Jone K Y, Yu L, Yuan H S
Department of Psychology, Kaohsiung Medical University, No 100, Shin-Chuan 1st Road, Kaohsiung, Taiwan.
Kaohsiung J Med Sci. 2000 Sep;16(9):476-85.
The study was designed to develop a situational interview technique to replace the unstructured interview commonly used in the selection process of nursing personnel and explore the applicability of incorporating the situational interview and psychological tests into the development of a regression model of nursing personnel selection. The authors collected from several teaching hospitals in Kaohsiung job-related critical incidents which were used to construct the questionnaire for the situational interview and the performance appraisal checklist. A sample of subjects, 198 in the first year but only 116 the second year, were interviewed and evaluated with the situational interview, the Nursing Image Scale, the Work Values Inventory, and part of the Gordon Personal Profile-Inventory as predictor measures and the performance appraisal checklist as the criterion measure. The results showed that the reliability and validity coefficients of the situational interview were close to or even better than those obtained by the previous researchers in the same field. The reliability and validity coefficients of the performance appraisal checklist indicated its applicability and suitability. Multiple regression analysis indicated that the situational interview as well as some traits measured by the personality and values tests could predict the performance appraisal scores of nursing personnel.
本研究旨在开发一种情境面试技术，以取代护理人员选拔过程中常用的非结构化面试，并探讨将情境面试和心理测试纳入护理人员选拔回归模型开发的适用性。作者从高雄的几家教学医院收集了与工作相关的关键事件，用于构建情境面试问卷和绩效评估清单。第一年选取了198名受试者作为样本进行访谈和评估，第二年只有116名，使用情境面试、护理形象量表、工作价值观量表以及戈登个人概况量表的部分内容作为预测指标，绩效评估清单作为标准指标。结果表明，情境面试的信度和效度系数接近甚至优于该领域先前研究人员所获得的系数。绩效评估清单的信度和效度系数表明了其适用性和适宜性。多元回归分析表明，情境面试以及人格和价值观测试所测量的一些特质可以预测护理人员的绩效评估得分。
