人事决策信息利用和效能预测模型  

Information Utilization and A Predictive Model of Personnel Decision Making

作　　者：王益宝[1] 王重鸣[2] 

机构地区：[1]浙江工业大学 [2]杭州大学

出　　处：《应用心理学》1995年第1期42-48,共7页Chinese Journal of Applied Psychology

摘　　要：本研究以 1 2 2名人事管理人员为被试 ,采用问卷测量法 ,分析了企业人事决策信息利用的现状 ,信息利用指标和效能的关系。结果发现 :1企业人事决策中比较重视能力要求信息、组织环境信息和个人档案材料 ,忽略心理特点信息的利用 ;2非程序信息、人职匹配信息对效能指标的直接预测力较强 ,其他指标的预测力较弱 ;3能力要求、考核成绩、个人档案材料等信息通过人职匹配信息的利用对效能指标产生影响。文章还构建了人事决策的效能预测模型 ,并讨论了研究结果对企业人事决策诊断和发展的理论和实际意义。In the process of Chinese Market Economy construction, personnel decision making is widely recognized as a key factor in determining the success of enterprises. When making personnel decisions a decision maker utilizes information to reach a conclusion. Thus, the selection of the most predictive information is an important step in making effective decision. Based on our previous findings (Wang Zhongming,Wang Yibao,1989,1991), this research was designed to determine characteristics of information utilization and to establish a predictive model of personnel decision making in Chinese enterprises. Two questionnaires were developed and administrated to 122 personnel managers. The first questionnaire consisted of two parts. Part one included eight predictors: job characteristics,ability requirement, organizational environment information, personal biography, knowledge test scores, psychological characteristics of candidates, standards of selection and nonprocedural information. Part two measured the person job fitness which was identified as an important variable in our previous research on personnel decision making. The second questionnaire was composed of six performance indexes describing the effectiveness of personnel decision. They were quantitative performance, quantitative test results, qualitative ratings, work motivation, interpersonal relationships and adaptive abilities to jobs. Some sophisticated statistical methods were used to analyze data and showed that ability requirement, organizational environment information and personal biography were variables highly preferred in making personnel decisions while job characteristics, knowledge test scores and, psychological characteristics of candidates were not yet properly used. Furthermore, nonprocedural information and person job fitness had a large impact on performance indexes. The job characteristics, ability requirement, personal biography, psychological characteristics of candidates etc. had little direct impact on performance indexes, but they had

关 键 词：人事决策 预测模型 信息利用 

分 类 号：B845[哲学宗教—心理学]