A questionnaire of " individual influence of managers " was formed through collecting items , designing and conducting a initial questionnaire , and examining the 通过条目的收集问卷设计施测以及问卷结构效度检验的完整过程，形成"管理者个人影响力"问卷并根据3个评价标准对问卷条目进行了筛选。
( 4 ) ' data analysis " is a kind of reasoning aptitude . conclusion : aat has high construct validity , though adjustment is still needed in the construct and content of aat 结论：广东省公务员考试中使用的《行政职业能力倾向测验》具有较好的结构效度，但在测验的结构和内容方面需要做一定的调整。
N . the new problem behavior scale for junior high school students can cover the problem behaviors among junior high school students . and it has high resurvey reliability . internal homogeneity reliability . construction and content validity . id ( 2 )自编的初中生问题行为量表能较为全面地反映初中生的常见问题行为，并且该量表具有较高的再测信度、内部同质性信度和较好的结构效度和内容效度。
The formal questionnaire was developed based on the revised model . the reliability and validity of the questionnaire were examined strictly to prove that the questionnaire has good reliability and validity , which could be used as a good measurement in other researches ( 2 )本研究所编制的大学生网络成瘾倾向问卷采用内部一致性系数( cronbacha系数)和分半信度作为检验问卷信度的指标，采用内容效度和结构效度来考察问卷的效度。
In chapter 3 , based on the production of the third hypothesis of lmx theory and guanxi , we distill 4 key dimensions to express the interpersonal relationship in enterprises , and process the reliability analysis and structure efficiency analysis , then found the model of interpersonal relationship in enterprises , and lastly evaluate the collectivity characteristic of samples basing on the model 3企业内部人际关系的表征，在lmx理论第三种假设和guanxi的研究成果的基础上，提取出表征企业内部人际关系的四个关键维度，然后对这几个维度进行信度和结构效度分析，在此基础上建立起企业内部人际关系的表征模型，最后根据模型评测样本的总体特征。
This article mainly uses the questionnaire research method , and also discusses the structure and intrinsic connection of the psychological contract in agents . the questionnaire includes three parts , which is organization obligation , employee responsibility and factor of agent ’ s resignation . the author analyzed and verified the questionnaire ’ s content structure and its result ’ s efficiency via exploring & validating factor ’ s investigation , and confirmed the questionnaire ’ s valuation 本论文以问卷调查为主要研究方法,问卷分为组织责任、员工责任和离职因素三个分量表,通过探索性因子分析与验证性分析检查了问卷内容和效度,证明了量表具有良好的结构效度,其结果说明本量表是一份具有实际应用价值的量表,结果可信、内容有效。
The internal consistency reliabilities ( cronbach ' s alphas ) and half - split reliabilities for the 17 parcels and fours factors of the ascs are summarized . the validity of the ascs was examined , including content validity , structure validity , convergent and discriminant validity . findings showed reliabilities and validities were adequate to excellent 3 、本研究检测了量表的内部一致性系数和维度与总量表的相关；以及内容效度、结构效度、会聚效度和区分效度，数据结果表明该量表具有良好的信效度水平。
The factorial content of the eas support its construct validity . the main results are as follows : first , the revised employee aptitude survey has satisfactory psychometrics characters , including good reliability and fair validity second , the revised employee aptitude survey provide useful clue for further revision and use 本研究获得了关于中国被试的eas基本测量学指标，证实eas测验在中国使用也具有较好的内部一致性、同时效度和结构效度，可以进一步制定常模，以用于升学就业指导、人员的筛选和安置。
In this paper , the author researches the measurement of enterprise interpersonal relationship , the author distills four key dimensions to research the interpersonal relationship in enterprises , and analyses the reliability and structure efficiency of the dimensions , and then founds the model of interpersonal relationship in enterprises , and lastly evaluates the collective characteristics of the samples based on the model 本文拟对企业内部人际关系的测度展开研究，本研究的基本思路是：首先提取出表征企业内部人际关系的四个关键维度，然后对这几个维度进行信度和结构效度分析，在此基础上建立起企业内部人际关系的表征模型，最后根据模型评测样本的总体特征。
The results suggested , ( 1 ) the response pattern of the item is good ; ( 2 ) the internal consistency reliability and test - retest reliability of the scale is excellent . ( 3 ) the current scale has very good construct validity , criterion - related validity and content validity . ( 4 ) difference exists between male and female , and among the four grades in all the 7 subscales , but no time effect exists in ld 结果表明： ( 1 )评价的回答模式分布基本合理； ( 2 )本量表具有较高的内部一致性系数和重测信度系数； ( 3 )本量表具有较高的结构效度、效标关联效度，内容效度也较好； ( 4 )各分量表存在显著的性别和年龄差异，但学习障碍的时间效应不显著。
