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洪笺侯
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1 2008 年年嶺 -- 兩兩 A STUDY ON TECHNICAL UNIVERSITY STUDENTS PROFESSIONAL ABILITIES IN TAIWAN 寧嶺理 Ning Fang Associate Professor, Graduate Institute of Business Administration, Ling Tung University 力力力 Frank Bernieri NehaGada-JainTricia Prickett (Poundstone, W., 2005 ) 錄不理了理了 (Competency) DNA 理論理論量了量量狀理論兩行 2007 年 10 量 414 亂 408 率 98.55% 2008 年 3 度量力量 716 亂 708 率 98.89% SPSS 行度不力了 : 度力 Abstract In an organization, people are the most important resource and yet most difficult to conform. The core competitive ability of an organization is decided by the manpower quality and ability. Harvard scholars Frank Bernieri, NehaGada-Jain and Tricia Prickett conducted research (Poundstone, W., 2005) to discover that interviewers work on their first impressions of an applicant rather than considering in detail why they feel the

2 2008 年年嶺 -- 兩兩 applicant will or will not succeed in the company. In order to reduce such mistakes by interviewers, Talent Search and Testing Association and Pivot Technology Corporation asked professors as well as psychology and human resource experts to develop a set of Career Competency Measures. This research utilizes correlation theories with Ling Tung University students as the object of study. The study is comprised of two stages. The first stage aims at first semester students in The altogether 414 subjects did an on-line examination. A total of 408 (98.55%) people properly completed the on-line examination and thus were examined during this study. The second stage aims at 716 second semester students. 708 (98.89%) properly completed the on-line examination and were examined in this study. The research technique will use the SPSS statistics software to carry on the internal consistency analysis and the item analysis. The results of this technique should also be useful for companies and/or other organizations seeking the most suitable outstanding talented persons with speed and efficiency. Key words: Competency analysis, Work attitude, Adjustment ability 論理拉 (Peter Drucker) 說什更理不理說來率不數力 Frank Bernieri NehaGada-JainTricia Prickett (Poundstone, W., 2005 ) 兩六練兩不來數數令兩數不錄理了了理理量度度陸陸狀異了量量狀理論兩行 1

3 2008 年年嶺 -- 兩兩不理論度量量領理度行力 80 度量行力立六 45 力量量度量力量度不量度 2. 料度 3. 量了不力 (Competent) David McClelland 1973 年 Richard Boyatzis 1982 年 The Compentent Manager:A Model for Effective Performance 論 2-1 / 力行識 Hayes(1978) 念 Boyatzis(1982) 更更率力 Reynold(1993) 力不 Spencer & Spencer(1993) 更了行不易 Ralelin & Cooledge(1995) 不 (Organic) 力不 D. Ulrich(1995) 露識力力 Losey(1999) 2

4 2008 年年嶺 -- 兩兩料來 : 理來量練 5. 不易念識類 Spencer & Spencer1993 年理論料來 : Spencer & Spencer (1993) Competence at Work, New York: John wiley & Sons.p.11 Spencer & Spencer (1993) 識練來念不易不易練量來念度 2-2 / Katz(1955) guglieliemino(1979) Boyatzis (1982) Yeung(1996) 不理不理度異不理不理 Katz 理念理理念不不年 3

5 2008 年年嶺 -- 兩兩 Boyatzis(1996) Boulter & Dalziel & Hill(1996) 不理不不不料來 : 理 2-2 論 1. 不不年流便利度 Cronbach s α 來量 Nunnally(1987) 見 α 0.7 (critter of internal consistency) 來力量 30% 30% 數異力 (discriminatory)( 林 1994) 量說 4

6 2008 年年嶺 -- 兩兩 () 量數 3-1 數量說領理度行力說不泥念靈度來領力力力行力良識利不見力 () 度量度度行度六 3-2 數度量說行力立說立行力 ( 易不行 ) 度不力 () 力量力 3-3 數力量說說力度 5

7 2008 年年嶺 -- 兩兩刺度度 () 度量 Cronbach s α 度數 (Item-Total Correlation) 度了 α 數 α 數 α 數數 Q 領理 Q 度行力度量力量 Cronbach s α 0.78~0.87 不 () 了量力劣 (p<0.05) 力留兩 p

8 2008 年年嶺 -- 兩兩 96 年度便利 400~ 參數數 - 數例理 - 理 % 理 - 行流理 % - 理 % - 理 % % 數 % 理 - 理 % 理 - 行流理 % 理 - 理 % 理 % - 理 % - 理 % % 數 % 度量行 Cronbach s α 0.75~0.87 量度 α 0.73~0.85 不不 α 數 α 數 α 數數領理度行力度量力量 Cronbach s α 0.78~0.86 7

9 2008 年年嶺 -- 兩兩量度 α 0.73~0.83 不不 α 數量 α 數 α 數數度量力量行力立量度量力量 p 0.05 不參數列 4-4 欄數 4-4 數類度理行流理理理理領理度

10 2008 年年嶺 -- 兩兩度力行力行力立論度度量 Cronbach s α 0.75~0.87 度量力量 Cronbach s α 0.78~0.86 度理力量度聯度度度 () 度 : 1 理理理 2 數 3 度力理理理 4 數力 5 力數力 6 數數不數 9

11 2008 年年嶺 -- 兩兩參來連理力參力 (2006) 量立 K 例立力理論 3. (2001) 力理立理論 4. 林 1994SPSS for Window 北 1. Boyatzis, R.E. (1982). The Competent Manager: A Model for Effective Performance. New York: John Wiley & Son. 2. Boulter,N., Dalziel, M., & Hill, J. (1996), People and Competencies, N.Y.: Kogan Page. 3. Byham, W. C. & Moyer, R. P.,(1996,Using Competencies to Build A Successful Organization, Development Dimensions International, Inc. 4. Guglieliemino, P. J., (1979), Developing the top-level executive for the 1980 s and beyond, Training and Development, pp Hayes, J. (1978). Cognitive psychology: Thinking and creating. Homewood, IL:Dorsey Press. 6. Katz, R. L., (1955), Skill of an effective administrator, Harvard Business Review, 33, pp Losey, Michael R. (1999), Mastering the Competencies of HR Management, Human Resource Management, 38( 2), pp McClelland, D.C. (1973). Testing for competence rather than for "intelligence. American Psychologist, 28, Poundstone, W. (2005)How Would You Move Mount Fuji 北 Ralelin, J. A., & Cooledge, A. S., (1995), From generic to organic competencies, Human Resource Planning, pp Reynolds, A., (1993), The Trainer s Dictionary: HRD Terms, Abbreviations, Acronyms, HRD Press. 12. Spencer, L. Spencer, M.(1993), Competence At Work :Models For Superior Performance, N.Y.John Wiley Sons, Inc., p Yeung, A. K. (1996). Competencies for HR Professionals: An Interview with Richard E. Boyatzis, Human Resource Management, 35(1), pp

考選論壇季刊第 3 卷第 4 期 competency 2010 2005 Robert Wood Tim Payne David McCelland 1973 2005 Robert Wood Tim Payne 邁永銳向續意卓發革越展新之談論管理務

考選論壇季刊第 3 卷第 4 期 competency 2010 2005 Robert Wood Tim Payne David McCelland 1973 2005 Robert Wood Tim Payne 邁永銳向續意卓發革越展新之談論管理務銳意革新論政職能分析導入國家考口制度之探討陳玉貞壹前言 2009 貳職能理論 David McClelland 1973 McLagan 1980 Spencer Spencer 1993 16 考選論壇季刊第 3 卷第 4 期 competency 2010 2005 Robert Wood Tim Payne David