职业选拔情境下工作称许性反应对人格测验的影响研究

发布时间：2018-07-17 06:31

【摘要】：在现代企业人力资源管理中,招聘和选拔环节所起的作用是基础性的,有效的人才招聘和选拔,可以使人岗匹配达到最优,同时也有利于减少新进员工工作适应不良问题,降低企业员工离职率等。在人才招聘和选拔过程中,人力资源管理部门越来越重视对应聘者进行全方位的评价,这就激发了心理学研究者将心理学的研究成果最大程度地应用到人力资源管理中,去探索出人才测评工具和方法。其中心理测验技术是人力资源开发与管理领域使用频率最多、使用效果较佳的测验工具。但是心理测验的形式多自评式,这就容易受应聘者主观因素的影响。本研究基于对人格测验可以有效地预测工作绩效认同,对职业选拔情境下工作称许性反应对人格测验的影响进行实证研究。研究一中采用随机抽样方法将某教育辅导机构的应聘者和在职者各50名作为被试,通过心理测验和反应时实验,探讨测验情境与工作称许性反应对心理测验的影响。研究二中的被试主要源于陕西省三所高校中的317名2012届毕业生,测验时将《作假识别量表》嵌套入《大五人格量表》进行施测。所有研究中的数据统计分析均借助于SPSS16.0完成。初步验证了工作称许性反应在职业选拔情境中的存在；进而探讨不同测验情境下,被试的工作称许性反应对心理测验结果是如何影响,以及影响的程度；深入探查职业选拔情境下工作称许性反应对人格测验的影响机制。在此基础之上,提出客观、务实的建议,使人力资源管理部门对人格测验结果的认识更加理性化,重视工作称许性反应水平的测查工作。研究结果表明：①不同测验情境下工作称许性反应存在显著差异。②心理测验的结果会受到测验情境和工作称许性反应的显著影响,但二者之间的交互作用不显著。因此可以分析出,测验情境会存在一个临界值。③职业选拔情境下,应聘者的年龄会显著影响工作称许性反应的水平,而学历对工作称许性水平的影响不显著。④应聘者的工作称许性反应与人格测验的总分及各个维度之间相关关系显著,且存在线性关系。⑤效应值检验的结果显示,在职业选拔情境下,应聘者就会产生工作称许性反应,使用《作假识别量表》,可以筛选出高水平工作称许性反应者。建议人力资源管理部门在使用人格测验的同时嵌入对工作称许性反应的测验,采用筛选出模式,排除掉不符合录用最低标准的人员；再根据工作称许性反应的结果筛选出高水平的工作称许性反应者,因为其人格测验结果是其根据岗位需求进行调控的结果；使其他的应聘者进入到下一环节的选拔。同时提醒有关从事人力资源管理的人员,人格测验的结果仅仅是人员录用决策的参考资料之一而不是唯一的或是占有较大权重的标准；为了使人岗匹配达到最优,应合理地使用多环节、多侧面的人才测评手段,例如面试、无领导小组讨论等。对于工作称许性反应的检测和控制,尚未切入关键环节,还需心理学各个研究领域协同深入,共同研究。
[Abstract]:In the human resource management of modern enterprises, the role of recruitment and selection is basic. Effective recruitment and selection can make the match of man and post optimal. At the same time, it also helps to reduce the problem of bad adaptation of new employees and reduce the turnover rate of employees. In the process of recruitment and selection of talents, human resources management The Department is paying more and more attention to the comprehensive evaluation of the applicant, which arousing the psychological researchers to apply the research results of psychology to the human resource management and explore the tools and methods of human resource evaluation. A good test tool. But the form of psychological tests is self-evaluation, which is easy to be influenced by the subjective factors of applicants.
This study, based on the personality test, can effectively predict job performance identification, and an empirical study on the impact of job satisfaction on the personality test in the career selection situation. In the first, 50 subjects were selected by random sampling method, and the psychological test and reaction time experiment were used. The effects of test situation and job commendation response on psychological tests were investigated. The subjects in the second study were mainly derived from 317 2012 graduates from three universities in Shaanxi province. In the test, the "false identification scale" was nested into the large five person scale. All the data statistics and analysis in the study were completed with the help of SPSS16.0. The existence of the job commendation reaction in the career selection situation was confirmed, and then the influence of the job commendation response on the psychological test results and the degree of influence in the different test situations were explored. Objective and practical suggestions make human resources management departments more rational in understanding the results of personality tests and attach importance to the measurement of the level of job satisfaction.
The results show that: (1) there is a significant difference in the commendable response to work under different test situations. (2) the results of the psychological test will be significantly influenced by the test situation and the commendable response to the work, but the interaction between the two is not significant. The age of the recruits will significantly affect the level of the job commendation response, while the academic degree has no significant influence on the level of job approval. (4) the interviewee's job commendation response has a significant relationship with the total scores and dimensions of the personality test and has a linear relationship. The recruited person will have a job satisfaction reaction and use the fraud identification scale to screen out a high level job satisfaction responder.
It is suggested that the human resources management department embed the test of the job commendation response while using the personality test, and use the screening model to exclude the people who do not meet the minimum standard of employment; then, according to the results of the job commendation reaction, the high level of the job commendation responders are screened, because their personality test results are based on their posts. As a result of the regulation of the requirements, other applicants will be selected for the selection of the next link. At the same time, the result of the personality test is only one of the reference materials for the personnel hiring decision, not the only or a large weight standard. Rational use of multi link, multi side personnel evaluation means, such as interview, no leadership group discussion, etc.. The detection and control of the commendable response to work has not cut into the key link, and the various fields of psychology need to be studied in cooperation and research together.
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：B849;B848;C913.2

【参考文献】