职业选拔情境下工作称许性反应对人格测验的影响研究
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摘要
在现代企业人力资源管理中,招聘和选拔环节所起的作用是基础性的,有效的人才招聘和选拔,可以使人岗匹配达到最优,同时也有利于减少新进员工工作适应不良问题,降低企业员工离职率等。在人才招聘和选拔过程中,人力资源管理部门越来越重视对应聘者进行全方位的评价,这就激发了心理学研究者将心理学的研究成果最大程度地应用到人力资源管理中,去探索出人才测评工具和方法。其中心理测验技术是人力资源开发与管理领域使用频率最多、使用效果较佳的测验工具。但是心理测验的形式多自评式,这就容易受应聘者主观因素的影响。
本研究基于对人格测验可以有效地预测工作绩效认同,对职业选拔情境下工作称许性反应对人格测验的影响进行实证研究。研究一中采用随机抽样方法将某教育辅导机构的应聘者和在职者各50名作为被试,通过心理测验和反应时实验,探讨测验情境与工作称许性反应对心理测验的影响。研究二中的被试主要源于陕西省三所高校中的317名2012届毕业生,测验时将《作假识别量表》嵌套入《大五人格量表》进行施测。所有研究中的数据统计分析均借助于SPSS16.0完成。初步验证了工作称许性反应在职业选拔情境中的存在；进而探讨不同测验情境下,被试的工作称许性反应对心理测验结果是如何影响,以及影响的程度；深入探查职业选拔情境下工作称许性反应对人格测验的影响机制。在此基础之上,提出客观、务实的建议,使人力资源管理部门对人格测验结果的认识更加理性化,重视工作称许性反应水平的测查工作。
研究结果表明：①不同测验情境下工作称许性反应存在显著差异。②心理测验的结果会受到测验情境和工作称许性反应的显著影响,但二者之间的交互作用不显著。因此可以分析出,测验情境会存在一个临界值。③职业选拔情境下,应聘者的年龄会显著影响工作称许性反应的水平,而学历对工作称许性水平的影响不显著。④应聘者的工作称许性反应与人格测验的总分及各个维度之间相关关系显著,且存在线性关系。⑤效应值检验的结果显示,在职业选拔情境下,应聘者就会产生工作称许性反应,使用《作假识别量表》,可以筛选出高水平工作称许性反应者。
建议人力资源管理部门在使用人格测验的同时嵌入对工作称许性反应的测验,采用筛选出模式,排除掉不符合录用最低标准的人员；再根据工作称许性反应的结果筛选出高水平的工作称许性反应者,因为其人格测验结果是其根据岗位需求进行调控的结果；使其他的应聘者进入到下一环节的选拔。同时提醒有关从事人力资源管理的人员,人格测验的结果仅仅是人员录用决策的参考资料之一而不是唯一的或是占有较大权重的标准；为了使人岗匹配达到最优,应合理地使用多环节、多侧面的人才测评手段,例如面试、无领导小组讨论等。对于工作称许性反应的检测和控制,尚未切入关键环节,还需心理学各个研究领域协同深入,共同研究。
In the modern enterprise human resource management, the basis and key is effective recruitment and selection to achieve the optimal staff-post matching. Also it can help to reduce the new employees to adapt to the problems of poor, and reduce staff turnover rate. In the process of recruitment and selection, human resources management pay more and more attention to the comprehensive evaluation of the candidates, which inspired the psychology researchers will be the greatest degree of psychological research applied to human resource management to explore effective talent assessment' tools and methods. Psychological testing technology is a test tool, which is the most frequently used in the field of the human resources development and management. But to answer psychological tests in the self-report form, which provides the soil for the candidate's response bias.
In this study, identity-based personality test can effectively predict the candidate's job performance, scale tests to empirically research the impact of job desirability response to personality test in the occupational selection situation. In Study1,50workers and50candidates of an educational counseling agency as participants using random sampling method, by psychological tests and reaction experiment to explore the impact of the test situation and praised the response to psychological tests. In Study2, all participants are317graduates that come from three universities in Shaanxi Province, and put the False Identification Scale into the Big Five Personality Inventory. All statistical analysis of data in the research by SPSS16.0completed.
Preliminarily verified the existence of the job desirability response in the context of occupational selection. And then explore in the different test situations, how participants' job desirability response to effect the result of psychological tests and the degree of impact. At last discussing in the occupational selection situation, the effect of the job desirability response to the personality test. On this basis, providing objective and pragmatic advice in order to human resources management departments have a more rational understanding of the personality test'results, and pay attention to checking the level of job desirability response.
The results show that:①In different test situations, there are significant differences of job desirability response.②The results of psychological test will be subject to the test situation and job desirability response of significant impact, but the interaction between the two was not significant. So you can analyze the test situation there exists a critical value.③In the context of career selection, the candidate's age will significantly affect their job desirability response' levels, but the impact of the education background was not significant.④The correlation of the candidate's job desirability response and total score of personality test and each dimension is distinct, at the same time their linear relationship is existent.⑤The effect value of the test results show that, in the context of career selection, the candidates will have job desirability response, the use of False Identification Scale, can filter out the candidates with high level of job desirability response.
Embedded in the job desirability response of the test, recommending that the Human Resource Management Department in the use of personality tests. Using screening mode to excluding the personnel who do not meet the hiring minimum standards; and then filter out the person who have high level of job desirability response, because their personality test results are the results of its regulation according to job requirements; and other candidates into the selection of the next link. At the same time to remind related to human resource management personnel, the results of personality tests is just one of the references of the personnel hiring decisions, not the only possession or the greater weight of the standard. In order to achieve the optimal staff-post matching, should be reasonably use multi-link and multi-dimensional talent assessment tools, such as interviews, leaderless group discussions and so on. For the detection and control of job desirability response, not yet cut into the key link, needed psychology research areas are collaborative in-depth and joint research.
本研究基于对人格测验可以有效地预测工作绩效认同,对职业选拔情境下工作称许性反应对人格测验的影响进行实证研究。研究一中采用随机抽样方法将某教育辅导机构的应聘者和在职者各50名作为被试,通过心理测验和反应时实验,探讨测验情境与工作称许性反应对心理测验的影响。研究二中的被试主要源于陕西省三所高校中的317名2012届毕业生,测验时将《作假识别量表》嵌套入《大五人格量表》进行施测。所有研究中的数据统计分析均借助于SPSS16.0完成。初步验证了工作称许性反应在职业选拔情境中的存在；进而探讨不同测验情境下,被试的工作称许性反应对心理测验结果是如何影响,以及影响的程度；深入探查职业选拔情境下工作称许性反应对人格测验的影响机制。在此基础之上,提出客观、务实的建议,使人力资源管理部门对人格测验结果的认识更加理性化,重视工作称许性反应水平的测查工作。
研究结果表明：①不同测验情境下工作称许性反应存在显著差异。②心理测验的结果会受到测验情境和工作称许性反应的显著影响,但二者之间的交互作用不显著。因此可以分析出,测验情境会存在一个临界值。③职业选拔情境下,应聘者的年龄会显著影响工作称许性反应的水平,而学历对工作称许性水平的影响不显著。④应聘者的工作称许性反应与人格测验的总分及各个维度之间相关关系显著,且存在线性关系。⑤效应值检验的结果显示,在职业选拔情境下,应聘者就会产生工作称许性反应,使用《作假识别量表》,可以筛选出高水平工作称许性反应者。
建议人力资源管理部门在使用人格测验的同时嵌入对工作称许性反应的测验,采用筛选出模式,排除掉不符合录用最低标准的人员；再根据工作称许性反应的结果筛选出高水平的工作称许性反应者,因为其人格测验结果是其根据岗位需求进行调控的结果；使其他的应聘者进入到下一环节的选拔。同时提醒有关从事人力资源管理的人员,人格测验的结果仅仅是人员录用决策的参考资料之一而不是唯一的或是占有较大权重的标准；为了使人岗匹配达到最优,应合理地使用多环节、多侧面的人才测评手段,例如面试、无领导小组讨论等。对于工作称许性反应的检测和控制,尚未切入关键环节,还需心理学各个研究领域协同深入,共同研究。
In the modern enterprise human resource management, the basis and key is effective recruitment and selection to achieve the optimal staff-post matching. Also it can help to reduce the new employees to adapt to the problems of poor, and reduce staff turnover rate. In the process of recruitment and selection, human resources management pay more and more attention to the comprehensive evaluation of the candidates, which inspired the psychology researchers will be the greatest degree of psychological research applied to human resource management to explore effective talent assessment' tools and methods. Psychological testing technology is a test tool, which is the most frequently used in the field of the human resources development and management. But to answer psychological tests in the self-report form, which provides the soil for the candidate's response bias.
In this study, identity-based personality test can effectively predict the candidate's job performance, scale tests to empirically research the impact of job desirability response to personality test in the occupational selection situation. In Study1,50workers and50candidates of an educational counseling agency as participants using random sampling method, by psychological tests and reaction experiment to explore the impact of the test situation and praised the response to psychological tests. In Study2, all participants are317graduates that come from three universities in Shaanxi Province, and put the False Identification Scale into the Big Five Personality Inventory. All statistical analysis of data in the research by SPSS16.0completed.
Preliminarily verified the existence of the job desirability response in the context of occupational selection. And then explore in the different test situations, how participants' job desirability response to effect the result of psychological tests and the degree of impact. At last discussing in the occupational selection situation, the effect of the job desirability response to the personality test. On this basis, providing objective and pragmatic advice in order to human resources management departments have a more rational understanding of the personality test'results, and pay attention to checking the level of job desirability response.
The results show that:①In different test situations, there are significant differences of job desirability response.②The results of psychological test will be subject to the test situation and job desirability response of significant impact, but the interaction between the two was not significant. So you can analyze the test situation there exists a critical value.③In the context of career selection, the candidate's age will significantly affect their job desirability response' levels, but the impact of the education background was not significant.④The correlation of the candidate's job desirability response and total score of personality test and each dimension is distinct, at the same time their linear relationship is existent.⑤The effect value of the test results show that, in the context of career selection, the candidates will have job desirability response, the use of False Identification Scale, can filter out the candidates with high level of job desirability response.
Embedded in the job desirability response of the test, recommending that the Human Resource Management Department in the use of personality tests. Using screening mode to excluding the personnel who do not meet the hiring minimum standards; and then filter out the person who have high level of job desirability response, because their personality test results are the results of its regulation according to job requirements; and other candidates into the selection of the next link. At the same time to remind related to human resource management personnel, the results of personality tests is just one of the references of the personnel hiring decisions, not the only possession or the greater weight of the standard. In order to achieve the optimal staff-post matching, should be reasonably use multi-link and multi-dimensional talent assessment tools, such as interviews, leaderless group discussions and so on. For the detection and control of job desirability response, not yet cut into the key link, needed psychology research areas are collaborative in-depth and joint research.
引文
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李峰,李永娟,任婧,王二平.(2004).工业组织心理学中的社会称许性研究.心理科学进展,12,455-461.
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陈丽君.(2000).“诚信度测验”在人力资源管理中的应用及前景.外国经济与管理,25,24-27.
陈启山,温忠麟.(2005).印象整饰的测量及其在人力资源管理中的应用.心理科学,28,178-179.
陈永进,潘珍珠,王慧玲.(2011).人员选拔中人格测验的“作假”研究.菏泽学院学报,33,132-134.
冯丽娟.(2006).应聘者印象管理行为对招聘者评价的影响研究硕士学位论文.西北师范大学.
李峰,李永娟,任婧,王二平.(2004).工业组织心理学中的社会称许性研究.心理科学进展,12,455-461.
李越,霍涌泉.(2003).心理学教程北京：高等教育出版社.
黎恒.(2003).应聘者印象管理策略对考官评价影响的实证研究.人类工效学,9,15-18.
柳恒超.(2010).人格测验在人事选拔中的应用：问题与对策.上海行政学院学报,11,92-98.
刘文,边玉芳,陈玲丽,马文超.(2010).马洛-克罗恩社会赞许性量表在跨文化研究中的项目功能差异检验.心理科学,33,1473-1476.
刘志刚.(2009).求职者面试作伪行为及影响因素研究.硕士学位论文.暨南大学.
骆方,郝若平,刘红云.(2010).职业选拔情景中被试作假的实验研究.晋阳学刊,2,74-77.
骆方,刘红云,张杉杉.(2008).职业选拔情境下人格测验作假研究.心理科学进展,16,803-809.
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