摘要
伯前，在国有企业的人事管理中，采用何种方式选拔中层管理者，如何有
效地对在职中层管理者进行评价，以及如何有目的地对现有管理者进行培训，
是亟待研究和解决的一个课题，它将直接关系到企业业绩的好坏和企业的长期
发展。广√
本研究正是通过探寻在国有企业中，中层管理者素质与其绩效间的关系，
探讨对国企中层管理者素质测试的有效办法，以及影响其业绩的主要素质指
标，以便为国有企业选拔、评价和培训管理者提供有效的依据和帮助。

本研究是以管理者的素质理论、绩效评价理论、内隐知识理论等为基础，
研究在国有企业背景下，中层管理者的不同素质对其业绩的影响情况及相互关
系，研究不同岗位的中层管理者在素质与绩效关系上的差异，以及国企管理者
在评价指标和维度划分上与其它企业间的差异。

f本研究分为三个阶段。第一阶段为访谈编制测试工具阶段，通过对有关人
员的访谈，收集有关资料，编制中层管理者的业绩评价工具和素质测试工具。

第二阶段为数据、信息采集阶段，主要包括对中层管理者业绩数据和信息的采
集，对中层管理者有关素质测试数据的采集。本研究共采集了196名有效的中
层管理者的素质和业绩数据和信息。第三阶段为数据分析、研究阶段，运用统
计软件对数据进行统计分析，研究其中的有关联系。，／7一
研究结果：1、国有企业中层管理者绩效维度结构与国际上对管理者的绩
效维度划分有显著差异。2、情景判断测试是测试管理者管理素质的较为有效
的工具。3、不同岗位的中层管理者其素质与绩效的关系有显著不同，因此，
在选拔、培训国企中层管理者时，其主要业绩评价指标和培训内容应有所区别。

例如：在选拔国有企业行政中层管理者时，应特别注重应变能力、激励指导用
人能力、经营能力和组织领导能力等指标；在选拔支部书记时，应更加注重组
织领导能力、乐观自信、人际交往与合作、应变能力等指标。

关键词：国有企业、中层管理者素质、内隐知识、工作绩效
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蔓壅查堂塑主兰堡篓塞一一一．————————————』些坚堕
Abstract
At present，in the personnel management of state—owned enterprise，adopt which
method to select middleAevet managerial personnel，how to appraise in-service
middle．1evel managers effectively,how to train existing managers with aim，is a
oroblem to be researched and solved，whi谯would be directly related to the
performance level ofenterprise and long-term devdopment ofenterprise．
This study,just by seeking the relation between competence and performance of
middle，level managers in the state-owned enterprise，probes into the effective way
of testing middle-level managers competence in the state—owned enterprise and the
main competence index of affecting their performance，SO as to provide effeetive
basis and help for selecting，appraising and training managers in the state-owned
enterprise．
Tllis study is on the basis of competence theory,performance appraising theory,
tacit knowledge theory of managers，under the background of state-owned
enterprise．research t圭le affecting condition and mutual relation to the performance
of middle．tevel managers due to their different competence，the difference between
the relation of competence and performance of middle—levei managers due to their
different post and the difference between managers of state-owned enterprise and
that of other enterprise on the appraising index and dimension degree division。

硒is study is divided into three phases．1弧e first is the phase of working out
testing tool by interviewing，i．e。by interviewing relative personnel，collect relative
material and work out the performance appraising tool and competence testing tool
of middle—level managers．The second is the phase of collecting data and
information，mainly including the collection ofperformance data mad information of
middle-leveI managers and the collection of testing data for relative eompetence of
middle·level managers，totally collect the competence and performance data and
information of l 96 effective middle—level managerial persons。The third iS the phase
of analyzing and researching data，apply statistical software to analyze data
statistically and research the relation among them．Researching result：
l，There iS obvious difference between performance dimension degree structure of
middle—level managers in the state-owned enterprise and division of performance
dimension degree for managers internationally．
2．Situational Judgment Tests is a comparatively effective tool for testing the
managerial competence ofmanagers．
3。Because the relation between competence and performance of middte-level
1l
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重庆大学硕士学位论文Abstract
managers in different post has obvious difference，when selecting and training
middle—level managers，there should be some difference for their main appraising
index of performance and training content．For example：When selecting
middle·level managers，we must notice their competence of contingence，using
personnel，business and leadership，etc．And for secretaries of Party committee，we
must notice their competence of leadership，character,motion and inter-personnel
co-operation，etc．
Key words：State-owned enterprise，competence of middle—level managers，tacit
knowledge，job performance