摘要
绩效考核是一个全方位的动态管理过程,需要做好工作分析,制定科学的考核指标体系,高等职业院校教师绩效考核存在考核定位不准确、考核标准不科学等问题,通过自编高职院校教师胜任力问卷调查了苏州7所高职院校379名教师,采用探索性因素分析和结构方程建模的方法验证了高职院校教师胜任力的模型,并在此基础上,运用AHP法构建高职院校教师的绩效评价体系。结果表明自编的高职院校教师胜任力问卷信效度良好,构建的胜任力模型可以接受,基于AHP法建立的高职院校教师绩效评价体系符合要求。
Performance appraisal is the co mprehensive and dynamic managerial process dependent on the job analysis and scientific appraisal index system.The Former Performance Appraisal System for Teachers in Higher Vocational Colleges failed to orient and appraise performance properly.397 teachers from seven different colleges in Soochow were investigated by selfmade questionnaire in this study,By means of EFA and SEM,The model forteachers in highervocational colleges was confirmed as well.Meanwhile,AHP was adopted to establish the Performance Appraisal System on the basis of competency model.The result showed that the reliability and validity of the selfmade questionnaire are favorable and Performance Appraisal System established by competency model and AHP is acceptable.
出处
《技术与市场》
2010年第11期167-169,共3页
Technology and Market
基金
江苏省教育厅高校哲学社会科学基金指导项目:人才测评服务平台建设研究(07SJD630065)
苏州经贸职业技术学院院级重点课题:高职院校教师胜任力模型研究(JMZS090)
关键词
高职教师
胜任力模型
AHP
绩效评价体系
Teachers in HigherVocational Colleges
Competency Model
AHP
Performance Appraisal System
