公务员招录中材料型结构化面试的信效度研究  

Study on Reliability and Validity of Material-type Structured Interview in Civil Service Recruitment

作　　者：张弘[1] 李雨萌 

机构地区：[1]西南政法大学管理学院

出　　处：《中国人力资源开发》2016年第6期40-46,共7页Human Resources Development of China

基　　金：教育部人文社会科学规划基金“中国情境下雇佣保障影响企业绩效的作用机制:跨层次研究”(11YJA630191)资助

摘　　要：本文运用实验研究方法来探讨我国公务员招录中所采用的材料型结构化面试的信度与效度。研究发现,传统型结构化面试与材料型结构化面试都具有较好的考官间信度,但在应变能力的测评上表现出显著的差异,且会导致招录结果的不同。相对于传统型结构化面试,材料型结构化面试能够明显地提升对沟通能力的测评效标效度,但在应变能力测评上的效标效度难以令人接受。传统型结构化面试和材料型结构化面试的结构效度都不理想。In this paper, the experimental research method is used to explore the reliability and validity of material-type structured interview in civil service recruitment： The study found, the inter examiner reliability of traditional-type structured interview and material-type structured interview are very well. But there are significant differences between the traditional-type structured interview and material- type structured interview that used to assess the response ability, and these differences of assessment will lead to different results of recruiting. Compared with the traditional- type structured interview, the criterion validity of material-type structured interview is better in assessing the communication ability, and is worse in assessing the response ability. The structure validity of both structured interview are unsatisfactory.

关 键 词：公务员招录 材料型结构化面试 信度与效度 

分 类 号：D630.3[政治法律—政治学]