摘要
通过对行为面试和情景面试的实证比较,结果发现:在中层管理职位的人才选拔中,行为面试和情景面试具有不同的测量构思,行为面试比情景面试更为适合复杂职位的人才选拔;在基层管理职位的人才选拔中,行为面试和情景面试没有体现出明显差异。
Two studies were conducted.The results confirmed that behavior description interview is more effective than situational interview for selecting high\|level employees and behavior description interview has a different construct compared with situational interview. But for low\|level positions, there is no difference between behavior description interview and situational interview.
出处
《人类工效学》
2003年第3期8-12,共5页
Chinese Journal of Ergonomics
基金
中组部中国党政领导干部能力结构研究项目资助(413202206F40201)
关键词
行为面试
情景面试
比较
人才选拔
应用
behavior description interview
situational interview
structural interview
