Do you think assessment centers might be another way of providing people with a realistic job preview or do you think the assessment center itself is too different from the actual job?
This article made me wonder about how well we can create situational exercises that really map on to real job situations? In addition, what other types of characteristics should we be measuring in assessment center situations beside job knowledge?
Ecological validity comes to mind when reading about assessment centers, as well as face validity. Should technology ability be a moderating variable between criterions and performance?
This was the first specific description of an assessment center situation that I've read - with the three kinds of situations, role play, oral, and written forms of feedback given and the list of what is assessed (perception, decisiveness, judgment, oral communication, leadership, organization and planning) with a structured behavioral checklist. I appreciated the distinction between general performance and more situationally determined 'exercises.'
I think this article brings up a good point about how "design fixes" can only go so far to improve upon a study. Sometimes, I feel like researchers study a subject so intensely and thoroughly that the incremental amount of additional knowledge obtained does not seem worth it. I think the lesson here is that sometimes it is important to "reinvent the wheel" in research. Whether that is designing new exercises in AC's or dropping certain constructs that are not productive from a research standpoint.
Would strong versus weak situations account for some of the difference in the relationship between personality traits and general versus specific performance? How important is this distinction when using personality to predict job performance?
Interpretation that openness is important for police officers is interesting because usually just the opposite is found such that rigidness is important for police officers. I think openness is is important for performance in the AC because, although it is trying to get at a real-life experience, it still is a new experience that some people need time to warm up to... Thoughts?
Do you think assessment centers might be another way of providing people with a realistic job preview or do you think the assessment center itself is too different from the actual job?
ReplyDeleteThis article made me wonder about how well we can create situational exercises that really map on to real job situations? In addition, what other types of characteristics should we be measuring in assessment center situations beside job knowledge?
ReplyDeleteEcological validity comes to mind when reading about assessment centers, as well as face validity. Should technology ability be a moderating variable between criterions and performance?
ReplyDeleteThis was the first specific description of an assessment center situation that I've read - with the three kinds of situations, role play, oral, and written forms of feedback given and the list of what is assessed (perception, decisiveness, judgment, oral communication, leadership, organization and planning) with a structured behavioral checklist. I appreciated the distinction between general performance and more situationally determined 'exercises.'
ReplyDeleteI think this article brings up a good point about how "design fixes" can only go so far to improve upon a study. Sometimes, I feel like researchers study a subject so intensely and thoroughly that the incremental amount of additional knowledge obtained does not seem worth it. I think the lesson here is that sometimes it is important to "reinvent the wheel" in research. Whether that is designing new exercises in AC's or dropping certain constructs that are not productive from a research standpoint.
ReplyDeleteWould strong versus weak situations account for some of the difference in the relationship between personality traits and general versus specific performance? How important is this distinction when using personality to predict job performance?
ReplyDeleteInterpretation that openness is important for police officers is interesting because usually just the opposite is found such that rigidness is important for police officers. I think openness is is important for performance in the AC because, although it is trying to get at a real-life experience, it still is a new experience that some people need time to warm up to... Thoughts?
ReplyDelete