Focus Group Interview, BEI technology and multiple statistic method are employed to explore the job competency of middle-level managers systematically and empirically. The structures of JCM and behavioral JCM,the definition、behavioral performance、and the implication to the management practice of the individual competence and competence categories are identified. Furthermore, the influences of both the external organizational factors(sector and industries) and internal factor( position function) to the competences typology are analyzed.
Four parts are included in this research:
(1)BEI and group focused interview method. are employed to collect the item description of the implicit competence of the middle-level managers, then template analysis of the transcription of the interview is employed to draw out the competences which are factor analyzed into 26 factors and further clustered into six clustered: motivation cluster, personal trait cluster, cognition and thinking cluster, management cluster, interpersonal coordination cluster and leadership cluster.
(2)The self-constructed competence behavioral assessment scale is employed to investigate the behavioral structure of the middle-level manager competence model. Five categories and 17 competences are identified which are Leadership category, Interpersonal category, management category, action and goal category and personal effectiveness category.
3)Logistic regression method is employed to establish the discriminate equations subject to the function of the managers and ownership of the organizations.
(4)Multiple variant analysis of variance method is employed to analyze the implication of the external environment factors to competence typology. It's found that different functional management takes on the different competence cluster typology: Financial managers takes on the MAPLI type, personnel managers takes on the IMALP type; Technology managers takes on the APLMI type; and marketing managers takes on LPIMA type.
In order to construct a validate and reliable competence assessment scale,lots of energy and time is spent to interview the incumbents, transcribe the tape and analyze the transcription. More than 400 middle-level managers are appraised by the scale and it is found that both the implicit and explicit competence model confirm the different clusters of management and leadership which differentiate the outstanding managers from the average ones.
The results and findings in the research are conducive to provide the scientific and reliable evidence to establish the more objective and impartial selection criterion and the guidance to the management training and also provide the explorative effort to the way to establish the professional manager pools.
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