The Effect Of The Interviewers' Rating Method And The Candidate's Trait Activation On The Scoring Of Leaderless Group Discussion

Leaderless group discussion is widely used in personnel recruitment,selection,assessment,promotion and other human resource management practices,because of it's good criterion-related validity and predictive validity.As a kind of scenario simulation evaluation method of the evaluation center,there is a problem of low structural validity.Researchers have done a quantity of research on the factors affecting structural validity.Owing to the complexity of the problems,the influencing factors,and the low repeatability of the experimental operations,the problem has not been solved,although many factors affecting structural validity have been studied.The construct validity study of leaderless group discussion in examiners scoring method and characteristics evaluation task are worth looking forward to.Considering leaderless group scoring of systematic research,can improve the basic assumptions of talent evaluation,and also regulate the practical operation leaderless group discussions,with strong theoretical and practical value.Based on the literature review,this study conduct three studies,and uses a variety of research methods,such as literature analysis,interviews,questionnaires,and experimental methods,to: 1)exploring the intensity of trait activation,the characteristics of candidates,and the behavior of LGD;2)the main types of the examiner's scoring method and the differences;3)the impact of the examiner's scoring method on the reliability,validity,and score of the scores in different trait activation abilities.The main findings are as follows:First,the intensity of trait activation and personality traits have an impact on behavioral performance.Personality traits can predict candidates' behavior performance in LGD.For example,sense of responsibility can predict reliable performance and leadership performance in discussion,agreeableness can predict affinity performance,emotional stability can predict contribution performance;candidates' behavior performance is affected by the intensity of trait activation,such as participation,clarity of opinion expression,level of play and clarity of thinking.Degree and clarity of arguments are better in high trait activation scenarios;the intensity of trait activation and some personality traits have interactive effects on behavior performance.For example,in low trait activation scenarios,responsibility has a greater positive impact on reliability performance,neuroticism has a greater negative impact on contribution performance,and agreeableness has a greater positive impact on affinity performance.Second,there are two types of examiner scoring methods,which are the same as individual traits and roles.The individual traits scoring method considers that LGD can measure dimensions,dimensions represent candidates' traits,abilities and skills;role consistent scoring method believes that the examiner's dimension in the dimension is the degree of consistency between the candidate and the candidate role,and the dimension rating is for the candidate to work at the target.These two types support the two perspectives of traits or scenario impact assessment results.The questionnaire found that most examiners,especially those with rich scores,were more convinced of the individual traits scoring method;the role-consistent scoring method differed in the three variables of gender,age and training experience.Third,the examiner's scoring method and trait activation intensity have a significant impact on the quality of the score.The scoring method and trait activation intensity affect the consistency of the score,the consistency of the consensus score method is higher than the individual trait method,and the consistency reliability of the high trait activation scenario is higher than the low trait activation scenario;the scoring method and traits intensity also affects the validity of the calibration.The individual traits scoring method is better than the role consistent scoring method in most dimensions and total scores.The low trait activation is better than the high trait activation scenario;the individual trait scoring method is for the candidate cross-scenario.The evaluation has a higher consistency;the role consistent scoring method has higher discriminant validity in the same scenario.After discussion and analysis,the individual traits scoring method can achieve better consistency and validity,and has higher cross-scenario consistency.It can be more stable in different trait activation intensity scenarios.The characteristics of candidates are measured,firstly confirming the viewpoint of interaction orientation,and partly answering the reasons for the poor validity of the evaluation center structure,that is,personality and other low correlation with behavioral performance,can't fully expose the characteristics of candidates;The task scenario does not activate the candidate's specific performance;improper scoring methods do not well identify the traits in the candidate's behavior,resulting in systematic bias in the score,affecting the structural validity of the score.