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題 名 | 應徵者與在職者在多分題人格測驗的作答差異之研究:試題層次與試題組合層次的分析=Response Variation on Polytomous Personality Measures between Applicants and Incumbents: Analyses on Item-Level and Item-Composite Level |
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作 者 | 賴姿伶; 余民寧; | 書刊名 | 人力資源管理學報 |
卷 期 | 15:4 2015.12[民104.12] |
頁 次 | 頁91-120 |
專 輯 | 研究方法專刊 |
分類號 | 179 |
關鍵詞 | 人格測驗; 差異試題功能; 多元計分試題; 非參數程序; 測量恆等性; Personality assessment; Differential item functioning; Polytomous items; Non-parametric procedure; Measurement equivalence; |
語 文 | 中文(Chinese) |
中文摘要 | 由於大部分的人格測驗是自陳量表,因此應徵者對於人格測驗是否會有意圖地作假,一直是個 很重要的研究議題。本研究綜合運用試題反應理論(IRT)的差異試題功能(DIF)分析方法和多群 組驗證性因素分析(MCFA),從試題層次、試題組合層次、和量表層次,探討比較應徵者和在職 者在社會期許量表和人格測驗中作答反應差異,進而剖析作假的本質。研究發現:在試題層次,應 徵者的得分並非全然比在職者高,且DIF 分析結果顯示不論是人格測驗或社會期許量表中,皆有一 些題目為應徵者傾向於高估,而另有一些題目為在職者傾向於高估,此現象使得在試題組合層次, 兩組各自形成其獨特的作答反應組型;在量表層次,跨群組的因素結構恆等性檢定結果顯示不同樣 本群組的因素結構皆有差異。最後針對研究結果,提出實務應用和研究方法的建議。 |
英文摘要 | The question of whether applicants respond to self-report personality measures differently when responding for selection purposes has been a crucial concern for decades. This study conducted an item response theory (IRT) based differential item functioning (DIF) procedure and multi-group confirmatory factor analysis (MCFA) to investigate item-level, item-composite level and scale-level response variations on polytomous Likert-type personality scales between applicants and incumbents, and thereby analyzed the essence of applicant faking. The results indicated that: (a) in the item level, applicants did not constantly score higher than incumbents; (b) several items exhibited differential item functioning, however, because DIF items did not systematically function with bias toward a particular group, therefore lead to specific response patterns for the two groups in the item-composite level; (c) results of MCFA showed that the personality factor structures are different across groups in the scale level. Implications based on the study findings are also discussed. |
本系統中英文摘要資訊取自各篇刊載內容。