基于胜任特征模型的结构化面试信度和效度验证

o improve reliability and validity of the structured interview is the core of interview technical studies. In recent years, there are a small number of scholars explored the question of whether the competency-based interview is scientific, but these studies are not from the perspective of evidence to verify the reliability of this new type of interview. My study is based on actual measurement data, derived through the basic logic named hypothesis testing procedures to verify reliability and validity of the competency model based interview. In this paper, one pre-theoretical assumption is that competency model is in a high degree of performance associated and can be measured. On the basis of which come two assumptions, the first is structured interview can measure the level of competence. and the second is using competency model into the structured interview will improve reliability and validity. Test samples was a whole MBA class, all of them have some work experience, which ensure that the level of dimensions have been proved during work experience. In this study, criterion came from the 360-degree Feedback Evaluation method, and the main ways of statistical analysis is distinguish between degrees, α coefficient, Kendall coefficient of harmony, Pearson, and other factors.