【作者】 王丽丹；

【导师】 江启成；

【作者基本信息】 安徽医科大学 ， 社会医学与卫生事业管理， 2006， 硕士

【摘要】 目的 本研究旨在通过对乡镇卫生院院长胜任特征模型的构建，探讨一种全新的乡镇卫生院院长人力资源管理方法，为乡镇卫生院院长人事制度改革及其人力资源开发提供基础材料。 方法 本研究根据胜任力研究的原理与方法，采用专家小组讨论确定“乡镇卫生院院长胜任力词典”、“访谈样本选择标准和选择条件”、“胜任特征核检表”等资料。通过对30名乡镇卫生院院长(优秀组和普通组各15名)的行为事件访谈获得效标样本的胜任特征数据。通过对访谈时间和字数、归类一致性、信度系数和Person相关系数指标的信度分析，评价编码效果。通过优秀组和普通组在胜任特征频次、平均等级分数、最高等级分数上的差异性检验，获得优秀乡镇卫生院院长鉴别胜任特征。通过“胜任特征核检表”获得乡镇卫生院院长共有胜任特征。 结果 (1)有效样本的访谈长度平均为17，835字，访谈时间平均为92分钟；优秀组与普通组在访谈长度上无显著性差异，访谈结果较好；(2)归类一致性系数平均为0.797，信度系数平均为0.832，两个编码员的编码相关系数最高达95.35％，编码一致性较好，资料可信；(3)优秀乡镇卫生院院长的胜任特征包括：成就取向、关注质量与秩序、使人有责任心、决策能力、公平公正、自信、自我控制、权威、团队领导、灵活性、相关知识和技术专长共11个胜任特征；(4)乡镇卫生院院长基本胜任特征包括：责任感、团队协作、问题解决能力、服务意识、经营能力、发展规划意识、主动性、沟通能力、竞争意识、诚信正直共10个胜任特征。 并结合乡镇卫生院院长岗位职责对模型中鉴别性胜任特征进行简要分析，综合评价乡镇卫生院院长综合素养和才能，以期为乡镇卫生院院长的招聘与选拔、培训与开发、绩效管理及其职业规划等输入新的理念和方法，为乡镇卫生院院长人力资源开发与管理提供参考依据。更多还原

【Abstract】 Objective The study aims to build the competence model of head in township hospital, inquiring into a new kind of heads manpower management method, and provide the foundation material for head in township hospital personnel system reform and its manpower development.Method According to theory and methods of competence research, and through experts’ consultation, we workout the "competences dictionary of head in township hospital"、 "choose standards and conditions" of interview samples 、 "check form of competences" ,etc. Get the competence data of 30 heads in township hospital (15 heads each of excellent and general group) form theirs behavior event interviews. Analysis the reliability of the valid interview texts on interview length and time 、 category agreement、reliability、 person correlation, then evaluate interview effect and agreement. Differentiating competences of excellent heads can get form the comparisons of competence frequency、 average grade scores and highest grade scores in excellent and general groups . We can also get general competences of all heads can get form the check form of competences.Result (1) Interview length of the valid sample is 17,835 words averagely, interviewing time is 92 minutes averagely; there have not difference of the length and time in excellent and general groups, so the interviews is a better result; (2) The average coefficient of category agreement is 0.797, the average coefficient of reliability is 0.832, the highest correlative coefficient of two code members is amount to 95.35%, so the coding agreement is fine and the data can be believed; (3) Differentiating competences of excellent heads in township hospital include: achieve focus, attention to order, make the person have the responsibility, decision ability, fair and justice, self-confidence, self- control, authority, team leadership, flexible, expert; (4) General更多还原