目前，河北省高等学校正处于加快一流大学、一流学科建设，实现内涵式发展的 关键环节。作为全省高校发展中的第一梯队，河北省省属高校要从教学、技术、科研 领域发掘人才，同时要加强管理、规划、制度领域的人才培养。高校中层干部队伍建 设是党的建设和干部队伍建设的重要组成部分。高校中层干部处于高校干部队伍的中 间环节，起着上传下达的关键作用，高校顶层设计的办学理念通过他们来推动，高校 的发展规划通过他们来实现。高校中层干部队伍涉及高校教学、科研、管理和党建等 各项工作，高校中层干部水平对高校能否有效落实人才培养、科学研究、社会服务和 文化传承创新等各项任务起着决定性的作用。 随着《党政领导干部选拔任用工作条例》《事业单位领导人员管理暂行规定》颁 布和修订，创新与完善高校中层干部选拔任用工作机制势在必行。随着人才管理制度 改革与创新，胜任力的概念逐渐引入到人力资源管理的范畴。目前全球范围内的胜任 力研究获得了丰富的研究成果和实践经验。在国内，胜任力的研究正逐步成为人力资 源管理领域研究的热点，部分国内学者将胜任力研究建立在选拔和培养优秀管理者的 科学体系基础之上，从而为管理者的选拔、培训、考核等环节提供建议和指导。 本文确定研究对象为河北省省属高校中层干部，通过查阅中外文献资料，归纳整 理国内外胜任力研究现状，明确高校中层干部、胜任力、胜任模型等理论，为下一步 问卷调查和数据分析奠定理论基础。采用文献综述法、行为事件访谈法提炼中层干部 的初步胜任力特征。运用专家评定法，对初步胜任特征进行修改、增删完善，最终确 定16项河北省省属高校中层干部的初步胜任特征，运用因子分析法对胜任特征分析检 验，最终建立省属高校中层干部胜任力模型，涵盖政治立场、大局意识、团队管理、 沟通协调、诚实守信、敬业担当、学术视野、专业技能等8项外在显性胜任特征，战 略思维、创新精神、学习发展、成就动机、统筹决策、感召力、责任心和廉洁自律等8 项内在隐性胜任特征。依据中层干部胜任力模型来评价省属骨干大学H中层干部的胜 任力情况，通过对评价结果的系统分析，找出省属高校在中层干部选拔、培养、考核 等方面存在的问题，进而研究解决的措施，建立完善的选拔培养模式，提高中层干部 选拔任用的有效性。 关键词：高等院校；中层干部；胜任力；胜任力模型 河北省省属高校中层干部胜任力研究 II ABSTRACT Atpresent,theinstitutionsofhigherlearninginHebeiProvinceareinthekeylinkof speedinguptheconstructionofthefirst-classUniversityandthefirst-classdisciplineand realizingtheconnotativedevelopment.Asthefirstecheloninthedevelopmentofcolleges anduniversitiesinHebeiProvince,collegesanduniversitiesunderHebeiProvinceshould exploretalentsinteaching,technologyandscientificresearch,andstrengthenthecultivation oftalentsinmanagement,planningandsystem.Theconstructionofmiddle-levelcadresin collegesanduniversitiesisanimportantpartoftheconstructionofthePartyandthecadres. Themiddle-levelcadresincollegesanduniversitiesareatanimportantlevelinthe managementteamofcollegesanduniversities.Theyaretheorganizersandimplementersof thecreativeworkoftheteachers,studentsandstaff,aswellasthepromotersand practitionersofthereformanddevelopmentofcollegesanduniversities,itplaysan importantroleintheworkofeachlinkincollegesanduniversities.Theconstructionlevelof middle-levelcadresincollegesanduniversitiesisthekeyfactortoensurehigh-quality completionofteaching,ScientificResearch,ManagementandPartybuilding,ithasadirect impactonwhetheruniversitiescaneffectivelycarryoutthetasksofpersonneltraining, ScientificResearch,SocialServiceandculturalinheritanceandinnovation. Withthepromulgationandrevisionofthe"regulationsontheselectionand appointmentofleadingcadresofthePartyandgovernment"andthe"interimprovisionson themanagementofleadingpersonnelinpublicinstitutions",itisimperativetoinnovateand improvetheselectionandappointmentmechanismofmiddle-levelcadresincollegesand universities.Withthereformandinnovationoftalentmanagementsystem,theconceptof competenceisgraduallyintroducedintothecategoryofhumanresourcemanagement.At present,thecompetenceresearchintheglobalscopehasobtainedrichresearchresultsand practicalexperience.InChina,theresearchoncompetencyisgraduallybecomingahotspot inthefieldofhumanresourcemanagement.Somedomesticscholarsbasetheresearchon competencyonthescientificsystemofselectingandtrainingexcellentmanagers,thusfor theselectionofmanagers,training,assessmentandotherlinkstoprovideadviceand guidance. Thispaperdefinestheresearchobjectasthemiddle-levelcadresoftheuniversitiesin 河北地质大学硕士学位论文 III HebeiProvince.ByconsultingChineseandForeignLiterature,thispapersummarizesand sortsoutthepresentresearchsituationofcompetenceathomeandabroad,andclarifiesthe theoriesofmiddle-levelcadres,competence,competencymodel,etc.,forthenext questionnairesurveyanddataanalysistolayatheoreticalfoundation.LiteratureReviewand BehavioralEventInterviewwereusedtoextracttheprimarycompetencycharacteristicsof middle-levelcadres.Byusingthemethodofexpertevaluation,thispapermodifies,adds, deletesandconsummatesthepreliminarycompetencyfeatures,andfinallydetermines16 itemsofthepreliminarycompetencyfeaturesofmiddle-levelcadresinuniversitiesinHebei Province,finally,thecompetencymodelofmiddle-levelcadresinprovincialuniversitiesis established,whichincludeseightexternalexplicitcompetencycharacteristics,suchas politicalstand,overallsituationconsciousness,teammanagement,communicationand coordination,honestyandtrustworthiness,professionalresponsibility,academicvisionand professionalskills,strategicThinking,innovativespirit,learninganddevelopment, achievementmotivation,overalldecision-making,charisma,senseofresponsibilityand integrityandself-discipline,suchas8inherentimplicitcompetency.Accordingtothe competencymodelofmiddle-levelcadrestoevaluatethecompetencyofHmiddle-level cadresinprovincialkeyuniversities,throughthesystematicanalysisoftheevaluationresults, thispaperfindsouttheproblemsexistingintheselection,trainingandassessmentof middle-levelcadresinprovincialkeyuniversities,andthenstudythemeasurestoestablisha soundselectionandtrainingmodeltoimprovetheeffectivenessoftheselectionand appointmentofmiddle-levelcadres. KeyWords:Universities,Middle-levelcadres,Competence,Competencemodel 河北省省属高校中层干部胜任力研究 IV 目录 摘要..........................................................................................................................................I Abstract...................................................................................................................................II 第一章绪论...........................................................................................................................1 1.1选题背景....................................................................................................................1 1.2研究目的与意义.......................................................................................................2 1.2.1研究目的..........................................................................................................2 1.2.2研究意义..........................................................................................................2 1.3国内外研究现状........................................................................................................4 1.3.1国外研究现状.................................................................................................6 1.3.2国内研究现状.................................................................................................7 1.3.3国内外研究评述..............................................................................................9 1.4研究内容和研究方法................................................................................................9 1.4.1研究内容..........................................................................................................9 1.4.2研究方法.......................................................................................................10 1.4.3研究路径图....................................................................................................11 1.4.4论文创新点...................................................................................................12 第二章相关概念及研究理论基础.....................................................................................13 2.1干部相关定义................................