| Our army's force is deeply rooted in platoon units and squads. As high-tech war goes deeper and deeper and the formation of the war has changed a lot, more requirements have been noted in order to choose competent man to adapt well in a localized high-tech war in the future. Captains, as the practitioner of the military tasks and instructions, and as well as the team leaders of the platoons and squads, have been becoming one of the most important factors of our army construction. The army management has been challenged and here brings a question that how captains serve the army well under such circumstance. Thus, to construct and manage the army under a scientific and systematic mechanism means huge to our army force.Qualitative method and quantitative method have been applied together as a mixed model in this research. Interview and work logs had been chosen firstly to start the job analysis. Through the study on supervisors of captain and its subordinates and as well as captain itself, the performance indicators had been filtered out. After job analysis, behavioral event interview (BEI) was applied to study the descriptive indicators and the frame of the competence model. To classify and analyze the documents of the behavioral event interview, qualitative coding method had been applied. After generating the competence frame, captains whom had been interviewed were grouped by the performance indicators into two group—an excellent group and a normal group. And student's t test had been applied to study the qualitative coding difference between the two groups.An investigation questionnaire had been developed based on the competence frame generated by qualitative study. Captains were asked to finish the questionnaire in quantitative way by Likert scale. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) had been applied to study the structure of the competence model. Qualitative coding was also applied to sort out the professional role types of captain. A competence model has been constructed based on analyzing the relationships between such professional role types and the competence model.Main conclusions:1. 40 competencies consists of a 7-dimension-competence-model of army captains, which are"Internal motive competence series","Military capability series","Achievement competence series","The leadership series","Relationship-building series","Management series", and"Basic cognition capabilities series".2. By statistically comparing the coding difference of an excellent group and a normal performance group, 16 discriminate competencies was filtered out, which are"Political job capabilities","Concerning and developing subordinates","Team construction","Responsibility","Energizing subordinates","Planning","Skills of learning","Initiative","Cooperating","Stress management","Coordinating","Effective communication","Motive of achievement","Self-confidence", and"Devotion to career".3. The behavioral indicators have been set up through BEI and qualitative coding. These indicators consists of the names the competencies, operant concepts, levels of behavioral descriptive indicators, and behavioral events examples.4. The relationship between professional role types and competence model has been found out through the confirmatory factor analysis (CFA). Keywords: Competence model; Captain; Professional role types; Factor analysis; Structural equation modeling...
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