多面Rasch模型理论及其在结构化面试中的应用

针对影响面试效度的各种误差来源,该文引入了一种新颖的面试结果处理方法：多面Rasch模型。这一模型在结构化面试中的应用不但有利于有效测量被试的能力水平,而且为识别问题评委、进一步完善评分规则、实现面试等值等问题都提供了全新的解决思路。文章在对结构化面试信、效度研究进展进行综述的基础上,介绍了多面Rasch模型的理论及其在结构化面试中的应用框架。     

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。     

结构化面试预测效度的贡献成分分析

以情境面试和行为面试为主要形式的结构化面试,被广泛证明能够预测员工绩效,但其构念效度一直没被清晰地证明.面试的结构性、应聘者印象管理行为、动机、认知能力和人格特征等成分对结构化面试的预测效度都有积极贡献,这种对结构化面试预测效度贡献成分的分析有助于认清结构化面试的构念效度.未来的研究需关注结构化面试构念是否以人际技能为主,以及人际技能、动机、认知能力各自所占比重.     

基于胜任特征的结构化面试初探

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。     

面试中的AIM问题及改进对策

面试、尤其是结构化面试是企业、政府机关及一些非盈利性组织选拔人才的最常用的工具。随着应聘者的面试经验增加,面试选拔优秀人才的难度也在增加。本文借鉴国外“印象控制”（AIM）概念,就如何克服主试者的主观偏见、第一印象偏见、次序对比偏见等面试误差、提高面试的信度和效度作了探索。     

效度概化：预测效度元分析的30年成果述评

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     

面试考官的权重策略对评分和录用的影响

从个体水平研究面试考官的有效性是面试研究的一个热点问题．本研究对面试考官权重策略的类型及类型的比较进行了实证研究。研究运用线性规划策略捕捉方法,分析了公务员考试中28名考官在结构化面试和无领导小组讨论中的权重策略,研究了权重策略对评分和录用的影响,结果发现：（1）在结构化面试中存在三种策略,在无领导小组讨论中存在两种策略,这些策略大部分是规范的（符合评分规则的要求）,它们会随面试情景发生变化;（2）权重策略影响了考官的评分区分度和最终考生的录用结果,规范性策略具有较高的区分度和录用预测效度。研究最后对结果的理论和实践意义进行了讨论。     

结构化面试中面试官的评分及影响因素

结构化面试是人事选拔中采用的主要评价方法之一。解释结构化面试过程中面试官和应聘者行为反应的理论观点有社会互动理论、拟剧论、行为一致性观点、特质激活理论等。一个完整的结构化面试可以划分为关系建立、题目问答和分数评定三个阶段。在结构化面试中, 面试官的行为从观察、获取、分析、回应应聘者的各种表现信息, 形成初始印象, 到参照面试评分标准评分等, 经历了一系列相互影响的心理过程。影响面试官评分的主要因素包括面试设计因素和考官自身等内部因素, 以及应聘者因素、面试环境因素等外部因素两个方面。结合应聘者反应, 探索面试官评分的心理机制是今后结构化面试研究的突破点。     

人事测评中的概化理论应用

概化理论是现代心理与教育测量理论之一,可应用在各种人事测评中,如表现性评价、多源评估、心理测验、结构化面试、水平测试、工作分析、评价中心等.与经典测量理论相比,概化理论应用于人事测评,表现出较强的优势,能够同时考察多种因素、确定多个维度权重等,其应用对象主要包括两大类,即企业和机构.概化理论应用于人事测评,存在应用领域、样本数据、测评效度和微观分析等问题.     

结构化面试中的评分一致性问题初探

面试由于其直观、灵活的方式及良好的效度而被广泛应用于各类组织机构的人员招聘与录用中。但在多个评分员对一个应试者的面试中 ,评分员间的评分一致性问题是一个关键问题。本文以中央国家机关某部二组评分员对应试者的评分为研究对象 ,对国家公务员录用考试结构化面试中的评分员评分一致性问题进行了初步的探讨与分析。得到的结论如下 :1 .从总体上看 ,两组评分员的成员间在对应聘同一职位的不同应试者的评分在评分标准上是基本一致的 ;2 .不同的评分维度 (测评要素 )对评分员的评分一致性有不同的影响 ;3 .应试者在面试时的表现也会影响评分员的评分一致性 ;4.评分员有关面试的知识和经验水平对评分一致性也有重要的影响。     

Sorting the Liars from the Truth Tellers: The Benefits of Asking Unanticipated Questions on Lie Detection

We examined the effect of asking unanticipated interview questions on lie detection. We set up a room in which truth tellers (N = 40) performed five tasks. Liars (N = 40) observed the activity room through a window and were asked to generate a story in which they claim to have performed five tasks. The interview schedule included four thematically related pairs of questions. The first question of each pairing was easy for interviewees to anticipate, as it reflected how events are typically recalled. However, the second included a perspective shift (temporal or spatial), which made the question harder to anticipate. We also measured cognitive load via performance on an object sorting secondary task that interviewees undertook during interview. Compared with truth tellers, liars' verbal responses showed a greater decline in details across three out of four question pairs. Liars also sorted significantly fewer objects per minute on the secondary task. Copyright © 2012 John Wiley & Sons, Ltd.     

EXPERIENCE-BASED AND SITUATIONAL INTERVIEW QUESTIONS: STUDIES OF VALIDITY

This research compared the validity of two different types of structured interview questions (i.e., experience-based and situational) under tightly controlled conditions. The experience-based interview questions required that 108 study participants relate how they had handled situations in the past requiring skills and abilities necessary for effective performance on the job. Situational questions, administered to another group of 108 study participants, provided interviewees with hypothetical job-relevant situations and asked them how they would respond if they were confronted with these problems. The experience-based interview questions yielded higher levels of validity than the situational questions. Additional analyses showed that the interview added incrementally to the prediction of performance beyond the variance accounted for by a cognitive ability test. There were small differences in subgroup performance (White, Black, Hispanic, male, and female) on the experience-based interview, though it was equally valid for all subgroups.     

“I Know What You Want to Know”: The Impact of Interviewees' Ability to Identify Criteria on Interview Performance and Construct-Related Validity

The current study tested whether candidates' ability to identify the targeted interview dimensions fosters their interview success as well as the interviews' convergent and discriminant validity. Ninety-two interviewees participated in a simulated structured interview developed to measure three different dimensions. In line with the hypotheses, interviewees who were more proficient at identifying the targeted dimensions received better evaluations. Furthermore, interviewees' ability to identify these evaluation criteria accounted for substantial variance in predicting their performance even after controlling for cognitive ability. Finally, the interviewer ratings showed poor discriminant and convergent validity. However, we found some support for the hypothesis that the quality of the interviewer ratings improves when one only considers ratings from questions for which interviewees had correctly identified the intended dimensions.     

Identification of the targeted performance dimensions and self-promotion in interviews: investigations of uncharted waters

ABSTRACT

Previous research on interviewees’ ability to identify criteria (ATIC) found that interview performance is positively related to the degree to which interviewees identify the targeted performance criteria in a selection interview. Similarly, the use of self-promotion as an impression management tactic is also positively related to interview performance. The present study extended this research and used multilevel analyses to investigate whether intraindividual variation concerning identification of the performance criteria and the use of self-promotion is related to within-person performance fluctuations across interview questions. Furthermore, we also tested whether correct identification of the performance dimensions moderates the effects of self-promotion behaviour on interview performance. In a simulated selection interview, we found that ATIC and self-promotion were indeed positively related to interview performance on the between-person level (i.e., for the entire interview). However, no moderator effect was found. Furthermore, on the within-person level interviewees’ performance was better concerning questions for which they were better at identifying the performance criteria but worse concerning questions for which they used more self-promotion. Thus, identification of the targeted dimensions and self-promotion have diverging effects on the level of specific interview questions. Finally, we discuss implications for research and practice.     

“The interviewer is a machine!” Investigating the effects of conventional and technology-mediated interview methods on interviewee reactions and behavior

Despite the growing number of organizations interested in the use of asynchronous video interviews (AVIs), little is known about its impact on interviewee reactions and behavior. We randomly assigned participants (N = 299) from two different countries (Switzerland and India) to a face-to-face interview, an avatar-based video interview (with an avatar as a virtual recruiter), or a text-based video interview (with written questions) and collected data on a set of self-rated and observer-rated criteria. Overall, we found that whereas participants reported more negative reactions towards the two asynchronous interviews, observer ratings revealed similar performance across the three interviews and lower stress levels in the two AVIs. These findings suggest that despite technology-mediated interview methods still not being well-accepted, interviewees are not at a disadvantage when these methods are used in terms of how well interviewees perform and how stressed they appear to external observers. Implications are discussed.     

Drop the Small Talk When Establishing Baseline Behaviour in Interviews

The present experiment investigated the behavioural patterns of interviewees when comparing their baseline behaviour, prior to the interview, with their behaviour during the investigative interview. Similar to what has been advised in the police literature, the truthful baseline behaviour was established prior to the interview through non‐threatening questions. The investigative part of the interview then followed in which the interviewee was aware that they would be assessed on whether they were lying. During the investigative part, interviewees either discussed the job that they had (truth tellers, n = 128) or pretended to have (liars, n = 115). Findings revealed that both liars and truth tellers' behavioural patterns differed between the baseline behaviour and the investigative part of the interview. The findings suggest small talk should not be used as a baseline comparison with the investigative part of the interview when determining if the interviewee is being deceitful. An alternative way of using a baseline lie detection method, the comparable truth method, is discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Subject and Interview Characteristics Affecting Reliability of the Diagnostic Interview Schedule for Children

Despite the well-known difficulties in obtaining reliable and valid assessments of child psychopathology, investigators generally have not examined the influence of factors such as subject characteristics or the specific assessment procedures themselves on the validity of the information obtained. To address these issues, this special section presents four studies of the Diagnostic Interview Schedule for Children, in which investigators examined the impact of a range of variables on the reliability of its symptom and diagnostic information. Factors studied include interview structural characteristics; question length, complexity, and placement within the interview; and interview subject characteristics. Overall findings suggest that interview and subject characteristics exert important influences on the data obtained, and that novel approaches, such as allowing subjects a greater role in the ordering of questions to be answered, may improve the precision and accuracy of such measures of children's psychopathology.     

Effects of discriminatory interview questions and gender on applicant reactions

Justice and signalling theory were used to explain the effects of discriminatory interview questions on applicant reactions. Participants were randomly assigned to a hypothetical interview condition with four, two or no discriminatory questions. Discriminatory questions had a significant negative effect on participant’s reactions to the interview and interviewer; perceptions of employee treatment; and intentions to pursue employment, accept a job offer, and recommend the organization to others. Participants also responded less favorably to a female interviewer, and female interviewees reported more negative perceptions. In addition, a sequential model was supported in which discriminatory questions had a negative effect on reactions toward the interview and interviewer; reactions were positively related to organizational attractiveness; and organizational attractiveness was positively related to intentions to pursue employment, accept a job offer, and recommend the organization.     

论数学问题解决中情境模型与问题模型的关系

情境模型与问题模型是数学问题解决研究中的两个重要概念,前者是对问题所述情境的日常化的定性表征,后者是基于图式知识对问题关键变量的数量关系表征。本文介绍了两种模型的发展历史以及目前存在的争议,并提出了未来研究需要解决的问题。     

Social intelligence and interview accuracy: Individual differences in the ability to construct interviews and rate accurately

This research examined differences in interviewers’ ability to identify effective interview questions and to accurately rate interviewees’ responses. Given the theoretical association between these interview activities and the construct of social intelligence (SI), a performance‐based measure of SI was developed utilizing situational judgment test methodology. The initial step was to examine evidence of the psychometric properties and construct validity of the new SI measure. The SI measure, a test of general mental ability (GMA), and a personality inventory were then used to examine aspects of rater performance. Participants chose a set of interview questions and viewed interviewee responses during a videotaped interview. Results showed that people higher in SI and GMA chose interview questions judged by experts to be superior and were more accurate in rating interviewee responses. The SI measure explained variance beyond GMA and outperformed a trait‐based SI measure. Implications for the selection and training of interviewers are discussed.