大连市处级领导职务公务员能力量表开发研究
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摘要
公务员是国家特殊的人才队伍，如何科学地确定公务员能力标准以有效地提高公务员素质已成为政府改革中的热点和焦点问题。以往的公务员能力框架相关研究或没有考虑公务员的层次和类别，或缺乏科学的理论基础和验证过程。
本文将大连市市直机关处级领导职务公务员的共性能力作为研究对象，借鉴国内外相关理论研究和实践，研究中国公务员的宏观工作环境、大连市公务员地方工作环境和处级领导职务的自身特殊职位特点，并结合对大连市11个委办局中的32名局、处、科级公务员的访谈初步建立大连市市直机关处级领导职务公务员的能力框架，形成6个能力维度和19个指标，然后通过能力框架和访谈编制大连市处级领导职务公务员能力量表，此量表包括65个题项，在大连市24个委办局中进行抽样测试，共得到216个有效样本，然后利用SPSS软件对测试结果进行因素分析，修正能力框架及量表，最后对量表进行信度和效度检验，确认本研究建立的能力框架及量表具有较好的信度及效度，从而正式确定大连市处级领导职务公务员能力框架和量表，修订后的能力框架由6个能力维度和14个指标构成，量表由49个题项构成。
Civil servants are the body of a country's administrative management. How to set up an evaluating system scientifically for civil servants to improve their competency has become the main focus that has aroused great concern in the government reform process. The relative studies about the ability-evaluating frame previously did not take the civil servants' administrative levels and their different sorts into account, or else they lack scientific and theoretical base and verifying process.
This paper takes the common competency of the middle-rank civil servants in the departments directly under Dalian municipal government as the study object, and uses relative theoretical studies and practices both at home and abroad for references. It proposes the common competency demand not only for the civil servants in China in the new environment but also for those in Dalian in a specific situation as well as the middle-rank leading cadre in different departments with their special functional characteristics. Moreover, a competency-evaluating frame is set up, including 6 facets and 19 indexes. A measurement standard on the middle-rank leading cadre in different government departments is also worked out by specific talks with 32 civil servants with different ranks from 11 bureaus, including 65 items in all. After getting 216 valid samples from the sample test in 24 bureaus in Dalian, we make the reliability and validity test to the sample results by using SPSS software, and prove that they are of good reliability and validity, thus setting up the final frame and measurement in due form. The revised frame consists of 6 competency facets and 14 indexes, while the measurement consists of 49 items.
本文将大连市市直机关处级领导职务公务员的共性能力作为研究对象，借鉴国内外相关理论研究和实践，研究中国公务员的宏观工作环境、大连市公务员地方工作环境和处级领导职务的自身特殊职位特点，并结合对大连市11个委办局中的32名局、处、科级公务员的访谈初步建立大连市市直机关处级领导职务公务员的能力框架，形成6个能力维度和19个指标，然后通过能力框架和访谈编制大连市处级领导职务公务员能力量表，此量表包括65个题项，在大连市24个委办局中进行抽样测试，共得到216个有效样本，然后利用SPSS软件对测试结果进行因素分析，修正能力框架及量表，最后对量表进行信度和效度检验，确认本研究建立的能力框架及量表具有较好的信度及效度，从而正式确定大连市处级领导职务公务员能力框架和量表，修订后的能力框架由6个能力维度和14个指标构成，量表由49个题项构成。
Civil servants are the body of a country's administrative management. How to set up an evaluating system scientifically for civil servants to improve their competency has become the main focus that has aroused great concern in the government reform process. The relative studies about the ability-evaluating frame previously did not take the civil servants' administrative levels and their different sorts into account, or else they lack scientific and theoretical base and verifying process.
This paper takes the common competency of the middle-rank civil servants in the departments directly under Dalian municipal government as the study object, and uses relative theoretical studies and practices both at home and abroad for references. It proposes the common competency demand not only for the civil servants in China in the new environment but also for those in Dalian in a specific situation as well as the middle-rank leading cadre in different departments with their special functional characteristics. Moreover, a competency-evaluating frame is set up, including 6 facets and 19 indexes. A measurement standard on the middle-rank leading cadre in different government departments is also worked out by specific talks with 32 civil servants with different ranks from 11 bureaus, including 65 items in all. After getting 216 valid samples from the sample test in 24 bureaus in Dalian, we make the reliability and validity test to the sample results by using SPSS software, and prove that they are of good reliability and validity, thus setting up the final frame and measurement in due form. The revised frame consists of 6 competency facets and 14 indexes, while the measurement consists of 49 items.
引文
1．国务院办公厅调研室，中国社会科学院政治学研究所．行政管理学基础．高等教育出版社，1988，303-304
2．王武岭，周俊英，沈计岭．国家公务员制度概论．中国人民公安大学出版社，2000，90-91
3. McClelland. Testing for competence rather than for " American Psychologist" ,1973, 28(1): 1-40
4. Mclagan. Competency Models. Training and Development Journal, 1980, December:22-26
5. Kenneth I. Rifkin, Michal Fineman and Clara H. Ruhnke. Developing Technical Manager-First You Need a Competency Model. Research Technology Management, 1999, March-hpril:53-57
6．许庆瑞，王勇．知识员工的能力及其测度[A]．赵曙明．人力资源管理研究新进展[C]．南京大学出版社，2002年12月第一版
7．仲理峰，时勘．胜任特征研究的新进展[J]．南开管理评论，2003，2：4-8
8. Lance Gray. New Zealand HRD practitioner competencies: application of the ASTD competency model. The international journal of human resource management, 1999, 10 (6): 1046-1059
9．约翰·瑞文．现代社会胜任力工作的能力．厦门大学出版社，1995
10．王重鸣．管理胜任力特征分析：结构方程模型检验．心理科学，2002，5：513-516，637
11. Mark P. Jensen, PhD. Questionnaire Validation: A Brief Guide for Readers of the Research Literature. The Clinical Journal of Pain, 2003, 19:345-352
12. Yukihide Momozawa, Tomoko Ono, Fumio Sato, Takefumi Kikusui a, Yukari Takeuchi, Yuji Mor. Assessment of equine temperament by a questionnaire survey to caretakers and evaluation of its reliability by simultaneous behavior test. Applied Animal Behaviour Science 2003, 84: 127-138
13. Sisson. Force Choice: The New Army Rating. Personnel Psychology, 1948, 1:365-381
14. Smith, Kendall. Retranslation of Expectations: An Approach to the Construction of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 1963, 47: 149-155
15. Schwab, Heneman, DeCotiis. Behaviorally Anchored Rating Scales: A Review of the Literature. Personnel Psychology, 1975, 28:549-562
16. Latham, Wexley. Behavioral Observation Scales for Performance Appraisal Purpose. Personnel Psychology, 1977, 30:255-268
17. Likert. Technique for the Measurement of Attitudes. Archives of Psychology, 1932, 140: 44-53
18. Bernardin, Morgan, Winne. Design and Installation of a Performance Evaluation System in the Norfolk Police Department. JSAS Catalogue of Selected Documents in Psychology, 1980, 10
19. Wiersma, Latham. The Practicality of Behavioral Observation Scales, Behavioral Expectation Scales, and Trait Scales. Personnel Psychology, 1986, 39: 619-628
20．吴明隆．SPSS统计应用实务．中国铁道出版社，2001，5，6-9
21．凌文辁，张鼎昆，方俐洛．保险推销员(职业)自我效能感量表的建构；心理学报，2001，33(1)：63-67
22．杨东，张进辅，黄希庭．青少年学主疏离感的理论建构及量表编制．心理学报，2002，34(4)：407-413
23．许明智．心理健康量表的编制和信效度研究．博士学位论文，2004
24．北京行政学院调查组．北京市政府公务员素质、能力及培训需求的调查(上)．北京行政学院学报，1999，1：71-75
25．北京行政学院调查组．北京市政府公务员素质、能力及培训需求的调查(下)．北京行政学院学报，1999，2：72-75
26. Lakhmi Narayanan, Shanker Menon, Edward L. Levine. Personality Structure: A culture-Specific Examination of the Five-Factor Model. Journal of Personality Assessment, 1995,64(1): 51-62
27．沈义祥．知识经济时代对公务员能力和素质的要求．辽宁工程技术大学学报(社会科学版)，2001，3(4)：59-60
28．戚翠莲．关于公务员能力素质标准问题的思考．新视野，2001，5：44-45
29．朱勋克．入世与公务员能力建设．中国民政，2002，4：32-33
30．张宪、邸建平．我省正处级国家公务员任职培训需求的调研及培训构想．中共山西省委党校学报，1999，3：23-25
31．陕北调研组．公务员培训需求调研报告．陕西省行政学院学报，2001，1：64-68
32．公兵．国家公务员培训目标简论．地方政府管理，1996，1：3-5
33．翟力．浅谈新时期公务员应具备的特殊能力．锦州师范学院学报(哲学社会科学版)，1997，4：121-122
34．廖晓珊．县(区)级国家公务员考核评价系统研究．昆明理工大学学报，1996，5：126-132
35．王忠禹．努力提高公务员的素质和能力．国家行政学院学报，2001，3：4-7
36．赵国祥、中淑丽、高东冬．180名处级党政干部领导能力研究．心理科学．2003，3：553-565
37．尹继卫．能力本位：英国高级公务员培训新取向．中国行政管理，2000，11：43-45
38．赵勇．美国公务员队伍能力建设初探．中国公务员，2003，4：52-54
39．熊贤良．从三个角度看今后中国政府的经济作用．经济社会体制比较，1999，2：40-45
40．张康之等．共管理学导论．经济科学出版社，2003，324-325，329，347-348，316-317
41．中国(海南)改革发展研究院．从“经济建设型政府”转向“公共服务型政府”的建议(十四条)．中国改革发展研究院简报，2003，444
42．陈龙．工业与组织心理学．今日中国出版社，1992，116-117
2．王武岭，周俊英，沈计岭．国家公务员制度概论．中国人民公安大学出版社，2000，90-91
3. McClelland. Testing for competence rather than for " American Psychologist" ,1973, 28(1): 1-40
4. Mclagan. Competency Models. Training and Development Journal, 1980, December:22-26
5. Kenneth I. Rifkin, Michal Fineman and Clara H. Ruhnke. Developing Technical Manager-First You Need a Competency Model. Research Technology Management, 1999, March-hpril:53-57
6．许庆瑞，王勇．知识员工的能力及其测度[A]．赵曙明．人力资源管理研究新进展[C]．南京大学出版社，2002年12月第一版
7．仲理峰，时勘．胜任特征研究的新进展[J]．南开管理评论，2003，2：4-8
8. Lance Gray. New Zealand HRD practitioner competencies: application of the ASTD competency model. The international journal of human resource management, 1999, 10 (6): 1046-1059
9．约翰·瑞文．现代社会胜任力工作的能力．厦门大学出版社，1995
10．王重鸣．管理胜任力特征分析：结构方程模型检验．心理科学，2002，5：513-516，637
11. Mark P. Jensen, PhD. Questionnaire Validation: A Brief Guide for Readers of the Research Literature. The Clinical Journal of Pain, 2003, 19:345-352
12. Yukihide Momozawa, Tomoko Ono, Fumio Sato, Takefumi Kikusui a, Yukari Takeuchi, Yuji Mor. Assessment of equine temperament by a questionnaire survey to caretakers and evaluation of its reliability by simultaneous behavior test. Applied Animal Behaviour Science 2003, 84: 127-138
13. Sisson. Force Choice: The New Army Rating. Personnel Psychology, 1948, 1:365-381
14. Smith, Kendall. Retranslation of Expectations: An Approach to the Construction of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 1963, 47: 149-155
15. Schwab, Heneman, DeCotiis. Behaviorally Anchored Rating Scales: A Review of the Literature. Personnel Psychology, 1975, 28:549-562
16. Latham, Wexley. Behavioral Observation Scales for Performance Appraisal Purpose. Personnel Psychology, 1977, 30:255-268
17. Likert. Technique for the Measurement of Attitudes. Archives of Psychology, 1932, 140: 44-53
18. Bernardin, Morgan, Winne. Design and Installation of a Performance Evaluation System in the Norfolk Police Department. JSAS Catalogue of Selected Documents in Psychology, 1980, 10
19. Wiersma, Latham. The Practicality of Behavioral Observation Scales, Behavioral Expectation Scales, and Trait Scales. Personnel Psychology, 1986, 39: 619-628
20．吴明隆．SPSS统计应用实务．中国铁道出版社，2001，5，6-9
21．凌文辁，张鼎昆，方俐洛．保险推销员(职业)自我效能感量表的建构；心理学报，2001，33(1)：63-67
22．杨东，张进辅，黄希庭．青少年学主疏离感的理论建构及量表编制．心理学报，2002，34(4)：407-413
23．许明智．心理健康量表的编制和信效度研究．博士学位论文，2004
24．北京行政学院调查组．北京市政府公务员素质、能力及培训需求的调查(上)．北京行政学院学报，1999，1：71-75
25．北京行政学院调查组．北京市政府公务员素质、能力及培训需求的调查(下)．北京行政学院学报，1999，2：72-75
26. Lakhmi Narayanan, Shanker Menon, Edward L. Levine. Personality Structure: A culture-Specific Examination of the Five-Factor Model. Journal of Personality Assessment, 1995,64(1): 51-62
27．沈义祥．知识经济时代对公务员能力和素质的要求．辽宁工程技术大学学报(社会科学版)，2001，3(4)：59-60
28．戚翠莲．关于公务员能力素质标准问题的思考．新视野，2001，5：44-45
29．朱勋克．入世与公务员能力建设．中国民政，2002，4：32-33
30．张宪、邸建平．我省正处级国家公务员任职培训需求的调研及培训构想．中共山西省委党校学报，1999，3：23-25
31．陕北调研组．公务员培训需求调研报告．陕西省行政学院学报，2001，1：64-68
32．公兵．国家公务员培训目标简论．地方政府管理，1996，1：3-5
33．翟力．浅谈新时期公务员应具备的特殊能力．锦州师范学院学报(哲学社会科学版)，1997，4：121-122
34．廖晓珊．县(区)级国家公务员考核评价系统研究．昆明理工大学学报，1996，5：126-132
35．王忠禹．努力提高公务员的素质和能力．国家行政学院学报，2001，3：4-7
36．赵国祥、中淑丽、高东冬．180名处级党政干部领导能力研究．心理科学．2003，3：553-565
37．尹继卫．能力本位：英国高级公务员培训新取向．中国行政管理，2000，11：43-45
38．赵勇．美国公务员队伍能力建设初探．中国公务员，2003，4：52-54
39．熊贤良．从三个角度看今后中国政府的经济作用．经济社会体制比较，1999，2：40-45
40．张康之等．共管理学导论．经济科学出版社，2003，324-325，329，347-348，316-317
41．中国(海南)改革发展研究院．从“经济建设型政府”转向“公共服务型政府”的建议(十四条)．中国改革发展研究院简报，2003，444
42．陈龙．工业与组织心理学．今日中国出版社，1992，116-117