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运用全方格技术(repertory grid technology)进行实验室研究,提出并验证人事选拔决策过程中招募者对应聘者匹配评价的多层次构思模型。选取22名有经验的人事经理或人事部门人员对虚拟的应聘者进行配对比较,通过结构诱发的全方格技术获得人事选拔决策过程中招募者对应聘者匹配评价的四维度匹配内隐评价模型,且在区分人职匹配时,招募者更多的使用D-A匹配和N-S匹配作为评价标准,而在区分人与组织匹配时,招募者更多使用价值匹配和个性匹配作为对应聘者的评价标准。
The research is conducted in a laboratory using repertory grid technology, and a multi-level conception model of recruiter-candidate matching evaluation during personnel selection decision-making is proposed and verified. Select 22 experienced personnel managers or personnel department personnel to compare the virtual candidates, and obtain the four-dimensional matching implicit evaluation model of recruiter-candidate matching in the personnel selection and decision-making process through structure-induced omni-square technology , And recruiters use DA matching and NS matching more as evaluation criteria in distinguishing between occupations and jobseekers, whereas recruiters use value matching and personality matching as evaluation criteria for applicants when distinguishing between people and organizations .