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Guidelines And Ethical Considerations For Assessment Center Operations, Deborah E. Rupp, Brian J Hoffman, David Bischof, William Byham, Lynn Collins, Alyssa Gibbons, Shinichi Hirose, Martin Kleinmann, Jeffrey D. Kudisch, Martin Lanik, Duncan J. R. Jackson, Myungjoon Kim, Filip Lievens, Deon Meiring, Klaus G. Melchers, Vina G. Pendit, Dan J. Putka, Nigel Povah, Doug Reynolds, Sandra Schlebusch
Guidelines And Ethical Considerations For Assessment Center Operations, Deborah E. Rupp, Brian J Hoffman, David Bischof, William Byham, Lynn Collins, Alyssa Gibbons, Shinichi Hirose, Martin Kleinmann, Jeffrey D. Kudisch, Martin Lanik, Duncan J. R. Jackson, Myungjoon Kim, Filip Lievens, Deon Meiring, Klaus G. Melchers, Vina G. Pendit, Dan J. Putka, Nigel Povah, Doug Reynolds, Sandra Schlebusch
Research Collection Lee Kong Chian School Of Business
This document’s intended purpose is to provide professional guidelines and ethical considerations for users of the assessment center method. These guidelines are designed to cover both existing and future applications. The title assessment center is restricted to those methods that follow these guidelines.
Simulations, Filip Lievens, Britt De Coete
Simulations, Filip Lievens, Britt De Coete
Research Collection Lee Kong Chian School Of Business
Simulations represent more or less exact replicas of tasks, knowledge, skills, and abilities required in actual work behavior. This chapter reviews research on the more traditional high-fidelity simulations (i.e., assessment centers and work samples) and contrasts it with the growing body of research on low-fidelity simulations (i.e., situational judgment tests). Both types of simulations are compared in terms of the following five statements: “The use of simulations enables organizations to make predictions about a broader array of KSAOs,” “We don't know what simulations exactly measure,” “When organizations use simulations, the adverse impact of their selection system will be reduced,” “Simulations …
A Construct-Driven Investigation Of Gender Differences In A Leadership-Role Assessment Center, Neil Anderson, Filip Lievens, Karen Van Dam, Marise Born
A Construct-Driven Investigation Of Gender Differences In A Leadership-Role Assessment Center, Neil Anderson, Filip Lievens, Karen Van Dam, Marise Born
Research Collection Lee Kong Chian School Of Business
This study examined gender differences in a large-scale assessment center for officer entry in the British Army. Subgroup differences were investigated for a sample of 1,857 candidates: 1,594 men and 263 women. A construct-driven approach was chosen (a) by examining gender differences at the construct level, (b) by formulating a priori hypotheses about which constructs would be susceptible to gender effects, and (c) by using both effect size statistics and latent mean analyses to investigate gender differences in assessment center ratings. Results showed that female candidates were rated notably higher on constructs reflecting an interpersonally oriented leadership style (i.e., oral …
Large-Scale Investigation Of The Role Of Trait Activation Theory For Understanding Assessment Center Convergent And Discriminant Validity, Filip Lievens, Christopher S. Chasteen, Eric A. Day, Neil D. Christiansen
Large-Scale Investigation Of The Role Of Trait Activation Theory For Understanding Assessment Center Convergent And Discriminant Validity, Filip Lievens, Christopher S. Chasteen, Eric A. Day, Neil D. Christiansen
Research Collection Lee Kong Chian School Of Business
This study used trait activation theory as a theoretical framework to conduct a large-scale test of the interactionist explanation of the convergent and discriminant validity findings obtained in assessment centers. Trait activation theory specifies the conditions in which cross-situationally consistent and inconsistent candidate performances are likely to occur. Results obtained by aggregating correlations across 30 multitrait-multimethod matrices supported the propositions of trait activation theory, shedding a more positive light on the construct validity puzzle in assessment centers. Overall, convergence among assessment center ratings was better between exercises that provided an opportunity to observe behavior related to the same trait, and …
Development Of A Simulated Assessment Center, Filip Lievens
Development Of A Simulated Assessment Center, Filip Lievens
Research Collection Lee Kong Chian School Of Business
In this study a simulation of an assessment center is developed consisting of videotaped performances of four candidates in three exercises: sales presentation, role-play, and group discussion. To develop the simulation, candidate profiles are constructed which vary along three dimensions: problem analysis and problem solving, interpersonal sensitivity, and planning and organizing. Dimension-specific behaviors are adapted from 173 critical incidents provided by 20 experienced assessors. As a result, scripts are written and enacted by actors. To validate the simulation, experienced assessors evaluate all candidates under optimal conditions. High interrater agreement among these experts (intraclass conelation = .9) and a high correlation …