多维效标测量的构成

通过为某机床企业销售员制定一套自我绩效评定迫选量表,收集判断性效标测量和非判断性效标测量,研究判断性效标测量和非判断性效标测量与自我绩效评定迫选量表中各工作行为的关系,验证了两个假设：(1)任一效标测量不可能与所有有效工作行为显著相关;(2)在效标测量中,既应采用判断性效标测量,也应采用非判断性效标测量,二者互相补充,不可替代。     

“大五”个性因素模型在工作情景中的效度分析

“大五”个性因素模型是目前一种个性分类理论模型 ,它以外向、情绪稳定性、责任意识、随和、开明性等五个因素来描述正常人群的个性特征。本文探讨了在工作情境中运用“大五”模型预测工作绩效 (个体 /团队 )的效度问题。大量的研究表明 ,责任意识能在不同的职业中用来预测个体工作绩效 ;“大五”因素能有效地预测周边绩效 ,但并不是所有的个性因素都能预测任务绩效 ;团队成员的个性组成对团队绩效有显著影响 ;个性与绩效间的关系受到缓冲变量的影响。     

性别在企业员工成人依恋对工作绩效关系中的调节作用

本研究探讨了依恋关系对员工工作绩效影响,并进一步考察了性别在两者关系中的调节作用。通过采用亲密关系经历量表(ECR)、关系问卷(RQ)和工作绩效问卷三个研究工具,对110名不同职业和岗位员工的依恋模式与工作绩效的关系进行调查,结果发现：1. 倾注型被试在情境绩效上的得分显著得低于安全型被试和害怕型被试。2.依恋焦虑与任务绩效和情境绩效均呈显著正相关。3.依恋焦虑可以正向预测情境绩效。4. 通过进一步分析,发现男性和女性在情境绩效和任务绩效上有所不同,说明性别在依恋关系和工作绩效之间起调节作用。     

责任心子维度与绩效的关系研究中存在的争议

在责任心及其子维度与工作绩效的关系研究中,研究者在下面四个方面还存在争议：1．责任心的结构定义,也就是责任心总维度包含哪些子维度？2．为什么子维度的信度系数比责任心总维度的低？3．对于具体的,较细的工作绩效效标,大维度还是小维度有更好的预测效度？4．用于检验哪一种预测源更有效的方法,计算简单相关系数还是增量效度？文章主要就这些问题进行讨论。     

大学生认知灵活性问卷的修订及初步使用

修订Martin等人编制的认知灵活性问卷并对我国大学生的认知灵活性进行测量。首先对366名大学生预测;然后对300名大学生正式测试;并对240名大学生进行效标效度研究;另外对785名大学生初步使用该问卷。结果表明：（1）中文修订版大学生认知灵活性问卷的项目区分度、Cronbachα系数、重测信度、结构效度和效标效度等心理测量学指标良好,可作为我国大学生认知灵活性的研究工具。（2）有社会实践经验大学生的认知灵活性显著高于无社会实践经验大学生;文科女生的认知灵活性显著高于理科女生。     

人事心理学中的效标研究

该文对人事心理学领域里的效标研究进行回顾,溉述了多重效标和合成效标及动态效标几个重要方面的研究成果,并提出了两个问题：（1）能否为不同的职务或职务群建立合适的效标体系;（2）根据效标的动态性,应定期或不定期地对效标体系进行修订。     

职业呼唤对工作绩效的影响：情绪调节和职业弹性的多重中介作用

为了考察职业呼唤、情绪调节、职业弹性与工作绩效之间的关系,采用问卷对479名企业员工进行调查。结果发现：（1）职业呼唤正向预测工作绩效,情绪调节和职业弹性在职业呼唤和工作绩效之间中介作用显著;（2）情绪调节、职业弹性依次在职业呼唤和工作绩效之间起链式中介作用。研究深化了人们关于职业呼唤关于工作绩效的作用机制的认识。     

管理者责任心和工作绩效关系的研究

本研究旨在探讨管理者责任心和工作绩效间的关系。通过对236名管理者施测自编的管理者责任心问卷和修订的工作绩效问卷,结果发现：(1)服务取向和可依赖性对人际促进的预测效果较好;(2)服务取向、个人品德和有计划性对任务绩效的预测效果较好;（3）个人品德、有计划性和成就取向对工作奉献的预测效果较好;(4)管理者责任心对关系绩效的预测高于对任务绩效的预测。     

中小学教师的情绪智力与工作成效:积极职业心态的中介作用

本研究采用自编积极职业心态问卷、情绪智力问卷及工作满意度问卷,对来自广东、湖北、湖南、陕西和广西五省的207名中小学教师进行调查,探讨中小学教师的积极职业心态与其情绪智力、工作成效类变量(工作满意度、组织承诺和工作绩效)的关系。结果表明:(1)中小学教师的积极职业心态与情绪智力、工作满意度、组织承诺和工作绩效均存在显著正相关;(2)中小学教师的情绪智力对其积极职业心态具有正向预测作用;(3)中小学教师的积极职业心态在情绪智力与工作满意度、组织承诺及工作绩效之间均起部分中介作用。总而言之,中小学教师的情绪智力通过其积极职业心态对工作成效类变量产生重要影响。     

等级效标分数的概率神经网络预测方法研究

针对基于统计学的等级效标分数预测存在的问题,提出了运用概率神经网络进行等级效标分数预测的方法。在20种条件下进行了计算机模拟实验,包括测验分数为单变量和多变量,以及各种水平的白噪声干扰条件,结果表明在测验分数为多变量的情况下,或者在有白噪声干扰的条件下,运用概率神经网络方法可以比统计学方法更好地对等级效标分数进行预测。     

Predicting negotiation skills

The purpose of this study was to validate a selection process that was designed to predict negotiation skills for a telephone collections job. First, a job analysis was performed (n=343) to identify the major functions and behavioral requirements of the job. Next, the test, a situational judgment inventory, was developed, and a concurrent criterion related validation study was completed (n=249). The criterion measures were supervisory ratings of performance. Validity coefficients ranged from r=.41 (p<.001) to r=.45 (p<.001). In conclusion, the situational judgment inventory was found an effective vehicle for measuring telephone negotiation skills.     

Predicting sales skills

The purpose of this study was to validate a selection process designed to predict sales skills for a telephone sales job. First, a job analysis was performed (n=213) to identify the major functions and behavioral requirements of the job. Next, the test, a situational judgment inventory, was developed, and a concurrent criterion related validation study was completed (n=236). The criterion measures were supervisory ratings of performance. Validity coefficients ranged from r=.16 (p<.01) to r=.24 (p<.001). In conclusion, the situational judgment inventory was found an effective vehicle for measuring telephone sales skills.Sincere thanks to Roz Lobus for her assistance in the earlier phases of this study.     

Predicting Performance with Contextualized Inventories,No Frame‐of‐reference Effect?

A recent meta‐analysis showed that contextualized personality inventories have incremental predictive validity over generic personality inventories when predicting job performance. This study aimed to investigate the differences between two types of contextualization of items: Adding an ‘at work’ tag versus completely modifying items. One hundred thirty‐nine pharmacy assistants from 29 pharmacies filled out a generic, a tagged, and a completely modified personality inventory. The assistants also provided participant reactions for each of the personality inventories. Performance ratings were collected from the supervising pharmacists. We expected to find incremental criterion validity for both the tagged inventory and the completely modified inventory for predicting job performance. However, the results showed an unexpected decrease in predictive validity for the contextualized inventories. Contextualized inventories were liked less than the generic inventory, but were considered somewhat more face valid and predictive by the participants.     

“Dark Side” Personality Styles as Predictors of Task,Contextual, and Job Performance

Many meta‐analyses and hundreds of primary studies have been carried out on the criterion‐oriented validity of personality measures for predicting job performance. The Five‐Factor Model of personality has been used as a frame for analyzing the empirical evidence. However, the research in industrial, work and organizational psychology has not examined the relationship between the dysfunctional tendencies of personality and the personality disorders as described in DSM‐IV (Axis II) Diagnostic and Statistical Manual of Mental Disorders and job performance. The present paper examines the relationship between job performance and the dysfunctional personality styles included in a non‐clinical personality inventory developed to assess personality tendencies related to the dysfunctional (normal) personality styles and the personality disorders in work settings. This inventory assesses 14 dysfunctional personality styles and was given to a sample of 85 applicants. The job performance was rated by the direct supervisor 8 months later, and three measures were obtained: task performance, contextual performance, and overall job performance. The results showed that the seven dysfunctional personality styles (suspicious, shy, sad, pessimistic, sufferer, eccentric, and risky) predicted the three measures of job performance. The egocentric personality style negatively predicted contextual performance. Finally, the submitted style predicted task performance. With the exception of the risky personality style, the rest of the styles mainly consisted of Neuroticism. Implications for the research and practice of personnel selection are discussed.     

Does Acquisitive Self‐Presentation in Personality Self‐Ratings Enhance Validity? Evidence from two experimental field studies

The aim of the present research was to demonstrate that acquisitive self‐presentation in personality scales is not a barrier to their criterion‐related validities in human resource contexts, but rather a means to improve them. A pilot study (Study 1) with 96 job incumbents provided preliminary positive evidence. In Study 2, in the experimental group (n=99), the instructions asked job incumbents to work on a Big‐Five personality inventory (BFI‐K) as if they took part in a personnel selection procedure for a personally very attractive position. In the control group (n=93) of Study 2, job incumbents were asked to answer the inventory items honestly. As expected, the correlation between the self‐ratings of the motive to get along (i.e., which comprises emotional stability, conscientiousness, and agreeableness) and contextual performance assessments was significantly higher in the experimental group than in the control group in Study 2. Additionally, the correlation between the self‐ratings of the motive to get ahead (i.e., which comprises extraversion and openness to experience) and task performance and leadership assessments was significantly higher in the experimental group than in the control group in Study 2. It is proposed that responding to a personality inventory in a human resource decision situation should be conceptualized as a workplace simulation.     

Using the BIDR to Distinguish the Effects of Impression Management and Self‐Deception on the Criterion Validity of Personality Measures: A Meta‐Analysis

Although the use of personality tests for personnel selection has gained increasing acceptance, researchers have raised concerns that job applicants may distort their responses to inflate their scores. In the present meta‐analysis, we examined the effects of the two dimensions of social desirability, impression management and self‐deception, on the criterion validity of personality constructs using the balanced inventory of desirable responding (BIDR). The results indicate that impression management and self‐deception did not create spurious effects on the relationship between personality measures and performance, nor did they function as performance predictors. Moreover, removing the influence of impression management or self‐deception from personality measures did not substantially attenuate the criterion validity of personality variables. Implications of the results and directions for future research are also discussed.     

Shall we continue or stop disapproving of self-presentation? Evidence on impression management and faking in a selection context and their relation to job performance

The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.     

Is the Political Skill Inventory Fit for Personnel Selection? An Experimental Field Study

The political skill inventory (PSI) assesses social effectiveness in organizations by self‐reports and has demonstrated strong evidence of validity. It was the purpose of this experimental field study to investigate construct and criterion‐related validity of the PSI when used under conditions of personnel selection. In the experimental group (n=102), the instructions asked job incumbents to work on the PSI, a social desirability scale, and a Big‐Five personality inventory as if they took part in a personnel selection procedure for a personally very attractive position. Additionally, they were asked to report yearly income. In the control group (n=110), job incumbents were asked to answer the items honestly. As expected, in both conditions, the PSI did not correlate with social desirability, but it correlated positively with extraversion, conscientiousness, and income, and negatively with neuroticism, thus demonstrating construct and incremental criterion‐related validity under both conditions. Implications and limitations are discussed.