本文選題：施工項(xiàng)目經(jīng)理　切入點(diǎn)：勝任力　出處：《深圳大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：隨著我國(guó)經(jīng)濟(jì)產(chǎn)業(yè)結(jié)構(gòu)的調(diào)整,建筑施工企業(yè)面臨更加激烈的競(jìng)爭(zhēng)局面,企業(yè)利益空間也日趨減小,從管理中要效益己成必然。施工項(xiàng)目管理是一項(xiàng)特殊而復(fù)雜的一次性活動(dòng),涉及到人力、技術(shù)、設(shè)備、資金、設(shè)計(jì)、生產(chǎn)準(zhǔn)備、施工、竣工驗(yàn)收等多方面的因素和多元化的關(guān)系。施工項(xiàng)目經(jīng)理是企業(yè)法定代表人在工程項(xiàng)目上的全權(quán)代理人,負(fù)責(zé)整個(gè)項(xiàng)目的組織運(yùn)營(yíng)和管理,擔(dān)負(fù)著項(xiàng)目實(shí)施過(guò)程中的組織、協(xié)調(diào)、控制、決策等重要的職責(zé),對(duì)項(xiàng)目是否能夠按照預(yù)期完成有著重要的影響。因此,作為一個(gè)臨時(shí)組織——項(xiàng)目經(jīng)理部的領(lǐng)導(dǎo),項(xiàng)目經(jīng)理應(yīng)該滿(mǎn)足哪些素質(zhì)、能力要求才能更好完成企業(yè)賦予他的職責(zé),一直是學(xué)術(shù)界和實(shí)業(yè)界關(guān)注的問(wèn)題。當(dāng)前在對(duì)施工項(xiàng)目經(jīng)理研究中,主要集中在施工項(xiàng)目經(jīng)理勝任力特征的識(shí)別及其應(yīng)用研究。其中,施工項(xiàng)目經(jīng)理勝任力對(duì)項(xiàng)目績(jī)效的影響研究是一個(gè)重要的研究方向。施工項(xiàng)目經(jīng)理的勝任力固然對(duì)項(xiàng)目績(jī)效會(huì)產(chǎn)生重要的影響,但是,由于項(xiàng)目的多元化和復(fù)雜性、項(xiàng)目經(jīng)理權(quán)責(zé)利的縱橫交錯(cuò)、項(xiàng)目績(jī)效考核標(biāo)準(zhǔn)的不確定性等原因,施工項(xiàng)目經(jīng)理勝任力與績(jī)效的關(guān)系研究不能停留在勝任力對(duì)績(jī)效的影響研究,應(yīng)該加入諸如項(xiàng)目經(jīng)理社會(huì)資本、項(xiàng)目經(jīng)理的人格特質(zhì)、項(xiàng)目成熟度、認(rèn)知信任等變量來(lái)豐富兩者之間的研究。其中,人格特質(zhì)通過(guò)后期的培訓(xùn)很難有所改進(jìn)和發(fā)展,兼具持續(xù)性和穩(wěn)定性等特點(diǎn),加之有較為成熟的測(cè)量量表和方法,并且對(duì)人才選拔、培訓(xùn)以及績(jī)效具有重要的預(yù)測(cè)和指導(dǎo)作用。為此,本文將基于勝任力理論、大五人格理論以及項(xiàng)目績(jī)效,對(duì)施工項(xiàng)目經(jīng)理勝任力、人格特質(zhì)與項(xiàng)目績(jī)效的關(guān)系進(jìn)行研究。本文首先通過(guò)對(duì)國(guó)內(nèi)外研究和文獻(xiàn)資料進(jìn)行梳理,總結(jié)了施工項(xiàng)目經(jīng)理勝任力、項(xiàng)目績(jī)效及人格特質(zhì)的定義及測(cè)量題項(xiàng)。基于對(duì)所歸納題項(xiàng)的總結(jié)與提煉,編制成調(diào)查問(wèn)卷,然后以施工項(xiàng)目經(jīng)理調(diào)查對(duì)象,進(jìn)行了實(shí)地的問(wèn)卷調(diào)查。然后通過(guò)對(duì)獲取的209份問(wèn)卷進(jìn)行項(xiàng)目分析等一系列數(shù)據(jù)質(zhì)量分析,發(fā)現(xiàn)數(shù)據(jù)的信度和效度良好。最后采用結(jié)構(gòu)方程分析,對(duì)假設(shè)分別進(jìn)行了驗(yàn)證。通過(guò)對(duì)模型分析結(jié)果的對(duì)比與研究,證明了施工項(xiàng)目經(jīng)理勝任力對(duì)項(xiàng)目績(jī)效的影響;勝任力的不同維度對(duì)項(xiàng)目績(jī)效具有不同的預(yù)測(cè)作用;人格特質(zhì)引入到勝任力與項(xiàng)目績(jī)效后,勝任力不同維度對(duì)項(xiàng)目績(jī)效的預(yù)測(cè)作用改變;人格特質(zhì)中的盡責(zé)型、宜人型、外向型變量對(duì)項(xiàng)目績(jī)效的預(yù)測(cè)作用較組成勝任力的個(gè)人特質(zhì)更加穩(wěn)定;神經(jīng)質(zhì)人格變量對(duì)項(xiàng)目績(jī)效具有較強(qiáng)的反向預(yù)測(cè)作用;開(kāi)放型人格變量對(duì)項(xiàng)目績(jī)效的指示作用不顯著。
[Abstract]:With the adjustment of economic and industrial structure of our country, construction enterprises are faced with more fierce competition, and the benefit space of enterprises is decreasing day by day. It is inevitable to take benefits from the management. Construction project management is a special and complicated one-time activity. Involved in manpower, technology, equipment, capital, design, production preparation, construction, completion and acceptance of a number of factors and diversified relations. The construction project manager is the sole representative of the legal representative of the enterprise in the project, Responsible for the organization, operation and management of the whole project, responsible for the organization, coordination, control, decision-making and other important responsibilities in the implementation of the project, which has an important impact on whether the project can be completed as expected. As the leader of the Project Manager Department, a temporary organization, what qualities and abilities should the project manager meet in order to better fulfill the responsibilities assigned to him by the enterprise, At present, in the research of construction project manager, it is mainly focused on the identification and application of competence characteristics of construction project manager. The research on the influence of construction project manager competence on project performance is an important research direction. While the competence of construction project manager will have an important impact on project performance, however, due to the diversity and complexity of the project, Because of the crisscross of project manager's power and responsibility and uncertainty of project performance appraisal standard, the research on the relationship between construction project manager's competence and performance can not stop at the research of competence's influence on performance. Variables such as social capital of project managers, personality traits of project managers, project maturity, cognitive trust should be added to enrich the research. It has the characteristics of continuity and stability, together with more mature measurement scales and methods, and plays an important role in predicting and guiding talent selection, training and performance. Based on the theory of Big five Personality and Project performance, this paper studies the relationship between the competence of construction project manager, personality trait and project performance. Firstly, this paper summarizes the competence of construction project manager by combing the domestic and foreign research and literature. The definition and measurement of project performance and personality traits. Based on the summary and refinement of the items summarized, a questionnaire was compiled, and then the construction project manager was investigated. A field questionnaire survey was conducted. A series of data quality analysis, such as item analysis, were carried out on 209 questionnaires obtained. The reliability and validity of the data were found to be good. Finally, structural equation analysis was used to analyze the reliability and validity of the data. Through the comparison and study of the results of model analysis, it is proved that the competence of construction project manager affects the project performance, and different dimensions of competency have different predictive effects on project performance. After the introduction of personality trait into competency and project performance, different dimensions of competence change the prediction of project performance. Export-oriented variables predict project performance more stable than component competency; neurotic personality variables have a strong reverse forecasting effect on project performance; open personality variables have no significant indicative effect on project performance.
【學(xué)位授予單位】：深圳大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.92

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