Baczyńska Anna K, Rowiński Tomasz, Cybis Natalia
Management Department, Kozminski University Warsaw, Poland.
Institute of Psychology, Cardinal Stefan Wyszynski University in Warsaw Warsaw, Poland.
Front Psychol. 2016 Mar 8;7:273. doi: 10.3389/fpsyg.2016.00273. eCollection 2016.
Competency models provide insight into key skills which are common to many positions in an organization. Moreover, there is a range of competencies that is used by many companies. Researchers have developed core competency terminology to underline their cross-organizational value. The article presents a theoretical model of core competencies consisting of two main higher-order competencies called performance and entrepreneurship. Each of them consists of three elements: the performance competency includes cooperation, organization of work and goal orientation, while entrepreneurship includes innovativeness, calculated risk-taking and pro-activeness. However, there is lack of empirical validation of competency concepts in organizations and this would seem crucial for obtaining reliable results from organizational research. We propose a two-step empirical validation procedure: (1) confirmation factor analysis, and (2) classification of employees. The sample consisted of 636 respondents (M = 44.5; SD = 15.1). Participants were administered a questionnaire developed for the study purpose. The reliability, measured by Cronbach's alpha, ranged from 0.60 to 0.83 for six scales. Next, we tested the model using a confirmatory factor analysis. The two separate, single models of performance and entrepreneurial orientations fit quite well to the data, while a complex model based on the two single concepts needs further research. In the classification of employees based on the two higher order competencies we obtained four main groups of employees. Their profiles relate to those found in the literature, including so-called niche finders and top performers. Some proposal for organizations is discussed.
能力模型有助于洞察一个组织中许多职位共有的关键技能。此外，还有一系列能力被许多公司所采用。研究人员已经开发出核心能力术语来强调其跨组织价值。本文提出了一个核心能力的理论模型，该模型由两个主要的高阶能力组成，即绩效和创业精神。其中每一个都由三个要素组成：绩效能力包括合作、工作组织和目标导向，而创业精神包括创新性、审慎冒险和主动性。然而，能力概念在组织中缺乏实证验证，而这对于从组织研究中获得可靠结果似乎至关重要。我们提出了一个两步实证验证程序：（1）验证性因素分析，以及（2）员工分类。样本由636名受访者组成（M = 44.5；SD = 15.1）。参与者接受了一份为该研究目的而编制的问卷。通过克朗巴哈系数测量的六个量表的信度范围为0.60至0.83。接下来，我们使用验证性因素分析对模型进行了测试。绩效和创业导向这两个单独的单一模型与数据拟合得相当好，而基于这两个单一概念的复杂模型则需要进一步研究。在基于这两个高阶能力对员工进行分类时，我们得到了四类主要员工。他们的概况与文献中发现的概况相关，包括所谓的利基发现者和顶尖表现者。文中还讨论了对组织的一些建议。
