查看“Job Performance Scale 工作绩效量表”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。

(Gilliland, 1993)认为评价中心透明度会影响被评估者的自我展示机会，也即被评估者感知他们展示自己的知识、技能和能力的机会。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。为测量各个小组的绩效表现，Ingold, P. V. et al.（2015）借鉴Bott, Svyantek, Goodman, and Bernal (2003)的基于任务的工作绩效调查问卷（Task-Based Job Performance Questionnaire）和Staufenbiel & Hartz (2000)的德国组织公民行为量表（German OCB scale）。

==信度与效度==
Ingold, P. V. et al.（2015）研究结果表明，基于任务的工作绩效调查量表的内部一致性系数α=0 .84，组织公民行为量表（German OCB scale）的内部一致性系数α=0.84。

==量表==
根据自己的实际感受和体会，对下面20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有点不同意	4不好确实	5有点同意	6同意	7非常同意
<br>1.The employee demonstrates expertise in all job-related tasks.
<br>2.The employee manages more responsibility than typically assigned.
<br>3.The employee fulfills all the requirements of the job.
<br>4.The employee achieves the objectives of the job.
<br>5.The employee plans and organizes to achieve objectives of the job.
<br>6.The employee helps others when they are overwhelmed by work.
<br>7.The employee always comes to work on time.
<br>8.The employee spends a lot of time complaining about trivial things.
<br>9.The employee acts as a calming influence on colleagues when arguments arise.
<br>10.The employee will inform well in advance if he or she is unable to come to work.
<br>11.The employee tends to make a mountain out of a molehill.
<br>12.The employee will voluntarily take the initiative to help new colleagues with on-the-job training.
<br>13.The employee stands out due to exceptionally few absences from work.
<br>14.The employee perceives everything the company does to be wrong.
<br>15.The employee actively tries to prevent difficulties with colleagues.
<br>16.The employee follows rules and work instructions to the letter.
<br>17.The employee often criticizes colleagues.
<br>18.The employee cheers up colleagues when they are feeling low.
<br>19.The employee only takes time off for absolutely essential reasons.
<br>20.The employee expresses reservations toward any changes within the company.

下载WORD版问卷：[[文件:Jp.doc]]

==计分方法==
工作绩效量表包括20道题，一共有2个分量表：任务绩效量表和组织公民行为量表，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>任务绩效（Task performance） 量表：共5道题，第1、2、3、4、5题。
<br>组织公民行为（Organizational citizenship behavior）量表：共15道题，第6、7、8、9、10、11、12、13、14、15、16、17、18、19、20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==
Jansen, A., Melchers, K. G., Lievens, F., Kleinmann, M., Brändli, M., & Fraefel, L., et al. (2013). Situation assessment as an ignored factor in the behavioral consistency paradigm underlying the validity of personnel selection procedures. Journal of Applied Psychology, 98(2), 326-41.
<br>Staufenbiel, T., & Hartz, C. (2000). Organizational citizenship behavior: entwicklung und erste validierung eines meßinstruments. Diagnostica,46(2), 73-83.
<br>Gilliland, S. W. (1993). The perceived fairness of selection systems: an organizational justice perspective. Academy of Management Review,18(4), 694-734.

[[category: 研究量表]][[category: 英文量表]]