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结构化面试不同形式对高复杂任务的绩效预测能力差异研究

发布时间:2019-04-27 02:30
【摘要】:情境面试和行为面试是结构化面试的两种形式,大量实证研究和实践应用都已表明二者有良好的信、效度,是有效的人才选拔工具。然而结构化面试研究面临两大问题,其一是它的构念效度并不清晰,其二是两种结构化面试研究在高级岗位上的绩效预测效度差异存在不一致结论。本研究的主要目的是解决情境面试和行为面试在高复杂任务上绩效预测效度差异的原因,其次对结构化面试可能测量的构念成分进行探索。 本研究以本科生的《人力资源管理》课程中的“团队合作与领导行为”为研究对象,根据多位学者的任务复杂性划分标准将此行为界定为高复杂任务,以该课程中的35名同学为被试。研究一,我们根据标准化的结构化面试开发程序,开发了等同的情境面试题目和行为面试题目,并通过先验研究对两种结构化面试题目和评价标准进行了改进,获得了规范的结构化面试工具。研究二,比较情境面试和行为面试对高复杂任务总体绩效预测能力的差异,并检验差异的原因所在。结果表明情境面试和行为面试都能预测总体绩效,预测效度分别是.378(p.05)和.627(p.01),二者分别能解释总体绩效19.4%和39.3%的变异,而行为面试在预测高复杂任务总体绩效上比情境面试有效,表现为行为面试存在对情境面试的增值效度。进一步分析二者总体绩效预测能力差异的原因,我们发现行为面试比情境面试更有效地预测了绩效的子类别:关系绩效和任务绩效,具体表现为:在任务绩效的预测上,行为面试对情境面试都存在增值效度;在关系绩效的预测上,只有行为面试能预测关系绩效。研究三,我们探索了结构化面试与社会技能、大五人格和核心自我评价的关系,结果表明:无论是情境面试还是行为面试都测量到了社会技能,两种结构化面试与社会技能的回归分析都达到了显著水平,在控制评价者变量的基础上,情境面试对社会技能的解释率为12.4%,行为面试对社会技能的解释率17.1%;两种结构化面试与大五人格和核心自我评价的相关及回归分析都不显著,没有测量到责任心、外倾性和核心自我评价等人格特征。 本研究的理论意义在于拓展了结构化面试在绩效子类别上的预测效度证据,解释了两种结构化面试在高复杂任务总体绩效预测差异的原因,并对结构化面试可能测量到的构念成分进行探索。实践意义在于,为高层次人才选拔选择恰当的面试形式提供了理论依据。未来的研究方向,应在增加样本量的同时,尽量使用企业人群开展相关研究,进一步比较二者的差异。
[Abstract]:Situational interview and behavioral interview are two forms of structured interview. A large number of empirical studies and practical applications have shown that both of them have good reliability and validity, and they are effective tools for talent selection. However, structured interview research faces two major problems, one is that its construct validity is not clear, and the other is that there are inconsistent conclusions between the two structured interview studies in the performance prediction validity of senior positions. The main purpose of this study is to solve the reasons for the difference of performance prediction validity between situational interview and behavioral interview on highly complex tasks. Secondly, we explore the construct components that may be measured by structured interview. In this study, "team cooperation and leadership behavior" in the course of "Human Resource Management" of undergraduate students is taken as the object of study, and this behavior is defined as highly complex task according to the task complexity standard of many scholars. Thirty-five students in the course were selected as subjects. First, according to the standardized structured interview development program, we developed the equivalent situational interview questions and behavioral interview questions, and improved the two structured interview questions and evaluation criteria through a priori study. A standardized structured interview tool was obtained. In the second study, the differences between situational interview and behavioral interview on the overall performance prediction ability of highly complex tasks were compared, and the reasons for the differences were tested. The results showed that both situational interview and behavioral interview could predict overall performance with predictive validity of .378 (p. 05) and .627 (p. 01) respectively, which could explain 19.4% and 39.3% variation of overall performance, respectively. Behavioral interview is more effective than situational interview in predicting the overall performance of highly complex tasks, which shows that behavioral interview has the value-added validity of situational interview. Further analyzing the reasons of the difference in the overall performance prediction ability, we find that the behavioral interview is more effective than the situational interview in predicting the sub-categories of performance: relational performance and task performance, as follows: on the prediction of task performance, we find that behavioral interview is more effective than situational interview in predicting performance. Behavioral interview has value-added validity to situational interview; In relation performance prediction, only behavior interview can predict relationship performance. In the third study, we explored the relationship between structured interview and social skills, big five personality and core self-evaluation. The results showed that both situational interview and behavioral interview measured social skills. The regression analysis of both structured interview and social skills reached a significant level. On the basis of controlling the evaluator variables, the explanation rate of situational interview on social skills was 12.4%, and that of behavioral interview on social skills was 17.1%. The correlation and regression analysis between the two kinds of structured interview and Big five personality and core self-evaluation were not significant, and the personality traits such as responsibility, extroversion and core self-evaluation were not measured. The theoretical significance of this study is to expand the predictive validity evidence of structured interviews on performance subcategories and explain the reasons for the differences between the two structured interviews in the overall performance prediction of highly complex tasks. And explore the structural components that may be measured in structured interviews. The practical significance is to provide a theoretical basis for the selection and selection of appropriate interview forms for high-level talents. In the future, we should increase the sample size and use the enterprise population as far as possible to carry out the related research, and compare the differences between the two groups as far as possible.
【学位授予单位】:浙江师范大学
【学位级别】:硕士
【学位授予年份】:2014
【分类号】:B848.2

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