CAJ | 학술논문

面试是人才甄选中最常用的测量工具。大量研究证实，面试的预测效度比较理想，但不同类型面试的预测效度存在差异。虽然能够证实面试的预测效度较好，但对面试的测量构想却知之甚少。研究面试的构想效度，对于提高面试的递增效度有着重要的实践价值。相对人格成分而言，以往研究对面试能够测量到认知成分形成了更加一致地认识。
면시시인재견선중최상용적측량공구。대량연구증실，면시적예측효도비교이상，단불동류형면시적예측효도존재차이。수연능구증실면시적예측효도교호，단대면시적측량구상각지지심소。연구면시적구상효도，대우제고면시적체증효도유착중요적실천개치。상대인격성분이언，이왕연구대면시능구측량도인지성분형성료경가일치지인식。
Interview is the most widely used measurement tool in human resources selection. A large quantity of studies have confirmed that interview had an ideal predictive validity which varied from different types of interview. Though the predictive validity of interview has been confirmed, we still have not much idea about which constructs being measured by interview. It does have some practical value to enhance the incremental validity by studying the construct validity of interview. Compare to measuring the personality components, previous studies on interview had a more coherent understanding of measuring the cognitive components.