| dc.contributor | 教育系 | |
| dc.creator (作者) | 陳皎眉;胡悅倫;洪光宗 | zh_TW |
| dc.creator (作者) | Hu, Yueh-Luen | |
| dc.date (日期) | 2010 | |
| dc.date.accessioned | 14-Jul-2015 16:48:16 (UTC+8) | - |
| dc.date.available | 14-Jul-2015 16:48:16 (UTC+8) | - |
| dc.date.issued (上傳時間) | 14-Jul-2015 16:48:16 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/76629 | - |
| dc.description.abstract (摘要) | 國家需要優秀的人才來組織強而有力的政府，而發展良好的科學化人格測驗不僅可以協助篩選合適的人員，也可以強化政府部門的人力資源管理。本文首先根據一、世界各國公務人員遴選採用人格測驗的狀況，二、企業界採用人格測驗的狀況，及三、人格 測驗與工作表現的關係，說明國家人才甄選上應該加入人格測驗的使用。其次，本文針對如何發展出適用於公務人員的人格測驗提出建議。公務人員不但是「一般人」，也是「工作者」，更是國家的「文官」，因此他們必須具有這三個角色的重要特質，而所要編製的量表，當然也就必須能適當的測量到這些特性。最後，針對人格測驗結果的運用，本文討論量表的應用上應注意其信、效度，並應處理應試者可能說謊的問題。而且一旦適用於公務人員的人格測驗量表建立後，必須在合法的狀況下，與既有的各種評量方式一起使用，以達到公務人員適才適所的目標。 | |
| dc.description.abstract (摘要) | Nations need the best people to form a strong government. It is also said that having a scientifically sound personality tests does not only help assist government departments in identifying the right people, but it can also strengthen human resource management. Therefore, in order to justify the inclusion of personality testing in the national selection, this paper discusses the status of personality tests inclusion in civil servant selection in other countries, the status of personality tests inclusion in the business sector, and the relationship between personality tests and work performance. Furthermore, this paper provides some recommendations regarding the development of an appropriate personality test for public servants. Public servants are not only “ordinary individuals”, but they are also “employees” and the nation’s “civil servants”. They should posses the most important characteristics of these three roles. Hence, the proposed personality scale should therefore be able to adequately measure such characteristics inherent to the three roles. Lastly, with regards to the usage on the outcome of such personality test; this paper suggests that during its application, careful consideration should be given on the reliability and validity of the test, and careful attention on the tendency of the participants to give false answers (or lie in answering). More importantly, in order to attain the desired objectives, the usage of a personality test in public servants should be legal and shall abide with the current law, and should be used in conjunction with other types of test. | |
| dc.format.extent | 1620576 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.relation (關聯) | 國家精英季刊, 6(4), 1-12 | |
| dc.subject (關鍵詞) | 國家選才 ; 人格測驗 ; 公務人員 | |
| dc.subject (關鍵詞) | National selection ; Personality test ; Public servants | |
| dc.title (題名) | 人格測驗在國家選才上之使用與發展 | zh_TW |
| dc.title.alternative (其他題名) | The Development and Use of Personality Tests in National Selection | |
| dc.type (資料類型) | article | en |
