人员选拔中人格问卷可用性之争被引量：4

Debating on the Usability of Personality Inventory Used in Personnel Selection

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摘要个性调查问卷旨在通过一系列专门设计问题的施测结果来预测候选人的工作绩效。以往的研究由于对工作绩效内涵及对应参照效标的界定、问题设计的逻辑基础等方面存在各自的局限,一直以来对个性调查问卷的有效性存在分歧。文章对此进行了全面综述与分析,并提出了从平衡计分卡四个维度定义工作绩效参照效标,采用内嵌并纵贯模式跟踪候选人工作绩效参照效标,应是检验并提升个性调查问卷预测效度值得探索的研究方向。 Personality inventory predicts the candidate＇s job performance through the score obtained by a series of questions intentionally designed. Due to the limitation of the conceptualization of job performance and its criterion, and the conceptually logic base of inventory, there has been debating for its effectiveness. Being knowledgeable about the validation literature, the article put forward the future research direction should：（1） define job performance and its criterion from the four dimensions of balance score card; （2） track and obtain the validity-criterion of job performance through the in-beddly longitudinal mode.

作者李永瑞

机构地区北京师范大学管理学院

出处《心理科学进展》 CSSCI CSCD 北大核心 2010年第1期170-176,共7页 Advances in Psychological Science

关键词个性调查问卷预测效度平衡计分卡内嵌并纵贯模式 personality inventory predictive validity balance score card in-bed and longitudinal mode

分类号 B841 [哲学宗教—基础心理学] B849 [哲学宗教—应用心理学]

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