| 人事选拔的社会公平范式 |
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| 引用本文： | 吕晓俊.人事选拔的社会公平范式[J].预测,2006,25(4):41-44. |
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| 作者姓名： | 吕晓俊 |
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| 作者单位： | 上海交通大学,国际与公共事务学院公共管理学系,上海,200030 |
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| 摘 要： | 本文从传统选拔的心理计量模式入手，分析指出仅仅关注评估工具的信度效度指标对有效的人事选拔还远远不够。候选人在选拔过程中所产生的认知评价、心理反应会最终影响组织的选拔结果。因此，本文提出了基于组织公平理论充分重视候选人对选拔过程公平感知的社会公平范式，主要包括评估指标与岗位匹配性；评估过程的开放性；评估者的人际效率；评估信息的反馈四个特点。
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| 关 键 词： | 人事选拔 心理评估 公平 |
| 文章编号： | 1003-5192（2006）04-0041-04 |
| 收稿时间： | 2005-09-04 |
| 修稿时间： | 2005-09-04 |
Research on Social Justice Paradigm of Personnel Selection |
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| LV Xiao-jun.Research on Social Justice Paradigm of Personnel Selection[J].Forecasting,2006,25(4):41-44. |
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| Authors: | LV Xiao-jun |
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| Institution: | Department of Public Administration, Shanghai Jiaotong University, Shanghai 200030, China |
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| Abstract: | This paper pointed out hat validity and reliability were not enough for effective selection.Greater attention should paid on reaction of the applicants.The paper analyzed the limits of traditional psychometric paradigm of personnel selection and proposed a social justice paradigm based on organizational justice theory.And four attributes of justice paradigm were described in details. |
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| Keywords: | personnel selection psychological assessment justice |
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