CAJ | 학술논문

以情境面试和行为面试为主要形式的结构化面试，被广泛证明能够预测员工绩效，但其构念效度一直没被清晰地证明。面试的结构性、应聘者印象管理行为、动机、认知能力和人格特征等成分对结构化面试的预测效度都有积极贡献，这种对结构化面试预测效度贡献成分的分析有助于认清结构化面试的构念效度。未来的研究需关注结构化面试构念是否以人际技能为主，以及人际技能、动机、认知能力各自所占比重。
이정경면시화행위면시위주요형식적결구화면시，피엄범증명능구예측원공적효，단기구념효도일직몰피청석지증명。면시적결구성、응빙자인상관리행위、동궤、인지능력화인격특정등성분대결구화면시적예측효도도유적겁공헌，저충대결구화면시예측효도공헌성분적분석유조우인청결구화면시적구념효도。미래적연구수관주결구화면시구념시부이인제기능위주，이급인제기능、동궤、인지능력각자소점비중。
The structured interview which is mainly composed of the situational interview and the behavioral interview, has been widely verified to be effective in predicting employees＇ performance, but its construct validity has not been clearly verified. The components of the interview structure, the applicants＇ impression management behavior, motivation, cognitive ability and psychological merits have positively contributed for the structured interview in predicting performance. The analysis on the components contributing to the predictive validity of the structured interview helps understanding the construct validity of the constructed interview. The future＇s orientations of the research are necessary to concern about whether interpersonal skill is measured by the structured interview, and to estimate the respective ratio of interpersonal skills, motivation and cognitive abilities in the constructs.