评价中心与情境判断测验:两种人事选拔方法的对比研究  

Assessment Centers and Situational Judgment Tests: A Comparative Study of Two Kinds of Selection Methods

作　　者：翁清雄[1] 余涵 Weng Qingxiong;Yu Han(School of Management, University of Science and Technology of China, Hefei 230026)

机构地区：[1]中国科学技术大学管理学院

出　　处：《中国人力资源开发》2019年第10期117-131,共15页Human Resources Development of China

基　　金：国家自然科学基金面上项目(71871209),国家自然科学基金优秀青年基金项目(71422014),国家自然科学基金委重点国际合作项目(71910107003)

摘　　要：近年来,以情境模拟为基础的评价中心和情境判断测验这两种选拔方法在国内外得到了广泛应用。但是,两者在理论上有何区别,以及如何科学地运用到组织的人才选拔中,目前还未有研究涉及。本文通过梳理国内外有关文献,基于行为一致性理论和特质激活理论,对比讨论了评价中心与情境判断测验在效度、应用模块上的异同,并结合数字经济这一时代背景分析这两种方法的发展趋势。结果发现,评价中心与情境判断测验选拔效果相当;评价中心所含信息丰富,适用于内部晋升与人才诊断;情境判断测验成本低廉,适用于大规模外部选拔。本文为模拟方法的有关研究提供了理论基础,为企业更科学的进行人才选拔提供了依据。In recent years, the two selection methods, assessment center and situational judgment tests, both [which are based on simulations, have been widely used at home and abroad. However, the difference between the two in theory and how to apply it scientifically to organization's talent selection has not been studied. By reading relevant papers at home and abroad, based on the behavioral consistency and trait activation theory, this paper discusses the similarities and differences between assessment center and situational judgment test in terms of validity and application field, and discusses the development direction of the two methods under the background of the digital economy. Criterion-related validity in assessment center is similar with situational judgment tests. Assessment center contains a wealth of information and is suitable for internal promotion and talent diagnosis. Situational judgment tests are inexpensivc and suitable for large-scale external selection. This paper provides a theoretical basis for the relevant research of simulations, and provides a basis for enterprises to select candidates reasonably.

关 键 词：评价中心 情境判断测验 效标关联效度 数字经济 

分 类 号：F272.92[经济管理—企业管理]