بررسی ویژگی‌های روان‌سنجی آزمون قضاوت موقعیتی به‌منظور سنجش شایستگی شغلی کارکنان

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانش آموخته دکتری، سنجش و اندازه گیری، دانشکده علوم تربیتی وروانشناسی، دانشگاه علامه طباطبایی، تهران، ایران.

2 استادیار، گروه سنجش و اندازه‌گیری، دانشکده روانشناسی و علوم تربیتی، دانشگاه علامه طباطبایی، تهران، ایران.

3 دانشیار،گروه سنجش و اندازه گیری، دانشکده روانشناسی و علوم تربیتی، دانشگاه علامه طباطبایی، تهران، ایران.

4 دانشیار،گروه مشاوره ، دانشکده روانشناسی و علوم تربیتی ، دانشگاه علامه طباطبایی، تهران، ایران.

چکیده

هدف: هدف از پژوهش حاضر بررسی ویژگی‌های روان‌سنجی آزمون قضاوت موقعیتی به‌منظور سنجش شایستگی شغلی کارکنان است. آزمون‌های قضاوت موقعیتی از ابزارهای مهم در سنجش شایستگی‌های رفتاری است. استفاده از این آزمون‌ها‌ در سال‌های اخیر رو به افزایش است. آزمون‌های قضاوت موقعیتی دارای یک بدنه و تعدادی گزینه پاسخ است که همانند سایر آزمون‌های موجود، این شیوه نیز فرایند استانداردسازی را طی می‌کند و برای ساخت آن مهارت و تخصص ویژه‌ای نیاز دارد.
 روش: این پژوهش ازنظر هدف کاربردی و ازنظر روش‌شناسی در زمره پژوهش‌های توسعه ابزاری است. جامعه آماری این پژوهش شامل کلیه کارشناسان ستادی در شرکت‌های غیردولتی ایرانی بود که از این بین تعداد 300 نفر به شیوه نمونه‌گیری در دسترس انتخاب شدند. ابزار استفاده شده در این پژوهش شامل آزمون قضاوت موقعیتی محقق ساخته به‌منظور سنجش شایستگی‌های مسئولیت‌پذیری، پیگیری و ارتباط مؤثر بود. جهت تحلیل داده‌ها از نرم‌افزارهای SPSS-23 Jmetrik-V4.0.5 و Lisrel 8.8 استفاده شد. جهت بررسی پایایی این ابزار از روش آلفای کرونباخ، جهت بررسی ویژگی‌های روان‌سنجی از درجه دشواری و قدرت تمیز و جهت بررسی روایی سازه آن از تحلیل عاملی تائیدی استفاده شد.
یافته‌ها: نتایج نشان داد این آزمون دارای پایایی و روایی مناسبی است و نمرات هنجار شده برای جامعه آماری موردنظر ارائه شد.
 نتیجه‌گیری: نتیجه آنکه آزمون قضاوت موقعیتی ابزاری مناسب جهت شناسایی و ارزیابی شایستگی‌های رفتاری کارکنان است و پیشنهاد می‌شود از این ابزار به‌منظور غربالگری اولیه و ثانویه انتخاب کارکنان استفاده شود.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Investigating The Psychometric Properties of The Situational Judgment Test for Assessing Employees' Job Competency

نویسندگان [English]

  • Abolfazl Ghadami 1
  • Enayatollah Zamanpour 2
  • Jalil Younesi 3
  • Mehdi Zarea Bahramabadi 4
1 Ph.D. Student , Faculty of Assessment and Measurement Allameh Tabatabai University's,Tehran,Iran.
2 Assistant Prof, Faculty of Assessment and Measurement Allameh Tabatabai University's, Tehran, Iran.
3 Associate Prof , Faculty of Assessment and Measurement Allameh Tabatabai University's,Tehran,Iran.
4 Associate Prof, Faculty of Counseling, Allameh Tabatabai University's,Tehran,Iran.
چکیده [English]

Aim: This study aimed to assess the psychometric properties of a situational judgment test (SJT) designed to evaluate job-related competencies among employees.

Method: This applied, instrument-development study was conducted with 300 private-sector employees in Iran, selected via convenience sampling. A researcher-developed SJT assessed competencies like responsibility and communication. Analyses included Cronbach’s alpha for reliability, item difficulty/discrimination indices, and confirmatory factor analysis using SPSS-23, LISREL 8.8, and Jmetrik V4.0.5.

Results: The SJT demonstrated good reliability and validity. Normative scores were developed for the target population.

Conclusion: The SJT is a reliable and valid tool for identifying behavioral competencies and is recommended for primary and secondary screening in employee selection.

کلیدواژه‌ها [English]

  • Situational Judgment Test
  • Normalizing
  • Behavioral Competencies
  • Psychometric Properties

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