【作者】 支富华；

【导师】 樊琪；

【作者基本信息】 苏州大学 ， 应用心理学， 2003， 硕士

【摘要】 情境模拟是应用于人员选拔的一种有效方法。为了探索领导干部素质测评及选拔方法的多元化和更加科学化，国家有关部门正积极组织情境模拟方法的相关研究。案例分析便是其中的重要方式之一，为了探索一套案例分析在领导干部素质测评及选拔中的应用模式，更好地推动情境模拟方法的研究与应用，本研究从理论探究入手，以现场实验的方式对案例分析的应用模式进行了研究。 从理论探究总结出的案例分析的开发应用程序出发，以教育系统(主要是高校)的处级领导干部为对象，结合访谈、调查等，进行的现场实验研究结果表明： (1)案例分析的应用模式即开发应用程序为以下七大环节：职务分析及确立测评指标、收集案例素材、设计与编制案例(及问卷)、确定评分标准及记分方法、实施案例测试、培训评分人员及组织评分、检验案例分析的效果。案例的设计与编制和评分标准的确定是最为核心的两部分。此模式严谨、科学、可行。 (2)本研究设计出了三个案例组成的案例分析问卷，并从中总结了案例编制的原则、要点与矛盾；在评分标准和记分方法上，附有评分要点或行为特征界定的简化参照标准与二级记分法更实用；评分小组的人员组成最好包括心理学专家、经验专家和相关任用部门的人事专家。 (3)与效标(以自评为效标)存在显著相关的测评指标有分析能力、计划能力、预测能力、组织能力；从设计、评分及结果分析来看，人格素质指标比能力素质指标更难于考查，封闭式问题的信效度不太理想。 (4)案例分析的总体效果较好；问卷的信度良好，效度可以接受。心理学专家和有经验的管理者在少数指标上的评分存在差异；工作年限对被测者的某些能力素质有一定影响。更多还原

【Abstract】 Situation Simulation Test( SST) is an effective method in recruitment. In order to explore more scientific methods of assessment and selecting of government officers, the study of SST are being organized by some departments in our country. One of the methods of SST is Case Analysis(CA). To probe into an applied pattern that can push the study and application of SST forward in assessment and government officer selecting, starting from theory study, we have done a practical experiment for the applied pattern of C A.The study suggests:(1) There are 7 parts in the applied pattern of CA: job analysis and assessment factor ascertaining, case material collecting, case and case questionnaire designing, norm of assessment and way of rating ascertaining, case test administrating, the rater training and rating, effect of CA validating. Case designing and norm of assessment ascertaining are cores of the pattern. The pattern is preciseness, scientific, and practical.(2) A Case Analysis Questionnaire which includes three cases is designed in the study, and the principle, essential, and contradiction of case designing are summed up. Brief norm with assessment points and way of second-marking are more practical. The assessment group consisting of psychologists, experienced specialists, and human resource managers can do the job of assessment better.(3 ) Four indicators which are capacity of analysis, plan, forecast, and organization are significantly correlative with their criterions. It is more difficult to assess competences of personality than that of capacity.(4) Reliability of the questionnaire of CA is good, validity is also acceptable. The statistic difference of some indicators is significant between psychologists and experience specialists. Years of work affect some capacities of testee to some extent更多还原