dc.contributor.advisor | 陳彰儀<br>王榮春 | zh_TW |
dc.contributor.author (作者) | 史尚軒 | zh_TW |
dc.creator (作者) | 史尚軒 | zh_TW |
dc.date (日期) | 2007 | en_US |
dc.date.accessioned | 17-九月-2009 13:14:30 (UTC+8) | - |
dc.date.available | 17-九月-2009 13:14:30 (UTC+8) | - |
dc.date.issued (上傳時間) | 17-九月-2009 13:14:30 (UTC+8) | - |
dc.identifier (其他 識別碼) | G0093752014 | en_US |
dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/32489 | - |
dc.description (描述) | 碩士 | zh_TW |
dc.description (描述) | 國立政治大學 | zh_TW |
dc.description (描述) | 心理學研究所 | zh_TW |
dc.description (描述) | 93752014 | zh_TW |
dc.description (描述) | 96 | zh_TW |
dc.description.abstract (摘要) | 強迫選擇型式量表最大好處為防止填答者作假,但若運用於甄選情境,勢必要面對量表結果是否能作個人間比較的問題。 過去學者認為強迫選擇型式量表不能作個人間比較,主要是因為其測得的向度彼此間互依(亦即向度間呈現負相關),因此其產出的資料只能反映個人特質的相對強度訊息。本研究認為若能讓向度間的互依性降低,就有可能測得個人特質的絕對強度,本研究依此為目標,試圖運用改變計分方式來降低量表互依性,主要以五大人格因素中的外向性與勤勉審慎性為架構,編製出改良式的強迫選擇量表,期望其在甄選情境下:1.產出的資料可以測得個人特質的絕對強度;2.比李克特氏型式量表測得更準確的個人特質;3.比李克特氏型式量表更能防止作假。本研究採模擬實驗法,參與者被要求在網路上模擬應徵汽車業務員的工作,研究者操弄兩個獨變項:作答情境(甄選、自我瞭解)以及量表型式(改良式強迫選擇型式、李克特氏型式),皆採受試者間設計,依變項為外向性、勤勉審慎性之原始分數及z分數、社會期許分數,並以104人力銀行的職能性格量表當作情境間比較標準。總共蒐集559份有效樣本,研究結果發現,在甄選情境下,改良式強迫選擇量表能和自我瞭解情境下104職能性格量表測得相當的外向性分數,也較李克特氏型式量表更能防止參與者作假,但是並無明確的證據顯示在甄選情境下,改良式強迫選擇量表比李克特氏型式量表更能準確地測得個人特質。在勤勉審慎性部份,改良式強迫選擇量表在甄選情境下與104職能性格量表測得的結果相關甚低,同樣較李克特氏型式量表更能防止作假,但亦未能顯示改良式強迫選擇量表在甄選情境下,比李克特氏型式量表更能準確地測得個人特質,研究者針對此結果進行較深入的討論。 | zh_TW |
dc.description.tableofcontents | 第一章 緒論 1第一節 研究動機與目的 1第二節 文獻探討 3第三節 研究架構 24第四節 研究假設 25第二章 研究方法 31第一節 研究樣本 31第二節 研究變項 32第三節 實施程序 40第三章 研究結果 41第一節 隨機分派檢驗 41第二節 操弄變項檢驗 41第三節 研究問題之驗證 43第四章 綜合討論與建議 51第一節 研究結果摘述 51第二節 研究結果討論 53第三節 研究限制 56第四節 後續研究建議 59第五節 研究貢獻與實務上的建議 61參考文獻 63附錄 70 | zh_TW |
dc.format.extent | 53100 bytes | - |
dc.format.extent | 168980 bytes | - |
dc.format.extent | 75552 bytes | - |
dc.format.extent | 85988 bytes | - |
dc.format.extent | 312066 bytes | - |
dc.format.extent | 257700 bytes | - |
dc.format.extent | 245958 bytes | - |
dc.format.extent | 168614 bytes | - |
dc.format.extent | 144054 bytes | - |
dc.format.extent | 1910162 bytes | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.format.mimetype | application/pdf | - |
dc.language.iso | en_US | - |
dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0093752014 | en_US |
dc.subject (關鍵詞) | 強迫選擇型式量表 | zh_TW |
dc.subject (關鍵詞) | 五大人格因素 | zh_TW |
dc.subject (關鍵詞) | 自比式資料 | zh_TW |
dc.subject (關鍵詞) | 甄選 | zh_TW |
dc.subject (關鍵詞) | 作假 | zh_TW |
dc.title (題名) | 改良式強迫選擇量表應用於甄選情境及其對應徵者作假傾向的影響 | zh_TW |
dc.type (資料類型) | thesis | en |
dc.relation.reference (參考文獻) | 中文部份 | zh_TW |
dc.relation.reference (參考文獻) | 王振源(2001)。兩岸軟體開發人員創造力影響因素比較之探討。桃園:中央大學企業管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 王欽毅(2002)。兒童期初發型與青春期初發型品行疾患之男性受刑人在性格與行為上的比較。台南:成功大學行為醫學研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 孔維愉(2004)。殯葬禮儀服務人員之人格特質、殯葬管理條例知覺、工作生活品質、專業承諾、工作倦怠、工作士氣與留職意願之關聯性研究—以台北市殯葬禮儀服務人員為例。嘉義:南華大學生死學研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 朱瑞玲、李黛蒂(1983)。評定式愛式性格量表之初步修訂報告。中國測驗學會測驗年刊,30,40-52。 | zh_TW |
dc.relation.reference (參考文獻) | 朱慶龍(2002)。五大人格特質、工作價值觀和工作滿意三者相互關係之研究。台北:政治大學心理系研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 江雪萍(2004)。護理人員人格特質與自我壓力感受之相關性探討-以中部地區ICU護理人員為例。台中:中國醫藥大學醫務管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 江學華(2002)。國籍飛航機師組織文化、人格特質與飛航安全績效之關係研究台南:成功大學工業管理科學系碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 李明峰(2000)。性格特質、情緒智力與主管領導對緊急救難組織彈性績效影響之研究-以台灣地區消防機關為例。高雄:義守大學管理科學研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 李建道(2001)。創造力人格、工作環境認知與研發績效關聯性研究。台中:中興大學企業管理學系研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 李秋燕(1999)。台灣企業外派大陸人員人格特質、生涯發展傾向、駐外動機及駐外適應對留任意願之研究。高雄:中山大學人力資源管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 沈聰益(2002)。人格五因素模式預測保險業務員銷售績效的效度─NEO-PI-R量表之跨文化檢驗與人際特質架構之實證探討。新竹:交通大學經營管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 林一真(1985)。於不同文化慎用強迫選擇式人格量表。中國測驗年會學會測驗年刊,32,113-124。 | zh_TW |
dc.relation.reference (參考文獻) | 周惠莉(2002)。五大人格特質、性別角色與轉換型領導關聯性之研究。桃園:中原大學企業管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 周惠莉(2002)。五大人格特質、性別角色與轉換型領導關聯性之研究。桃園:中原大學企業管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 胡家欣(1999)。大學生的休閒認知,涉入與體驗-兼論人格特質的影響。高雄:高雄醫學大學行為科學研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 孫君儀(2001)。主題遊樂園基層服務人員人格特質、情緒智力與工作表現關係之研究-以劍湖山世界為例。嘉義:南華大學旅遊事業管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 陳江水(2002)。國中學生家庭環境人格特質社會技巧與學業成就之相關研究。彰化:彰化師範大學教育研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 陳彰儀、李明霓、顏志龍(2004)。網路應徵者填寫測驗的作假行為:情境因素與測驗類型的影響。中華心理學刊,46,4,349-359。 | zh_TW |
dc.relation.reference (參考文獻) | 陳彰儀、胡昌亞(2005)。網路測驗情境中觸發類型與測驗目的對作假意圖與人格測驗分數的影響。行政院國家科學委員會專題研究計畫:未出版。 | zh_TW |
dc.relation.reference (參考文獻) | 陳廣山(1999)。人格特質與人口統計變數對網路購物知覺風險、降低知覺風險策略之影響。新竹:交通大學經營管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 張軒正(2002)。在電腦施測情境中,促發、警告、時間限制對降低社會期許之效果。台北:政治大學心理系碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 廖玲燕(2000)。台灣本土社會讚許量表之編製及其心理歷程分析。台北:台灣大學心理系碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 盧智勤(2003)。空軍基地後勤部隊之人格特質、組織文化及領導行為與工作滿足對飛安績效影響之研究-以空軍新一代戰機部隊為例。嘉義:南華大學管理科學研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 蕭翰澤(2004)。研發人員人格特質與對主管向下影響策略期望關係之研究-以台灣地區TFT-LCD產業為例。台中:朝陽科技大學業工程與管理系研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 鍾紀瑋(2003)。駕駛人風險行為與人格特質對汽車車體險損失影響之研究。台北:銘傳大學經濟學系保險經營與金融經濟碩士在職專班碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 簡嘉誠(2000)。領導風格型態、創造力人格特質搭配對組織承諾與創新績效影響關係之研究桃園:中央大學企業管理研究所碩士論文。 | zh_TW |
dc.relation.reference (參考文獻) | 英文部份 | zh_TW |
dc.relation.reference (參考文獻) | Baron H. (1996). Strengths and limitations of ipsative measurement. Journal of | zh_TW |
dc.relation.reference (參考文獻) | Occupational and Organizational Psychology, 69, 49-56. | zh_TW |
dc.relation.reference (參考文獻) | Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium:what do we know and where do we go next? Journal of Selection and Assessment, 9, 9-30. | zh_TW |
dc.relation.reference (參考文獻) | Bass, B. M. (1957). Faking by sales applicants of a forced choice personality inventory. Journal of Applied Psychology, 41, 403-404. | zh_TW |
dc.relation.reference (參考文獻) | Bartram, D. (1996). The relationship between ipsatized and normative measures of personality. Journal of Occupational and Organizational Psychology, 69, 25-39. | zh_TW |
dc.relation.reference (參考文獻) | Berkshire, J. R., Highland, R.W. (1953). Forced-choice performance rating:A methodological study.Pesonnel Psychology, 6, 355-378. | zh_TW |
dc.relation.reference (參考文獻) | Bernardin, H. J. (1987). Development and validation of a forced choice scale to measure job-related discomfort among customer service representatives. Academy of Management Journal, 30, 162-173. | zh_TW |
dc.relation.reference (參考文獻) | Bowen, C. C., Martin, B. A. & Hunt, S. T. (2002). A Comparison of Ipsative and normative Approaches for Ability to Control Faking in Personality Questionnaires. International Journal of Organizational Analysis, 10(3), 240-259. | zh_TW |
dc.relation.reference (參考文獻) | Cattell, R. B. (1944). Psychological measurement normative,ipsative,interactive. | zh_TW |
dc.relation.reference (參考文獻) | Psychological Review, 51, 292-303. | zh_TW |
dc.relation.reference (參考文獻) | Christiansen, N. D., Burns, G. N., Montgomery, G. E. (2005). Reconsidering forced-choice item formats for applicant personality assessment. H uman Performance, 18, 267-307. | zh_TW |
dc.relation.reference (參考文獻) | Clemans, W. V. (1966). An analytical and empirical examination of some properties of ipsative measures. Psychometric Monographs, 14, 1-56. | zh_TW |
dc.relation.reference (參考文獻) | Closs, S. J. (1996). On the factoring and interpretation of ipsative data. Journal of Occupational and Organizational Psychology, 69, 41-47 | zh_TW |
dc.relation.reference (參考文獻) | Cornwell, J. M. & Dunlap, W. P. (1994). On the questionable soundness of factoring ipsative data: A response to Saville & Willson (1991). Journal of Occupational and Organizational Psychology, 61, 89-100. | zh_TW |
dc.relation.reference (參考文獻) | Dunnette, M. D., McCartney, J., Carlson, H. C. & Kirchener, W. K. (1962). A study of faking behavior on forced-choice self-description checklist. Personnel Psychology, 15, 13–24. | zh_TW |
dc.relation.reference (參考文獻) | Gordon, L. V. (1951). Validities of the forced-choice and questionnaire methods of | zh_TW |
dc.relation.reference (參考文獻) | personality measurement. Journal of Applied Psychology, 35, 407-412. | zh_TW |
dc.relation.reference (參考文獻) | Graham, K. E., McDaniel, M. A., Douglas, E. F. & Snell, A. F. (2002). Biodata Validity Decay and Score Inflation with Faking: Do Item Attributes Explain Variance Across Items? Journal of Business and Psychology, 16, 573-592 | zh_TW |
dc.relation.reference (參考文獻) | Harland, L. K. (2002). Forced-choice personality tests in management development contexts: an experimental study of test-taker reactions. Midwest Academy of Management Meetings. | zh_TW |
dc.relation.reference (參考文獻) | Heggestad, E. D., Morrison, M., Reeve, C. L.& McCloy, R. A.(2006).Forced-choice assessments of personality for selection: Evaluating issues of normative assessment and faking resistance. Journal of Applied Psychology, 91, 9-24. | zh_TW |
dc.relation.reference (參考文獻) | Hicks, L. E. (1970). Some properties of ipsative, normative, and forced-choice normative measuresPsychological Bulletin, 14, 167-184. | zh_TW |
dc.relation.reference (參考文獻) | Hough, L. M. (1998). Effects of intentional distortion in personality measurement and evaluation of suggested palliatives. Human Performance, 11, 209-244. | zh_TW |
dc.relation.reference (參考文獻) | Humphreys, L. G.. (1957). Characteristics of type concepts with special reference to Sheldon’s typology. Psychological Bulletin, 54, 218-228. | zh_TW |
dc.relation.reference (參考文獻) | Jackson, D. N., & Payne, I. R. (1963). Personality scale for shallow affect. Psychological Reports, 13, 687–698. | zh_TW |
dc.relation.reference (參考文獻) | Jackson, D. N., Wroblewski, V. R. (2000). The impact of faking on employment tests: does forced choice offer a solution? Human Performance, 13, 371-388. | zh_TW |
dc.relation.reference (參考文獻) | Johnson, C. E., Wood, R. & Blinkhorn, S. F. (1988). Spuriouser and spuriouser: The use of ipsative personality tests. Journal of Occupational Psychology, 61, 153-162. | zh_TW |
dc.relation.reference (參考文獻) | Layon, R. I. (1966). A free-choice version of the EPPS. Journal of Clinical Psychology, 22, 202-205. | zh_TW |
dc.relation.reference (參考文獻) | McCloy, R. A., Heggestad, E. D., Reeve, C. L. (2005). A silk purse from the sow`s ear: retrieving normative information from multidimensional forced-choice items. Organizational Research Methods, 8, 222-248. | zh_TW |
dc.relation.reference (參考文獻) | McFarland, L. A., & Ryan, A. M. (2000). Variance in faking across noncognitive | zh_TW |
dc.relation.reference (參考文獻) | measures. Journal of Applied Psychology, 85(5), 812-821. | zh_TW |
dc.relation.reference (參考文獻) | Paulhus, D. L. (1984). Two component models of socially desirable responding. Journal of Personality and Social Psychology, 46, 598-609. | zh_TW |
dc.relation.reference (參考文獻) | Paulhus, D. L. (1991). Balanced Inventory of Desirability Responding(BIDR) reference manual for version 6. | zh_TW |
dc.relation.reference (參考文獻) | Phillips, J. M. (1998). Effect of realistic job previews on multiple organizational | zh_TW |
dc.relation.reference (參考文獻) | outcomes: A meta-analysis . Academy of Management Journal, 41, 673-690. | zh_TW |
dc.relation.reference (參考文獻) | Premack, S. L. & Wanous, J. P. (1985). A mata-analysis of realistic job preview Experiment. Journal of Applied Psychology, 70, 706-719. | zh_TW |
dc.relation.reference (參考文獻) | Radcliffe, J. A. (1963). Some properties of ipsative score matrices and their relevance for some current interest tests. Australian Journal of Psychology, 15, 1-11. | zh_TW |
dc.relation.reference (參考文獻) | Richman, W. L., Kiesler, S., Weisband, S., & Drasgow, F. (1999). A meta-analytic study of social desirability distortion in computer-administered questionnaires, traditional questionnaires, and interviews. Journal of Applied Psychology, 84, 754-775. | zh_TW |
dc.relation.reference (參考文獻) | Rossé, J. G., Stecher, M. D., Miller, J. L. & Levin, R. A. (1998). The impact of response distortion on preemployment personality testing and hiring decisions. Journal of Applied Psychology, 83, 634–644. | zh_TW |
dc.relation.reference (參考文獻) | Saville, P. & Willson, E. (1991). The reliability and validity of normative and ipsative approaches in the measurement of personality. Journal of Occupational Psychology, 64, 219-238. | zh_TW |
dc.relation.reference (參考文獻) | Tenopyr, M. L. (1988). Artificial reliability of forced-choice sca\\es. Journal of Applied Psychology, 73, 749-751. | zh_TW |
dc.relation.reference (參考文獻) | Vasilopoulos, N. L., Cucina, J. M., Dyomina, N. V., Morewitz, C. L. & Reilly, R. R.(2006). Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability? Human Performance, 19, 175-200. | zh_TW |
dc.relation.reference (參考文獻) | Villanova, P., H., Bernardin, J., Johnson, D. L. & Dahmus, S. A.(1994). The validity of a measure of job compatibility in the prediction of job performance and turnover of motion picture theater personnel Personnel Psychology, 47, 73-90. | zh_TW |
dc.relation.reference (參考文獻) | Viswesvaran, C. & Ones, D. S.(1999). Meta-analyses of fakability estimates: Implications for personality measurement. Educational and Psychological Measurement,59, 197-210. | zh_TW |
dc.relation.reference (參考文獻) | Wigfield, D. & Janman, K. (1991). Seeing ourselves as others see us. Guidance and Assessment Review, 7(5), 3-5. | zh_TW |