大学生就业胜任特征结构模型的实证研究  

Empirical Study on the Employment Competency Structure Model of Undergraduates

作　　者：贾建锋[1,2] 赵希男[1] 孙世敏[1] 赵文举[1] 

机构地区：[1]东北大学工商管理学院 [2]东软集团股份有限公司

出　　处：《高等工程教育研究》2011年第6期92-97,共6页Research in Higher Education of Engineering

基　　金：国家自然科学基金资助项目(709020647097101671072122);教育部人文社会科学研究项目基金资助(09YJC630030);中央高校基本科研业务费资助项目(N100406007);中国博士后科学基金特别资助项目(201003621);中国博士后科学基金资助项目(20090461185);辽宁省博士启动基金资助项目(20091026);辽宁省教育科学规划项目(JG11DB106)

摘　　要：大学毕业生在实际情景中的工作绩效不能很好地满足用人单位的需求是导致其就业困难的重要原因,而要解决工作绩效的问题,引入胜任特征理论是行之有效的方法。基于已有文献研究、企业访谈与专家小组讨论的结果,本文建立了大学生就业胜任特征词典;在此基础上,通过探索性因素分析与验证性因素分析的方法揭示了大学生就业胜任特征结构模型,包括行为胜任特征维、情感胜任特征维、元胜任特征维、知识技能维和价值、品质与特质维5个维度,共计29个要素。通过对企业人员与在校学生调查结果的对比分析发现,在对每项就业胜任特征要素的重要性看法上,企业人员与在校学生之间确实存在一定差异,这种差异在一定程度上导致了毕业生无法很好地适应企业的需求,是引发其就业难的深层次原因。That college graduatesp job performance in real working situation can＇t fit the demands of employers is an important factor leading to their employment difficulty. The theory of competency is a good way to solve the problem about job performance. In this paper, employment competency dictionary was established based on the literature review, interview and expert team discussion, on the basis of which employment competency model of undergraduates was constructed through exploratory factor analysis and confirmatory factor analysis. The results showed that the model Was composed of 5 dimensions and 29 elements, in which 5 competency dimensions are included： action-oriented competency, affective competency, meta-competency, knowledge and skill competency, value, quality and trait competency. The comparative analysis of enterprise staff and undergraduates showed that there were different opinions upon each competency element. Such differences to a certain extent lead to the incompetence in adapting to the needs of enterprises, which is a deep-rooted reason of employment difficulty.

关 键 词：胜任特征 就业 大学生 结构模型 

分 类 号：G647.38[文化科学—高等教育学] F224[文化科学—教育学]