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首页> 外文期刊>Journal of Applied Psychology >Situation Assessment as an Ignored Factor in the Behavioral Consistency Paradigm Underlying the Validity of Personnel Selection Procedures
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Situation Assessment as an Ignored Factor in the Behavioral Consistency Paradigm Underlying the Validity of Personnel Selection Procedures

机译：情境评估是行为选择范式中人为选择程序有效性背后不可忽视的因素

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This study contributes to the literature on why selection procedures that are based on the behavioral consistency logic (e.g., structured interviews and assessment centers) are valid predictors of job performance. We rely on interactionist theories to propose that individual differences in assessing situational demands explain true variance in performance in selection procedures and on the job. Results from 124 individuals in a simulated selection process showed that the assessment of situational demands was related to both selection and job performance. Individual differences in assessing situational demands also contributed to the criterion-related validity of assessment center and structured interview ratings, offering a complementary explanation as to why selection procedures based on the notion of behavioral consistency predict job performance.
机译：这项研究为有关为什么基于行为一致性逻辑的选择程序（例如结构化面试和评估中心）为何有效地预测工作绩效提供了文献资料。我们根据交互论的理论提出，评估情境需求的个体差异可以解释选择程序和工作表现的真正差异。在模拟选择过程中来自124个人的结果表明，对情境需求的评估与选择和工作绩效有关。在评估情境需求方面的个体差异也有助于评估中心和结构化面试等级的与标准相关的有效性，从而为基于行为一致性概念的selection选程序为何预测工作绩效提供了补充解释。

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