| The aim of this paper is to explore and assess the competency model of the ClinicalDirector(CD) which may offer a scientific method and tools for the CD selection andtraining in human resource management.Firstly, this paper which was summarized on the basis of literature used behavioralevent interview (BEI) to research CD. Secondly, the paper collected the competencefactors of CD by the open questionnaire and built the competency model of ClinicalDirectors. At the last, the researcher designed the forecast competency evaluationquestionnaire of CD according to the model and used the exploratory factor analysis forthe preliminary questionnaire results. Then the study obtained the competency characterproject of CD and constructed the formal CD competency questionnaire according tothe model which validation was completed.The conclusions of the paper are as follows:(1) The CD competency model consists of12features:achievement orientation,responsibility,professionally skill,attention quality and order, team building,decision-making,guidance and supervision,communication,development planningconsciousness,influence,ministrant consciousness,dispassion and equity.The CDcompetency model consists of12features at the5levels,named managerial ability,achievement orientation,personal characteristics, communication, professionally skill.(2) Based on the pre-primary CD competency model,"the self-evaluation questionnaire of CD competency "is developed in the paper. It is found that the questionnairehas better reliability and validity.(3) In the paper, it is found that CD competency is comparatively satisfactory andnear to the "basic compliance level".By compared with the different factores of the CDwho has the different demographic characters, it is assessed that the competence of CDhas major significant effect on gender,academic background and professionalexperience. |
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