中国科学院心理研究所机构知识库

通过为某机床企业销售员制定一套自我绩效评定迫选量表，收集判断性效标测量和非判断性效标测量，研究判断性效标测量和非判断性效标测量与自我绩效评定迫选量表中各工作行为的关系，验证了两个假设：（1）任一效标测量不可能与所有有效工作行为显著相关；（2）在效标测量中，既应采用判断性效标测量，也应采用非判断性效标测量，二者互相补充，不可替代。

A criterion is a sample of performance (including behavior and outcomes), me asured directly or indirectly, perceived to be of value to organizational consti tuencies for facilitating decisions about predictors or programs. Overviewing pr ecursors′ researches about criteria, one conclusion can be drawn that when crit eria are used, we should use multiple criteria. According to this, we put forwar d two hypotheses: (1) Every criterion can’t correlate with all work behaviors. (2) Not only judgemental measure...