Assessment centers vs situational judgment tests: longitudinal predictors of success
Leadership & Organization Development Journal
ISSN: 0143-7739
Article publication date: 5 September 2016
Abstract
Purpose
The purpose of this paper is to provide an empirical comparison of a high-fidelity managerial simulation, assessment center (AC) ratings, to that of a lower fidelity managerial simulation, a video situational judgment test (SJT) in the prediction of manager career success.
Design/methodology/approach
Archival data were collected from a large utility company. A measure of general mental ability (GMA), an SJT, and an AC were examined as predictors of career success as measured by increases in salary.
Findings
The AC and the video SJT used in this study appeared to assess different constructs, extending previous findings that ACs and written SJTs measure distinct constructs. Furthermore, the AC dimensions and the SJT remained valid predictors of salary over a six year span following the test administration. In addition, the AC explained significant incremental variance beyond GMA and SJTs in career success six years after the assessment.
Research limitations/implications
The SJTs and AC used in this study are similar in psychological fidelity, yet the ACs remained a more valid predictor over time. The recommendation is that lower fidelity simulations should not be used as prerequisites for higher fidelity simulations.
Practical implications
The results lend general support to the value of high-fidelity instruments in predicting longitudinal success.
Originality/value
The paper offers a comparison of the validity of ACs and video SJTs.
Keywords
Citation
Blair, C.A., Hoffman, B.J. and Ladd, R.T. (2016), "Assessment centers vs situational judgment tests: longitudinal predictors of success", Leadership & Organization Development Journal, Vol. 37 No. 7, pp. 899-911. https://doi.org/10.1108/LODJ-12-2014-0235
Publisher
:Emerald Group Publishing Limited
Copyright © 2016, Emerald Group Publishing Limited