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结构化面试是使用最为广泛的人力资源测评工具,以其较高的信度和效度,近年来在企业员工甄选、公务员招募以及党政领导干部选拔等领域越来越受到青睐,并发挥着越来越重要的作用。随着这种方法的广泛运用,与之相关的一些问题也就逐渐暴露了出来,而应聘人员印象管理问题便是结构化面试运用过程中不可忽视的一个重要方面。国内外研究者对于应聘者印象管理行为的研究已有近20年的历史,试图从印象管理的角度来研究应聘者印象管理策略的使用对考官判断及面试结果的影响,这俨然已成为结构化面试研究的一
Structured interview is the most widely used tool for human resources assessment, with its high reliability and validity, in recent years more and more favored in the areas of employee selection, civil service recruitment and the selection of leading cadres More and more important role. With the extensive application of this method, some problems related to it are gradually exposed, and the problem of job impressions management is an important aspect that can not be ignored in the process of structured interview. Researchers at home and abroad have been studying the applicant’s impression management behavior for nearly 20 years. From the perspective of impression management, the researcher at home and abroad has tried to study the impact of using the applicant’s impression management strategy on the judgment of the examiner and the interview result. One of interview research