THE IMPACT OF PERSONNEL-SELECTION AND ASSESSMENT METHODS ON CANDIDATES

被引：46

作者：

ROBERTSON, IT

ILES, PA

GRATTON, L

SHARPLEY, D

机构：

[1] LONDON BUSINESS SCH,LONDON NW1 45A,ENGLAND

[2] MANAGEMENT CHARTER TRAINING,LONDON E82PH,ENGLAND

[3] OPEN UNIV,SCH MANAGEMENT,MILTON KEYNES MK7 6AA,BUCKS,ENGLAND

来源：

HUMAN RELATIONS | 1991年 / 44卷 / 09期

关键词：

PERSONNEL SELECTION; IMPACT; INDUSTRIAL PSYCHOLOGY; ORGANIZATIONAL PSYCHOLOGY; ASSESSMENT;

D O I：

10.1177/001872679104400904

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

Evidence will be presented of the impact of the assessment and selection techniques used in a management development program in a major UK financial services organization. The assessment techniques involved are situational interviews and two different assessment centers. Drawing on a questionnaire study of 141 managers, data are presented concerning the impact of such techniques on organizational commitment and job and career withdrawal cognitions. The results suggest that assessment procedures and decisions have some impact on candidates' post-assessment attitude to the organization and their intention to leave their jobs and careers. The article also presents data on the reactions of the participants to the selection and assessment process. A preliminary theoretical view of the impact process is presented and discussed. © 1991, Sage Publications. All rights reserved.

引用

页码：963 / 982

页数：20

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