【作者】 魏伟；

【导师】 孙远刚；

【作者基本信息】 辽宁师范大学 ， 应用心理学， 2011， 硕士

【摘要】 胜任特征的具体内涵是能有效测量并可以区分组织中优秀绩效工作者和一般绩效工作者的个体深层次的潜在的个体特征。本研究以辽河油田公司和辽宁某煤矿一线管理人员为研究对象,研究内容有以下几点：1、通过行为事件访谈法构建采掘业一线管理人员胜任特征模型。结合相关研究的胜任特征词典,对访谈资料编码和数据的处理,总结出采掘业一线管理人员的鉴别型胜任特征包括：组织管理、应变能力、创新能力、服务意识、以身作则、灵活性、决策能力、管理威信、执行力、独立处事、情绪控制、公平公正、诚实正直、发展他人、责任心、凝聚力、大局意识.2、编制《采掘业一线管理人员胜任特征自评问卷》,通过对被试数据的处理分析,共得到57个项目。对这57个项目进行因素分析后划分为6个分量表,分别命名为个性特质、动机取向、专业技能、工作态度、关系建立、管理素质,可以满足测评采掘业一线管理人员胜任特征的要求。3、应用《采掘业一线管理人员胜任特征自评问卷》正式版对在职采掘业一线管理人员进行抽样调查测评。通过对数据的分析表明,一线管理人员在学历上未体现出差异,在岗位、年龄上存在部分差异,在工龄上体现出明显的差异。进一步的线性分析表明,动机取向、关系建立和管理能力3个胜任特征因素与工龄呈现出明显的线性关系,即上述因素随着工龄的增长而增长,具有较高的发展性。更多还原

【Abstract】 Competency’s specific connotation refers to any measurable and individual characters which can distinguish the high performance employees from the ordinary ones. This text used the Front-line management staff of Liaohe Oilfield Enterprise and one Coal Enterprise in Liaoning Province as subjects. The text involved the following research:(1) Constructed the competency model in the Front-line management of Extractive Industries by Behavioral Event Interview(BEI). Reference interrelated research competency dictionary, by coding and statistics the result of the interview, we know the differentiating competencies, such as Organizational management, Resilience, Innovation, Sense of service, Lead by example, Flexibility, Decision-making capacity, Management authority, Execution, Acted independently, Emotional controlled, Equity, Honest, Developing others, Responsibility, Cohesion, Overall situation.(2) Made the Self-evaluation questionnaire for the Front-line management staff of Extractive Industry which contains57items and6sub-scales. These sub-scales is divided into Personal traits, Motivation orientation, Professional skills, Attitude, Relationship building, Quality of management quality. It tests and assesses the level and traits of front-line management staff of Extractive Industry that shows many valuable result.(3)Apply the Self-evaluation questionnaire for the Front-line management staff of Extractive Industry (official version) by sampling evaluation. The analysis of the date shows no differences at education background of front-line management staff of Extractive Industry except post, age and Length of service. By further linear analysis we get that there are three competency factors having linear relationship with the length of service, such as Motivation orientation, Relationship building and Management quality. These factors are of high expansibility.更多还原