초록 열기/닫기 버튼
본 연구에서는 자기평정척도의 응답왜곡을 방지하기 위해 역량검사를 3가지 형식(normative, random ipsative, fixed ipsative)으로 제작하여 각 검사형식별 신뢰도와 타당도를 비교하였다. 조사대상자는 국내 L기업에 근무하는 여성 텔레마케터 272명이다. 3가지 검사 형식과 긍정응답왜곡(faking good)간의 상관분석 결과, 규준적 형식에서는 모든 역량이 응답왜곡과 유의한 정적 상관을 보였으나 두 가지 선택형 형식에서는 일부를 제외하고 모두 상관이 .10이하로 낮게 나타났다. 두 가지 선택형 형식의 신뢰도는 규준적 형식보다 다소 낮게 나타났으나 하나의 역량을 제외하고는 수용할만한 신뢰도를 보였고 타당도는 규준적 형식(.18)보다 다소 높게(.23, .31) 나타났다. 선택형 형식에서 모든 역량은 응답왜곡 경향이 사라짐과 동시에 신뢰도와 타당도는 수용할 만하게 나타나 현장에서 확대 적용가능성이 있을 것으로 보인다.
The purpose of this study was to make three types of competency tests - Normative, Random Ipsative, and Fixed Ipsative - to prevent response distortion in self-rating scales and then compare their reliability and validity. Participants were 272 female tele-marketers working at L company in Korea. As a result of correlation analysis for three types of test formats with a faking scale, coefficient of correlation between normative format and the faking scale was positively significant in every subscale, while those between two types of ipsative formats and the faking scale were lower than .10 except just some subscales. The degree of reliability in both ipsative formats was a little lower than that in normative format, but both ipsative formats had acceptable reliability except one subscale. The degree of validity for ipsative formats(r = .23, r = .31) was higher than that of normative format(r = .18). From these results in which the subscales in ipsative formats had no faking effects and reasonable reliability and validity, competency tests in ipsative format seem to be applied more broadly in the human resource management field.
키워드열기/닫기 버튼
tele-marketer, normative measure, ipsative measure, faking good, competency
