本文選題：人格測(cè)驗(yàn) + 作假�。� 參考：《西北大學(xué)》2014年碩士論文

【摘要】：通過有效的職業(yè)選拔,可以達(dá)到良好的人崗匹配,增進(jìn)社會(huì)各方面的效益。人格測(cè)驗(yàn)作為一種有效的測(cè)評(píng)工具,不僅信息豐富,而且操作簡(jiǎn)單易行,在企業(yè)中人才選拔中應(yīng)用非常廣泛。但是在職業(yè)選拔中使用的人格測(cè)驗(yàn)多為自陳式量表,應(yīng)聘者回答的真實(shí)性受到各方面的質(zhì)疑。應(yīng)聘者為了表現(xiàn)出一個(gè)有力的自我表征,而故意對(duì)人格測(cè)驗(yàn)進(jìn)行歪曲反應(yīng)的趨勢(shì)就是作假。 雖然,目前大多數(shù)的研究表明作假不會(huì)顯著影響人格測(cè)驗(yàn)的預(yù)測(cè)效度和結(jié)構(gòu)效度,但是作假卻改變了應(yīng)聘者的高端排名,影響錄用決策,會(huì)導(dǎo)致優(yōu)秀應(yīng)聘者的落選。作假對(duì)人格測(cè)驗(yàn)的負(fù)面影響也并沒有被完全揭示出來。為了解決這個(gè)問題,.研究者們開發(fā)了各種工具去識(shí)別作假,采用了各種方法去控制作假,反應(yīng)時(shí)識(shí)別技術(shù)是其中存在爭(zhēng)議的一種方法。作假的認(rèn)知反應(yīng)過程到底是怎樣的,決定了反應(yīng)時(shí)技術(shù)的是否有效。 本研究通過巧妙的實(shí)驗(yàn)設(shè)計(jì)和高級(jí)的統(tǒng)計(jì)方法,檢驗(yàn)了在我國(guó)文化背景下,大學(xué)生群體中,三種作假認(rèn)知模型的適用性以及被試在誠(chéng)實(shí)反應(yīng)時(shí)的反應(yīng)時(shí)分布模型,研究結(jié)果表明： (1)在我國(guó)文化背景下,被試誠(chéng)實(shí)回答人格測(cè)驗(yàn)時(shí),被試的認(rèn)知反應(yīng)過程與西方存在差異,被試的反應(yīng)時(shí)分布沒有出現(xiàn)“倒U”效應(yīng),被試對(duì)量表兩端選項(xiàng)的反應(yīng)時(shí)與量表中間選項(xiàng)的反應(yīng)時(shí)沒有顯著差異。 (2)在我國(guó)大學(xué)生群體中,被試作假的認(rèn)知模式為改編圖式模式。當(dāng)被試試圖表現(xiàn)出一個(gè)好的印象或者某種工作需要的人格特質(zhì)時(shí),被試參照的圖式是理想回答者,理想回答者圖式是經(jīng)過加工改編而形成的。 (3)被試的反應(yīng)時(shí)及其分布不能用于偵察或者篩選作假者,研究者們應(yīng)該轉(zhuǎn)向開發(fā)其他的直接測(cè)量的工具來識(shí)別作假。
[Abstract]:Through effective professional selection, we can achieve a good match between people and posts, and improve the social benefits. As an effective tool, personality test is not only rich in information, but also easy to operate. It is widely used in the selection of talents in enterprises. However, most of the personality tests used in professional selection are self-recorded scale, and the truthfulness of the candidates' answers is questioned by all aspects. In order to show a strong self-representation, the tendency to deliberately distort personality tests is false. Although the majority of current studies show that fraud does not significantly affect the predictive validity and structural validity of personality tests, fraud can change the high ranking of candidates, affect employment decisions, and lead to the failure of good candidates. The negative effects of fraud on personality tests have not been fully revealed. In order to solve the problem. Researchers have developed a variety of tools to identify fraud and adopt a variety of methods to control fraud. Reaction time recognition is one of the controversial methods. The process of false cognitive response determines the effectiveness of the reaction-time technology. Through clever experimental design and advanced statistical methods, this study examined the applicability of three kinds of false cognitive models and the response time distribution model of the participants in the honest reaction under the cultural background of our country. The results show that: (1) under the cultural background of our country, the cognitive reaction process of the subjects was different from that of the West when answering the personality test honestly, and there was no "inverted U" effect in the distribution of the reaction time. There was no significant difference between the reaction time of the two sides of the scale and the reaction time of the middle option of the scale. 2) among the college students in China, the cognitive model of falsehood is the schema adaptation model. When the subjects try to show a good impression or some kind of personality traits required for work, the schemas referred to by the subjects are the ideal responders, and the ideal answers schemata are formed through the processing and adaptation. The participants' response time and their distribution should not be used to detect or screen forgeries, and researchers should turn to developing other direct measurement tools to identify falsehood.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：B848

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