陈永进,潘珍珠,王慧玲

• 1:重庆大学应用心理学研究所

摘要(Abstract)：

随着研究与实践的深入,在人员选拔中,人格测验的运用越来越广泛,它被管理者和人力资源专家用来评估求职者对工作岗位的适应性,预测员工未来的工作表现、工作绩效等。目前,人格测验在人员选拔中的运用研究的主要趋势是解释人格测验中求职者造假所产生的一系列负面影响,以及相应的应对作假的策略,如作假警告和强迫选择方法。我们采用文献分析法,总结有关人员选拔情境中人格测验的作假影响的研究,回顾已有的有关人格测验的预防作假研究,并对其未来的研究做出一些有益的展望。

关键词(KeyWords)： 人员选拔;人格测验;作假

Abstract:

Keywords:

基金项目(Foundation): 教育部哲学社会科学重大攻关项目(05JZD0031),教育部人文社科一般项目(09XJAXLX004);; 国家社会科学基金(09XDJ006)资助;; 重庆大学人文社科青年基金项目(CDSK2006-05),重庆大学“985”工程基金项目(0903005104969)

作者(Author): 陈永进,潘珍珠,王慧玲

DOI: 10.16393/j.cnki.37-1436/z.2011.01.021

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