I really like this article but what do you guys think about using SJTs instead of the other predictors tested in this article? It would seem SJT's get at the heart of the matter that personality and cognitive tests are trying to measure. This article makes a pretty good argument of using SJTs to measure these more broad constructs.
The authors were surprised that the SJT didn’t fully mediate the effects of personality on job performance. However, would we expect this to happen? It seems that SJT measures are derived to better measure things like skill and ability rather than the Big Five. Would the mediation results change if personality variables other than the Big Five were used?
SJT seems awesome after reading this article. Would it be beneficial to use resume and background information with this method to measure the job specific knowledge?
The results of this study seem to indicate that SJTs tend to predict aspects of performance beyond those predicted by GMA and personality, but it seems unclear exactly what aspects of performance those are. Also, because the items on an SJT tend to be created from the job analysis and KSAs of a particular job and the items to address situations specific to that job, it seems that these tests would have limited gereralizability. Do SJTs seem practical as selection tools?
I did not find this article to be clearly written. The authors suggest SJTs could be used effectively as the first hurdle in a selection battery and give their reasons, but I am less convinced than I was reading the others actually. I feel they were mixing the method with the constructs…? They explain in the limitations that this study was based on only one SJT for one particular job. I’m not clear what that job was. I wish I could see the SJT they used. I did appreciate that they explained the scoring clearly.
How far in the selection process do you think SJTs should be used? Do you think it is a good tool to give everyone or to be used later on in the process?
I think this article is a perfect example of researchers ignoring the construct side of SJTs. What do you think the SJTs are measuring in this study a part from the being a method of measuring?
I really like this article but what do you guys think about using SJTs instead of the other predictors tested in this article? It would seem SJT's get at the heart of the matter that personality and cognitive tests are trying to measure. This article makes a pretty good argument of using SJTs to measure these more broad constructs.
ReplyDeleteThe authors were surprised that the SJT didn’t fully mediate the effects of personality on job performance. However, would we expect this to happen? It seems that SJT measures are derived to better measure things like skill and ability rather than the Big Five. Would the mediation results change if personality variables other than the Big Five were used?
ReplyDeleteSJT seems awesome after reading this article. Would it be beneficial to use resume and background information with this method to measure the job specific knowledge?
ReplyDeleteThe results of this study seem to indicate that SJTs tend to predict aspects of performance beyond those predicted by GMA and personality, but it seems unclear exactly what aspects of performance those are. Also, because the items on an SJT tend to be created from the job analysis and KSAs of a particular job and the items to address situations specific to that job, it seems that these tests would have limited gereralizability. Do SJTs seem practical as selection tools?
ReplyDeleteI did not find this article to be clearly written. The authors suggest SJTs could be used effectively as the first hurdle in a selection battery and give their reasons, but I am less convinced than I was reading the others actually.
ReplyDeleteI feel they were mixing the method with the constructs…?
They explain in the limitations that this study was based on only one SJT for one particular job. I’m not clear what that job was. I wish I could see the SJT they used. I did appreciate that they explained the scoring clearly.
How far in the selection process do you think SJTs should be used? Do you think it is a good tool to give everyone or to be used later on in the process?
ReplyDeleteI think this article is a perfect example of researchers ignoring the construct side of SJTs. What do you think the SJTs are measuring in this study a part from the being a method of measuring?
ReplyDelete