Development and validation of a dimension-based assessment center: influence of likability and impression management on ratings

Download
2016
Yazar, Yağızhan
The purpose of this study is twofold: first, to develop and examine the validity of a dimension-based assessment center (AC) in order to identify individuals who have high leadership potential within an organization mainly operating in the automotive industry; second, to unfold the influences of likability and impression management (IM) use of candidates on AC ratings (i.e., overall dimension ratings and overall assessment ratings (OARs)). It was expected that these variables would have positive and significant associations with AC ratings. The study employed a sample of white-collar, mostly professional employees (N = 65), from different departments of the organization. The AC comprised of five exercises (i.e., leaderless group discussion, make-a-brochure, role-play, oral presentation and in-basket) and aimed to assess eight different dimensions (i.e., leading, cooperativeness/awareness of others, oral communication, active listening, orderliness/attention, inquisitiveness, conflict management, and planning and organization). Convergent and divergent validity of the AC was analyzed through multitrait-multimethod matrix approach. The results provided partial support for the construct validity of the AC. Furthermore, while IM use was not significantly related to any of the AC ratings, likability was a strong correlate of ratings on relational dimensions (i.e., leading, cooperativeness/awareness of others, oral communication, active listening and conflict management) and OARs. The findings indicated that likability might play a role as a rater bias in the assessment of relational competencies.

Suggestions

Correlates of organizational commitment: a special emphasis on organizational communication
Ok, Afife Başak; Bilgiç, Reyhan; Department of Psychology (2007)
The aim of this study was to examine the relationships among individual and organizational characteristics variables, several aspects of organizational communication, organizational commitment, organizational identification, job satisfaction, and turnover intentions. Furthermore, the influence of supervisor and workgroup commitment on organizational commitment was also examined. With these purposes, following two different pilot studies, questionnaires were administered to a sample of 321 white collar bank ...
An evaluation of current human resource management practices in the Turkish private sector
Sözer, Seray; Sümer, Hayriye Canan; Department of Psychology (2004)
This study explored human resource management (HRM) functions of 200 work organizations operating in Turkey using a questionnaire. The participating organizations were the members of either the Personnel Managers Association or the Quality Association in Turkey. Job analysis and design, recruitment and selection, orientation and employee training, performance appraisal, career planning and development, human resource planning, compensation management and incentives, managing employee health and safety were ...
A proposed model of safety climate: Contributing factors and consequences
Yucebilgic, Harika; Sümer, Hayriye Canan (2008-06-01)
The aim of the present study was to propose a model on safety climate by investigating the relationship between safety climate perceptions of employees and their safety-related behaviors in the workplace. Additionally, effects of fatalism views and risk taking/sensation seeking tendencies on safe behaviors were analyzed. The possible moderating effects of these variables on safety climate-safe behavior relationship were also investigated. A total of 185 blue-collar employees working in a manufacturing firm ...
The others of others’: social representations and violence based on gender identity in Turkey
Koç, Bürge; Özkan, Türker; Department of Psychology (2015)
The aim of the present study is to examine the relationship between antecedents namely job demands and job resources and mobbing and the consequences which are individual’s general health, job satisfaction and affective organizational commitment. Moreover, for antecedents part moderating role of negative affectivity between job demands, job resources and targets’ reports of mobbing was investigated and for consequences part, burnout was considered as a mediating variable between targets’ reports of mobbing,...
The effcets of person-organization fit on employee jo satisfaction, performance and organizational commitment in a Turkish Public Organization
Karakurum, Müge; Bilgiç, Reyhan; Department of Psychology (2005)
The notion of person-organization fit (P-O fit) is concerned with identifying the antecedents and consequences of compatibility between employees and the organizations in which they work, as part of interactional psychology. Literature on consequences of P-O fit has demonstrated significant relationships with various individual outcomes. The main purpose of the present study was to examine the effects of P-O fit operationalized as value congruence between the employee and the organization, on job satisfacti...
Citation Formats
Y. Yazar, “Development and validation of a dimension-based assessment center: influence of likability and impression management on ratings,” M.S. - Master of Science, Middle East Technical University, 2016.