大学中层领导管理干部胜任力模型研究

大学中层领导管理干部需要具备六种核心胜任力,即应变力、执行力、组织精神、领导力、管理力和协调力。其中应变力、执行力和组织精神等三种核心胜任力可以作为大学院系和行政机关的中层领导管理干部共有的通用性质的胜任力特征来看待。领导力、管理力和协调力等三种核心胜任力可以作为大学院系领导干部特有的个性性质的胜任力特征看待。     

刑事警察胜任特征模型的理论构建研究

基于国内外研究现状,采用描述研究方法,构建了刑警的胜任特征模型,包括通用胜任特征模型、职业胜任特征模型和人格胜任特征模型。建模步骤如下:通过职位分析、确定绩效标准和效标样本、获取胜任特征的数据资料、分析数据资料并建构胜任特征模型、验证胜任特征模型5个步骤。为刑警的选拔、考评、晋升等提供了理论模型和评价工具。     

An Examination of the Relationship Between Competency to Stand Trial,Competency to Waive Interrogation Rights,and Psychopathology

This study compared the legal abilities of defendants (N = 212) with current primary psychotic disorders (n = 44), affective disorders (n = 42), substance abuse disorders (n = 54), and no diagnosed major mental illness (n = 72). Defendants with primary psychotic disorders demonstrated more impairment than did other defendants in their understanding of interrogation rights, the nature and object of the proceedings, the possible consequences of proceedings, and their ability to communicate with counsel. Psychosis was of limited value as a predictor however, and high rates of legal impairment were found even in defendants with no diagnosed major mental illness. Sources of within-group variance were examined to further explain this finding. Policy and clinical implications of these results are discussed.     

Evaluating expertise in forensic anthropology

The medicolegal system relies on the ability of experts and non-experts alike to make judgments about expertise and use those judgments to reach consequential decisions. Given the lack of standard criteria, mandatory certification, or licensure for establishing expertise required to practice forensic anthropology and testify as an expert witness, we sought to understand how individuals assess and identify expertise in forensic anthropology by using a social science tool called the Imitation Game. This tool assesses immersion in a specific area of study via discourse, with the premise that some individuals lacking expertise themselves imitate or attempt to pass as experts. For this project we recruited volunteers with varying expertise in forensic anthropology to participate in interviews which asked questions about the practice and structure of the discipline. Those interviews were transcribed, anonymized, and evaluated by other recruited individuals with varying expertise in forensic anthropology. Results found that judges who were experts in forensic anthropology performed better than non-expert judges in determining who was not an expert in forensic anthropology based on their anonymized responses; however, nearly half of the non-experts were still able to pass as experts in forensic anthropology. The difficulties in assessing expertise based on discourse interactions demonstrates the value and need for well-defined credentials and mandatory certification to practice forensic anthropology. This study demonstrates that accurately identifying expertise in forensic anthropology may be challenging for both experts and non-experts, especially when relying solely on interactional expertise rather than formal assessments of competency which directly elucidate contributory expertise.     

北京市局级领导干部胜任力状况及培训对策研究

本文依据问卷调查数据,从必备知识、必要工作能力和个人特征三个方面考察了北京市局级领导干部胜任力的优势和不足,并从培训的原则、课程体系、教学方法、组织管理等方面提出了提高北京市局级领导干部胜任力的对策建议。     

公务员大数据素养的议题背景、框架及其测度

大数据时代,培育公务员大数据素养是政府治理能力与公务员能力现代化的必然选择。在阐明公务员大数据素养议题产生逻辑与概念内涵的基础上,以冰山模型和数据生命周期理论为理论基础,构建一个融合潜在素质与显性技能的公务员大数据素养框架双环模型:模型内环为潜在大数据素质层,包括大数据意识、知识、情感、思维和伦理五项素质;模型外环为显性大数据技能层,依据数据生命周期具化出大数据采集、管理、分析、可视化及信息利用五项公务员胜任大数据活动的应用技能。依据双环模型,可以对公务员大数据素养各要素的内涵、测度方向与思路予以诠释,提出加强大数据素养实践培育和理论研究的必要性。     

精准扶贫视角下县域驻村扶贫干部胜任力研究——以辽宁HR县为例

为完成精准脱贫任务,各级党委和政府选派出大量驻村扶贫干部进驻贫困村、户进行帮扶。驻村扶贫干部胜任力存在差异,实际精准帮扶效果也明显不同。驻村扶贫干部在认知结构、素质结构、行为结构方面存在着胜任力不足的问题,导致驻村干部认知不清,角色混乱;素质不够,能力不足;行动不善,扎根不稳。相关部门需要采取积极措施,加快驻村干部角色转变、完善培训体系设计、加强思想政治教育和健全考核激励机制,确保驻村扶贫干部具备较强的胜任力,助力精准脱贫事业。     

论民事诉讼中法院调查取证制度之完善-基于实证分析与比较法的考察

法院调查取证制度是我国民事诉讼程序的重要组成部分，跟程序公正、诉讼效率、证据能力和司法资源分配有密不可分的联系。在实证调研的基础上，分析我国法院调查取证制度存在的主要问题。通过对西方主要法治国家立法经验的分析，结合我国现实的政治经济文化环境和调查取证制度的发展规律和运行趋势，提出健全、完善该制度的进路。     

Competency in Establishing Positive Relationships With Program Youth: The Impact of Organization and Youth Worker Characteristics

Frontline youth workers’ ability to form strong, positive relationships with program youth is a key element in maximizing the benefits of program participation. A recent National Collaboration of Youth (2006 National Collaboration for Youth. ( 2006 ). Capturing promising practices in recruitment and retention of frontline youth workers. Retrieved from http://www.nydic.org/nydic/documents/CompletePublication.pdf  [Google Scholar]) report identified six elements associated with youth workers’ competency to complete their professional roles: compensation, training opportunities, supportive work environment, clear work roles, sense that work is valued, and networking opportunities. The current study investigated whether having these elements predicted 459 youth workers’ self-reported job competency in forming positive relationships with youth. Regression analyses revealed that job efficacy, clarity of work roles, and benefits significantly predicted competency in forming strong relationships with program youth. Findings are discussed in relation to practice implications for the youth work field.