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在想要甄别出高质量的员工时,采用传统智能(GMA)和情绪智能(EI)去衡量似乎是合理的选择。鉴于GMA和EI测试包含一些二分条目,我们很难估计此类测试的信度,因为对错答案的比例会影响内部一致性的估计。为了解决这个问题,我们提议采用复本和重测的方法来检测GMA和EI测试的信度。结果显示,GMA和EI的内部一致性的信度估计劣于复本和重测的信度。在处理二分条目时,我们鼓励管理学学者除了采用内部一致性指标,还可以采用其他信度估计方法,如复本和重测的方法。
When trying to identify high-quality employees, using traditional intelligence (GMA) and emotional intelligence (EI) to measure seems a reasonable choice. Given that the GMA and EI tests contain a number of bisector entries, it is difficult to estimate the reliability of such tests because the proportion of correct answers will influence the estimation of internal consistency. To solve this problem, we propose to use replicas and retesting methods to test the reliability of GMA and EI tests. The results show that the reliability of the internal consistency of the GMA and EI is inferior to that of the replica and retesting. When dealing with binary entries, we encourage management scholars to use other measures of reliability, such as duplicates and retests, in addition to internal consistency indicators.