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传统的人事选拔是以胜任力或者说是人-职匹配为基础的,即强调基于胜任力,但研究者和实践者们越来越多的强调人-组织匹配在人事选拔中的重要性,即强调人事选拔过程中招募者匹配评价的多维性。本研究通过实验运用策略捕捉技术,检验多种职位特征和不同层次的匹配评价对选拔雇佣结果的影响。通过HLM分析结果发现四种匹配类型需要-供给匹配、要求-能力匹配、个性匹配和价值观匹配对雇佣决策都有显著的独立主效应,招募者在长期招募比短期招募中更多依靠个性匹配来评价应聘者,招募者在对管理类职位更多依靠价值匹配来进行评价,而对专业类职位则更多依靠要求-能力匹配进行评价。
The traditional personnel selection is based on competency or man-job matching, that is, based on competency. However, researchers and practitioners are more and more emphasizing the importance of human-organizational matching in personnel selection. That is to say, it emphasizes the multi-dimensionality of recruiter’s matching evaluation in the process of personnel selection. In this study, tactical capture techniques are used to test the impact of multiple job characteristics and different levels of matching evaluation on the selection of employment results. According to the results of HLM analysis, it is found that the four types of matching needs - supply matching, requirement - capacity matching, personality matching and value matching have significant independent main effects on employment decisions. Recruits rely more on personality matching in long-term recruitment than short-term recruitment Evaluating candidates, recruiters rely more on value matching for management positions to evaluate, and on professional positions rely more on requirement-ability matching for evaluation.