Date

2013

Author

Eriş, Ayda

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Situational Judgment Tests are tools that are being utilized more and more for personnel selection purposes. Findings show that situational judgment tests have a number of advantages in personnel selection over some other tests, techniques, and methods. Among these advantages are considerable predictive validity, being less prone to biases observed in traditional self-report measures, and less adverse impact (McDaniel, Hartman, Whetzel, & Lee Grubb III, 2007; O’Connell, Hartman, McDaniel, Lee Grubb III, & Lawrence, 2007). The main purpose of the present study was to develop a situational judgment test that aimed to assess the Big Five personality factors. First, a situational judgment test tapping into the Big Five factors was developed for a large organization that functions in the manufacturing sector. Participants of the study were 304 white-collar employees of the organization. Reliability, construct validity and criterion validity of the developed test was examined as well as its relationship with performance outcomes. Results indicated that internal consistency of the developed measure was below the expected levels while test re-test reliability was satisfactory for some factors. Convergent and divergent validity, assessed through two different methods, were at acceptable levels. Finally the magnitude of the relationship between personality scores and performance outcomes was low to moderate. Results are discussed in addition to potential contributions and practical implications.

Subject Keywords

Personality and situation., Situational awareness., Personality tests., Personality assessment., Employee selection., Personality and occupation., Psychology M.S. thesis

URI

http://etd.lib.metu.edu.tr/upload/12615959/index.pdf
https://hdl.handle.net/11511/22638

Collections

Graduate School of Social Sciences, Thesis