Construct Validity of the Need to Belong Scale: Mapping the Nomological Network

Nine studies examined the construct validity of the Need to Belong Scale. The desire for acceptance and belonging correlated with, but was distinct from, variables that involve a desire for social contact, such as extraversion and affiliation motivation. Furthermore, need to belong scores were not related to insecure attachment or unfulfilled needs for acceptance. Need to belong was positively correlated with extraversion, agreeableness, and neuroticism and with having an identity that is defined in terms of social attributes. Need to belong was associated with emotional reactions to rejection, values involving interpersonal relationships, and subclinical manifestations of certain personality disorders.     

评价中心的结构效度研究

评价中心虽然具备很高的预测效度,但其结构效度指标却不太理想,如研究普遍发现其汇聚效度和区分效度较低。影响评价中心结构效度的因素众多,如评分维度因素（数量和类型）、评价者因素（培训方式和人员类型）、测评方法因素（情景导向特征、特质激活潜力、测评活动形式）以及系统的观察与评价程序。该文从上述因素出发,综述了评价中心结构效度的相关研究,总结了提高评价中心结构效度的措施,并指出了未来的研究方向     

The Construct Validity of Assessment Centre Performance Dimensions

Evidence regarding the construct validity of assessment centre performance dimensions is reviewed. The evidence strongly suggests that variance in ratings tends to reflect exercises more than individual performance dimensions, thus calling into question the construct validity and utility of these dimensions. A number of biases in the assessment centre process, as well as more general rating biases are noted that may be responsible for these pervasive exercise effects. Suggestions are made for enhancing the construct validity of performance dimensions.     

Assessment Center for Pilot Selection: Construct and Criterion Validity and the Impact of Assessor Type

Cette recherche a examiné la validité d'un centre d'évaluation pour la sélection de pilotes. Les scores de N = 1,036 participants ont été utilisés pour étudier la validité de construit. Un sous-échantillon de participants performants a été suivi et les évaluations des pairs ont été retenus comme mesures du critère. Les résultats démontrent une première évidence de validité de construit et de critère pour cet outil d'évaluation des compétences interpersonnelles et liées à la performance. Par ailleurs, les résultats ont aussi montré que le type d'évaluateur (psychologue vs pilote) modère la validité prédictive des scores du centre d'évaluation. Cet effet "type d'évaluateur" dépend de la sorte de variables prédictives. Les résultats sont discutés et des implications pratiques sont suggérées.
This study examined the validity of an assessment center in pilot selection as a new field of application. Assessment center ratings of N = 1,036 applicants were used to examine the construct validity. A subsample of successful applicants was followed up and peer ratings were chosen as criterion measures. The results provide first evidence of the construct and criterion validity of this assessment center approach for rating interpersonal and performance-related skills. Furthermore the type of assessor (psychologist versus pilot) moderates the predictive validity of the assessment center ratings. This type-of-assessor effect depends on the kind of predictor variables. The results are discussed and practical implications are suggested.     

Impact of Common Rater Variance on Construct Validity of Assessment Center Dimension Judgments

In an assessment center (AC), assessors generally rate an applicant's performance on multiple dimensions in just 1 exercise. This rating procedure introduces common rater variance within exercises but not between exercises. This article hypothesizes that this phenomenon is partly responsible for the consistently reported result that the AC lacks construct validity. Therefore, in this article, the rater effect is standardized on discriminant and convergent validity via a multitrait-multimethod design in which each matrix cell is based on ratings of different assessors. Two independent studies (N = 200, N = 52) showed that, within exercises, correlations decrease when common rater variance is excluded both across exercises (by having assessors rate only 1 exercise) and within exercises (by having assessors rate only 1 dimension per exercise). Implications are discussed in the context of the recent discussion around the appropriateness of the within-exercise versus the within-dimension evaluation method.     

不同类型的测评维度对评价中心结构效度的影响研究

本研究将测评维度分为行为能力和心理特质两组,考察对评价中心结构效度的不同影响。A公司216名部门副经理级员工接受了本次管理素质评价中心测评,采用公文筐、角色扮演和无领导小组讨论三种方法,测查行为能力和心理特质两组维度,各自有三个维度被一种以上的方法测量。多质多法和验证性因素分析的结果表明,评价中心以行为能力比以心理特质为测评维度结构效度好;以行为能力为测评维度时,会聚效度和区分效度都较好。     

Situating Ethical Behavior in the Nomological Network of Job Performance

Purpose

Our objective was to generate, define, and evaluate behavioral dimensions of ethical performance at work that are common across United States occupations.

Design/Methodology/Approach

This project involved three studies. Study 1 involved (a) qualitative review of published literature, professional codes of ethics, and critical incidents of (un)ethical performance and resulted in (b) behavioral dimensions and ethical performance rating scales. The second and third studies used a retranslation methodology to evaluate the ethical performance dimensions from Study 1. The behavioral dimensions were linked to the performance determinants (personal attributes) in Study 3.

Findings

Study 1 resulted in draft dimension definitions and rating scales for 10 ethical performance dimensions. In Studies 2 and 3, retranslation data provided strong support for 10 behavioral dimensions of ethical performance at work. Results from Study 3 shed light on possible relationships among the performance dimensions based on their underlying performance determinants.

Implications

Communicating an organization’s ethical standards to employees is important because some ethical breakdowns can be attributed to simply failing to recognize an ethical matter (in: DeCremer, Managerial ethics: Managing the psychology of morality, Routledge, New York, 2011). Definitions of ethical behavior in the workplace provide a tool for researchers, employers, and employees to communicate about ethical situations and a foundation for folding ethics into employee training and performance management.

Originality/Value

These studies provide a taxonomy of ethical performance at work that generalizes to a diverse array of occupations and industries, and dimensions and rating scales have value for performance management, training/curriculum development, job analysis, predictor development and/or validation, and additional research.

     

Nonverbal Memory Assessment with Designs: Construct Validity and Clinical Utility

The evaluation of memory is often a principal objective in psychological testing, especially for older adults. Differentiation between subtypes of memory functioning is critical in making differential diagnoses and in predicting everyday functioning. In this paper, 23 tests using memory for designs and developed for clinical or research applications are reviewed. Overall, reliabilities are low, normative samples varied in size, and findings regarding the construct validity of design memory testing are mixed. Tests with higher reliability, large numbers of designs, and recognition formats may be more specific to nonverbal memory. A series of studies that systematically establishes construct validity for design memory tests will enhance clinical utility.     

Transparency: A Necessary Requirement for the Construct Validity of Assessment Centres

La validité de construction des centres d'évaluation et la performance perçue des candidats sont-elles sensibles au fait que ceux-ci aient ou non connaissance des dimensions jugées pertinentes? 119 étudiants de 1° cycle ont participéà une session de centre d'évaluation dans des conditions de transparence et de non transparence. II est apparu que la validité de construction était supérieure quand les participants connaissaient les dimensions recherchées et le comportement attendu de leur part. En outre, les notations des sujets de la condition "transparence" qui admettaient avoir soumis leur conduite aux dimensions attendues bénéficiaient d'une validité discriminante et convergente supérieure à celle des notations des sujets qui affirmaient n'avoir tenu aucun compte des dites dimensions. L'impact de la transparence des dimensions recherchées sur la validité de construction des centres d'évaluation est discuté.
The present study tested whether the construct validity of assessment centres and the perceived performance of candidates were influenced by whether or not the requirement dimensions were made transparent for participants. A total of 119 college students participated in an assessment centre under either transparent or nontransparent conditions. Results showed that construct validity was higher when participants knew the requirement dimensions and what behaviour was required of them. In addition, the ratings of subjects in the transparency condition who reported that they had oriented their behaviour towards the requirement dimensions had higher convergent and discriminant validity than the ratings of subjects who reported that they disregarded the requirement dimensions. The consequences of the transparency of requirement dimensions for the construct validity of assessment centres are discussed.     

Factors which Improve the Construct Validity of Assessment Centers: A Review

This article reviews 21 studies which manipulated specific variables to determine their impact on the construct validity of assessment centers. This review shows that the studies regarding the impact of different observation, evaluation, and integration procedures yielded mixed results. Conversely, dimension factors (number, conceptual distinctiveness, and transparency), assessor factors (type of assessor and type of assessor training), and exercise factors (exercise form and use of role-players) were found to moderate construct validity. On the basis of the review, practical recommendations are derived to maximize the probability that practitioners design and administer an assessment center with construct validity. Finally, new perspectives for future research are identified.     

Effects of Disaggregation on Managerial Assessment Center Validity

Assessment center validity data from a large, international petrochemical company were disaggregated by managerial level and business stream. As with previous research, the correlations were higher for the current job grade criterion than for performance ratings. Overall, disaggregating the data did not have the effect of increasing the assessment center—performance rating validities. However, when the validation data were disaggregated by business stream, there were differences in the pattern of the relationships between assessment factors and performance.     

The Validity of Assessment Centres for the Prediction of Supervisory Performance Ratings: A meta‐analysis

The current meta‐analysis of the selection validity of assessment centres aims to update an earlier meta‐analysis of assessment centre validity. To this end, we retrieved 26 studies and 27 validity coefficients (N=5850) relating the Overall Assessment Rating (OAR) to supervisory performance ratings. The current study obtained a corrected correlation of .28 between the OAR and supervisory job performance ratings (95% confidence interval .24≤ρ≤.32). It is further suggested that this validity estimate is likely to be conservative given that assessment centre validities tend to be affected by indirect range restriction.     

The Construct Validity of Assertion: Contributions of Four Assessment Procedures and Norman's Personality Factors

ABSTRACT The construct validity of assertion was analyzed in three independent correlational studies The convergence of self-reported, laboratory roleplayed, self-observed, and peer-rated measures was examined, as well as their relationship to Norman's peer-rated five personality factors of extraversion, agreeableness, conscientiousness, emotional stability, and culture Twenty-three and 29 undergraduate students participated in Studies 1 and 2, respectively In general, results showed poor convergence among assertiveness measures even when increasing the representativeness and reliability of the role-played laboratory and self-observed measures, as in Study 2 In Study 3, the role-playing test was abandoned and 45 subjects served as peers for one another The results of Study 3 supported the prediction that assertiveness measures showed at least moderate convergence, in addition there were significant relationships between assertiveness and extraversion and between peer-rated assertiveness and agreeableness, conscientiousness, and culture The relative contribution of each assessment procedure to the construct validity of assertion is discussed     

Social Status: Construct and External Validity

Abstract

The present study examined the construct and external validity of social status based on data covering various aspects of the construct, and collected from adolescent samples in Sweden, Australia, and the United States. Using correlation and factor analytic techniques it was found that (a) the various social status variables were, in general, only moderately related within the different countries, (b) the relations among variables were not congruent between countries, (c) two social status factors were revealed in all countries, separating educational-occupational status from social-economic status, and (d) only the educational-occupational factor showed high congruence between all of the countries.     

真实型领导：概念、测量、形成与作用

频发的道德丑闻和管理渎职现象使真实型领导受到了前所未有的关注。基于近十年来国、内外重要理论文章和67项实证文章, 本文对真实型领导研究进行了系统梳理与评析。总体来看, 研究者主要从特质/行为视角和过程视角界定真实型领导。真实型领导的测量已有标准化工具, 并在测量主体和方式上呈现多样化趋势。真实型领导受个体因素和情境因素影响, 也会通过积极组织行为学、社会学习、社会认定和社会交换机制对个体、团队和组织产生积极影响。未来研究应深入讨论真实型领导的概念、结构和测量问题, 对其影响因素、影响效果和作用机制做进一步探索, 并适时进行跨文化和本土化考察。     

顾客欺凌行为：概念、测量、形成与作用机制

顾客欺凌行为是指在服务交互过程中, 员工感知到来自顾客“低质量”的人际对待, 表现为顾客言语侵犯、性骚扰等。以往研究较深入地探讨了其相关概念、结构、影响因素和影响后果。顾客欺凌行为受个体主观因素和客观因素影响, 通过资源保存、社会交换、情感事件及组织公平理论对个体和组织产生影响。未来研究应更深入探讨顾客欺凌行为的概念、结构和测量问题, 进一步探索其作用机制, 并基于不同的文化情境进行跨文化的研究。     

Validity of the Suicide Assessment Checklist in an Emergency Crisis Center

Validity of the Suicide Assessment Checklist (SAC; J. R. Rogers, 1990) was investigated in a sample of 1,969 admissions to a psychiatric emergency crisis center. Internal consistency reliability for rated items of the SAC was .87. Supporting construct‐related validity, total score differences were found in the expected directions as a function of referral reason. Convergent validity was based on observed correlations between selected SAC items and conceptually similar items on the Beck Depression Inventory (A. T. Beck, 1970). Supporting criterion‐related validity, total score differences in the expected directions were found as a function of disposition setting. Recommendations are made for the use of the SAC in the practice of counseling.     

On the Construct Validity of Integrity Tests: Individual and Situational Factors as Predictors of Test Performance

Although integrity tests are widely applied in screening job applicants, there is a need for research for examining the construct validity of these tests. In the present study, a theoretical model examining the causes of destructive behavior in organizational settings was used to develop background data measures of individual and situational variables that might be related to integrity test scores. Subsequently, 692 undergraduates were asked to complete these background data scales along with (a) two overt integrity tests – the Reid Report and the Personnel Selection Inventory, and (b) two personality‐based measures – the delinquency and socialization scales of the California Psychological Inventory. When scores of these measures were correlated with and regressed on the background data scales, it was found that relevant individual variables, such as narcissism and power motives, and relevant situational variables, such as alienation and exposure to negative peer groups, were related to scores on both types of integrity tests. However, a stronger pattern of validity evidence was obtained for the personality‐based measures and, in all cases, situational variables were found to be better predictors than individual variables. The implications of these findings for the validity of inferences drawn from overt and personality‐based integrity tests are discussed.