基于层次分析法的政府首席数据官胜任力模型构建研究

How to Become a Competent Government Chief Data Officer: Findings from AHP Analysis

摘要:

政府首席数据官是政府数字化建设的领导者、推动者，其能力素质对于数据治理的效果有着重要影响。构建政府首席数据官胜任力模型不仅能够填补既有研究空白，还能为相关人才选拔、绩效考核、能力培训等提供科学依据，为促进中国政府首席数据官的专业发展提供参考。基于此，借鉴胜任力经典理论——洋葱模型，综合现有研究成果与政府首席数据官的工作情境，采用专家群决策法，通过对来自广东、浙江、江苏、四川等地的25位政府首席数据官进行问卷调查，筛选相关指标，并结合运用层次分析法构建政府首席数据官胜任力模型，涵盖数字化专业知识、数字化专业技能、数字领导力、数字化沟通与协调、工作态度、数字化认知能力、个人特质7个维度的31个指标。该胜任力模型同时考虑了政府首席数据官在数字化转型中所承担的不同角色和职责，及其在个人发展中所具备的不同特质和能力。其中，数字领导力是关键评价维度，数字化沟通与协调是重要评价维度，而工作态度和个人特质维度是底层支撑。据此，数字化领袖职业发展规划应注意多方位提升数字领导力，特别是数字化战略制定能力和实施能力，丰富数字化专业知识，以及具备应急响应能力、表达与解释能力和协同与服务能力等能力。

Abstract:

The government chief data officer (CDO) is the leader and promoter of government digital construction, and is also the core force in promoting government digital transformation. Constructing a government chief data officer competency model can not only fill existing research gaps, but also provide scientific basis for relevant talent selection, performance appraisal, and ability training, also provides reference for promoting the professional development of the Chinese government chief data officer. To this end, drawing on the classic competency theory of the onion model, this paper synthesizes current research findings and the work context of government chief data officers. Utilizing the expert group decision-making method, a survey is conducted with 25 government chief data officers from Guangdong, Zhejiang, Jiangsu, Sichuan, and other regions to select relevant indicators. By screening relevant indicators and combining the analytic hierarchy process, a competency model for government chief data officers is constructed, which encompasses 31 characteristic indicators across 7 dimensions, including digital professional knowledge, digital professional skills, digital leadership, digital communication and coordination, work attitude, digital cognitive ability, and personal traits, and considers the various roles and responsibilities that government CDOs assume during digital transformation, as well as the diverse traits and abilities they possess in their personal development. Among these, digital leadership is identified as a key evaluative dimension, digital communication and coordination as an important evaluative dimension, while work attitude and personal traits provide foundational support. Accordingly, the digital leader career development plan should address multi-dimensional improvements in digital leadership, in particular, the digital strategy development and implementation capabilities, and should have the emergency response ability, expression and interpretation ability and coordination and service ability.