Candidates' integration of individual psychological assessment feedback

Abstract

Purpose

The purpose of this paper is to empirically verify a theoretical model of candidates' feedback integration in the context of individual psychological assessment (IPA).

Design/methodology/approach

Structural equation modeling analyses were conducted in a two-wave longitudinal study. A total of 97 candidates completed questionnaires immediately after their feedback session as well as three months later.

Findings

Results indicate that candidates' motivational intention to act on IPA feedback is a pivotal variable linking feedback perceptions and post-feedback behaviors. Source credibility, assessment face validity, as well as perception that the feedback helped increase candidate's awareness were related to motivational intention. Conversely, feedback acceptance was not related to candidates' motivation to act on feedback and post-feedback behaviors.

Research limitations/implications

Because the authors relied on self-report questionnaires, future studies would benefit from including externally assessed behavioral outcomes. Future research efforts should continue distinguishing candidates' acceptance and awareness based on their distinctive contributions in the feedback integration process.

Practical implications

The results indicate that motivation created during the feedback session is a stronger predictor of day-to-day behavioral changes than it is of involvement in specific developmental activities.

Originality/value

This research fills a gap in IPA literature by highlighting some IPA benefits and the processes involved in increasing feedback value for the participant.

Citation

Boudrias, J.-S., Bernaud, J.-L. and Plunier, P. (2014), "Candidates' integration of individual psychological assessment feedback", Journal of Managerial Psychology, Vol. 29 No. 3, pp. 341-359. https://doi.org/10.1108/JMP-01-2012-0016