This study provides conceptual and empirical arguments why an assessment of applicants' procedural knowledge about interpersonal behavior via a video-based situational judgment test might be valid for academic and postacademic success criteria. Four cohorts of medical students (N = 723) were followed from admission to employment. Procedural knowledge about interpersonal behavior at the time of admission was valid for both internship performance (7 years later) and job performance (9 years later) and showed incremental validity over cognitive factors. Mediation analyses supported the conceptual link between procedural knowledge about interpersonal behavior, translating that knowledge into actual interpersonal behavior in internships, and showing that behavior on the job. Implications for theory and practice are discussed.
Interpersonal skills, situational judgment test, high-stakes testing, student selection, medical selection
Human Resources Management | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
Journal of Applied Psychology
American Psychological Association
LIEVENS, Filip and SACKETT, Paul R..
The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance. (2012). Journal of Applied Psychology. 97, (2), 460-468. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5618
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