| 摘要(英) |
Recently, it has been a common practice for companies to introduce various competence models, whether developed internally or outsourced by consulting firms. It is important to evaluate the utility of such competence application tools since lots of effort and resources are inputted during system development and implementation.
The present study uses data (N = 835) from a large computer system corporation. In order to find the most important underlying competence for employees of this company, we used principal axis factor analysis with promax method to extract three dimensions from the 28 original competence items measured. These dimensions were named: achievement orientation competence, self-efficacy competence, and communication and resilience competence.
Regression analysis revealed that job performance was significantly predicted by education years and job positions, but was not significantly predicted by any of the three dimensions of competence.
We further divided the entire sample into two sub-groups, one was the “high performance group” which had performance grade of “S”, and the other was the “low performance group” which had performance grade of “C” and “D”. We used T tests to compare the two groups on competence differences, and found that high performers had higher competences on “planning and organization”, ”problem-solving”, “analytical judgment”, “logic reasoning”, “coping reaction”, “professional learning”, “initiative”, and “stress tolerance” than low performers. |
| 參考文獻 |
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