【作者】 王明辉；

【导师】 丁秀峰； 赵国祥；

【作者基本信息】 河南大学 ， 基础心理学， 2003， 硕士

【摘要】 本研究采用访谈、文献分析、问卷调查等方法，初步探讨了我国管理者责任心的内部结构、管理者责任心和工作绩效的关系以及不同管理者在责任心维度上的差异。在数据处理方面，采用了回归分析、相关分析、探索性因素分析等统计方法。前后共调查了236名管理者。本研究的初步结论是：第一、管理者责任心结构模型的主要维度包括：服务取向、管理技能、个人品德、有计划性、可依赖性和成就取向。本研究结论和国外研究结论既存在类似的维度，也存在不同的维度。结果还表明，本研究编制的管理者责任心问卷具有较好的信度和效度。第二、运用回归分析的方法发现，服务取向和可依赖性对人际促进预测效果较好；服务取向、个人品德、有计划性对任务绩效预测效果较好；个人品德、有计划性和成就取向对工作奉献预测效果较好。此外，管理者责任心对关系绩效的预测高于对任务绩效的预测，管理者责任心对人际促进的预测高于对任务绩效和工作奉献的预测。 第三、运用方差分析和T检验表明，已婚管理者与未婚管理者在责任心维度上存在显著差异。不同性别、年龄、受教育程度、工作年限、任职时间、单位规模的管理者在责任心6个子维度中的某个或某几个维度上表现出显著差异。更多还原

【Abstract】 The purposes of research are to investigate the structure of managers， conscientiousness ,the relations between their conscientiousness and job performance as well as the difference in the dimension of conscientiousness among different managers. For these purposes, some standard research methods, such as regression analysis, correlation analysis and exploratory factor analysis are employed. More than 230 managers have been surveyed.The conclusions drawn by this study are as follows:First, analyses of reliability and validity of the new instrument indicate that the managers, conscientiousness scale is a reliable and valid instrument composed of 6 factors: service tendency, managerial skills, individual morality, planning, dependability, and achievement tendency. The result shows that the conclusions of the research share some similarities with the research in foreign countries and difference as well.Second, by using the ways of regression analysis, the author finds that service tendency and dependability do good to the predictive effects of interpersonal facilitation; service tendency, individual morality and planning do good to the predictive effects of task performance; individual morality, planning and achievement tendency are helped for the predictive effects of job performance. In addition, managers, conscientiousness do better to the prediction of contextual performance than to that of task performance；managers, conscientiousness do better to the prediction of interpersonal facilitation than to that of both task performance and job dedication.Third, by using ANOVA and T-test, the author finds that unmarried and married managers are distinct in the dimension of their conscientiousness. Sex, age, years of schooling, period of work, unit size all play important roles in making managers different in some or a few dimensions of six sub-dimensions of conscientiousness.更多还原