人事测评中的概化理论应用  

Application of Generalizability Theory in Personnel Evaluation

作　　者：黎光明[1,2] 张敏强[2] 张文怡[3] 

机构地区：[1]广州大学教育学院心理系,广州510006 [2]华南师范大学心理应用研究中心,广州510631 [3]澳大利亚国立大学理学院

出　　处：《心理科学进展》2013年第1期166-174,共9页Advances in Psychological Science

基　　金：教育部人文社会科学研究青年基金项目(12YJC190016);教育部人文社会科学重点研究基地重大项目(2009JJDXLX006);广东省自然科学基金项目(9151063101000002)资助

摘　　要：概化理论是现代心理与教育测量理论之一,可应用在各种人事测评中,如表现性评价、多源评估、心理测验、结构化面试、水平测试、工作分析、评价中心等。与经典测量理论相比,概化理论应用于人事测评,表现出较强的优势,能够同时考察多种因素、确定多个维度权重等,其应用对象主要包括两大类,即企业和机构。概化理论应用于人事测评,存在应用领域、样本数据、测评效度和微观分析等问题。Generalizability theory is one of modern psychological and educational measurement theory and can be applied in personnel evaluation such as performance assessment, multisource rating, psychological test, structured interview, level test, job analysis and assessment center. Applied in personnel evaluation, generalizability theory is better than classical test theory. Generalizability theory can examine many factors at one time and gives weights to some dimensions, but classical test theory can’t. The objects of application of generalizability theory included mainly company and organization. Applied in personnel evaluation, generalizability theory was faced with some problem such as application area, sample, validity, microcosmic evaluation.

关 键 词：概化理论 人事测评 心理与教育测量 

分 类 号：B841[哲学宗教—基础心理学]