This study examined the validity of a broad set of predictors for selecting European managers for a cross-cultural training program in Japan. The selection procedure assessed cognitive ability, personality, and dimensions measured by assessment center exercises and a behavior description interview. Results show that the factor Openness was significantly related to cross-cultural training performance, whereas cognitive ability was significantly correlated with language acquisition. The dimensions of adaptability, teamwork, and communication as measured by a group discussion exercise provided incremental variance in both criteria, beyond cognitive ability and personality. In general, these results are consistent with the literature on domestic selection, although there are some important differences.

This study investigates the construct validity of a Belgian assessment centre through a comprehensive set of con rmatory factor analysis models. In particular, the general con rmatory factor analysis approach as well as the correlated uniqueness approach are tted to the same data. Results replicate Sagie and Magnezy's (1997) nding that the correlated uniqueness model is appropriate to represent exercise eVects in assessment centres, as a good t and no estimation problems are obtained. In this model the dimensions explain 36% of variance, revealing evidence of convergent validity. Possibly, this is due to the careful design of this assessment centre. Evidence of discriminant validity, however, is not established, as the dimension factors are highly correlated.

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.

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