北京市IT企业中层管理者胜任力研究

发布时间：2018-05-03 23:40

本文选题：胜任力 + 胜任特征模型　；参考：《北方工业大学》2009年硕士论文

【摘要】： 胜任力的概念于20世纪70年代初期McClelland首次提出,它根源于行为主义心理学,是能够明确区别出优秀绩效执行者和一般绩效执行者的能力特征。胜任力研究成为当代心理学、人力资源管理等学科领域热点之一。本文从理论与实证相结合的角度,探讨北京市IT企业中层管理者的胜任力模型,使之为中层及IT企业的发展提供标杆。本研究通过文献整理、招聘广告分析、行为事件访谈和征询专家意见,设计出信度较高、效度较好的北京市IT企业中层管理者胜任力行为量表,经过对前后200多个被试样本的调查,对收集数据借助SPSS统计工具进行分析。研究结果表明: 1.北京市IT企业中层管理者胜任力模型包括九个纬度:捕捉机遇与谈判能力、协作与自控能力、全局观与压力管理、发展他人、分析与思考能力、个人驱力、策划与监控能力、目标导向、工作态度。时间管理、学习能力、团队领导与建设能力、服务意识作为对模型的必要补充。 2.通过人口变量分析,发现:(1)女性比男性更加看重捕捉机遇与谈判能力。(2)25岁以下的年轻人及工作1-3年的员工更加看重全局观及压力管理。(3)高层认为中层更应看重目标导向,而中层自身更看重分析与思考。市场类中层更看重捕捉机遇与谈判能力及目标导向。(5)20-99人的企业中层更看重捕捉机遇与谈判能力及个人驱力。(6)具有不同学历的被试及其所在的不同类型企业对北京市IT企业中层管理者胜任力评价中没有显著差异。 3.对照IT中层应具备的胜任力,现有中层具备程度在发展他人、协作与自控能力、目标导向方面差距较大,亟需提高。 4.与以往管理层胜任力相比较,北京市IT企业中层更加强调执行力、知人善用,懂得授权,培养下属,敬业精神,激励下属与自我激励,对工作富有激情方面的能力。本研究的研究结果可为北京市IT企业及其它地区IT企业在中层管理者提升自身胜任能力、招募与选拔、培训与开发、职业生涯管理等人力资源管理工作中提供参考,提升整个组织的核心竞争力。
[Abstract]:The concept of competence was first proposed by McClelland in the early 1970s. It is rooted in behavioristic psychology and can clearly distinguish between excellent performance executors and general performance executors. Competency research has become one of the hotspots in contemporary psychology, human resource management and other disciplines. This paper discusses the competency model of middle-level managers of IT enterprises in Beijing from the angle of combining theory and practice so as to provide a benchmark for the development of middle-level and IT enterprises. Through literature collation, job advertisement analysis, behavior event interview and expert advice, a competency behavior scale for middle-level managers in Beijing IT enterprises with high reliability and good validity was designed. Through the investigation of more than 200 subjects before and after, the collected data were analyzed by SPSS statistical tool. The results show that: 1. The competency model of middle-level managers in Beijing's IT enterprises includes nine dimensions: capturing opportunities and negotiation ability, cooperation and self-control ability, global view and pressure management, developing others, analyzing and thinking ability, individual drive, planning and monitoring ability. Goal-oriented, work attitude. Time management, learning ability, team leadership and building ability, service consciousness as an essential complement to the model. 2. Based on the analysis of population variables, it was found that women were more important than men in capturing opportunities and negotiating skills. Young people under the age of 25 and employees working for 1-3 years were more concerned with overall outlook and stress management.) the top management thought that the middle level should pay more attention to goal orientation. The middle-level self more value analysis and thinking. The middle level of the market pays more attention to catch the opportunity and the negotiation ability and the goal orientation. The middle level of the enterprise with the ability of catching the opportunity and the negotiation ability and the individual drive. 6) the subjects with different education and the different types of enterprises in Beijing are more important to catch the opportunity and the negotiation ability and the individual drive. There is no significant difference in competency evaluation of middle managers in city IT enterprises. 3. Compared with the competence of IT middle level, the existing middle level has a large gap in developing others, cooperation and self-control ability, goal orientation, and needs to be improved. 4. Compared with the previous management competence, the middle-level of Beijing IT enterprise emphasizes more execution, know the best, know how to delegate, cultivate subordinates, respect for work, motivate subordinates and self-motivation, and have the ability of passion to work. The results of this study can be used as a reference for IT enterprises in Beijing and other regions to improve their competence, recruitment and selection, training and development, career management and other human resource management work. Enhance the core competitiveness of the entire organization.
【学位授予单位】：北方工业大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F272.92;F426.6

【引证文献】