管理胜任特征与工作绩效关系研究

本研究以情景评价为基础,对管理胜任特征与工作绩效间的关系进行了探讨。结果表明：管理胜任特征在职位层次和性别上存在显著差异;管理胜任特征指标对工作绩效维度的预测效应不同,关系胜任特征是人际促进和工作奉献的有效预测指标,问题解决特征主要对任务绩效和人际促进有预测力．而诚信责任特征则更多的影响管理者的工作奉献。研究为理解管理胜任特征与绩效间的关系提供了实证支持。     

制造行业管理胜任力与绩效关系的实证研究

通过对571名制造型企业管理者的问卷调查,探索并验证了制造业管理胜任力结构维度,检验了不同背景因素对管理胜任力的影响。结果表明:制造业管理胜任力具有六维结构,包含22个指标,其信度和效度较好;不同管理层次的管理者在制造过程控制和市场营销策划维度上的评价有显著性差异,不同企业规模下的管理者在行业核心理念和产品系统管理维度上的评价有显著性差异;产品系统管理与市场营销策划能力对制造业管理者绩效有良好的预测力。同时发现,制造业管理胜任力不能较好地解释周边绩效的变异量。     

人事选拔决策过程的匹配评价研究: 基于策略捕捉技术

传统的人事选拔是以胜任力或者说是人－职匹配为基础的,即强调基于胜任力,但研究者和实践者们越来越多的强调人－组织匹配在人事选拔中的重要性,即强调人事选拔过程中招募者匹配评价的多维性。本研究通过实验运用策略捕捉技术,检验多种职位特征和不同层次的匹配评价对选拔雇佣结果的影响。通过HLM分析结果发现四种匹配类型需要－供给匹配、要求－能力匹配、个性匹配和价值观匹配对雇佣决策都有显著的独立主效应,招募者在长期招募比短期招募中更多依靠个性匹配来评价应聘者,招募者在对管理类职位更多依靠价值匹配来进行评价,而对专业类职位则更多依靠要求－能力匹配进行评价。     

项目管理者胜任力模型

研究尝试确定IT企业项目管理者的胜任力要素及其内在结构。322名某IT企业开发部门的项目经理和项目小组成员参与了问卷调查．评价由深度访谈所确定的项目管理者胜任特征检核表,探讨ⅡT企业优秀项目管理者的胜任特征模型。研究结果表明。IT企业项目管理者的胜任力可归为5个因子：个性魅力、应变能力、大局观、人际关系处理能力、品格。共解释方差变异的55．96％。研究还探讨了该模型对IT企业项目经理的选拔和培训的参考价值。     

教育编辑胜任力模型的构建与验证

根据教育出版社编辑工作特征,运用调查研究法、特尔菲(Delphi)专家评价法等,编制了编辑胜任力调查量表,通过对分布在全国的7个教育出版社301名编辑问卷测试,并对测试数据采用因素分析与验证分析的方法进行了系统分析,建构了教育编辑胜任力模型。研究结果表明,教育编辑胜任力主要由工作取向、自我取向、人际取向3方面8个因子构成。本研究为教育出版社的优秀编辑的培养、选拔及测评方面提供了新的理论依据。     

图书编辑人员胜任力素质测评的初步构建

胜任力素质测评问卷可以将某一职业中卓有成就者和表现一般者区分开采。结合心理学研究方法和人才测评方法,对我国图书编辑人员的胜任力素质做了深入研究。初步研究结果表明我国图书编辑人员胜任力素质可从专业素质、职业精神和人格特质三大方面来考察,这一研究结果将为我国图书编辑人员的人才选拔、评价和培养提供心理学及能力结构方面的科学依据。     

中国IT业从业人员非技能胜任素质测评系统的研发报告

具备专业知识的专业人员,在不同岗位上工作,有人成功,有人未获成功？非技能胜任素质应当是不可忽视的因素。本项研究以心理学研究和人才测评相结合的方法,对IT业从业人员的非技能胜任素质做了深入的研究,构建了IT业四类关键岗位——管理类、销售类、技术支持类、研发类的非技能胜任素质模型,并探索各胜任素质特征与工作绩效的关系,为IT业内各类岗位人才选拔、评价和培养提供了科学的依据以及人职匹配的操作模型。     

企业中层管理者时间管理倾向量表的探索性因素分析

时间管理倾向是个体在运用时间方式上所表现出来的心理和行为特征,具有多维度多层次的心理结构。参照已有的研究文献和广泛的调查研究,编制出我国企业中层管理者时间管理倾向量表,通过对150名企业中层管理者的探索性因素分析,结果表明企业中层管理者时间管理倾向问卷由时间价值感(社会取向和个人取向的时间价值感)、时间监控能力(目标与控制、计划与安排、优先级、时间分配和反馈性)和时间效能感(时间管理效能和时间管理行为效能)三个维度构成。     

大型公立医院专家型高层管理者双核胜任力模型研究

大型公立医院承担着主要医疗急救任务,医院高层管理者则在医院内扮演多重角色,即是专家型的医务人员甚至学术带头人,同时又是全面负责医院经营管理的管理者.仅有医学技能而没有管理知识不能适应市场经济下医院发展需要;而仅有管理知识而缺乏医学技能,面对学科建设、医患沟通等复杂的专业问题也难以胜任.本文运用胜任力理论,建立医院高层管理者专业胜任力和管理胜任力双核模型,并提出该模型的应用领域.     

高校辅导员胜任力结构模型研究

通过对38位高校辅导员进行行为事件访谈以及开放式问卷调查,初步筛选出47项高校辅导员胜任力特征项目,再以此为依据编制成高校辅导员胜任力评价问卷,对413位高校辅导员进行调查,经过探索性因素分析和验证性因素分析,构建出高校辅导员胜任力结构模型。结果显示,高校辅导员的胜任力结构主要包括工作能力、个性魅力、引导学生、职业态度、个人特质以及专业素养6个维度。该结构模型信效度良好,可以为高校辅导员选拔与培训等提供科学依据。     

The Match Between Recruiters’ Perceptions of Organizational Climate and Personality of the Ideal Applicant for a Management Position

The relationship between recruiters’ perception of the ideal applicant for a managerial position and their perception of organizational climate was examined in real selection procedures. Recruiters (n = 124) from 83 organizations in three sectors of industry participated in this study. They assessed the ideal applicant for the vacant managerial position with personality attributes derived from the Abridged Big Five Circumplex (Hofstee et al. 1992). Furthermore, they described the existing organizational climate with 14 climate scales based on the Competing Values framework of Quinn (1988). Results indicate that recruiters’ perceptions of goal oriented climate dimensions are related to the sector of industry. These perceptions influence the way in which recruiters perceive the ideal manager regarding conscientiousness and compliance. Recruiters’ perceptions concerning other dimensions of organizational climate are not related to the sector of industry and the personality profile of the ideal manager. Homogeneity of personality in organizations will exist for only some personality attributes.     

Managerial competency modelling and the development of organizational psychology: A Chinese approach

In recent years, China has undergone rapid economic reform and dynamic organizational changes. Several major developments have given special momentum to those changes: China entering the WTO, opening the western regions of China, building up an information network, transforming new management systems nationwide, and encouraging innovations and entrepreneurship. These developments call for more comprehensive and adaptive competencies and new approaches to organizational psychology in China. This provides a national and cultural context of personnel assessment, selection, and development of organizational psychology. Organizational psychology is one of the most active fields for research and application in psychology in China. Three aspects of recent trends are described under a framework of managerial competency modelling. (1) Leadership competence assessment for personnel selection and development has become one of the key aspects of human resources (HR) management in China. Based upon the results from the structured interview and strategic hierarchical job analysis, a model of leadership competency with four dimensions of leadership characteristics and the managerial performance was proposed. The four dimensions are: psychological traits; leadership predispositions; managerial skills; and professional knowledge. (2) HR competency for person‐job‐organization fit. This includes competencies for compensation and motivational strategies, organizational commitment and career management competence, team competence, and group decision‐making skills. (3) Organizational competency for culture and change. This includes an integrative approach to link values with culture, and cross‐cultural leadership skills. On the basis of the recent practice and research developments, a Chinese approach to organizational psychology with important characteristics is summarized: active theoretical development and conceptualization; continuous methodological improvement; close link with HR and management practices; and systematic cross‐cultural socioeconomic perspective. This becomes a key framework for understanding organizational psychology. New directions for research and application in China are highlighted.     

Personality Correlates of Assessment Center Consensus Competency Ratings: Evidence from Russia

Controversy has revolved around whether assessment center ratings have construct validity to measure intended dimensions of managerial performance. In contrast to much recent research on the internal structure of assessment center ratings, the present studies investigated the relationship of final competency ratings derived by consensus discussion with external questionnaire measures of personality characteristics. Expanding on previous studies showing correlations of dimension scores in relation to individual trait measures, this study investigated the relationship of complex competencies with both single personality traits and with composites of personality traits. Evidence from two samples of managers in Russia shows that final competency ratings are related to predicted composites of personality factors more consistently than to single factors. Taken together, these findings provide evidence that assessment center ratings derived by consensus discussion show construct validity in relationship with predicted composites of personality characteristics.     

EXPLORING BLACK-WHITE SUBGROUP DIFFERENCES OF MANAGERIAL COMPETENCIES

This study investigates whether different job-relevant competencies vary in terms of Black-White subgroup differences exhibited. There were 633 participants (545 Whites, 88 Blacks) who completed a managerial assessment center that evaluated 13 competency dimensions across 8 assessment exercises. Participants also completed a cognitive ability test. The results suggest that subgroup differences vary by the content domain of the competency. As predicted, significant subgroup differences emerged for a majority of the more cognitively loaded competencies (e.g., judgment) while nonsignificant differences were associated with a majority of the less cognitively loaded competencies (e.g., human relations). Furthermore, when cognitive ability was controlled, 12 of 13 competency scores demonstrated incremental validity in predicting supervisory job performance ratings. In addition, competencies with greater cognitive load tended to more strongly predict cognitive aspects of job performance as compared to noncognitive aspects. However, competencies with less cognitive load did not differentially predict cognitive and noncognitive aspects of job performance.     

初级军官心理选拔的预测性

目的：通过建立院校学员胜任特征及初级军官评价模型,探讨初级军官心理选拔检测系统的预测性。方法：某军校340名男性本科学员入校时完成初级军官心理选拔检测,毕业前进行院校胜任特征评价,对162名学员毕业后1~5年进行部队工作表现追踪评价。结果：中国MBTI-G人格类型测验对院校学员管理能力、影响力、约束力、口头表达、军人气质、人际关系等有较好的预测性,预测符合率72.13%;中国军人明尼苏达个性调查表6项精神障碍维度对情绪稳定性有较好的预测,预测符合率71.90%;院校学员一般能力倾向测验对学业成绩、文字表达、口头表达、人际关系和决策能力等胜任特征也有一定的预测性,预测符合率66.70%;三项测验院校胜任特征总预测符合率达81.70%,部队胜任特征总预测符合率76~87%。结论：为我军初级军官心理选拔提供了实用工具,为提高心理选拔预测准确性提供了科学依据     

Competencies Through the Eyes of Psychologists: A closer look at assessing competencies

Competencies have become a leading construct in human resource practices. However, empirical research on competencies has lagged behind resulting in a gap between practice and science. In this study, the focus was on the nature of competencies by examining the relationships of three competency dimensions with cognitive ability, personality and performance during assessment center exercises. Data of 932 applicants participating in a 1‐day selection procedure were used. Results showed that to assess the competency dimension Thinking psychologists focus on cognitive ability. To assess the competency dimension Feeling psychologists rely on performance during interview simulation exercises and on measures of personality. In assessing the dimension Power psychologists focus mainly on personality, although they also rely on cognitive ability and performance during interview simulation exercises.