高階公務人員領導職能模型建構與歐美先進國家核心職能比較之研究─以我國簡任第十二職等高階文官為例;The study of the leadership competence model of senior civil officer and the comparison with that of the advanced countries ─ Take Grade 12 senior civil officer as a case

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/71025

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Title:	高階公務人員領導職能模型建構與歐美先進國家核心職能比較之研究─以我國簡任第十二職等高階文官為例;The study of the leadership competence model of senior civil officer and the comparison with that of the advanced countries ─ Take Grade 12 senior civil officer as a case
Authors:	劉芷彤;Liu,Chih-Tung
Contributors:	人力資源管理研究所
Keywords:	職能模式;領導職能;職能建置;高階文官;比較研究;competency model;leadership competence;competency establishment;senior civil service;comparative research
Date:	2016-06-22
Issue Date:	2016-10-13 11:20:51 (UTC+8)
Publisher:	國立中央大學
Abstract:	高階公務人員為國家相當重要的領導層，其在高階公務人員為國家相當重要的領導層，其在高階公務人員為國家相當重要的領導層，其在整體政策形成與執行中扮演相當重要的角色，當重要的角色，而本研究以我國簡任第十二職等高階公務人員為主要研究對象，重新檢視其關鍵領導職能並予以調整，以期領導職能內容能應因時代變遷及整體公務環境的化所需。本研究方法採取質量並重的方式進行，先藉由領導與管理工作調查問卷萃取出領導職能，再透過行為事例訪談詳細瞭解各領導職能項目之工作內涵，最後再邀請公共行政與管理領域的專家學者們檢視研究結果，並發放領導職能問卷做最終量化的確認。本研究結果建構出我國簡任第十二職等高階公務人員之領導職能模型，並依據職能特性加以區分成人際導向與任務導向，人際導向包含團隊領導、跨域思維與溝通協調、課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。課責與管理績效、培育部屬；任務導向則包含資訊蒐集研判業規劃執行。另外，另外，本研究也蒐集歐美先進國家 (美國、英加拿大美國、英加拿大美國、英加拿大美國、英加拿大美國、英加拿大美國、英加拿大 )之高階公務人員所需具備的職能，並務人員所需具備的職能，並務人員所需具備的職能，並與本研究結果進行比較與探討；以及參考歐美先進國家如何將職能導入各項人力資源管理實務如甄選、訓練、考核等相關文獻，進一步給予我國公務體系相關之建議。;Senior civil service plays a very important role in the overall national policy formulation and implementation. The major purpose of this study is to reexamined the content of leadership competence model of the Grade 12 senior civil service in our country, and to make sure that senior civil officer’s leadership competence meets the requirements with the changing times and the overall public environment. Both quantitative and qualitative research methods are adopted in this study. First, extracting the preliminary leadership competence items by the leadership and management behavior questionnaire. Second, knowing the job details of each competence through behavior event interview. Third, holding focus group and expert panel to examine the research results, and distributing the leadership competence questionnaire to do the final quantitative confirmation. The leadership competence model established in this study can be distinguish into people-oriented and task-oriented two dimensions. In addition, by discussing what the core competence of senior civil service in the developed countries, including United States, Britain, and Canada, and how they use these competence models into their official human resource management activities system, can be a reference for future planning in our country.
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