管理培训背景下适应性绩效的结构分析  

The Construct of Adaptive Performance in Management Training Settings

作　　者：陶祁[1] 王重鸣[2] 

机构地区：[1]上海交通大学安泰管理学院,上海200052 [2]浙江大学管理学院,杭州310028

出　　处：《心理科学》2006年第3期614-617,579,共5页Journal of Psychological Science

摘　　要：本研究以适应性绩效理论为基础,在上海、北京、广州、浙江、江苏、重庆等地用问卷调查了十多个企业的管理培训实施情况,得到了334个有效样本。对数据进行探索性因素分析和验证性因素分析后,得到了管理培训背景下的四因素适应性绩效结构模型,四个因素分别被命名为:压力和应急处理、创新解决问题、岗位持续学习以及人际和文化适应。该适应性绩效结构为管理培训评估研究中效标的确定提供了新思路。最后讨论了今后研究需要进一步注意的问题。Based on adaptive performance theory, the survey study focused on training evaluation criteria was carried out in 6 typical cities in China including Shanghai, Beijing, Hangzhou, Chongqing and Guangzhou, and 334 valid samples were got in this survey. The results of exploratory factor analysis and confirmatory factor analysis revealed a reliable four-dimension construct in management training settings. They were named： dealing with work pressure and emergency, adapting to diverse culture and complex interrelationship, on- job learning continuously and solving problems creatively. Finally some suggestions for further study were discussed.

关 键 词：绩效模型 适应性绩效 管理培训 效果评估 

分 类 号：C93[经济管理—管理学]