The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance
Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. === ENGLISH ABSTRACT: The last two decades have witnessed an upsurge in the research and use of psychometric tests to aid in the prediction of managerial performance. Currently the most prevailing predictor constructs of man...
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Stellenbosch : University of Stellenbosch
2009
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Online Access: | http://hdl.handle.net/10019.1/1769 |
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Incremental validity Situational Judgement Test Managerial performance Dissertations -- Industrial psychology Theses -- Industrial psychology Executive ability -- Testing -- Evaluation Employment tests -- Evaluation Prediction of occupational success -- Evaluation Psychometrics |
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Incremental validity Situational Judgement Test Managerial performance Dissertations -- Industrial psychology Theses -- Industrial psychology Executive ability -- Testing -- Evaluation Employment tests -- Evaluation Prediction of occupational success -- Evaluation Psychometrics Fertig, Siglind The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance |
description |
Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. === ENGLISH ABSTRACT: The last two decades have witnessed an upsurge in the research and use of
psychometric tests to aid in the prediction of managerial performance. Currently the
most prevailing predictor constructs of managerial performance are cognitive ability,
personality, and experience. However, researchers and practitioners are still looking
for ways in which to maximise the prediction of managerial performance. In recent
years, Situational Judgement Tests (SJTs) have become an increasingly popular
selection tool. SJTs are multidimensional psychometric instruments designed to assess
an individual’s judgement concerning work-related situations. Evidence to date
indicates that SJTs are valid predictors of performance, especially for managerial
positions in which interpersonal interactions are important. The main objective of this
study was to examine whether SJTs significantly add to the prediction of managerial
performance over other measures used for managerial selection, such as measures of
cognitive ability and personality. Measures of specific cognitive abilities, personality
and a SJT were administered to branch managers in a South African retail bank
(N = 124) to investigate the ability of the measures to predict managerial performance.
Managerial performance was measured using three measures; Performance Ranking, a
Behavioural Observation Scale (BOS) and an Overall Performance Rating.
Hierarchical multiple regression was used to investigate the relationship between the
predictor composites and the managerial performance measures. Findings reveal
different prediction patterns for the three criteria. A multiple correlation coefficient of
.442 (p > .05) was obtained when predicting Performance Ranking measures, .308
(p < .05) was obtained for predicting the Behavioural Observation Scale (BOS)
measure, and .318 (p > .05) was obtained when predicting the Overall Performance
Rating measure. Therefore, only when predicting the BOS measure, the SJT provided
incremental validity over cognitive ability and personality measures. Consequently,
the average of the scores of the three criterion measures, i.e., the Managerial
Performance Composite, was used to evaluate the a priori hypotheses. A multiple
correlation of .366 (p > .05) was obtained for predicting the Managerial Performance
Composite criterion. Results therefore indicate that the SJT did not exhibit meaningful
or statistically significant incremental prediction over cognitive ability and personality
to predict the composite managerial performance measure. === AFRIKAANSE OPSOMMING: Die laaste twee dekades het ‘n toename in die gebruik van psigometriese toetse in die
voorspelling van bestuurdersprestasie waargeneem. Tans is kognitiewe vermoë,
persoonlikheid en ervaring die mees algemene voorspellingskonstrukte vir
bestuurdersprestasie. Navorsers en praktisyns is egter op soek na maniere om die
voorspelling van bestuurdersprestasie te verbeter. ‘n Onlangse verwikkeling is dat
“Situational Judgement Tests” (SJTs) toeneem in gewildheid as seleksie-metode. SJTs
is multi-dimensionele psigometriese toetse wat ontwerp is om ‘n individu se
oordeelsvermoë ten opsigte van werksverwante situasies te assesseer. Navorsing tot
op hede wys dat SJTs geldige voorspellers van prestasie is, veral vir bestuursposisies
waarin interpersoonlike interaksies belangrik is. Die hoofdoel van hierdie studie was
om te ondersoek of SJTs betekenisvolle waarde toevoeg tot die voorspelling van
bestuurdersprestasie bo die gebruik van ander meetinstrumente wat vir
bestuurskeuring gebruik word, soos metings van kognitiewe vermoë en
persoonlikheid. Vir hierdie doel, is takbestuurders in ‘n Suid Afrikaanse bank (N =
124) se kognitiewe vermoëns, persoonlikheid en situasionele beoordelingsvermoë
getoets om die vermoë van die meetinstrumente om bestuurdersprestasie te voorspel,
te ondersoek. Bestuurdersprestasie was deur middel van drie meetinstrumente bepaal;
prestasie-rangordening (“Performance Ranking”), ‘n gedragsobservasieskaal
(“Behavioural Observation Scale”) en ‘n algehele prestasiebeoordelingsmeting
(“Overall Performance Rating”). Hiërargiese meervoudige regressie-ontleding was
gebruik om die verhouding tussen die voorspellers en die bestuurdersprestasiemetings
te ondersoek. Verskillende voorspellingspatrone is vir die drie meetinstrumente
gevind. ‘n Meervoudige korrelasie koeffisiënt van .308 (p < .05) is vir die
voorspelling van die BOS meting verkry, terwyl .442 (p > .05) en .308 (p < .05)
onderskeidelik vir die voorspelling van die prestasie-rangordening en algehele
prestasiebeoordelingsmeting verkry is. Gevolglik het slegs die BOS meting
inkrementele geldigheid getoon. Die gemiddeld van hierdie drie metings se tellings is
gebruik om ‘n bestuurdersprestasie-kombinasietelling “Managerial Performance
Composite” te skep wat gebruik is om die finale besluit rakende die a priori hipoteses
te maak. ‘n Meervoudige korrelasie van .366 (p >.05) was gevind ten einde die
bestuurdersprestasie-kombinasietelling te voorspel aan die hand van die voorspellers. |
author2 |
De Kock, F. S. |
author_facet |
De Kock, F. S. Fertig, Siglind |
author |
Fertig, Siglind |
author_sort |
Fertig, Siglind |
title |
The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance |
title_short |
The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance |
title_full |
The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance |
title_fullStr |
The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance |
title_full_unstemmed |
The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance |
title_sort |
incremental validity of a situational judgement test (sjt) relative to personality and cognitive ability to predict managerial performance |
publisher |
Stellenbosch : University of Stellenbosch |
publishDate |
2009 |
url |
http://hdl.handle.net/10019.1/1769 |
work_keys_str_mv |
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_version_ |
1718164522834853888 |
spelling |
ndltd-netd.ac.za-oai-union.ndltd.org-sun-oai-scholar.sun.ac.za-10019.1-17692016-01-29T04:03:19Z The incremental validity of a Situational Judgement Test (SJT) relative to personality and cognitive ability to predict managerial performance Fertig, Siglind De Kock, F. S. University of Stellenbosch. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. Incremental validity Situational Judgement Test Managerial performance Dissertations -- Industrial psychology Theses -- Industrial psychology Executive ability -- Testing -- Evaluation Employment tests -- Evaluation Prediction of occupational success -- Evaluation Psychometrics Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. ENGLISH ABSTRACT: The last two decades have witnessed an upsurge in the research and use of psychometric tests to aid in the prediction of managerial performance. Currently the most prevailing predictor constructs of managerial performance are cognitive ability, personality, and experience. However, researchers and practitioners are still looking for ways in which to maximise the prediction of managerial performance. In recent years, Situational Judgement Tests (SJTs) have become an increasingly popular selection tool. SJTs are multidimensional psychometric instruments designed to assess an individual’s judgement concerning work-related situations. Evidence to date indicates that SJTs are valid predictors of performance, especially for managerial positions in which interpersonal interactions are important. The main objective of this study was to examine whether SJTs significantly add to the prediction of managerial performance over other measures used for managerial selection, such as measures of cognitive ability and personality. Measures of specific cognitive abilities, personality and a SJT were administered to branch managers in a South African retail bank (N = 124) to investigate the ability of the measures to predict managerial performance. Managerial performance was measured using three measures; Performance Ranking, a Behavioural Observation Scale (BOS) and an Overall Performance Rating. Hierarchical multiple regression was used to investigate the relationship between the predictor composites and the managerial performance measures. Findings reveal different prediction patterns for the three criteria. A multiple correlation coefficient of .442 (p > .05) was obtained when predicting Performance Ranking measures, .308 (p < .05) was obtained for predicting the Behavioural Observation Scale (BOS) measure, and .318 (p > .05) was obtained when predicting the Overall Performance Rating measure. Therefore, only when predicting the BOS measure, the SJT provided incremental validity over cognitive ability and personality measures. Consequently, the average of the scores of the three criterion measures, i.e., the Managerial Performance Composite, was used to evaluate the a priori hypotheses. A multiple correlation of .366 (p > .05) was obtained for predicting the Managerial Performance Composite criterion. Results therefore indicate that the SJT did not exhibit meaningful or statistically significant incremental prediction over cognitive ability and personality to predict the composite managerial performance measure. AFRIKAANSE OPSOMMING: Die laaste twee dekades het ‘n toename in die gebruik van psigometriese toetse in die voorspelling van bestuurdersprestasie waargeneem. Tans is kognitiewe vermoë, persoonlikheid en ervaring die mees algemene voorspellingskonstrukte vir bestuurdersprestasie. Navorsers en praktisyns is egter op soek na maniere om die voorspelling van bestuurdersprestasie te verbeter. ‘n Onlangse verwikkeling is dat “Situational Judgement Tests” (SJTs) toeneem in gewildheid as seleksie-metode. SJTs is multi-dimensionele psigometriese toetse wat ontwerp is om ‘n individu se oordeelsvermoë ten opsigte van werksverwante situasies te assesseer. Navorsing tot op hede wys dat SJTs geldige voorspellers van prestasie is, veral vir bestuursposisies waarin interpersoonlike interaksies belangrik is. Die hoofdoel van hierdie studie was om te ondersoek of SJTs betekenisvolle waarde toevoeg tot die voorspelling van bestuurdersprestasie bo die gebruik van ander meetinstrumente wat vir bestuurskeuring gebruik word, soos metings van kognitiewe vermoë en persoonlikheid. Vir hierdie doel, is takbestuurders in ‘n Suid Afrikaanse bank (N = 124) se kognitiewe vermoëns, persoonlikheid en situasionele beoordelingsvermoë getoets om die vermoë van die meetinstrumente om bestuurdersprestasie te voorspel, te ondersoek. Bestuurdersprestasie was deur middel van drie meetinstrumente bepaal; prestasie-rangordening (“Performance Ranking”), ‘n gedragsobservasieskaal (“Behavioural Observation Scale”) en ‘n algehele prestasiebeoordelingsmeting (“Overall Performance Rating”). Hiërargiese meervoudige regressie-ontleding was gebruik om die verhouding tussen die voorspellers en die bestuurdersprestasiemetings te ondersoek. Verskillende voorspellingspatrone is vir die drie meetinstrumente gevind. ‘n Meervoudige korrelasie koeffisiënt van .308 (p < .05) is vir die voorspelling van die BOS meting verkry, terwyl .442 (p > .05) en .308 (p < .05) onderskeidelik vir die voorspelling van die prestasie-rangordening en algehele prestasiebeoordelingsmeting verkry is. Gevolglik het slegs die BOS meting inkrementele geldigheid getoon. Die gemiddeld van hierdie drie metings se tellings is gebruik om ‘n bestuurdersprestasie-kombinasietelling “Managerial Performance Composite” te skep wat gebruik is om die finale besluit rakende die a priori hipoteses te maak. ‘n Meervoudige korrelasie van .366 (p >.05) was gevind ten einde die bestuurdersprestasie-kombinasietelling te voorspel aan die hand van die voorspellers. 2009-11-26T08:42:01Z 2010-06-01T08:32:50Z 2009-11-26T08:42:01Z 2010-06-01T08:32:50Z 2009-12 Thesis http://hdl.handle.net/10019.1/1769 en University of Stellenbosch Stellenbosch : University of Stellenbosch |