Publication Type

Journal Article

Version

acceptedVersion

Publication Date

1-2009

Abstract

This study presents a simultaneous examination of multiple evidential bases of the validity of assessment center (AC) ratings. In particular, we combine both construct-related and criterion-related validation strategies in the same sample to determine the relative importance of exercises and dimensions. We examine the underlying structure of ACs in terms of exercise and dimension factors while directly linking these factors to a work-related criterion (salary). Results from an AC (N = 753) showed that exercise factors not only explained more variance in AC ratings than dimension factors but also were more important in predicting salary. Dimension factors explained a smaller albeit significant portion of the variance in AC ratings and had lower validity for predicting salary. The implications of these findings for AC theory, practice, and research are discussed.

Discipline

Human Resources Management | Industrial and Organizational Psychology

Research Areas

Organisational Behaviour and Human Resources

Publication

Human Performance

Volume

22

Issue

5

First Page

375

Last Page

390

ISSN

0895-9285

Identifier

10.1080/08959280903248310

Publisher

Taylor & Francis (Routledge): STM, Behavioural Science and Public Health Titles / Taylor & Francis (Routledge)

Copyright Owner and License

Authors

Additional URL

https://doi.org/10.1080/08959280903248310

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