Use of Situational Judgment Tests in Personnel Selection: Are the different methods for scoring the response options equivalent?

2014 ◽  
Vol 22 (3) ◽  
pp. 225-239 ◽  
Author(s):  
Catherine St-Sauveur ◽  
Sarah Girouard ◽  
Véronique Goyette
Keyword(s):  
Personnel Selection ◽  
Situational Judgment ◽  
Situational Judgment Tests ◽  
Response Options

scholarly journals Situational Judgment Tests: An Overview of Development Practices and Psychometric Characteristics

2020 ◽  
Vol 6 (1) ◽  
Author(s):  
Deborah Whetzel ◽  
Taylor Sullivan ◽  
Rodney McCloy
Keyword(s):  
Best Practices ◽  
Personnel Selection ◽  
Group Differences ◽  
Evidence Based ◽  
Psychometric Characteristics ◽  
Situational Judgment ◽  
Situational Judgment Tests ◽  
Response Options ◽  
Presentation Modes ◽  
Response Instructions

Situational judgment tests (SJTs) are popular assessment methods often used for personnel selection and promotion. SJTs present problem scenarios to examinees, who then evaluate each response option for addressing the issue described in the scenario. As guidance for practitioners and researchers alike, this paper provides experience- and evidence-based best practices for developing SJTs: writing scenarios and response options, creating response instructions, and selecting a response format. This review describes scoring options, including key stretching and within-person standardization. The authors also describe research on psychometric issues that affect SJTs, including reliability, validity, group differences, presentation modes, faking, and coaching.

A Meta-Analytical Multilevel Reliability Generalization of Situational Judgment Tests (SJTs)

2016 ◽  
Vol 32 (3) ◽  
pp. 230-240 ◽  
Author(s):  
Nadine Kasten ◽  
Philipp Alexander Freund
Keyword(s):  
Personnel Selection ◽  
Hierarchical Linear Model ◽  
Future Research ◽  
Reliability Generalization ◽  
High Stakes ◽  
Situational Judgment ◽  
Situational Judgment Tests ◽  
Dependent Observations ◽  
Score Reliability ◽  
Study Characteristics

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.

Using situational judgment tests (SJTs) in training

2017 ◽  
Vol 46 (1) ◽  
pp. 36-45 ◽  
Author(s):  
Cody Brent Cox ◽  
Laura G. Barron ◽  
William Davis ◽  
Bernardo de la Garza
Keyword(s):  
Personnel Selection ◽  
Procedural Knowledge ◽  
Design Method ◽  
Training Methods ◽  
Training Design ◽  
Situational Judgment ◽  
Situational Judgment Tests ◽  
Content Type ◽  
Traditional Training ◽  
Training Content

Purpose Situational judgment tests (SJTs) are widely used in personnel selection but have not been empirically explored as methods of training design. The purpose of this paper is to evaluate SJT-based training as a workplace training design method which utilizes active learning and structured feedback to enhance learning of both procedural and declarative knowledge. Design/methodology/approach Volunteers (n=416) were randomly assigned to full-length lecture-based training or abbreviated lecture-based training followed by 15 minutes of SJT-based training. Knowledge of training content was assessed at pre-test and three weeks after training. Findings SJT-based trainees showed greater improvement on declarative and procedural knowledge than those in traditional training. Research limitations/implications The results indicate that integrating the SJT methodology into training delivery may lead to greater mastery of declarative and procedural knowledge relative to exclusive use of lecture-based training methods. Practical implications Findings suggest that the relatively inexpensive, low-fidelity scenario-based training methodology the authors detail may increase retention of training material compared to more traditional training methods. Originality/value This is the first study to incorporate SJT methodology into the design of training content and to demonstrate that such content can produce greater retention of both declarative and procedural content.

From the Subjects' Point of View

2006 ◽  
Vol 22 (3) ◽  
pp. 168-176 ◽  
Author(s):  
Uwe Peter Kanning ◽  
Kirsten Grewe ◽  
Stefan Hollenberg ◽  
Monika Hadouch
Keyword(s):  
Personnel Selection ◽  
Emotional Reaction ◽  
Point Of View ◽  
Situational Judgment ◽  
Situational Judgment Tests ◽  
Response Component ◽  
The Subject ◽  
Job Relatedness ◽  
New Situation ◽  
Positive Effect

In personnel selection, situational judgment tests are based on the principle of simulation: The applicant is confronted with a typical work situation and has to decide what kind of behavior is appropriate. In two studies, we investigate the subjects' reactions to different kinds of situational judgment items. The item formats examined differ with regard to two variables: Interactivity (noninteractive: In each item, the subject is confronted with a new situation vs. interactive: The situation develops according to the answer given and the subject is asked once more about the new situation) as well as modality of presentation (stimulus and response components of the items are given in the form of a video vs. in text form). We expected the degree of interaction and the presentation via video to have a positive effect on the subjects' evaluation (in terms of usefulness, emotional reaction, transparency, job-relatedness, acceptance, fairness). In accordance with our expectations, interactive situational judgment items using videos in the stimulus as well as in the response component received the highest ratings.

Using situational judgment tests to measure teamwork and communication

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