1McClelland, D.C. Testing for competence r- ather than Intelligence, American psychologist, 1973:28(1):1-14.
2Yukl G, Howell, Jane M. Organizational and contextual influences on the emergence and effec- tiveness of charismatic leadership. Leadership Quarterly, 1999,10(2):257.
3Peterson, C., & Seligman, M.E.P. Character strengths and virtues: a handbook and classifica- tion. New York: Oxford University Press, 2004.
5Spencer, L.M. & Spencer, S.M.. Competence at work: Models for superior performance, John Wi- ley & Sons, Inc.,1993:222-226.
6Borman, W. C. & Motowidlo, S. L Expanding the criterion domain to include elements of con- textual performance. In N. Schmitt W. C. Borman & Associates, (Eds.), Personnel Selection in Organi- zation, San Francisco: Joseey-Bass,1993:71-98.
5Russell CJ. A longitudinal study of top-level executive performance. Journal of Applied Psychology, 2001, 86:560-573
6Thornton Ⅲ GC, & Cleveland J. Developing managerial talent through simulation. American Psychologist, 1990,45, 190-199
7Schmitt N, & Mills AE. Traditional tests and job simulations: Minority and majority performance and test validity. Journal of Applied Psychology, 2001, 86: 451-458
8Campbell JP, McHenry JJ, & Wise LL. Modeling job performance in a population of jobs. Personnel Psychology,1990, 43: 313-333
9Motowidlo SJ, & van Scotter JR. Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 1994, 79: 475-480