【作者】 胡健；

【导师】 谷兴荣；

【作者基本信息】 湖南师范大学 ， 企业管理， 2012， 硕士

【摘要】 存全球化、信息化、市场需求多样性与多变性的时代,企业要在激烈的竞争中立于不败之地,企业高层管理人员作为企业人力资源的重要组成部分,其胜任力研究越来越受到重视,它是企业区分表现优秀的领导者和表现普通领导者的关键标准。成功的企业领导胜任力模型的构建与运用为有效地招聘、选拔和业绩评价企业高层管理者提供了良好的参考,它已成为组织持续性竞争和影响企业工作绩效的关键性指标。所以研究企业高层管理人员的胜任力对提高工作绩效具有极为重要的实际意义。本研究在厘清相关概念、综述国内外相关文献的基础上,结合自己的特点,提出企业高层管理人员胜任力划分为人格魅力、管理技能和管理素质三个维度,包括21个胜任力因子。工作绩效从财务指标和非财务指标两个方面进行测量,调节变量组织因素包括企业规模、行业类型和组织阶段三个维度,并提出本研究的理论模型和相关7个假设,编制《企业高层管理人员胜任力测量量表》和《工作绩效测量量表》,对企业高层管理人员胜任力与工作绩效关系研究作了初步尝试。本研究共发放160份调查问卷,利用SPSS19.0统计分析软件对样本数据进行了信度分析和探索性因子分析,并用AMOS18.0软件对其进行效度检验。结果分析表明,样本数据均符合本研究的所需要求。接下来,本研究采用多层多元回归的方法组建两个模型分析数据。通过结果分析发现,企业高层管理人员胜任力以及人格魅力、管理技能和管理素质各个维度对工作绩效均具有正向影响作用；另外,研究结果验证调节变量组织因素各维度均对企业高层管理人员胜任力与工作绩效整体之间关系起到了调节作用。本研究进一步验证和完善了以往学者在企业管理人员胜任力领域的相关研究。在企业日常的管理实践中,企业高层管理人员如人格魅力、管理技能和管理素质就能有效地提高其作为领导者的胜任力,从而提升其团队建设水平和组织绩效。本研究的应用价值在于提示企业高层管理人员针对性地提升自身的人格魅力,加强其管理技能和管理素质的能力,从而提高工作效率和达到企业的组织目标。更多还原

【Abstract】 In the era of globalization, information and the market demand diversity and variability. If an enterprise wants to be in an invincible position in the fierce competition, more attention should be paid to the competence of the executives who are the important component of its human resources. Competence of the executives are the main criteria for the enterprise to distinct the outstanding leaders and the ordinary leaders. To successfully construct and apply a model of enterprise leadership competence will provide a good reference to effectively recruit, promote and evaluate the achievement of the executives. It becomes the key index to organize lasting competition and affect the enterprise performance. Studying the competence of the executives has vital practical significance on enhancing work performance.Clarified the related concepts, reviewed the related articles both at home and abroad, added the author’s unique characteristics, this thesis puts forward that the competence of executive can be divided into three dimensions:personality charm, management skills and management quality, includes21factors. Work performance is measured by financial as well as non-financial indicators. Regulation variable organizational factors consist of three aspects:the scale of the enterprise, industrial types and organizational stage. In this paper, the author proposes the theory model of this study and seven related assumptions, draws two tables:The executives competence measurement table and The work performance measurement table and performs a preliminary study on the relationship between the competence of the executives and their works performance.The study relies on80questionnaires, conducting the reliability analysis and exploratory factor analysis by using the SPSS19.0statistical analysis software and the validity testing through AMOS18.0software. The results indicate that the sample data are in line with the requirements of the study. Then, the study adopts the multilayer multiple regression methods construction two models to analysis the data. The result of analysis shows that all of these factors (executive competence, personality charm, management skills and management quality) have positive influence on the work performance of the executives. Besides, it also certifies that the ajust variable organizational factors play a regulatory role between the relationship of the executive competence and their work performance. Finally, the study confirms and perfects the related study on the executive competence conducted by previous choolars.In the daily practical management of the enterprise, the factors such as personality charm, management skills and management quality can effectively improve the competence of the executive as the leader of the enterprise, thus enhance the level of team construction and organizational performance. The practical value of this study lies in that by telling the executives promote their personality and strengthen the ability of management skills and management quality to improve the work efficiency and achieve the organizational goals.更多还原