Publication Type
Book Chapter
Publication Date
5-2017
Abstract
When situational judgement tests (SJTs) began to regain popularity among the scientific community in the 1990s there was an implicit notion that they captured context‐dependent knowledge. In fact, the term ‘situational judgement’ carries the connotation of test‐takers’ responses being more effective when they consider the specifics of the situation. In recent years another perspective has emerged, which views SJTs as capturing relatively contextindependent knowledge (or general domain knowledge; Motowidlo, Crook, Kell & Naemi, 2009; Motowidlo, Hooper & Jackson, 2006a). Although SJTs and their items will often fall somewhere between these two perspectives, we posit in this chapter that it might be useful to distinguish between them.
Discipline
Human Resources Management | Organizational Behavior and Theory
Research Areas
Organisational Behaviour and Human Resources
Publication
Handbook of the Psychology of Recruitment, Selection, and Employee Retention
Editor
GOLDSTEIN, H. W.; PULAKOS, E. D.; PASSMORE, J.; SEMEDO, C.
First Page
226
Last Page
246
ISBN
9781118972694
Identifier
10.1002/9781118972472
Publisher
The Wiley Blackwell
Citation
CORSTJENS, Jan; LIEVENS, Filip; and KRUMM, Stefan.
Situational judgement tests for selection. (2017). Handbook of the Psychology of Recruitment, Selection, and Employee Retention. 226-246.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/5817
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.1002/9781118972472