The Career Selection Contexts Desirability Reaction On Personality Tests Research,

In the modern enterprise human resource management, the basis and key is effective recruitment and selection to achieve the optimal staff-post matching. Also it can help to reduce the new employees to adapt to the problems of poor, and reduce staff turnover rate. In the process of recruitment and selection, human resources management pay more and more attention to the comprehensive evaluation of the candidates, which inspired the psychology researchers will be the greatest degree of psychological research applied to human resource management to explore effective talent assessment' tools and methods. Psychological testing technology is a test tool, which is the most frequently used in the field of the human resources development and management. But to answer psychological tests in the self-report form, which provides the soil for the candidate's response bias.In this study, identity-based personality test can effectively predict the candidate's job performance, scale tests to empirically research the impact of job desirability response to personality test in the occupational selection situation. In Study1,50workers and50candidates of an educational counseling agency as participants using random sampling method, by psychological tests and reaction experiment to explore the impact of the test situation and praised the response to psychological tests. In Study2, all participants are317graduates that come from three universities in Shaanxi Province, and put the False Identification Scale into the Big Five Personality Inventory. All statistical analysis of data in the research by SPSS16.0completed.Preliminarily verified the existence of the job desirability response in the context of occupational selection. And then explore in the different test situations, how participants' job desirability response to effect the result of psychological tests and the degree of impact. At last discussing in the occupational selection situation, the effect of the job desirability response to the personality test. On this basis, providing objective and pragmatic advice in order to human resources management departments have a more rational understanding of the personality test'results, and pay attention to checking the level of job desirability response.The results show that:①In different test situations, there are significant differences of job desirability response.②The results of psychological test will be subject to the test situation and job desirability response of significant impact, but the interaction between the two was not significant. So you can analyze the test situation there exists a critical value.③In the context of career selection, the candidate's age will significantly affect their job desirability response' levels, but the impact of the education background was not significant.④The correlation of the candidate's job desirability response and total score of personality test and each dimension is distinct, at the same time their linear relationship is existent.⑤The effect value of the test results show that, in the context of career selection, the candidates will have job desirability response, the use of False Identification Scale, can filter out the candidates with high level of job desirability response.Embedded in the job desirability response of the test, recommending that the Human Resource Management Department in the use of personality tests. Using screening mode to excluding the personnel who do not meet the hiring minimum standards; and then filter out the person who have high level of job desirability response, because their personality test results are the results of its regulation according to job requirements; and other candidates into the selection of the next link. At the same time to remind related to human resource management personnel, the results of personality tests is just one of the references of the personnel hiring decisions, not the only possession or the greater weight of the standard. In order to achieve the optimal staff-post matching, should be reasonably use multi-link and multi-dimensional talent assessment tools, such as interviews, leaderless group discussions and so on. For the detection and control of job desirability response, not yet cut into the key link, needed psychology research areas are collaborative in-depth and joint research.