煤矿爆破工胜任力模型研究
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摘要
爆破事故波及面广、伤害力大,成为煤矿安全生产的焦点。爆破工胜任力可有效预测安全绩效的好坏,不仅帮助个体认识自我,充分发挥与岗位匹配的胜任特征,而且为组织选人、用人提供了理论依据。论文沿着“结构——评价——干预”的逻辑思路,以大安山煤矿爆破工为研究对象,结合文献调查与关键事件访谈,提出胜任力理论模型。采用整群随机抽样获取有效样本,以Spss15.0、Amos7.0和Matlab7.0为数据分析工具,验证理论模型和构建评价体系。主要结论如下:
⑴构建了爆破工胜任力模型。通过文献整理、关键事件访谈,编制了基于行为描述的爆破工胜任力调查问卷,根据探索性和验证性因素分析,建立了爆破工胜任力模型。问卷信效度均符合心理测量学要求,表明爆破工胜任力主要由安全责任意识、应急处理能力、性格倾向性和爆破技能四个维度构成。
⑵评价了大安山煤矿爆破工的胜任力水平。根据胜任力模型,确定了评价要素及权重,采用协同效应法计算各胜任维度的综合得分,采用共生效应法找出最大偏离度对应的维度,找出对爆破工胜任力制约较大的因素,进而对实际胜任力得分进行修正,将修正后的分值加总得出爆破工胜任力的最终整体水平。
⑶提出了基于胜任力导向的爆破工安全管理措施。对新员工和老员工采取不同的管理措施。根据胜任力的评价过程,针对性的制定培训内容和培训方式。
The blasting accidents with extensive magnitude and injury force have become the focus of safety production in coal mine. The competence can predict safety performance effectively, which can not only help the individual make self-understanding, and make use of the potential competence match to the post, but also provide a theoretical basis on recruitment and evaluation. The theses carry out empirical study following the logic thread“structure-evaluation-intervention”. Taking special operators in coal mine as study subject, and combining with theoretical deduction and investigation interview, it puts forward correlated hypotheses. Use the method of cluster random sampling to obtain effective sample, and take SPSS15.0 & AMOS7.0 &Matlab7.0 as the tool for statistical analysis so as to test the theoretical models and build the competence evaluation system. The main conclusions are as follows:
⑴Build the competence model for rock blaster. Based on literature review, opening interview, exploratory and confirmatory factor analysis, it found that rock blasters’competence mainly includes Sense of safety responsibility, emergency processing, emotional stability and blasting cognitive.
⑵Build the competence evaluation system based on the effects of synergy and symbiotic. With the constructed Competence model, it identifies the specific content of competence assessment.Based on the model path coefficients normalized to determine the elements of each evaluation of the weight of a synergistic effect of all qualified method to calculate the dimension of the composite scores, using the symbiotic effect method find the maximum deviation dimension, then the actual competence scores to amend, the amended sum of scores obtained the final overall level of competence.
⑶Proposed the blasting work safety management measures with the orientation of competency-based. For new employees and old employees adopt different management practices. Under the competence evaluation process, develop the targeted training mechanisms.
⑴构建了爆破工胜任力模型。通过文献整理、关键事件访谈,编制了基于行为描述的爆破工胜任力调查问卷,根据探索性和验证性因素分析,建立了爆破工胜任力模型。问卷信效度均符合心理测量学要求,表明爆破工胜任力主要由安全责任意识、应急处理能力、性格倾向性和爆破技能四个维度构成。
⑵评价了大安山煤矿爆破工的胜任力水平。根据胜任力模型,确定了评价要素及权重,采用协同效应法计算各胜任维度的综合得分,采用共生效应法找出最大偏离度对应的维度,找出对爆破工胜任力制约较大的因素,进而对实际胜任力得分进行修正,将修正后的分值加总得出爆破工胜任力的最终整体水平。
⑶提出了基于胜任力导向的爆破工安全管理措施。对新员工和老员工采取不同的管理措施。根据胜任力的评价过程,针对性的制定培训内容和培训方式。
The blasting accidents with extensive magnitude and injury force have become the focus of safety production in coal mine. The competence can predict safety performance effectively, which can not only help the individual make self-understanding, and make use of the potential competence match to the post, but also provide a theoretical basis on recruitment and evaluation. The theses carry out empirical study following the logic thread“structure-evaluation-intervention”. Taking special operators in coal mine as study subject, and combining with theoretical deduction and investigation interview, it puts forward correlated hypotheses. Use the method of cluster random sampling to obtain effective sample, and take SPSS15.0 & AMOS7.0 &Matlab7.0 as the tool for statistical analysis so as to test the theoretical models and build the competence evaluation system. The main conclusions are as follows:
⑴Build the competence model for rock blaster. Based on literature review, opening interview, exploratory and confirmatory factor analysis, it found that rock blasters’competence mainly includes Sense of safety responsibility, emergency processing, emotional stability and blasting cognitive.
⑵Build the competence evaluation system based on the effects of synergy and symbiotic. With the constructed Competence model, it identifies the specific content of competence assessment.Based on the model path coefficients normalized to determine the elements of each evaluation of the weight of a synergistic effect of all qualified method to calculate the dimension of the composite scores, using the symbiotic effect method find the maximum deviation dimension, then the actual competence scores to amend, the amended sum of scores obtained the final overall level of competence.
⑶Proposed the blasting work safety management measures with the orientation of competency-based. For new employees and old employees adopt different management practices. Under the competence evaluation process, develop the targeted training mechanisms.
引文
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[14]陈仙歌.人力资源经理的胜任力[J].人力资源开发,2005,2:27-28.
[15]翁欣乐.人力资源经理的职业化和胜任力[J].中国人力资源开发,2004,7:36-37.
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[19]何斌,孙笑飞.基于胜任力的培训需求分析及其应用[J].企业经济,2004,1:66-67.
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[21]吴孟捷.职业营销经理胜任力模型研究[J].重庆大学学报(社会科学版),2004(1):126-129.
[22]王晨阳.证券经纪人胜任特征的实证研究[D].苏州:苏州大学图书馆,2003.
[23]徐建平.中小学教师胜任力模型[J].教育研究,2006, 1:57-61.
[24]苗丹民,罗正学.年轻飞行员胜任力评价模型[J].中华航空航天医学杂志,2004(1):30-34.
[25]理查德·威廉姆斯著.蓝天星翻译公司译.组织绩效管理[M].北京:清华大学出版社,2002.
[26]黄芳铭.结构方程模式:理论与应用[M].北京:中国税务出版社,2005:111-263.
[27] Kaoru Ishikawa. Guide to Quality Control [J]. Asian Productivity Organization,1982,4: 42-49.
[28]李怀祖.管理研究方法论.第2版[M].西安:西安交通大学出版社,2004.
[29]林泽炎.事故预防实用技术[M].北京:科学技术文献出版社,1999.
[30]王勇.基于能力的人力资源管理理论研究[D].杭州:浙江大学图书馆,2003.
[31]彭正龙.企业经营者评价系统与激励机制研究—理论、模型、方法[M].北京:华夏出版社,2002.
[2]林泽炎,徐联仓.煤矿事故中人的失误及其原因分析[J].人类工效学,1996,2(2):17-20.
[3]黄春新,何志聪.胜任力模型如何适用于高科技企业研发团队的管理[J].经济论坛.2004, 12(8):57-59.
[4]黄勋敬.赢在胜任力:基于胜任力的新型人力资源管理体系[M].北京:北京邮电大学出版社,2007,7-12.
[5] Williams RS. Performance Management [M].London: International Thomson Business Press,1998.
[6] Boyatzis R.E. The Competent Manager: A Model for Effective Performance [M].New York: Wiley,1982.
[7] Spencer,L.M.&Spencer,S.M. Competence at work:Models for Superior Performance. John Wiley & Sons,Inc.1993:222-226.
[8] MichaelP.O.Driscoll,JamesL. Eubanks. Behavioral Competencies, GoalSetting, and Practation effectiveness [J]. Group & Organization Management, 1993,7:33-36.
[9] Dee Halley. The Core Competency Model Project [J].Corrections today, 2001,12: 32-37.
[10] MargeGillis.The ideal rep [J].Pharmaceutical excutive,2000,12:24-25.
[11]李超平,时堪.员工素质测评系统建立中的几个问题[J].中国人力资源开发,2000,3:33-35.
[12]王重鸣,陈民科.管理胜任力分析:结构方程模型检验[J].心理科学,2002,5:513-516.
[13]仲理峰,时勘.家族企业高层管理者胜任力模型[J].心理学报,2004,1:110-115.
[14]陈仙歌.人力资源经理的胜任力[J].人力资源开发,2005,2:27-28.
[15]翁欣乐.人力资源经理的职业化和胜任力[J].中国人力资源开发,2004,7:36-37.
[16]朱平利,肖娥芳.人力资源经理胜任素质考核的量化模型[J].中国人力资源开发,2004,7: 38-40.
[17]朱端明.人力资源经理胜任力模型[J].人力资源,2004,11:24-25.
[18]朱国锋.海员胜任力结构及其评价标准初步研究[J].中国航海,2004,4:23-26.
[19]何斌,孙笑飞.基于胜任力的培训需求分析及其应用[J].企业经济,2004,1:66-67.
[20]郭峰.安吉科技销售人员胜任力模型案例研究[D].广州:中山大学图书馆,2003.
[21]吴孟捷.职业营销经理胜任力模型研究[J].重庆大学学报(社会科学版),2004(1):126-129.
[22]王晨阳.证券经纪人胜任特征的实证研究[D].苏州:苏州大学图书馆,2003.
[23]徐建平.中小学教师胜任力模型[J].教育研究,2006, 1:57-61.
[24]苗丹民,罗正学.年轻飞行员胜任力评价模型[J].中华航空航天医学杂志,2004(1):30-34.
[25]理查德·威廉姆斯著.蓝天星翻译公司译.组织绩效管理[M].北京:清华大学出版社,2002.
[26]黄芳铭.结构方程模式:理论与应用[M].北京:中国税务出版社,2005:111-263.
[27] Kaoru Ishikawa. Guide to Quality Control [J]. Asian Productivity Organization,1982,4: 42-49.
[28]李怀祖.管理研究方法论.第2版[M].西安:西安交通大学出版社,2004.
[29]林泽炎.事故预防实用技术[M].北京:科学技术文献出版社,1999.
[30]王勇.基于能力的人力资源管理理论研究[D].杭州:浙江大学图书馆,2003.
[31]彭正龙.企业经营者评价系统与激励机制研究—理论、模型、方法[M].北京:华夏出版社,2002.