Nikolaou Ioannis, Georgiou Konstantina, Kotsasarlidou Vasiliki
Athens University of Economics and Business (Greece).
Span J Psychol. 2019 Mar 1;22:E6. doi: 10.1017/sjp.2019.5.
Our study explores the validity of a game-based assessment method assessing candidates' soft skills. Using self-reported measures of performance, (job performance, Organizational Citizenship Behaviors (OCBs), and Great Point Average (GPA), we examined the criterion-related and incremental validity of a game-based assessment, above and beyond the effect of cognitive ability and personality. Our findings indicate that a game-based assessment measuring soft skills (adaptability, flexibility, resilience and decision making) can predict self-reported job and academic performance. Moreover, a game-based assessment can predict academic performance above and beyond personality and cognitive ability tests. The effectiveness of gamification in personnel selection is discussed along with research and practical implications introducing recruiters and HR professionals to an innovative selection technique.
我们的研究探讨了一种基于游戏的评估方法在评估候选人软技能方面的有效性。我们使用自我报告的绩效指标（工作绩效、组织公民行为（OCB）和平均绩点（GPA）），研究了基于游戏的评估在认知能力和个性影响之外的标准关联效度和增量效度。我们的研究结果表明，一种基于游戏的软技能评估（适应性、灵活性、恢复力和决策能力）能够预测自我报告的工作和学业表现。此外，基于游戏的评估能够在个性和认知能力测试之外预测学业表现。我们还讨论了游戏化在人员选拔中的有效性，并阐述了相关研究和实际意义，向招聘人员和人力资源专业人士介绍这种创新的选拔技术。
