Abstract:

The Frame-of-Reference (FOR for short) effect on personality tests refers to a kind of phenomenon that if a specific reference context is set for a plain personality test, the criterion-related validity of this test will be improved. In the past ten years, the focus of FOR effect studies had been gradually moved from collecting validity evidence to probing its internal mechanism. Making a general review of these studies, we think the psychometrics principle of FOR effect is that various reference inconsistency in subjects’ reaction courses, including the between-person variability and the within-person inconsistency of the FOR, will be reduced, when a concordant FOR matching with criterion is provided. It reflects that the relation between contextualized personality constructs and relevent criterion variables is closer in logical net. According to Wood’s Personality and Role Identity Structural Model, the origin of that relation is from the mediating mechanism of “general personality→ contextualized personality→ role behavior”. In practical applying, personnel assessment experts can use that conclusion, set proper FORs for personality tests, thus improve the effectiveness of assessment tools. However, that finding is only a beginning. Future reseaches should seek to breaks on three aspects. Firstly, on FOR operational paradigm, researchers could icorporate the context priming paradigm to the text induction to promote ecological validity. Secondly, reasercher can probe the moderator variables of FOR, such as individual difference variables like self-monitoring, and the cultural factor. Thirdly, future researches should expand subjects, and test the FOR effect in job applicants group. Because the future studies on those aspects have not finished yet, it should be very careful to apply any improving measure in assessment, according to FOR effect.

Key words: frame-of-reference, criterion-related validity, contextualized personality, work personality, personnel assessment

摘要：

人格测验的参照情境效应是指，在一般人格测验的基础上，设置某种特定的参照情境，进而使测验的效标关联效度得以提高的现象。在过去十余年里，参照情境效应的考察重心从早期的效度证据搜集逐渐转向内部机理的探讨。研究者试图通过参照情境与效标的逻辑关联、参照情境的被试间变异及被试内变异来解释现象背后的测量学原理。在构念层面则提出“人格和角色认同层级模型”，以此说明参照情境效应的人格机制问题。然而，该主题的探索尚处于初始阶段，未来研究可从参照情境的操作范式、参照情境效应的调节机制等方面继续寻求突破。

关键词: 参照情境, 效标关联效度, 情境化人格, 工作人格, 人事测评