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Titolo:
Assessors and use of assessment centre dimensions: a fresh look at a troubling issue
Autore:
Lievens, F;
Indirizzi:
State Univ Ghent, Dept Personnel Management & Work & Org Psychol, B-9000 Ghent, Belgium State Univ Ghent Ghent Belgium B-9000 Org Psychol, B-9000 Ghent, Belgium
Titolo Testata:
JOURNAL OF ORGANIZATIONAL BEHAVIOR
fascicolo: 3, volume: 22, anno: 2001,
pagine: 203 - 221
SICI:
0894-3796(200105)22:3<203:AAUOAC>2.0.ZU;2-6
Fonte:
ISI
Lingua:
ENG
Soggetto:
ASSESSMENT-CENTER VALIDITY; CONSTRUCT-VALIDITY; EMPIRICAL-FINDINGS; RATING ACCURACY; CATEGORIES; JUDGMENTS; EXERCISES; NUMBER; DESIGN;
Tipo documento:
Article
Natura:
Periodico
Settore Disciplinare:
Social & Behavioral Sciences
Citazioni:
48
Recensione:
Indirizzi per estratti:
Indirizzo: Lievens, F State Univ Ghent, Dept Personnel Management & Work & Org Psychol, Henri Dunantlaan 2, B-9000 Ghent, Belgium State Univ Ghent Henri Dunantlaan 2 Ghent Belgium B-9000 lgium
Citazione:
F. Lievens, "Assessors and use of assessment centre dimensions: a fresh look at a troubling issue", J ORG BEHAV, 22(3), 2001, pp. 203-221

Abstract

Previous studies on the construct validity of assessment centres have generally produced puzzling results. The premise of this study is that these prior studies were relatively one-sided. Actually, most previous studies werefield studies, which typically used the multitrait-multimethod approach todistinguish between two sources of variance (i.e., exercises and dimensions). Therefore, this study aims to shed light on the issue of assessment centre construct validity by addressing substantive and methodological concerns inherent in previous research. In this study, 85 industrial and organizational psychology students and 39 managers rated videotaped assessment centre candidates in three exercises on six dimensions. Results from generalizability analyses showed that assessors' ratings were relatively veridical. Inaddition, when assessors rated candidates whose performances varied acrossdimensions and whose performances were relatively consistent across exercises, they were reasonably able to differentiate among the Various dimensions. They also rated such candidate profiles similarly on the various dimensions across exercises. When assessors rated a candidate profile without clear performance fluctuations across dimensions, distinctions about dimensionswere more blurred. Results from student and managerial assessors were similar, although managers distinguished somewhat less between the various dimensions. The research and practical implications of these findings are discussed. Copyright (C) 2001 John Wiley & Sons, Ltd.

ASDD Area Sistemi Dipartimentali e Documentali, Università di Bologna, Catalogo delle riviste ed altri periodici
Documento generato il 09/04/20 alle ore 07:03:58