本研究旨在编制适用于国企招聘工作的情景判断测验，通过对北京市某些国企员工及应聘者实施测评，把描述性的工作情景引入自陈量表，根据应聘者作答结果反映其工作潜能。研究在文献分析和理论推演的基础上，结合企业人力资源工作者、心理学专家半结构化访谈结果，提出国企人员招聘所需的四维素质结构模型，分别为：成就导向、自我控制、人际处理、自我效能。自我控制包括情绪控制、规则遵从、压力应对三个因素；成就导向包括进取心、团队取向、责任心三个因素；人际处理包括人际理解、关系处理、人际协作三个因素；自我效能包括自信、归因风格两个因素。根据这个四因素结构模型，运用定性与定量相结合的方法，通过情景模拟、文字描述形式编制测验，形成情景判断测验。并对题目的心理测量学指标进行分析，检验了量表的信、效度。整个研究中还探讨了如何更好应用心理测量学理论和技术，提高企业人员素质选拔和测评水平，为国企招聘工作提供依据和支持，降低企业招聘成本，提高招聘效果作出贡献。通过研究，获得以下研究结论：1、经过探索性因素分析，国企人员招聘情景判断测验具有多维结构，包括成就导向、自我控制、人际处理和自我效能四个方面。每个分测验又由各自的因素组成，各因素之间存在着一定的相关。2、情景判断测验的题目具有相对稳定的测量学指标，但信、效度指标有待进一步改进和提高。3、国企通过测验结果与面试、录取结果具有高度关联性，编制的情景判断测验具有较高程度的参考价值。4、通过编制情景判断测验来招聘国企员工，在有效结合情景模拟与自陈量表方式的基础上，可以在一定程度上提高招聘筛选的有效性。其针对不同情景的实践应用有待进一步研究。

This study was designed to prepare the situational judgment tests in state-owned enterprises recruitment. Put descriptive job scene to self-report scale, through certain employees of state-owned enterprises in Beijing and the implementation of evaluation of candidates, according to pencil and paper to answer the result of which shows their potential. The situational judgment tests were analyzed in the literature and theoretical deduction, based on the combination of enterprise human resource workers, psychologists semi-structured interviews with the outcome, raised the quality of the structure of four-dimensional model, as follows：achievement orientation, self-control, interpersonal treatment, self-efficacy. Self-control including three factors to emotional control, rules compliance, the pressure to deal with. Achievement-oriented including three factors to initiative, team orientation, sense of responsibility. Interpersonal treatment including inter-personal and interpersonal understanding to deal with, deal with the relationship, interpersonal collaboration of three factors. Self-efficacy including self-confidence, due to style two factors. According to this four-factor structure model, using a combination of qualitative and quantitative research methods. Through the scenario simulation, the form of language to describe the preparation of tests, determine the subject project, analyze and test the psychometric indicators, determine the reliability and validity make empirical study. From research on the whole, we used a combination of qualitative and quantitative research methods. I hope through the ideas, processes, methods and results research of situational judgment tests in state-owned enterprises recruitment, for development the psychological measurement, but also for the recruitment of state-owned enterprises to provide a basis and support, so as to reduce recruitment costs, improve the effectiveness of recruitment to contribute. After empirical research, was the main conclusions of the study are as follows:1．After exploratory factor analysis, state-owned enterprises to recruit staff with a multi-dimensional scene to determine the structure of tests, including achievement orientation, self-control, interpersonal treatment and self-efficacy in four areas, each sub-test and by the respective factors, the factors there are certainly relevant.2．The subject of the test has the relative stability of the measurement with indexes, but the reliability and validity of indicators could be further improved and enhanced.3．Through the test results and admission interview results of state-owned enterprises with a high degree of relevance, the preparation of test scenarios to determine the extent of considerable reference value.4．Through the development of test, in the effective integration of scenario simulation and self-report scale based on the way to a certain extent, improve the effectiveness of the recruitment screening. It is practical application in different situations to be studied further.