社区心理矫正工作者胜任特征的建模与评估
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摘要
社区矫正(Community Correction, Community-based Correction)是和谐社会创建中的刑事司法领域的热点问题。社区心理矫正是通过各种心理干预手段,使社区服刑人员得以矫正犯罪心理和行为恶习,发展自助能力与社会适应能力的活动的总称。心理矫正在罪犯矫治方面的效果已经得到公认,然而国内外有关心理矫正工作者的研究却甚少。本研究在回顾相关心理学领域研究的基础上,通过指向未来的胜任特征模型构建技术和情境模拟案例分析评价工具开发技术,探索社区心理矫正社工这一特殊群体,构建社区心理矫正工作者胜任特征模型和基于该模型的情境模拟评价工具,以满足社区心理矫正工作者的专业化发展需要,并为相关机构提供对社区心理矫正工作者队伍科学管理的有效工具。
本研究结果如下:(1)构建了社区心理矫正工作者专业胜任模型和通用胜任模型。(2)发现了影响社区心理矫正工作胜任重要性的人员统计学变量。(3)证明了能力需求问卷是研究指向未来胜任特征模型的有力工具。(4)开发了信效度良好的情境模拟案例分析评价工具。(5)发现了基于胜任模型的情境模拟评价工具能够有效提高工具的结构效度;(6)发现了使用不完全360度评价作为效标,其关联效度为中效度。(7)分析了相关社区心理矫正工作者目前专业实操的胜任情况。
以上研究结果开创了专业心理服务工作者胜任特征及其评价在临床心理学和犯罪心理学领域的研究先河,再次证明和修正了组织心理学领域关于胜任特征模型构建和评价工具开发的科学程序,同时对我国社区心理矫正工作者队伍的专业素质提高和人员管理具有重要的应用价值。
Community Corrections (Community-based Correction, CC) is a hot issue in the field of criminal justice in the harmonic society. Community-based Mental Correction (CMC) is the entire name of the activities that correct the CC inmates’criminal mental and behavioral habits to adapt to the society, by various means of psychological intervention. It has been recognized that Mental Correction dose work on the treatment of offenders, both at home and abroad. However, research on the workers of psychological correction is rare. On the basis of the researches related to the field of I/O Psychology and Counseling Psychology, this study will try to build an future-oriented competency model (CM) of CMC and a CM-based situational simulation test, case analysis as an evaluation tool, which will meet the professional development needs of the CMC workers, as well as their human resource management, as effective and scientific tools for management.
The results of this study are as follows: (1) Construction of a community mental correction workers competency model both in professional and the general aspects. (2) Its found which personnel statistical variables that impact on the importance of the competencies of CMC workers. (3) It proved that the Competency Requirement Questionnaire is a powerful tool to research the future-oriented CM. (4) the development of the reliability and validity of a good situational analysis and evaluation tool simulation cases. (5) It found that basing the CM as a concept structure of competence evaluation can effectively improve the construct validity of the situational simulation tool. (6) It found that the use of incomplete 360-degree assessment as a criterion may reduce the criterion validity. (7) Analyzed the current level of the relevant CMC workers’professional competences.
The above results create new beginning of research on professional psychological services workers’competency and its evaluation both in the field of criminal psychology and counseling psychology, prove again the scientific process on the CM construction and evaluation tools development in Industrial/Organizational Psychology, and has an important value for the enhancement of Chinese CMC professional development and the quality of management
本研究结果如下:(1)构建了社区心理矫正工作者专业胜任模型和通用胜任模型。(2)发现了影响社区心理矫正工作胜任重要性的人员统计学变量。(3)证明了能力需求问卷是研究指向未来胜任特征模型的有力工具。(4)开发了信效度良好的情境模拟案例分析评价工具。(5)发现了基于胜任模型的情境模拟评价工具能够有效提高工具的结构效度;(6)发现了使用不完全360度评价作为效标,其关联效度为中效度。(7)分析了相关社区心理矫正工作者目前专业实操的胜任情况。
以上研究结果开创了专业心理服务工作者胜任特征及其评价在临床心理学和犯罪心理学领域的研究先河,再次证明和修正了组织心理学领域关于胜任特征模型构建和评价工具开发的科学程序,同时对我国社区心理矫正工作者队伍的专业素质提高和人员管理具有重要的应用价值。
Community Corrections (Community-based Correction, CC) is a hot issue in the field of criminal justice in the harmonic society. Community-based Mental Correction (CMC) is the entire name of the activities that correct the CC inmates’criminal mental and behavioral habits to adapt to the society, by various means of psychological intervention. It has been recognized that Mental Correction dose work on the treatment of offenders, both at home and abroad. However, research on the workers of psychological correction is rare. On the basis of the researches related to the field of I/O Psychology and Counseling Psychology, this study will try to build an future-oriented competency model (CM) of CMC and a CM-based situational simulation test, case analysis as an evaluation tool, which will meet the professional development needs of the CMC workers, as well as their human resource management, as effective and scientific tools for management.
The results of this study are as follows: (1) Construction of a community mental correction workers competency model both in professional and the general aspects. (2) Its found which personnel statistical variables that impact on the importance of the competencies of CMC workers. (3) It proved that the Competency Requirement Questionnaire is a powerful tool to research the future-oriented CM. (4) the development of the reliability and validity of a good situational analysis and evaluation tool simulation cases. (5) It found that basing the CM as a concept structure of competence evaluation can effectively improve the construct validity of the situational simulation tool. (6) It found that the use of incomplete 360-degree assessment as a criterion may reduce the criterion validity. (7) Analyzed the current level of the relevant CMC workers’professional competences.
The above results create new beginning of research on professional psychological services workers’competency and its evaluation both in the field of criminal psychology and counseling psychology, prove again the scientific process on the CM construction and evaluation tools development in Industrial/Organizational Psychology, and has an important value for the enhancement of Chinese CMC professional development and the quality of management
引文
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[4] 安宁.关于当前监狱心理矫正实践的反思.中国监狱学刊[J].2006.1:101-105.
[5] C R Hollin . K Howells. Clinical Approaches to Working with Young Offenders. John Wiley & Sons Ltd.1996.84–87.74-75.
[6] 刘建清.对犯罪人的心理干预.河南司法警官职业学院学报[J]. 2004.2(4):59-62.
[7] Mentkowski.M.(Ed.).Learning that lasts: Integrating Learning, Development, and Performance in Colledge and Beyong. San Francisco: Jossey-Bass.. 2000.
[8] 时堪.基于胜任特征模型的人力资源开发.心理科学进展[J].2006.14(4):586~595.
[9] Jorgen Sendberg. Understanding Human Competence at Work: An Interpretative Approach. Stockholm School of Economics.Academy of Management Journal [J]. 2000. 43(1):9-25.
[10] Spencer L. M.. McClelland D. C.. & Spencer S. Competency Assessment Methods: History and State of the Art [M]. Boston: Hay-Mcber Research Press. 1994:221.
[11] Ledford G.E.. Jr. Paying for the Skill. Knowledge, and Competencies of Knowledge Workers [J]. Compensation and Benefits Review [J].1995.27(4):55-62.
[12] Mirabile R. J. Everything you wanted to know about competency modeling. Journal of Training and Development [J]. 1997. 51:73-77.
[13] 王重鸣.心理学研究方法.北京:人民教育出版社.1990:131-13.
[14] Kaslow. N.J. Competencies in professional psychology. American Psychologist [J]. 59:774-781.
[15] Mirabiler J.Everything you wanted to know about competency modeling].Training and Development Journa1[J].1997.41:73—77..
[16] Arthur A Thompson.Jr.A J Strickland Ⅲ..Strategic Management Concepts and Cases.12th edition[M].北京:机械工业出版社.2002:106-108.
[17] Lyle M. Spencer.Jr.PH.D.. & Sige M. Spencer. Competence at Work: Models for Superior Performance. 汕头大学出版社. 2003: 113.
[18] David Dubois. Competency-based Performance Improvement: A Strategy for Organizational Change. 汕头大学出版社.2003:1-13.82--122.
[19] 李文东. 时勘. 工作分析研究的新趋势. 心理科学进展[J]. 2006. 14(3): 418~425.
[20] Shipman. J. S.. Ash. R. A.. Battista. M.. Carr. L.. Eyde. L. D.. Hesketh. B..et al.. The practice of competency modeling. Personnel Psychology [J]. 2000: 53. 703–740.
[21] Marrelli. A. F.. Tondora. J.. & Hoge. M. A. Strategies for Developing Competency Models. Administration and Policy in Mental Health [J]. 2005:32. 533–561.
[22] Ricciardi. J. N. Achieving Human Service Outcomes through Competency-based Training: A Guide for Managers. Behavior Modification [J]. 2005: 29. 488–507.
[23] Rodriguez. D.. Patel. R.. Bright. A.. Gregory. D.. & Gowing. M. K. Developing Competency Models to Promote Integrated Human-resources Practices. Human Resource Management [J]. 2002: 41. 309–324.
[24] Shipman. J. S.. Ash. R. A.. Battista. M.. Carr. L.. Eyde. L. D.. Hesketh. B..et al.. The Practice of Competency Modeling. Personnel Psychology [J]. 2000: 53. 703–740.
[25] Kaslow. N. J.. & Keilin. W. G. Internship Training in Clinical Psychology: Looking into Our Crystal Ball. Clinical Psychology: Science. and Practice[J].2006. 13. 242–248.
[26] Barnes-Nelson J.. The Boundryless Organization: Implications for Job Analysis. Recruitment. and Selection. Human Resource Planning[J]. 1996.20. 39--49. .
[27] Bass BM. Bass & Stogdill's Handbook of Leadership. New York: The Free Press.1990
[28] Keidel RW. Rethinking Organizational Design. The Academy of Management Executive[J].1994. 8. 12--30.
[29] Emil Rodolfa. Russ Bent. Elena Eisman. Pual Nelson. Lynn Rehm. & Pierre Ritchie. A Cube Model for Competency Development: Implications for Psychology Educators and Regulators. Professional Psychology: Research and Practice[J].2005. 36(4): 347-354.
[30] Kaslow. N. J.. Borden. K. A.. Collins. F. L.. Forrest. L.. Illfelder-Kaye. J.. Nelson. P. D.. et al. Competencies Conference: Future Directions in Education and Credentialing in Professional Psychology. Journal of Clinical Psychology [J]. 2004.60. 699–712.
[31] American Psychological Association. Specialization in Psychology: Principles. A Report of the Board of Professional Affairs Subcommitteeon Specialization. Washington. DC: Author. 1984
[32] Mutual Recognition Agreement of the Regulatory Bodies for Professional Psychologists in Canada. (2001). Retrieved October 15. 2004. from http://www.cpa.ca/MRA.pdf.
[33] Association of State and Provincial Psychology Boards. (2004). Handbook of licensing and certification requirements in North America. Retrieved October 15. 2004. from www.asppb.org/handbook/handbook.aspx.
[34] Gregg R. Henriques & Robert J. Sternberg. Unified Professional Psychology: Implications for the Combined- Integrated Model for Doctoral Training. Journal of Clinical Psychology[J]. 2004. 60(10):1051-1063.
[35] Falender. C. A.. Cornish. J. A. E.. Goodyear. R.. Hatcher. R.. Kaslow. N. J.. Leventhal. G.. et al.Defining competencies in psychology supervision: A Consensus Statement. Journal of Clinical Psychology[J]. 2004.80:771–786..
[36] Falender. C. A.. & Shafranske. E. Clinical supervision: A Competency-based Approach. Washington. DC: American Psychological Association. 2004.
[37] Spruill. J.. Rozensky. R. H.. Stigall. T. T.. Vasquez. M.. Binghman. R. P.. & Olvey. C. D. V. (). Becoming a Competent Clinician: Basic Competencies in Intervention. Journal of ClinicalPsychology[J]. 2004.80: 741–754.
[38] C. Smith Learning Experience of Senior HouseOfficers in Obstetrics and Gynaecology. MA (Ed) Dissertation. University College Winchester. 2005:66.
[39] Arredondo. P. Shealy. C. Neale. M. C. & Winfrey. L. L. Consultation and Interprofessional Collaboration: Modeling for the Future. Journal of Clinical Psychology [J]. 2004. 80: 787–800.
[40] Daniel. J. H. Roysircar. G. Abeles. N. & Boyd. C. Individual and Cultural Diversity Competency: Focus on the Therapist. Journal of Clinical Psychology [J]. 2004.80:755–770.
[41] Erika Glockshuber. Counsellors’ Self-perceived Multicultural Competencies Model. European Journal of Psychotherapy. Counseling and Health [J].Dec.2005.7 (4):291-308.
[42] Weinrach. S. G. & Thomas. K. R. A Critical Analysis of the Multicultural Counseling Competencies: Implications for the Practice of Mental Health Counseling. Journal of Mental Health [J]. 2002.24(1):20–36.
[43] Jeffrey P. Mayer. Are the Public Health Workforce Competencies Predictive of Essential Service Performance? A Test at a Large Metropolitan Local Health Department. Public Health Management Practice [J]. 2003.9(3).208-213.
[44] Timothy J. Schulte. Elayne Isley. Nancy Link. Craig N. Shealy. & LapearlLogan Winfrey. General Practice, Primary Care, and Health Service Psychology: Concepts, Competencies, and the Combined-Integrated Model. Journal of Clinical Psychology [J]. 2004. 60(10): 1011-1025.
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