人事选拔中作假的内涵及测量方法

作假普遍存在于人事选拔各个阶段,并对最终选拔结果造成影响.研究者对于作假的内涵界定有较大差异,主要是由于研究者对作假结构、变异来源和作假水平有不同理解.根据不同作假定义可衍生出多种作假测量方法,常用的有基线差值法、认知模式法、嵌入量表法和行为模式法四类.从测量指标、次数和内容三个方面分析归纳这四类测量方法,其作假识别效用与选拔中作假测量的可行性各异.今后的研究应完善现有作假测量方法,开发作假动机测量工具,加强作假的过程性控制研究,并深入探索作假的个体差异.

Implications and Measurements of Faking in Personnel Selection

Faking is universal among all stages of personnel selection and will finally lead to unreliable selection. The implication of faking varies from researchers to researchers due to their different understanding of faking structure, source of variation and level of faking. Many faking measurements derive from these different definitions, among which baseline offsets, cognitive pattern, inserted scales and behavior monitoring are the most commonly used ones. In this paper, the four methods are classified in terms of indicators, frequencies and contents, whose effectiveness and practicability in personnel selection varies. Future studies should focus on improving extant methods, developing new methods to measure faking motivation, enhancing the study on procedural control of faking behavior and delving into individual differences in faking.