公务员结构化面试测评要素解构及优化路径  

Deconstruction of Evaluation Elements in Structured Interviews for Recruiting Civil Servants and Optimization Pathways

作　　者：王翠丽 Wang Cuili(Nanjing Police University,Nanjing 210047,China)

机构地区：[1]南京警察学院,江苏南京210047

出　　处：《贵州警察学院学报》2024年第6期86-94,共9页Journal of Guizhou Police College

摘　　要：结构化面试是公务员面试的主要形式之一,常用于招录副主任科员职位以下的公务员。测评要素是命制公务员结构化面试试题的前提,测评要素的科学合理性决定结构化面试试题质量,更影响人才招录的岗位匹配性。基于“人——职——组织”匹配理论,以S省公务员面试为研究对象,采集S省13个样本开展调查,发放问卷186份。根据问卷回收情况,分析并解构公务员结构化面试测评要素,发现测评要素能力未充分体现岗位特点、匹配性不高甚至存在能力倒挂现象。因此,探索公务员结构化面试测评要素优化路径,为分类开展结构化面试工作提供一定的借鉴。A structured interview is a primary form of interview commonly employed for recruiting civil servants at ranks below senior staff members.The evaluation elements are prerequisites for formulating questions used in such structured interviews,hence whether these evaluation elements are scientific and rational is pivotal to the quality of questions in a structured interview and will ultimately affect the match between civil service jobs and potential recruits.Based on the"person-job-organization"fit theory,this study focuses on recruitment interviews for civil service job applicants in S Province.It collects 13 samples for investigation and distributes 186 copies of questionnaires.Utilizing the data gathered from these questionnaires,the study analyzes and deconstructs the evaluation elements of the structured interviews for recruiting civil servants.The findings indicate that the current ability evaluation elements are insufficient in reflecting the characteristics of specific jobs,which consequently leads to suboptimal person-job fit,even a mismatch between the competencies of recruits and the requirements of jobs.Hence,it is imperative to explore pathways towards optimizing evaluation elements in such interviews,so as to provide references for conducting categorized structured interviews.

关 键 词：公务员 结构化面试 测评要素 解构 

分 类 号：G642[文化科学—高等教育学] D918.5[文化科学—教育学]