CAJ | 학술논문

人格测验的参照情境效应是指，在一般人格测验的基础上，设置某种特定的参照情境，进而使测验的效标关联效度得以提高的现象。在过去十余年里，参照情境效应的考察重心从早期的效度证据搜集逐渐转向内部机理的探讨。研究耆试图通过参照情境与效标的逻辑关联、参照情境的被试问变异及被试内变异来解释现象背后的测量学原理。在构念层面则提出“人格和角色认同层级模型”，以此说明参照情境效应的人格机制问题。未来研究可从参照情境的操作范式、参照情境效应的调节机制等方面继续寻求突破。
인격측험적삼조정경효응시지，재일반인격측험적기출상，설치모충특정적삼조정경，진이사측험적효표관련효도득이제고적현상。재과거십여년리，삼조정경효응적고찰중심종조기적효도증거수집축점전향내부궤리적탐토。연구기시도통과삼조정경여효표적라집관련、삼조정경적피시문변이급피시내변이래해석현상배후적측량학원리。재구념층면칙제출“인격화각색인동층급모형”，이차설명삼조정경효응적인격궤제문제。미래연구가종삼조정경적조작범식、삼조정경효응적조절궤제등방면계속심구돌파。
The Frame-of-Reference （FOR） effect on personality tests refers to a kind of phenomenon that if a specific reference context is set for a plain personality test, the criterion-related validity of this test will be improved. In the past ten years, the focus of the FOR effect studies has gradually shifted from collecting validity evidence to probing its internal mechanism. The psychometric principle of the FOR effect is that various reference inconsistency in subjects＇ reaction courses, including the between-person variability and the within-person inconsistency of the FOR, will be reduced, when a concordant FOR matching with criterion is provided. It also reflects that the relation between the contextualized personality constructs and the relevent criterion variables is closer to nomological network. According to Wood＇s Personality and Role Identity Structural Model, the origin of that relation is from the mediating mechanism of ＂general personality →contextualized personality → role behavior＂. In practice, personnel assessment experts can use that conclusion, set proper FORs for personality tests, and thus improve the effectiveness of assessment tools. We see three avenues for future studies. First, on the FOR operational paradigm, researchers can incorporate the context priming paradigm into the text induction to promote ecological validity. Secondly, researchers can probe into the moderating variables of FOR, such as the individual difference variables like self-monitoring, and the cultural factor. Thirdly, future research should expand subjects, and test the FOR effect in job applicants group. Pending future studies on those aspects, one should be careful to apply any improved measures in assessment, according to the FOR effect.