动漫行业创业者胜任特征研究

Venture has become an important force for the sustainable economic growth of China, However, research on entrepreneurs is far failed to meet the actual needs, Animation and Comic Industry is an important component of the state-led Cultural and Creative Industries. Entrepreneurship is the rapid growth of population, but the empirical research on the Animation and Comic Industry entrepreneurs’ Competent Characteristic Model is rarely heard. As a manager of a national incubator which major in Cultural and Creative Industry, study these entrepreneurs competent characteristics is my responsibility. As an exploration, the study uses Competent Characteristic Model of classical design methods and behavior events interview method, and selects entrepreneurs which of animation and comic industry business start-up period as the objects. Through coding analysis of 31 entrepreneurs’ interview information, completed the amendment to the dictionary coding, and ultimately construct the animation and comic industry entrepreneurs need to have the threshold competence model and differentiating competence model. Differentiating competence model includes six competencies: tolerance and optimism, cooperation, creative innovation, pool talents, vision, decision-making and tempo control. Threshold competence model includes twenty features, divided into three dimensions: personal characteristics, knowledge quality, capacity of the quality. Knowledge and capacity of the quality are closely related to the core work of entrepreneurs, Personal characteristics concern the deep-seated motivation of the entrepreneurs. The study also analyses and discusses the characteristics of the entrepreneurs on the demographic variables.

管理干部胜任特征评价方法的初步研究

Competency Assessment Method (CAM) is an important technique of Human Resource Management and Development in theory and practice, especially in personnel selection and training. Based on literatures of related fields, the thesis explored the feasibility of CAM in China. The main results found in this study are as follows: 1. Competencies scored in Behavioral Event Interviews (BEI) are not influenced by length of protocol, by performance in the preceding year. Average level and maximal level of complexity correlate significantly with length of protocol. Total competency frequency of outstanding executives is not significantly different from that of typical executives. These results support McCleland's view. But there is significant correlation between length of protocol and competency frequencies, which which is not agreed by McCleland. We found that competency scores using coding standard of average level and maximal level of complexity show more reliability than that using coding standard of competency frequencies. But this isn't confirmed by McCleland. 2. Inter-rater reliability was studied. The results indicated: total Category Agreement (CA) is 55.45%, over 70 percent of 20 competencies of the inter-rater reliability coefficients based on the classical test theory are significantly correlated. G coefficient based on the generalization theory is 0.85697. 3. Study of criterion sample shows that manager's competencies of China's communication enterprise are as follows: Impact and Influence, Organization Commitment, Information Seeking, Achievement Orientation, Team Leadership, Interpersonal Understanding, Initiative, Market Awareness, Self-confidence, Developing Others. This result in similar to the generic competency model of managers presented in Spencer's book. 4. CAM showed more advantages than the method of experts panel judgement.