Validez de la entrevista conductual estructurada

• Autores: Serge Moscovici, Jesús Fernando Salgado Velo
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 11, Nº 31, 1995, págs. 9-24
• Idioma: español
• Enlaces
  • Texto completo (htm)
• Dialnet Métricas: 2 Citas
• Resumen
  • español

    La entrevista es el instrumento más empleado en selección de personal, a pesar de que parece tener baja fiabilidad y escasa validez. Recientemente, diversos autores sugirieron que ciertos cambios mejorarían la validez la entrevista. Las modificaciones se refieren a su estructura y su contenido. Varias entrevistas, que por sus similitudes denominamos "conductuales estructuradas" (ECE), parecen poseer una validez aceptable. Para comprobar la validez de la ECE y su generalización, un método adecuado es el meta-análisis. El objetivo principal de esta investigación fue la integración de los coeficientes de validez de la ECE. El segundo era comprobar si el tipo de diseño de validación tiene efectos sobre el coeficiente de validez. El tercer objetivo fue estimar la validez de la ECE para distintas ocupaciones. Los resultados indican que la ECE es fiable (acuerdo entre jueces =.75) y válida (r=.28, N=2121), similar a la de otros instrumentos de selección (por ej., tests de habilidades cognitivas). Los coeficientes de validez de los diseños concurrentes son similares o más altos que los que resultan con diseños predictivos. En tercer lugar, la ECE es válida para cualquier tipo de ocupación. Por último, se discuten las implicaciones de los resultados para la aplicación de la ECE y se señalan algunas áreas de investigación futura.

  • English

    Personnel selection interviews were criticized for low reliability and validity. However, the interviews based on behavior descriptions appear to have an acceptable validity to predict job performance. To check that point we conduct several meta-analyses. The main objective of this article was to integrate the validity coefficients of structured behavioral interviews (SBI). The second objective was to test if the research design (concurrent vs. predictive) has some effect on the coefficients. The third goal was to estimate the BSI validity for several occupational groups. Results show that BSI is a reliable (inter-rater reliability =.75) and valid procedure (r=.28, N=21.21). Second, the coefficients from concurrent designs are similar or slightly higher than the coefficients from predictive designs. Third, SBI is a valid procedure for all occupational groups. Finally, the implications of these results are discussed and future areas for research are suggested.

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