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首页> 外文期刊>Personnel psychology >Is more structure really better? A comparison of frame-of-reference training and descriptively anchored rating scales to improve interviewers' rating quality
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Is more structure really better? A comparison of frame-of-reference training and descriptively anchored rating scales to improve interviewers' rating quality

机译：结构真的更好吗？比较参照系培训和描述性锚定等级量表，以提高访调员的等级质量

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摘要

This study provides the first comparison of 2 methods proposed to increase the structure of selection interviews: frame-of-reference (FOR) rater training for interviewers and providing interviewers with descriptively anchored rating scales. In contrast to descriptively anchored rating scales, evidence for the efficacy of FOR training for interviewers is still missing even though its effects have been established in other domains. To evaluate the effectiveness of the 2 methods, we used a 2 × 2 design in which both methods were manipulated independently. Participants observed and rated different interviewees' performance in a set of videotaped interviews. We found that both methods led to substantial, and comparable, improvements in both rating accuracy and interrater reliability in comparison to a control condition in which neither method was used. Furthermore, even though both methods have the same aim (i.e., enhancing the evaluation process by providing a common evaluative standard for raters), combining both methods led to further improvements in rating accuracy beyond the effects of the individual methods. Practical implications for selection interviews are discussed.
机译：这项研究提供了两种旨在增加选择访谈结构的方法的首次比较：为访调员提供参考框架（FOR）的陪审员培训，并为访调员提供描述性的锚定等级量表。与描述性锚定等级量表相反，尽管在其他领域已经建立了FOR培训对访调员的有效性的证据，但仍然缺乏。为了评估这两种方法的有效性，我们使用了2×2设计，其中两种方法都是独立操作的。参与者在一系列录像访谈中观察并评估了不同受访者的表现。我们发现，与没有使用这两种方法的控制条件相比，这两种方法均导致评级准确性和内在可靠性方面的实质性改进，并且具有可比性。此外，即使这两种方法都有相同的目标（即通过为评估者提供通用的评估标准来增强评估过程），但结合使用这两种方法仍会导致评估准确性进一步提高，超出了各个方法的效果。讨论了选择面试的实际含义。

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