Descriptor
Source
| Personnel Psychology | 7 |
Author
| Beatty, Richard W. | 1 |
| Brickner, Mary | 1 |
| Klimoski, Richard | 1 |
| Lorenzo, Robert V. | 1 |
| McEvoy, Glenn M. | 1 |
| Reilly, Richard R. | 1 |
| Sackett, Paul R. | 1 |
| Shore, Ted H. | 1 |
| Silverman, William H. | 1 |
Publication Type
| Journal Articles | 7 |
| Reports - Research | 5 |
| Opinion Papers | 1 |
| Reports - General | 1 |
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Peer reviewedShore, Ted H.; And Others – Personnel Psychology, 1990
Examined construct validity of assessment center final dimension ratings within a nomological network of cognitive and personality measures. Employees (N=411) completed four tests. Results suggest that final dimension ratings possess construct validity and the assessors can differentiate between two broad categories of assessment dimensions.…
Descriptors: Assessment Centers (Personnel), Cognitive Ability, Construct Validity
Peer reviewedReilly, Richard R.; And Others – Personnel Psychology, 1990
Investigated influence of retranslated behavior checklists on construct validity of dimension ratings for 2 assessment center exercises using 10 assessors. Found assessor use of behavior checklists increased average convergent validity while decreasing average discriminant validity. Behavior checklist sums were moderately correlated with…
Descriptors: Assessment Centers (Personnel), Check Lists, Construct Validity, Personnel Evaluation
Peer reviewedMcEvoy, Glenn M.; Beatty, Richard W. – Personnel Psychology, 1989
Assessment center ratings of 52 state law enforcement agency managers predicted both contaminated promotions criterion and 2 uncontaminated ratings criteria. Gathered criteria data 2, 4, and 7 years after assessment center, and modest upward trend in validity coefficients was observed. Subordinates' ratings outperformed assessment center on…
Descriptors: Administrator Evaluation, Administrators, Assessment Centers (Personnel), Evaluation Methods
Peer reviewedLorenzo, Robert V. – Personnel Psychology, 1984
Investigated the developmental effects of assessorship, i.e., serving as a trained member of an assessment center staff, on managers' (N=80) proficiency in three categories of behavior: acquiring, evaluating, and communicating information about people. Results indicated that experienced assessors were more proficient in these skills. (LLL)
Descriptors: Administrators, Assessment Centers (Personnel), Communication Skills, Evaluators
Peer reviewedKlimoski, Richard; Brickner, Mary – Personnel Psychology, 1987
Affirms the evidence for predictive validity of assessment centers and concludes that assessment centers can work for a variety of purposes and in numerous contexts. Raises possible explainations for the predictive validity observed in assessment centers and raises implications for practice and guidance of future research. (Author/KS)
Descriptors: Assessment Centers (Personnel), Job Performance, Managerial Occupations, Performance Factors
Peer reviewedSilverman, William H.; And Others – Personnel Psychology, 1986
Examined how assessment center methods affect the way assessors organize and process assessment center information and affect the ratings they make. Results suggested that methods for evaluating assessment center candidates affected the way the assessors organized the assessment center information and affected the obtained ratings. (Author/ABB)
Descriptors: Assessment Centers (Personnel), Cognitive Processes, Evaluation Methods, Evaluators
Peer reviewedSackett, Paul R. – Personnel Psychology, 1987
Reviews literature on the use of content validity to establish the job-relatedness of assessment centers. Attempts to show that content validity requires more than the careful construction of stimulus materials, how these stimulus materials are presented to candidates and how responses to these stimuli are evaluated are also critical…
Descriptors: Assessment Centers (Personnel), Content Validity, Evaluation Criteria, Job Analysis
