摘要
在所有人力资源管理涉及主观评价的环节,常常会受到评分者个体差异或个体差异与情境交互作用影响而产生偏差,这些主观偏差往往会影响人力资源管理的科学性和公正性。当前,评分者宽容误差和晕轮误差是研究领域关注最多的两类主观偏差,大量的研究揭示可以采用多质多法、概化理论以及项目反应理论等测量理论对人力资源管理中的评分者偏差进行甄别,有效降低评分者偏差对人力资源管理的负作用。
Evaluations and assessments are often biased by personal factors of raters in human resource management, which cause their fairness influenced. Rater biases are usually caused by severity and internal consistency of raters, and interaction with rateos and rating tasks. Leniency errors and halo errors are the most focused rater bias. Researchers have screened rater bias with Analysis, Generalizability Theory, Multi-factor Rasch Model and other measurement theory. Researchers also reduce adverse side effects of rater bias through proper measurement design and other methods.
出处
《中国人力资源开发》
北大核心
2016年第16期23-27,共5页
Human Resources Development of China
基金
国家社会科学基金一般项目"公务员分类录用面试的科学性研究"(14BZZ087)资助
