天水A家族企业中高层管理者胜任力模型研究

发布时间：2018-03-10 22:49

本文选题：欠发达地区　切入点：家族企业　出处：《兰州交通大学》2015年硕士论文　论文类型：学位论文

【摘要】：家族企业作为中国经济发展的重要组成部分,是经济增长的稳定器。家族企业对于国家经济良性、有序、健康发展具有重大影响,其不仅能有效地解决当地居民(企业临近地区)就业、大学生就业、失业人员再岗、再培训等问题,在当地经济发展、区域财税收入、产业结构优化、以及所有制结构、区域均衡发展等方面也发挥着无可替代的作用。本文基于中国欠发达地区家族企业的实际,选取西北地区工业产业发展较为落后的甘肃省天水市作为区域研究大环境,选取天水市A家族企业作为研究对象。首先,基于家族企业文献以及A企业管理现状进行广泛全面的调研、分析;再次,建立家族企业中高层管理者胜任力假设模型,并采用行为事件访谈、实地问卷调查等方式收集企业相关数据,对假设模型进行进一步检验和修正;最后,确定A企业中高层管理者胜任力模型,并对模型进行实践验证,为企业良性、健康、可持续发展提供依据。研究发现:(1)天水市A家族企业中高层管理者胜任力模型特征项目包括:领导能力、规划能力、人际沟通能力、专业技能、善用人才、学习洞察能力、决策控制能力、创新能力等8个方面。(2)天水市A家族企业中不同性别的管理者在上述八个胜任力特征上差异不明显。从年龄层次来看, 人际沟通‖、专业技能‖、创新能力‖存在明显的差异。在人际沟通方面,30岁及30岁以下年龄段的中高层管理者得分要低于41岁以上年龄段;30岁以下的管理者在专业知识方面优于40岁以上管理者;创新能力方面,40岁及40岁以下的管理者得分显著高于40岁以上年龄段。(3)在A家族企业中高层管理者中,不同文化层次在创新能力‖一条中有着较为显著的差异:具有较高学历的中高层管理者得分显著高于学历较低的中高层管理者。管理者在企业工作时间的长短仅仅在领导能力‖上差异明显,在其他方面并没有太大差异,工作10年以上的中高层管理者得分显然高于3年以下的中高层管理者。
[Abstract]:As an important part of China's economic development, family business is the stabilizer of economic growth. Family business has a significant impact on the healthy, orderly and healthy development of the national economy. It can not only effectively solve the problems of employment of local residents (adjacent areas of enterprises), employment of college students, reemployment of unemployed persons, retraining of unemployed persons, and so on, but also the development of the local economy, regional fiscal and tax revenue, optimization of industrial structure, and ownership structure. Based on the practice of family enterprises in underdeveloped areas of China, this paper selects Tianshui City, which is a backward industrial development area in Northwest China, as the regional research environment. First of all, based on the literature of family business and the current situation of A business management for a wide range of research, analysis; thirdly, establish the hypothesis model of the competence of senior managers in family business. Conduct event interviews, field surveys and other ways to collect corporate data, to further test and modify the hypothetical model; finally, determine the competency model of senior managers in enterprise A, and verify the model in practice. The research found that the competency model of senior managers in A family business in Tianshui city includes: leadership ability, planning ability, interpersonal communication ability, professional skills, and making good use of talents. Learning insight, decision control, In Tianshui city, the managers of different genders have no significant difference in the above eight competency characteristics. From the age level, interpersonal communication, professional skills, innovation ability, etc.) in Tianshui City, there is no significant difference between the managers of different genders in the above eight competency characteristics. (2) in Tianshui City, there are no significant differences in the above eight competency characteristics. In interpersonal communication, the scores of middle and senior managers of 30 years old and under 30 years old are lower than those over 41 years old or under 30 years old managers are better than those over 40 years old in professional knowledge; In terms of innovation ability, the scores of managers aged 40 and under were significantly higher than those of managers over 40 years old. There are significant differences among different cultural levels in the innovation ability: the middle and senior managers with higher education have significantly higher scores than those with lower education. The managers work long hours in the enterprise. There is only a significant difference in leadership skills, There was no significant difference in other areas, with middle and senior managers who had worked for more than 10 years scored higher than those who had worked for less than three years.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.91;F426.92

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