情境判断测验的研究述评  

Situational Judgment Tests in Personnel Assessment:A Research Agenda

作　　者：凌斌[1] 顾金良[2] 孙丽君[3] 

机构地区：[1]河海大学商学院,南京210098 [2]上海电机学院,上海201306 [3]上海师范大学,上海200234

出　　处：《心理技术与应用》2016年第9期538-548,共11页Psychology(Techniques and Applications)

基　　金：国家自然科学基金青年科学基金项目"基于组织变革情境的组织偏误之构念结构;行动变异和转化机制研究"(71502048);中央高校基本科研业务费项目"社会困境的价值调节机制研究:社会认知理论视角"(2015B03314)

摘　　要：情境判断测验是人事测评中非常重要的工具和研究主题,近些年来围绕着它的理论基础、测量属性、构念开发、应用效果等问题展开了一系列的研究。本文阐述了情境判断测验作为方法或构念的争论,论述了它的理论基础,比较了不同形式的测验特征,总结了情境判断测验的信度和效度研究进展,最后从测验的呈现方式、作假行为和群体差异三个方面剖析了执行情境判断测验的关键要素。未来研究可以对不同形式的情境测验进行比较,加强测验构念和内容的研究,尝试与其他测评工具相结合。Situational judgment tests （SJTs） has been a very important measure and topic in personnel assessment. Re- cently, a serials of SJTs studies have been conducted around theoretical explanation, psychometrics attributes, concept development, practical application and so on. The article aims at conducting a theoretical and methodological review of SJTs research findings recent years. It presented SJTs＇ foundational theories and distinguished two different research approaches （method-and concept-oriented paradigm）. The effectiveness of SJTs in term of reliability, con- struct validity, criterion-related validity incremental validity and contextual effects is discussed in the paper as well. Three key issues of the SJTs implementation such as presentation format, faking, and subgroup differences are also stated in this paper. Future research should pay much more attention on three topics： developing new SiTs format, advocating concept-oriented paradigm, and incorporating other assessment tools in personnel selection.

关 键 词：情境判断测验 人事测评 信度 效度 

分 类 号：B841.7[哲学宗教—基础心理学]