跨文化人力資源管理-

Lecture

Seven

SelectionReview

the

last

lectureThe

Importance

of

SelectionWhat

are

some

notion

or

device

related

selection,

in

otherwords,

what

are

the

selection

standards?List

the

selection

methods

or

types

of

tests,

what

are

theirrelative

advantages

and

disadvantages.Some

issues

about

selectionOne

important

technique

of

test-InterviewThe

Importance

of

SelectionPurpose:

toselect

the

best

or

Highly

QualifiedCandidatesLinking

Selection

to

Competitive

AdvantagePerformance:

improving

productivityReducing

costsAvoid

the

legal

issues

such

as

Culturally

DiverseWorkforce

and

To

Prove

the

employers

have

compliedwith

EEOC

Laws

(Equal

Employment

OpportunityCommunities)Negligent

hiringSelection

Method

Standards

forEvaluation

PurposesReliabilityValidityGeneralizabilityUtilityLegalityBusiness

schoolXISUReliabilityReliability

is

the

degree

to

which

a

measure

ofphysical

or

cognitive

abilities,

or

traits,

is

freefrom

random

error.The

correlation

coefficient

is

a

measure

of

thedegree

to

which

two

sets

of

numbers

are

related.A

perfect

positive

relationship

equals

+1.0A

perfect

negative

relationship

equals

-

1.0Knowing

how

scores

on

the

measure

at

one

timerelate

to

scores

on

the

same

measureat

anothertime

refers

to

test-retest

reliability.BAI

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schoolXISU信度程度。因為只有 的數(shù)據(jù)，進行分析所的、有效的。信度具有測量結(jié)果的穩(wěn)定性、性。一致性越高，信度越高。一般將信度分為：信度是指測量的得到的結(jié)論才是可靠性或可重測信度和一致性信度（折半信度、a系數(shù)、構(gòu)造信度）。a系數(shù)越接近1，信度越高。一般認為，該系數(shù)大于或等于0.7，認為其

一致性越高；在0.35-0.7之間，認為其 一致性普通；小于0.35則較低。本問卷的a系數(shù)為

，表明問卷信度較高。影響信度的誤差有兩類：系統(tǒng)誤差和隨機誤差。系統(tǒng)誤差指由于方

法不當?shù)日J為因素造成的誤差。如問卷題目設(shè)計不當或受訪者

沒有正確理解而回答有誤帶來的偏差、數(shù)據(jù)錄入

引起的偏差等。隨機誤差指測量時無法 的誤差，亦稱非系統(tǒng)誤差。在測量中，為了減少這兩種誤差，研究者做了大量工作，比如，問卷四易其稿，一次試調(diào)，兩次正式調(diào)研，對數(shù)據(jù)錄入員進行

培訓(xùn)，研究者親自做問卷的

與回收工作等。ValidityValidity

is

the

extent

to

which

performanceonthe

measure

is

associated

with

performance

onthe

job.Criterion-related

validation

is

demonstrated

bya

correlation

coefficient

that

indicates

asignificant

relationship

between

scores

on

theselection

measure

and

job

performance

scores.The

types

include:Predictive

validationConcurrent

validationContent

validationBAI

shaojun

2017 Business

school

XISU效度效度指測量工具能夠正確測量出所要測量問題的程度。測定效度就是要確認所收集的數(shù)據(jù)能否得到所要得到的結(jié)論、反映所要 的問題，同時也判定潛變量是否確定得合理。根據(jù)效度的定義，可以從四個方面進行度量：內(nèi)容效度、標準效度、結(jié)構(gòu)效度和共軛效度。內(nèi)容效度指測量工具內(nèi)容的適合性，即是否反映相要的全部內(nèi)容。如問卷是否能夠涵蓋所要研究問題的各個方面，如果能夠涵蓋，則具有良好的內(nèi)容效度。一般認為內(nèi)容效度是定性的判定，較為 ，可以采用德爾菲法。本問卷就內(nèi)容效度等方面分別請教了這方面的三位 進行了評估并根據(jù) 的意見反復(fù)進行了修改，形成了最終的 問卷。Criterion-Related

ValidityPredictiveConcurrentTIMETIMETestApplicantsMeasurePerformanceof

those

HiredMeasuretheirPerformanceTestExistingEmployeesBAI

shaojun

2017Business

school

XISUContent

ValidationContent

validation

is

performed

bydemonstrating

that

the

items,

questions,

orproblemsposed

by

the

test

are

a

representativesample

of

the

kinds

of

situations

or

problems

thatoccur

on

the

job.Best

for

small

samplesContent

validity

is

achieved

primarily

through

a

processof

expert

judgement.BAI

shaojun2017Business

schoolXISUGeneralizabilityGeneralizability

is

the

degree

to

which

thevalidity

of

a

selection

method

established

in

onecontext

extends

to

other

contexts

such

as

differentsituations,

different

samples

of

people,

anddifferent

time

periods.Three

contexts

include:different

situationsdifferent

samples

of

peopledifferent

time

periodsBAI

shaojun2017BusinessschoolXISUUtilityUtility

is

the

degree

to

whichthe

information

provided

byselection

techniques

enhancesthe

effectiveness

of

selectingnel

in

organizations.It

is

impactedby

reliability,validity,

and

generalizability.BAI

shaojun2017Business

schoolXISULegalityAll

selection

methods

must

conform

to

existinglaws

and

legal

precedents.Three

acts

have

formed

the

basis

for

a

majority

ofthe

suits

filed

by

job

applicants:CivilRights

Act

of

1964

and

1991Age

Discrimination

in

Employment

Act

of

1967Americans

with

Disabilities

Act

of

1991BAI

shaojun2017BusinessschoolXISUCivil

Rights

Act

of

1991This

act

protects

individuals

from

discriminationbased

on

race,

color,

sex,

religion,

and

nationalorigin.The

1991

act

differs

from

the

1964

act

in

threedifferent

areas:It

establishes

employers'

explicit

obligation

to

establishneutral

selection

methods.Allows

a

jury

to

decide

punitive

damages.It

explicitly

prevents

the

use

of

race

norming

as

a

meansof

giving

preferential

treatment

to

protected

groups.BAI

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schoolXISUAge

Discrimination

in

EmploymentActCovers

individuals

who

arebetween s

of

40

and

69.Litigation

related

to

this

act

hassurged

because

of

t

eralaging

of

the

work

force

anddownsizing.There

is

no

protection

foryounger

workers.BAI

shaojun2017Business

schoolXISUAmericans

with

Disabilities

ActProtects

individuals

with

physical

or

mentaldisabilities.Reasonable modations

are

required

by

theorganization

to

allow

the

disabled

to

performessential

functions

of

the

job.An

employer

need

not

make modations

that

causeundue

hardship.Restrictions

on

preemployment

inquiries.BAI

shaojun2017Business

schoolXISUExecutive

OrdersExecutive

Order

11246

parallels

the

Civil

RightsAct

of

1964

but

goes it

by:requiring

affirmative

action

to

hire

qualified

protectedgroup

applicants,

andallowing

the ernment

tosuspend

all

business

withacontractor

while

an

investigation

is

going

on.The

Office

of

Federal

Contract

Compliance(OFCC)

issues

guidelines

and

monitorscompliance.BAI

shaojun2017BusinessschoolXISUMethods

of

SelectionWhat

arethe

Methods

of

Selection?What

are

their

Pros

and

Cons

or

benefit

and

drawbacks?Methods

of

SelectionCognitivePhysicalality

or

motivation

or

interestsachievementTypes

of

Selection

MethodsGeneral

abilitiesSpecific

abilitiesGeneral

abilitiesIQ

tests

are

tests

of

General

in lectual

abilitiesSuch

as

Gardner’s

Multi-in ligence

TheorySpecific

abilitiesIt

refers

totwo

meaningsalityThe

“Big”

FiveprojectiveTypes

of

Selection

MethodsHonesty

Testsand

Drug

TestsWork

SamplesalityInventoriesCognitive

Ability

TestsPhysical

AbilityTestsReferences

andBiographical

DataInterviewsHRBAI

shaojun2014Business

schoolXISUManagement

Assessment

CentersThe

in-basketLeaderless

group

discussionManagement

gamesOther

Selection

MethodsA

cognitive

ability

test

differentiates

candidateson

mental

ability. Abilities

most

commonlyassessed

are:verbal

comprehensiontative

abilityreasoning

abilityality

inventories

categorize

individuals

bytheir ality

characteristics.Work

samples

simulate

the

job

in

miniaturizedform.BAI

shaojun2017Business

schoolXISUHonesty

TestsThe

Polygraph

Act

of

1988banned

the

use

of

polygraph

testsfor

private

companies

exceptpharmaceutical

and

securityguard

rs.Paper-and-pencil

honesty

testingattempts

to

assess

the

likelihoodthat

employees

will

steal.Since

these

tests

are

new,

there

islittle

evidence

on

their

effectiveness.BAI

shaojun2017Business

schoolXISUDrug

TestsDrug-use

tests

tend

to

be

reliable

and

valid.The

major

controversies

are

whether

drug

testsrepresent

an

invasion

ofprivacy,

an

unreasonable

search

and

seizure.or

a

violation

of

due

process.Tests

should

be

administered

systematically

to

allapplicants

applying

for

the

same

job.Testing

is

likely

to

be

more

defensible

when

there

aresafety

hazards

associated

with

the

failure

to

perform.Test

results

should

be

reported

to

the

applicant,

who

shouldhave

an

opportunity

to

appeal

and

be

re-tested.BAI

shaojun2017Business

schoolXISUOther

Selection

MethodsReferences

and

Biographical

data

gather

backgroundinformation

on

candidates.Physical

ability

tests

are

relevant

for

predicting

not

onlyjob

performance

but

occupational

injuries

and

disabilities.Types

of

physical

ability

tests

include:muscular

tension,

power,

and

endurancecardiovascular

enduranceflexibilitybalancecoordinationBAI

shaojun2017Business

schoolXISUOther

Selection

MethodsGraphologySubstance

Abuse-drugsIssues

in

the

Process

of

SelectionDevelop

the

Managers’

Skills

inthe

SelectionLegal

issuesEthical

issuesInterviewsSelection

interview