人格和人员选择:超越自我报告和线性关系
Filip Lievens1, Jinyan Fan2, Jingyi Li2
1Singapore Management University, Lee Kong Chian School of Business, Singapore.
Current opinion in psychology
|June 15, 2025
概括
本综述探讨了招聘人格评估的新方法,如情境判断测试 (SJT) 和多评审者反,超越传统调查,更好地将人格与工作绩效联系起来.
科学领域:
- 工业和组织心理学 工业和组织心理学
- 人力资源管理 人力资源管理
- 组织行为 组织行为
背景情况:
- 人格评估是人员选择的基石.
- 传统的自我报告库存在预测工作表现方面存在局限性.
- 最近的研究探索了对人格测量的创新方法.
研究的目的:
- 审查员工选择人格评估的最新进展.
- 检查自我报告人格指标的替代方案.
- 探索人格特征和工作表现之间的非线性关系.
主要方法:
- 关于情境判断测试 (SJT) 的文献综述.
- 评估中心 (AC) 对人格评估的练习的分析.
- 检查多级反框架的研究.
- 调查超越线性人格-表现模型的研究.
主要成果:
- 像SJT和AC这样的替代方法显示出改善人格评估的潜力.
- 多级框架为个人差异提供了全面的视图.
- 非线性模型可以提供更细致的理解个性对表现的影响.
- 这些方法在选择环境中增强了人格测量的有效性.
结论:
- 替代性人格评估方法比传统的自我报告库存提供了有希望的进步.
- 这些较新的方法为人格与绩效的联系提供了更丰富的理解.
- 对SJT,AC和多级框架的进一步研究是有必要的,以优化人员选择.
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