| 基于胜任特征的结构化面试初探 |
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| 引用本文： | 贾绪计 余嘉元. 基于胜任特征的结构化面试初探[J]. 社会心理科学, 2006, 21(4): 58-62,107 |
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| 作者姓名： | 贾绪计 余嘉元 |
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| 作者单位： | [1]南京师范大学心理系硕士研究生,210097 [2]南京师范大学教授博士生导师,210097 |
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| 摘 要： | 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。
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| 关 键 词： | 胜任特征 结构化面试 信度 效度 |
STRUCTURED INTERVIEW BASED ON COMPETENCY |
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| Jia Xuji, Yu Jiayuan. STRUCTURED INTERVIEW BASED ON COMPETENCY[J]. Science of Social Psychology, 2006, 21(4): 58-62,107 |
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| Authors: | Jia Xuji Yu Jiayuan |
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| Affiliation: | Nanjing Normal University, Nanjing 210097, China |
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| Abstract: | Structured interview based on competency is an optimal method of traditional structured interview, which have taller reliability and validity. This article discusses several aspects of structured interview based on competency, including its meanings, features, procedure and some matters needing attention in operation., which play an important role in optimization of structured interview and application of competency. |
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| Keywords: | competency structured interview reliability validity |
| 本文献已被 CNKI 维普 等数据库收录！ |
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