Interview Scenarios, Self-esteem And Real-time Feedback On The Individual And The Organization Of The Candidates Matching The Degree Of Impact

This research aims to explore person-organization fit technique, which could be used in the personnel selection of graduates'. The selection provided people and organizations to assess the theoretical basis and scientific methods. Research use the psychological measurement technology, the analysis method in human resources management and the conclusions obtained are as follows:The first study developed "the scale of person organization fit assessment in the graduates' selection" which contains 32 items and 5 sub-scales. The sub-scales are the external adaptation, stability, the spirit of innovation, performance orientation, employees respect. Each sub-scale has different numbers. Analyze the reliability and validity of the scale with SPSS 16.0 and AMOS 5.0. Both the homogeneity reliability and split-half reliability of the scale achieve 0.9, and the correlation between each sub-scales and summation achieves 0.8. The result indicates that the reliability and validity of the scale achieve the psychometric criterion. The scale could be applied in the person-organization fit assecement.The second study relates to the application of SES, Application attraction scale, subjective p-o fit assecement scale and person-organization fit assecement in the simulation school recruitment. At the first of the test to show the organization cultural material and simulation interview video to the sunbjects, so that they can understanding the information of organization A, after accomplished the subjective p-o fit assecement scale to give them the real-time fit feedback information, go on the test to the end. After all of the test we got 262 questionnaires from 3 universities. Through the analysis of variance and posthoc comparison found:(1) The impact of gender and age on the person-organization fit accessment is not significant; only on the external adaptation, educational level impact was positively related to it; different position has positively relation to the external adaptation; interview frequency was not significantly impacted the person-organization fit accessment.(2) The impact of situational interview on the person-organization fit is not significant.(3) Levels of real-time feedback information were found to be positively related to the person-organization fit. That is, participants with high real-time feedback who reported higher person-organization fit.(4) The interaction between impact of situational interview and real-time feedback information was significantly related to person-organization fit.(5) Direct measurement of the fit was positively related to applicant attraction. But indirect measurement is not.