人事选拔研究的新领域:应聘者标准识别能力  

Candidates' Ability to Identify Criteria: A New Research Domain in Personnel Selection

作　　者：汤晨笑[1] 卞冉[1] 车宏生[1] 林培剑[1] 

机构地区：[1]北京市应用实验心理重点实验室,北京师范大学心理学院,北京100875

出　　处：《云南师范大学学报（哲学社会科学版）》2013年第2期52-57,共6页Journal of Yunnan Normal University：Humanities and Social Sciences Edition

基　　金：教育部人文社会科学研究青年基金项目(12YJC880001)

摘　　要：结构化面试、评价中心等人事选拔测验到底测量了什么,为什么能对未来工作绩效提供有效的预测?这一直是未解的谜题。近年来有学者提出"应聘者标准识别能力(ATIC)"这一新概念,并指出,正是这一概念对人事选拔测验构想效度和预测效度同时做出了贡献。本文详细阐述了应聘者标准识别能力的含义、相关理论、测量方式及其对人事选拔测验的评价结果和效度的影响,旨在为未来选拔测试的改进和新维度的开发提供新的视角。Selection interviews and assessment centers are valid predictors of the interviewee＇ job per- formance. In addition to existing explanations for their criterion-related validity, candidates＇ ability to identify the criteria used to evaluate their performance during a selection procedure contributes to the criterion-related validity of these procedures. Conceptually, the ability to identify criteria can be framed in the broader literature on people＇s ability to read Situational cues. This paper draws on both theoretic and empirical researches to outline the potential that this ability has to account for selection results and job performance outcomes. Finally, implications for future research are presented.

关 键 词：标准识别能力 人事选拔 社会有效性 

分 类 号：B849[哲学宗教—应用心理学] C93-051[哲学宗教—心理学]