應徵者與在職者在多分題人格測驗的作答差異之研究：試題層次與試題組合層次的分析

Response Variation on Polytomous Personality Measures between Applicants and Incumbents: Analyses on Item-Level and Item-Composite Level

賴姿伶(Tzu-Ling Lai) ； 余民寧(Min-Ning Yu)

《人力資源管理學報》 15卷4期 (2015/12) Pp. 91-120

https://doi.org/10.6147/JHRM.2015.1504.04

摘要

由於大部分的人格測驗是自陳量表，因此應徵者對於人格測驗是否會有意圖地作假，一直是個很重要的研究議題。本研究綜合運用試題反應理論（IRT）的差異試題功能（DIF）分析方法和多群組驗證性因素分析（MCFA），從試題層次、試題組合層次、和量表層次，探討比較應徵者和在職者在社會期許量表和人格測驗中作答反應差異，進而剖析作假的本質。研究發現：在試題層次，應徵者的得分並非全然比在職者高，且DIF 分析結果顯示不論是人格測驗或社會期許量表中，皆有一些題目為應徵者傾向於高估，而另有一些題目為在職者傾向於高估，此現象使得在試題組合層次，兩組各自形成其獨特的作答反應組型；在量表層次，跨群組的因素結構恆等性檢定結果顯示不同樣本群組的因素結構皆有差異。最後針對研究結果，提出實務應用和研究方法的建議。

關鍵字

人格測驗 ； 差異試題功能 ； 多元計分試題 ； 非參數程序 ； 測量恆等性

並列摘要

The question of whether applicants respond to self-report personality measures differently when responding for selection purposes has been a crucial concern for decades. This study conducted an item response theory (IRT) based differential item functioning (DIF) procedure and multi-group confirmatory factor analysis (MCFA) to investigate item-level, item-composite level and scale-level response variations on polytomous Likert-type personality scales between applicants and incumbents, and thereby analyzed the essence of applicant faking. The results indicated that: (a) in the item level, applicants did not constantly score higher than incumbents; (b) several items exhibited differential item functioning, however, because DIF items did not systematically function with bias toward a particular group, therefore lead to specific response patterns for the two groups in the item-composite level; (c) results of MCFA showed that the personality factor structures are different across groups in the scale level. Implications based on the study findings are also discussed.

並列關鍵字

personality assessment ； differential item functioning ； polytomous items ； non-parametric procedure ； measurement equivalence

參考文獻

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