管理情境中人格测验的社会评价性研究

The Study of Social Criteria of Personality Tests in Human Resource

在现代的人事测量中,人格测验被广泛地用来挑选"人—职匹配"的员工并对员工的绩效作出预测。但是一般而言,人格测验的中性导致其测试结果与工作绩效并无显著性相关。因为,除了能力等中性因素之外,能够预测员工工作状况的是诚实、忠诚、尽责等与社会评价指标有关的心理特性,如开朗、乐观、大度和积极向上、具有创造潜能的人格特征。因此,开发具有社会评价性意义的人格测验对人事工作特别是绩效预测有着重要的作用。

Personality tests are wildly used in contemporary human resource to pick out employees with the high ＂person-position match＂ as to forecast the work achievements of staff. Generally speaking, however, the results of personality tests don＇t remarkably related to work achievements for the neutrality of them. So, which other factors account for foreseeing the work achievements, besides abilities and others with neutral characters, are psychological characteristics related to social criteria of honesty, loyalty, responsibility etc. and the traits of optimism, magnanimity, positive, creative potentiality. Thus, personality tests exert a strong role in human resource, especially in foreseeing achievements, which are developed to evaluate the social criteria.