Validity of Stimulus and Response Components in a Video Test of Social Competence

Various stimulus components (video, orally-presented questions) and response components (multiple-choice, written, orally-given replies) of situational judgement tests of occupational social competency were investigated as to their impact upon the validity for a behavior-oriented role playing criterion while keeping test content constant. The stimulus component video alone had no impact upon validity. The response components contributed to validity. Validity increased with improved fidelity of response components. Concerning stimulus-response-combinations, the validity of two video tests (r = 0.17 and r = 0.36) was not higher than the validity of similar oral questioning (r = 0.13 and r = 0.37) but was significantly lower than a situational interview (r = 0.59). Response fidelity proved to be a bottleneck regarding validity of video tests. As a result, it is recommended that, in order to maximize validity of video and multimedia efforts, the developers of video- and multimedia tests focus special attention on response fidelity.     

大五人格理论与人事测评中的人格结构分析

本研究以工商企业人事选拔工作中参与实际测评的成人被试为研究对象,采用因素分析方法对中国成人人格的内隐结构进行了分析,并对所获取得主要特质因素与大五人格理论模型的关系和差别进行了探讨。     

我国中小学生心理健康服务从业人员及工作状况调查

该研究的目的是考察我国中小学生心理健康服务从业人员及专业工作的基本情况,并比较其地区差异,分析存在的问题。调查包括来自重庆、甘肃、辽宁、福建、湖北以及西藏等6个省市自治区的596名被试。研究采用自编问卷调查中小学生心理健康从业队伍情况及其专业工作情况。结果发现各地区之间发展确实存在不均衡的状况,辽宁、福建等东部发达地区从业人员专业化水平相对较高;西藏、甘肃等地区则相对较为落后,特别体现在人员结构不合理、职称待遇偏低、缺少专业培训等方面。     

Book Reviews

Schabracq, Marc J., Winnibst, Jacques A.M. and Cooper, Cary L., Handbook of Work and Health Psychology Bandura, Albert, Self-efficacy: the exercise of control Wiggins, Jerry S. The Five-Factor Model of Personality. Theoretical Perspectives Arredondo, Patricia, Successful diversity management initiatives: a blueprint for planning and implementation     

Plots, Personnel, and Relationships: More on the Introduction of Narrative Ideas in Human Service Organizations and Other Systems

In a follow-up to Juba (1997), the author suggests how a direct service practitioner can use Gustafson's (1992, 1995) concept of plot to help introduce narrative ideas within human service organizations and other systems. A general procedure is described and the concept is used to help practitioners develop specific strategies which may facilitate steps toward such introduction.     

人事筛选和挑选决策策略的比较

本研究采用了多特征决策研究中的过程追踪技术,对人事筛选和挑选决策的策略进行了单步跳转和多步跳转分析与比较。结果发现,在人事挑选时,被试更多采用基于方案的补偿性策略,并以有关合适人选的心理映像为标准做出决策;而筛选时更多采用基于特征的非补偿策略以减少认知负荷,同时,以方案间比较为目的的补偿性策略也更多使用。这些策略变化体现了决策者的认知适应性。     

Demonstrating the effect of context on order effects for an army air defense task using the patriot simulator

The results reported herein support the hypotheses that (1) situation-specific, contextual features of a task can cause people to use explanation-based reasoning (Pennington and Hastie, 1993); (2) such reasoning can cause experienced personnel, both individually and in two-person teams, to reinterpret the meaning of the same information when it is presented in two different ordered sequences; and (3) the result will be primacy or recency (or no) effects depending on whether the most recent conflicting information can be explained away or not, respectively. These results extend the belief-adjustment model proposed by Hogarth and Einhorn (1992), which does not address information reinterpretations, and always predicts recency effects for an evaluation task with a short series of conflicting information. More generally, the results demonstrate the importance of situation-specific, contextual features in understanding judgment processes. © 1997 John Wiley & Sons, Ltd.     

Using individual differences to predict job performance: correcting for direct and indirect restriction of range

The present study investigates the relationship between individual differences, indicated by personality (FFM) and general mental ability (GMA), and job performance applying two different methods of correction for range restriction. The results, derived by analyzing meta-analytic correlations, show that the more accurate method of correcting for indirect range restriction increased the operational validity of individual differences in predicting job performance and that this increase primarily was due to general mental ability being a stronger predictor than any of the personality traits. The estimates for single traits can be applied in practice to maximize prediction of job performance. Further, differences in the relative importance of general mental ability in relation to overall personality assessment methods was substantive and the estimates provided enables practitioners to perform a correct utility analysis of their overall selection procedure.