Publication Type

Journal Article

Version

acceptedVersion

Publication Date

9-2011

Abstract

In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC had incremental validity over the SJT. Model tests showed that the SJT fully mediated the effects of declarative knowledge on job performance, whereas the AC partially mediated the effects of the SJT.

Keywords

Situational judgment tests, assessment centers, high-stakes selection, medical education

Discipline

Industrial and Organizational Psychology | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

Journal of Applied Psychology

Volume

96

Issue

5

First Page

927

Last Page

940

ISSN

0021-9010

Identifier

10.1037/a0023496

Publisher

American Psychological Association

Copyright Owner and License

Authors

Additional URL

https://doi.org/10.1037/a0023496

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