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來源資料
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| 題 名 | 論心理測驗與國家考試=Psychological Test and National Examination |
|---|---|
| 作 者 | 陳皎眉; 黃富源; 孫旻暐; 李睿杰; | 書刊名 | 國家菁英 |
| 卷 期 | 7:1=25 2011.03[民100.03] |
| 頁 次 | 頁15-31 |
| 專 輯 | 建國100年之國家考試制度 |
| 分類號 | 573.44 |
| 關鍵詞 | 心理測驗; 國家考試; 信度; 效度; 人員甄選; Psychological test; National examination; Reliability; Validity; Personnel selection; |
| 語 文 | 中文(Chinese) |
| 中文摘要 | 目前國家考試主要以紙筆測驗評鑑應試者的專業知識,但一方面紙筆測驗的效、信度常受到質疑,另一方面,單以紙筆測驗是否能選出最適合特定職位的人選也常受到討論。因此,如何利用良好、多元的測驗方式甄選出最適合特定職務之人選,實為國家考試的核心議題。本文首先以行為樣本、標準化、客觀性概念定義心理測驗。其次說明依心理特徵來分類的不同測驗類型,包括智力測驗、性向測驗、成就測驗、人格測驗等,並探討心理測驗在人才甄選上的兩個重要用途:評鑑應徵者當前特性,與預測未來工作表現。最後討論評估心理測驗良窳的信度和效度,及如何使用心理測驗以挑選最適當的人才。信度指測驗結果的一致性,效度指測驗能夠測量到所欲測量特質的程度,其中效度又比信度更重要。測量效度(內容效度和構念效度)越高越能評鑑應徵者當前特性,決策效度(效標關聯效度)越高越能預測應徵者未來工作表現,因此,國家考試若於甄選過程中同時使用具備測量效度和決策效度的測驗,將更能選拔出適合特定職位的人才。 |
| 英文摘要 | National examinations mainly use written tests to evaluate candidates’ professional knowledge. But the reliability and validity of these tests are often questioned. While, whether written tests are able to select the most appropriate candidates is another question. The core issue of national examination, thus, is how to use diverse and valid tests to select the best candidates. This article first defines the psychological tests by behavior samples, standardization, and objectivity. Then, describes the different types of psychological tests with different psychological properties, and discusses the two main applications of psychological tests: evaluate candidate’s current characteristics, and predict their future work performance. Finally, the authors discuss how to estimate the reliability and validity in assessing the quality of psychological tests, and on how to use tests in selecting the best candidates. Reliability refers to the consistency of measurement, and validity is the extent to which the test measures what it claims to measure. Validity is more important than reliability. The higher the validity of measurement (content validity or construct validity), the more accurate it evaluates the candidate’s current characteristics. The higher the validity of decision (criterion-related validity), the better it can predict candidate’s future work performance. Therefore, decision-makers can select the best fit candidates by using tests that possess both validity of measurement and validity of decision. |
本系統中英文摘要資訊取自各篇刊載內容。