面试准备及显、隐性测量对结构化面试结果有效性影响的实验研究

发布时间：2019-01-07 21:01

【摘要】：结构化面试作为人力资源测评的一种重要方法，广泛地应用于企业事业单位的招聘过程之中。整个结构化面试涉及到试题设计、测评要素筛选、评分标准敲定、时间控制、面试官选拔、面试具体实施等诸多步骤，因而结构化面试的结果的有效性也受到多方面因素的影响，面试的主体（面试官）、面试的客体（应聘者）、面试的工具（试题、程序、环境）等方面均会对面试结果的有效性产生影响。基于基于现实的需求，如何提高结构化面试结果的有效性，成为本研究领域的重要课题。本研究通过模拟结构化面试的方式来验证三个变量：应答准备时间、行为事件准备、显隐性测量对结构化面试结果有效性的影响，并通过面试结果与被试效标之间的对比来验证结构化面试结果的有效性证。本研究大致分为以下三方面：研究一：应答准备时间对结构化面试结果有效性的影响研究。应答准备时间为应聘者在进行面试时，从接收到面试题目起到开始回答面试题目之间的思考准备时间，用以对面试题目的回答做出相应的准备。本实验通过模拟结构化面试的形式，通过两组随机匹配的被试进行对照实验。研究结果显示，有应答准备时间组与无应答准备时间组在总体上并无显著差异，但在某些素质如应变能力上呈现显著差异，有准备时间组表现更为优异。研究二：行为事件准备对结构化面试结果有效性的影响研究。行为面试准备是应聘者通过一定的行为事件梳理，对自身的实践经历进行条理性的分析，以便于在面试过程中进行有效地回答的一种准备方式。本实验按行为准备事件的来源进行分类，可将其分为自己行为事件准备、他人行为事件准备，其中他人行为事件准备为通过他人的实践经历进行梳理来进行面试准备。本研究通过模拟结构化面试的方式对自己行为事件组、他人行为事件组、无行为事件准备组进行对照实验。研究结果显示，他人行为事件准备的被试，其面试结果显著高于行为事件准备不足的被试，，而有行为事件准备组与无行为事件准备组之间差异并不显著。研究三：显、隐性测量对结构化面试结果有效性的影响。显性测量指面试题仅针对一项测评素质，且此项测评素质容易让应聘者进行判断的面试测评方式；隐性测量是指面试题可以同时测量多项测评素质，且多项测评素质呈现相关性，在测试过程中应聘者不容易判断出面试题目所测评素质的面试测评方式。本研究通过通过模拟结构化面试的方式对显、隐性测量方式进行对照实验。研究结果显示，在隐性测量的面试结果有效性要显著优于显性测量，其信度也显著高于显性测量。
[Abstract]:As an important method of human resource evaluation, structured interview is widely used in the recruitment process of enterprises and institutions. The whole structured interview involves many steps, such as the design of the test questions, the screening of the evaluation elements, the determination of the scoring criteria, the time control, the selection of the interviewer, the implementation of the interview, and so on. Therefore, the validity of structured interview results is influenced by many factors, such as the subject of interview (interviewer), the object of interview (applicant), the tool of interview (test question, procedure, etc.) Environment will have an impact on the effectiveness of interview results. Based on the practical requirements, how to improve the effectiveness of structured interview results has become an important topic in this research field. In this study, three variables were tested by simulating structured interview: response preparation time, behavior event preparation, and implicit measurement on the effectiveness of structured interview results. The validity of structured interview results is verified by the comparison between the interview results and the test criteria. This study is divided into the following three aspects: first, the effect of response preparation time on the validity of structured interview results. The response preparation time is the time between receiving the interview question and starting to answer the interview question, which can be used to prepare the interview question. This experiment was conducted by simulating structured interview and two groups of randomly matched subjects. The results showed that there was no significant difference between the response preparation time group and the non-response preparation time group, but there were significant differences in some qualities such as the ability to respond, and the preparation time group was more excellent. Study 2: the effect of behavioral event preparation on the validity of structured interview results. Behavioral interview preparation is a kind of preparation way that the applicant combs through certain behavior event, carries on the organization analysis to his own practice experience, in order to carry on the effective answer in the interview process. According to the origin of behavior preparation events, this experiment can be divided into self behavior event preparation and others behavior event preparation, in which others behavior events prepare to conduct interview preparation through the practice experience of others. In this study, the behavior event group, others behavior event group and no behavior event preparation group were compared by simulating structured interview. The results showed that the interview results of the participants with behavioral event preparation were significantly higher than those with poor behavior event preparation, but there was no significant difference between the behavioral event preparation group and the behavior event preparation group. Research 3: the effect of implicit measurement on the validity of structured interview results. Explicit measurement refers to the interview evaluation method which only aims at one test quality, and this evaluation quality is easy for the applicant to judge. Recessive measurement means that interview questions can measure the quality of multiple tests at the same time, and the quality of a number of tests presents a correlation. In the process of testing, it is difficult for the applicant to judge the quality of the interview. This study conducted a controlled experiment on explicit and implicit measurement by simulating structured interview. The results show that the validity of interview results in recessive measurement is significantly better than that of dominant measurement, and its reliability is significantly higher than that of dominant measurement.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B841.4

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