人格特质测验的情境差异--兼谈职业应聘情境中心理测验作假的识别与控制

发布时间：2018-09-07 19:44

【摘要】：采用重复测量方法,比较了173名被试在自然情境与应聘情境下大五人格测验中出现的作假行为,并运用作假识别量表和自我构念量表探讨了如何预测应聘情境中人格测验出现的作假问题。结果显示:(1)被试在应聘情境下的外倾性、开放性、宜人性和严谨性得分显著高于自然情境下的得分,神经质得分显著降低。(2)应聘情境下的测验用时显著长于自然情境下的测验用时。(3)应聘不同职位者均表现出不同程度的测验作假行为。(4)互依自我应聘者的外倾性、开放性、宜人性、严谨性得分显著升高,神经质得分显著降低,独立自我应聘者仅在外倾性、开放性和严谨性得分上显著升高。研究提示,人格特质测验的情境差异显著,应聘情境中存在明显测验作假行为,应聘者自我构念影响测验作假。在人事选拔、职业招聘考试中应有效识别和控制测验作假。
[Abstract]:Using repeated measurement method, 173 subjects were compared in the behavior of fraud in the Big five Personality Test under the natural situation and the application situation. Using the falsehood recognition scale and self-structuring scale, this paper discusses how to predict the falsehood of personality test in the application situation. The results showed that: (1) the scores of extroversion, openness, appropriateness and rigour were significantly higher than those in natural situations. The scores of neuroticism were significantly decreased. (2) the test time in the application situation was significantly longer than that in the natural situation. (3) the applicants for different positions showed different degree of test fraud behavior. (4) the self-dependent self-candidates were extroverted and open to each other The scores of personality, rigour and neuroticism were significantly increased, while those of independent self-candidates were only extroverted, and the scores of openness and preciseness were significantly increased. The results showed that there were significant differences in the situation of personality trait test, there was obvious false test behavior in the application situation, and the self-construction of the applicant affected the falsehood of the test. In personnel selection, vocational recruitment examination should be effective in the identification and control of test fraud.
【作者单位】：陕西师范大学心理学院;兰州大学第二医院;
【基金】：陕西师范大学高等教育教学改革研究项目(15JG17)
【分类号】：B848

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