以现有的胜任力理论为基础,从个体和团队长远协调发展的角度,元胜任力模型描述了比胜任力概念更为内在的和高阶的能力属性。本文以创新团队和知识型员工为研究对象,提出了团队元胜任力的构成维度,建立了四维度的团队元胜任力测量模型,并编制了相应的量表和测量条目。其次,遵循演绎法的量表检验流程,分别从概念效度、信度、同源方差、效标关联效度等方面验证了元胜任力测量量表的有效性和可靠性,证明了元胜任力是比胜任力更为高阶的概念,为进一步研究个体元胜任力对团队元胜任力的影响关系,以及团队竞争力的形成与评价机制奠定基础。
Abstract
Based on the competence theory, from the perspective of long-term harmonious development, the meta-competence model describes much more internal ability property of individuals and teams than the concept of competence does. With knowledge workers and innovation teams for research object, the composition of meta-competence dimension is proposed, a four-dimensional measurement model is constructed, and the corresponding scales and measurement items are designed. Secondly, according to the process of deductive scale inspection, the validity and reliability of measurement scales are verified from concept validity, reliability, homologous variance, and criterion-related validity, respectively. The meta-competence is also proved to be a higher order concept than the competence is. The groundwork is laid down for further studying the influence of the individual meta-competence on team meta-competency and the formation and evaluation mechanism of team competitive power.
关键词
元胜任力 /
团队元胜任力 /
创新团队 /
模型
Key words
meta-competence /
team meta-competence /
innovation team /
model
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基金
国家自然科学基金项目"基于提高企业自主创新能力的校企知识转移理论与实证研究"(项目批准号:70761003,起止时间为2008年1月至2010年12月)。
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