【摘要】：在現(xiàn)代企業(yè)人力資源管理中,招聘和選拔環(huán)節(jié)所起的作用是基礎(chǔ)性的,有效的人才招聘和選拔,可以使人崗匹配達到最優(yōu),同時也有利于減少新進員工工作適應(yīng)不良問題,降低企業(yè)員工離職率等。在人才招聘和選拔過程中,人力資源管理部門越來越重視對應(yīng)聘者進行全方位的評價,這就激發(fā)了心理學(xué)研究者將心理學(xué)的研究成果最大程度地應(yīng)用到人力資源管理中,去探索出人才測評工具和方法。其中心理測驗技術(shù)是人力資源開發(fā)與管理領(lǐng)域使用頻率最多、使用效果較佳的測驗工具。但是心理測驗的形式多自評式,這就容易受應(yīng)聘者主觀因素的影響。 本研究基于對人格測驗可以有效地預(yù)測工作績效認同,對職業(yè)選拔情境下工作稱許性反應(yīng)對人格測驗的影響進行實證研究。研究一中采用隨機抽樣方法將某教育輔導(dǎo)機構(gòu)的應(yīng)聘者和在職者各50名作為被試,通過心理測驗和反應(yīng)時實驗,探討測驗情境與工作稱許性反應(yīng)對心理測驗的影響。研究二中的被試主要源于陜西省三所高校中的317名2012屆畢業(yè)生,測驗時將《作假識別量表》嵌套入《大五人格量表》進行施測。所有研究中的數(shù)據(jù)統(tǒng)計分析均借助于SPSS16.0完成。初步驗證了工作稱許性反應(yīng)在職業(yè)選拔情境中的存在；進而探討不同測驗情境下,被試的工作稱許性反應(yīng)對心理測驗結(jié)果是如何影響,以及影響的程度；深入探查職業(yè)選拔情境下工作稱許性反應(yīng)對人格測驗的影響機制。在此基礎(chǔ)之上,提出客觀、務(wù)實的建議,使人力資源管理部門對人格測驗結(jié)果的認識更加理性化,重視工作稱許性反應(yīng)水平的測查工作。 研究結(jié)果表明：①不同測驗情境下工作稱許性反應(yīng)存在顯著差異。②心理測驗的結(jié)果會受到測驗情境和工作稱許性反應(yīng)的顯著影響,但二者之間的交互作用不顯著。因此可以分析出,測驗情境會存在一個臨界值。③職業(yè)選拔情境下,應(yīng)聘者的年齡會顯著影響工作稱許性反應(yīng)的水平,而學(xué)歷對工作稱許性水平的影響不顯著。④應(yīng)聘者的工作稱許性反應(yīng)與人格測驗的總分及各個維度之間相關(guān)關(guān)系顯著,且存在線性關(guān)系。⑤效應(yīng)值檢驗的結(jié)果顯示,在職業(yè)選拔情境下,應(yīng)聘者就會產(chǎn)生工作稱許性反應(yīng),使用《作假識別量表》,可以篩選出高水平工作稱許性反應(yīng)者。 建議人力資源管理部門在使用人格測驗的同時嵌入對工作稱許性反應(yīng)的測驗,采用篩選出模式,排除掉不符合錄用最低標準的人員；再根據(jù)工作稱許性反應(yīng)的結(jié)果篩選出高水平的工作稱許性反應(yīng)者,因為其人格測驗結(jié)果是其根據(jù)崗位需求進行調(diào)控的結(jié)果；使其他的應(yīng)聘者進入到下一環(huán)節(jié)的選拔。同時提醒有關(guān)從事人力資源管理的人員,人格測驗的結(jié)果僅僅是人員錄用決策的參考資料之一而不是唯一的或是占有較大權(quán)重的標準；為了使人崗匹配達到最優(yōu),應(yīng)合理地使用多環(huán)節(jié)、多側(cè)面的人才測評手段,例如面試、無領(lǐng)導(dǎo)小組討論等。對于工作稱許性反應(yīng)的檢測和控制,尚未切入關(guān)鍵環(huán)節(jié),還需心理學(xué)各個研究領(lǐng)域協(xié)同深入,共同研究。
[Abstract]:In the human resource management of modern enterprises, the role of recruitment and selection is basic. Effective recruitment and selection can make the match of man and post optimal. At the same time, it also helps to reduce the problem of bad adaptation of new employees and reduce the turnover rate of employees. In the process of recruitment and selection of talents, human resources management The Department is paying more and more attention to the comprehensive evaluation of the applicant, which arousing the psychological researchers to apply the research results of psychology to the human resource management and explore the tools and methods of human resource evaluation. A good test tool. But the form of psychological tests is self-evaluation, which is easy to be influenced by the subjective factors of applicants.
This study, based on the personality test, can effectively predict job performance identification, and an empirical study on the impact of job satisfaction on the personality test in the career selection situation. In the first, 50 subjects were selected by random sampling method, and the psychological test and reaction time experiment were used. The effects of test situation and job commendation response on psychological tests were investigated. The subjects in the second study were mainly derived from 317 2012 graduates from three universities in Shaanxi province. In the test, the "false identification scale" was nested into the large five person scale. All the data statistics and analysis in the study were completed with the help of SPSS16.0. The existence of the job commendation reaction in the career selection situation was confirmed, and then the influence of the job commendation response on the psychological test results and the degree of influence in the different test situations were explored. Objective and practical suggestions make human resources management departments more rational in understanding the results of personality tests and attach importance to the measurement of the level of job satisfaction.
The results show that: (1) there is a significant difference in the commendable response to work under different test situations. (2) the results of the psychological test will be significantly influenced by the test situation and the commendable response to the work, but the interaction between the two is not significant. The age of the recruits will significantly affect the level of the job commendation response, while the academic degree has no significant influence on the level of job approval. (4) the interviewee's job commendation response has a significant relationship with the total scores and dimensions of the personality test and has a linear relationship. The recruited person will have a job satisfaction reaction and use the fraud identification scale to screen out a high level job satisfaction responder.
It is suggested that the human resources management department embed the test of the job commendation response while using the personality test, and use the screening model to exclude the people who do not meet the minimum standard of employment; then, according to the results of the job commendation reaction, the high level of the job commendation responders are screened, because their personality test results are based on their posts. As a result of the regulation of the requirements, other applicants will be selected for the selection of the next link. At the same time, the result of the personality test is only one of the reference materials for the personnel hiring decision, not the only or a large weight standard. Rational use of multi link, multi side personnel evaluation means, such as interview, no leadership group discussion, etc.. The detection and control of the commendable response to work has not cut into the key link, and the various fields of psychology need to be studied in cooperation and research together.
【學(xué)位授予單位】：陜西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：B849;B848;C913.2

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