“Employee ability 雇员能力”的版本间的差异

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（创建页面，内容为“Kim, K. Y., Atwater, L., Patel, P. C., & Smither, J. W. (2016). Multisource feedback, human capital, and the financial performance of organizations. Journal of Appli...”）
 
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Kim, K. Y., Atwater, L., Patel, P. C., & Smither, J. W. (2016). Multisource feedback, human capital, and the financial performance of organizations. Journal of Applied Psychology, 101(11), 1569.
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== 简介 ==
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Employees’ ability
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在Kim，Atwater，Patel和Smither的研究中，雇员能力（employee ability）包括工作能力（job capability）和学习能力（learning capability）两项关键能力。
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    To measure employee ability, we considered both job capability and learning capability, two key abilities in the context of feedback
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Individual employees were asked to rate the extent to which their organization’s human capital is competitive in terms of their job capability in eight functional areas (e.g., finance, production- line, management) using a 5-point scale (1  below domestic industry average, 5  world-class). To measure the organization- wide job capability, we aggregated employees’ answers on those eight questions to the organizational level. We calculated rwg and intraclass correlations (ICCs) to determine the appropriateness for aggregation: rwg was .97, ICC (1) was .26, and ICC (2) was .69, suggesting that there exists significant between-organization differences as well as high agreement among within-organization group members.
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== 信度与效度 ==
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    Using a 4-point scale, individual employees also assessed the extent to which learning by self is effective in performing one’s duty and the extent to which learning from others is effective in performing one’s duty. To measure the organization-wide learning capability, we aggregated employees’ answers on those questions to the organizational level (rwg=.79, ICC [1] = .07, ICC [2] = .66). We created an additive index of employee ability by standardizing and summing the organization-wide job capability and the organization-wide learning capability so that the measure of employee ability represents two critical abilities in the context of MSF.
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在Kim等人的结果汇报中，主要包括组内评分者信度（rwg）、组内相关系数（ICC1）和评分者信度（ICC2）三项指标。
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    Job capability
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在工作能力分量表中，rwg=0.97, ICC(1)=0.26，ICC(2)=0.69
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在学习能力分量表中，rwg=0.79, ICC(1)=0.07, ICC(2)=0.66
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== 量表 ==
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工作能力分量表
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请个体雇员根据自己在八个领域的工作能力，对组织的人力资本的竞争力进行评价。
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1-低于国内的行业平均水平 5-世界领先
 
1. The extent to which human capital of research and development department is competitive in terms of their job capability.
 
1. The extent to which human capital of research and development department is competitive in terms of their job capability.
 
2. The extent to which human capital of sales and service department is competitive in terms of their job capability.
 
2. The extent to which human capital of sales and service department is competitive in terms of their job capability.
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7. The extent to which human capital of finance and investment department is competitive in terms of their job capability.
 
7. The extent to which human capital of finance and investment department is competitive in terms of their job capability.
 
8. The extent to which human capital of core professionals (e.g., lawyer and accountants) is competitive in terms of their job capability.
 
8. The extent to which human capital of core professionals (e.g., lawyer and accountants) is competitive in terms of their job capability.
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Learning capability
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学习能力分量表
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使用四点李克特等级量表，请个体雇员评价自己在履行职责过程中独立学习的效率，以及向他人学习的效率。
 
1. The extent to which learning by self is effective in performing one’s duty.
 
1. The extent to which learning by self is effective in performing one’s duty.
 
2. The extent to which learning from others is effective in performing one’s duty.
 
2. The extent to which learning from others is effective in performing one’s duty.
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== 计分方法 ==
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将个体汇报的结果聚合（aggregation）到组织层面，得到雇员能力数据。
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== 量表出处 ==
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Kim, K. Y., Atwater, L., Patel, P. C., & Smither, J. W. (2016). Multisource feedback, human capital, and the financial performance of organizations. Journal of Applied Psychology, 101(11), 1569.
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[[category: 研究量表]][[category: 英文量表]]

2016年12月12日 (一) 20:36的版本

简介

在Kim，Atwater，Patel和Smither的研究中，雇员能力（employee ability）包括工作能力（job capability）和学习能力（learning capability）两项关键能力。

信度与效度

在Kim等人的结果汇报中，主要包括组内评分者信度（rwg）、组内相关系数（ICC1）和评分者信度（ICC2）三项指标。 在工作能力分量表中，rwg=0.97, ICC(1)=0.26，ICC(2)=0.69 在学习能力分量表中，rwg=0.79, ICC(1)=0.07, ICC(2)=0.66

量表

工作能力分量表 请个体雇员根据自己在八个领域的工作能力，对组织的人力资本的竞争力进行评价。 1-低于国内的行业平均水平 5-世界领先 1. The extent to which human capital of research and development department is competitive in terms of their job capability. 2. The extent to which human capital of sales and service department is competitive in terms of their job capability. 3. The extent to which human capital of engineering department is competitive in terms of their job capability. 4. The extent to which human capital of management department is competitive in terms of their job capability. 5. The extent to which human capital of production line is competitive in terms of their job capability. 6. The extent to which human capital of product development and planning department is competitive in terms of their job capability. 7. The extent to which human capital of finance and investment department is competitive in terms of their job capability. 8. The extent to which human capital of core professionals (e.g., lawyer and accountants) is competitive in terms of their job capability.

学习能力分量表 使用四点李克特等级量表，请个体雇员评价自己在履行职责过程中独立学习的效率，以及向他人学习的效率。 1. The extent to which learning by self is effective in performing one’s duty. 2. The extent to which learning from others is effective in performing one’s duty.


计分方法

将个体汇报的结果聚合（aggregation）到组织层面，得到雇员能力数据。

量表出处

Kim, K. Y., Atwater, L., Patel, P. C., & Smither, J. W. (2016). Multisource feedback, human capital, and the financial performance of organizations. Journal of Applied Psychology, 101(11), 1569.

取自“http://www.obhrm.net/index.php?title=Employee_ability_雇员能力&oldid=1519”