湖北省农民专业合作社理事长胜任力与合作社绩效关系研究

发布时间：2018-04-11 15:21

本文选题：农民专业合作社 + 理事长　；参考：《华中农业大学》2017年硕士论文

【摘要】：农民专业合作社作为自愿参与、民主管理、自主分配的互助性经济组织,促进了农业资源的合理配置,提高农业生产组织化程度和农民生产积极性,也为加快农业供给侧结构性改革步伐,推进农业现代化的发展进程提供解决方案。但现阶段,合作社仍存在规范管理欠缺、融资筹资难、科技支持乏力、长期规划缺乏等问题,如何有效破解这些难题对于合作社长远发展尤为重要。随着知识经济时代的到来,人力资源已超过自然资源和物质资本,成为第一战略资源,合作社理事长作为带领农户“抱团”发展的领军人物,是一种特殊的人力资源。如何最大程度的发挥理事长的竞争优势成为合作社发展的关键,而基于胜任力的人力资源管理成为发挥人力资源优势最行之有效的途径。因此,探索理事长胜任力要素、建立农民专业合作社理事长胜任力模型,探究胜任力对合作社绩效的作用机制,可以为理事长甄选、培训和激励提供依据,研究具有明显的现实意义。本文的主要研究内容与结论如下:1.论文分析了湖北省农民专业合作社理事长任职现状与问题。虽然理事长队伍已有大批返乡创业者、村镇干部等多样化人群加入,且整体文化水平也有所提升,但理事长任职仍存在素质和能力欠缺、培训机制不完善、责任意识不强等问题。因此,制定有针对性、实用性、科学性的理事长甄选计划、培训方案势在必行,而基于胜任力模型的理事长人力资源管理对此具有现实意义。2.论文开发了《湖北省农民专业合作社理事长胜任力自评量表》。在梳理相关文献基础上,通过文献分析法和专家访谈法,共确定了17项胜任力的66个测评指标和6项绩效评价的18个指标,并依此形成本研究调研问卷。这为后续研究结论的科学性、合理性提供保障,提醒理事长强化胜任力自测的意识,审视自我,发现不足;同时在理事长甄选阶段识别潜在候选人。3.论文构建了湖北省农民专业合作社理事长胜任力模型。本研究依托冰山模型,将胜任力划分为外显性和内隐性,共提取包括专业知识、战略决策等在内的9项外显胜任力指标和创新、冒险等在内的8项内隐胜任力指标;通过因子分析法构建包括“知识”“经营管理能力”两个外显胜任力和“企业家精神”“个人魅力”两个内隐胜任力在内的湖北省农民专业合作社理事长胜任力模型,并依此测评理事长胜任力水平,为完善依托胜任力模型的理事长培训体系提供依据。4.论文探索了理事长各胜任力对合作社绩效各维度的影响机制。首先运用相关性分析,验证理事长胜任力对合作社绩效有显著促进作用;再采取回归分析法,进一步探究了各胜任力因子对绩效各维度的影响程度,并建议依此建立与合作社绩效相挂钩的理事长奖惩机制。本研究的创新之处在于:第一,本研究将胜任力模型运用到合作社理事长的研究领域,进而为理事长人力资源管理提供依据;同时,研究内容上将理事长各胜任力与合作社各绩效进行实证分析,详细分析了胜任力各因子对绩效的影响机制,具有研究新视角;第二,本研究在已有研究基础上,更科学的完善了合作社理事长胜任力自评指标和绩效评价指标。
[Abstract]:Farmers' professional cooperatives as voluntary participation, democratic management, mutual economic organization of independent distribution, to promote the rational allocation of agricultural resources, improving the organization degree of agricultural production and farmers' enthusiasm for production, but also to speed up the agricultural supply side structural reform, promote the development of agricultural modernization provides solutions. But at the present stage, cooperatives there is still lack of standardized management, financing is difficult, lack of support of science and technology, problems such as lack of long-term planning, how to effectively solve these problems is particularly important for the development of the cooperative. With the advent of the era of knowledge economy, human resources has more natural resources and material capital and become the first strategic resources, cooperatives as a leader in leading the farmers "Baotuan" development, is a kind of special human resources. How to maximize the director's competitive advantage has become cooperative The key to the development and management of human resources competency as a means of play of human resources based on the most effective. Therefore, exploration of competency elements, the establishment of peasant cooperatives, competency model, competency system mechanism to explore the performance of cooperatives, can provide the basis for the director selection, training and motivation has obvious practical significance. In this paper, the main research contents and conclusions are as follows: 1. this paper analyzes the farmer cooperatives in Hubei province director of working status and problems. Although the director team has a large number of home business, rural cadres and other diversified groups to join, and the overall educational level is also improved, but there are still quality director office and the lack of capacity, training mechanism is not perfect, the problem is not strong sense of responsibility. Therefore, to develop targeted, practical, scientific director of the selection scheme, The training program is imperative, and the competency model of human resource management in this paper is of practical significance to develop.2. "farmer cooperatives in Hubei province director competency checklist. In the literature basis through literature analysis and expert interviews to identify a total of 18 and 17 indicators of competency the 66 evaluation indexes and 6 performance evaluation, and then form this research questionnaire. This is the follow-up to the conclusions of the study of science and rationality to provide protection, to remind the chairman of strengthening the competency self testing consciousness, self-awareness, is insufficient; and constructs the farmer cooperatives in Hubei province director of competency model in chairman of the selection stage to identify potential candidates for.3. paper. This study is based on competency iceberg model, will be divided into explicit and implicit, were extracted including professional knowledge, strategic decision-making, etc. The 9 explicit competency index and innovation, 8 implicit adventure, the competency index; through factor analysis including the construction of "knowledge" and "business management" two external competency and the "entrepreneurial spirit" and "Charisma" two implicit competency, professional farmers in Hubei province director of the cooperative competency model, and then the evaluation of competency level of competency model for improving the long training system provides the basis for relying on.4. to explore the influence of the chairman of the competency dimensions of cooperative performance. Firstly, using correlation analysis, verification of competency has a significant role in the performance of cooperatives take; regression analysis, to further explore the competency factors on each dimension of performance, and establish linked with the cooperative performance of the chairman of the incentive mechanism. The innovation of this research lies in: first, this study will be applied to the research field of the competency model of cooperatives, so as to provide evidence for the director of human resources management; at the same time, the study of the content of the chairman of the competency and the cooperative performance empirical analysis, detailed analysis of the mechanism of the effect of various factors on the performance of the competency a new research perspective, this study has; second, based on the existing research, more scientific and perfect cooperatives competency self rating evaluation index and performance.

【学位授予单位】：华中农业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F321.42

【参考文献】