基于CTT、SEM、GT方法的无领导小组讨论信效度研究

On the Reliability and Validity of Leaderless Group Discussion Based on CTT,SEM and GT

如今企业的竞争已成为人才的竞争,企业对于人员的选拔越来越严格.无领导小组讨论作为一种现代的测评技术,也愈受企业组织的重视.但是,与此同时很多企业对无领导小组讨论的信效度仍持质疑态度.与以往的研究有所不同,通过使用经典测量理论、结构方程模型和概化理论分析某企业员工晋升选拔中无领导小组讨论的评分.研究发现,无领导小组讨论的评分者一致性系数较高;结构信度与结构效度较好;此外,概化理论分析获得的概化系数与可靠性指数都较高,且无领导小组讨论的评分者以4个为最佳.研究表明,无领导小组讨论在注意操作规范的前提下具有较好的信度与效度.

The competition among enterprises has become a talent competition now. The personnel selec- tion is stricter and stricter in enterprises. As a measurement of the modern technology, Leaderless Group Dis- cussion （LGD） is taken more attention by enterprises now. However, many enterprises held with the distrust attitude to the reliability and validity of LGD at the same time. Different from previous studies, this paper analy- ses the score of LGD, using the Classical Test Theory （CTT）, Structural Equation Modeling （SEM） and Gen- eralizability Theory （GT） in a promotion of one enterprise, and find that the consistency coefficient of LGD is higher; the structural reliability and construct validity of the rater of the LGD is relatively good. Furthermore, the result of the analysis of GT indicts that the generalizability coefficients and reliability index are higher, and the number of rater of the LGD will be the best with four. This paper shows that the LGD in note operating un- der the premise of specification is achieved with good reliability and validity.