Could it be that the reason why work sample tests have low correlations with work performance because of the situational variables of actual day to day work? I wonder if they would have the same finding with a physical work sample test?
The authors suggested a relationship of .32 between work sample tests and cognitive ability measures. Why do you think this might be? If adverse impact is often found when using cognitive ability tests, do you think it is possible that it would be found with work samples as well, even though the literature suggests it may not?
I’m still not seeing the difference between work sample tests and situational judgment tests? Do you have any insights that will help me out? Also, I’m not very impressed given their susceptibility to adverse impact (even though they are intended to reduce the potential) and their similar validity as cognitive ability tests given the amount of work required to create work sample tests…
Could it be that the reason why work sample tests have low correlations with work performance because of the situational variables of actual day to day work? I wonder if they would have the same finding with a physical work sample test?
ReplyDeleteHow is this tool compared to SJTs? They seem similar in that they measure performance on job-related items/problems?
ReplyDeleteWhat are some factors that might contribute to how well someone does on a work sample test? Personality? Situational? Past experience?
ReplyDeleteThe authors suggested a relationship of .32 between work sample tests and cognitive ability measures. Why do you think this might be? If adverse impact is often found when using cognitive ability tests, do you think it is possible that it would be found with work samples as well, even though the literature suggests it may not?
ReplyDeleteHow much is rater error and scoring challenges part of the issue of work sample test validity?
ReplyDeleteI’m still not seeing the difference between work sample tests and situational judgment tests? Do you have any insights that will help me out? Also, I’m not very impressed given their susceptibility to adverse impact (even though they are intended to reduce the potential) and their similar validity as cognitive ability tests given the amount of work required to create work sample tests…
ReplyDeleteIn light of this research on work samples d, would we expect similar job-centered tests to show higher ds than previously reported?
ReplyDelete