員工甄選工具效標關聯效度驗證之研究 ─以A電子公司員工為實證樣本

A Study on the Criterion-Related Validity of Selection Methods: An Empirical Analysis on the A Company

何耀庭(Yao-Ting Ho)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2005年)

https://doi.org/10.6840/cycu200500238

摘要

摘要
於環境快速變動下，以往用以選擇人才的標準將逐漸失去指標性，過去的績效不代表日後的績效，適用於A組織的標準不代表適合B組織，企業必須開始注意到如何才能找出增進組織效用的員工，沒有所謂完美的員工，只有適合組織的員工，因此作為拔擢人才重要關卡之員工甄選，將變得格外重要。
整個甄選的目的是要提升組織競爭力，則組織應清楚何種甄選流程與工具能衡量出何種特質，而何種特質又是組織所需求的，以幫助組織選擇合適的員工。而如何在多樣的甄選工具裡，確認組織的真正需求，即是本研究的探討主軸。
則本研究乃以A電子公司作為實際分析之對象，針對其甄選測驗工具進行效標關聯效度之驗證，欲了解實務上於員工甄選階段之運作情形，尤其著重於員工之甄選測驗成績與其後工作績效表現之關聯性。因此本研究採用A電子公司於2003年所開始採用之甄選測驗工具包含智力測驗、英文測驗、職務契合度百分比、人格類型與職業興趣類型，2003年至2004年上半年新進員工之甄選測驗成績，及前述新進員工之首次績效成績等三種次級資料進行分析，所取得有效樣本為119份，並於統計分析後歸納出關於實務之6點建議：
1. 英文測驗與人格類型等測驗工具於使用上可給予較高的權重。
2. 職務契合度與職業興趣類型等測驗工具可稍作修正後在進行使用。
3. 測驗智力之工具可重新選擇或僅供參考。
4. 教育程度若與職業興趣類型之測驗工具搭配使用較能產生意義。
5. 對年齡較低之員工可提供教育訓練或相關之協助。
6. 不同職系可依職務特性提供協助或激勵士氣以提升其工作績效。

關鍵字

甄選工具 ； 工作績效 ； 效標關聯效度

並列摘要

Abstract
The environment changes fast, what used to be the standard in choosing talent is losing accuracy gradually. The past performance will not represent the performance in the future. The standard suitable for organization A may not be suitable for organization B. Enterprises must realize that how to select suitable employees who can promote organization’s utility. There are no so-called ‘perfect’ employees, but only suitable employees for the organization. For this reason, the process to select employees will become extremely important.
Since the purpose of selecting employees is to improve the competitiveness of organization, then the organization should become familiar with the selection tools and procedures that measure abilities. Furthermore, the organization should know what kinds of abilities it is looking for in order to select the most suitable employees. As a result, the main objective of this study is to analyze how an organization determines its real needs through using various employee selection tools.
This study utilized company A as the empirical sample to analyze the criterion-related validity. It verified the operational situation of employee selection stage, with special emphasis placed on the relationship between selection scores and the performance. This study adopts three kinds of secondary materials for analysis. The first is the selection tools that were adopted by company A in 2003, included an intelligence test, English test, the percentage of person-job fit, personality test and job interest test. Second, it collects selection test scores from 2003 to 2004. Finally, a collection of employees’ first performance. The effective samples obtained are 119, and this study sums up about six suggestions about the practice after statistical analysis:
1. Offer higher weight to selection tools in using with personality test and English test.
2. Be revised slightly when using with the percentage of person-job fit and job interest test.
3. Reselect the tool that tests intelligence or only use it for references.
4. If the education degree is matched with job interest test it will produce more meaningful results.
5. Offer training or relevant assistance for the younger employees.
6. Offer assistance according to different duties or encourage morale to improve the performance.

並列關鍵字

Performance Evaluation ； and Criterion-Related Validity. ； Selection Tools

參考文獻

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