力各维度上的差异，比较了处长、副处长管理综合能力的理论要求与实际状况的差异，比较了不同背景人员对行政处级干部综合能力评价的差异。研究分两个阶段进行。第一阶段是访谈与初步问卷研究，通过访谈，了解影响省级行政处级干部工作成效的关键能力以及最需要提高的能力，同时以问卷方式调查了行政处级干部的关键能力和最重要的业绩考核指标。第二阶段是对来自省级机关11个部门的212名干部进行了问卷调查。 从研究中可以得到以下结论：(1)行政处级干部存在着共同的管理能力结构。它分为思想政治素质、关系管理、创新目标、组织监控、绩效意识5个维度，包括依法办事、敬业奉公、政治表现、关系构建、激励授权、开拓创新、目标规划、工作思路、组织决策、监控协调、专业技能、结果导向、协同服务。(2)处长与副处长在管理能力要求上有明显差异。主要表现在激励授权、开拓创新、任务组织(组织决策)、过程监控(应变技能)、专业技能、结果导向等方面。(3)处长在关键度上的得分普遍高于在实际状况上的得分，其中依法办事、关系构建、激励授权、开拓创新、目标规划5个维度上差异显著。(4)不同背景人员对处级干部能力的评价有显著差距。处级干部自我评价比处级以下干部的评价高：综合处室干部比专业处室干部的评价高；文化程度越低，对处级干部的评价越高：工作时间短(1—10年)与工作时间长(16年以上)比工作时间中等(11—15年)的人员评价高。更多还原

【Abstract】 The present paper studied the government officer’s management competence model under the current environment as China jointed the WTO and were hard to developing her new economic form. The research analyzed the challenges and effects from the environment that government officers faced. And then based on the literatures,it structured an integrated competence model which reflects the Chinese natures and can be use to appraise and select the officers. After that,it compared the differences between the theoretical competence model and the real competence model,the differences of them between the directors and vice directors of the government departments,and the differences among different samples. The study had two stages:one stage was interview,through which,the author found what the theoretical key competence influenced the administrators working result. At the same time,the most important competence and the key performance index were investigated The other stage was questionnaire survey of 212 administrators from 11 departments Both qualitative and quantitative analysis revealed that:(1) All Administrators had the same management competence model,which was made up of 5 dimensions and 13 sub dimensions,such as political quality,relation management,goal innovation,organization monitoring and performance orientation and so on. (2)The administrators’ competence model was significantly different from the assistant administrators’,such as motivational empowering,entrepreneurship,organizational decision,adaptive skill,special skill,outcome -orientation and so on. (3) To administrators,dimensions in theoretical model were better than real model.(4) Different samples had different assessments. Administrator’s self assessment was higher than assistant administrators’;general office was higher than technical office;low education samples were higher than high education samples;samples with short and long work time (1-10 years and more than 16 years) were higher than those of middle work time (11-15 years).更多还原