查看“Impression Management Scale 印象管理量表”的源代码

==简介==
评价中心（ACS）是很常用的人才选拔方式，在不同的练习场景中对参与者进行评估。评价中心透明度（Transparency of Assessment centers）指运用评价中心技术进行人员选拔过程中，被评估者被告知哪些行为会被评估的程度。

Ingold, P. V. et al.（2015）认为目前的研究没有明确评价中心透明度对选拔过程的结果的影响，比如，评价中心的效标关联效度、被评估者的印象管理行为和被评估者对评价中心公平性的认知。

为了研究评价中心透明度对被评估者的影响，Ingold, P. V. et al.（2015）进行了模拟实验研究，将即将申请新工作的志愿者分为不同小组进行实验。Ingold, P. V. et al.（2015）为了测量印象管理，借鉴了McFarland et al. (2005)的研究成果，印象管理包括自我替提升（Self-promotion）和逢迎（Ingratiation ）两个维度。

==信度与效度==
Ingold, P. V. et al.（2015）的研究成果表明，自我替提升（Self-promotion）维度的内部一致性系数α=0.83 ，逢迎（Ingratiation）维度内部一致性系数为α=0.73。

==量表==
根据自己的实际感受和体会，对下面13项描述进行评价和判断，在最符合的数字上划○。评价和判断的标准如下：1非常不同意	 2不同意  3不好确实  4同意  5非常同意
<br>1.I have stated that I work very diligently.
<br>2.I have stated that I have successfully dealt with similar situations.
<br>3.I have emphasized my own strengths.
<br>4.I have pointed out my own skills to interaction partners.
<br>5.I have presented my own successes.
<br>6.I have stated that I was largely responsible for successes.
<br>7.I have stated that I was largely responsible for successes.
<br>8.I have stated that I contributed significantly to the success of successful projects.
<br>9.I have told interaction partners about problems that I had to solve in order to achieve a particular goal.
<br>10.I have praised an interaction partner.
<br>11.I have given an interaction partner compliments.
<br>12.I have praised the idea of an interaction partner.
<br>13.I have praised the behavior of an interaction partner.

下载WORD版问卷：[[文件:Im.doc]]

==计分方法==
印象管理量表包括13道题，一共有2个分量表：自我替提升量表和逢迎量表，可计算每个分量表所包括题目的总分或平均分。每个分量表包括的题目如下：
<br>自我替提升（Self-promotion）量表：共9道题，第1、2、3、4、5、6、7、8、9题。
<br>逢迎（Ingratiation ） 量表：共4道题，第10、11、12、13题。

==量表出处==
Ingold, P. V., Kleinmann, M., König, C. J., & Melchers, K. G. (2015). Transparency of assessment centers: lower criterion‐related validity but greater opportunity to perform?. Personnel Psychology, 69, págs. 467-497.

==参考文献==
Mcfarland, L. A., Yun, G., Harold, C. M., Viera, L., & Moore, L. G. (2005). An examination of impression management use and effectiveness across assessment center exercises: the role of competency demands. Personnel Psychology, 58(4), 949–980.

== 友情提醒 ==
为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！

[[category: 研究量表]][[category: 英文量表]]