摘要
采用现代组织社会资本核心员工流失的组织绩效观提示的7个测量维度,将员工优势组织行为绩效特征操作化定义为核心化度;在开发核心化度量表的问卷调查基础上,引入系统模糊决策理论构建核心化度综合测度模型;结果表明该核心化度量表具有良好的信度(α>0.7)和结构效度,样本核心员工平均识别率达94%,并与组织创新绩效显著相关(R=0.82,P<0.01),显示出较高的组织绩效预测潜力。
Based on the organizational social capital-oriented employees＇ performance view and its seven measuring dimensions, the knowledge-intensified employees＇ high performance characteristics are operationally defined as key degree and its scale is developed by both the questionnaire and the systematic fuzzy decision theory for assessing the employees＇ key degree. The result initially shows a significant practical value of the prediction of the key degree indicator for talent management with the satisfied scale＇s Cronbach value （α〉0. 7）, higher rate （up to 94%） for identifying the key employees from the relevant sample and the significant relation to the organizational performance （R=0. 82, P〈0.01）.
出处
《工业工程与管理》
2006年第2期38-43,共6页
Industrial Engineering and Management
关键词
组织社会资本
核心员工
核心化度
系统模糊测度
organizational social capital
key employee
key degree
systematic fuzzy measuring
