College of Business, Florida State University, 821 Academic Way, P.O. Box 3061110, Tallahassee, FL 32306-1110, USA.
J Appl Psychol. 2011 Jan;96(1):13-33. doi: 10.1037/a0021193.
Although vocational interests have a long history in vocational psychology, they have received extremely limited attention within the recent personnel selection literature. We reconsider some widely held beliefs concerning the (low) validity of interests for predicting criteria important to selection researchers, and we review theory and empirical evidence that challenge such beliefs. We then describe the development and validation of an interests-based selection measure. Results of a large validation study (N = 418) reveal that interests predicted a diverse set of criteria—including measures of job knowledge, job performance, and continuance intentions—with corrected, cross-validated Rs that ranged from .25 to .46 across the criteria (mean R = .31). Interests also provided incremental validity beyond measures of general cognitive aptitude and facets of the Big Five personality dimensions in relation to each criterion. Furthermore, with a couple exceptions, the interest scales were associated with small to medium subgroup differences, which in most cases favored women and racial minorities. Taken as a whole, these results appear to call into question the prevailing thought that vocational interests have limited usefulness for selection.
尽管职业兴趣在职业心理学中有着悠久的历史，但在最近的人员选拔文献中，它们受到的关注极为有限。我们重新审视了一些关于兴趣对预测对选拔研究人员很重要的标准的（低）有效性的普遍看法，并回顾了挑战这些看法的理论和实证证据。然后，我们描述了一种基于兴趣的选拔测量工具的开发和验证。一项大型验证研究（N=418）的结果表明，兴趣预测了一系列不同的标准，包括工作知识、工作绩效和继续意向的衡量标准，在各个标准上的校正交叉验证 Rs 从.25 到.46（平均 R=.31）。与一般认知能力和大五人格维度的各个方面相比，兴趣在每个标准上也提供了额外的有效性。此外，除了几个例外，兴趣量表与小到中等的亚组差异相关，在大多数情况下，女性和少数族裔更有利。总的来说，这些结果似乎质疑了职业兴趣对选拔的作用有限的普遍观点。
