管理胜任力面试测评有效性的实证研究

摘要

The effectiveness of the interview about competency assessment depends upon the effective matching between:characteristics of the management job in question;the structural degree of the in-terview and its question form;and the judgesability to make adequate assessment. Through combining semi-structured interviews with behavioral test,the interview panel made of researchers,senior man-agement and the head of the personnel department will interview the candidates applying for the senior and junior positions of the management. From the perspective of convergent validity,discriminant va-lidity and predictive validity,we conduct an empirical research on the method of improving the validity of the interview for the competency assessment. The result shows that the convergent validity and dis-criminant validity of evaluation are. 647 and. 431 respectively. In terms of the coincidence degree to which the evaluation results match the final comprehensive evaluation results,the predictive validity is 94%. Taking as the criteria whether the candidates get promoted in two years or their direct superiorsassessment of their performance,the overall prediction is more effective and the predictive validity of competency assessment in the case of the middle-senior positions is better than that of the senior man-agement positions.%　　管理胜任力面试测评的有效性，取决于被试待测胜任力相关的管理工作的岗位特征、面试测评的结构化程度与问题组织形式及评委的测评能力三者的有效匹配与组合.采用半结构化面试与行为试题结合的方式，通过由研究人员、用人单位高层管理人员及用人单位人事主管组成的面试小组对待聘高层及中高层管理人员的胜任力进行测评，从会聚效度与区分效度、预测效度两个方面对提高管理胜任力面试测评有效性的方法进行了实证研究，研究表明，测评的会聚效度与区分效度分别为0.647及0.431.以测评结果与最后综合评定结果之间的符合程度表示的预测效度总体为94%；以被试录用2年内是否得到晋升或其直接上司对其工作绩效的评定为效标时，预测总体较为有效且对中高层管理岗位胜任力测评的预测效度要好于高层管理岗位.