电信企业管理人员胜任素质及其对企业绩效影响机制研究

发布时间：2018-06-08 15:13

本文选题：胜任素质 + 电信企业　；参考：《北京交通大学》2013年博士论文

【摘要】：我国电信行业的快速发展对电信企业管理人员提出了更高的素质要求,尤其是在以“动荡、变革”为特征的3G时代,企业管理人员素质的重要性变得尤为突出,其素质水平对企业绩效的高低产生重要的影响。目前,我国电信业处于转型、转折的重大机遇期。3G时代电信业的迅猛发展创造着前所未有的机遇,同时也使其面临着巨大的挑战。快速剧变的产业环境、日趋激烈的市场竞争、不断涌现的新知识,都需要管理者胜任素质与之适应。因此,管理者到底应该具备怎样的胜任素质,以创造更佳绩效,增强企业的核心竞争能力,既是心理学、人力资源管理和组织行为学领域关注的热点问题,又是行业发展和企业竞争的需要。探索管理者在变化的情境中如何表现优异、取得成功的胜任素质模型,已成为组织行为学和人力资源开发的理论研究和实践探索的全球性问题之一。论文从电信行业的特点和环境出发,运用行为事件访谈等方法,获取了电信企业管理人员胜任素质指标。运用探索性因子分析和验证性因子分析,构建了我国电信企业管理人员胜任素质模型。该模型由品质维度、能力维度、素质维度、知识维度4个维度的14项胜任素质构成。根据我国资源配置的区域差异,我国电信运营企业划分为：(1)北方电信+南方联通；(2)北方联通和南方电信；(3)中国移动三种市场类型。通过专家评析得出三类市场类型的电信企业管理人员对胜任素质四维度的具体要求有一定差异。论文选取BSC平衡计分卡与KPI关键绩效指标两种方法进行有效的结合,建立了基于平衡计分卡的电信企业绩效指标体系,该体系包括财务、客户、内部流程、学习与成长四个维度。并基于此,建立了电信企业关键绩效指标和电信企业管理人员绩效考核指标。经过对电信企业管理人员胜任素质和个人绩效数据进行多层面数据加总检验得出,二者与企业绩效间具有较好的一致性,可进行下一步的研究。因此,将电信企业管理人员胜任素质模型的4个维度要素与企业工作绩效进行相关和回归分析。分析得出：电信企业管理人员胜任素质各维度与其绩效的4个指标存在显著相关,说明电信企业管理人员的胜任素质是影响其绩效的重要变量。此外,通过对电信企业管理人员胜任素质与企业绩效影响机理研究中得出：电信企业管理人员胜任素质与企业绩效在大部分维度上都存在着显著的正相关关系,且个人绩效起到了部分中介作用,而胜任素质模型中的素质维度和绩效之间的相关关系受到了市场类型的调节作用。论文最后基于电信企业管理人员胜任素质模型,建立了电信企业管理人员管理体系,包括电信企业管理人员的招聘甄选、考核、薪酬管理、培训和职业生涯设计,用于提升管理人员队伍素质和人力资源管理工作的科学性。此外,围绕电信企业管理人员的胜任素质构成要素,提出了电信企业管理人员胜任素质提升的基本路径。
[Abstract]:The rapid development of the telecom industry in China has put forward higher quality requirements for telecom enterprise managers. Especially in the 3G era characterized by "turbulence and change", the importance of the quality of enterprise managers has become particularly prominent, and its quality has an important impact on the performance of the enterprise. At present, the Telecom Industry in China is in transition. The rapid development of the telecom industry in the.3G era of the turning point creates unprecedented opportunities and challenges. The industrial environment of rapid upheaval, the increasingly fierce market competition, and the continuous emergence of new knowledge all need the competence of the managers to adapt to them. Therefore, what kind of victory should the managers have in the end? It is not only a hot issue in the field of psychology, human resource management and organizational behavior to create better performance and enhance the core competitive ability of enterprises, but also the need of industry development and enterprise competition.
It has become one of the global problems in the theoretical research and practice exploration of organizational behavior and human resources development to explore how managers perform well in the changing situation and achieve successful competency model. This paper, starting from the characteristics and environment of the telecommunications industry, uses behavioral event interviews and other methods to obtain the managers of telecom enterprises. By using exploratory factor analysis and confirmatory factor analysis, the competency model of Chinese telecom enterprise managers is constructed. The model is composed of 14 Xiang Shengren qualities of 4 dimensions: quality dimension, ability dimension, quality dimension and knowledge dimension. According to the regional differences of the allocation of resources in China, China's telecom operation enterprises are divided. It is divided into: (1) Northern Telecom + South Unicom; (2) North China Unicom and southern Telecom; (3) three types of China Mobile market types. Through expert evaluation, it is concluded that there are certain differences in the specific requirements for the four dimensions of competency of the three types of market types.
The paper selects the BSC Balanced Scorecard and the KPI key performance index two methods effectively, and establishes the telecom enterprise performance index system based on the balanced scorecard. This system includes four dimensions of financial, customer, internal process, learning and growth. Based on this, the key performance indicators of telecom enterprises and telecom enterprise managers are established. Performance evaluation index.
Through the multilevel data addition test on the competency and personal performance data of the telecom enterprise managers, the two ones have good consistency with the enterprise performance and can be studied in the next step. Therefore, the 4 dimensions of the competency model of the telecom enterprise managers are related to the work performance of the enterprise. Analysis shows that there is a significant correlation between the competence dimensions of the telecom enterprise managers and the 4 indicators of their performance, indicating that the competence of the telecom enterprise managers is an important variable that affects their performance. In addition, through the study of the influence mechanism of the competency and performance efficiency of the telecommunication enterprise managers, the telecom enterprise management There is a significant positive correlation between staff competence and enterprise performance in most dimensions, and personal performance plays a part of intermediary role, and the relationship between quality dimension and performance in competency model is regulated by market type.
At the end of this paper, based on the competency model of telecom enterprise managers, the management system of telecom enterprise managers has been established, including the recruitment selection, assessment, salary management, training and career design of telecom enterprise managers, which can be used to improve the quality of management staff and the scientific nature of human resources management. The basic elements of the competency of the managers are put forward, and the basic path to enhance the competency of the managers is put forward.
【学位授予单位】：北京交通大学
【学位级别】：博士
【学位授予年份】：2013
【分类号】：F626;F272.92

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