无领导小组讨论的多侧面Rasch模型应用*

采用项目反应理论(IRT)的多侧面Rasch模型(MFRM),分析评价中心技术中无领导小组讨论(LGD)的测评结果,探讨被试能力水平、评委评分宽严度、评分内部一致性、维度难度和评定等级等问题,进而讨论各种偏差。通过 MFRM 分析人事测评结果,可深入了解被试能力的真实差异、甑别维度难度、探查测评误差源,从而完善测评试题编制、评估或诊断评委合格性、提高测评维度与测评目的匹配性,为拓展项目反应理论在人事测评中的应用提供独特视角。     

行为面试与无领导小组讨论的预测效度研究

本研究以某金融机构中层管理者胜任力测评为背景,主要探讨行为面试和无领导小组讨论的预测效度.研究证实,行为面试的评价者一致性信度为0.795,以上级绩效评价为效标的预测效度为0.386,对技术-行政任务绩效和周边绩效预测显著,但对领导力任务绩效预测不显著;无领导小组讨论只对领导力任务绩效预测显著,在预测领导力任务绩效方面,它对行为面试有显著的递增效度.     

Intention and Expectation Measures as Predictors of Academic Performance1

The predictive validity of intention and expectation measures was examined by comparing subjects' intentions and expectations of their academic performance with their actual class performance. A total of 166 subjects were randomly assigned to respond to an intention or expectation version of a questionnaire. The instrument asked for intentions or expectations regarding performance on the next test, final examination, and final course grade. Expectations were found to be better predictors of academic performance. Expectation responses were also found to explain significant amounts of variance in the dependent measures after the effect of subjects' prior class performance (their first test score) had been taken into consideration. Additional types of outcomes and goals for which expectation measures are likely to provide more accurate prediction are discussed.     

LGD在选拔企业中高级管理人才方面的实证研究

本研究利用在为某企业人才招聘活动中提供大型人才测评服务时所收集到的数据,分析研究了无领导小组讨论测评技术的信效度。结果表明,在LGD测评技术中,评价者经过系统培训后,其评分者信度较高,但在不同要素的评价方面存在一定的差异性;在效度方面,通过多种途径的数据检验都表明LGD是一种比较有效的人才测评技术。同时,本研究还得出结论．与个性品质方面的评价相比,LGD在评价个人的能力素质特征方面更有优势。另外,结合本次人才测评的实际操怍经验．研究者还提出了有关LGD测评实施过程的应用建议。     

Prediction of Effectiveness in Leaderless Group Discussions with the Adjective Check List1

This study used Adjective Check List (ACL) scales and related four scales to individual differences in group problem-solving behavior. The ACL scores of 237 managers who had participated in a training program were examined in comparison with ratings of comparative effectiveness in two leaderless group discussion exercises.     

Stress in Academic Life: Work Characteristics as Predictors of Student Well-being and Performance

La relation entre les caractéristiques du travail, le bien-être des étudiants et la performance a étéévaluée à partir du modèle de Karasck & Theorell ≪Travail, exigences, contrôle, soutien≫ (1990). Un échantillon d'étudiants portugais ( N = 825) a répondu à un questionnaire comprenant des mesures du contrôle et des exigences du travail universitaire, du soutien des pairs, de la satisfaction relative à la vie universitaire, de l'anxiété/dépression et des résultats aux examens. Il apparut, comme dans d'aures contextes de travail, que la satisfaction des étudiants pour ce qui est de la vie universitaire, ainsi que les niveaux d'anxiété/dépression étaient fortement dépendants de leur perception des caractéristiques du travail. Les niveaux de satisfaction ont un effet direct sur la performance et agissent sur la relation entre la maîtrise du travail universitaire et la performance.
The relationship between work characteristics, student well-being and performance was assessed, based upon Karasek and Theorell's (1990 ) Job Demands–Control–Support model. A sample of Portuguese university students ( N = 825) answered a questionnaire comprising measures of academic work demands and control, peer support, satisfaction with academic life, anxiety/depression and academic performance. Results suggested that, similar to other work contexts, student satisfaction with academic life and anxiety/depression levels are strongly dependent on their perceptions of work characteristics. Levels of satisfaction have a direct impact on student performance and mediate the relationship between academic work control and performance.     

新手考官的工作记忆和人格对其评分有效性的影响——以无领导小组讨论为例

相对于其它评价中心技术而言,在无领导小组讨论中考官因素对评分结果的影响尤为重要.本研究主要探讨无领导小组讨论中新手考官的工作记忆与人格对其评分有效性的影响.结果发现,首先,新手考官的评分者一致性较低,评分准确度较差.其次,工作记忆和人格的部分因素分别从不同方面影响新手考官的评分有效性,具体表现在：（1）利他性越强,新手考官评分总均值的准确性越高,且评分结果越宽松;（2）新手考官的决断性越强,对所有应聘者做出有效区分的准确性越高;（3）新手考官的沉稳性越高,对各维度的区分越有效;（4）注意转换和抑制能力对新手考官的晕轮效应及其在各个维度上进行区分的准确度有抑制作用.     

加工速度、自我监控对认知操作的影响

本研究用认知操作的部分内容,探索了青少年在认知操作活动中年龄、自我监控、加工速度对认知操作的影响,研究发现：本研究结果表明,年龄对自我监控有显著的负效应,对认知操作有显著的正效应,自我监控对加工速度有非常显著的正效应,对认知操作有显著的负效应,加工速度对认知操作有显著的负效应。     

合作学习中一般自我效能感与自我监控的表现

该研究运用情境实验和问卷测量的方法,初探了一般自我效能感与自我监控不同的学生在合作学习的小组活动自评中的差异。结果表明,一般自我效能感高的被试对小组话动的价值评价比一般自我效能感低的被试更积极;但在对组织者的评价和对合作学习的喜爱程度上不如一般自我效能感低的学生。自我监控高的学生比自我监控低的学生对组织者有更积极的评价,但在对合作学习的喜爱程度上却比不上自我监控低的同学。     

Personality and Communication Skills as Predictors of Hospice Nurse Performance

Based on a detailed job analysis, job-related personality dimensions and communication skills were used as predictors of hospice nurse performance. In particular, it was predicted that communication/social competence and certain dimensions of empathy (empathic concern, perspective-taking) would be positively related to hospice nurse performance, and that another type of empathy, personal distress, and trait dogmatism would be negatively associated with performance. Ninety-two hospice nurses were administered the battery of tests, and file drawer assessments of their performance were obtained. Possession of communication/social competence and certain dimensions of empathy led to good prediction of job performance. Implications for personnel screening and selection are discussed.     

Introversion-Extraversion, Self-Monitoring, and Applicant Performance in a Situational Panel Interview: A Field Study

This study investigated relationships between applicant introversion-extraversion, self-monitoring, and performance in a situational panel interview. Police officers applying for promotion to the rank of sergeant in a metropolitan police department participated in a selection interview and completed a personality questionnaire. Results showed self-monitoring moderated the relation between introversion-extraversion and interview performance. As predicted, the relationship was stronger for low self-monitors than for high self-monitors. Extraverted, high self-monitoring and introverted, low self-monitoring promotion candidates were rated highest by selection interview panelists.     

Formal Characteristics of Narratives as Predictors of Maladaptive Parenting

We examined the relationship between several characteristics of parents' narrative productions and two measures of maladaptive parenting. The two maladaptive parenting variables, indiscriminate responding to children's behavior and parent compliance with child disobedience, were derived from in-home observation of parent-child interactions. These were investigated in relationship to several structural aspects of mother Thematic Apperception Test narratives. Results showed that expressions of personal inadequacy and difficulty remaining task-focused during storytelling were related to mothers' failure to remain firm in the face of child disobedience.     

时间、目的与行为特征对群体决策绩效的影响

96名大学生,4人一组,参加了评价警察行为的决策实验.研究采用2×2×2(时间×目的×行为特征)因子式设计,旨在分析时间、目的和行为特征如何对中国人群体决策行为产生影响.结果表明,决策群体在行为记忆上的准确性优于成员个体,但群体的决策标准比个体冒险;时间、目的及行为特征影响群体决策的绩效.结论支持了"互补性假设"及K R Murplhy对时间与目的之间交互作用的解释.     

Resume Characteristics as Predictors of an Invitation to Interview

The resume is the first contact between an organization and a job seeker, but little empirical evidence exits to guide resume development. This study examined the impact of resume characteristics on decisions to interview graduates. It was found that resume characteristics provided an advantage in obtaining an invitation to interview.     

Effects of Perceived Group Effectiveness and Group Role on Attributions of Group Performance1

Cadets at the U.S. Military Academy completed a questionnaire describing their experiences in Cadet Basic Training (CBT) and Cadet Field Training (CFT). Analyses of variance examined the impact of Group Role (Leader vs. Follower) and Perceived Group Effectiveness (High vs. Low) on group member perceptions of the extent to which each of six factors affected group performance. Significant main effects for Perceived Effectiveness were interpreted in terms of the egodefensive bias. Role main effects indicated that leaders tended to make stronger dispositional attributions than did followers. There were no signifcant Group Role × Perceived Effectiveness interaction effects. Findings support, in part, hypotheses concerning the operation of an attributional bias within the leader-member relationship.     

Personality and Cognitive Ability as Predictors of Typical and Maximum Managerial Performance

Despite long-established distinctions between typical and maximum performance variables on both the predictor and criterion side, little previous research has directly addressed the extent to which these distinctions translate into differential predictor-criterion relationships. Using a sample of candidates for managerial positions, we examined relations of predictors conceptually linked to typical (i.e., broad, narrow, and compound personality traits) and maximum (i.e., broad and narrow cognitive abilities) performance with corresponding criterion measures (N = 84–873). Supervisory ratings of managerial performance served as the typical performance criterion, whereas maximum performance was assessed via an assessment center. Confirmatory factor analyses supported the distinction between typical and maximum performance. Results also confirmed our hypothesis that cognitive abilities are more strongly correlated with maximum performance than with typical performance and largely supported the expectation of the opposite pattern with personality traits as predictors.     

Personality,Ideological Attitudes,and Group Identity as Predictors of Political Behavior in Majority and Minority Ethnic Groups

Prior research on personality and politics has largely investigated relationships using national samples from North America and Europe. In contrast, we used multigroup path analysis to assess how Big Five personality, ideological attitudes (RWA, SDO), and group identities (National and Ethnic Identification) predicted right versus left Political Behavior (party support, past voting, present voting intention) across majority and minority ethnic groups in a New Zealand national sample (N = 6,333). The effects of personality on ideological attitudes and group identities were mostly invariant across ethnic groups and consistent with prior findings. In contrast, the effects of ideological attitudes on Political Behavior varied across ethnic groups being moderately strong for the European majority but nonsignificant for the minorities. Group identities had little effect on Political Behavior. We discuss cultural and contextual factors that might account for this disconnect between ideology and politics among the minority ethnic groups.     

Self Perceptions and Perceptions of Group Climate as Predictors of Individual Innovation at Work

L'impact relatif de la motivation, des facteurs de personnalité et de la perception de l'ambiance du groupe dans la prédiction de l'innovation individuelle au travail a été mesure dans un échantillon de 435 personnes au cours des trois phases d'une étude longitudinale de 17 mois. L'échantillon comprenait un large éventail de spécialités relevant du service public de santé britannique. Les facteurs de personalité se sont révélés les plus prédictifs alors que le vecu de l'ambiance règnant dans le groupe n'a pas pu rendre compte d'une part significative de la variance. Les résultats laissent supposer que l'innovation dans la conduite professionnelle relève davantage des facteurs de personnalité ou de la créativité personnelle que de la perception des encouragements reçus ou du vécu de l'environnement social.
The relative power of personality, motivational, and perceived group climate factors in predicting individual innovation at work was tested in a sample of 435 people, in a three stage longitudinal study (17 months). The research sample included people from a wide range of occupations within the UK National Health Service. Personality factors were most consistent in predicting change in innovation, while perceptions of group climate did not significantly predict any additional variance in individual innovation. The results suggest that individual workrole innovation may be due more to individual personality factors or creativity than to people's perceptions of the supportiveness or otherwise of their social environment.     

Personal Characteristics,Job Performance,and Absenteeism of Public School Teachers1

Personal characteristics and job performance were examined as potential predictors of absenteeism for a professional occupational group. Data on 152 public school teachers demonstrated that sex and independence contributed unique variance to the prediction of absenteeism. Furthermore, the interaction terms of sex with independence, with the ability to control anxiety, and with performance rating significantly added to the variance explained in absenteeism. Implications of the present results are discussed as well as suggestions for future research.