ASSESSMENT CENTERS AND CONTENT VALIDITY: SOME NEGLECTED ISSUES

Paul R. Sackett

87 citations0/0 files storedPersonnel Psychology

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Abstract

Literature on the use of content validity to establish the job‐relatedness of assessment centers is reviewed. Most approaches to content validity are shown to focus on job‐analysis‐based exercise construction and dimension selection as the bases for determining the content validity of an assessment center. The article attempts to show that content validity requires more than the careful construction of stimulus materials (i.e., exercises); how these stimulus materials are presented to candidates and how responses to these stimuli are evaluated are also critical considerations in making judgments about content validity. Variability in the way these issues are dealt with is documented.

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1975A QUANTITATIVE APPROACH TO CONTENT VALIDITY1 1960Essentials of Psychological Testing 1982Constructs and assessment center dimensions: Some troubling empirical findings.1984A comparison of the predictive validity of assessment center evaluations versus traditional measures in forecasting supervisory job performance: Interpretive implications of criterion distortion for the assessment paradigm.1982Transsituational variability in human performance within assessment centers

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1988Personnel Selection And Placement 2012Understanding the Building Blocks of Selection Procedures 1994The Validity and Fairness of Alternatives to Cognitive Tests 2002ENTRY‐LEVEL POLICE CANDIDATE ASSESSMENT CENTER: AN EFFICIENT TOOL OR A HAMMER TO KILL A FLY?2009Content Validation Is Useful for Many Things, but Validity Isn't One of Them 2005Rating Tasks Versus Dimensions in Assessment Centers: A Psychometric Comparison 1993Does the assessment center scoring method affect the cross-situational consistency of ratings?2009Positive manifold limits the relevance of content-matching strategies for validating selection test batteries.

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