McClure I L, Bayliss F T
Am J Med Technol. 1978 Feb;44(2):97-111.
A group of 330 supervisory technologists in California was surveyed to determine their level of responsibility for each of 21 tasks and the type of education they had received for each task. Their perceived effectiveness as managers was determined using the responses from five questions to construct an Effectiveness Perceived Index (EPI). Two groups were analyzed--those with high task responsibility and low education and those with high task responsibility and high education. For 17 of the 21 tasks, the correlation between low education and low perceived effectiveness was significant, using a .05 significance level. Promotion systems were also explored, and it was found that promotion into supervisory positions is still based mainly on technical competence, not managerial ability. The great need for management development and more enlightened promotion policies in California's laboratories is very much supported by this survey.
对加利福尼亚州的330名主管技术专家进行了调查，以确定他们对21项任务中每项任务的责任程度以及他们针对每项任务所接受的教育类型。利用五个问题的回答构建了一个有效感知指数（EPI），以此来确定他们作为管理者的感知有效性。分析了两组人员——任务责任高但教育程度低的人员和任务责任高且教育程度高的人员。在21项任务中的17项任务上，以0.05的显著性水平检验发现，教育程度低与感知有效性低之间存在显著相关性。还对晋升制度进行了探讨，结果发现晋升到主管职位仍然主要基于技术能力，而非管理能力。这项调查有力地支持了加利福尼亚州各实验室对管理发展和更开明晋升政策的迫切需求。
