Situational Judgment Tests (SJTs) are criterion valid low fidelity measures that have gained much popularity as predictors of job performance. A broad variety of SJTs have been studied, but SJTs measuring personality are still rare. Personality traits such as Conscientiousness are valid predictors of many educational, work and life-related outcomes and SJTs are less prone to faking than classical self-report measurements. We developed an SJT measure of Dependability, a core facet of Conscientiousness, by gathering critical incidents in semi-structured interviews using the construct definition of Dependability as a prompt. We examined the psychometric properties of the newly developed SJTs across two studies (N = 546 general population; N = 440 sales professionals). The internal validity of the SJTs was examined by correlating the SJT scores with related self-report measures of Dependability and Conscientiousness, as well as testing the unidimensionality of the measure with CFA. Additionally, we specified a bi-factor model of SJT, self-report and behavioral checklist measures of Dependability accounting for common and specific measurement variance. External validity was examined by correlating the SJT scale and specific factor with work-related outcomes. The results show that the Dependability SJTs with an expert based scoring procedure were psychometrically sound and correlated moderately to highly with traditional self-report measures of Dependability and Conscientiousness. However, a large proportion of SJT variance cannot be accounted for by personality alone. This supports the notion that SJTs measure general domain knowledge about the effectiveness of personality-related behaviors. We conclude that SJT measures of personality can be a promising addition to classical self-report assessments and can be used in a wide variety of applications beyond measurement and selection, for instance as formative assessments of personality.
展开▼
机译：情境判断测试（SJT）是标准有效的低保真度测量方法，已广泛用作工作绩效的预测指标。已经研究了各种各样的SJT，但是测量性格的SJT仍然很少。诸如尽责性之类的人格特质是许多与教育，工作和生活有关的结果的有效预测指标，而与一般自我报告测量相比，SJT较不容易伪造。通过使用构造性定义的“可靠性”作为提示，通过在半结构化访谈中收集关键事件，我们开发了SJT衡量可靠性（认真性的核心方面）的SJT量度。我们在两项研究中检查了新开发的SJT的心理测量特性（N = 546普通人群； N = 440销售专业人员）。通过将SJT分数与相关的自报告性的信度和责任感相关联，以及用CFA测试该度量的一维性，来检验SJT的内部有效性。此外，我们指定了SJT，自我报告和行为核对表度量的双因素模型，以考虑常见和特定度量方差。通过将SJT量表和特定因素与工作相关的结果相关联来检查外部有效性。结果表明，基于专家评分机制的可靠性SJT在心理上是合理的，并与传统的自我报告的可靠性和尽责性测度适度相关。但是，不能单独用人格解释很大一部分的SJT差异。这支持了SJT可以衡量有关人格相关行为有效性的一般领域知识的观点。我们得出结论，SJT的人格测度可以作为经典自我报告评估的有前途的补充，并且可以用于测量和选择之外的多种应用，例如作为人格的形成性评估。
展开▼
