| 面试中的AIM问题及改进对策 |
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| 引用本文： | 吴广清,石金涛.面试中的AIM问题及改进对策[J].心理科学,2005,28(4):952-955. |
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| 作者姓名： | 吴广清 石金涛 |
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| 作者单位： | 上海交通大学管理学院,上海,200052 |
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| 摘 要： | 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。
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| 关 键 词： | 面试 AIM问题 “印象控制”模式 主观偏见 应聘者 |
The Problem of AIM and Countermeasure for Improvement in Interviews |
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| Wu Guangqing,Shi Jintao.The Problem of AIM and Countermeasure for Improvement in Interviews[J].Psychological Science,2005,28(4):952-955. |
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| Authors: | Wu Guangqing Shi Jintao |
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| Abstract: | Interview is a useful method for enterprises, governments and other non-profit organizations in the selection of talented people. The level of difficulty is increasing along with their experience in interview. Using the conception of AIM for reference, the papar explores how to overcome the interviewer's prejudice, the bias of first impression and Interview order, in order to increase the validity and reliability of interview. |
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| Keywords: | interview talent selection applicant impression management |
| 本文献已被 CNKI 维普 万方数据 等数据库收录！ |
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