山东电力高等专科学校学报

为构建一套符合“双碳”目标要求且适应能源企业实践需要的高效能人才管理工具，基于“实证-设计”混合研究路径，构建并验证了一个由“价值引领力、安全保障力、转型驱动力、组织激活力”4个战略维度及9项核心能力构成的胜任力模型。该模型经德尔菲法校准，专家认同度为96%；大样本统计检验表明其结构具有稳健性。模型权重分析显示，“转型驱动力”（30.15%）与“组织激活力”（25.91%）最为关键，精准回应了能源企业在“双碳”目标下对绿色转型与创新引领的核心需求。该模型为能源企业技能骨干人才的精准选拔、体系化培养与战略性激励提供了科学依据与实践框架。

To develop a high-efficacy talent management tool that aligns with the requirements of “dual carbon” goals and meets the practical needs of energy enterprises,a competency model is constructed and validated through a mixed “empirical-design” research approach.Four strategic dimensions—“value leadership,safety assurance,transformation drive,and organizational activation”—and nine core competencies are comprised within the model. Through calibration via the Delphi method,an expert consensus rate of 96% is achieved.The robustness of the structure is confirmed by large-sample statistical testing.It is indicated by weight analysis that “transformation drive”(30.15%)and “organizational activation”(25.91%)are the most critical dimensions,through which the core demands of energy enterprises for green transition and innovation leadership under the “dual carbon” goals are accurately addressed.The scientific basis and practical framework are provided by this model for the precise selection,systematic cultivation,and strategic incentivization of skilled key personnel in energy enterprises.