企業透過各種人事甄選方法挑選出能提升組織競爭優勢的優秀人才，而心理測驗因具有客觀、科學、成本低等特色，逐漸被企業運用於人事甄選中。本研究以人力資源和管理顧問公司、專業測驗出版社提供企業在甄選時使用的心理測驗為對象，蒐集測驗訊息並予以分類、歸納，並依據評鑑測驗的標準，檢視這些測驗資訊能否符合標準化測驗中的編製原則和評鑑標準。
研究主要為透過網際網路蒐集資料，所蒐集的測驗資訊概分為一般性資訊、技術性資訊、實用性三大類，調查結果發現三類測驗資訊中，與測驗品質相關的技術性資訊最為缺乏。而目前市面上適用於甄選的心理測驗，提供最多的類型是人格測驗，且經營就業媒合之管顧公司具備發展甄選用心理測驗之優勢。

Through varying personnel selection methods, corporations have obtained top minds that own the abilities to promote the companies’ competitiveness. Among these methods, psychological tests, due to their characteristics of being objective, scientific and low-cost, have been adopted by more and more employers. This paper is to examine whether the content of these tests conforms to the standards for evaluating standardized tests. The examination is done by analyzing tests materials collected from human resource consulting companies and professional psychological test publishers.
The data used in this research come mostly from the Internet. They are classified into three categories: General information, technical information, and practical evaluation. Among the three, the amount of practical evaluation information, which relates mainly to the quality of a test, is the least. My survey shows that personality tests are the major development tests of human resource consulting companies and professional psychological test publishers, and that human resource consulting companies have got the advantage of developing psychological tests.

第一章 緒論..........................................................................................................1
第一節 研究背景.....................................................................................................1
第二節 研究動機.....................................................................................................2
第三節 研究目的.....................................................................................................2
第二章 文獻探討.................................................................................................3
第一節 人事甄選方法.............................................................................................3
第二節 心理測驗在甄選上的運用.........................................................................8
第三節 企業應用心理測驗遭遇的問題...............................................................14
第四節 如何選擇心理測驗...................................................................................16
第三章 研究方法...............................................................................................21
第一節 研究範圍...................................................................................................21
第二節 研究方法...................................................................................................22
第三節 資料分析...................................................................................................25
第四章 結果分析...............................................................................................28
第一節 各測驗提供測驗資訊之分析...................................................................28
第二節 各測驗與測驗標準之比較.......................................................................38
第三節 整合的分析...............................................................................................46
第五章 研究結論與建議................................................................................50
第一節 討論...........................................................................................................50
第二節 實務意涵...................................................................................................52
第三節 研究建議...................................................................................................53
第四節 研究限制...................................................................................................54
參考文獻................................................................................................................55
附錄 人事甄選心理測驗調查結果.............................................................60

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