本文關(guān)鍵詞： 作偽 情境判斷測驗(yàn) 控制反應(yīng)時(shí)間 指導(dǎo)語形式 逐個(gè)顯示選項(xiàng)　出處：《中國科學(xué)技術(shù)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著經(jīng)濟(jì)的快速發(fā)展以及經(jīng)濟(jì)形勢和環(huán)境的不斷變化,企業(yè)間的競爭在日益加劇,企業(yè)想保持自身的競爭優(yōu)勢變得更加困難。人力資源與知識資本在知識經(jīng)濟(jì)和經(jīng)濟(jì)全球化的興起下成為了企業(yè)最重要的資源,而其中人力資源的價(jià)值更是衡量企業(yè)整體競爭力的關(guān)鍵因素。人力資源測評是現(xiàn)代人力資源管理的一項(xiàng)重要功能,在人才的招聘、選拔與培訓(xùn)晉升等過程中都起著重要的作用。但是,要獲得人才,首先就必須懂得如何識別人才。因此,利用科學(xué)的人力資源測評工具來客觀可靠而有效地甄別人才是非常重要的。情境判斷測驗(yàn)(Situational Judgment Tests,簡稱SJTs)被研究者們認(rèn)為是一種有效的人才測評工具。但即便如此,情景判斷測驗(yàn)卻不能抵抗求職者作偽的影響。求職者作偽會誤導(dǎo)招聘者做出錯(cuò)誤的錄用決策,從而可能會導(dǎo)致被錄用者的低水平的工作績效和人職匹配,不僅會降低選拔系統(tǒng)的整體效用,還會對組織的整體績效產(chǎn)生負(fù)面效應(yīng)。本文選擇了兩種不同的情境判斷測驗(yàn),并對這兩種測驗(yàn)分別采用三種控制條件——控制反應(yīng)時(shí)間、使用不同指導(dǎo)語形式、顯示選項(xiàng)的數(shù)量不等,選用103名MBA學(xué)生作為參與者接受測驗(yàn)。研究結(jié)果發(fā)現(xiàn):(1)控制時(shí)間對使用行為傾向型指導(dǎo)語的誠信測驗(yàn)具有抑制作偽的作用;(2)逐個(gè)顯示選項(xiàng)對使用行為傾向型指導(dǎo)語的誠信測驗(yàn)和管理能力測驗(yàn)具有抑制作偽的作用;(3)控制時(shí)間對使用行為傾向型指導(dǎo)語且一次性顯示選項(xiàng)的誠信測驗(yàn)具有抑制作偽的作用。文章最后對研究的局限性進(jìn)行了討論,對未來的研究方向進(jìn)行了闡述。
[Abstract]:With the rapid development of economy and the constant changes of economic situation and environment, the competition among enterprises is increasing day by day. It has become more difficult for enterprises to maintain their competitive advantage. Human resources and knowledge capital have become the most important resources of enterprises under the rise of knowledge economy and economic globalization. The value of human resources is the key factor to measure the overall competitiveness of enterprises. Human resource evaluation is an important function of modern human resources management, in the recruitment of talent, Selection and training and promotion all play an important role. However, in order to obtain talents, we must first know how to identify them. It is very important to use scientific human resource assessment tools to identify talents objectively, reliably and effectively. Situational judgment Test (SJTs) is considered by researchers to be an effective talent assessment tool. The situational judgment test, however, cannot resist the influence of the job seeker's forgery, which can mislead the recruiter into making the wrong hiring decision, which may lead to a low level of job performance and job matching. It not only reduces the overall utility of the selection system, but also has a negative effect on the overall performance of the organization. Using different forms of instruction, the number of display options varies, One hundred and three MBA students were selected as participants. The results showed that: 1) controlling time played an important role in restraining forgery in the honesty test of using behavioral orientation guides. The honesty test and the management ability test of language have the function of restraining falsehood. The control time has the function of restraining the falsehood to the honesty test which uses the behavior tendency type guide and the one-time display option. Finally, the paper gives a conclusion to the research. The limitation is discussed. The future research direction is expounded.
【學(xué)位授予單位】：中國科學(xué)技術(shù)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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