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Why Some Situational Judgment Tests Fail To Predict Job Performance (and Others Succeed)

机译：为什么某些情境判断测试无法预测工作表现（其他人成功）

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摘要

Situational judgment tests (SJTs) occasionally fail to predict job performance in criterion-related validation studies, often despite much effort to follow scholarly recipes for their development. This commentary provides some plausible explanations for why this may occur as well as some tips for SJT development. In most cases, we frame the issue from an implicit trait policy (ITP) perspective (Motowidlo, Hooper, & Jackson, 2006a, 2006b) and the measurement of general domain knowledge. In other instances, we believe that the issue does not have a direct tie to the ITP concept, but our experience suggests that the issue is of sufficient importance to include in this response. The first two issues involve challenges gathering validity evidence to support the use of SJTs, and the remaining issues deal more directly with SJT design considerations.
机译：情境判断测试（SJT）有时无法预测与标准相关的验证研究中的工作表现，尽管经常花很多精力来遵循其发展的学术秘诀。该评论为为什么会发生这种情况提供了一些合理的解释，以及为SJT开发提供了一些技巧。在大多数情况下，我们从隐性特征策略（ITP）的角度（Motowidlo，Hooper和＆Jackson，2006a，2006b）以及对通用领域知识的度量来构架该问题。在其他情况下，我们认为该问题与ITP概念没有直接关系，但是我们的经验表明，该问题具有足够的重要性，可以纳入此回应中。前两个问题涉及收集有效性证据以支持SJT使用的挑战，而其余问题则更直接地涉及SJT设计注意事项。

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