Dimension and exercise variance in assessment center scores: A large-scale evaluation of multitrait-multimethod studies

• Main Authors: LIEVENS, Filip, CONWAY, James M.
• Format: text
• Language: English
• Published: Institutional Knowledge at Singapore Management University 2001
• Subjects: assessment center; personnel selection; Human Resources Management; Industrial and Organizational Psychology; Organizational Behavior and Theory
• Online Access: https://ink.library.smu.edu.sg/lkcsb_research/5622; https://ink.library.smu.edu.sg/context/lkcsb_research/article/6621/viewcontent/large.pdf
• Institution: Singapore Management University

This study addresses 3 questions regarding assessment center construct validity: (a) Are assessment center ratings best thought of is reflecting dimension constructs (dimension model). exercises (exercise model). or a combination? (b) To what extent do dimensions or exercises account for variance? (c) Which design characteristics increase dimension variance? To this end, a large set of multitrait-multimethod studies (N = 34) were analyzed, showing that assessment center ratings were best represented (i.e., in terms of fit and admissible solutions) by a model with correlated dimensions and exercises specified a correlated uniquenesses. In this model, dimension variance equals exercise variance. Significantly more dimension variance was found when fewer dimensions were used and when assessors were psychologists. Use of behavioral checklists, a lower dimension-exercise ratio. and similar exercises also increased dimension variance.