University of Kassel, Kassel, Germany.
American College Testing, Iowa City, Iowa, United States of America.
PLoS One. 2019 Feb 27;14(2):e0211884. doi: 10.1371/journal.pone.0211884. eCollection 2019.
Situational Judgment Tests (SJTs) are criterion valid low fidelity measures that have gained much popularity as predictors of job performance. A broad variety of SJTs have been studied, but SJTs measuring personality are still rare. Personality traits such as Conscientiousness are valid predictors of many educational, work and life-related outcomes and SJTs are less prone to faking than classical self-report measurements. We developed an SJT measure of Dependability, a core facet of Conscientiousness, by gathering critical incidents in semi-structured interviews using the construct definition of Dependability as a prompt. We examined the psychometric properties of the newly developed SJTs across two studies (N = 546 general population; N = 440 sales professionals). The internal validity of the SJTs was examined by correlating the SJT scores with related self-report measures of Dependability and Conscientiousness, as well as testing the unidimensionality of the measure with CFA. Additionally, we specified a bi-factor model of SJT, self-report and behavioral checklist measures of Dependability accounting for common and specific measurement variance. External validity was examined by correlating the SJT scale and specific factor with work-related outcomes. The results show that the Dependability SJTs with an expert based scoring procedure were psychometrically sound and correlated moderately to highly with traditional self-report measures of Dependability and Conscientiousness. However, a large proportion of SJT variance cannot be accounted for by personality alone. This supports the notion that SJTs measure general domain knowledge about the effectiveness of personality-related behaviors. We conclude that SJT measures of personality can be a promising addition to classical self-report assessments and can be used in a wide variety of applications beyond measurement and selection, for instance as formative assessments of personality.
情境判断测验 (SJTs) 是具有效标效度的低保真度测量工具，作为工作绩效的预测指标，其应用已日益广泛。目前已经研究了多种 SJTs，但测量人格的 SJTs 仍然很少。人格特质如尽责性是许多教育、工作和生活相关结果的有效预测指标，而且与经典的自我报告测量相比，SJTs 不太容易被伪造。我们通过使用可信赖性的结构定义作为提示，在半结构化访谈中收集关键事件，开发了一种可信赖性的 SJT 测量方法，这是尽责性的一个核心方面。我们通过将 SJT 分数与相关的自我报告可信赖性和尽责性测量进行相关分析，以及使用 CFA 测试该测量的单维性，来检验新开发的 SJTs 的心理测量特性。此外，我们还指定了一种可信赖性的 SJT、自我报告和行为清单测量的双因素模型，该模型考虑了共同和特定的测量方差。通过将 SJT 量表和特定因子与工作相关结果进行相关分析，来检验外部有效性。结果表明，采用专家评分程序的可信赖性 SJTs 在心理测量上是合理的，与传统的自我报告可信赖性和尽责性测量中度到高度相关。然而，人格并不能解释 SJT 变异的很大一部分。这支持了这样一种观点，即 SJTs 测量与人格相关的行为有效性的一般领域知识。我们得出结论，人格的 SJT 测量可以作为经典自我报告评估的一个有前途的补充，并且可以在多种应用中使用，例如作为人格的形成性评估，而不仅仅是测量和选择。
