评价中心的构想效度和结构模型

采用多质多法和验证性因素分析的方法，对以无领导小组讨论、文件筐和人格测验构成的一个评价中心的构想效度和结构模型进行了研究。通过对136名被试在四个测评维度上的施测，其结果表明，在评价中心中会聚效度低于区分效度，影响评价中心测评结果的主要因素是测评方法而不是测评维度，从而得到了一个以测评方法为潜变量的评价中心结构模型。从该结构模型来看，评价中心之所以起作用是由于其多个测评方法(情景)的结果。表明测评情景对于构建评价中心有着至关重要的作用。

THE CONSTRUCT VALIDITY AND STRUCTURE MODELING OF ASSESSMENT CENTER

In this study, we used multitrait multimethod matrices and confirmatory factor analysis to examine the construct validity or structural models of a set of instruments making up an assessment center (AC). The AC consisted of three exercises tapping multiple performance dimensions. The three exercises included leaderless group discussions, in basket exercises, and personality questionnaires. One hundred and thirty six employees were assessed on four ability dimensions using these exercises. The convergent validity was found to be lower than the discriminant validity. These and other results suggest that AC ratings on various ability dimensions across multiple exerciese are situation specific rather than dimension specific. That is, the latent factors underlying AC ratings represent method but not trait dimensions.