论'投射'技术在领导干部心理测验中的有效性

摘要

As a response to the scientific and normalized development of personnel work,psychological tests have been applied into the selection,management and evaluation of cadres more and more widely.However,the practical effect is not entirely satisfactory;in particular,the reliability and validity of tests on attitudes and motives are far from expectation.The main cause of this dilemma lies in the characteristic of self-report testing tools that are usually adopted in psychological tests for leading cadres:self-report tests are likely to induce the testees' psychological defense and cheat in the tests.Compare to self-report tests,the psychological projection technology has a higher applicability in disclosing the in-depth psychological structure.%基于人事工作科学化规范化发展的需要,目前,心理测验越来越广泛地应用于干部选拔、管理和考核工作中,但实践效果并不尽如人意,尤其是涉及态度、动机等要素的测验,其信度、效度均与预期相去甚远.造成这种困境的主要原因是领导干部心理测验多采用自陈式测验工具,而自陈式测验较易诱发被试者的心理防御并在测验中"作假",相较之下,心理投射技术在揭示深层心理结构方面具有良好的适用性.