Actions define a character: Assessment centers as behavior‐focused personality measures

Wissenschafts-Praxis-Forum

Zeitschrift für Personalpsychologie ◽

10.1026/1617-6391.4.4.181 ◽

2005 ◽

Vol 4 (4) ◽

pp. 181-186 ◽

Cited By ~ 2

Author(s):

Antonia Püschel

Keyword(s):

Assessment Centers

Zusammenfassung. Die mit Urteils- und Entscheidungsprozessen verbundene Unsicherheit bildet ein ernstes Problem hinsichtlich der Qualität der Beurteilung oder des Risikos einer Fehlentscheidung. Zur Quantifizierung der Unsicherheit wird der in der physikalischen Metrologie gebräuchliche, international genormte Begriff der Messunsicherheit interdisziplinär auf die psychologische Praxis am Beispiel des Assessment Centers (AC) übertragen. Dabei werden zu bewertende Merkmale von Personen oder Alternativen in Analogie zu physikalischen Messgrößen betrachtet. Daraus folgt ein Auswerteverfahren, das zu den Ergebnissen der Merkmalsbewertungen jeweils auch quantitativ die Messunsicherheiten liefert. Außerdem lassen sich bei umfangreichem Datenmaterial Unsicherheitskennwerte berechnen, die konventionell ermittelte Korrelationskoeffizienten zur Beurteilung der Konstruktvalidität eines ACs ergänzen.

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Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000069 ◽

2012 ◽

Vol 11 (4) ◽

pp. 169-175 ◽

Cited By ~ 2

Author(s):

Katherine A. Sliter ◽

Neil D. Christiansen

Keyword(s):

Impression Management ◽

Personality Assessment ◽

Personnel Selection ◽

Lie Detection ◽

Personality Test ◽

Personality Measures ◽

Personality Tests ◽

The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

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The Predictive Validity of Assessment Centers in German-Speaking Regions

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000031 ◽

2011 ◽

Vol 10 (2) ◽

pp. 61-69 ◽

Cited By ~ 16

Author(s):

Nicolas Becker ◽

Stefan Höft ◽

Marcus Holzenkamp ◽

Frank M. Spinath

Keyword(s):

Predictive Validity ◽

Target Group ◽

Assessment Centers ◽

Credibility Interval ◽

German Speaking ◽

English Speaking ◽

Intelligence Measures ◽

Meta Analyses

As previous meta-analyses have focused almost solely on English-speaking regions, this study presents the first systematic meta-analytical examination of the predictive validity of assessment centers (ACs) conducted in German-speaking regions. It summarizes 24 validity coefficients taken from 19 studies (N = 3,556), yielding a mean corrected validity of ρ = .396 (80% credibility interval .235 ≤ ρ ≤ .558). ACs with different purposes and different kinds of criterion measures were analyzed separately. Furthermore, target group (internal vs. external candidates), average age of the assessees, inclusion of intelligence measures, number of instruments used, AC duration, as well as time elapsed between AC and criterion assessment were found to moderate the validity.

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