履历数据测评的效度分析

履历数据是人员测评的重要手段, 但其组织情景性限制使得国外同类工具不能适用于国内人事选拔, 国内也缺乏实证研究验证其信度、效度。本研究结合某通信企业的招募选拔工作, 开发履历数据分析工具, 选取250名应聘者的履历数据、一般认知能力、大五个性和面试结果数据, 通过效标关联效度、增量效度思想, 分析履历数据有效性。结果表明, 以面试结果为效标, 履历数据具有良好的效标关联效度, 与其他测评工具组合使用时有良好的增量效度。     

Les manifestations comportementales de l'habilitation au travail : développement d'un cadre conceptuel et d'un instrument de mesure

Despite a strong interest for empowerment in business organizations, specific conceptual framework and measurement instruments do not exist to assess in a behavioural way if employees are really empowered. First, based on a literature review and interviews with twenty managers, seven behavioural indicators associated with empowerment have been identified and integrated in a theoretical framework distinguishing three investment areas (task, group, organization) and two types of contributions (assuring efficacy or improving efficiency). Second, questionnaires based on this framework have been administrated to 374 employees and their immediate supervisors. Factor analyses that have been performed showed a five-factor solution comparable for the self-report version and the version completed by the supervisor. Strengths and limitations of the new measurement instrument as well as the new research possibilities are discussed.     

人才派遣员工的心理契约管理

人才派遣新型就业用工形式在我国迅速发展,随着人才派遣员工规模不断扩大,人才派遣员工管理逐渐成为理论和实践领域面临的一个现实课题。本文从人才派遣员工心理契约特征分析入手,提出了派遣员工心理契约管理的意义,以及树立新的组织心理契约管理观念、重视派遣员工心理契约的形成管理和过程管理、重视派遣员工心理契约管理的差异化、探索对派遣员工的有效激励模式和规范人才派遣机构的管理行为和用人单位的使用行为等管理思路。     

Psychological hardiness predicts successful selection in a law enforcement special operations assessment and selection course

We studied the predictive effects of psychological hardiness on successful selection in a United States federal tactical law enforcement assessment and selection (A&S) program. Seventy‐one male experienced law enforcement personnel participated in a week‐long, physically and psychologically rigorous A&S course. Dispositional Resilience Scale (DRS‐15) Total Hardiness scores predicted selection in this select sample. Age and cognitive ability moderated the predictive effects of psychological hardiness such that hardiness predicted selection in younger candidates and candidates with higher cognitive ability. Similar findings were obtained for DRS Commitment. DRS‐15 Control facet also differentiated selection in this sample but the predictive effects did not hold when age and cognitive ability were controlled. Findings extend the application of the DRS‐15 to law enforcement personnel selection and highlight the importance of examining moderating effects of psychological hardiness.     

效度概化的理论研究述评

效度概化（validity generalization：VG）是心理测量理论和元分析的结合体,也是元分析在人事测评领域的重要应用。它深刻地挑战了人事测评效度的情景特异论,在工业与组织心理学的发展历程当中具有里程碑意义。该文系统地介绍了效度概化理论的逻辑思路、主要模型、关键理论语与应用,以及研究趋势。     

Job stress in university,corporate, and military personnel

The Job Stress Survey (JSS) was administered to large samples of university and corporate employees and senior military personnel. Differences in the perceived severity, frequency of occurrence, and overall level of occupational stress were evaluated for individuals working in these settings. Gender differences in job stress and the factor structure of the JSS were also evaluated. Two occupational stress factors were identified, Job Pressure and Organizational Support, which were remarkably stable for males and females and for individuals working in university, corporate, and military settings. Corporate employees reported higher levels of perceived severity of job stress than the other groups, whereas military personnel reported that they more frequently experienced almost all of the job stress events. No overall differences were found for the three groups in the JSS Job Stress Index.     

Relationships between college performance and success as an Army officer

This study investigated the relationships between both academic and nonacademic indices of college success and four indices of occupational success of Army officers. Subjects were 103 U.S. Military Academy graduates from the Class of 1962. Criteria were gathered 6 and 10 years after graduation, and multiple regression results indicated that three of the four criteria were significantly predicted. Results also showed that a leadership rating received the most weight in the equations, and that academic grades can contribute significantly to the prediction of officer success. Grades in physical education and tactics received nonsignificant weights in all but one case.     

Trust in hybrid human-automated decision-support

Research has examined trust in humans and trust in automated decision support. Although reflecting a likely realization of decision support in high-risk tasks such as personnel selection, trust in hybrid human-automation teams has thus far received limited attention. In two experiments (N₁ = 170, N₂ = 154) we compare trust, trustworthiness, and trusting behavior for different types of decision-support (automated, human, hybrid) across two assessment contexts (personnel selection, bonus payments). We additionally examined a possible trust violation by presenting one group of participants a preselection that included predominantly male candidates, thus reflecting possible unfair bias. Whereas fully-automated decisions were trusted less, results suggest that trust in hybrid decision support was similar to trust in human-only support. Trust violations were not perceived differently based on the type of support. We discuss theoretical (e.g., trust in hybrid support) and practical implications (e.g., keeping humans in the loop to prevent negative reactions).     

Multiple,speeded assessments: Initial evidence on subgroup differences and applicant perceptions

Recently, shorter assessments have emerged as potential alternatives for more resourceful traditional selection approaches. Multiple, speeded assessments (MSAs) represent such an alternative. In MSAs, candidates participate in a large number of short (a maximum of 5 min), behavioral simulations in which they face a variety of job situations. Initial psychometric evidence on the validity of MSAs is promising. Yet, validity represents only one piece of evidence. It is not known whether MSAs disadvantage specific subgroups, which may inhibit diversity. There is also no information on candidates' experience of going through an MSA, which is pivotal for the attractiveness of the organization's selection process. Therefore, this study investigates an MSA in terms of subgroup differences (gender and nationality) and applicant perceptions. Master of Business Administration (MBA) students (N = 96) proceeded through 18 short role-plays sampling junior management situations. Score differences between men and women were negligible. Yet, there were large score differences between national citizens and foreigners. There was no evidence for predictive bias for nationality, though. Of the applicant reaction measures, interpersonal treatment perceptions contributed most to overall fairness perceptions. These findings add to the evidence in support of MSAs, while also stressing to remain vigilant for potential score differences among subgroups.