博碩士論文 etd-0907106-154020 詳細資訊


[回到前頁查詢結果 | 重新搜尋]

姓名 段美玉(Mei-yu Tuan) 電子郵件信箱 sunny@bctest.ntnu.edu.tw
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 94學年第2學期
論文名稱(中) 台灣市面販售用於人事甄選之心理測驗的比較研究
論文名稱(英) A Comparative Study of Psychological Tests Used in Personnel Selection in Taiwan
檔案
  • etd-0907106-154020.pdf
  • 本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
    請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
    論文使用權限

    電子論文:校內校外完全公開

    論文語文/頁數 中文/85
    統計 本論文已被瀏覽 5675 次,被下載 10647 次
    摘要(中) 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。
    摘要(英) 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.
    關鍵字(中)
  • 常模
  • 效度
  • 信度
  • 人事甄選方法
  • 心理測驗
  • 智力測驗
  • 性向測驗
  • 人格測驗
  • 興趣測驗
  • 關鍵字(英)
  • Psychological tests
  • Personnel selection methods
  • Reliability
  • Validity
  • Aptitude test
  • Intelligence test
  • Interest test
  • Personality test
  • 論文目次 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
    參考文獻 一、中文部分
    104人力銀行(2000),企業需求職能及甄選方式調查報告,http://www.104hr.com.tw/hr/vip_heart.htm
    王家玲、黃同圳(2001),甄選工具效度之驗證與應用―以M公司為例,國立中央大學「第七屆企業人力資源管理實務專題研究成果發表會」
    危芷芬(2005),心理測驗,台北:雙葉書廊有限公司
    吳佳儒、鄭晉昌(2006) ,職業興趣量表之建立─以K專案為例,國立中央大學人力資源管理研究所研討會論文
    吳復新(2003),人力資源管理─理論分析與實際應用,台北:華泰文化
    房美玉(2002),儲備幹部人格特質甄選量表之建立與應用─以某高科技公司為例,人力資源管理學報,第二卷第一期,001-018
    林珊如(2004),與測驗相關之概念及定義,http://sunnylin74.cte.nctu.edu.tw/data/course/92_first/Syla2004.ppt
    邾亦為(2002),電子相關產業研發人員創新人格特質研究-強迫選擇題項式人格量表之建構,國立中央大學人力資源管理研究所未出版碩士論文
    徐漢宏(2003),電子產業研發人員創新思考風格量表之建構,國立中央大學人力資源管理研究所未出版碩士論文
    張思綺(2004),工作價值觀與工作績效關係之研究,國立中央大學人力資源管理研究所未出版碩士論文
    張思綺(2004),工作價值觀與工作績效關係之研究,國立中央大學人力資源管理研究所未出版碩士論文
    張裕隆(1997),心理測驗在組織中的運用,國魂,615:76-79
    郭生玉(1990),心理與教育測驗,台北:精華書局
    陳彰儀、張裕隆(1993),心理測驗在工商企業上的運用,心理測驗的發展與應用─中國測驗學會成立六十週年慶論文集,中國測驗學會主編,心理出版社,台北,137-153
    曾素雲(2001),工作團隊中工作價值觀、團隊特性與團隊績效之相關研究,國立中山大學人力資源管理研究所未出版碩士論文
    黃廷賢(2001),台灣上市上櫃公司人力資源管理功能活動之調查研究,國立台灣科技大學管理研究所未出版碩士論文
    黃靖雅、黃同圳(2002),強化人才甄選之工具―以K電子公司為例,國立中央大學「第八屆企業人力資源管理實務專題研究成果發表會」
    經濟部(2004),中小企業白皮書,http://www.moea.gov.tw/
    葛樹人(1999),心理測驗學,台北:桂冠圖書股份有限公司
    廖文銘(2005),台灣高科技產業員工工作價值觀與工作績效之研究,國立中央大學人力資源管理研究所未出版碩士論文
    鄭勝泰(2002),人格特質對工作績效影響之探討-以某運輸服務業之T公司為例,國立中央大學人力資源管理研究所未出版碩士論文
    鄧國宏(2000),主管管理才能評鑑量表之建立與信、效度分析-以某商銀為例,國立中央大學人力資源管理研究所未出版碩士論文
    謝榮桂(1999),高科技研發人員創造力人格評鑑量表與系統之建立—以資訊與半導體業為例,國立中央大學人力資源管理研究所未出版碩士論文,
    簡茂發(1987) ,心理測驗與統計方法,台北:心理出版社
    二、英文部分
    Barrick, M. R., Mount, M. K., & Judge, T. A.(2001)Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection & Assessment, 9(1/2): 9-31
    Bohlander, G., & Snell, S. (2004). Managing human resources. (13th ed.). Ohio: South-Western.
    Callender, J. C., & Osburn, H. G. (1951). Testing the constancy of validity with computer-generated sampling distributions of the multiplicative model variance estimate: Results for petroleum industry validation research. Journal of Applied Psychology, 66: 274-281.
    Chaplin, W. F. 1997. Personality, interactive relations, and applied psychology. In Hogan, R., Johnson, J. and Briggs, S.(Eds), Handbook of personality psychology, San Diego, CA: Academic Press, pp.873-92
    Gatewood, R. D. & Field, H. S. (2001). Human resource selection(5th ed.). Orlando, FL: The Harcourt, Inc.
    Grimsley, G. & Jarrett, H. F.(1975). The relation of past managerial achievement to test obtained in the employment situation: Methodology and results-II.
    Grimsley, G. & Jarrett, H. F. (1975). The relation of past managerial achievement to test measures obtained in the employment situation: Methodology and results - II . Personnel Psychology, 26, 31-48.
    Guion, R, M., & Gibson, W. M. (1988). Personnel selection and placement. Annual Review of Psychology. 39, 349-374.
    Hogan, R. T. (1991). Personality and personality measurement. In M. Dunnette and L. Hough(Eds.). The handbook of industrial and organizational psychology(2nd ed.) Palo Alto, CA: Consulting Psychologists Press.
    Holland, J. L.(1985). The self-directed search, professional manual. Odessa, FL: Psychological assessment resources.
    Holland, J.L. (1986). New directions for interest testing. In B.S. Plake & J. C. Witt(Eds.), The future of testing(pp. 245-267). Hillsdale, NJ: Erlbaum.
    Hough, L. M., Oswald, F. L.(2000). Personnel selection: Looking toward the future-remembering the past. Annual Review of Psychology. 51:631-664
    Hunter, J, E., Hunter, R. F. (1984). Validity and utility of alternate predictors of job performance. Psychological Bulletin. 96, 72-98
    Hunter, J. E., & Hunter, R. F.(1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin, 96, 72-98.
    Kluckhohn, C. K. M.,1951. Values and orientations in the theory of action. In T. Parsons & E. Shils(Eds.), Toward a general theory of action(pp. 388-433). Cambridge, MA: Harvard Univ. Press.
    Mason, E. J., & Bramble, W. J. (1978). Understanding and conducting research: Application in education and the behavioral sciences. N. Y.: McGraw-Hill.
    Michael K. M., & Murray R. B., 1998. Five reasons why the “Big five” article has been frequently cited. Personnel psychology, 51: 849-857.
    Muchinsky, P. M. (1999). Psychology applied to work. (6th ed.)Belmont, CA:Wadsworth/Thomson Learning.
    Murphy, K. R. (1996). Individual differences and behavior in organizations: much more than “g”. in Murphy, K. R.(Ed.), Individual differences and behavior in organizations. San Francisco, CA : Jossey-Bass, pp. 3-30
    Noll, V. H., Scannell, D. P., & Craig, R. C. (1979). Introduction to educational measurement. (4th ed.) Boston: Houghton Mifflin.
    Ones, D. S., & Viswesvaran, C.(2001). Integrity tests and other criterion-focused occupational personality scales (COPS) used in personnel selection. International Journal of Selection & Assessment, 9(1/2), p31, 9p
    Ones, D. S., Visweveran, C., & Schmidt, F. L. (1993). Comprehensive meta-analysis of integrity test validities: Findings and implications of personnel selection and theories of job performance. Journal of Applied Psychology, 78, 679-703.
    Parry, B. S., (1998). Just what is a competency?, Training, 35(6), 58-64
    Robertson, I. T. & Smith, M. (2001). Personnel selection. Journal of Occupational Organizational Psychology. 74, 441-472.
    Rokeach, M., (1973). The nature of hunman values. New York: Macmillan.
    Salgado, J. F. (1997). The 5-factor model of personality and job performance in the European community. Journal of Applied Psychology, 82(1), 30-43.
    Salgado, J.F. (1999). Personnel selection methods. In C. L. Cooper & I. T. Robertson(Eds.), International Review of Industrial & Organizational psychology. New York: Wiley.
    Schmidt, F.L., Gast-rosenberg, I & Hunter, J.E. (1980). Validity generalization results for computer programmers. Journal of Applied Psychology, 65, 643-661.
    Schmidt, F. L., & Hunter, J. E.(1998). The validity and utility of selection methods in personnel psychology: practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262-274.
    Schmidt, F. L., Hunter, J. E., Pearlman, Kenneth. (1979). Further tests of the Schmidt-Hunter Bayesian validity generalization procedure. Personnel Psychology, 32, 257-281.
    Schmidt, F. L., & Hunter, J.(2004) General mental ability in the world of work : occupational attainment and job performance. Journal of Personality and Social Psychology, 86(1), 162-173.
    U.S. Department of Labor. (1999). Testing and assessment: An employer’s guide to good practices. http://wdr.doleta.gov/opr/fulltext/document.cfm?docn=6032 (2006/3/4)
    口試委員
  • 黃振聰 - 召集委員
  • 陳以亨 - 委員
  • 任金剛 - 指導教授
  • 口試日期 2006-07-26 繳交日期 2006-09-07

    [回到前頁查詢結果 | 重新搜尋]


    如有任何問題請與論文審查小組聯繫