alireza kondorani; GA YU; Enayatollah Zamanpour; Noorali Farrokhi; Majid Salimi; Ali Moghadamzadeh
Abstract
Identifying a specific competency model for selecting managers in any organization is a suitable alternative for selecting efficient managers. The purpose of this research was to identify the competencies and design and validate the competency model of Iran Oil Terminal Company managers. In this study, ...
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Identifying a specific competency model for selecting managers in any organization is a suitable alternative for selecting efficient managers. The purpose of this research was to identify the competencies and design and validate the competency model of Iran Oil Terminal Company managers. In this study, 20 managers with high and normal performance were selected from among 45 managers. "Applicable" used both quantitative and qualitative methods (in-depth interview of behavioral events, expert panel and questionnaire) to collect and analyze data. Thematic analysis, job analysis, and Q methodology approaches were used to determine specific competencies. The final competency model of managers was designed in three dimensions of individual competency, managerial competency and organizational competency with 9 main themes and 43 basic themes. Validation findings showed that the compiled competency model is well able to predict outstanding and ordinary performance and therefore has "simultaneous cross-validation". Also, the findings of "simultaneous construct validation" showed that outstanding managers get higher scores in the competency model than ordinary managers. Also, the retest reliability of the competency model test was estimated at 0.87 and the reliability between two evaluators was estimated at 0.83.
Ebrahim Alizadeh; Mohammadreza Falsafinezhad; Ali Delavar; Noor Ali Farrokhi; Abbas Abbaspour
Abstract
Studies on the topic of managing employee performance evaluation, assessing competencies of job analysis and job evaluation as a source of data collection used. The results of this research can be used when the reliability of the data is acceptable. Researchers to estimate the reliability of these data ...
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Studies on the topic of managing employee performance evaluation, assessing competencies of job analysis and job evaluation as a source of data collection used. The results of this research can be used when the reliability of the data is acceptable. Researchers to estimate the reliability of these data are the means of inter-rater reliability of Cronbach's alpha is used. The formula for errors in the data are considered as random error, while systematic errors exist in many of the conditions that must be considered when estimating their reliability. For this reason, these formulas can not properly estimate the reliability assessment. This article attempts to application generalizability theory to predict the reliability of the assessment will be presented. The weaknesses of classical test theory and the ability to estimate the reliability generalizability theory described. Then explained the steps to applying generalizibility theory with crossed and nested measurement models with an example that researchers using them can make job analysis, reliability of data more accurately to estimate.
