Meta-competency Of Business Manager Modeling And Validity Analysis

Enterprises are gaining a competitive advantage through human resource nowadays, so researches and managers are caring how to gain a competitive advantage through human resource management. Human resources management based on status has been unable to adapt to the dynamics of matching among staff, job and organization. Human resources management based on Capacity and human resources management based on knowledge can better meet the requirements of the times. Competency is becoming entry point of the tow management models, and providing a new theoretical basis and management techniques to realize the rational allocation of human resources or improve the performance of enterprises. The importance of meta-competence as a part of competence has been understood, but Scholars start to study in our country, so the research on meta-competence of Structural model, nature and validity is first imperative in competence field.This paper builds-upon existing literatures of Chivers, and identifies fourteen meta-competence as research object using behavior incidents interview and research achievements at home and abroad. On the basis of three-dimensional performance theoretic, we design twenty performance indicators. After payment of a small sampling survey, we select eighteen performance indicators by principal component analysis, and then find Comprehensive evaluation of eighteen performance indicators by factor analysis. According to the result of evaluation, we divide the sampling into two levels by performance. We choose thirteen indicators among fourteen meta-competence indicators though multivariate analysis of variance whose fixed factor is performance. After payment of a large sampling survey, we find twelve meta-competence by exploratory factor analysis, and then find meta-competence model by Confirmatory factor analysis, at the same time we prove that the meta-competency have the character of transferability cross industry and Management layer class using multiple group confirmatory factor analysis and analysis the mean factor of top manager, intermediate manager and supervisor using mean structure models. After payment of sampling survey which involve managerial competency, we find the causal relationship between meta-competence and performance using structural equation model and prove the correlation using higher order CFA between meta-competence and managerial competence, finally, we use stepwise regression to determine the relative importance between meta-competence and managerial competence.This paper conducts a preliminary exploration in meta-competence field, and puts a three-dimensional structural meta-Competency Model, at the same time analyses the nature of meta-competence and makes some contribution. We hope that we can better identify, excavate and hire valuable staff that can be located to right status. We can give a purpose and the training plan more easily, and make those staffs focus on the urgent need to upgrade in order to perform the work successfully and promote career development.