研究样本包括 30 家中国大陆和香港地区的商业银行企业，绩效指标采取 30
家样本企业 2010 年的 ROAE，即平均股本回报率。领导人沟通胜任力的衡量，突
破性地采用专家评分的方法，由相关领域的专家对企业年报中的董事长致辞部分
进行评估打分。
评分的量表主要是基于 Rubin 和 Martin（1994）设计的人际沟通胜任力量表，
为了测试量表的信度和效度，由一位专家根据原始量表对 30 个样本对象进行了先
导性测试评分。该测试改进了原始量表，验证了量表的信度和效度，在此基础上
形成的最终量表被进一步分为两个子维度和 8 个评估指标。
之后由 5 位专家根据最终量表进行评分，评分的平均值被作为最终得分用于
进行数据分析，验证两个子维度及模型总体与绩效的相关性。最终结果显示，沟
通胜任力总体与企业绩效弱相关，人际交往能力子维度与企业绩效正相关，书面
语言运用能力子维度则与企业绩效不相关。通过这两个子维度的有效性的区别及
其与领导力之间关联度的区别，认为验证了沟通胜任力是通过领导力中介而与企
业绩效相关的理论模型。
论文样本对象基于书面沟通胜任力，但最终结果可以应用于整个沟通胜任力
领域，对提高领导的沟通胜任力的意义和提高的方向提供了有益的结论。更为重
要的是，本文提出了在该领域的新的研究方法，为未来研究提供了更为丰富的手
段和方向。
关键词：沟通胜任力；企业绩效；董事长致辞；人际交往能力；领导力Abstract
Abstract
This thesis focuses on the research of relationship between corporate top leaders’
communication competency and their company’s performance. The theoretical analysis
indicates that these two correlate through the intermediary effect of top leaders’
leadership. And this paper tries to use an quantity analysis to proof this correlation.
The sample consists of 30 business banks from both China mainland and Hong
Kong area. The performance indicator is ROAE (average return of equity) of these 30
companied in 2010. An innovative method of measuring leaders’ communication
competency is adopted in this thesis that is expert evaluation. Experts in related fields
evaluate the CEO letters to shareholders in annual reports.
The measurement scale is based on Rubin & Martin’s (1994) interpersonal
communication competency scales. A pilot test is implemented through an expert’s
evaluation of 30 samples based on the initial scale to test the reliability and validation of
the scale. This pilot test improved the initial scale and verified the result scale’s
reliability and validation. The final scale consists of 2 subscales and 8 items.
5 experts use this final scale to evaluate the samples and the average scores of the
samples are used as final scores for data analysis to verify the model and 2 subscales’
correlation with performance. The final results reveal that communication competency
has a weak positive correlation with performance and the subscale of interpersonal
competency has a strong positive correlation while written language ability has no
correlation with corporate performance. The two subscales have different relationship
with leadership and this further verifies the theoretical model.
The material of this thesis stays in the field of written communication but the final
results can be applied to the whole communication competency field. The thesis
provides helpful conclusion for the meaning of improving leaders’ communication
competency and the direction of this improvement. More importantly, this paper
proposes a new research method in this area and supports future researches.
Key words: communication competency; company performance; CEO letters to
shareholders; interpersonal competency; leadership目 录
目 录
第 1 章 引言 ... 1
1.1 问题提出1
1.2 选题背景和意义 ...... 3
1.3 论文结构简介 ........ 4
第 2 章 文献综述 ........... 6
2.1 国外相关研究 ........ 6
2.1.1 胜任力理论发轫和简介 ........ 6
2.1.2 认知型沟通胜任力理论 ........ 6
2.1.3 沟通认知能力与绩效之间的关系7
2.1.4 行为型沟通胜任力理论 ........ 7
2.1.5 沟通胜任力理论与领导力理论和绩效的相关研究 .......... 8
2.2 研究假设9
2.3 国内相关研究 ....... 10
第 3 章 研究设计 .......... 11
3.1 研究对象 ........... 11
3.1.1 沟通胜任力与书面沟通胜任力 . 11
3.1.2 研究对象的选取 . 12
3.2 研究量表构建 ....... 15
3.2.1 对于传统问卷式研究方法的改进 ........... 15
3.2.2 参考原始量表 ... 16
3.2.3 初始量表构建 ... 18
3.3 样本数据的搜集 ..... 19
3.3.1 评分人员介绍 ... 19
3.3.2 初始量表测试数据 ........... 20
3.3.3 最终量表测试数据 ........... 20
3.4 绩效的测量 ......... 21
第 4 章 评分量表的测试和修改 .......... 23
4.1 指标鉴别力分析 ..... 23
4.2 量表信度分析 ....... 26目 录
IV
4.3 量表效度分析 ....... 27
第 5 章 数据分析和假设检验31
5.1 描述性统计 ......... 31
5.1.1 样本特征 ....... 31
5.1.2 样本数量特征 ... 31
5.1.3 项目区分度 ..... 32
5.1.4 正态性检验 ..... 33
5.2 信度和效度分析 ..... 35
5.3 结果分析和假设检验 . 38
5.3.1 相关性分析 ..... 38
5.3.2 方差分析 ....... 39
5.3.3 结果讨论 ....... 40
第 6 章 结论和启示 ........ 43
6.1 研究结论 ........... 43
6.2 研究不足 ........... 44
6.3 研究启示 ........... 45
6.4 未来研究展望 ....... 45
参考文献 ...... 47
致 谢 ........ 50
声 明 ........ 51
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