行为事件访谈法

第一项研究通过对中学生和学生家长进行问卷调查，对优秀班主任和普通班主任进行行为事件访谈法，收集了中学班主任胜任力项目。

In the first research , Secondary school students and their parents are asked to answer open ended question , Behavioral Event Interview is employed to head teachers , who include superior head teachers and ordinary head teachers .

主要研究结论如下：1.结合工作分析法、专家讨论法和行为事件访谈法的各自优点设计了整合型胜任特征建模方法，结果表明该建模方法是切实可行的。

The main conclusions are as follows . 1 . Combining the methods of job analysis , expert discussion and behavioral event interview , an integrated modeling method was designed and implemented in this paper , which was proven to be feasible . 2 .

主要采用行为事件访谈法（BEI）和调查问卷等方法，以钧龙公司为例，以现场销售/技术支持工程师为研究对象，建立了现场销售/技术支持工程师胜任力模型。

A spot sales / technical support engineer competency model has been built up by studying the spot sales and technical support in Dagon Tech , using Behaviour Events Interview ( BEI ) and Questionaire .

同时还可以在女性旅游体验研究中验证了行为事件访谈法。

Meanwhile , it can verify the Behavior Event Interview during researching the female tourism experience .

本研究采用行为事件访谈法和问卷调查法，从胜任特征的角度，对小学语文教师胜任力模型进行了研究。

The research method such as behavior event interview and questionnaire are used in this study .

主要研究内容集中于两个方面。一方面是运用问卷调查法以及行为事件访谈法，构建了小学语文教师胜任力模型。

The contents of this research concentrate on the following two aspects : Firstly , through the interview and questionnaire , this study explores the competency model of Chinese teachers in the primary schools .

本研究以辽河油田公司和辽宁某煤矿一线管理人员为研究对象，研究内容有以下几点：1、通过行为事件访谈法构建采掘业一线管理人员胜任特征模型。

This text used the Front-line management staff of Liaohe Oilfield Enterprise and one Coal Enterprise in Liaoning Province as subjects . The text involved the following research : ( 1 ) Constructed the competency model in the Front-line management of Extractive Industries by Behavioral Event Interview ( BEI ) .

运用行为事件访谈和问卷调查法建立了企业中层管理人员胜任能力素质模型和具体的招聘测评指标，并且运用模糊综合评价方法对应聘候选人的能力素质进行测评。

Behavioral event interviews and questionnaire survey is used to establish a corporate middle-level management competency model , and then evaluating the competence of employees with fuzzy comprehensive evaluation .