新手型公務(wù)員勝任力模型與人格因素研究.pdf

1、中文摘要中文摘要公務(wù)員在整個專業(yè)生涯中，在特定的崗位上經(jīng)歷磨練，逐漸發(fā)展起相應(yīng)的勝任力，成功地實現(xiàn)由新手型公務(wù)員向?qū)＜倚凸珓?wù)員的蛻變，成為一個良好的公務(wù)人員。目前通用的公務(wù)員勝任力模型太普遍和抽象，限制了勝任力的發(fā)展價值。本研究在廣泛收集和閱讀國內(nèi)外勝任力模型建構(gòu)的研究基礎(chǔ)上，針對福建省各類公務(wù)員，采用實證研究方法開發(fā)了公務(wù)員勝任力測評問卷并構(gòu)建和檢驗了新手型公務(wù)員職簇勝任力模型。本研究首先對18名公務(wù)員進行了關(guān)鍵事件訪談，通過心里詞匯

2、法、預(yù)試性調(diào)查等定量分析方法初步提取了基于行為描述的公務(wù)員勝任力模型。隨后進行了2次較大規(guī)模的問卷調(diào)查，先后共搜集了502份問卷，通過項目分析、探索性因素分析，對新手型公務(wù)員勝任力初始問卷各項目進行了初步篩選，并進行驗證性因素分析及信效度分析，最終形成了一份包含40題的新手型公務(wù)員勝任力測評問卷。第二部分的研究采用“大五人格測驗”與自編的“公務(wù)員勝任力測評問卷’’，在廣泛的公務(wù)員群體中開展問卷調(diào)查。研究結(jié)果表明，公務(wù)員的勝任模型包括學習

3、與思維、思想道德工作作風、工作態(tài)度、業(yè)務(wù)素質(zhì)、組織協(xié)調(diào)能力等六大因素：不同人口學變量在公務(wù)員勝任特征、人格特征及各維度上存在顯著性差異；^、格特征中的利他陛是預(yù)測新手型公務(wù)員勝任潛力的最良好的指標，丌放性的預(yù)測作用也很顯著。關(guān)鍵詞：新手型；公務(wù)員；勝任力：大五人格I一摘要AbstractCivilservantsintheirentiredprofessionalcareerthroughtrainingonthespecificpos

4、itions，graduallydevelopedtheappropriatecompetenciestosuccessfullyturnfromnovicetoexpertcivilservants，thegreatpublicservantsThegeneralcompetencymodelofthecivilservantswastoogeneralandabstract，limitedthevalueofcompetencies

5、’developmentReadingextensivelyathomeandabroadThenselectedparticipantsinvarioustypesofcivilservantsinFujianProvince，developedaCivilServants’Competencymodelandtheempiricalresearchmethod，theCivilServants’CompetencyAssessmen

6、tQuestionnaireThenconfirmedthenovicecivilservants’competencymodelOnthisstudycarriedoutonthe18criticalincidentinterviewswithcivilservantsthroughtheheartvocabularymethod，pretestsurveyandotherquantitativeanalysisoftheinitia

7、lextractionofthecharacteristicsofcivilservants’competencyandbehaviorbasedcompetencymodelFollowedby2largescalerensearcheswhichhadatotalof502questionnaireswerecollectedByanalysising，exploratoryfactoranalysis，civilservants’

8、competenciesofnoviceinitialquestionnaireconductedapreliminaryscreeningofallprojects，andconductconfirmatoryfactorAnalysisofreliabilityandvalidityprovedthevalidityandreliabilityofthisquestionnaireCulminatedinathemethatcont

9、ained40itemsnamedasthe”CivilServants’CompetencyAssessmentQuestionnaire”Thesecondpartofourresearchusedthe”BigFivePersonalityTest”andthe’’noviceCompetencyAssessmentQuestionnaire”，inawidelyrangeofcivilgroupsconductedaquesti

10、onnairesurveyTheresultsshowedthatthecompetentcivilservants’model，includingthequalityoflearningandthinking，moralqualities，workstyle，workattitude，organizationalcoordination，professionalqualitiesandthen；differentdemographic

11、variablesinthecivilservicecompetencypersonalitytraitsandtheexistenceofdimensionsignificantdifference；altruisticperSonalitytraitsforpredictingthepotentialofthenovicecompetentcivilservantswasthebestindicatorandthepredictiv