摘要
目的:调查CPI和16PF用于企业领导选拔的效度。方法:采用CPI和16PF对企业领导选拔效度作6年11个月的追踪研究,导入吸引不动点数学评价模型。结果:职位升降与胜任级别之间的相关系数r=0.25(P=0.02)。结论:通过对CPI和16PF测量数据进行质的分析后再定量为5个胜任级别的方法有中等预测度,吸引不动点数学评价模型得到观测数据初步支持。
Objective： A six years and eleven months validity follow-up survey of CPI and 16PF was used in selection of leadership, to confirm mathematics assessment models of Point fixed attractif for uniform interpretation of complex psychological data. Methods： A six years and eleven months validity follow-up survey of CPI and 16PF was used in selection of leadership, Introduction of mathematics assessment model of Point fixed attractif. Results： Correlation between job promotion-demotion and competence level： r=0.25 （P=0.02）. Conclusion： Re-quantified five competence level method after qualitative analysis of CPI and 16PF data has moderate degree of forecast, and mathematics assessment model of Point fixed attraction have been primarily confirmed by the observation data.
出处
《中国临床心理学杂志》
CSCD
2006年第5期458-459,共2页
Chinese Journal of Clinical Psychology
关键词
CPI
16PF
效度
数学评价模型
领导选拔
CPI
16PF
Validity
Mathematics assessment model
Selection of leadership
