Application Of The Method Of Interpersonal Perception Scale In Establishing The Competency Model Of Capf Sergeant

The research of competency began in USA at the early years of 1970s.It had become a hot topic in the field of human resource management and organization behavior gradually. Competency Model had become an important tool of screening and recruiting talented people in companies abroad. The concept and method in competency had gained great success. Meanwhile, the research in this field in China started later than and lagged behind developed countries, the achievement and use value were also less than others, and it was almost carried in the company and the enterprise other than military.Objective:(1) To explore the possibilities of the method of interpersonal perception scale for establishing the competency model, and create a simple and scientific method.(2) Try to establish the competency model of CAPF sergeant using the method of Interpersonal Perception Scale, to provide an effective tool for screening and recruiting CAPF sergeant, and improve quality and combat effectiveness.(3) To provide the basic theory and guidelines that can be used more widely in the future.Methods:(1) Based on the literature review, selected 3 performance aspects and 98 primary competences, picked 30 candidate competences after experts group discussion.(2) 127 CAPF soldiers were administered the interpersonal perception scale, to screen criterion sample and score test candidates.(3) Changed the interpersonal perception scale to open questionnaire scale, and asked soldiers to choose the best models in their minds, then selected the competences based on the models.(4) Determined 11 competences based on statistics of frequency and mean value of position order.(5) Adjusted the competence and performance scale, test the selected competences could help distinguish the criterion group and common group. 172 CAPF soldiers were administered the competence and performance scale, screened criterion sample and score candidates with the same method, test the differences between criterion group and common group by independent-samples T-test; test the construct validity by factor analysis; test the internal-consistency reliability by Cronbachα; validated the criterion-related validity by discriminant analysis.Results:(1) Through group screening, questionnaire examination and data analysis, get 11 competences, included responsibility, discipline, desire to advance, honest, caution, active, optimism, management ability, self-confidence, principle and people intercommunication.(2) The independent-samples T-test analysis indicated: the differences between criterion group and common group were significant.(3) The reliability analysis indicated: Cronbachα= 0.870.(4) The factor analysis indicated: 3 factors accounted for 76.789% of the total variance. Factor 1 included 7 competences: responsibility, discipline, desire to advance, honest, caution, active and principle, we called individuality morality; factor 2 included 3 competences: self-confidence, optimism, management ability, we called ability and quality; factor 3 included 1 competence: people intercommunication, we called people perception.(5) The discriminant analysis indicated: Eigenvalue=0.683, Wilks'λ=0.59,χ2=59.056, the total correct rate=84.5%. Conclusions:(1) The method of interpersonal perception scale can be used in establishing the competency model.(2) The structure of the competency model of CAPF sergeant is reasonable, and criterion - related validity are supported in present study. The competency model of CAPF sergeant can be used for CAPF sergeant.