Journal ArticleDOI
Construct validity of two categories of assessment center dimension ratings
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The construct validity of assessment center final dimension ratings was examined within a nomologicai network of cognitive and personality measures as mentioned in this paper, and it was found that several cognitive ability measures related more strongly to performance-s tyle dimension ratings than to interpersonal-style dimension ratings.Abstract:
The construct validity of assessment center final dimension ratings was examined within a nomologicai network of cognitive and personality measures. Four hundred forty-one employees of a large mid-western petroleum company were assessed on 11 dimensions in two broad categories and completed four tests. Results showed that several cognitive ability measures related more strongly to performance-s tyle dimension ratings than to interpersonal -style dimension ratings, providing evidence for convergent and discriminant validity. Correlation analysis and factor analysis support the two a priori interpersonal- and performance-style categories. The results suggest that final dimension ratings possess construct validity and that assessors can differentiate between two broad categories of assessment dimensions.read more
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Psychological Testing : An Introduction
George Domino,Marla L. Domino +1 more
TL;DR: The history of psychological testing can be found in this paper, where the authors discuss the nature of tests, reliability and validity of tests and their application in a wide range of settings.
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The Construct-Related Validity of Assessment Center Ratings: A Review and Meta-Analysis of the Role of Methodological Factors
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TL;DR: In this article, the authors provide a systematic review of the assessment center literature with respect to specific design and methodological characteristics that potentially moderate the construct-related validity of assessment center ratings.
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A new frame for frame-of-reference training: enhancing the construct validity of assessment centers.
TL;DR: Results from 58 assessees and 122 assessors suggested that FOR training was effective at improving the reliability, accuracy, convergent and discriminant validity, and criterion-related validity of assessment center ratings.
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Further evidence for the validity of assessment center dimensions: a meta-analysis of the incremental criterion-related validity of dimension ratings.
TL;DR: The results indicate that the 7 summary AC dimensions postulated by W. Edens (2003) are distinguishable from popular individual difference constructs and explain a sizeable proportion of variance in job performance beyond cognitive ability and personality.
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A meta-analytic evaluation of the impact of dimension and exercise factors on assessment center ratings.
Mark C. Bowler,David J. Woehr +1 more
TL;DR: The authors recoded and combined past matrices into a single MTMM matrix, comprised of 6 dimensions each measured by 6 exercises, providing a more generalizable set of results.
References
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Lee J. Cronbach,Paul E. Meehl +1 more
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TL;DR: In this article, the authors discuss the use of tests and test interpretation for various purposes, e.g., personality measurement through self-report, personality test interpretation, and personnel selection.
Journal ArticleDOI
Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings.
Journal ArticleDOI
Validity and Utility of Alternative Predictors of Job Performance
John E. Hunter,Ronda F. Hunter +1 more
TL;DR: In this article, a meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean validity of.53.