我国职业篮球教练员工作绩效评价模型的构建研究
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摘要
为了能够科学合理地评价职业篮球教练员的工作绩效,使其对自身岗位职责有更为清楚的认知,以引导教练员从正确的途径完成好本职工作和自我发展,运用访谈法、德尔菲法构建职业篮球教练员工作绩效评价模型。研究表明:我国职业篮球教练员绩效评价模型包含任务绩效、关系绩效、发展绩效3个维度,共由18个二级指标构成,模型符合职业篮球运动项目特征,能够较为全面和科学地评价教练员的工作绩效。运用问卷调查、相关分析、结构模型技术等方法对模型进行检验,三维模型结构拟合度较好,模型可以作为职业篮球教练绩效评价的可靠工具。其中,关系绩效对于整体工作绩效的贡献率最高,说明关系绩效的影响效应对于工作任务和目标的完成具有重要作用。
The paper aims to evaluate the work performance of professional basketball coaches in a scientific and rational way,make coaches clearly understand their duty and guide them in working and ego-development. The paper establishes a performance evaluation model of professional basketball coaches through interview and Delphi Method. The result shows that the evaluation system of professional basketball coaches in China consists of three dimensions,namely Task Performance,Contextual Performance and Development Performance,including 18 secondary indicators,which reflects the features of professional basketball and can evaluate the performance of coaches comprehensively and scientifically. After testing the model by questionnaire,correlation analysis and structural model technology,the result shows that the three-dimensional model has a good fitting degree and can be used as an effective tool to evaluate the performance of coaches. In addition,the research result shows that the Contextual Performance is a biggest contributor to the evaluation,which indicates that its indirect effect is very important for coaches to finish work tasks and achieve goals.
The paper aims to evaluate the work performance of professional basketball coaches in a scientific and rational way,make coaches clearly understand their duty and guide them in working and ego-development. The paper establishes a performance evaluation model of professional basketball coaches through interview and Delphi Method. The result shows that the evaluation system of professional basketball coaches in China consists of three dimensions,namely Task Performance,Contextual Performance and Development Performance,including 18 secondary indicators,which reflects the features of professional basketball and can evaluate the performance of coaches comprehensively and scientifically. After testing the model by questionnaire,correlation analysis and structural model technology,the result shows that the three-dimensional model has a good fitting degree and can be used as an effective tool to evaluate the performance of coaches. In addition,the research result shows that the Contextual Performance is a biggest contributor to the evaluation,which indicates that its indirect effect is very important for coaches to finish work tasks and achieve goals.
引文
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[16] 张超,徐燕,陈平雁.探索性因子分析与验证性因子分析在量表研究中的比较与应用[J].南方医科大学学报,2007(11):1699-1700,1705.
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[18] Shockley J,Turner T.A relational performance model for developing innovation and long-term orientation in retail franchise organizations[J].Journal of Retailing and Consumer Services,2016,32:175-188.
[19] Chen Y C,Arnold T J.Effects of collaborative communication on the development of market-relating capabilities and relational performance metrics in industrial markets[J].Industrial Marketing Management,2013,42(8):1181-1191.
[20] Deng C P,Wang G S.An empirical study on the source of vendors’ relational performance in offshore information systems out sourcing[J].International Journal of Information Management,2013,33(1):10-19.
[21] 王登峰,苏彦捷,崔红,等.工作绩效的结构及其与胜任特征的关系[J].心理科学,2007(4):770-773.
[22] Hoffman N P,Schiele H,Krabbendam K.Uncertainty,supply risk management and their impact on performance[J].Journal of Purchasing & Supply Management,2013,19(3):199-211.
[2] 张运亮.国田径教练员职业劳动特征及其绩效考评研究[D].北京:北京体育大学,2010.
[3] 石金涛,魏晋才.绩效管理[M].北京:北京师范大学出版社,2006:8.
[4] 徐蔼婷.德尔菲法的应用及其难点[J].中国统计,2006,53(9):57-59.
[5] 佚名.2016年辽宁省专业队教练员工作考评管理办法会议讨论文件汇编[G].辽宁省体育运动管理中心,2016:7.
[6] 尹碧昌.我国田径教练员胜任力模型与绩效关系研究[J].体育科学,2014,34(6):59-67.
[7] 温志毅,金冬梅,郭德俊.个体工作绩效研究进展[J].技术经济与管理研究,2011(3):61-64.
[8] Beers C V .Cooperation,prtner diversity,and innovation performance:an empirical analysis[J]. Journal of Product Innovation Management,2014,31(2):292-312.
[9] Borman W C,Motowidlo S J.Expanding the criteriondomain to include elements of contextual performance[A].In Schmitt,Borman WC(Eds).Personnel selection in organizations.San Francisco:Jossey-Bass,2005:71-98.
[10] McClelland D C.Testing for competence rather than for intelligence[J].American Psychologist,2008,28(1):1-14.
[11] 李林.专业体育教练员工作绩效结构模型及其影响因素[D].北京:北京体育大学,2011.
[12] 钟良,赵国杰.基于ANP&BSC建构企业绩效评价体系[J].西北农林科技大学学报(社会科学版),2006,6(4):69-72.
[13] George B.New perspectives concerning performance appraisals of intercollegeate coaches[J].National Ass Higher Education,2003,55:177-192.
[14] Griffin M A.The contribution of task performance and contextual perf ormance to effectiveness:Investigating the role of situational constraints[J].Psychology:An interview,2000,49(3):517-533.
[15] 祁国鹰.体育多元统计分析[M].北京:北京体育大学出版社,2015:305.
[16] 张超,徐燕,陈平雁.探索性因子分析与验证性因子分析在量表研究中的比较与应用[J].南方医科大学学报,2007(11):1699-1700,1705.
[17] 侯杰泰.温忠麟.结构方程模型及其应用[M].北京:教育科学出版社,2005.
[18] Shockley J,Turner T.A relational performance model for developing innovation and long-term orientation in retail franchise organizations[J].Journal of Retailing and Consumer Services,2016,32:175-188.
[19] Chen Y C,Arnold T J.Effects of collaborative communication on the development of market-relating capabilities and relational performance metrics in industrial markets[J].Industrial Marketing Management,2013,42(8):1181-1191.
[20] Deng C P,Wang G S.An empirical study on the source of vendors’ relational performance in offshore information systems out sourcing[J].International Journal of Information Management,2013,33(1):10-19.
[21] 王登峰,苏彦捷,崔红,等.工作绩效的结构及其与胜任特征的关系[J].心理科学,2007(4):770-773.
[22] Hoffman N P,Schiele H,Krabbendam K.Uncertainty,supply risk management and their impact on performance[J].Journal of Purchasing & Supply Management,2013,19(3):199-211.