深化产教融合战略，创建一流品质院校，是众多民办高校实现应用型大学转型的 关键。而在转型过程中存在的一个突出性难题，就是教育改革发展与现有人事制度的 不匹配。人才培养定位的一线阵地就是师资队伍建设，因为具有高素养职业能力的师 资队伍是高校发展不可或缺的先决条件，师资队伍教学水平的高低是教学成效显现的 关键因素。因此，民办院校以高素质应用型人才培养为目标，势必拥有一支高水准的 教学师资队伍。 本文基于原有的教师胜任力模型，通过访谈、调查问卷等研究手段进行分析，构 建出符合当下人才培养需求的“双师型”教师胜任力模型，来剖析 CM 民办本科院校 专任教师职业能力存在的差距，指出教师在职业能力方面的不足之处。本文对“双师 型”教师队伍建设提供了理论支撑和探索方法，促进学校人力资源管理工作的改进， 确定了“双师型”教师共 40 项胜任力指标要素，对全面考评教师职业能力提供了评 价方法。从而在师资的招聘、培训、考核等方面都会参照教师胜任力模型的标准，综 合考量教师的职业胜任力与岗位的匹配度。同时探寻出专任教师职业能力提升路径， 发挥已有优势，把握目前机遇，提升核心竞争力，激发教师活力。从而加强整个教学 师资队伍的建设，提升专任教师的职业能力。 关键词：胜任力；教师职业能力；双师型教师；产教融合；人事制度河北地质大学硕士学位论文 ABSTRACT Deepening the strategy of integration of production and education and establishing first-class quality colleges are the key to the transformation of many non-governmental colleges. But in this process exists a difficult problem is the existing personnel system and the education reform development does not adapt. The construction of the teaching staff is a front line position for the orientation of talent cultivation. The teaching staff with high professional ability is an indispensable prerequisite for the development of colleges and universities, the teaching level of the teaching staff is the key factor to show the teaching effect. The non-governmental colleges are bound to have a high-level teaching staff with the goal of training high-quality applied talents. Based on the original competency model of teachers, this paper analyzes it through interviews, questionnaires and other research methods, and constructs a "double-qualified" competency model of teachers that meets the needs of the current talent cultivation, to analyze the gap of professional ability of full-time teachers in CM private colleges, and point out the shortage of professional ability of teachers. This paper provides theoretical support and exploration methods for the construction of "double-qualified" teachers, promotes the improvement of school human resources management, and determines a total of 40 competency index elements for "double-qualified" teachers, it provides an evaluation method for the comprehensive evaluation of teachers'professional ability. So in the recruitment, training, assessment and other aspects will refer to the standards of teacher competency model, comprehensive assessment of Teacher's professional competence and job fit. At the same time, we should explore the way to improve the professional ability of full-time teachers, give full play to the existing advantages, grasp the present opportunity, enhance the core competitiveness and stimulate teachers'vitality. Thus strengthens the entire teaching faculty's construction, promotes the full-time teacher's professional ability. Key words: competency; Teacher's vocational ability; Double-qualified teachers; Integration of production and education; The personnel system基于胜任力模型民办 CM 学院专任教师职业能力提升研究 IV 目 录 摘要............................................................................................................................II ABSTRACT..................................................................................................................III 第一章 绪 论...............................................................................................................1 1.1 研究背景与研究意义...........................................................................................................1 1.1.1 研究背景.................................................................................................................1 1.1.2 研究意义.................................................................................................................2 1.2 国内外研究现状...................................................................................................................4 1.2.1 国外研究现状.........................................................................................................4 1.2.2 国内研究现状.........................................................................................................5 1.2.3 国内外研究评价.....................................................................................................6 1.3 研究内容与研究方法...........................................................................................................9 1.3.1 研究内容.................................................................................................................9 1.3.2 研究方法...............................................................................................................10 第二章 相关概念及基础理论.....................................................................................11 2.1 胜任力及胜任力模型的概念界定与功能........................................................................11 2.1.1 胜任力的内涵.......................................................................................................11 2.1.2 胜任力模型的概念...............................................................................................11 2.1.3 胜任力模型的类型...............................................................................................12 2.1.4 胜任力模型的功能...............................................................................................12 2.1.5 胜任力模型的研究方法及优缺点....................................................................... 12 2.2 职业能力的内涵及类型....................................................................................................13 2.2.1 职业能力的内涵...................................................................................................13 2.2.2 职业能力的类型...................................................................................................13 2.3 “双师型”教师胜任力模型的概念界定........................................................................14 2.4 本章小结............................................................................................................................14 第三章 “双师型”教师胜任力模型构建.................................................................16 3.1 “双师型”教师职业胜任力结构维度............................................................................16 3.2 “双师型”教师职业胜任力模型的构建........................................................................19 3.3 调查问卷设计....................................................................................................................20基于胜任力模型民办 CM 学院专任教师职业能力提升研究 3.4 数据分析............................................................................................................................22 3.4.1 效度分析...............................................................................................................22 3.4.2 信度分析...............................................................................................................27 3.5 本章小结............................................................................................................................30 第四章 “双师型”教师胜任力模型的应用.............................................................31 4.1 CM 学院概况.......................................................................................................................31 4.2 评价 CM 学院专任教师职业能力的现状..........................................................................31 4.2.1