面试预测效度和构想效度研究述评

The Commentary of the Research of the Predictive Validity and Construct Validity of Interview

面试是人才甄选中最常用的测量工具。大量研究证实,面试的预测效度比较理想,但不同类型面试的预测效度存在差异。虽然能够证实面试的预测效度较好,但对面试的测量构想却知之甚少。研究面试的构想效度,对于提高面试的递增效度有着重要的实践价值。相对人格成分而言,以往研究对面试能够测量到认知成分形成了更加一致地认识。

Interview is the most widely used measurement tool in human resources selection. A large quantity of studies have confirmed that interview had an ideal predictive validity which varied from different types of interview. Though the predictive validity of interview has been confirmed, we still have not much idea about which constructs being measured by interview. It does have some practical value to enhance the incremental validity by studying the construct validity of interview. Compare to measuring the personality components, previous studies on interview had a more coherent understanding of measuring the cognitive components.