情景判断测验的开发程序、构思效度及研究趋势

章详细介绍情景判断测验开发的一般程序,对情景判断测验的多种形式和记分方法进行了总结和比较。同时,从情景判断测验的结果与认知能力、个性和工作经验等关系的角度出发,分析了情景判断测验的构思效度,认为情景判断测验测量的是多维构思。文章最后认为,需要从与其他构思的关系、测评指定构思、影响效度的因素以及跨文化比较等四个方面对情景判断测验开展进一步研究。     

Perceived Fairness,Marital Conflict,and Depression: A Dyadic Data Analysis

This study explored associations among perceived fairness, marital conflict, and depression. Data for this study included married participants (n = 401 couples) from the Marriage Matters Panel Survey of Newlywed Couples. This study tested three autoregressive cross-lagged models and hypothesized that fairness would precede marital conflict, and continued conflict would lead to greater depression. The final model found that wives' Time 1 perceived fairness was associated with their husbands' conflict at Time 2, and that husbands' perceived fairness at Time 2 was associated with their wives' depression at Time 3. Findings suggest some support for addressing perceived fairness with couples.     

情景判断测验效度的研究述评

文章在回顾近年来情景判断测验研究的基础上,总结了情景判断测验的效标关联效度、结构效度、增量效度和情景判断测验效度的影响因素.研究发现情景判断测验有较高的效标关联效度,是一种较好的人才选拔工具;情景判断测验是一种测量方法,可以用来测量指定的结构;情景判断测验对认知能力、人格、工作知识等变量具有增量效度;试题特性、测验开发模式、研究设计、评分方式等会影响情景判断测验的效度.     

Situational Tests in Student Selection: An Examination of Predictive Validity,Adverse Impact,and Construct Validity

The Flemish Admission Exam ‘Medical and Dental Studies’ is comprised of four cognitive ability tests and four situational tests, namely two work samples (i.e., a lecture and a medical text) and two video‐based situational judgement tests (i.e., a physician–patient interaction and a medical expert discussion). On the basis of the Admission Exam scores of 941 candidates (359 men, 582 women) this study shows that situational tests significantly can predict better than cognitive ability tests, with lecture and text emerging as significant predictors. When situational tests are combined with cognitive ability tests, there are no mean gender differences. Situational tests also enable us to measure a broader range of constructs. For example, in this study, the personality factor Openness is related to better situational test performance. Overall, this study demonstrates that situational tests may be a useful complement to traditional student selection procedures.     

中层管理人员结构化面试测评效度的现场研究

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。     

Cognitive Ability Tests and the Situational Interview: A Test of Incremental Validity

This study investigated the validity and incremental validity of a situational interview beyond that of a composite measure of cognitive ability. Forty-seven factory service technicians underwent an interview and took four cognitive ability tests. Supervisors rated the performance of these subjects in a concurrent validation study. The interview was found to be a valid predictor of a supervisor rating of performance (r = 0.32, p < 0.05 uncorrected), however, was unable to show incremental validity over ability tests (Incremental R²= 0.05, n.s.). Limitations of the present study and directions for future research are discussed.     

情境判断测验的效度研究述评

情境判断测验是一种为作答者呈现工作相关的典型情境以及该情境下可能的行为反应, 要求根据指导语提示进行选择或评价的测验形式。随着其理论和实践的发展, 研究者越来越关注情境判断测验的效度研究, 包括对其构想效度、效标关联效度和递增效度的探讨, 以及指导语类型、情境保真度以及计分方式等因素对其效度的影响。基于这些研究进展, 未来情境判断测验实践领域可能的方向是：(1)开发针对特定构想的情境判断测验; (2)结合具体构想选用相应的指导语; (3)应用作假和培训对效度影响的研究结果指导实践。     

The Influence of National Culture on the Perceived Fairness of Grading Procedures: A Comparison of the United States and China

Although the desire to be treated fairly is a fundamental human preference, perceptions of fair treatment can be influenced by cultural beliefs and values. For this article, the author used a scenario-based experimental study to examine students' fairness perceptions of grading procedures in 2 countries with distinct national cultures, China and the United States. The results suggest that culture can influence students' perceptions of the fairness of 2 aspects of procedural justice: voice and interpersonal justice. Chinese students were more likely to value interpersonal justice (i.e., being treated with dignity and respect, and being provided with explanations of grading procedures) and perceived the lack of interpersonal justice as less fair than did U.S. participants. In contrast, U.S. students were more likely to perceive voice (i.e., the opportunity to discuss and appeal a grading decision) as fair. These findings are connected to differences in the cultural values of the United States and China.     

Observed Family Interaction During Clinical Interviews: A Comparison of Families Containing Preschool Boys With and Without Disruptive Behavior

The clinical intake interview is an opportunity to observe family interactions and formulate hypotheses about their influence on presenting problems. In this study family interactions were assessed during an unstructured segment of a clinical intake. Families with disruptive preschool boys were compared with those having nonproblem boys. Mothers' and fathers' reports of marital satisfaction, parenting involvement, and child behavior problems were examined in relation to observed behavior during intake. Patterns of family interaction emerged which were consistent with previous research and with family systems theory. Clinic boys oriented more toward mothers than fathers and interacted more negatively with their fathers than did comparison boys. Implications for integrating the assessment of family interactions into clinical practice and research with behavior problem children are discussed.     

Transparency in Structured Interviews: Consequences for Construct and Criterion-Related Validity

Although researchers agree on the use of structured interviews in personnel selection, past research has been undecided on whether these interviews need to be conducted nontransparently (i.e., without giving interviewees any indication of the evaluated criteria) or transparently (i.e., by revealing to interviewees the dimensions assessed in the interview). This article presents two independent studies examining the effects of interview transparency on interviewees' performance and on the interview's construct and criterion-related validity in the context of an application training program. Results from both Study 1 (N = 123) and Study 2 (N = 269) indicate an improvement in interviewees' performance under transparent interview conditions. Both studies further support the assumption that transparent interviews show satisfactory construct validity, whereas nontransparent interviews do not. Moreover, Study 2 showed no significant difference between the interview's criterion-related validity under transparent versus nontransparent conditions. Implications and directions for future research are discussed.     

The Fairness Principle,Reward, and Altruistic Behavior

The goal of this study was to investigate the relationship between reward and altruism. It was hypothesized that the altruistic behavior of someone who has been asked for help will occur only after the person asking for help has been evaluated. As a result, if the situation of a person asking for help is perceived as less fortunate, help will be given even if no proportional award is received in return, according to a principle based on need that makes people feel they should help the needy. Results show that when the participants received an unfair award, they tended to offer much bigger donations only in the condition in which the other was perceived as less fortunate.     

Personality Correlates of Type A Coronary-Prone Behavior

The study investigates the relationship between Type A coronary-prone behavior pattern and self-concept, need for approval, extroversion, neuroticism, and trait anxiety. Eighty-eight undergraduate students completed the Jenkins Activity Survey, which measures the Type A personality; the Tennessee Self-Concept Scale (TSCS; Fitts, 1965); the Marlowe-Crowne Social Desirability Scale; the A-Trait Scale (Spielberger, Gorsuch, & Lushene, 1970), and the Eysenck Personality Inventory. It was found that Type As scored lower on all the dimensions of self-concept except the physical. It was also found that Type Bs scored higher on need for approval, but only on its avoidance component. In addition, Type As scored higher on extroversion and on neuroticism. The implications of these results are discussed.     

Perceived Mentoring Fairness: Relationships with Gender,Mentoring Type,Mentoring Experience,and Mentoring Needs

While mentoring is often recommended as a careerenhancement strategy for men and women, this studyexamines perceptions of the fairness of mentoringrelationships. In this experiment, a total of 124 male and female participants provided dataconcerning their fairness perceptions in reaction tomentoring scenarios presented to them. A total of 49% ofthe sample were male and 51% were female and 82% were Caucasian, 12% were Asian American, 3% wereLatino American, and 3% were African American. Severalindividual factors such as past mentoring experiencesand having met mentoring needs as well as interactions with gender (by mentoring type, mentoringreceived, and met needs) were related to ratings offairness. In addition, past mentoring received andperceived fairness of mentoring were related to reportsof how much mentoring participants reported theyhad given others.     

Aural and Visual Sources of Validity in Structured Employment Interviews

This study tests effects of aural and visual cues on the validity of structured interviews. We recorded simulated job interviews with 40 managers from three utility companies on videotape. Supervisors provided performance ratings. Undergraduate research participants (N = 194) saw and heard the videotapes, heard them without the picture, or saw them without the sound and rated interviewees accordingly. Approximately 6 participants rated each interviewee in each condition of cue availability. Performance ratings and participants′ pooled ratings correlated .36 when they could hear and see the interviews, .33 when they could only hear the interviews, and .32 when they could only see the interviews. Interview ratings based on sight alone correlated .53 with interview ratings based on sound alone. One explanation is that aural cues, visual cues, and supervisory performance ratings all reflect true differences between interviewees in traits related to management effectiveness. Another is that interviewers and supervisors make the same mistakes when interpreting implications of aural cues and visual cues for management effectiveness.