漓江农合行网点员工胜任力特征实证研究

发布时间：2018-10-29 14:18

【摘要】：本研究在文献整理及对漓江农合行支行领导进行访谈的基础上,提出了关于漓江农合行网点员工胜任力特征的三个假设,一是有27项个体特征对柜员和信贷员的工作绩效都显著影响,是网点员工的通用胜任力特征；二是网点员工的胜任力模型包含职业技能、职业素养、适应能力、发展动机、人际沟通能力五个维度；三是柜员和信贷员的胜任力特征存在结构上的或者影响程度上的差异。运用相关分析、因子分析、方差分析的方法对上述假设进行了实证分析。因子分析表明,27项个体特征中有24项与工作绩效显著相关。因子分析分析表明网点员工的胜任力特征包含7个因子。方差分析结果表明网点基层员工26项胜任力特征中,有21项胜任力特征对工作绩效的贡献度在不同岗位上无显著差异,但专业知识、文字功底、责任意识、主动性、沟通表达能力5项胜任力特征对工作绩效的贡献度在不同岗位上存在显著差异,且这5项胜任力特征贡献度的均值均为信贷员高于柜员。基于上述研究结果,本文提出了基于胜任力的漓江农合行网点员工管理策略,主张人力资源规划从单纯的数量规划转向数量规划与质量规划相结合,基于网点员工胜任力开展职业管理,以及建立员工个人成长和企业发展相结合的绩效管理体系。
[Abstract]:On the basis of literature review and interview with the leaders of Lijiang Agricultural Union Branch, three hypotheses are put forward about the competency of employees in Lijiang Agricultural Union Branch. First, there are 27 individual characteristics that have a significant impact on the job performance of tellers and credit officers, and are the general competency characteristics of network employees; Second, the competency model of network employees includes five dimensions: vocational skills, professional literacy, adaptability, motivation for development, interpersonal communication ability; third, the competency characteristics of teller and credit officer are different in structure or degree of influence. Correlation analysis, factor analysis and variance analysis are used to analyze the above hypothesis. Factor analysis showed that 24 of the 27 individual traits were significantly correlated with job performance. Factor analysis shows that the competency of network employees includes seven factors. The results of variance analysis showed that 21 of 26 competency characteristics of grass-roots employees had no significant difference in contribution to job performance in different positions, but professional knowledge, writing background, sense of responsibility, initiative, etc. There were significant differences in the contribution of five competency characteristics to job performance in different positions, and the average contribution of these five competency characteristics was that the credit officer was higher than the teller. Based on the above research results, this paper puts forward a competency based employee management strategy for Lijiang Agricultural Healing Bank, and advocates that human resource planning should change from a simple quantity planning to a combination of quantity planning and quality planning. The performance management system is established based on the competency of network staff and the combination of personal growth and enterprise development.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.35

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