情境式與行為描述式結構性面談之比較研究

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柯惠鴻(Hui-Hung Ke) 查詢紙本館藏

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人力資源管理研究所

論文名稱

情境式與行為描述式結構性面談之比較研究
(The comparison of situnational and behavior-description structured interview)

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摘要(中)

論文內容提要：
人力資源管理所普遍運用的「選、育、用、留」領域中，「選才」是一切人力資源管理的基礎，企業組織一旦錄用不適任的人力，不僅會造成企業資源的不當分配，對員工的工作生涯發展而言，更是造成無可彌補的損失，一個好的甄選活動的重要性可見一斑。而面談法一般被認為是最常被使用的甄選工具之一，99%的組織在甄選過程中會使用面談的某些形式，由於它在整個甄選過程中，常常是比重最大的決定因素，因此在甄選時就不得不重視它最後所得出的結果。
但綜觀國內外學者的研究，對於面談效度的探討大多是以企業界的人力資源實務為背景，甚少以教育界做為出發點。而教育是百年大計，直接影響國家競爭力，尤其是高等教育在終身學習與學習社會建構的全球思潮影響下，更是國家經濟發展的重要指標，因此它的重要性不容小覷。
傳統的入學面談焦點集中於申請者的個人資料、假設的情境問題及自我的評估項目，申請者容易經由練習而回答或反應出主試者所要的正確答案，因此傳統面談法對於核心技能方面只能蒐集到很少的資訊，甄選到的人才並不一定真的能勝任或適合這個系所。本研究為了改善傳統的面談缺點，將以選拔適當就讀人才及建立有效度的結構式面談為初步目標，把面談過程及內容結構化，設計出一套適用於招生面談的結構式題型，幫助系所建立篩選標準，以達到公平客觀的目的，並讓日後的面談行為更有依據。

關鍵字(中)

★ 結構式面談
★ 行為描述式面談
★ 情境式面談
★ 同時效度

關鍵字(英)

★ structured interview
★ situnational interview
★ behavior-description interview
★ concurrent validity

論文目次

第一章緒論………………………………………………………………………1
第一節研究動機………………………………………………………………… 1
第二節研究目的………………………………………………………………… 4
第二章文獻探討………………………………………………………………… 5
第一節甄選面談………………………………………………………………… 5
第二節結構式面談………………………………………………………………14
第三節情境式面談與行為描述式面談…………………………………………18
第四節工作績效…………………………………………………………………21
第五節效標關聯效度……………………………………………………………23
第三章研究方法…………………………………………………………………25
第一節研究流程…………………………………………………………………25
第二節研究工具…………………………………………………………………26
第三節研究程序與方法…………………………………………………………31
第四章研究結果…………………………………………………………………37
第一節樣本特性…………………………………………………………………37
第二節相關分析…………………………………………………………………39
第三節單因子變異數分析………………………………………………………41
第四節迴歸分析…………………………………………………………………44
第五章結論與建議………………………………………………………………59
第一節研究結論與結果討論……………………………………………………59
第二節管理意涵…………………………………………………………………62
第三節研究限制…………………………………………………………………64
第四節後續研究建議……………………………………………………………65
參考文獻………………………………………………………………………………66

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指導教授

房美玉(Meiyu Fang)

審核日期

2005-7-1

推文