Bowler Mark C, Woehr David J
Industrial/Organizational Psychology Program, Department of Management, The University of Tennessee, Knoxville, TN, USA.
J Appl Psychol. 2006 Sep;91(5):1114-24. doi: 10.1037/0021-9010.91.5.1114.
Two recent reviews have attempted to summarize findings quantitatively regarding assessment center (AC) construct-related validity (i.e., Lance, Lambert, Gewin, Lievens, & Conway, 2004; Lievens & Conway, 2001). Unlike these previous studies, which reanalyzed individual multitrait-multimethod (MTMM) matrices from previously published research, the authors recoded and combined past matrices into a single MTMM matrix. This matrix, comprised of 6 dimensions each measured by 6 exercises, was then analyzed, providing a more generalizable set of results. Both dimensions and exercises were found to contribute substantially to AC ratings. Specific dimensions (i.e., communication, influencing others, organizing and planning, and problem solving) appeared more construct valid than others (i.e., consideration/awareness of others and drive). Implications for AC design and practice are discussed.
最近的两篇综述试图对评估中心（AC）结构相关效度的研究结果进行定量总结（即Lance、Lambert、Gewin、Lievens和Conway，2004年；Lievens和Conway，2001年）。与之前重新分析先前发表研究中的个体多特质多方法（MTMM）矩阵的研究不同，作者对过去的矩阵进行重新编码并合并为一个单一的MTMM矩阵。然后对这个由6个维度、每个维度由6项练习测量组成的矩阵进行分析，得出了一组更具普遍性的结果。研究发现维度和练习对AC评分都有很大贡献。特定维度（即沟通、影响他人、组织与规划以及解决问题）似乎比其他维度（即对他人的考虑/意识和动力）在结构效度上表现更强。文中还讨论了对AC设计和实践的启示。
