人格测验在人事选拔中应用.docVIP

人格测验在人事选拔中的应用 　　摘要： 人格测验在人员招聘合理化和规范化中具有至关重要的价值，其在效绩预测、工作风格预测、人岗匹配性测验等职场应用方面中具有其他测验不能替代的作用。从人格测验在人事选拔中的应用入手，综述了人格测验在人事选拔中主要存在的问题：选拔预测效度低、人格作假等，并尝试对此提出了一系列改进措施：针对效度低的问题，可尝试引进与未来工作情境相关的情境启动测验和职业人格测验、通过工作分析和组织特征分析进行有针对性的选拔、对人格特质与工作行为之间的线性模型假设进行正确认识等；针对人格作假现象，主要综述了前人对人格作假问题的应对方法，如引入迫选量表、提出“警告”等。最后，为了更好地提高选拔的有效性，在综述前人研究的基础上提出了一些未来研究趋势和展望：未来选拔在结构上需要贯彻人格测验的系统性，要注重人格测验的现场情境启动效应在选拔中的应用研究；在方法上要超越自陈测量、结合使用评价中心和认知神经科学的数据、在工具上要注重开发“中庸”式人格测验量表 Abstract： Personality tests have important practical value in personnel recruitment rationalization and standardization. Other test cannot replace the role of personality test in performance prediction， work style forecast， personnel-post matching test and other aspects in work field. Starting from the application of personality tests in personnel selection， this article summarizes the main problems of personality test in personnel selection： low selection predictive validity， false personality， etc. and tries to put forward a series of improvement measures： for low validity， bring in contextual priming test and occupation personality test related to the future work， conduct targeted selection through work analysis and organizational characteristics analysis， correctly understand the linear model assumptions between personality traits and job behavior； for false personality， this paper mainly summarizes the previous method dealing with false personality problems， such as the introduction of forced choice scale， and “warning” etc. Finally， in order to improve the selection， the research trends and prospects are put forward based on previous studies ： in selection structure， it is necessary to do personality tests systematically， and to pay attention to research on the application of scene start effect in the selection； in method， it is necessary to go beyond selfreport measure， and combine with the use of assessment center and the cognitive neuroscience data； in tool， it is necessary to focus on the development of “the doctrine of the mean”