Scientific Principles Versus Practical Realities: Insights From Organizational Theory to Individual Psychological Assessment

摘要

Individual psychological assessment (IPA) for executive and top management positions isn't an easy job. Still, knowledge gained over decades of scientific study suggests that we rely on structured job and organizational analyses; the construction of appropriate high- and low-fidelity simulations, cognitive tests, and affective inventories suitable in content and difficulty (Ones & Dilchert, 2009; Rubenzer, Faschingbauer, & Ones, 2000); as well as a structured and mechanical combination of the resulting information (AEgisdottir et al., 2006; Grove, Zald, Lebow, Snitz, & Nelson, 2000). And we will likely still remain painfully aware of the poor ability of even our most refined assessments for predicting executives' performance.