ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 2001, Vol. 33 ›› Issue (01): 75-81.

• • 上一篇    下一篇

多维效标测量的构成

周智红;王二平   

  1. 中国科学院心理研究所!北京 100101,中国科学院心理研究所!北京 100101
  • 出版日期:2001-02-25 发布日期:2001-02-25
  • 通讯作者: 周智红

THE COMPONENT OF MULTI-DIMENSIONAL CRITERIA

Zhou Zhihong ;Wang Erping (Institute of Psychology, Chinese Academy of Sciences, Beijing 100101)   

  • Online:2001-02-25 Published:2001-02-25

摘要: 通过为某机床企业销售员制定一套自我绩效评定迫选量表,收集判断性效标测量和非判断性效标测量,研究判断性效标测量和非判断性效标测量与自我绩效评定迫选量表中各工作行为的关系,验证了两个假设:(1)任一效标测量不可能与所有有效工作行为显著相关;(2)在效标测量中,既应采用判断性效标测量,也应采用非判断性效标测量,二者互相补充,不可替代。

关键词: 效标测量, 判断性效标测量, 非判断性效标测量

Abstract: A criterion is a sample of performance (including behavior and outcomes), me asured directly or indirectly, perceived to be of value to organizational consti tuencies for facilitating decisions about predictors or programs. Overviewing pr ecursors′ researches about criteria, one conclusion can be drawn that when crit eria are used, we should use multiple criteria. According to this, we put forwar d two hypotheses: (1) Every criterion can’t correlate with all work behaviors. (2) Not only judgemental measurement criteria, but also nonjudgemental measureme nt criteria should be used in performance appraisal. Using critical incident tec hnique, we analysed salesperson’s job in the machinary factory, collected a ser ies of anecdotes of job behavior (collected from supervisors and salespersons) t hat described especially good or especially poor job performance, and sumed up r elative work behavior samples. Organizing these sale behavior samples and other behavior samples, we developed a self-rating forced-choice scale for salesperson ’s performance appraisal. After that, we collected six kinds of judgemental mea surement criteria and ten kinds of nonjudgemental measurement criteria. Judging the correlation between judgemental measurement criteria, nonjudgemental measure ment criteria and behaviors in forced-choice scale, and selecting criteria and w ork behavior samples, we found that all criteria were correlated with at least o ne work behavior sample and those work behavior samples which significantly corr elated with every criterion were not the same as one another. So it verified the hypothesis (1) We also found that only four work behavior samples were correlat ed with judgemental measurement criteria and nonjudgemental measurement criteria . Other work behavior samples either correlated with judgemental measurement criteria or nonjudgemental measurement criteria. So hypo thesis (2) also was verified. Moreover, the factor analysis of judgemental measu rement criteria and nonjudgemental measurement criteria also verified the hypoth esis 2.

Key words: criteria, judgemental measurement, nonjudgemental measurement