摘要
通过对 18名家族企业高层管理者的关键行为事件访谈 ,建立了家族企业高层管理者胜任特征模型 ,初步结论是 :(1)采用BEI关键事件访谈方法揭示高层管理者胜任特征模型 ,胜任特征的出现频次和平均等级是较为稳定的指标 ,最高等级分数受到了访谈长度的影响。研究还发现 ,胜任特征的平均等级、最高等级都能区分绩效优异和绩效一般的家族企业高层管理者。 (2 )我国家族企业高层管理者的胜任特征模型包括 :威权导向、主动性、捕捉机遇、信息寻求、组织意识、指挥、仁慈关怀、自我控制、自信、自主学习、影响他人等 11项胜任特征。其中 ,与国外企业高层管理者通用胜任特征模型的 9项相一致 ,与国有企业高层管理者的通用胜任特征模型的 5项相一致。而威权导向、仁慈关怀是我国家族企业高层管理者独有的胜任特征。
The study choosed 18 senior managers of family firms in Wenzhou, China, conducted the Behavioral Event Interview, established the competency model of senior mangers in the family firms and validate the competency assessment method. The results showed: Firstly, competency scores using coding standard of average level and using coding standard of competency frequencies showed more reliability, competency's maximal level of complexity was influenced by interview length. And competency scores using coding standard of average level and using coding atandard of maximal level of complexity, could differentiate superstars and average performers. Secondly, the competencies of senior mangers in family firms include: Authoritarianism Orientation, Initiative, Seizing Opprotunities, Information Seeking, Organization Awareness, Directiveness, Benevolence and Consideration, Self-control, Self-confidence, Self-learning, Impact and Influence. And in all the 11 competencies, there are 9 competencies being similar to that of the generic competency model of senior managers in the overseas firms, 8 competencies being similar to that of the generic competency model of state-owned firms in China. And Authoritarianism Orientation and Benevolence and Consideration are the exclusive competencies which are included in the competency model of senior mangers in Chinese family firms.
出处
《心理学报》
CSSCI
CSCD
北大核心
2004年第1期110-115,共6页
Acta Psychologica Sinica
基金
教育部人文社科重点基地 2 0 0 2年重大项目 (项目资助号 :0 2JAZJD63 0 0 0 2 )
国家自然科学基金 (项目资助号 :70 0 72 0 3 1)
