scholarly journals A general response process theory for situational judgment tests

2019 ◽  
Author(s):  
James Grand

Situational judgment tests (SJTs) have emerged as a staple of assessment methodologies for organizational practitioners and researchers. Despite their prevalence, many questions regarding how to interpret respondent choices or how variations in item construction and instruction influence the nature of observed responses remain. Existing conceptual and empirical efforts to explore these questions have largely been rooted in reflexive psychometric measurement models that describe participant responses as indicative of (usually multiple) latent constructs. However, some have suggested that a key to better understanding SJT responses lies in unpacking the judgment and decision-making processes employed by respondents and the psychological and contextual factors that shape how those processes play out. To this end, the present paper advances an integrative and generalizable process-oriented theory of SJT responding. The framework, labeled Situated Reasoning and Judgment (SiRJ), proposes that respondents engage in a series of conditional reasoning, similarity, and preference accumulation judgments when deciding how to evaluate and respond to an SJT item. To evaluate the theory’s plausibility and utility, the SiRJ framework is translated into a formal computational model and results from a simulation study are analyzed using neural network and Bayesian survival analytic techniques that demonstrate its capability to replicate existing and new empirical effects, suggest insights into SJT interpretation and development, and stimulate new directions for future research. An interactive web application that allows users to explore the computational model developed for SiRJ (https://grandjam.shinyapps.io/sirj) as well as all reported data and the full model/simulation code (https://osf.io/uwdfm/) are also provided.

2014 ◽  
Vol 27 (4) ◽  
pp. 283-310 ◽  
Author(s):  
Michael C. Campion ◽  
Robert E. Ployhart ◽  
William I. MacKenzie

2016 ◽  
Vol 32 (3) ◽  
pp. 230-240 ◽  
Author(s):  
Nadine Kasten ◽  
Philipp Alexander Freund

Abstract. During the past 20 years, Situational Judgment Tests (SJTs) have developed into a viable tool in personnel selection. Despite their growing popularity, research examining the extent of measurement error is widely lacking. Using reliability generalization, the aim of this article was twofold: (1) establish an estimate for an average coefficient alpha of SJT scores across studies and (2) examine the influence of essential SJT features and selected study variables on score reliability. To handle potential dependent observations a three-level hierarchical linear model was used. The results indicate that the reliability of SJT scores is typically rather low and below recommended levels for high-stakes applications. Additionally, both SJT and study characteristics affect score reliability. Implications for practitioners and researchers are provided to guide an appropriate use of SJTs and to initiate future research.


2020 ◽  
Author(s):  
Jan-Philipp Freudenstein ◽  
Stefan Krumm

Implicit Trait Policies (ITPs) are defined as implicit beliefs about the effectiveness of behaviors that express a certain trait. They are typically assessed with Situational Judgment Tests (SJTs). However, such tests often lack sufficient psychometric properties. In this study (N = 133), we aimed at developing a short-form of an SJT to assess ITPs for agreeableness. Results showed, that the six-item short-version had superior model fit when compared to the original test while maintaining the same correlation to self-reported personality. Overall, the short-form is suitable for future application. Limitations and future research perspectives are discussed.


2014 ◽  
Vol 13 (2) ◽  
pp. 70-86 ◽  
Author(s):  
Dan S. Chiaburu ◽  
Troy A. Smith ◽  
Jiexin Wang ◽  
Ryan D. Zimmerman

We meta-analytically examine the relationships between three forms of leader influence, contingent reward (transactional), leader-member exchange (LMX; relational), and transformational (change-oriented) on subordinates’ proactive behaviors. Using non-self-reported data from a combined sample of more than 9,000 employees, we confirm positive relationships between leader influences and employee proactive outcomes. We examine the extent to which one leadership influence is stronger than the others in promoting subordinate proactivity. By combining our new meta-analytic data with existing meta-analytic correlations, we further investigate the extent to which various leadership predictors are differentially related to proactive and prosocial contextual performance, and to task performance. For all outcomes, there are only minimal differences between the contingent reward, LMX, and transformational leadership predictors. Using our results, we propose future research directions for the relationship between leader influences and subordinate work effectiveness.


2012 ◽  
Author(s):  
Michael C. Campion ◽  
Robert E. Ployhart ◽  
William I. MacKenzie

2010 ◽  
Author(s):  
James N. Kurtessis ◽  
Kelley J. Krokos ◽  
Barbara A. Fritzsche

2007 ◽  
Author(s):  
Michael S. Christian ◽  
Bryan D. Edwards ◽  
Jill C. Bradley

Author(s):  
Jeff A. Weekley ◽  
Robert E. Ployhart ◽  
Crystal Michele Harold

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