摘要
美国著名咨询机构盖洛普公司在通过大量的实际调研后发现：处在改革转型期的
企业，拥有一位具有远见卓识、胆识和魄力非凡的领导者固然很重要，但成功的关键
还取决于很重要的一个原因——拥有一批有资格胜任岗位要求的中层管理者以及专
业人才。在现阶段，国家大力推进市场化进程，国、央企也正处在持续深入的改制阶
段，企业的中层管理者是否具备良好的胜任特征达成高绩效已经成为企业发展的非常
重要的关键因素。中层管理者具备与岗位相匹配的胜任特征，在一定程度上代表了好
的执行力和管理能力，这对企业的长效发展具有直接影响。当前，胜任特征模型的构
建研究是人力资源管理方向研究的热点问题，相关研究成果越来越受到企业的关注

随着全球能源供应紧张，作为人口大国的中国能源形势更是不容乐观，核电作为
清洁能源的供应需求将会逐步扩大，而作为核建企业，安全生产和建设就成为考验管
理者的一大难题。人——作为生产活动中最活跃也是最不稳定的因素，对安全生产和
建设起着至关重要的作用，因此，建构恰当的胜任特征模型对企业中层管理者的选拔
和任用具有现实意义。但遗憾的是，胜任特征的相关理论被提出已经将近 30 几年，
国内对于胜任特征的研究在近几年也逐渐成为热点，但依然处于起步阶段，实践研究
结果并不多。尤其是，在众多的的胜任特征模型建构的相关研究中，并未发现有特别
以核建企业中层管理者为研究对象而做的胜任特征模型构建的研究，特别是以具体的
对象为例，将模型应用到核建企业日常管理工作中的实证研究还鲜有出现

因此，本次研究在对大量文献进行了梳理和回顾之后，采用问卷调查的方式，
与 H 企业的实际组织架构情况相结合，编制出《核建企业中层管理者胜任特征初测调
查问卷》，并探索研究中层管理者的胜任特征，构建相应的模型，结合企业的招聘、
培训、绩效、薪酬等一系列的管理工作中的问题，结合建构的核建企业胜任特征模型，
提出针对性的建议，对于实现企业和中层管理者个人共同的持续发展具有较好的理论
和实践意义

关键词：中层管理者；胜任特征模型；胜任力辞典III
Abstract
The famous American consulting company Gallup found in the actual investigation by
a lot of many is in the transition period of reform in the enterprise, having a vision, courage
and boldness leader is very important, but the key to success also depends on a reason it is
important to have a batch of qualified job requirements middle managers and professionals.
At present, the country to vigorously promote the process of marketization, the country, the
central enterprises are also facing a deepening reform stage, therefore, whether the middle
managers can have good competency for achieving high performance has become a very
important key factor in the development of enterprises. Middle managers have the ability
to match the position, to a certain extent, represents a good executive ability and
management capabilities, which has a direct impact on the long-term development of
enterprises. At present, the research on the construction of competency model is a hot issue
in the field of human resource management.
With the global energy supply, China is a populous country&39;s energy situation is not
optimistic, nuclear power as a clean energy supply demand will gradually expand, and as
the nuclear construction enterprise, safe production and construction has become a major
problem of test management, and human factors as production activities in the most active
and the most unstable the results of the safety construction plays a vital role, therefore, the
construction of appropriate for selection and appointment of feature model of middle-level
managers has practical significance. The related theory and competency have been
proposed for nearly 30 years, while domestic for various types of competency in recent
years has become a hot spot, but is still in its infancy, practical research results are not
many. At present, the domestic research is more focused on the research and construction
of competency model construction the model in various industry specific positions in the
application and research of human resource management of a specific module, but in many
competent characteristics of model construction, did not find particularly in the nuclear
construction enterprise management as the research object and do Research on the
characteristics of competency model construction, especially to the specific object as an
example, the empirical research on the daily management of the enterprise in the nuclear
model applied to rarely appear.
Therefore, the study on lots of literature review and review, questionnaire survey,
combined with the actual H enterprise organization, worked out the nuclear ConstructionIV
Enterprise Middle-level Managers Competency pre-test questionnaire, and the
competency model of the dimension structure of building nuclear construction enterprise
middle-level managers competency model, and deeply study mining problems in
recruitment, training and development, salary incentive, performance evaluation and other
aspects of the H company, on the basis of this, combined with the construction of the
nuclear construction enterprise competency model, the suggestions, and have good
theoretical and practical significance for enterprises and middle-level managers personal
common development.
Keywords: Middle-class managers; competency model; competency dictionaryV
目录
摘要.........I
Abstract...........III
1 绪论.... 1
1.1 研究目的和研究方法.........2
1.2 研究对象.....3
1.3 研究内容.....3
1.4 研究方法和技术路线.........3
1.5 研究的创新点.........4
2 理论基础........5
2.1 概念的界定.5
2.1.1 胜任力特征概念. 5
2.1.2 胜任力特征的特点......... 7
2.1.3 胜任力特征分类. 7
2.2 胜任特征的研究方法.........8
2.2.1 传统研究方法
[4]
.. 8
2.2.2 现代研究方法
[4]
.. 8
2.3 胜任力模型研究综述.........9
2.3.1 国外关于胜任力模型的研究.....9
2.3.
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