工作能力

胜任力（英語：Competence）是指某个个人能够恰如其分地完成某项工作的能力。每种胜任力涉及一组特定的行为，并提供一套结构化的指导，可以用于识别、评估和发展员工在工作中的正确行为。“胜任力”这个词第一次正式出现是在1959年的一篇文章中，作者White将其定义为一个与绩效激励相关的概念^[1]。1970年，Lundberg又在他的文章“Planning the Executive Development Program”中定义了这个概念^[2]。1973年，McClelland博士在题为“Testing for Competence Rather Than for Intelligence”的研讨会文章中再次提到“胜任力”的概念^[3]，引起了广泛的关注。随后，McBer & Company公司（现在已改名为Hay Group）当时的合伙人Richard Boyatzis^[4]和T.F. Gilbert^[5]等人将胜任力的概念与绩效提升关联起来使用，从而使胜任力的概念真正流行起来。不过，在被广泛应用的过程中，对胜任力概念的误解也时有发生。

参考文献

^ White, R. W. (1959). Motivation reconsidered: The concept of competence. Psychological Review, 66, 5, p. 297-333.
^ Lundberg, C. C. (1972). Planning the executive development program. California Management Review (pre-1986), 15(000001), 10.
^ McClelland, D. C. (1973). Testing for competence rather than for" intelligence.". American psychologist, 28(1), 1.
^ Richard E. Boyatzis. (1982). The competent manager: A model for effective performance. John Wiley & Sons.
^ Gilbert, T. F. (1978). Human competence—engineering worthy performance. NSPI journal, 17(9), 19-27.

[1] White, R. W. (1959). Motivation reconsidered: The concept of competence. Psychological Review, 66, 5, p. 297-333.

[2] Lundberg, C. C. (1972). Planning the executive development program. California Management Review (pre-1986), 15(000001), 10.

[3] McClelland, D. C. (1973). Testing for competence rather than for" intelligence.". American psychologist, 28(1), 1.

[4] Richard E. Boyatzis. (1982). The competent manager: A model for effective performance. John Wiley & Sons.

[5] Gilbert, T. F. (1978). Human competence—engineering worthy performance. NSPI journal, 17(9), 19-27.

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