CAJ | 학술논문

利用开放式问卷调查、关键事件访谈等方法，设计创新人才胜任力调查量表，从人才供应—需求视角出发，对我国一些研究型大学、科研院所和科技型企业进行调研。基于此，运用探索性因素分析和验证性因素分析，构建了由27个胜任特征项目构成创新知识、创新品德、创新能力、创新精神、创新人格五大胜任力维度的创新人才胜任力结构模型。该模型具有良好的信度和效度，丰富了胜任力理论体系，为大学、企业等组织创新人才选拔、培养和评价工作提供决策参考。
이용개방식문권조사、관건사건방담등방법，설계창신인재성임력조사량표，종인재공응—수구시각출발，대아국일사연구형대학、과연원소화과기형기업진행조연。기우차，운용탐색성인소분석화험증성인소분석，구건료유27개성임특정항목구성창신지식、창신품덕、창신능력、창신정신、창신인격오대성임력유도적창신인재성임력결구모형。해모형구유량호적신도화효도，봉부료성임력이론체계，위대학、기업등조직창신인재선발、배양화평개공작제공결책삼고。
Through using the open-ended questionnaire survey and critical incident interview and designing competency scale of innovative talents, this paper investigates some research universities, scientific research institutes and technological enterprises from the perspectives of the talent＇s supplies and demands. It builds the competency structure model of innovative talents by using the exploratory factor analysis （EFA） and confirmatory factor analysis （CFA）. It consists of twenty-seven competency items, which comprise five competency dimensions, such as innovative knowledge, innovative moral, innovative ability, innovative spirit and innovative personality. The measurement scale has good validity and reliability. It not only enriches the theoretical system of competence, but also provides a certain decision reference for the innovative talent ＇s selection, cultivation and evaluation work in various organizations, such as universities, enterprises and so on.