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Retaking Employment Tests: What We Know and What We Still Need to Know
Annual Review of Organizational Psychology and Organizational Behavior ( IF 14.3 ) Pub Date : 2017-03-21 00:00:00 , DOI: 10.1146/annurev-orgpsych-032516-113349
Chad H. Van Iddekinge 1 , John D. Arnold 1
Affiliation  

The extent to which test scores change upon retesting has important implications for both organizations and individuals who apply to those organizations. We review research on retesting and score changes that dates back nearly 100 years. Our findings suggest that compared to initial test scores, retest scores tend to be higher, more varied, and more reliable and tend to demonstrate somewhat stronger relations with criteria such as academic and job performance. There also is some evidence that retesting can change the constructs test scores reflect. However, empirical research has yet to clearly delineate factors that underlie such differences between initial and retest scores. We discuss implications of these findings for organizations and applicants. We also identify key unanswered questions about retesting that future research should address.

中文翻译:


重新参加就业测试:我们知道和我们仍然需要知道的

考试分数在重新测试时变化的程度对组织和申请这些组织的个人都具有重要意义。我们回顾了有关重测和分数变化的研究,该研究可以追溯到近100年。我们的发现表明,与最初的考试成绩相比,重考成绩往往更高,更多样化,更可靠,并且倾向于表现出与诸如学业和工作表现等标准之间更强的联系。还有一些证据表明,重新测试可以改变构架的测试分数。但是,实证研究尚未清楚地描绘出构成初始分数和复试分数之间差异的基础因素。我们讨论这些发现对组织和申请人的影响。我们还确定了有关重新测试未来研究应解决的关键未解决问题。

更新日期:2017-03-21
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