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Construct validity of assessment cen...

Hardison, Chaitra Monet.

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Construct validity of assessment center overall ratings: An investigation of relationships with and incremental criterion related validity over Big 5 personality traits and cognitive ability.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Construct validity of assessment center overall ratings: An investigation of relationships with and incremental criterion related validity over Big 5 personality traits and cognitive ability./
Author:	Hardison, Chaitra Monet.
Description:	124 p.
Notes:	Source: Dissertation Abstracts International, Volume: 66-12, Section: B, page: 6959.
Contained By:	Dissertation Abstracts International66-12B.
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3198095
ISBN:	9780542438233

Construct validity of assessment center overall ratings: An investigation of relationships with and incremental criterion related validity over Big 5 personality traits and cognitive ability.
Hardison, Chaitra Monet.

Construct validity of assessment center overall ratings: An investigation of relationships with and incremental criterion related validity over Big 5 personality traits and cognitive ability. - 124 p.

Source: Dissertation Abstracts International, Volume: 66-12, Section: B, page: 6959.

Thesis (Ph.D.)--University of Minnesota, 2005.

Ample evidence exists showing the assessment center (AC) overall assessment rating (OAR) is predictive of job relevant criteria, however the reasons why are still not clearly established. This paper presents a Job Sampling theory of OAR construct validity suggesting that AC's are maximal performance measures that capture two of the three direct determinants of job performance (declarative knowledge, and procedural knowledge and skills). This theory is used to explain which constructs may underlie the criterion related validity of AC's. A meta-analytic test of that theory using 11 different AC's is presented. It was hypothesized that part of the AC OAR can be explained by cognitive ability and the Big 5 personality traits, however it was also hypothesized that the OAR would still show incremental validity over cognitive ability and the Big 5 for predicting later performance. The hypotheses were supported. The AC OAR still showed criterion related validity even after controlling for cognitive ability and personality of the participants indicating the OAR measures something not captured by those traits. These findings support the theory that the AC OAR may represent a maximal performance measure. Implications of the Job Sampling theory and suggestions for future construct validity research are discussed.

ISBN: 9780542438233Subjects--Topical Terms:

2122852
Occupational psychology.

Construct validity of assessment center overall ratings: An investigation of relationships with and incremental criterion related validity over Big 5 personality traits and cognitive ability.
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245 1 0 $a Construct validity of assessment center overall ratings: An investigation of relationships with and incremental criterion related validity over Big 5 personality traits and cognitive ability.
300 $a 124 p.
500 $a Source: Dissertation Abstracts International, Volume: 66-12, Section: B, page: 6959.
500 $a Adviser: Paul Sackett.
502 $a Thesis (Ph.D.)--University of Minnesota, 2005.
520 $a Ample evidence exists showing the assessment center (AC) overall assessment rating (OAR) is predictive of job relevant criteria, however the reasons why are still not clearly established. This paper presents a Job Sampling theory of OAR construct validity suggesting that AC's are maximal performance measures that capture two of the three direct determinants of job performance (declarative knowledge, and procedural knowledge and skills). This theory is used to explain which constructs may underlie the criterion related validity of AC's. A meta-analytic test of that theory using 11 different AC's is presented. It was hypothesized that part of the AC OAR can be explained by cognitive ability and the Big 5 personality traits, however it was also hypothesized that the OAR would still show incremental validity over cognitive ability and the Big 5 for predicting later performance. The hypotheses were supported. The AC OAR still showed criterion related validity even after controlling for cognitive ability and personality of the participants indicating the OAR measures something not captured by those traits. These findings support the theory that the AC OAR may represent a maximal performance measure. Implications of the Job Sampling theory and suggestions for future construct validity research are discussed.
590 $a School code: 0130.
650 4 $a Occupational psychology. $3 2122852
650 4 $a Personality psychology. $3 2144789
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710 2 $a University of Minnesota. $3 676231
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