摘要
提高选人用人公信度,是当前干部选拔任用改革的重要导向。从心理学的视角对其概念内涵、影响因素和评判框架进行思考和分析可以得出如下结论:基于心理测量中的信度概念,选人用人公信度实际上就是公众对选人用人程序和结果评价的一致性、稳定性及可靠性;基于期望失验理论,选人用人公信度受到公众期望和实际绩效两者的影响;基于内隐观的研究视角,可为选人用人公信度提供评判框架。
How to improve public trust in cadre selection and appointment is important guidance to reform of cadre and personnel system. The concept, factors and evaluation framework of public trust are analyzed from psychological perspective. Based on the psychometric concept of reliability, public trust in cadre selection and appointment means consistency, stability and reliability of public evaluation on process and outcome of cadre selection and appointment. Based on expectancy disconfirmation theory, public trust is influenced by public expectations and actual performance. Public trust in cadre selection and appointment can be measured based on implicit theory.
出处
《中国浦东干部学院学报》
2010年第4期120-123,共4页
Journal of China Executive Leadership Academy Pudong
基金
上海市哲学社会科学规划课题"干部素质的公众观研究"(批准号:2008EDD001)的部分研究成果
关键词
选人用人公信度
心理学
信度
期望失验理论
内隐观
public trust in cadre selection and appointment
psychology
reliability
expectancy disconfirmation theory
implicit theory
