Title page for 92427009


[Back to Results | New Search]

Student Number 92427009
Author Hui-Hung Ke(柯惠鴻)
Author's Email Address 92427009@cc.ncu.edu.tw
Statistics This thesis had been viewed 2663 times. Download 10 times.
Department Graduate Institute of Human Resource Management
Year 2004
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title The comparison of situnational and behavior-description structured interview
Date of Defense 2005-07-01
Page Count 71
Keyword
  • behavior-description interview
  • concurrent validity
  • situnational interview
  • structured interview
  • Abstract 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。
    Table of Content 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
    Reference 一、中文部分
    中華民國教育部--統計處網站,http://www.edu.tw。
    王貳瑞(1997)。間接人力資源管理,台北:五南。
    李原玫(2002)。以問題解決才能為基礎的結構式面談問題設計-以C公司Fab工程師為例,中央大學人力資源管理研究所第八屆研討會論文集。
    李慕華、林宗鴻譯(1996)。工商心理學導論,台北:五南。
    洪維賢(1997)。人力資源管理與發展,台中:國彰出版社。
    范揚隆(1995)。微觀面試行為之研究,東海大學企業管理研究所未出版之碩士論文。
    黃同圳(2002)。人力資源管理策略,人力資源管理的12堂課(全新修訂本),李誠等主編,天下文化。
    張萱儀(1996)。高科技公司研發人員組織公民行為之研究,國立中央大學人力資源管理研究所未出版之碩士論文。
    張仁勇(1997)。甄選面談結構式對應徵者反應之影響:中介歷程之探討,國立台灣科技大學企業管理系未出版之碩士論文。
    張世昌(1992)。面談目的、訊息組型對面談結果及決策之影響,國立政治大學心理學研究所未出版之碩士論文。
    陳正強(2000)。人力資源管理精論,台北:千華圖書出版事業有限公司。
    葛樹人(1991)。心理測驗學,台北:桂冠圖書公司。
    樊景立、鄭伯壎(1997)。華人自評式績效考核中的自謙偏差:題意、謙虛價值及
    自尊之影響,中華心理學刊,39,103-118.
    鄭紹成(1997)。服務業服務失誤、挽回服務與顧客反應之研究,中國文化大學國
    際企業管理研究所未出版之博士論文。
    藍鴻文(2002)。服務接觸中科技介入之影響—以網路教學為例,國立中山大學企業管理研究未出版之碩士論文。
    二、英文部分
    Andersson, B. & Stig-goran N. (1964) Studies in the realiablity and validity of the critical incident technique. Journal of Applied Psychology,48, 6: 398-403.
    Angelo, J. K., Chris, A. L., Peter, W. H. & Rodger, W. G. (1990) Interviewer predictions of applicant qualifications and interviewer validity :aggregate and individual analysis. Journal of Applied Psychology, 75:477-486.
    Arvey, R. D. (1979) Unfair discrimination in the employment interview: Legal and psychological aspects. Psychological Bulletin, 86:736-765.
    Arvey, R. D. & Campion, J. E. (1982) The employment interview: A summary and review of recent research. Personnel Psychology, 35:281-322.
    Arvey, R. D., Miller, H. E., Gould, R. & Burch, P. (1987) Interview validity for selecting sales clerks. Personnel Psychology, 40:1-12.
    Barrett, G.V., Phillips, J.S. & Alexander, R.A. (1981) Concurrent and predictive
    validity designs: A critical reanalysis. Journal of Applied Psychology, 66: 1-6.
    Bitner, M. J.(1990) Evaluating service encounter: The effects of physical
    surroundings and employee responses. Journal of Marketing, 54:69-82.
    Borman, W. C. & Motowidlo, S. J. (1993) Expanding the criterion domain to include elements of contextual performance. Personnel selection in organizations, San Francisco, Jossey-Bass: 271-362.
    Brouther, K. D. (2002) Institutional, cultural and transaction cost influences on entry mode choice and performance. Journal of International Business Studies, 33(2):203-223.
    Campion, M. A., Pursell, E. D. & Brown, B. K. (1988) Structured interviewing: Raising the psychometric properties of the employment interview, Personnel Psychology, 41(3):23-42.
    Campion, M.A., Campion, J.E. & Hudson, P.J. (1994) Structured interviewing:A note on incremental validity and alternative question types. Journal of Applied Psychology, 79:998-1102.
    Campion, J. E., Eyring, A. R. & Turban, D. (1995) Factors related to job acceptance decisions of college recruiter. Journal of Vocational Behavior, 47:193-213.
    Campion, M. A., Palmer, D. K. & Campion, J. E. (1997) A Review of Structure in the Selection interview, Personnel Psychology, 50:655-702.
    Campbell, D.T. & Fiske, D.W. (1959) Convergent and discriminant validation by the multitrait-multimethod matrix. Psychology Bulletin, 56:81-105.
    Campbell, J. P. (1990) Modeling the performance prediction problem in industrial and organizational psychology. Handbook of industrial and organizational psychology, Palo Alto, CA, Consulting Psychologists Press, 1: 687-732.
    Campbell, J. P., McHenry, J. J. & Wise, L. L. (1990) Modeling job performance in a population of jobs. Personnel Psychology, 43: 313-333.
    Carlson, R. E. (1972) The current status of judgmental techniques in industry. Paper presented at the symposium, Alternatives to Paper and Pencil Personnel, Testing, University of Pittsburgh.
    Dipboye, R.L. (1992) Selection interviews: Process perspectives. (Cincinnati: SouthWestern) 
    Dipboye, R. L. (1994) Structured and unstructured selection interviews: Beyond the job-fit model. In Ferris GR(Eds.),Research in personnel and human resources management: 12,79-123.Greenwich, CT.; JAI Press.
    Flanagan, J. C. (1954) The critical incident technique. Pshcological Bulletin,(51) 4:327-358.
    Gatewood, R. D. & Field, H. S. (2001) Human Resource Selection (5th). Orlando,FL: Harcourt College Published.
    Hakel, M. D. (1982) Employment interviewing. In Rowland Km Ferris GR(Eds). Personnel Management, 129-155. Boston: Allyn and Bacon.
    Harris, M. L. (1989) Reconsidering the employment interview:A review of recent literature and suggestions for future research. Personnel Psychology, 42:691-726.
    Huffcutt A. I. & Arthur W. (1994) Hunter & Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79:184-190.
    Huffcutt, A. I., Conway, J. M., Roth, P. L. & Klehe, U. (2004) The impact of job complexity and study design on situational and behavior description interview validity. International Journal of Selection and Assessment, 12(3), 262-273.
    Huffcutt, A. I., Weekley, J. A., Wiesner, W. H., Degroot, T. G. & Casey, J. (2001) Comparison of situational and behavior description interview questions for higher-level positions. Personnel Psychology, 54:619-643.
    Hough, L.M. (1998) Personality at work: Issues and evidence. In M. Hakel (Ed.),
    Beyond multiple choice: Evaluating alternative to traditional testing for selection. Hillsdale, NJ: Erlbaum Assoc. Inc.
    Janz, T. (1982) Initial comparisons of patterned behavior description interviews versus unstructured interviews. Journal of Applied Psychology, 67: 577-580.
    Janz, T. (1989). The patterned behavior description interview: The best prophet of the
    future is the past. In R.W. Eder and G.R. Ferris (Eds.), The employment interview:Theory, research, and practice ,158-168. Newbury Park, CA: Sage.
    Latham, G.P., Saari, L.M., Pursell, E.D. & Campion, M.A. (1980) The situational interview. Journal of Applied Psychology, 65:422-427.
    Latham, G.P. (1989). The reliability, validity, and practicality of the situational
    interview. In Eder RW, Ferris GR (Eds.), The employment interview: Theory,
    research, and practice, 169-182. Newbury Park, CA: Sage.
    Latham, G. P. & Skarlicki, D. (1995) Criterion-related validity of the situational and patterned behavior description interviews with organizational citizenship behavior. Human Performance, 8:67-80.
    Lockwood, A. (1994) Using service incidents to identify quality improvement
    Points. International Journal of Contemporary Hospitality Management,
    6:75-80.
    Lynn, U. & Don, T. (1965) The Selection Interview. Psychological Bulletin, 63:100-116.
    Marchese M. C. & Muchinsky P. M. (1993) The validity of the employment interview: A meta-analysis. International Journal of Selection and Assessment, 1:18-26.
    Mayfield E. C. (1964) The selection interview: A reevaluation of published research. Personnel Psychology, 17:239-260.
    McDaniel, M. A., Whetzel, D. L., Schmidt, F. L. & Maurer, S. D. (1994) The validityof employment interviews: A comprehensive review and meta-analytsis. Journal of Applied Psychology, 79:599-616.
    Meyer, J. P., Allen, N. J. & Smith, C. A. (1993) Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78: 538-551.
    Meyer, J. P., Paunonen, S. V., Gellatly, I., Goffin, R. & Jackson, D. (1989)
    Organizational commitment and job performance: It's the nature of the commitment that counts. Journal of Applied Psychology, 74: 152-156.
    Michael, M. H. (1989) Reconsidering the employment interview: A review of recent literature and suggestions for future research. Personnel Psychology, 42:691-726.
    Mitchell, T.R. (1985) An evaluation of the validity of correlational research conducted in organizations. Academy of Management Review, 10:192-205.
    Neal, S. (1976) Social and situational determinant of interview decision: Implication    
      for the employment interview. Personnel Psychology, 29:79-101.
    Nyquist, J. D. & Booms, B. H. (1987) Measuring services values form the
    consumer perspective. In C. Surprenant(eds.), Add Value to Your Services,
    Chicago: American Marketing Association, 13-16.
    Pulakos, E.D. & Schmitt, N. (1995) Experience-based and situational interview questions:Studies of validity. Personnel Psychology, 48:289-308.
    Reilly, R. R. & Chao, G. T. (1982) Vailidity and fairness of some alternative employee selection procedures, Personnel Psychology, 35:1-62.
    Salgado, J.F. & Moscoso, S. (1995) Validez de las entrevistas conductuales
    estructuradas [Validity of the behavior structured interview]. Revista de
    Psicologia del Trabajo y las Organizaciones, 11:9–24.
    Schmidt F. L. & Hunter J. E. (1998) The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124:262-274.
    Schmitt, N., Gooding, R.Z., Noe, R.A. & Kirsch, M. (1984) Meta-analyses of
    validity studies published between 1964 and 1982 and the investigation of study
    characteristics. Personnel Psychology, 37:407–422.
    Schmitt, N. (1976) Social and situational determinants of interview decisions: Implications for the employment interview. Personnel Psychology, 29:79-101.
    Searcy, C.,Woods, P.N., Gatewood, R.D. & Lance, C.E.(1993) The structured
    interview:A meta-analytic search for moderators. Paper presented at the 
    Society of Industrial and Organizational Psychology.
    Seijts, G. H. & Jackson, S. E. (2001) Reactions to employment equity programs and situational interviews: A laboratory study. Human Performance, 14(3):247-265.
    Smither, J. W., Reilly, R. R., Millsap, R. E, Pearlman, K. & Stoffey, R. W.(1993) Applicant reactions to selection procedures, Personnel Psychology, 46:49-76.
    Taylor, P. & Small, B. (2000) A meta-analytic comparison of situational and behavioral description interview questions. Paper presented at the 15th Annual Conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
    Taylor, P. & Small, B. (2002) Asking applicants what they would do versus what they did do: A meta-analytic comparison of situational and past behavior employment interview questions. Journal of Occupational and Organizational Psychology, 75:277-294.
    Tubre, T. C. & Collins, J. M. (2000) Jackson and Schuler (1985) revisited: a meta-analysis of the relationships between role ambiguity, role conflict, and job performance. Journal of Management, 26(1): 155-169.
    Ulrich, L. & Trumbo, D. (1965) The selection interview since 1949. Psychological Bulletin, 63:100-116.
    Viney, L. L. (1983) The assessment of psychological states through content
    analysis of verbal Communications. Psychological Bulletin,(94), 3:542-563.
    Wagner, R. (1949) The employment interview: A critical summary. Personnel Psychology, 2:17-46.
    Wiesner, W. H. & Cronshaw, S. F. (1988) A meta-analytic investigation of the
    impact of interview format and degree of structure on the validity of the employment interview. Journal of Occupational Psychology, 61,275-290.
    Wright, P. M., Lichtenfels, P. A.,& Pursell, L. D. (1989) The structure interview: Additional studies and a meta-analysis. Journal of Occupational Psychology, 62: 191-199.
    Yonge, K. A. (1956) The value of the interview: An orientation and a pilot study. Journal of Applied Psychology, 40:25-31.
    Advisor
  • Meiyu Fang(房美玉)
  • Files
  • 92427009.pdf
  • disapprove authorization
    Date of Submission 2005-07-01

    [Back to Results | New Search]


    Browse | Search All Available ETDs

    If you have dissertation-related questions, please contact with the NCU library extension service section.
    Our service phone is (03)422-7151 Ext. 57407,E-mail is also welcomed.