应聘者的选拔标准识别能力对人事选拔效果的影响

应聘者对选拔标准的识别能力(ability to identify criteria, 简写为ATIC)是指个体在参与测评的过程中, 正确识别评价标准的能力, 现有测量选拔标准识别能力变量的主要方式有被试自评和研究者评分两种。众多研究发现, 选拔标准识别能力对应聘者的表现有促进作用, 它可以解释选拔的预测效度并影响其结构效度。当公开选拔标准, 提高透明度, 消除选拔标准识别能力个体差异的影响之后, 选拔的预测效度会降低, 而且对应聘者的成绩和选拔的结构效度也有影响, 但目前有关研究的结果并不统一。未来研究应关注选拔标准识别能力与其他构念的关系、完善测量方法、探索它在其他人事选拔手段中的作用, 并继续考察改变选拔标准识别能力对人事选拔的影响。

The Impact of Candidates’ Ability to Indentify Criteria on Personnel Selection

The ability to identify criteria (ATIC) is defined as a person’s ability to correctly identify the performance criteria in an evaluative situation. There are two ways of measuring ATIC currently, candidates self-report and rater scoring. Many researches have found that ATIC has a positive effect on candidates’ performance, it explains the selection’s criterion validity and influences the construct validity. When the criteria is exposed to candidates, the selection’s transparency is enhanced and the impact of ATIC’s individual differences is removed, resulting in the decrease of the selection’s criterion validity, while the effect on candidates’ performance and the construct validity is uncertain. Future research should frame ATIC in the broader literature, improve its measurement, and explore ATIC’s role in other selections and the effect of changing ATIC on personnel selections.