人员选拔中人格问卷可用性之争

心理科学进展 ›› 2010, Vol. 18 ›› Issue (1): 170-176.

人员选拔中人格问卷可用性之争

李永瑞

北京师范大学管理学院, 北京 100875

收稿日期:2009-05-26 修回日期:1900-01-01 出版日期:2010-01-15 发布日期:2010-01-15
通讯作者: 李永瑞

Debating on the Usability of Personality Inventory Used in Personnel Selection

LI Yong-Rui

School of Management, Beijing Normal University, Beijing 100875, China

Received:2009-05-26 Revised:1900-01-01 Online:2010-01-15 Published:2010-01-15
Contact: LI Yong-Rui

摘要/Abstract

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。

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

Abstract: 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.

Key words: personality inventory, predictive validity, balance score card, in-bed and longitudinal mode

李永瑞. (2010). 人员选拔中人格问卷可用性之争. 心理科学进展 , 18(1), 170-176.

LI Yong-Rui. (2010). Debating on the Usability of Personality Inventory Used in Personnel Selection. , 18(1), 170-176.

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