管理才能測驗發展及信效度分析

The Developmet, Reliability, and Validity of Chinese Managerial Competencies Test

本研究係以Yukl（1987）的「管理行為綜合分類模式」為理論架構，並綜合國內外相關文獻，發展「管理才能」調查問卷，且透過企業界之問卷調查（N=434），與工作分析之「行為事例晤談」，以及專家會議之後，研究者針對台灣企業之實際需求發展「管理才能測驗」，並進行預試（N＝135）與正試（N＝278）之信、效度分析，以及「管理效能」迴歸預測模式之建立。測驗結果顯示：「內部一致性」係數介於.60-.87，中位數絕大多數均達.72 以上，效度係數介於-.48-.84之間，中位數介於.29-.44；多元相關係數介於.36-.86之間，中位數均在.52以上。此外，具有預測力之向度，初階主管為「執行力」、「時間管理」、「學習態度」、「主動積極」、「工作效率」、「品質管理」、「情緒管理」等；中階主管為「目標設定」、「專案與流程管理」、「培養部屬」、「問題解決」、「衝突管理與團隊建立」等；高階主管則為「願景」、「決策」、「管理變革」、「策略規劃」、「人脈建立」及「追求卓越」。

Base on Yukl’s(1987) “Model of Integrating Taxonomy of Managerial Behaviors”, the purpose of this study is to review related literature, combine enterprises questionnaire survey(N=434), job analysis (behavioral event interview), and expert meeting, to develop Chinese managerial competencies test, and to analyze the reliability, validity of this instrument (N=413), and finally to build the regression model of managerial effectiveness. The results indicate: the coefficients of Cronbach α are between .60 and .87, and the medians are mostly above .72. The validity coefficients are between -.48 and .84, and the medians are between .29 and .44. The multiple regression coefficients are between .36 and .86, and the medians are above .52. Besides, the following competencies can explain much variance of criteria: For the first level managers, there are executing, time management, learning attitude, initiative, work efficiency, quality management, and emotional management; for the middle level managers, there are goal setting, project & process management, subordinate training, problem solving, conflict management and team building; for the senior level managers, there are vision, decision making, change management, strategic planning, interpersonal networking, and pursue excellence.