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行为面试与无领导小组讨论的预测效度研究 总被引:2,自引:0,他引:2
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. 相似文献
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效度概化:预测效度元分析的30年成果述评 总被引:3,自引:0,他引:3
效度概化是通过元分析技术对普遍化的预测效度的估计。元分析是研究效度概化问题的技术,是对具有“预测因子-效标”特征的相关数据进行定量综合的方法。效度概化促进了预测因子与效标之间关系的理论研究和应用研究,是应用心理学领域近30年(1977~2007)来最重要的进展之一。30年来的效度概化研究表明,认知能力测验、知识和技能测验、人格测验、结构化面试和评价中心技术等的预测效度具有鲁棒性、对应性和联合增值性 相似文献
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中层管理人员结构化面试测评效度的现场研究 总被引:2,自引:0,他引:2
通过对某上市公司随机抽取的43位中层管理人员素质测评的现场研究,探讨结构化面试的信度效度问题。研究设计基于岗位分析与关键事件分析,采用3人小组面试的方法,同时实施情景面试与行为描述面试,综合测评被试岗位胜任能力。分析结果表明,评委要素评价内部一致性和评委间内部一致性都比较高,并与面试半年后上级评定的任务绩效和总体绩效显著相关,结构化面试具有较高的信度与预测效度。进一步比较情景面试和行为描述面试发现,这两种结构化面试有类似的信度,但是行为描述面试具有更高的效度。 相似文献
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科学发明中原型启发的创造性思维成分及其脑机制 总被引:1,自引:0,他引:1
目前对创造性思维的测量及神经机制的研究, 国际上大多采用发散思维任务、远距离联想测验、顿悟问题解决等任务。但这些测量工具大多停留在对非科学类问题解决的研究上, 因此生态效度和预测效度都不高。本项目在前面研究的基础上, 探讨更符合现实生活的科学发明中原型启发的创造性思维成分及机制。研究一通过两个行为实验探索原型启发能力的创造性思维成分测试的结构效度; 研究二运用大样本磁共振数据, 从脑机制上进一步验证创造性思维成分的结构效度; 研究三通过3个核磁任务态探索原型启发能力的主要创造性思维成分的脑机制; 研究四试图在高校和企业研发机构进行跟踪研究, 检验创造性思维成分测试的预测效度。通过本项目的开展, 希望开发具有更高预测效度和生态效度的用于发明创造领域的创造性测量工具。 相似文献
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递增效度(Incremental Validity)是心理测量中用于评价新测验和优化测量程序的重要概念,它表示一个测量在原有数据或量表基础上对效标预测能力的改进程度,近年来引起了广泛的关注。本文首先介绍了递增效度的概念,然后对这一概念的统计原理和技术做了介绍,最后以心理学中的研究实例来说明其实际运用。 相似文献
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基于胜任特征的结构化面试初探 总被引:2,自引:0,他引:2
基于胜任特征的结构化面试是对传统结构化面试的优化,有很高的信度和效度。本文从基于胜任特征的结构化面试的内涵、特点、程序以及实施过程中需要注意的问题几个方面进行了深入探讨,对于改善结构化面试的测评功能和深化胜任特征的应用有一定价值。 相似文献
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评价中心的结构效度研究 总被引:8,自引:0,他引:8
评价中心虽然具备很高的预测效度,但其结构效度指标却不太理想,如研究普遍发现其汇聚效度和区分效度较低。影响评价中心结构效度的因素众多,如评分维度因素(数量和类型)、评价者因素(培训方式和人员类型)、测评方法因素(情景导向特征、特质激活潜力、测评活动形式)以及系统的观察与评价程序。该文从上述因素出发,综述了评价中心结构效度的相关研究,总结了提高评价中心结构效度的措施,并指出了未来的研究方向 相似文献
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该研究以山东省610名高中生为被试,检验了中文版一般自我效能量表(GSES)的信度和效度.结果表明:(1)中文版GSES的有些项目,区分度不高;(2)中文版GSES具有较高的内部一致性信度与分半信度,但重测信度不高;(3)中文版GSES的单维度性没有得到证实;(4)中文版GSES不具有很好的预测效度. 相似文献
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In order to examine the concurrent and criterion validity of the questionnaire version of the Eating Disorders Examination (EDE-Q), self-report and interview formats were administered to a community sample of women aged 18-45 (n = 208). Correlations between EDE-Q and EDE subscales ranged from 0.68 for Eating Concern to 0.78 for Shape Concern. Scores on the EDE-Q were significantly higher than those of the EDE for all subscales, with the mean difference ranging from 0.25 for Restraint to 0.85 for Shape Concern. Frequency of both objective bulimic episodes (OBEs) and subjective bulimic episodes (SBEs) was significantly correlated between measures. Chance-corrected agreement between EDE-Q and EDE ratings of the presence of OBEs was fair, while that for SBEs was poor. Receiver operating characteristic (ROC) analysis, based on a sample of 13 cases, indicated that a score of 2.3 on the global scale of the EDE-Q in conjunction with the occurrence of any OBEs and/or use of exercise as a means of weight control, yielded optimal validity coefficients (sensitivity = 0.83, specificity = 0.96, positive predictive value = 0.56). A stepwise discriminant function analysis yielded eight EDE-Q items which best distinguished cases from non-cases, including frequency of OBEs, use of exercise as a means of weight control, use of self-induced vomiting, use of laxatives and guilt about eating. The EDE-Q has good concurrent validity and acceptable criterion validity. The measure appears well-suited to use in prospective epidemiological studies. 相似文献
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The interview is the most widely used personnel selection method, but has revealed low reliability and validity compared with other selection methods (Mayfield 1964; Ulrich and Trumbo 1965; Schmitt 1976; Arvey 1979). Thirty-one studies on the validity of the interview were meta-analyzed. The result was an average validity coefficient of .27. The estimated true validity of the interview was calculated to be .38. These values indicated that the interview has moderate validity as a personnel selection device. Six characteristics of the interview were also examined in relation to the validity of the interview: structure of the interview; number of interviewers; length of the interview; gender of the applicant pool; blue-collar/white-collar jobs; and use of college students versus job applicants. The six study characteristics accounted for 30.9% of the variance in the validity of the interview. Structure of the interview appeared to be the only characteristic that moderated the validity of the interview. The relationship of this study to other meta-analyses of the employment interview is discussed. 相似文献
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Michelle P. Martin-Raugh Cristina Anguiano-Carrsaco Teresa Jackson Meghan W. Brenneman Lauren Carney Patrick Barnwell 《International Journal of Testing》2018,18(2):135-154
Single-response situational judgment tests (SRSJTs) differ from multiple-response SJTs (MRSJTS) in that they present test takers with edited critical incidents and simply ask test takers to read over the action described and evaluate it according to its effectiveness. Research comparing the reliability and validity of SRSJTs and MRSJTs is thus far extremely limited. The study reported here directly compares forms of a SRSJT and MRSJT and explores the reliability, convergent validity, and predictive validity of each format. Results from this investigation present preliminary evidence to suggest SRSJTs may produce internal consistency reliability, convergent validity, and predictive validity estimates that are comparable to those achieved with many traditional MRSJTs. We conclude by discussing practical implications for personnel selection and assessment, and future research in psychological science more broadly. 相似文献
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John C. Smith Terence A. Gerace 《Journal of psychopathology and behavioral assessment》1987,9(4):369-382
The validity of the Miami Structured Interview-1 for measuring Type A behavior in children was examined in 122 boys 8 to 16 years old. We assessed the relationship between interview ratings and Type A and factor analytically derived Type A component scores from the Matthews Youth Test for Health (MYTH), a teacher rating scale. The validity of interview ratings was initially supported by significant correlations with MYTH Type A scores for preadolescents rated by English teachers and adolescents rated by English and mathematics teachers. Principal-components analyses of the MYTH items revealed components we labeled competitiveness-leadership and impatience-aggression. Interview ratings were related to the competitiveness-leadership component from English and mathematics teachers of both age groups but not the impatience-aggression component. The implications of these findings and the strengths and limitations of the Miami Structured Interview-1 for preadolscents and adolescents are discussed.An earlier version of this paper was presented at the American Psychological Association 91st Annual Meeting, Anaheim, California, 1983. This research was supported by National Heart, Lung and Blood Institute Grant R01 HL23356, Cross-Cultural Determinants of Coronary Heart Disease Risk Factors in Preadolescents and Adolescents. We gratefully acknowledge the confidence and support shown by Dr. George Christakis, Principal Investigator of Grant R01 HL23356. 相似文献