胜任特征模型研究必看。

第14卷第4期 基于胜任特征模型的人力资源开发 -595-

1297~1303

[24] Wang P, Lawler J, Walumbwa F O, Shi K. Work-family

conflict and job withdrawal intentions: the moderating effect of cultural differences. International Journal of Stress Management, 2004,11: 392~412.

[25] Walumbwa F O, Wang P, Lawler J, Shi K. The role of

collective efficacy in the relations between transformational leadership and work outcomes. Journal of Occupational and Organizational Psychology, 2004, 77: 515~530

[26] Walumbwa F O, Lawler J, Avolio B J, Wang P, Shi K.

Transformational leadership and work-related attitudes: The moderating effects of collective and self-efficacy across culture. Journal of Leadership and Organizational Studies, 2005, 11(3): 2 Walumbwa F O 16

[27] 时雨, 张宏云, 范红霞, 时勘. 360度反馈评价结构与方

法的研究. 科研管理, 2002, 23(5): 124~129

[28] 王永丽, 时勘. 上级反馈对员工行为的影响. 心理学报,

2003, 35(2): 255~260

[29] 王永丽, 时勘, 黄旭. 个人主义与集体主义结构的验证性

研究. 心理科学, 2003, 26(6): 996~999

[30] Vliert E D, Sanders K, Shi K, Wang Y L, Huang X.

Interpretation and effects of supervisory feedback in China and The Netherlands, Gedrag & Organisatie 2003, 16(2): 125~139

[31] Vliert E D, Sanders K, Shi K, Wang Y L, Huang X. Chinese

and Dutch interpretations of supervisory feedback. Journal of Cross_Cultural Psychology, 2004, 35(4): 417~435 [32] 时勘. 合作团队是怎么演化而来的. 载:人类危机时代的

25个难题. 瞭望东方周刊, 2005,43: 38

[33] 时勘, 胡志强, 张宏云. 小组工作（GW）及其作用. 中国

人力资源开发, 2004, 1: 39~41

[34] Tjosvold D, 陈国权, 刘春红. 团队组织模型：构建中国

企业高效团队. 上海远东出版社, 2003

[35] 陆佳芳, 时勘. 影响团队学习的人际因素研究. 管理学报,

2004, 1(3): 316~319

[36] 李晓轩, 时勘, 石兵. 中国科学院法定代表人年薪制的实

践与思考. 科研管理, 2001,22(6): 97~101

[37] 时勘, 高利苹. 提高学校改革中领导效能的心理学思考.

教育管理研究, 2005, 5: 48~52

Human Resource Development Based on Competency Model

Shi Kan

(Institute of Psychology, Chinese Academy of Sciences, Beijing 100101, China)

Abstract: Research into Human Research Development and Management based on Competency Model has been momentum in last forty years in Organizational Behavior and Human Resource Management research. The author summarized the main research conducted by his work team since 1980s, about Competency constructing in different industry, and the leadership behavior related to it based on Chinese transition economy background and special cultural background. Also, since Competency Model is one of most popular practice in Human Resource Development, the author introduced the application of Competency Model in Chinese Human Resource Development and Management System practices. The suggestion for further research was discussed.

Key words: competence, Competency Model, BEI, transformational management, Human Resource Development.