本研究主要目的在了解高科技產業內績效優異員工的背景與職能條件,包含員工核心職能、主管管理職能與各項職系的專業職能。本研究以國內一家頗具代表性的科技大廠之員工爲研究對象,該公司曾於民國94年在知名顧問公司協助下爲員工施行職能評鑑,本研究經個案公司授權取得1,065筆員工職能評鑑的次級分數、1,221筆民國95年工作績效的評比、1,310筆民國96年工作績效的評比,以及1,583筆員工的基本資料後,取其集合,最後得到835筆有效樣本資料。而後,有鑑於職能評鑑分數爲次級分數、員工績效的評比又採等第制,考慮資料處理的適宜性,乃將總樣本劃分爲績優與績差兩個族群,並採用卡方檢定法與均值檢定法進行統計分析。研究結果發現,績優員工們多是男性、青壯年(30至40歲)、教育程度較高(研究所以上)、工作年資較長(10年以上)、主管職,並且擔任研發、專案管理、行銷業務職者。核心職能有六項:「問題解決」、「壓力忍受」、「市場敏感」、「計畫組織」、「分析判斷」、「危機處理」。(中階)主管管理職能有10項,其中高度的「團隊領導」能力十分符合管理者特質。而除了幾個領域外,多數領域內的專業職能都可符合該領域的專業特質。最後,研究還發現績效特別優良者除了擁有核心職能外,還具有高度的「專業學習」、「主動積極」、「邏輯推理」、「應變反應」的能力。
The aim of this research was to identify the profiles and competencies of high-performing employees who work in a competitive high-tech industry. Data came from a high-tech company in Taiwan. We had access to four data bases including employees' demographics, derived competency scale scores assessed by a contracted consultancy firm in 2005, non-self-reported performance evaluation data in 2005 and 2006. We selected 835 employees who had data in all four data bases as our study sample. As we could only access secondary competency scale scores and the performance data were ordinal in nature, we decided to divide the entire sample into two groups, the ”high-performing group” vs. ”low-performing group,” and used Chi-square statistics and tests to analyze the data. Results showed that the high-performing group had a higher proportion of males and managers, was older, had higher education attainment, and longer work experiences. Furthermore, we identified six core competencies of high-performing employees, ten managerial competencies of high-performing middle managers, as well as specific competencies of high-performing professionals in diverse functions. Finally, in addition to the above core competencies, we also found that the best performers had higher competencies on ”professional learning,” ”initiative,” ”logic reasoning,” and ”coping reaction” than the worst performers.