摘要
针对影响面试效度的各种误差来源,该文引入了一种新颖的面试结果处理方法:多面Rasch模型。这一模型在结构化面试中的应用不但有利于有效测量被试的能力水平,而且为识别问题评委、进一步完善评分规则、实现面试等值等问题都提供了全新的解决思路。文章在对结构化面试信、效度研究进展进行综述的基础上,介绍了多面Rasch模型的理论及其在结构化面试中的应用框架。
In order to decrease the influence of error sources on the validity of employee interview, the author introduced the Many- faceted Rasch Model （MFRM） into the interview structure design and data analysis. The application of MFRM in interview procedure will not only improve the effectiveness of personnel selection, but also contribute to the improvement of rating rule, identification of incompetent raters and related test equating issues. Based on the review of research on interview reliability and validity, the article introduced the MFRM theory and its application in employ interview.
出处
《心理学探新》
CSSCI
北大核心
2008年第2期75-80,共6页
Psychological Exploration
基金
北京师范大学青年教师人文社会科学研究基金项目
