管理能力结构化测试的问题与对策  

The Problem of and Solution to the Assessment of the Managerial Capability by Dint of Structured Tnterview

作　　者：盛宇华[1] 方志军[1] 

机构地区：[1]南京师范大学商学院,江苏南京210097

出　　处：《南京师大学报（社会科学版）》2003年第5期58-64,共7页Journal of Nanjing Normal University(Social Science Edition)

基　　金：国家自然科学基金资助项目(70172027)

摘　　要：在管理者招聘中普遍采用的结构化测试的有效性是有条件的,它要求测试的要素、测试的试题、评分的过程都具有确定性,并要求主考和评委能够熟练地掌握评分标准与方法。对于高能级的管理能力,如管理决策能力等,结构化测评的效度是很低的,在测评高级企业管理人才和高层领导干部的管理能力时,结构化测试的方法难以奏效,需要引入非结构化测试的方法。在一定的条件下,非结构化的测试方法,可以具有较高的效度。The validity of assessing the managerial capability in virtue of the structured interview is conditional. The test measures, quesionniares and process of grading are predetermined, and the examine' can manage grading approach. It is found that the validity of the results obtained by the structured interview is low when it is used to test the advanced managerial ability . The structured interview is invalid when it is used to test the senior managers and officials, but non-structured interview is valid under some conditions.

关 键 词：管理能力 结构化面试 非结构化面试 效度 

分 类 号：C93[经济管理—管理学]