Further Studies of Situational Tests

Weekley, Jeff A.; Jones, Casey

doi:10.1111/j.1744-6570.1999.tb00176.x

Cited by 115 publications

(134 citation statements)

References 50 publications

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“…Such factor analytic SJT research typically reveals a plethora of factors that are difficult to interpret (Schmitt and Chan, 2006). This is not surprising as SJTs are measurement methods which assess a variety of work-related knowledge, skills, and abilities (KSAs) McDaniel and Whetzel, 2005;Weekley and Jones, 1999). For instance, SJTs were recently developed to capture domains as diverse as teamwork knowledge (McClough and Rogelberg, 2003;Morgeson et al, 2005;Stevens and Campion, 1999), aviation pilot judgment (Hunter, 2003), employee integrity (Becker, 2005), call-centre performance (Konradt et al, 2003), or academic performance (Oswald et al, 2004).…”

Section: Reliabilitymentioning

confidence: 99%

“…Another example is that SJTs based on a job analysis were usually more highly related to cognitive ability than those not based on a job analysis (0.50 versus 0.38). Still other researchers posit that SJTs are alternative measures of job knowledge, job experience or interpersonal variables (McDaniel and Nguyen, 2001;Weekley and Jones, 1999).…”

Section: Construct-related Validitymentioning

confidence: 99%

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Situational judgment tests: a review of recent research

2008

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Purpose -The purpose of this paper is to give an empirically-based review of the strengths and weaknesses of situational judgment tests (SJTs). Design/methodology/approach -The features, history, and development of SJTs are discussed. Next, a computerized search (from 1990-2007) is conducted to retrieve empirical studies related to SJTs. The effectiveness of SJTs is discussed in terms of reliability, criterion-related validity, incremental validity, construct-related validity, utility, adverse impact, applicant perceptions, fakability, and susceptibility to practice and coaching effects. Findings -Strengths of SJTs are that they show criterion-related validity and incremental validity above cognitive ability and personality tests. SJTs have also less adverse impact towards minorities (especially if the cognitive loading of the SJT is low). Furthermore, applicant reactions towards SJTs are positive and SJTs enable to test large applicant groups at once (through the Internet). In terms of weaknesses, SJTs might be prone to faking, practice, and coaching effects. There is also debate about what constructs are measured by SJTs. Research limitations/implications -Five avenues for future research are discussed: construct-related validity of SJTs, utility of SJTs vis-à -vis other predictors, impact of SJT features on validity and adverse impact, examination of alternative stimulus and response formats, and cross-cultural transportability of SJTs. Practical implications -Practitioners receive evidence-based information about the features, development, and strengths and weaknesses of SJTs. Originality/value -Apart from the USA, SJTs have not made strong inroads in selection practice in Europe and other parts of the world. This evidence-based paper might highlight the value of SJTs.

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Section: Reliabilitymentioning

confidence: 99%

Section: Construct-related Validitymentioning

confidence: 99%

Situational judgment tests: a review of recent research

2008

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“…As with selection procedures, such as biodata inventories, structured interviews, and assessment center exercises, SJTs are best thought of as a method (rather than a specific construct) that can be used to assess a wide range of predictor constructs (Arthur & Villado, in press;Schmitt & Chan, 2006). Furthermore, situational tests are thought to capture declarative and procedural knowledge relevant to the target construct or constructs (Motowidlo, Hanson, & Crafts, 1997;Ployhart & Ehrhart, 2003;Weekley & Jones, 1999). Given these findings, a SJT would seem to provide a useful method for assessing one's knowledge concerning the variety of roles that individuals can choose in a team situation.…”

Section: Discussionmentioning

confidence: 99%

“…Moreover, there is evidence that the constructs SJTs assess are valid predictors of job performance (McDaniel, Morgeson, Finnegan, Campion, & Braverman, 2001) and that they tend to produce smaller ethnic group differences (Weekley & Jones, 1999) and more favorable applicant reactions (Bauer & Truxillo, 2006) than do cognitive ability tests. Although prior research has demonstrated the validity of KSA-based situational tests in team environments (Morgeson et al, 2005;Stevens & Campion, 1994), the present study is the first we know of that used a situational approach to measure team role knowledge.…”

Section: Discussionmentioning

confidence: 99%

The Team Role Test: Development and Validation of a Team Role Knowledge Situational Judgment Test.

Mumford¹,

Van²,

Campion³

et al. 2007

AMPROC

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The main objectives in this research were to introduce the concept of team role knowledge and to investigate its potential usefulness for team member selection. In Study 1, the authors developed a situational judgment test, called the Team Role Test, to measure knowledge of 10 roles relevant to the team context. The criterion-related validity of this measure was examined in 2 additional studies. In a sample of academic project teams (N ϭ 93), team role knowledge predicted team member role performance (r ϭ .34). Role knowledge also provided incremental validity beyond mental ability and the Big Five personality factors in the prediction of role performance. The results of Study 2 revealed that the predictive validity of role knowledge generalizes to team members in a work setting (N ϭ 82, r ϭ .30). The implications of the results for selection in team environments are discussed.

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“…O que parece ser uma concordância na literatura é que os TJS são importantes devido a sua capacidade pre ditora do comportamento humano para a situação exposta (Hanson & Ramos, 1996;McDaniel, Morgeson, Finnegan, Campion, & Braverman, 2001;Phillips, 1992Phillips, , 1993Weekley & Jones, 1997, 1999. Esse compor tamento, entretanto, pode ou não estar relacionado a processos de seleção, ao ambiente de trabalho e, além disso, pode ou não ser aquele que seria assumido pelo indivíduo avaliado, conforme já visto no que tange às instruções de respostas.…”

Section: Formatos Dos Testes De Julgamento Situacionalunclassified

Fundamentos e aplicabilidade dos Testes de Julgamento Situacional no contexto da Psicologia Organizacional

Ambiel

Campos

Alves

et al. 2015

Rev. Psicol., Organ. Trab

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Considerando a ausência de publicações sobre o assunto no Brasil, este artigo teórico tem como objetivo apresentar os fundamentos e pesquisas com os Testes de Julgamento Situacional, que são provas compostas por narrativas de situações que apresentam desafios realistas relacionados a tarefas de trabalho e alternativas que representam resoluções para estas situações. Este tipo de instrumento goza de prestígio na lite ra tura internacional, por conta de seus bons resultados em termos de predição de comportamentos no trabalho. Neste artigo, discorrese sobre sua aplicabilidade no campo da psicologia organizacional, mais especificamente na seleção de pessoal, bem como sobre suas propriedades psicométricas, principalmente no que diz respeito à in fluência das instruções na validade dos instrumentos utilizados. Em seguida, são apresentadas algumas pesquisas recentes que utilizaram Testes de Julgamento Situacional no contexto da psicologia organizacional. Apresentam se também sugestões para a popularização dos Testes de Julgamento Situacional no Brasil e, por fim, diretrizes para pesquisas futuras. Palavras-chave: Psicologia organizacional; seleção de recursos humanos; testes de seleção; testes psicológicos; avaliação psicológica.Considering the lack of publication on this subject in Brazil, the intent of this theoretical paper is to present the fundamentals and research concerning Situational Judgment Tests, which are tests composed of narratives of situations that introduce realistic challenges related to work tasks and alternatives representing resolutions to the given situation. This kind of assessment instrument enjoys prestige in the interna tional literature, owing to its positive results in predicting workrelated behaviors. In this paper, we discuss its ap plicability in the field of organizational psychology, specifically in personnel selection, as well as its psychometric properties, mainly regarding the influence of the instructions on the validity of the instruments. We then present some recent studies that have investigated aspects of Situational Judgment Tests in organizational psychology, as well as suggestions for popularizing Situational Judgment Tests in Brazil and guidelines for future research.

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Further Studies of Situational Tests

Cited by 115 publications

References 50 publications

Situational judgment tests: a review of recent research

Situational judgment tests: a review of recent research

The Team Role Test: Development and Validation of a Team Role Knowledge Situational Judgment Test.

Fundamentos e aplicabilidade dos Testes de Julgamento Situacional no contexto da Psicologia Organizacional

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