摘要
面试由于其直观、灵活的方式及良好的效度而被广泛应用于各类组织机构的人员招聘与录用中。但在多个评分员对一个应试者的面试中 ,评分员间的评分一致性问题是一个关键问题。本文以中央国家机关某部二组评分员对应试者的评分为研究对象 ,对国家公务员录用考试结构化面试中的评分员评分一致性问题进行了初步的探讨与分析。得到的结论如下 :1 .从总体上看 ,两组评分员的成员间在对应聘同一职位的不同应试者的评分在评分标准上是基本一致的 ;2 .不同的评分维度 (测评要素 )对评分员的评分一致性有不同的影响 ;3 .应试者在面试时的表现也会影响评分员的评分一致性 ;4.评分员有关面试的知识和经验水平对评分一致性也有重要的影响。
Interview, due to its flexibility in use and high validity, is widely used in personnel selection and recruitment. When more than one rater participate in assessing a candidate, the raters' consistency, which is usually taken as the evidence of rater's reliability, should be examined. In this study, raters' consistency of a civil servant recruitment interview is analyzed. The main results are: 1) The total score assigned to the candidates applying for the same position tends to be highly consistent. 2) Scores of dimension based assessments made by raters tend to be less consistent than the total score; 3) The raters' consistency is influenced by the performance of candidates during interviewing; 4) Training and experience can increase raters' consistency in their assessment.
出处
《应用心理学》
CSSCI
1997年第2期8-14,共7页
Chinese Journal of Applied Psychology
关键词
结构化面试
人员招聘
评分一致性
structured interview employee recruitment raters' consistency
