qh公司岗位评价评分者信度的概化分析-a generalized analysis of the reliability of qhs job evaluation raters.docxVIP

The research contains two studies. The model of study one is p × i × r , in which p is position, i is compensable factor, and r is rater. The model of study two is f × r , in which f is compensation factor, and r is rater.Through analyzing data from 559 evaluation questionnaire, we found that job analysts are better on total rater reliability and factors rater reliability, and more consistent in rating loose and tight standard and cognizance of position. Meanwhile we also watch the great impact of compensable factors on rater reliability and lower reliability of problem solving.In decision study (D study) Generalizability Coefficient reaches 95%, when incumbent employees are nine and job analysts are six. With increasing raters Generalizability Coefficient improves, but increment decreases. On the basis of D study, the research submits two optimizing decision model under the limited condition of cost and reliability. These conclusions of the research should supply the valuable theoretic basis for improve the quality of job evaluation.Key words: job evaluation, generalizability theory, rater reliability, reliability目录摘 要 IABSTRACT III第一章绪论 11.1研究背景 11.2研究意义 21.3研究结构和方法 3第二章文献综述及研究假设 12.1经典测量理论和评分者信度 12.1.1经典测量理论的信度观 12.1.2经典测量理论中的评分者信度的局限性 22.2概化理论和评分者信度 42.2.1概化理论的信度观 42.2.2概化理论的研究方法 72.2.3应用概化理论研究评分者信度的优点 72.2.4概化理论的应用 92.3岗位评价 102.3.1岗位评价的概念 102.3.2岗位评价方法 122.3.3岗位评价影响因素相关研究 142.4研究假设 17第三章实证研究 203.1实验设计 203.1.1岗位评价样本 203.1.2评分者样本 203.1.3岗位评价工具 213.1.4实验步骤 223.1.5数据收集 243.2概化设计 243.3数据分析 273.3.1数据统计描述 273.3.2研究一 293.3.3研究二 39第四章讨论和总结 454.1假设论证 454.2讨论和总结 464.2.1方差分量讨论 464.2.2最优决策问题模型 484.2.3报酬要素讨论 504.2.4提高岗位评价信度的建议 514.3研究的价值和局限 514.3.1研究价值 514.3.2研究局限 52参考文献 54附录 59致谢 63攻读学位期间发表的学术论文目录 64第一章绪论1.1研究背景岗位评价作为薪酬设计的一项基础性工作，自产生以来得到了广泛的应用。明确 岗位评价的意义，掌握并运用该技术，在企业内建立合理、有效的薪酬体系，对提高 员工积极性，增强企业的竞争力有重要作用。因此，岗位评价是企业必须加以重视的 大课题。一般来说，制定一个具有战略性薪酬的政策应该考虑四个方面问题：内部一致 性、外部竞争力、员工的贡献、薪酬体系管理。这些政策是建立薪酬制度的