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Making sense of managerial competencies: a motive-based approach (RV of 2008/70/OB)

Author: Guillen Ramo, Laura ; Saris, Willem E.INSEAD Area: Organisational Behaviour Series: Working Paper ; 2009/07/OB Publisher: Fontainebleau : INSEAD, 2009.Language: EnglishDescription: 31 p.Type of document: INSEAD Working Paper Online Access: Click here Abstract: In this study, we analyse empirically a competency model. We assert that the emotional intelligence (EI) model may not be the best way of grouping managerial competencies and we propose a new way of embedding competencies within a motivational domain. We build on McClelland’s concept of motives to propose a new way of grouping competencies. This study is based on data from employees of three medium-sized organizations (n=223) who completed a competency measure based on the proposal by Boyatzis and Goleman. We analyse empirically which of the factor structures (EI or motive-based) best fits the data. Our results confirm the appropriateness of grouping competencies into three clusters which have parallels with the three social motives of affiliation, power and achievement. Our study seeks to overcome the paucity of empirical research relevant to competency models and to expand the competency literature towards a theory of work motivation. Implications are drawn and future research directions are suggested. Previous title: Making sense of managerial competencies: a motive-based approach - Guillen Ramo, Laura - 2008 - INSEAD Working Paper
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In this study, we analyse empirically a competency model. We assert that the emotional intelligence (EI) model may not be the best way of grouping managerial competencies and we propose a new way of embedding competencies within a motivational domain. We build on McClelland’s concept of motives to propose a new way of grouping competencies. This study is based on data from employees of three medium-sized organizations (n=223) who completed a competency measure based on the proposal by Boyatzis and Goleman. We analyse empirically which of the factor structures (EI or motive-based) best fits the data. Our results confirm the appropriateness of grouping competencies into three clusters which have parallels with the three social motives of affiliation, power and achievement. Our study seeks to overcome the paucity of empirical research relevant to competency models and to expand the competency literature towards a theory of work motivation. Implications are drawn and future research directions are suggested.

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