CAJ | 학술논문

目的：基于北京协和医院招聘工作实践，对管理实习生结构化面试的信度和效度进行分析，以期为改进医院行政管理人员招聘工作提供借鉴。方法：运用有关统计学方法对通过医院管理实习生招聘一面并参加了二面的所有88名应聘者的面试成绩进行分析。结果：（1）除形象与修养、抗压与应变能力与其他测量要素不一致外，总体内部一致性信度及评委间信度较好；（2）总体效标关联效度较低（r=0.21）。结论：结构化面试中测量要素的设计要遵循内涵明确和可操作性原则，评价标准要尽量明确和细化。同时，对面试评委应进行适当培训。
목적：기우북경협화의원초빙공작실천，대관리실습생결구화면시적신도화효도진행분석，이기위개진의원행정관리인원초빙공작제공차감。방법：운용유관통계학방법대통과의원관리실습생초빙일면병삼가료이면적소유88명응빙자적면시성적진행분석。결과：（1）제형상여수양、항압여응변능력여기타측량요소불일치외，총체내부일치성신도급평위간신도교호；（2）총체효표관련효도교저（r=0.21）。결론：결구화면시중측량요소적설계요준순내함명학화가조작성원칙，평개표준요진량명학화세화。동시，대면시평위응진행괄당배훈。
Objective: To provide reference for recruitment of hospital administrators by analyzing the reliability and validity. Methods:Interview results of 88 applicants were analyzed by relevant statistics analysis. Results (1) the interview had decent overall intramural consistency validity and inter-rater reliability except that the image and culture and the adaptability and resistance capacity were not consistent. (2) the criterion-related validity(r=0.21)was actually general. Conclusions: It was proved that measurements for structured interview should be designed under the principles of definitude intension and operability, and meanwhile, judges should be properly trained.