在自我有效性评估中发现潜在的面试官相关偏见:一项针对慢性疾病患者的研究
Magdalena Holter1, Alexander Avian2, Martin Weger3
1Institute for Medical Informatics, Statistics and Documentation, Medical University of Graz, Graz, Austria. magdalena.holter@medunigraz.at.
BMC psychology
|March 26, 2025
概括
在面试中进行自我有效性评估是可行的,即使患者的特征,如教育和收入可能导致轻微偏见. 一般自我效能度量 (GSE) 可以在经过培训的面试官中可靠地使用.
科学领域:
- 心理测量 心理测量
- 健康心理学 心理健康心理学
背景情况:
- 自我效能,一个人对自己的能力的信念,对于各种生活领域的积极结果至关重要.
- 精确测量自我效能是必不可少的,特别是在面试环境中,以避免偏见.
研究的目的:
- 在面试背景下使用德国一般自我效能度表 (GSE) 调查自我效能评估中的潜在偏见.
- 为了确定患者特征是否在自我有效性测量中引入差异性项目功能 (DIF).
主要方法:
- 一项涉及556名患有黄斑的门诊患者的横截面研究.
- 用德国一般自我效能度量 (GSE) 通过面试来衡量自我效能.
- 对不同患者的人口统计和健康状况的差异性项目功能 (DIF) 分析使用概率比 χ2 测试.
主要成果:
- 没有发现与面试官相关的显著DIF,这表明面试官偏见不是问题.
- 在教育,收入,工作状态和性别方面检测到轻微DIF,这表明与这些患者特征相关的小偏差.
- 具体项目显示了与教育 (1项),收入 (1项和3项),工作状态 (2项) 和性别 (3项) 相关的统一或非统一的DIF.
结论:
- 一般自我效能度量 (GSE) 可能可以在面对面的面试中提供相对无偏见的自我效能度评估.
- 经过培训的面试人员可以进行客观评估,尽管对某些患者特征检测到较小的DIF.
- 在临床面试环境中,GSE证明了可靠的自我有效性测量潜力.
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