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人格测验是人事选拔经常使用的重要工具,但其在人事选拔中的应用一直存在争论。争论的主要问题是,人格测验的预测效度较低;被试作假;以及人格测验的文化适切性等。为了应对这些问题,我们应该正确地看待人格与工作绩效的关系;合理地设置人格测验在人事选拔中的角色和地位;采用正确的使用策略:(1)恰当地选择测验;(2)恰当地实施测验;(3)应对作假;(4)采用本土化的人格测验;(5)考虑不同的雇用策略。
Personality testing is an important tool for personnel selection and frequent use, but its application in personnel selection has been controversial. The main issues in the debate are the low predictive validity of personality tests; the fraud of subjects; and the cultural relevance of personality tests. In order to deal with these problems, we should correctly view the relationship between personality and work performance; reasonably set the role and status of personality tests in personnel selection; and adopt the correct strategy of using: (1) properly select the test; (2) properly (3) coping with fraud; (4) using a localized personality test; and (5) considering different employment strategies.