摘要
本研究旨在对角色扮演测评技术在中层管理人员选拔中的应用进行探讨。参照评价中心与角色扮演技术的相关理论研究和实践经验,我们总结了角色扮演测评技术的开发程序。并且采用模拟招聘进行现场研究的方法对角色扮演测评技术的信度、效度进行验证,同时进一步探讨了不同类别评分者的评分差异以及不同类别被试的差异。
本研究得到以下结果:
1.角色扮演测评技术作为一种管理人员选拔的工具,具有较高的信度和效度。角色扮演测评技术的内部一致性信度为0.9600,六个评价指标具有不可删除性;角色扮演的评分者一致性信度良好,Kendall's W都达到了非常显著的水平(p＜.001);角色扮演测评技术具有较高的效标关联效度,并达到了非常显著相关水平(p＜.001);普通员工与管理人员在角色扮演中的得分差异非常显著(p＜.001)。
2.不同类型的评分者在对同一批被试进行评价时,评分存在一定的差异。其中,人力资源经理和部门经理的评分不存在显著差异,而与心理学者的评分差异显著,且心理学者的评分显著高于人力资源经理和部门经理的评分。
3.角色扮演测评技术具有较强的实用性,在测评中未发现性别差异,对男女都适用。角色扮演测评技术适用于各个年龄阶段的被试,但是在针对管理人员的选拔测评中不适宜测评20岁以下被试。
4.通过本研究,我们系统开发了角色扮演测评技术的应用程序,并且检验了角色扮演测评技术的信度和效度,为角色扮演技术应用于人员测评特别是管理人才的选拔,提供了理论依据和技术支持。
This study was in purpose of discussing the application of the role playing evaluation technology which was used in the administrative personnel selection. With the reference assessment center and the role playing correlation theories research and the experience, we summarized development procedure of the role playing evaluation technology. And we used the simulation employment advertise to conduct the scene research in order to test and confirm the reliance and the validity of role playing evaluation technology, and discussed the difference of identical dimensions different made by different category raters as well as the difference among different kind of applicants.
The results are as the follows:
1. As a administrative personnel selection, role playing evaluation technology had high reliance and validity. The internal concoincide reliance of role playing evaluation technology was 0.9600, six appraisal targets remained; The inter-raters agreement of the role playing was good, Kendall's W all achieved the extremely remarkable level (p<.001); The role playing evaluation technology had the high significant connection validity, and reached the extremely remarkable related level (p<.001); There was significant difference between the ordinary staffs and administrative managers (p<.001).
2. There exsits difference among different types of raters when appraised the same group of applicants,. Among them, human resources manager and the department manager's rating did not have the remarkable difference, but was remarkable with psychologist's rating, also psychologist's rating obviously was higher than human resources manager and the department manager's rating.
3. The role playing evaluation technology was practical, there's no gender difference in the evaluation. The role playing evaluation technology was suitable in each age stage that was tried, but to the administrative manager selection, the evaluation was not suitable for evaluateers below 20 years old.
4. By my study, we systemetically developed the role playing evaluation technology application procedure, and examined the reliance and the validity of the role playing evaluation technology, provided the role playing technology in the personnel evaluates, especially managerial talent's selection with the theory basis and the technical support.
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