民航管制员绩效结构模型分析  

Study on Model of Job Performance Structure of Air Traffic Controller

作　　者：石荣[1] 张陆洋 李明捷[1] SHI Rong;ZHANG Luyang;LI Mingjie(Civil Aviation Flight University of China,Sichuan 618307,China)

机构地区：[1]中国民用航空飞行学院,四川618307

出　　处：《电子技术（上海）》2022年第2期70-73,共4页Electronic Technology

基　　金：2020年中央高校教育教学改革专项资金项目(E2020004-08)。

摘　　要：阐述建立管制员绩效结构模型,以工作绩效4维结构模型为基础,通过文献调查和专家访谈初步收集指标,根据评估指标编制初测问卷进行测试,对结果分析得到正式问卷。对所得数据进行探索性因子分析和验证性因子分析,并检验问卷的内部一致性系数、折半信度、内容效度、结构效度与收敛效度。结果表明,我国空中交通管制员工作绩效结构模型为二阶4因子模型,问卷拟合系数较好。结构模型的二阶因子为工作绩效,一阶4因子分别为任务绩效、关系绩效、学习绩效和作风绩效,结果符合现实情况,可根据该结构模型对管制员绩效进行评估。This paper expounds the establishment of the controller performance structure model. Based on the four-dimensional structure model of work performance, the indicators are preliminarily collected through literature survey and expert interview. According to the evaluation indicators, the preliminary questionnaire is prepared for testing, and the formal questionnaire is obtained by analyzing the results. The data were analyzed by exploratory factor analysis and confirmatory factor analysis, and the internal consistency coefficient, half reliability, content validity, structural validity and convergence validity of the questionnaire were tested. The results show that the job performance structure model of air traffic controllers in China is a second-order 4-factor model, and the fitting coefficient of the questionnaire is good. The second-order factor of the structural model is work performance, and the first-order four factors are task performance, relationship performance, learning performance and style performance respectively. The results are in line with the actual situation, and the controller performance can be evaluated according to the structural model.

关 键 词：空中交通管制 绩效评估 关系绩效 

分 类 号：F272.92[经济管理—企业管理]