【摘要】：結(jié)構(gòu)化面試作為人力資源測(cè)評(píng)的一種重要方法，廣泛地應(yīng)用于企業(yè)事業(yè)單位的招聘過(guò)程之中。整個(gè)結(jié)構(gòu)化面試涉及到試題設(shè)計(jì)、測(cè)評(píng)要素篩選、評(píng)分標(biāo)準(zhǔn)敲定、時(shí)間控制、面試官選拔、面試具體實(shí)施等諸多步驟，因而結(jié)構(gòu)化面試的結(jié)果的有效性也受到多方面因素的影響，面試的主體（面試官）、面試的客體（應(yīng)聘者）、面試的工具（試題、程序、環(huán)境）等方面均會(huì)對(duì)面試結(jié)果的有效性產(chǎn)生影響�；诨诂F(xiàn)實(shí)的需求，如何提高結(jié)構(gòu)化面試結(jié)果的有效性，成為本研究領(lǐng)域的重要課題。本研究通過(guò)模擬結(jié)構(gòu)化面試的方式來(lái)驗(yàn)證三個(gè)變量：應(yīng)答準(zhǔn)備時(shí)間、行為事件準(zhǔn)備、顯隱性測(cè)量對(duì)結(jié)構(gòu)化面試結(jié)果有效性的影響，并通過(guò)面試結(jié)果與被試效標(biāo)之間的對(duì)比來(lái)驗(yàn)證結(jié)構(gòu)化面試結(jié)果的有效性證。本研究大致分為以下三方面： 研究一：應(yīng)答準(zhǔn)備時(shí)間對(duì)結(jié)構(gòu)化面試結(jié)果有效性的影響研究。應(yīng)答準(zhǔn)備時(shí)間為應(yīng)聘者在進(jìn)行面試時(shí)，從接收到面試題目起到開(kāi)始回答面試題目之間的思考準(zhǔn)備時(shí)間，用以對(duì)面試題目的回答做出相應(yīng)的準(zhǔn)備。本實(shí)驗(yàn)通過(guò)模擬結(jié)構(gòu)化面試的形式，通過(guò)兩組隨機(jī)匹配的被試進(jìn)行對(duì)照實(shí)驗(yàn)。研究結(jié)果顯示，有應(yīng)答準(zhǔn)備時(shí)間組與無(wú)應(yīng)答準(zhǔn)備時(shí)間組在總體上并無(wú)顯著差異，但在某些素質(zhì)如應(yīng)變能力上呈現(xiàn)顯著差異，有準(zhǔn)備時(shí)間組表現(xiàn)更為優(yōu)異。 研究二：行為事件準(zhǔn)備對(duì)結(jié)構(gòu)化面試結(jié)果有效性的影響研究。行為面試準(zhǔn)備是應(yīng)聘者通過(guò)一定的行為事件梳理，對(duì)自身的實(shí)踐經(jīng)歷進(jìn)行條理性的分析，以便于在面試過(guò)程中進(jìn)行有效地回答的一種準(zhǔn)備方式。本實(shí)驗(yàn)按行為準(zhǔn)備事件的來(lái)源進(jìn)行分類(lèi)，可將其分為自己行為事件準(zhǔn)備、他人行為事件準(zhǔn)備，其中他人行為事件準(zhǔn)備為通過(guò)他人的實(shí)踐經(jīng)歷進(jìn)行梳理來(lái)進(jìn)行面試準(zhǔn)備。本研究通過(guò)模擬結(jié)構(gòu)化面試的方式對(duì)自己行為事件組、他人行為事件組、無(wú)行為事件準(zhǔn)備組進(jìn)行對(duì)照實(shí)驗(yàn)。研究結(jié)果顯示，他人行為事件準(zhǔn)備的被試，其面試結(jié)果顯著高于行為事件準(zhǔn)備不足的被試，，而有行為事件準(zhǔn)備組與無(wú)行為事件準(zhǔn)備組之間差異并不顯著。 研究三：顯、隱性測(cè)量對(duì)結(jié)構(gòu)化面試結(jié)果有效性的影響。顯性測(cè)量指面試題僅針對(duì)一項(xiàng)測(cè)評(píng)素質(zhì)，且此項(xiàng)測(cè)評(píng)素質(zhì)容易讓?xiě)?yīng)聘者進(jìn)行判斷的面試測(cè)評(píng)方式；隱性測(cè)量是指面試題可以同時(shí)測(cè)量多項(xiàng)測(cè)評(píng)素質(zhì)，且多項(xiàng)測(cè)評(píng)素質(zhì)呈現(xiàn)相關(guān)性，在測(cè)試過(guò)程中應(yīng)聘者不容易判斷出面試題目所測(cè)評(píng)素質(zhì)的面試測(cè)評(píng)方式。本研究通過(guò)通過(guò)模擬結(jié)構(gòu)化面試的方式對(duì)顯、隱性測(cè)量方式進(jìn)行對(duì)照實(shí)驗(yàn)。研究結(jié)果顯示，在隱性測(cè)量的面試結(jié)果有效性要顯著優(yōu)于顯性測(cè)量，其信度也顯著高于顯性測(cè)量。
[Abstract]:As an important method of human resource evaluation, structured interview is widely used in the recruitment process of enterprises and institutions. The whole structured interview involves many steps, such as the design of the test questions, the screening of the evaluation elements, the determination of the scoring criteria, the time control, the selection of the interviewer, the implementation of the interview, and so on. Therefore, the validity of structured interview results is influenced by many factors, such as the subject of interview (interviewer), the object of interview (applicant), the tool of interview (test question, procedure, etc.) Environment will have an impact on the effectiveness of interview results. Based on the practical requirements, how to improve the effectiveness of structured interview results has become an important topic in this research field. In this study, three variables were tested by simulating structured interview: response preparation time, behavior event preparation, and implicit measurement on the effectiveness of structured interview results. The validity of structured interview results is verified by the comparison between the interview results and the test criteria. This study is divided into the following three aspects: first, the effect of response preparation time on the validity of structured interview results. The response preparation time is the time between receiving the interview question and starting to answer the interview question, which can be used to prepare the interview question. This experiment was conducted by simulating structured interview and two groups of randomly matched subjects. The results showed that there was no significant difference between the response preparation time group and the non-response preparation time group, but there were significant differences in some qualities such as the ability to respond, and the preparation time group was more excellent. Study 2: the effect of behavioral event preparation on the validity of structured interview results. Behavioral interview preparation is a kind of preparation way that the applicant combs through certain behavior event, carries on the organization analysis to his own practice experience, in order to carry on the effective answer in the interview process. According to the origin of behavior preparation events, this experiment can be divided into self behavior event preparation and others behavior event preparation, in which others behavior events prepare to conduct interview preparation through the practice experience of others. In this study, the behavior event group, others behavior event group and no behavior event preparation group were compared by simulating structured interview. The results showed that the interview results of the participants with behavioral event preparation were significantly higher than those with poor behavior event preparation, but there was no significant difference between the behavioral event preparation group and the behavior event preparation group. Research 3: the effect of implicit measurement on the validity of structured interview results. Explicit measurement refers to the interview evaluation method which only aims at one test quality, and this evaluation quality is easy for the applicant to judge. Recessive measurement means that interview questions can measure the quality of multiple tests at the same time, and the quality of a number of tests presents a correlation. In the process of testing, it is difficult for the applicant to judge the quality of the interview. This study conducted a controlled experiment on explicit and implicit measurement by simulating structured interview. The results show that the validity of interview results in recessive measurement is significantly better than that of dominant measurement, and its reliability is significantly higher than that of dominant measurement.
【學(xué)位授予單位】：重慶大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：B841.4

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