街道办事处公务员胜任特征内容结构研究
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摘要
街道办事处公务员是国家政府最基层机构的公务员队伍,是政府和广大人民群众的直接桥梁,起着承上启下的作用。随着我国加入WTO以及政治经济体制改革的深入,街道的管理对象和街道办事处的地位、角色和作用都发生了重大转变,政府职能的转变更是对公务员素质提出了新的要求。如何科学地确定街道办事处公务员能力标准,成为当前政府管理改革中关注的焦点,在当前最新研究趋势中出现了公务员胜任特征的研究。
胜任特征研究最早提出者是美国哈佛大学的戴维·麦克利兰教授,他鉴于传统智力测验选拔人才方法的缺陷性,通过实验证实了高智商和高绩效之间没有必然联系。于是提出用胜任特征取代传统智力测量。该理论推动学术界亦掀起胜任特征研究的潮流。本研究在学习借鉴胜任特征理论研究成果和实践经验基础上,研究我国目前城镇化发展中强调的街道办事处公务员胜任特征。主要采用实证研究方法,选择重庆市主城区10个街道办事处作为调研样本,进行访谈和问卷调查,采用SPSS统计软件对研究数据进行因子分析,获得了5项街道办事处公务员胜任特征:基层执法能力、公众服务意识、局面把控能力、传导疏通能力、业务处理能力。同时回归分析法讨论胜任特征与工作绩效的关系,证明所获得的街道办事处公务员的胜任特征对工作绩效具有良好的预测效应。
本研究最后探讨了如何将胜任特征研究成果应用到我国街道办事处人力资源管理中,提出建立基于胜任特征的人力资源管理体系,以促进街道办事处公务员人力资源管理理论与应用水平的提高。
本研究获得的街道办事处公务员胜任特征内容结构,不仅对当前胜任特征理论研究提供本土化的参考依据,而且对我国公务员队伍建设和基层政府人力资源管理实践提供理论上的指导。
Civil Servants of Urban Subdistrict Offices is the most grass-roots level of the country Civil Servants, They are the directly bridges between the government and the masses of the people,play a important cause role.With China's accession to WTO, as well as the deepening of political and economic system reform , The management of Civil Servants of Urban Subdistrict Offices has a major change in status, role and functions .The transformation of government functions made new demands of the the civil service quality.How to determine the ability of Civil Servants to effectively improve the standard quality of public grassroots servants, especially the selection and training to meet the needs of the time of high-quality Civil Servants has been in the hot spots and focused in the Government management reform.
The theory of competency is first proposed by David.McClelland , a Profess of Harvard University. Concerdering the deficiencies of traditional intelligence test methods of selecting , High IQ and high performance were comfirmed not necessarily linked. So to propose that replacing the traditional use of intelligence measurement by competency. The theory also promote the academic study of competency setting off the trend.This research is in studying and using the foundation competency at present and practical experience for reference, adopting literature analysis and interviews methods to refine 20 items elements of the competency which go out of the Civil Servants of Urban Subdistrict Offices then work out the questionnaire to implement questionnaire investigation, directing agaist 150 Civil Servants in 9 districts of 10 Subdistrict Offices in Chongqing. Utilizing the factor analyse in SPSS to explore competency of the Civil Servants of Urban Subdistrict Offices.The result shows: The competency of the Civil Servants of Urban Subdistrict Offices adds up 5 items competency: Grass-roots law enforcement capacity-building, public service awareness, and control of the situation, clear transmission capacity, business processing capabilities. According to competency, we also explored the relationship between work performance and the competency. Studies had proved that the competency of the Civil Servants of Urban Subdistrict Offices play a significant impact on performance characteristics.
This study also analyses human resources management applications based on the content and structure of the competency of the Civil Servants of Urban Subdistrict Offices. Proposing the establishment of the human resources system, based on the competency in order to improve the level of theory and application on human resources management of the Civil Servants of Urban Subdistrict Offices.
The competency of the Civil Servants of Urban Subdistrict Offices we gained, not only provide competent localization of reference to the feature of the current theoretical research but also provide a theoretical guidance to the building of the contingent of grass-roots government Civil Servants and the human resources management practices.
胜任特征研究最早提出者是美国哈佛大学的戴维·麦克利兰教授,他鉴于传统智力测验选拔人才方法的缺陷性,通过实验证实了高智商和高绩效之间没有必然联系。于是提出用胜任特征取代传统智力测量。该理论推动学术界亦掀起胜任特征研究的潮流。本研究在学习借鉴胜任特征理论研究成果和实践经验基础上,研究我国目前城镇化发展中强调的街道办事处公务员胜任特征。主要采用实证研究方法,选择重庆市主城区10个街道办事处作为调研样本,进行访谈和问卷调查,采用SPSS统计软件对研究数据进行因子分析,获得了5项街道办事处公务员胜任特征:基层执法能力、公众服务意识、局面把控能力、传导疏通能力、业务处理能力。同时回归分析法讨论胜任特征与工作绩效的关系,证明所获得的街道办事处公务员的胜任特征对工作绩效具有良好的预测效应。
本研究最后探讨了如何将胜任特征研究成果应用到我国街道办事处人力资源管理中,提出建立基于胜任特征的人力资源管理体系,以促进街道办事处公务员人力资源管理理论与应用水平的提高。
本研究获得的街道办事处公务员胜任特征内容结构,不仅对当前胜任特征理论研究提供本土化的参考依据,而且对我国公务员队伍建设和基层政府人力资源管理实践提供理论上的指导。
Civil Servants of Urban Subdistrict Offices is the most grass-roots level of the country Civil Servants, They are the directly bridges between the government and the masses of the people,play a important cause role.With China's accession to WTO, as well as the deepening of political and economic system reform , The management of Civil Servants of Urban Subdistrict Offices has a major change in status, role and functions .The transformation of government functions made new demands of the the civil service quality.How to determine the ability of Civil Servants to effectively improve the standard quality of public grassroots servants, especially the selection and training to meet the needs of the time of high-quality Civil Servants has been in the hot spots and focused in the Government management reform.
The theory of competency is first proposed by David.McClelland , a Profess of Harvard University. Concerdering the deficiencies of traditional intelligence test methods of selecting , High IQ and high performance were comfirmed not necessarily linked. So to propose that replacing the traditional use of intelligence measurement by competency. The theory also promote the academic study of competency setting off the trend.This research is in studying and using the foundation competency at present and practical experience for reference, adopting literature analysis and interviews methods to refine 20 items elements of the competency which go out of the Civil Servants of Urban Subdistrict Offices then work out the questionnaire to implement questionnaire investigation, directing agaist 150 Civil Servants in 9 districts of 10 Subdistrict Offices in Chongqing. Utilizing the factor analyse in SPSS to explore competency of the Civil Servants of Urban Subdistrict Offices.The result shows: The competency of the Civil Servants of Urban Subdistrict Offices adds up 5 items competency: Grass-roots law enforcement capacity-building, public service awareness, and control of the situation, clear transmission capacity, business processing capabilities. According to competency, we also explored the relationship between work performance and the competency. Studies had proved that the competency of the Civil Servants of Urban Subdistrict Offices play a significant impact on performance characteristics.
This study also analyses human resources management applications based on the content and structure of the competency of the Civil Servants of Urban Subdistrict Offices. Proposing the establishment of the human resources system, based on the competency in order to improve the level of theory and application on human resources management of the Civil Servants of Urban Subdistrict Offices.
The competency of the Civil Servants of Urban Subdistrict Offices we gained, not only provide competent localization of reference to the feature of the current theoretical research but also provide a theoretical guidance to the building of the contingent of grass-roots government Civil Servants and the human resources management practices.
引文
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[3] Shippmann JS.The practice of competency modeling[J].Personal Psychology,2000(53):703-740.
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[13]苗青,王重鸣.基于企业竞争力的企业家胜任力模型.中国地质大学学报(社会版),2003年第3卷(3):P20-24
[14]杨东涛,朱武生.基于胜任力的人力资源管理研究[J].中国人力资源开发,2004(5):P33-34.
[15]吴开松.比较城市管理[M].北京:科学出版社,2004:7.
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[18] www.mop.gpv.cn人事部新闻,2003年12月15日,摘自中国人事报,仁兴.
[19]赵国祥,申淑丽.人力资源管理部门领导者胜任特征研究.理论学习,2004(9):P13-14
[20]陕北调研组.公务员培训需求调研报告[J].陕西省行政学院学报[J],2001,1:64-68 .
[21]廖园.基于胜任力的旅游业经理人员素质研究[J].经济与社会发展,2004年第2卷(3): P67-68.
[22]时勘、王继承、李超平:企业高层管理者胜任特征评价的研究[J].心理学报,2002(34,3):193-199.
[23]程芳.基于胜任力的人员选任机制研究[J].江汉大学学报(社会科学版)2004第21卷(3):P103-104.
[24]温少华.建立基于胜任力的人力资源管理[J].人口与经济,2004(10):P121-123.
[25] DessGG, Lumpkin GT,Covin JG. Entrepreneurial Strategy Mak-ingand Firm Performance:Tests of Contingency and Configura-tional Models[J].Strategic Management Journal, 1997(9):677-695.
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[27] Chandler.GN,Hanks.SH.Founder Competence, the Environ-ment,and Venture Performance [J].Entrepreneurship Theory and Practice,1994,(18):77-89.
[28] Lucia AD,Lepsinger R.The Art and Science of Competency Models[J]. SanFrancisco: Jossey-Bassy/Pfeiffer,1999(5).
[29]刘立,李铣.论加入WTO下我国公务员队伍的能力塑造[J].四川行政学院学报,2002,4:5-8.
[30]廖嵘. WTO与公务员能力建设云南大学行政学院学报[J],2004,4:57-60.
[31]肖鸣政.公务员考评中亟待解决的问题与对策[J].中国人民大学学报,2000,(3):109-114.
[32]张丹,袁亭亭,胜任力模型在人力资源管理实践中应用的研究[J].山东纺织经济, 2006.2.
[33]周晓玮.我国公务员绩效测评的困境与原因探讨[J].理论探讨,2003,112,(3):22-23 .
[34]陈民科.基于胜任力的职务分析及其应用[J].人类功效学,2002第3卷(1): P23-26.
[35]张兰霞,闵琳林,方永瑞.基于胜任力的人力资源管理模式[J].东北大学学报(社会科学版), 2006.1.
[36]金杨华,陈卫旗,王重鸣.管理胜任特征与工作绩效关系研究[J].心理科学,2004 ,27(6) :1349-21351.
[37]罗正学,苗丹,陈静.胜任特征模型评价的一致性研究[J].心理科学,2004 ,27(5) :1192-1194.
[38]陶祁,冯明.基于胜任力的培训设计研究[J].外国经济与管理,2002第24卷((4 ): P18-21.
[39]韩卫兵.构建基于胜任力模型的评价中心[J].科学学与科学技术管理, 2005.10.
[40]谢朝柱.人才素质测评研究[M].中央文献出版社,2002
[2] Wilson: How high and low self-empowered work with colleagues and school principals[J]. Journal of Educational Thought,30(2)99-17 .
[3] Shippmann JS.The practice of competency modeling[J].Personal Psychology,2000(53):703-740.
[4] McClelland DC. Testing for competence rather than for intelligence[J].American Psychologist[J],1973,28:1-24.
[5] Spencer Jr. L M,Spencer S M competence at work: Models for superior performance[J].. New York: John Wiley& Sons,Inc,1993 .
[6] Michael Armstrong and Angela Baron ,Performance Management[M]. London: The Cromwell Press,1998,296,297,298,299.7.
[7] McConnced.Understanding human competence at work[J].aninterpretative approach.Academy of Management Journal,2000,43(1):9-2.
[8]冯明.对工作情景中人的胜任力研究[J],外国经济与管理,2001第23卷(3): P23-26.
[9]仲理峰,时勘:胜任特征研究的新进展[J],《南开管理评论》,2003年第6期.
[10]张裕隆:管理才能测验发展[J],中华人力资源管理学会《中华人力资源管理会讯》第98期.
[11]仲理峰,时勘.家族企业高层管理者胜任特征模型.心理学报,2004第36卷(1):P110-115
[12]王重鸣,陈民科.管理胜任力特征分析:结构方程模拟检验[J].心理科学,2002第25卷(5)P103-105.
[13]苗青,王重鸣.基于企业竞争力的企业家胜任力模型.中国地质大学学报(社会版),2003年第3卷(3):P20-24
[14]杨东涛,朱武生.基于胜任力的人力资源管理研究[J].中国人力资源开发,2004(5):P33-34.
[15]吴开松.比较城市管理[M].北京:科学出版社,2004:7.
[16]胡忠明.现代城市街道管理[M].广州:广东人民出版社,2001:22-33.
[17]刘宜静:《高级行政人员能力之分析》[C],台湾政治大学硕士论文,2000.
[18] www.mop.gpv.cn人事部新闻,2003年12月15日,摘自中国人事报,仁兴.
[19]赵国祥,申淑丽.人力资源管理部门领导者胜任特征研究.理论学习,2004(9):P13-14
[20]陕北调研组.公务员培训需求调研报告[J].陕西省行政学院学报[J],2001,1:64-68 .
[21]廖园.基于胜任力的旅游业经理人员素质研究[J].经济与社会发展,2004年第2卷(3): P67-68.
[22]时勘、王继承、李超平:企业高层管理者胜任特征评价的研究[J].心理学报,2002(34,3):193-199.
[23]程芳.基于胜任力的人员选任机制研究[J].江汉大学学报(社会科学版)2004第21卷(3):P103-104.
[24]温少华.建立基于胜任力的人力资源管理[J].人口与经济,2004(10):P121-123.
[25] DessGG, Lumpkin GT,Covin JG. Entrepreneurial Strategy Mak-ingand Firm Performance:Tests of Contingency and Configura-tional Models[J].Strategic Management Journal, 1997(9):677-695.
[26] Barringer BR,JonesFF,Lewis PS. Aqualitative Study of the Management Practices of Rapid-Growth Entrepreneurial Firms[J].Journal of Business Entrepreneurship,1997(2):21-35.
[27] Chandler.GN,Hanks.SH.Founder Competence, the Environ-ment,and Venture Performance [J].Entrepreneurship Theory and Practice,1994,(18):77-89.
[28] Lucia AD,Lepsinger R.The Art and Science of Competency Models[J]. SanFrancisco: Jossey-Bassy/Pfeiffer,1999(5).
[29]刘立,李铣.论加入WTO下我国公务员队伍的能力塑造[J].四川行政学院学报,2002,4:5-8.
[30]廖嵘. WTO与公务员能力建设云南大学行政学院学报[J],2004,4:57-60.
[31]肖鸣政.公务员考评中亟待解决的问题与对策[J].中国人民大学学报,2000,(3):109-114.
[32]张丹,袁亭亭,胜任力模型在人力资源管理实践中应用的研究[J].山东纺织经济, 2006.2.
[33]周晓玮.我国公务员绩效测评的困境与原因探讨[J].理论探讨,2003,112,(3):22-23 .
[34]陈民科.基于胜任力的职务分析及其应用[J].人类功效学,2002第3卷(1): P23-26.
[35]张兰霞,闵琳林,方永瑞.基于胜任力的人力资源管理模式[J].东北大学学报(社会科学版), 2006.1.
[36]金杨华,陈卫旗,王重鸣.管理胜任特征与工作绩效关系研究[J].心理科学,2004 ,27(6) :1349-21351.
[37]罗正学,苗丹,陈静.胜任特征模型评价的一致性研究[J].心理科学,2004 ,27(5) :1192-1194.
[38]陶祁,冯明.基于胜任力的培训设计研究[J].外国经济与管理,2002第24卷((4 ): P18-21.
[39]韩卫兵.构建基于胜任力模型的评价中心[J].科学学与科学技术管理, 2005.10.
[40]谢朝柱.人才素质测评研究[M].中央文献出版社,2002