Josh Liff, Nathan Mondragon, Cari Gardner, Christopher J Hartwell, Adam Bradshaw
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引用次数: 0
摘要
面试是使用最广泛的选拔方法之一，但其可靠性和有效性可能有很大差异。此外，使用人工评估员对面试进行评分可能既昂贵又耗时。有人提出了面试评分模型，作为对视频面试进行可靠、准确和高效评分的机制。然而，这些模型的心理特征并不明确，也缺乏共识，主要原因是缺乏已发表的实证研究。本研究的目标是检查自动视频面试能力评估（AVI-CAs）的心理测量特性，其设计目的是使其具有高度的通用性（即适用于不同的工作角色和组织）。所开发的 AVI-CAs 具有较高的聚合效度（平均 r 值为 0.66）、中等的判别关系（平均 r 值为 0.58）、良好的测试-再测可靠性（平均 r 值为 0.72）以及最小的亚组差异（Cohen's ds ≥ -.14）。此外，通过将这些 AVI-CA 应用于五个组织样本，证明了标准相关有效性（未校正样本加权 r¯ = .24）。此外，还讨论了建立访谈评分模型的优势、劣势和未来方向。(PsycInfo Database Record (c) 2024 APA, 版权所有）。
Psychometric properties of automated video interview competency assessments.
Interviews are one of the most widely used selection methods, but their reliability and validity can vary substantially. Further, using human evaluators to rate an interview can be expensive and time consuming. Interview scoring models have been proposed as a mechanism for reliably, accurately, and efficiently scoring video-based interviews. Yet, there is a lack of clarity and consensus around their psychometric characteristics, primarily driven by a dearth of published empirical research. The goal of this study was to examine the psychometric properties of automated video interview competency assessments (AVI-CAs), which were designed to be highly generalizable (i.e., apply across job roles and organizations). The AVI-CAs developed demonstrated high levels of convergent validity (average r value of .66), moderate discriminant relationships (average r value of .58), good test-retest reliability (average r value of .72), and minimal levels of subgroup differences (Cohen's ds ≥ -.14). Further, criterion-related validity (uncorrected sample-weighted r¯ = .24) was demonstrated by applying these AVI-CAs to five organizational samples. Strengths, weaknesses, and future directions for building interview scoring models are also discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
期刊介绍：
The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including:
1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses).
2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research.
3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.
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