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題名 | 心理測驗納入國家考試之可行性探討=Feasibility Assessment of Incorporating Psychological Testing in National Examinations |
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作者姓名(中文) | 鄭夙珍; 林邦傑; | 書刊名 | 國家菁英 |
卷期 | 5:4 2009.12[民98.12] |
頁次 | 頁73-84 |
專輯 | 甄選與專技人員考試 |
分類號 | 573.44 |
關鍵詞 | 心理測驗; 性向測驗; 人格測驗; 工作適配; Psychological test; Aptitude test; Personality test; Job-fit; |
語文 | 中文(Chinese) |
中文摘要 | 心理測驗列為國考選才歷程之構想,符合遴選最適人才之選才新思維;不僅能探知傳統考科無法提供之認知能力與人格特質之相關資訊,更能藉由多元方法交叉檢證結果,互補不足,更全面評估應考者。本文探討心理測驗(人格測驗)列為選才工具之相關議題,包括心理測驗為不精確科學之爭議、人格測驗容易做假的隱憂、及人格測驗可能違反人權之探討。 本文並提出多項心理測驗列入國考之三項配合要件,包括(1)以選才職業之工作分析為基礎,(2)具高品質信效度及常模之發展、及(3)完備之測驗測謊機制。除以上三點為國考列入心理測驗之必要條件外,另在進行過程中,宜善用多元評量方法、重視測驗倫理、考量目前與未來法律的可能規範,並宜注意試辦之階段性(如可先實施認知測驗,再施行人格測驗)、良好信效度之測驗發展不易,宜重視測驗的安全性等。 前瞻思維需妥適規劃方能實踐。期待「最適選才」之願景能在大家共同努力下,一步步達成。 |
英文摘要 | Adopting psychological tests as part of selection process in public sector has become a much debated issue. Psychological tests not only provide complementary information from traditional examination, but also serve a useful tool to verify the outcome from various sources. Best of all, by adding extra information, we are able to know job-seeker from a more holistic point of view, and lead to a better chance to can the employee best-fitting to the job. This article explores the related issues when applying psychological tests in the employee selecting process, including the argument that psychological testing is not a direct measure; the possible“ faking”factor in taking personality tests; and that personality tests might be violating human rights. To implement psychological tests into the employee selection process, there are three required tasks: First, the developed tests should be based on job analysis of the target position. Secondly, the tests should not be short of high quality of reliability and validity and normconstruction. Also, a well-developed anti-faker protection mechanism should be deployed to maintain the integrity of the psychological tests. In addition, several reminders were discussed for the implementation phase of the process. The concept of selecting best fit person has replaced the traditional concept of selecting the best person. It was hope that by the application of psychological tests in the selecting process, we are moving forward to realizing the vision of selecting best-fit employee. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。