Research On Competence Model Of District Party Administrator And Its With Performance

After the concept of competence was introduced by McClelland, many academic research and application emerged in American, British and Canadian HR fields. Competence is a central issue in HR management and development and a basic element of HR techniques. It can play a critical role in analyzing the position, selecting and training employee,managing performance and programming occupation life. So far, an ample of evidences and experiences about competence were harvested in foreign country, relatively, the researches about competence are fewer. Especially little study was found in The Party administrator. The competence model will be varied in different culture, industry and position, so in the Chinese cultural environment, the foreign competence model and manager competence model were not very compatible for the Party administrators. This study focuses on proposing the competence model of the district administrators and enriches the theoretical contribution.First, the Party District Administrator Competence Scale is developed through qualitative and quantitative techniques, such as BEI, contents analysis, EFA, CFA and so on. The process of developing scale is very strict according to Churcill's framework. 38 in-depth interviewed samples came from Hebei, Sanxi, Inner Mongolia province and original dimensions of competence were from the past research results and contents analysis. The good test-retest and consistency reliability, content validity, discriminant validity, convergent validity imply the competence scale is very well.Second, the Party District Administrator Competence Model was constructed through questionnaire survey, data analysis and SEM. Sampling was done in Shanghai, Sichuan, Sanxi, Hebei and Inner Mongolia province, the sample size is 500 district administrators. After analysis, the results implied that the Competence Model is multi-dimension construct and the model is varied in different position, different grade. Knowledge, Ability, Personal driving and Character formed the four dimensions of Competence Model. In detail, ability includes learning, decision-making, leading, coordinating, executing and forcing subscale, personal driving includes desire to success, value, prefer power subscale, character includes acceptance, appetency, self-control and optimism subscale.Third, empirical study was conducted to explore the relationship between competence and performance. The results indicated the competence have a significant positive relation with performance. Different competency has corresponding predictive effect for different performances, for example, knowledge can predict adaptive performance, and ability is a good determinant for task performance and relationship accelerating, and personal driving predict the relationship accelerating and adaptive performance very well, and character have a strong positive relationship with task contribution.