Personality testing and the assessment center: Incremental validity for managerial selection.

1996 ◽  
Vol 81 (6) ◽  
pp. 746-756 ◽  
Author(s):  
Richard D. Goffin ◽  
Mitchell G. Rothstein ◽  
Norman G. Johnston
Keyword(s):  
Assessment Center ◽  
Incremental Validity ◽  
Personality Testing ◽  
Managerial Selection

scholarly journals Gathering Behavioral Samples Through a Computerized and Standardized Assessment Center Exercise

2010 ◽  
Vol 9 (2) ◽  
pp. 94-98 ◽  
Author(s):  
Filip Lievens ◽  
Etienne Van Keer ◽  
Ellen Volckaert
Keyword(s):  
Cognitive Ability ◽  
Multiple Choice ◽  
Cost Savings ◽  
Assessment Center ◽  
Incremental Validity ◽  
Standardized Assessment ◽  
Management Competencies ◽  
Lower Response ◽  
Initial Validation

Although computerization and standardization might make assessment center (AC) exercises easier to administer and score, drawbacks are that most of such exercises have a static and multiple-choice format. This study reports on the development and initial validation of a computerized and standardized AC exercise that simulates key managerial tasks. This AC exercise capitalizes not only on the benefits of computerization and standardization (efficiency and cost savings) but at the same time aims to avoid their usual drawbacks (lower response fidelity and interactivity). The composite exercise score was significantly related to several criteria of interest and had incremental validity beyond cognitive ability. The exercise was also significantly related to candidates’ people management competencies.

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

2008 ◽  
Vol 1 (3) ◽  
pp. 272-290 ◽  
Author(s):  
Leaetta M. Hough ◽  
Frederick L. Oswald
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Organizational Psychology ◽  
Incremental Validity ◽  
Personality Testing ◽  
Personality Tests ◽  
Organizational Research ◽  
Broad Perspective ◽  
Industrial Organizational Psychology ◽  
Multidimensional Models

As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five-factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

The Role of Personality Testing in Managerial Selection

1994 ◽  
Vol 9 (5) ◽  
pp. 3-11 ◽  
Author(s):  
Stephen Dakin ◽  
V. Nilakant ◽  
Ross Jensen
Keyword(s):  
Personality Testing ◽  
Managerial Selection

THE ROLE OF COGNITIVE ABILITY IN THE SUBGROUP DIFFERENCES AND INCREMENTAL VALIDITY OF ASSESSMENT CENTER EXERCISES

1998 ◽  
Vol 51 (2) ◽  
pp. 357-374 ◽  
Author(s):  
HAROLD W. GOLDSTEIN ◽  
KENNETH P. YUSKO ◽  
ERIC P. BRAVERMAN ◽  
D. BRENT SMITH ◽  
BETH CHUNG
Keyword(s):  
Cognitive Ability ◽  
Assessment Center ◽  
Incremental Validity ◽  
Subgroup Differences
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