本文關(guān)鍵詞： 公共管理者 勝任特征模型 勝任特征辭典 績效評價 領(lǐng)導(dǎo)干部　出處：《北京理工大學(xué)》2016年博士論文　論文類型：學(xué)位論文

【摘要】：在經(jīng)濟(jì)全球化加速和科技發(fā)展日新月異的現(xiàn)實背景下,公共事務(wù)治理環(huán)境呈現(xiàn)復(fù)雜多變態(tài)勢,我國公共管理者面臨更多的挑戰(zhàn)。隨著人力資源在社會、經(jīng)濟(jì)發(fā)展中重要性的提升,如何加強(qiáng)我國公共管理部門人力資源建設(shè)成為提升政府競爭力和國家綜合國力的重要課題。勝任特征模型是人力資源管理中如人員選拔、培訓(xùn)、績效管理等一系列工作的重要基礎(chǔ)。本文將新公共管理理論、人力資源管理理論、勝任特征研究等內(nèi)容結(jié)合起來,圍繞公共管理者勝任特征展開系統(tǒng)研究。論文研究工作包括以下幾個部分:(1)結(jié)合公共管理部門及其人力資源特點,提出公共管理部門職位特征分析框架;(2)開發(fā)公共管理者勝任特征辭典;(3)建立公共管理者績效評價指標(biāo)體系框架并進(jìn)行實證;(4)建立中層管理者勝任特征模型;(5)探討勝任特征模型在領(lǐng)導(dǎo)干部公選、考核和培訓(xùn)中的應(yīng)用。本文主要取得了以下較有特色的創(chuàng)新性成果:(1)對公共管理者勝任特征理論進(jìn)行了系統(tǒng)的研究,構(gòu)建了公共管理者勝任特征辭典。本文首先提出勝任特征研究屬于職位分析范疇,然后對公共管理者勝任特征研究難點、重點進(jìn)行分析。在此基礎(chǔ)上,對公共管理職位特征分析、績效評估、勝任特征模型構(gòu)建及其應(yīng)用等進(jìn)行了系統(tǒng)的論述并進(jìn)行了實證,包括:提出從崗位職責(zé)、職能特點、職權(quán)分布三個維度分析公共管理職位特征;結(jié)合我國國情、文化和現(xiàn)狀,建立了我國公共管理者勝任特征辭典。本研究不僅拓展了勝任特征的研究寬度,而且對促進(jìn)公共管理部門勝任特征研究過程的標(biāo)準(zhǔn)化、研究結(jié)論的可解釋性、研究成果的可應(yīng)用性有重要意義。(2)建立了中層管理者的績效評價指標(biāo)體系。針對當(dāng)前公共管理者績效評價現(xiàn)狀與不足,提出了基于崗位職責(zé)、工作相關(guān)方、個人獎懲和組織效應(yīng)四個維度的領(lǐng)導(dǎo)者績效評價框架。采用訪談、調(diào)查問卷、對比分析等方式,深入了解中層管理崗位的職責(zé)、職能特征和職權(quán)分布;從職位行為與工作成果相結(jié)合的角度出發(fā),將專家思想、數(shù)據(jù)的可獲得性、指標(biāo)的有效性等緊密結(jié)合,建立了中層管理者的績效評價指標(biāo)體系,并對指標(biāo)量化方法進(jìn)行了詳細(xì)論述。(3)建立了中層管理者的勝任特征模型,提出了勝任特征模型在領(lǐng)導(dǎo)干部公選、考核中的應(yīng)用方法。通過行為事件訪談法,在績效優(yōu)異者與績效一般者對比分析的基礎(chǔ)上,建立了中層管理者的勝任特征模型,包括6項勝任特征,分別為成就動機(jī)、建章立制、說服力、人際溝通、團(tuán)隊領(lǐng)導(dǎo)和概念思維。隨后以領(lǐng)導(dǎo)干部為分析對象,建立了基于勝任特征的公選模型,對如何將勝任特征模型應(yīng)用于人員考核和培訓(xùn)上進(jìn)行了探討。本研究針對上述提出的方法和模型,圍繞北京市某區(qū)中層管理者做了大量的實證性研究,對方法和模型進(jìn)行了檢驗。不僅揭示了優(yōu)秀中層管理者的行為和個人特質(zhì),還能為相關(guān)部門的人力資源管理工作提供支撐。
[Abstract]:In the background of accelerated economic globalization and the development of science and technology change rapidly under the environment of public affairs governance shows the complex abnormal potential, public managers in China is facing more challenges. With the human resource in the society, the importance of economic development in the promotion, how to strengthen the construction of human resources management Department has become an important subject to enhance the government competitiveness and overall national strength the Chinese public. The competency model of human resource management such as personnel selection, training, an important basis for a series of performance management. This paper combines the theory of new public management, human resource management theory, combining the research contents of competency, competency around public managers to carry out systematic research. The research work includes the following parts: (1) the combination of public management and the characteristics of human resource, put forward public management job characteristics analysis framework; (2) The development of public management competency dictionary; (3) establish a framework of performance evaluation index system of public management and empirical; (4) to establish the competency model of middle-level managers; (5) to explore the competency model of public selection of cadres in the application, assessment and training in this paper. The main creative achievements are following features: (1) for Public Managers Competency Theory systematically, constructs the Public Managers Competency dictionary. This paper proposes the competency research belongs to the category of job analysis, then the public managers competency research difficulty were analyzed. Based on the analysis of performance evaluation of public management job characteristics, competency model and its application are systematically discussed and empirically, including: from the job responsibilities, function characteristics, analysis of the public distribution of three dimensions of authority The management of job characteristics; combining the situation of our country, culture and situation, the establishment of public management in China the competency dictionary. This research not only extends the width of competency, and to promote the public administration competency research process is standardized, the conclusion of the study can be explained, the research results have important application. (2) established middle managers performance evaluation index system. Aiming at the deficiencies of the current public management and performance evaluation of the status quo, based on job responsibilities, work, personal and organizational leadership performance evaluation incentive effect of the four dimensions of the framework. The interview, questionnaire, comparative analysis, in-depth understand the middle-level management responsibilities, functions and authority distribution; job behavior and work results from the angle of the combination of expert ideas, data availability, effectiveness index Other closely, established middle managers performance evaluation index system, and the quantitative method are discussed in detail. (3) to establish the competency model of middle-level managers, the competency model of the leading cadres in the application, method of evaluation. Through behavioral event interview method, excellent in performance the general performance and on the basis of comparative analysis, established the competency model of middle-level managers, including 6 items of competency, respectively, achievement motivation, jianzhanglizhi, persuasion, interpersonal communication, team leadership and conceptual thinking. Then to the leading cadres as the research object, established the model based on competency and on how the application of competency model in personnel assessment and training are discussed. Based on the model and method proposed above, around a district of Beijing city middle managers do a comprehensive research The method and model are tested. It not only reveals the behavior and personal characteristics of the excellent middle managers, but also provides support for the human resource management of the relevant departments.

【學(xué)位授予單位】：北京理工大學(xué)
【學(xué)位級別】：博士
【學(xué)位授予年份】：2016
【分類號】：D630.3

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