摘要
作为一种有效的人事选拔评价方法,情境判断测试一直受到研究者和企事业单位的广泛关注。但由于受到目前情境判断测试的信度和效度研究有限、国内公开发表的数据少等的制约,该测试的有效运用受到了一定影响。本文通过《我国公务员内隐知识情境判断测验》量表对151名在岗公务员和61名在读本科生施测,检验了情境判断测验量表的信度和效度及其部分影响因素,丰富了相关研究的实证证据,能更好地帮助理解SJT的价值及其在中国情境中的运用规范。研究结果表明公务员内隐知识情境判断测验量表具有较好的构思效度,能够测到公务员认知能力和工作经验;量表也具有较好的效标关联效度,能够预测与公务员工作相关的指标。通过对不同赋分方式下情境判断测验效度以及不同性别的被测对象的量表得分进行比较,我们发现赋分方式是公务员情境判断测验效度的影响因素之一,性别因素对公务员内隐知识情境判断测验效度没有显著影响。
In personnel selection, situational judgment tests （SJT） can identify unique individual characteristics, which other assessment tools or indicators are unable to discover. SJT has emerged as an important and useful complement to traditional cognitively oriented tests. It has been paid extensive attention since being introduced to China. However, two aspects limit the effective implementation of SJTs in China. The first constraint concerns the reliability and validity of SJTs, namely, whether and to what extent an SJT is able to predict individuals＇ future work performance. In the last two decades, through studying the reliability and validity of SJTs as well as the factors which can influence the predictiveness of SJTs, scholars have gained considerable knowledge of SJTs＇ construct validity and criterion-related validity. However, there is a lack of an effective theoretical framework to examine these findings. We also need to further study the characteristics of SJTs, as well as their influence on the validity of SJTs. The second constraint arises from the research context. The existent literature is mainly provided by American scholars, and the current empirical evidence is dominantly derived from American context. Studies that concentrated on Chinese context have only been developed lately, yet very little data has been published. The limited context-related empirical evidence did not provide strong support for organizations to adopt SJTs when choosing from multiple methods to select and assess their employees.
The current paper discusses the reliability and validity of SJTs, based on an empirical test of an SJT carried on a group of Chinese civil servants. It is composed of three sets of studies. The first study discusses the construct validity of SJTs, that is, whether SJT can measure cognitive ability and work experience of individuals, and whether SJT can measure a multidimensional construct, such as tacit knowledge of Chinese civil servants. The second study examines criteria validity of SJTs, th
出处
《管理工程学报》
CSSCI
北大核心
2016年第4期53-60,共8页
Journal of Industrial Engineering and Engineering Management
基金
国家自然科学基金资助项目(70872121)
重庆大学中央高校基本科研业务费科研专项资助基金(CQDXWL-2012-173)
关键词
情境判断测验
信度
效度
公务员
内隐知识
situational judgment test
reliability
validity
civil servants
implicit knowledge
