摘要
当前,世界经济在经历贸易全球化、生产全球化之后,已经进入了创新全球化阶段,创新全球化正在为企业的发展创造着前所未有的机遇,同时也使其面临着巨大的挑战。创新全球化的大潮中,企业的生存和个人的成长,无不依赖于知识及信息技术的掌握和创造性的开拓与应用。技术经理所管理的技术人员是企业创新的核心力量。目前的研究主要集中在管理者的胜任特征模型的研究,而对技术经理这一特殊的群体的胜任特征的构建以及其如何影响工作绩效尚处于空白。
本研究将按照竞争性价值胜任特征模型对我国专业技术经理的胜任特征进行研究,通过行为事件访谈法、内容分析法、核检表分析法,通过对15名技术经理访谈资料的编码分析,得到技术经理的胜任特征模型,结果显示,技术经理的胜任模型具体包括：高效工作能力、营造氛围能力、把握流程与方向的能力、项目管理能力、有效沟通能力、发展他人能力、创造性思维能力这七项管理技能。
在确定技术经理胜任特征之后,本研究借鉴国内外关于胜任特征、领导-成员交换等领域的相关理论,构建了胜任特征、领导-成员交换和工作绩效的关系模型,并提出7个假设；然后,本研究对假设中所涉及到的概念或变量进行操作化定义,设计各变量的测量量表,并根据试测的结果对量表进行修订；采用问卷调查的方法在南京、苏州、上海等地收集数据,利用SPSS15.0和Lisrel8.70统计软件对数据进行分析,通过样本所提供的信息去论证提出的假设是否可以得到支持；最后,对数据分析后的结论进行解释与分析,并对这些结论在管理实践中的指导意义进行讨论。
随着领导有效性理论的不断发展,领导一成员交换理论作为领导有效性理论发展的一个分支认为,由于领导者的时间和精力有限,使其会与不同的下属产生高低质量不同的交换关系。尤其在中国情境下,领导作为资源、信息、情感等方面的提供者,其与下属的关系对下属绩效评价都会产生较为重要的作用,因此,本文从社会交换理论的角度探讨了技术经理的领导与技术经理的交换质量在其胜任特征与工作绩效之间的中介作用,通过对316份技术经理的调研数据,验证了领导一成员交换在胜任特征与工作绩效三个维度之间的部分中介作用。
本文不仅从领导一成员交换的总构念层面而且在领导一成员交换的四个维度层面分别探讨了中介作用机制的作用。研究结果表明,领导-成员交换的总构念在胜任特征与工作绩效之间有着部分中介作用。本文还探讨了四个维度作为中介机制时的差异性,结果显示,情感、忠诚、贡献和专业尊敬在胜任特征与任务绩效、人际便利、工作奉献几个方面是不同的。从胜任特征与任务绩效之间的关系来看,忠诚维度与贡献维度在胜任特征与任务绩效之间有着部分中介作用。同样,忠诚维度与贡献维度在胜任特征与人际便利之间有着部分中介作用,而情感与专业尊敬的部分中介作用不存在,在胜任特征与工作奉献的作用机制上,情感、忠诚与贡献三个维度在其中均有部分中介作用,而专业尊敬在其中的部分中介作用并不存在。
Now the world economy has entered the stage of innovation globalization after experiencing the trade globalization and production globalization. The innovation globalization brings enterprises unprecedented opportunity and at the same time great challenges. During the innovation globalization, the survival of the enterprises and personal growth will depend on the knowledge and information technology as well as the exploration nd application of these tools. The technical people under the technology mangers are key to the enterprise innovation. This study is focused on the competency model of the mangers, while no competency model was built for this specific group of technology mangers, neither the impact of competency on the work performance is evaluated in previous studies.
This research studies the competency of professional technology mangers using the competition value competency model. Through Behavioral Event Interview, Content analysis and table analysis, the competency model of the professional technology mangers is obtained after analysis of the information from15technology mangers. It is shown that the competency model includes7competencies of working efficiently, creating good atmosphere, direction controlling, project administration, effective communication, training other people, and creative thinking.
After proposing the competency model of technology mangers, this study reviews the domestic and foreign theories in the fields of competency, Leader-member exchange(LMX) theory, a relationship model of competency, leader-member exchange and performance is established and7hypothesis are proposed. Then, it operationally defines all the concepts or variants, design measurement instrument for each variant and revise the instruments according to the results of test; questionnaires are obtained in the cities of Nanjing, Suzhou, and Shanghai, analyzes all these data by using SPSS15.0and LISREL8.70, and argues whether those hypothesis can be supported according to the information supplied in the samples. Finally, it explains and analyzes all the conclusions after data analysis, and discusses the directive significance in management practice of these conclusions.
As the branch of leadership effectiveness theory, leader-member exchange theory believes that the leader will have different exchange relationships with different subordinates for the limit time and energy of the leader. Specially in the context of China, as the supplier of resource, information and affect, the relationship with subordinates is very important for the performance appraisal. Therefore, based on the social exchange theory, this study discusses the mediating effect of LMX between the competency and performance. The results show that there is a partial mediation of LMX with the sample of316questionnaires of technologyl managers.
The study discusses the mediating effect at the leader-member exchange construct level as well as the four dimensions level. The results show that the construct of leader-member exchange partially mediating the relationship of competency and job performance. It also discusses the differentiation of four dimensions. The dimensions of loyalty and contribution has a partially mediation effect between the competency and task performance, the dimensions of affect and professional respect has no effect. There is a similar result between the competency and interpersonal facilitation. The dimension of affect, loyalty and contribution has partially mediation beween the competency and job dedication, but the proposal about mediation of professional respect between them is refused.
引文
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② Tierney, P., Farmer, S. M., Graen, G. B.1999. An Examination of Leadership and Employee Creativity:The Relevance of Traits and Relationships. Personnel Psychology,52,591-620.
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①根据Spencer等的建议,在编码和统计处理时,既可以采用胜任特征出现的发生频次,也可以采用平均分数,或者采用最高分数(Spencer,1993)。
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③王辉,牛雄鹰,Kenneth, S.Law.领导—部属交换的多维结构及对工作绩效和情境绩效的影
①王辉,牛雄鹰,Kenneth, S.Law.领导—部属交换的多维结构及对工作绩效和情境绩效的影响，心理学报,2004,36(2)：179-185。
接下来对胜任特征所代表的管理者角色做探索性因子分析。表4-5是生产者角色KMO样本测度与Bartlett球体检验表。
① Boomsma, J.J.1982. Estimation of Worker Numbers in Ant Populations After Marking with Europium. Oikos,38,222-227.
②黄芳铭，结构方程模式：理论与应用,北京：中国税务出版社,2005。
③侯杰泰,温忠麟,成子娟.结构方程模型及其应用,北京：教育科学出版社,2004。
④王重鸣.心理学研究方法,北京：人民教育出版社,2001。 值,因此,不是类别变量,最小值是在岗时间1个月,最大值是任职时间为331个月,所抽取样本的平均任职年限为37.94个月。从表5-1可以看出,在回收的316份有效问卷中,去除部分缺省样本,男性为175人,占回收问卷的有效百分比为
就受调查者所在企业是否是高技术行业,共有185名技术经理工作于高技术行业的企业,占到了总比例的58.7%,其余41.3%的受调查者工作于非高科技企业。
①陈晓萍,徐淑英,樊景立.组织与管理研究的实证方法,北京：北京大学出版社,2008。② Fornell, C., Larcker, D. F.1981. Evaluating Structural Equation Models with Unobservable Variables and Measurement Error, Journal of Marketing Research,18:39-50.
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