管理胜任力面试测评的有效性研究
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摘要
思想政治教育的有效性,很大程度上取决于对教育对象的有效激励,而激励的效果又与其能力是密不可分的。现代社会的生产研究表明,管理者特别是管理者的才能是重要的生产要素之一。正确识别管理人员的能力差异并据此对其进行选拔与任用,对提高市场经济活动的成效及思想政治教育的效果具有非常重要的意义。目前,管理能力大多通过胜任力加以判断,对胜任力的测评,而试方法被普遍采用,但其有效性,却一直存有争议。
本研究根据马克思刘人的能力的研究、管理工作的岗位层次差异对管理胜任力的要求、管理者的角色差异对管理胜任力要求及影响管理胜任力的其它一些相关因素,结合对管理胜任力的调查数据研究,最终确定了包括决策能力、领导能力、人际沟通能力、自我认知、开拓创新、成就动机、学习能力、专业知识与应用能力及责任意识等九个维度在内的管理胜任力的要素构成。通过分析被试的印象管理及作伪行为、测评的结构化程度与问题的组织形式及面试评委的测评能力等影响测评有效性的主要因素,提出了提高管理胜任力面试测评有效性的四维模型,即管理胜任力面试测评的有效性,取决于与被试待测胜任力相关的管理工作的岗位特征、面试测评的结构化程度与问题的组织形式及评委的测评能力三者的有效匹配与组合。与被试待测胜任力相关的管理工作的岗位特征决定了面试测评的结构化程度与问题组织形式的选择,既定的测评的结构化程度与问题组织形式又要求有与之相适宜与匹配的评委的测评能力,也决定了对被试印象管理及作伪行为的抑制效果。另外,对管理胜任力面试测评有效性的评估,还需要根据工作的显现度、工作结果的反馈时间及工作的可分割性等岗位层次特征差异对评估效标进行有效选择。本研究最后通过相关数据的实证分析,验证了研究得出的结论。
The effectiveness of the ideological and political education depends largely on the incentives of education object, and incentive effects are inextricably linked with their ability. The production of modern society shows that manager, especially his ability, is one of the most important factors of production. It is of great significance to correctly identify the discrepancies in the ability of the management staff, which is the basis of their selection and appointment and to improve the effectiveness of the activities of market economy and the effect of the ideological and political education.At present, management ability is mostly judged by the competence. On the competency assessment, interview was widely used, but its effectiveness has been controversial.
According to Marx's research on people's ability, management job level difference on competency requirements, the role of management difference on competency requirements and influence of competence in some other related factors, combined with the survey data of competency, this paper ultimately determines nine competence elements, including decision-making skills, leadership, interpersonal communication skills, self cognition, development innovation, achievement motivation, learning ability, professional knowledge and the application ability, and the consciousness of responsibility. Through the analysis of main factors influencing the effectiveness of assessment which include the impression management and faking behavior, the structure degree of the assessment and the format of the questions, the judges'assessment ability, this paper puts forward4D model aiming to raise the interview for competency assessment effectiveness, namely the interview assessment effectiveness for competency depend upon the effective matching and combination of the related management job characteristics, the structure degree of interview and the format of the questions, the assessment ability of judges. The related management job characteristics decide the structure degree of interview and the format of questions. The current structure degree of assessment and the format of questions call for matching assessment ability and determine the faking behavior inhibition effect. In addition, the validity assessment of interview for competency also needs to choose assessment criterion effectively according to the degree show of work, the feedback on the results of time and the work of divisibility that represent the post level feature difference. Through the relevant empirical data analysis, this research finally verifies the conclusion.
本研究根据马克思刘人的能力的研究、管理工作的岗位层次差异对管理胜任力的要求、管理者的角色差异对管理胜任力要求及影响管理胜任力的其它一些相关因素,结合对管理胜任力的调查数据研究,最终确定了包括决策能力、领导能力、人际沟通能力、自我认知、开拓创新、成就动机、学习能力、专业知识与应用能力及责任意识等九个维度在内的管理胜任力的要素构成。通过分析被试的印象管理及作伪行为、测评的结构化程度与问题的组织形式及面试评委的测评能力等影响测评有效性的主要因素,提出了提高管理胜任力面试测评有效性的四维模型,即管理胜任力面试测评的有效性,取决于与被试待测胜任力相关的管理工作的岗位特征、面试测评的结构化程度与问题的组织形式及评委的测评能力三者的有效匹配与组合。与被试待测胜任力相关的管理工作的岗位特征决定了面试测评的结构化程度与问题组织形式的选择,既定的测评的结构化程度与问题组织形式又要求有与之相适宜与匹配的评委的测评能力,也决定了对被试印象管理及作伪行为的抑制效果。另外,对管理胜任力面试测评有效性的评估,还需要根据工作的显现度、工作结果的反馈时间及工作的可分割性等岗位层次特征差异对评估效标进行有效选择。本研究最后通过相关数据的实证分析,验证了研究得出的结论。
The effectiveness of the ideological and political education depends largely on the incentives of education object, and incentive effects are inextricably linked with their ability. The production of modern society shows that manager, especially his ability, is one of the most important factors of production. It is of great significance to correctly identify the discrepancies in the ability of the management staff, which is the basis of their selection and appointment and to improve the effectiveness of the activities of market economy and the effect of the ideological and political education.At present, management ability is mostly judged by the competence. On the competency assessment, interview was widely used, but its effectiveness has been controversial.
According to Marx's research on people's ability, management job level difference on competency requirements, the role of management difference on competency requirements and influence of competence in some other related factors, combined with the survey data of competency, this paper ultimately determines nine competence elements, including decision-making skills, leadership, interpersonal communication skills, self cognition, development innovation, achievement motivation, learning ability, professional knowledge and the application ability, and the consciousness of responsibility. Through the analysis of main factors influencing the effectiveness of assessment which include the impression management and faking behavior, the structure degree of the assessment and the format of the questions, the judges'assessment ability, this paper puts forward4D model aiming to raise the interview for competency assessment effectiveness, namely the interview assessment effectiveness for competency depend upon the effective matching and combination of the related management job characteristics, the structure degree of interview and the format of the questions, the assessment ability of judges. The related management job characteristics decide the structure degree of interview and the format of questions. The current structure degree of assessment and the format of questions call for matching assessment ability and determine the faking behavior inhibition effect. In addition, the validity assessment of interview for competency also needs to choose assessment criterion effectively according to the degree show of work, the feedback on the results of time and the work of divisibility that represent the post level feature difference. Through the relevant empirical data analysis, this research finally verifies the conclusion.
引文
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