为什么张桂梅宁愿倾尽所有也要创立华坪女高？为什么黄文秀毅然放弃高薪工作，投身于家乡的扶贫工作之中？也许可以通过谦逊诚实特质来理解这些现象。诚实谦逊来自于HEXACO人格模型，相比于五因素人格模型，越来越多的研究者开始关注此类六因素人格模型。HEXACO采用心理词汇学的方法从七种语言中提取了六种人格因素，即诚实谦逊、情绪性、外向性、宜人性、尽责性、对经验的开放性，这使其比五因素人格模型具有更高的解释性和更好的跨文化性。诚实谦逊是HEXACO中最突出的一项，是一种公平真诚地与他人相处的倾向，与多种人格现象和行为表现有显著关联。在职场中，诚实谦逊的员工和管理者通常有更优秀的工作表现和更少的越轨行为。当前测量诚实谦逊最常用的工具为自陈测验，这种测评工具一直以来被认为具有较高的社会赞许性，不适用于高利害情境。因此，需要开发一种测量工具来避免人们在诚实谦逊测验中作假。条件推理测验是一种内隐人格评估方法，通过挖掘人格的潜意识层面来规避作假问题，可用于测量诚实谦逊的内隐部分。已有的条件推理测验大多集中于对消极人格特质的测评，而缺少对积极人格特质条件推理测验的探索。

本研究开发了一套诚实谦逊的条件推理测验，并验证了其信效度。研究一从访谈、文献、文学作品中提炼出诚实谦逊的辩解机制，据此命制初版条件推理测验。经专家评审后进行施测，根据数据结果进行修订，形成复测题本。研究二对复测题本进行施测和筛选，形成正式题本。诚实谦逊条件推理测验的同质性信度、相容和区分效度均得到验证，并且在自陈测验和情境判断测验基础上，诚实谦逊条件推理测验对员工越轨行为和中庸思维的预测具有增量效度，对中庸思维、工作绩效、关系绩效、任务绩效和学习绩效的预测具有测验优势。同时，通过内隐联想测验和经济决策游戏验证诚实谦逊条件推理测验的预测效度。在研究二问卷施测两周后，对诚实谦逊条件推理测验进行重测，证明该测验具有可靠的信度。此外，本研究还证明访谈是开发积极人格特质条件推理测验的有效方法。

本研究最终得到一套19题的诚实谦逊条件推理测验，可作为诚实谦逊内隐测验的补充，为组织筛选人才提供了一种可选的心理测量工具。

Why Zhang Guimei would rather spend all to establish Huaping women's high school? Why did Huang Wenxiu resolutely give up her well-paid job and devote herself to poverty alleviation work in her hometown? Perhaps these phenomena can be understood through the trait of Humility-Honesty. Honesty-Humility are derived from the HEXACO personality model, which more and more psychologists are focusing on as opposed to the five-factor personality model. HEXACO uses psychological lexicology to extract six personality factors from seven languages, namely honesty-humility, emotionality, extroversion, agreeableness, conscientiousness, and openness to experience, which makes it more interpretive and cross-cultural than the five-factor personality model. Honesty-Humility, the most prominent aspect of HEXACO, is the tendency to deal with others fairly and honestly, and is strongly associated with a variety of personality phenomena and behaviors. In the workplace, employees and managers who are Humility-Honesty show better work performance and less deviant behavior. At present, the most commonly used tool for measuring Honesty-Humility is the self-report test, which has long been considered socially desirable and therefore inappropriate for high-stakes situations. There is a need to develop a measurement tool to prevent people from cheating on Honesty-Humility tests. The conditional reasoning test is an implicit personality assessment method, which can be used to measure the implicit part of Honesty-Humility by exploring the subconscious level of personality to avoid the problem of faking. Most of the existing conditional reasoning tests focus on the assessment of negative personality traits, but there is a lack of exploration of positive personality traits conditional reasoning tests.

This study developed a set of conditional reasoning tests for Honesty-Humility, and verify its reliability and validity. In the first study, the mechanism of Honesty-Humility justification was extracted from interviews, literature and literary works, and the first version of conditional reasoning test was developed accordingly. After expert review, the test is carried out and revised according to the data results to form second version. In the second study, the second version of test is tested and screened to form a formal test. The homogeneity reliability, compatible and discriminant validity of the Honesty-Humility conditional reasoning test were all verified. Based on the self-report test and the situational judgment test, the Honesty-Humility conditional reasoning test explains incremental variance on the prediction of employees' deviant behavior and zhong-yong thinking style, and has test advantages on the prediction of zhong-yong thinking style, job performance, relationship performance, task performance and learning performance At the same time, the predictive validity of the Honesty-Humility conditional reasoning test was verified by the implicit association test and the economic decision game. The Honesty-Humility conditional reasoning test was retested two weeks after the second study questionnaire was administered, which proved that the test had reliable reliability. In addition, this study also proves that interview is an effective method to develop conditional reasoning tests of positive personality traits.

In this study, a 19-item conditional reasoning test of Honesty-Humility was obtained, which can be used as a supplement to the implicit test of Honesty-Humility and provide an optional psychometric tool for organizations to screen talents.