Research On The Relationship Between Competence And Performance At The Individual And Organizational Level

Players and coaches are indispensable human resources for professional football clubs.Therefore,clubs would often launch fierce talent-hunting competitions.The talent competition strategies of clubs can be divided into two categories:First,in the case of conditions permit as much as possible to hire high-priced athletes and coaches;Second,to hire low paid but highly potential athletes and coaches.These two different strategies reflect two different "competencies and performance" view.Although existing research provides empirical support for the positive correlation between individual competencies and individual performance,and between organizational competencies and organizational performance,the relationship between individual competencies and organizational competencies,and the relationship between individual competencies and organizational performance remains to be observed.Therefore,it has an important theoretical and practical significance to comprehensive and in-depth research on the relationship between competence and performance at the individual and organizational level.The existing research of individual competencies or organizational competencies is often confined to a particular discipline,and this article combines the competencies research of economics and behavior science,then derives a common definition of competence and performance.Based on this,this paper puts forward the research hypothesis of this study and carries on the empirical research,and obatains the futher inderstanding of the relationship between competencies and performance on individual and organizational level.The main conclusions of this dissertation are as follows:(1)Competence refers to the potential(of an individual or an organization)to act by means of integrative use of various available performance requirements.In summary,competence is a potential for action.Performance is understood as the realization of this potential.(2)It showed a great importance of competence for performance,especially at the organizational level,but also under a transversal perspective.The average level of individual competence,where heterogeneity or extreme values of individual competence had no influence,proved to be particularly important for the prediction of organizational performance.This result underscores the relevance of the consideration of competences at both levels and thus a complement to the management and organizational theory research.(3)There is,however,no perfect linear connection between competence and performance,since individual organizations are able to exploit the potential that is inherent to them differently.(4)Furthermore,the mediating role of individual performance was demonstrated in the interdisciplinary development of competence,which is an important influencing factor in addition to organizational competence.This realization supports the conceptual and empirical separation of competence and performance,and the importance of a multi-faceted perspective on competence.(5)The dependencies diverge according to the level of competence(at the individual and/or organizational level)as well as the position of an individual within the organization.Leadership make a greater contribution to organizational competence and performance than regular employees.(6)Moreover,different types of the relationship with characteristic combinations of characteristics can be differentiated at the individual and organizational level.An analysis of these groups reveals that the existence of individual competence does not seem to be accompanied by an improvement in organizational competence and performance.Instead,their individual performance corresponds to the collective level,which illustrates the mediating role of individual performance for the inter-level competence relationship.This dissertation is a continuation of the existing theoretical and empirical research,compared with the existing research results,the innovation of this paper is reflected in the following aspects.First,this dissertation deduces an interdisciplinary,cross-level"competence" and"performance"definition,and formed a relatively complete "individual competence-individual performance-organizational competence-organizational performance"research framework.One of the main tasks of this dissertation is to explore the commonality of the(individual/organizational)competence topic in economics and behavior science.After combing the existing literature,an interdisciplinary,cross-level "competence" definition is derived-Competence refers to the potential(of an individual or an organization)to act by means of integrative use of various available performance requirements.Performance is understood as the realization of this potential.In addition,relative to the existing research framework " individual competence-individual performance" or "organizational competence-organizational performance",this study adds“individual performance-organizational competence"and"individual performance-organizational performance",forming a more systematic research framework——"individual performance-individual performance-organizational performance-organizational performance".Secondly,an overarching theory of individual competence is still missing in previous studies,whereby the integration into the CbTF takes a first step towards the creation of a comprehensive theory of the enterprise taking into account individual and organizational competence.In the face of the criticisms of the discourse on organizational competence,this work provides a first contribution to the more precise explanation of the temporal development of competitive advantages,individual competence and performance as factors of organizational development and organizational success.Third,this dissertation contributes to the solution of the much discussed problemof the delineation of competence and performance as well as(empirical)clarificationof the importance of competence for performance.Through empirical research,the understanding of the relationship between individual and organizational level competence and performance is obtained,the dissertation gives a summary of the path and method of improving individual competence,organization competence,individual performance and organizational performance in the soccer field,and therefore puts forward some feasible suggestions.This dissertation argues that the views of Mohrbach(2007)have some limitations——he argues that the distinction between competence and performance is too idealistic,but it can be done.In this context competence and performance were measured independently.Especially due to the relevance of competence for acting in the future,uncertain and unknown situations,the current performance can only be a poor indicator of future competence.For behavior-related theory,it is more difficult to distinguish between competence and performance than to estimate the overall potential.In this respect,the form of a foreign(or possibly self-assessed)assessment of competence as chosen here can be regarded as a possible guide for future studies.Furthermore,the results show the great importance of competence for performance,both at the individual and at the organizational level,and thus provide an empirical confirmation of this basic assumption of competence research.The importance of competency for the competitiveness of organizations——as a central goal of the CbTF in particular as well as strategic management in general——is additionally strengthened by its contribution to the explanation of the condition of performance.An important influencing factor was not only the individual but also the organizational competence.Consequently,future models of the explanation of organizational performance should be applied at both levels,for which the definition of competences developed in this dissertation provides the basis.The management inspiration of this study as following:(1)Personal behavior is important for the development of competence,which is beneficial to "learning in action"-in order to develop organizational skills.Therefore,this study suggests that priority should be given to behavior oriented personnel development measures.In accordance with this,it is necessary to note in the management of the enterprise that rewards should be given to excellent performance.At the same time,in order to promote the study and work of the members,the enterprise must have a different culture of feedback and a good working atmosphere.(2)The competence of leaders at different levels has a great impact on organizational performance.Therefore,in order to achieve the success of the organization,it is very important to improve the competence of the leaders.In this particular relationship of ability and performance,people can reorganize according to other variables,the ability level of individuals(and/or organizations)belongs to this classification variable.Under the background of differences already displayed,according to personal competence and positions,if leaders or capable persons leave,obviously,their resigned is a serious loss of organization.Moreover,the competence level of the new organization members is very important,and it is also of great significance to deal with the change of personnel strategically.(3)Within the organization,there are two main methods to improve personal competence level:one is the selection and appointment of outstanding individual ability,another method is to continuously promote the development of members.Measures to promote competence development and speed up competence gain have a special significance.These measures can be more capable than reemployed people.The impact of such measures on economic performance is smaller,because it will be affected by other factors.(4)The relationship between human resource management and strategic management is discussed under the concept of"strategic human resource management".According to the research of Cook and Phyllis(1986),especially in these internal changing departments,this concept has been given great significance.In the new uncertain situation,the importance of systematically promoting the development of individual competence is emphasized so as to ensure the long-term and continuous success of the enterprise.(5)In addition,this study also focuses on the significance of the research results to the field of football.In recent years,people have studied data,especially the data of individual and organizational performance,and more and more people have paid more attention to it.The football club uses the data to improve the club’s competence and performance by analyzing the games and athletes’ data.In the process,the club can dig out those players who are undervalued,and employ them into club,and competitors will do data analysis to prepare for football games.