The influence of individual characteristics and assessment center evaluation on career exploration behavior and job involvement

The assessment center is a popular technique for identifying individuals with managerial talent and providing feedback to participants regarding their developmental needs for career progression. However, the impact of assessment center evaluations on subsequent career behavior and job attitudes has received little attention. This study investigated the impact of the assessment center evaluation, attitudes toward the assessment process, gender, locus of control, and career strategy on career exploration behavior and job involvement. Results indicated that assessment center evaluation, locus of control, career strategy, and attitudes toward the assessment process influenced job involvement and career exploration behavior.     

The use of configural analysis for the evaluation of test scoring methods

A method based on configural analysis has been given whereby test scoring techniques can be evaluated to see if they have optimal validity. Configural analysis has also been used to show how three well known item scoring techniques, multiple regression, total score, and multiple cut-off, imply (for optimal validity) certain conditions on the answer pattern means. The method is illustrated by a worked example.We are indebted to Professor James G. Taylor for his helpful suggestions.     

Toward the more efficient use of assessment center technology in personnel selection

Empirical research has consistently supported the validity and business utility of the assessment center method as a selection instrument. Nonetheless, the method as typically applied may be unnecessarily costly and inflexible. This paper begins by describing how the model for assessment center design that is widely used today came to be accepted as a standard. Then modifications in design and operation are discussed. These suggested modifications are intended to enhance the utility and flexibility of assessment centers, while at the same time maintaining, or even increasing, the validity of the process.Seymour Adler is Associate Professor of Applied Psychology at Stevens Institute of Technology, Hoboken, New Jersey, and Vice President of Assessment Systems Incorporated, a New York-based consulting firm.     

Communicating the validity of structured job interviews with graphical visual aids

The structured job interview is often resisted by human resource (HR) professionals despite its superior predictive validity compared to the traditional unstructured interview. However, HR professionals may underestimate the utility of structured interviews because of how validity information is presented. Three online experiments with MTurk samples were conducted to examine the effect of statistical visual aids (Binomial effect size display; expectancy chart; icon array) on people's perceived usefulness of validity information and intentions toward using the structured interview. Results showed that graphical visual aids (expectancy chart and icon array) were perceived as more useful for communicating validity evidence than a nongraphical effect size display. People also judged the structured interview as more useful and were more willing to use it when validity evidence was presented graphically. Individual differences in graph literacy and nationality were also examined.     

The use of structured experiences in family therapy

Structured experiences such as sculpting, psychodrama, rôle-play and growth games are frequently used in family therapy. This article puts forward a framework for the use of structured experiences which can be used in the context of a family session to ensure that the family will gain the maximum learning and change. Use of the framework is illustrated with examples from practice.     

Historical influences on the use of assessment methods in counseling psychology

This paper considers the effects of four historical influences on the use of assessment methods in counseling psychology: the vocational guidance, psychometric, mental hygiene, and Rogerian counseling/psychotherapy traditions. Each historical influence is examined, and some of the implications each influence has had on our current use of or manner in approaching assessment methods are considered.     

The use of the position analysis questionnaire in selecting correlates of job performance among mentally retarded workers

The present study investigated the efficiency of various existing measures, mainly psychological tests, for predicting job performance of mentally retarded workers in a sheltered occupational shop. Twenty-two production-related jobs and one nonproduction-related job were analyzed with the Position Analysis Questionnaire resulting in two job attribute clusters. Correlations between 19 predictor variables and 5 criterion variables, which consisted of supervisor ratings of job performance, were then calculated separately for subjects performing preferred jobs in each attribute group. The results indicated that, contrary to past research, existing measures are predictive of performance on some but not all jobs in a sheltered workshop.     

Some supplementary methods for the analysis of WAIS-IV index scores in neuropsychological assessment

Objectives. To develop supplementary methods for the analysis of the Wechsler Adult Intelligence Scale-Fourth Edition (WAIS-IV) in neuropsychological assessment. Design and Methods. Psychometric. Results. The following methods are made available: (a) provision of traditional confidence intervals (CIs) on index scores, (b) expression of the endpoints of CIs as percentile ranks; (c) quantification of the number of abnormally low index scores exhibited by a case and accompanying estimate of the percentage of the normative population expected to exhibit at least this number of low scores; (d) quantification of the reliability and abnormality of index score deviations from an individual's index score mean (thereby offering an alternative to the pairwise approach to index score comparisons available in the WAIS-IV manual); (e) provision of CIs on an individual's deviation scores or pairwise difference scores, (f) estimation of the percentage of the normative population expected to exhibit at least as many abnormal deviations or abnormal pairwise differences as a case; and (g) calculation of a case's Mahalanobis distance index (MDI), thereby providing a multivariate estimate of the overall abnormality of an index score profile. With the exception of the MDI, all the methods can be applied using tables provided in this paper. However, for ease and speed of application, and to reduce the possibility of clerical error, all the methods have also been implemented in a computer program. Conclusions. The methods are useful for neuropsychological interpretation of the WAIS-IV.     

Candidates' Ability to Identify Criteria in Nontransparent Selection Procedures: Evidence from an assessment center and a structured interview

In selection procedures like assessment centers (ACs) and structured interviews, candidates are often not informed about the targeted criteria. Previous studies have shown that candidates' ability to identify these criteria (ATIC) is related to their performance in the respective selection procedure. However, past research has studied ATIC in only one selection procedure at a time, even though it has been assumed that ATIC is consistent across situations, which is a prerequisite for ATIC to contribute to selection procedures' criterion‐related validity. In this study, 95 candidates participated in an AC and a structured interview. ATIC scores showed cross‐situational consistency across the two procedures and accounted for part of the relationship between performance in the selection procedures. Furthermore, ATIC scores in one procedure predicted performance in the other procedure even after controlling for cognitive ability. Implications and directions for future research are discussed.     

Cultural considerations using the structured clinical interview for DSM-III for mood and anxiety disorders assessment

This paper focuses on the impact that culture has upon standardized or structured interviews. It briefly reviews how these interviews evolved from a primary research function, what they can teach us about clinical work, and the multiple ways that culture influences these supposedly objective instruments and the diagnoses which follow from their use. Although the use of structured interviews and standardized diagnostic criteria has been a major advance for the field in terms of reliability, care needs to be exercised when evaluating individuals from disparate cultural backgrounds.     

The empirical study of teenage work: A behavioral code for the assessment of adolescent job environments

Policy recommendations that adolescents supplement their experience in school with experience in the workplace have been made in the absence of objective data on the nature of most adolescents' activity on the job. This paper presents a coding system for chronicling a variety of microbehaviors in sequence, as they occur, in adolescent job environments. Three elements of each of approximately 100 behaviors performed by a targeted teenage worker are recorded by an on-site observer who enters appropriate code numbers into a portable event recorder: (1) the social context of the behavior; (2) the character of the behavior; and (3) the duration and concomitants of the behavior, when appropriate. Each of 97 working teenagers was observed continuously over a two hour period on the job. Interobserver agreement on the coding of worker behaviors and the social contexts in which they occurred averaged .86 and .97, respectively. In addition to its applicability in research on the effects of working on adolescent development, information obtained using the code can be helpful in the evaluation of youth employment programs, the vocational counseling of adolescents, and the validation of subjective worker reports of job attributes.     

Telling stories to communicate the value of the pre‐employment structured job interview

In an effort to bridge the scientist–practitioner gap in the employee selection, some researchers have advocated telling stories to better communicate the value of evidence‐based hiring practices to human resource (HR) professionals. In this paper, we conducted two experiments that examine the efficacy of storytelling for overcoming managers’ resistance to use structured job interviews. In two experiments, we found that participants who read a story regarding the effectiveness of structured interviews, as opposed to receiving evidence‐based advice, reported more favorable attitudes toward structured job interviews. Serial mediation analysis revealed that the observed attitude change was mediated by an increase in narrative transportation and reduction in counterarguing. Implications for using stories in communicating the value of evidence‐based HR practices are discussed.     

The contributions of strategy use to working memory span: a comparison of strategy assessment methods

In two experiments, we tested whether individual differences in strategy production account for individual differences in performance on a working memory span task. We measured the strategies used during a standard experimenter-paced operation span (OSPAN) task by having participants make both set-by-set reports of strategy use for individual item sets and global reports of strategy use. In Experiment 1, although normatively effective strategies were self-reported on only a small proportion of OSPAN sets, individual differences in effective strategy use correlated with span performance. Experiment 2 replicated this outcome using a sample of 100 participants but, as important, it demonstrated that individual differences in effective strategy use did not mediate the relationship between OSPAN and measures of verbal ability. Discussion focuses on the interpretation of strategy-span relationships and the relative utility of general reports of strategy use versus the set-by-set reports introduced here for the OSPAN task.     

The contributions of strategy use to working memory span: A comparison of strategy assessment methods

In two experiments, we tested whether individual differences in strategy production account for individual differences in performance on a working memory span task. We measured the strategies used during a standard experimenter-paced operation span (OSPAN) task by having participants make both set-by-set reports of strategy use for individual item sets and global reports of strategy use. In Experiment 1, although normatively effective strategies were self-reported on only a small proportion of OSPAN sets, individual differences in effective strategy use correlated with span performance. Experiment 2 replicated this outcome using a sample of 100 participants but, as important, it demonstrated that individual differences in effective strategy use did not mediate the relationship between OSPAN and measures of verbal ability. Discussion focuses on the interpretation of strategy–span relationships and the relative utility of general reports of strategy use versus the set-by-set reports introduced here for the OSPAN task.