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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.
The Validity And Incremental Validity Of Knowledge Tests, Low-Fidelity Simulations, And High-Fidelity Simulations For Predicting Job Performance In Advanced-Level High-Stakes Selection, Filip Lievens, Fiona Patterson
The Validity And Incremental Validity Of Knowledge Tests, Low-Fidelity Simulations, And High-Fidelity Simulations For Predicting Job Performance In Advanced-Level High-Stakes Selection, Filip Lievens, Fiona Patterson
Research Collection Lee Kong Chian School Of Business
In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC …
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 …
Factors Which Improve The Construct Validity Of Assessment Centers: A Review, Filip Lievens
Factors Which Improve The Construct Validity Of Assessment Centers: A Review, Filip Lievens
Research Collection Lee Kong Chian School Of Business
This article reviews 21 studies which manipulated specific variables to determine their impact on the construct validity of assessment centers. This review shows that the studies regarding the impact of different observation, evaluation, and integration procedures yielded mixed results. Conversely, dimension factors (number, conceptual distinctiveness, and transparency), assessor factors (type of assessor and type of assessor training), and exercise factors (exercise form and use of role-players) were found to moderate construct validity. On the basis of the review, practical recommendations are derived to maximize the probability that practitioners design and administer an assessment center with construct validity. Finally, new perspectives …