V Seminario TEST DE JUICIO SITUACIONAL
Anuncio
V Seminario TEST DE JUICIO SITUACIONAL • Introducción 2-3 • Programación 5 • Prof. Filip Lievens 6-29 • Prof. Fiona Patterson 30-41 • Mr. Stefan Meyer 42-49 • Prof. Julio Olea 50-59 • Resumen posters 60-67 • Notas El objetivo de los seminarios de la Cátedra MAP es fomentar y contribuir a la medición psicológica de calidad, especialmente en el campo de las organizaciones. En este quinto seminario se ha escogido como tema central los test situacionales. • 26 de junio de 2013 Facultad de Psicología Universidad Autónoma de Madrid 4—5 PROGRAMA 8:45 Recogida del material del seminario. 9:15 Apertura y presentación. Ángela Loeches Decana de la facultad de Psicología de la UAM. José Miguel Mata Director General del Instituto de Ingeniería del Conocimiento. 9:30 Conferencia. Situational Judgment Tests: An introduction to theory, practice, and research. Prof. Filip Lievens Profesor del departamento de Gestión de personal y Psicología del trabajo y de las organizaciones de la Universidad de Gante de Bélgica. 10:40 Sesión de pósters. Café. 11:40 Conferencia. Evaluations of situational judgments tests for high stakes selection. Prof. Fiona Patterson Profesora del departamento de Psicología de la Universidad de Cambridge y directora del Work Psychology Group. 12:20 Conferencia. Situational Judgment Test in EPSO open competitions for the European Institutions from 2010 to present. Mr. Stefan Meyer Responsable de evaluaciones informatizadas de la European Personnel Selection Office (EPSO). 13:00 Conferencia. Medición de competencias mediante Modelos de Diagnóstico Cognitivo: aplicación a un Test de Juicio Situacional. Prof. Julio Olea Catedrático de Psicología de la Universidad Autónoma de Madrid y codirector de la cátedra UAM-IIC Modelos y aplicaciones psicométricos (MAP). 13:40 Debate y clausura del seminario. 6—7 Situational Judgment Tests: An introduction to theory, practice, and research. — Prof. Filip Lievens Departamento de Gestión de Personal y Psicología del Trabajo y de las Organizaciones, de la Universidad de Gante, Bélgica. Situational Judgment Tests: An Introduction to Theory, Situational Judgment Tests: Practice, &to Research An Introduction Theory, Practice, & Research Madrid June, 2013 Madrid June, 2013 Prof. Dr. Filip Lievens Ghent University, Belgium Prof. Dr. Filip Lievens Ghent University, Belgium Department of Personnel Dunantlaan 2, 9000, Ghent [email protected] Management Work and Dunantlaan Organizational Psychology Departmentand of Personnel 2, 9000, Ghent http://users.ugent.be /~flievens/ [email protected] Management and Work and Organizational Psychology http://users.ugent.be /~flievens/ Who am I? ! Professor: Who amGhent I? U. (Belgium) ! Professor: Ghent U. (Belgium) ! Visiting professor: ! ! U. of Minnesota (USA) Visiting professor: ! Bowling Green State U. (USA) ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! U. of of Zürich Minnesota (USA) U. (Switzerland) Bowling Green State U. (USA) U. of Guelph (Canada) U. of Zürich (Switzerland) Nanyang Technological U. (Singapore) U. of Guelph (Canada) U. (Singapore) Singapore Management Nanyang Technological U. of Valencia (Spain) U. (Singapore) Singapore Management U. of Giessen (Germany)U. (Singapore) U. of Valencia (Spain) U. of Stellenbosch (South Africa) U. of Giessen (Germany) U. of Stellenbosch (South Africa) Who am I? ! Situational judgment tests, high-stakes testing, assessment centers, web-based assessment, & employer branding Teaching at Ghent U. (Belgium) ! ! 1 Research expertise ! ! 1 HRM Consultancy ! ! Private, public, & military sector Metaconsultant of international consultancy firms 3 8—9 Objectives & overview ! Theory ! ! ! ! Practice ! ! Basics of SJTs History Definition SJT development & SJT building bocks State-of-the-art of SJT research 4 Roles Roles 2 SJT developer or user or SJTSJT developer SJT user SJT Candidate SJT Candidate Trainer / supervisor Trainerof/ SJT usersof SJT supervisor users SJT researcher SJT researcher 5 5 SJT Theory: SJT Theory: Basics of SJTs Basics of SJTs Situational Judgment Tests: An introduction to theory, practice, and research. SJT Basics Written SJT item Written SJT Suppose you haveitem to assess people on their level of SJT Basics customer service during selection? What do you do? Suppose you have to assess people on their level of customer service during selection? What do you do? ! Personality inventory Sign-based/ ! ! ! ! ! ! Agreeableness, Emotional Stability, Personality inventory & Conscientiousness Agreeableness, Emotional Stability, & Conscientiousness Interview Interview Role-play (high-fidelity simulation) ! Role-play (high-fidelity simulation) SJT (low-fidelity simulation) ! SJT (low-fidelity simulation) ! dispositional approach Sign-based/ dispositional approach Sample-based/ interactional approach Sample-based/ interactional approach SJT Basics Written SJT item Written SJT item You have an excellent long term employee who is always visiting SJT Basics at length with customers. Although customer orientation is one Youofhave an excellent employee is always visiting the key values in long yourterm company, otherwho employees have at length with customers. Although customer orientation is one complained that the employee is not doing her share of the of the key values in your company, other employees have administrative work. Pick the best response. complained that the employee is not doing her share of the • administrative Leave her alone sincePick thethe customers seem to enjoy the chats. work. best response. • Leave Tell herher you needsince her to more and talktoless andthe then give alone thework customers seem enjoy chats. her assignments to be completed by specific times. • Tell her you need her to work more and talk less and then give • her Initiate formal discipline against her. assignments to be completed by specific times. • Initiate Explain formal the difference between discipline againstsocial her. chatter and service and coach her on how to keep her conversations shorter. • Explain the difference between social chatter and service and • coach Discussher theonissues with theher employee only if her production is how to keep conversations shorter. SJT Introduction Prof. Dr. Filip Lievens below standard. • Discuss the issues with the employee only if her production is SJT Introduction Prof. Dr. Filip Lievens below standard. 8 8 SJT Basics 4 Written SJT item 4 You work as a waiter/waitress and a customer orders a dish that is not on the menu. You mention this politely but the customer gets very upset. What do you do? ! ! ! ! Suggest alternative main dishes and side orders that might be of interest Suggest alternative dishes that might be of interest to the customer Suggest only those alternative dishes that are very similar to the dish the customer wanted Tell the customer there is nothing you can do 9 10—11 SJT Basics What Are SJTs? ! ! An applicant is presented with a situation & asked what he/she would do. SJT items are typically in a multiple choice format: items have a stem and various item responses (response options). SJT Introduction Prof. Dr. Filip Lievens 10 SJT Basics History of SJTs SJT Basics History of Civil SJTs ! 1873: US Service Examinations ! ! 5 « A banking company asks protection for a certain 1873: USasCivil Service Examinations device, a trade-mark, which they propose to put « A banking company protection for take a certain upon their notes. Whatasks action would you in the device, as a trade-mark, which they propose to put application? » upon their notes. What action would you take in the 1905: Binet » application? ! « When a person has offended you and comes to offer 1905: Binet his apologies, what would you do? » ! « When a person has offended you and comes to offer 1941: Ansbacher his apologies, what would you do? » ! Your sports club is planning a trip to Berlin to attend 1941: Ansbacher the Germany-England football game, which will take ! place Yourinsports clubYou is planning a trip to Berlinwith to attend 2 weeks. have been entrusted the the Germany-England football game, which will preparations and entire management of the trip.take What SJT Introduction Prof. Dr. Filip been Lievens place 2 weeks. You entrusted with the11 have do youinintend to do? preparations and entire management of the trip. What do you intend to do? ! ! ! ! ! SJT Introduction Prof. Dr. Filip Lievens 11 SJT Basics History of SJTs SJT Basics History of SJTs ! Early years 1926: Judgment ! ! Early years ! ! ! ! ! ! ! scale in the George Washington University Social Intelligence Test 1926: Judgment scale in the George Washington Used in World War II University Social Intelligence Test 1948: How Supervise? Used in World War II (Rosen, 1961) 1960’s:How SJTs used at the U.S. Civil Service System 1948: Supervise? (Rosen, 1961) 1960’s: SJTs used at the U.S. Civil Service System Breakthrough years Motowidlo reinvigorated interest: low fidelity ! ! Breakthrough years ! ! ! ! simulations. Motowidlo reinvigorated interest: low fidelity Sternberg reinvigorated interest: tacit knowledge simulations. inventories. Sternberg reinvigorated interest: tacit knowledge inventories. SJT Introduction Prof. Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens 12 12 Situational Judgment Tests: An introduction to theory, practice, and research. SJT Basics SJT Basics In 2013 In 2013 ! Popular in US & UK Public & ! ! Popular inprivate US & sector UK ! ! ! ! ! EPSO Public & private sector EPSO Emerging body of research ! 2006: first SJT book (edited by Emerging body of research Weekley & Ployhart) ! ! ! 2006: first SJT book (edited by Weekley & Ployhart) Increasing demand around the world Increasing demand around the world SJT Introduction Prof. Dr. Filip Lievens 14 SJT Introduction Prof. Dr. Filip Lievens 14 SJT Basics 7 7 Research on SJTs SJT Publications in Web of Science 60 Frequency 50 40 30 20 10 0 <91 91-95 96-00 01-05 06-10 Years SJT Introduction Prof. Dr. Filip Lievens 15 12—13 SJT Basics In 2013 16 SJT Basics Wat do SJTs measure? Wat do SJTs measure? SJT Basics ! ! 8 Measurement method that can be designed to Measurement method that can be designed to measure a variety of constructs measure a variety of constructs ! ! Procedural knowledge about costs & Procedural knowledge about in costs & benefits of courses of action a particular benefits of courses of action in a particular domain domain ! Going beyond cognitive ability ! ! Mostly interpersonal & leadership competencies Going beyond cognitive ability Mostly interpersonal & leadership competencies 17 SJT Introduction Prof. Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens 17 SJT Basics Theory of Prediction Theory of Prediction SJT Basics On-the-job On-the-job Situation Person Person Situation Behavior Behavior Performance Performance Performance Experience Selection Selection Performance Experience IQ Behavior Behavior Job specific Knowledge Job specific General Knowledge Person Situation Situation Person General IQ Personality Personality Socialization Socialization Situational Judgment Tests: An introduction to theory, practice, and research. SJT Basics Comparisons with tests SJT Basics Comparisons with tests ! Parallels ! ! Standardization Parallels ! Automatic scoring ! Standardization Performance test Automatic scoring Large group screening ! Selecting-outtest Performance Large group screening ! Sample-based vs. sign-based ! ! ! ! ! ! ! Selecting-out Differences ! Differences ! Contextualized vs. decontextualized ! ! ! ! ! ! ! ! Sample-based vs.vs. sign-based Multidimensional unidimensional Contextualized vs. decontextualized Procedural knowledge vs. aptitude & declarative knowledge Multidimensional vs. unidimensional Noncognitive competencies vs. cognitive competencies Procedural knowledge vs. aptitude & declarative knowledge Noncognitive competencies vs. cognitive competencies SJT Introduction Prof. Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens 19 19 SJT Basics Comparisons with assessment centers SJT Basics Comparisons with assessment centers ! Parallels ! ! Sample-based (vs. sign-based) Parallels ! Behavioral consistency logic Psychological fidelity logic Behavioral consistency Multidimensional: which measure multiple constructs Sample-based (vs.Methods sign-based) ! Psychological fidelity ! Multidimensional: Methods which measure multiple constructs Differences ! Stimulus ! ! ! ! ! Standardized situation vs. life situation Differences ! ! ! Low fidelity vs. high fidelity Stimulus Response ! Standardized situation vs. life situation ! ! ! MC vs. open ended Response Scoring ! Procedural knowledge vs. actual behavior ! ! ! Built-in model vs. trained assessors Scoring Use ! A priori vs. life observation/rating ! ! Select out vs. select in Use ! ! Procedural vs. actual behavior Low fidelity knowledge vs. high fidelity ! ! A priori vs. lifeended observation/rating MC vs. open ! ! Large smallvs. groups Built-invs. model trained assessors ! ! SJT Introduction Large vs. small groups Select out vs. select SJT in Introduction Prof. Dr. Filip Lievens 20 Prof. Dr. Filip Lievens 20 10 SJT Basics Comparisons with behavior description interviews ! Parallels ! ! ! ! 10 Behavioral consistency logic Sample-based (vs. sign-based) Multidimensional: Methods which measure multiple constructs Differences ! Stimulus ! ! ! Response ! ! ! Written response vs. oral response MC vs. open ended Scoring ! ! ! Standardized situation vs. situation reported by interviewee Past or future situation vs. past situation A priori vs. life observation & rating Built-in model vs. trained interviewers Use ! Large vs. small groups 21 SJT Introduction Prof. Dr. Filip Lievens 14—15 SJT Practice: SJT Development SJT Development SJT vendors SJT Development SJT vendors ! General 11 SHL / Previsor ! ! General ! ! ! ! ! ! ! ! A & DC SHL / Previsor Kronos A & DC Aon Kronos ! ! … Aon ! … Specific ! Work Skills First Specific ! ! Ergometrics Work Skills First Van der Maesen/Koch Ergometrics ! Van der Maesen/Koch ! ! SJT Introduction Prof. Dr. Filip Lievens 23 SJT Introduction Prof. Dr. Filip Lievens 23 SJT Development Stages in SJT Development SJT Development Stages in SJT Development Strategic SJT decisions ! ! ! ! ! ! ! ! ! Determine purpose of SJT Strategic SJT decisions ! Identify target population Determine purpose of SJT Identify target population Generate critical incidents Content development of SJT ! Sort critical incidents ! Generate critical incidents ! Turn selected critical incidents into item stems ! Sort critical incidents ! Generate item responses ! Turn selected critical incidents into item stems ! Edit item responses ! Generate item responses Instructions & scoring ! Edit item responses ! Determine response instructions Instructions & scoring ! Develop a scoring key ! Determine response instructions Implementation ! Develop a scoring key ! Continued use of SJTs ! Content development of SJT ! ! Implementation ! Continued use of SJTs SJT Introduction Prof. Dr. Filip Lievens 24 SJT Introduction Prof. Dr. Filip Lievens 24 Situational Judgment Tests: An introduction to theory, practice, and research. SJT Development SJT Development SJT Building Blocks SJT Building 1. Item lengthBlocks 2. 1. Item Item complexity length 3. 2. Item Item comprehensibility complexity Item Item contextualization comprehensibility Item Item branching contextualization 6. & stimulus fidelity 5. Response Item branching 7. 6. Response Response instructions & stimulus fidelity 8. Scoring keyinstructions 7. Response 9. 8. Measurement Scoring key level of scores 10. measure 9. Constructs Measurement level of scores Purpose Purpose 4. 3. 5. 4. 10. Constructs measure 25 25 SJT Development SJT Purpose SJT Purpose SJT Development Selection & assessment ! Selection & assessment ! Recruitment (realistic job preview) ! Recruitment (realistic job preview) ! Training & evaluation (scenario-based) ! Training & evaluation (scenario-based) ! Promotion ! Promotion ! SJT Introduction Prof. Dr. Filip Lievens 26 SJT Introduction Prof. Dr. Filip Lievens 26 SJT Development 13 1. Item Length ! 13 Stems vary in the length of the situation presented. ! Very short descriptions of situation ! ! E.g., Your colleague is rude towards you. Very detailed descriptions of situation ! E.g., Tacit Knowledge Inventory (Wagner & Sternberg, 1991) SJT Introduction Prof. Dr. Filip Lievens 27 16—17 SJT Development Tacit Knowledge Inventory (Sternberg) You are a company commander, and your battalion commander is the type of person who seems always to shoot the messenger– he does not like to be surprised by bad news, and he tends to take his anger out on the person who brought him the bad news. You want to build a positive, professional relationship with your battalion commander. What should you do? ___ Speak to your battalion commander about his behavior and share your perception of it. ___ Attempt to keep the battalion commander over-informed by telling him what is occurring in your unit on a regular basis (e.g., daily or every other day). ___ Speak to the sergeant major and see if she/he is willing to try to influence the battalion commander. ___ Keep the battalion commander informed only on important issues, but dont bring up issues you dont have to discuss with him. ___ When you bring a problem to your battalion commander, bring a solution at the same time. ___ Disregard the battalion commanders behavior: Continue to bring him news as you normally would. ___ Tell your battalion commander all of the good news you can, but try to shield him from hearing the bad news. ___ Tell the battalion commander as little as possible; deal with problems on your own if at all possible. 28 SJT Development SJT Development 2. Item Complexity 2. Item Complexity 14 Stems vary in the complexity of the situation ! presented. Stems vary in the complexity of the situation ! Low complexity presented. ! One has difficulty ! ! Low complexity ! ! with a new assignment and needs instructions. One has difficulty with a new assignment and needs instructions. High complexity One has multiple supervisors who are not High complexity ! ! ! cooperating with each other, and who are providing One has multiple supervisors who are not conflicting instructions concerning which of your cooperating with each other, and who are providing assignments has highest priority. SJT Introduction concerning Prof. Dr. Filip Lievens conflicting instructions which of your assignments has highest priority. SJT Introduction Prof. Dr. Filip Lievens 29 29 SJT Development SJT Development 3. Item Comprehensiblity 3. Item Comprehensiblity Comprehensibility: It is more difficult to the meaning and difficult import of ! understand Comprehensibility: It is more to some situations than situations understand the other meaning and import of some ! cf. reading levelother formulas, technical jargon situations than situations ! ! cf. reading level formulas, technical jargon Length, complexity, & comprehensibility of situations are interrelated and probably ! the Length, complexity, & comprehensibility of drive the cognitive loading of items. the situations are interrelated and probably drive the cognitive loading of items. ! SJT Introduction Prof. Dr. Filip Lievens 30 SJT Introduction Prof. Dr. Filip Lievens 30 Situational Judgment Tests: An introduction to theory, practice, and research. SJT Development Example admission SJT item Example admission item Patient : So, this physiotherapy is really going SJT to help me? SJT Development Physician: Absolutely, even though the first days it might still be painful. Patient : So, this physiotherapy is really going to help me? Patient : Yes, I suppose it will take a while before it starts working. Physician: Absolutely, even though the first days it might still be painful. Physician: That is why I am going to prescribe a painkiller. You should take 3 Patient : Yes, I suppose it will take a while before it starts working. painkillers per day. Physician: That is why I am going to prescribe a painkiller. You should take 3 Patient: Do I really have to take them? I have already tried a few things. First, they painkillers per day. didnt help me. And second, Im actually opposed to taking any medication. Id reallythem. haveThey to take I have tried a few things. First, they Patient: rather Do notI take arethem? not good for already my health. didnt help me. And second, Im actually opposed to taking any medication. Id What is the best way for you (as a physician) to react to this patients refusal to rather not take them. They are not good for my health. take the prescribed medication? What is the best way for you (as a physician) to react to this patients refusal to a. Ask her if she knows something else to relieve the pain. take the prescribed medication? b. Give her the scientific evidence as to why painkillers will help. a. Ask her if she knows something else to relieve the pain. c. Agree not to take them now but also stress the importance of the physiotherapy. b. Give her the scientific evidence as to why painkillers will help. 31 d. Tell her that, in her own interest, she will have to start changing her attitude. c. Agree not to take them now but also stress the importance of the physiotherapy. 31 d. Tell her that, in her own interest, she will have to start changing her attitude. SJT Development Example advanced level SJT item advanced level SJT item20 AExample 55 year old woman with ischaemic heart disease has smoked SJT Development cigarettes per day for 40 years. She requests nicotine replacement A 55 year oldShe woman withthese ischaemic heartbut disease has smoked 20 in patches. has had previously has been inconsistent cigarettes per has day often for 40continued years. She nicotine replacement their use and torequests smoke while using the patches. patches. She has had these previously but has been inconsistent in A. Emphasize thehas dangers smokingtobut do not prescribe. their use and often of continued smoke while using the patches. B. Enquire about the difficulties she has with stopping smoking and any A. Emphasize the dangers of smoking but do not prescribe. previous problems with patches. B. Enquire about the difficulties she has with stopping smoking and any C. Insist on a period ofwith abstinence previous problems patches.before prescribing any further patches. C. Insist on a period of abstinence before prescribing any further D. Prescribe patches. another supply of patches and explain how they should be used. D. Prescribe another supply of patches and explain how they should be E. Suggest used. that nicotine replacement therapy is not suitable for her but explore alternative therapies. E. Suggest that nicotine replacement therapy is not suitable for her but32 explore alternative therapies. 32 SJT Development 16 4. Item Contextualization ! Items for a job can be more specific. ! ! ! 16 Mention job specific equipment, technical terms. Items for a family of jobs need to make sense for all the jobs to be covered by the test. ! Entry-level vs. Supervisory ! Armed Forces, Coast Guard, Paramilitary Forces, & Security Forces Items for specific competencies needed across several jobs or job families to be covered by SJT. ! SJT taxonomy SJT Introduction Prof. Dr. Filip Lievens 33 18—19 Judgment at Work Survey for Customer Service © Work Skills First, Inc. ! A customer is disrespectful and rude to you. ! ! ! ! A customer is very angry with you because the customer believes that the product received is not what the customer ! ! ! Ask the customer to leave until he is calm. Treat the customer as the customer treats you. Try to solve the problem as quickly as possible to get the customer out of the store. Offer to replace the customer's product with the correct one. Ask a co-worker to deal with this problem. A customer is becoming impatient about waiting for service for a long time. Other customers are becoming equally anxious. ! ! ! ! ! ! Apologize for the slow service on the part of your colleagues. Offer the customers a discount. Reassure the customer that the wait is necessary and address the needs they may have. Try to find someone else to wait on the customer immediately. Refer the customer to a competing organization that offers similar services. Suggest that the customer consider leaving and coming back when you are not so busy. Extremely Ineffective - Ineffective -Average Effectiveness – Effective -Extremely Effective 34 SJT Development 5. Item Branching / Integration SJT Development 5. Item Branching / Integration ! Unbranched/linear items ! Unbranched/linear items ! Branched/nonlinear items ! 17 Present overall situation followed by subordinate Branched/nonlinear items ! ! situations. Present overall situation followed by subordinate Subordinate stems are stems linked to the responses. situations. ! ! Subordinate SJT stems linked to the responses.35 Introductionare Prof.stems Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens 35 SJT Development 6. Stimulus & Response Fidelity SJT Development 6. Stimulus & Response Fidelity ! ! Degree to which format of stimulus (item stem) and response is consistent with how situation is Degree to which of stimulus (item stem) and encountered in a format work setting. response is consistent with how situation is encountered in a work setting. ! ! Stimulus Written Stimulus ! ! ! ! ! ! ! Oral Written Video Oral Behavior Video ! Behavior ! Written SJT JT dS Situational aseinterview b eo Vid Written SJT SJT Webcam sed SJT Situational -ba interview o e id VAssessment center Webcam SJT ! Assessment center SJT Introduction Prof. Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens Response Written Response ! ! ! ! ! ! ! Oral Written Video Oral Behavior Video ! Behavior 36 36 Situational Judgment Tests: An introduction to theory, practice, and research. Level of standardization Level of standardization Written SJT Cartoon SJT Video-based SJT Written SJT Cartoon SJT Multimedia SJT Video-based SJT Multimedia SJT Webcam SJT Situational interview Situational interview Webcam SJT Role-play Role-play Group discussion SJT Introduction Prof. Dr. Filip Lievens SJT Introduction Prof. Dr. Filip Lievens Group discussion Level of fidelity 37 Level of fidelity 37 SJT Development SJT generations Written SJT SJT generations SJT Development You have an excellent long term employee who is always visiting at length with customers. Although customer Written orientation is one of the keySJT values in your company, other employees have complained that the employee is You have excellent longofterm who work. is always not an doing her share the employee administrative Pick the visiting at length with customers. Although customer best response. orientation is one of the key values in your company, A. other Leaveemployees her alone since the customers to enjoy the have complained thatseem the employee is chats. not doing her share of the administrative work. Pick the response. B. best Tell her you need her to work more and talk less and then give assignments to be completed specific A. Leave her her alone since the customers seem tobyenjoy the times. chats. C. B. D. Initiate formal discipline against her.and talk less and Tell her you need her to work more then givethe herdifference assignments to besocial completed byand specific Explain between chatter service times. and coach her on how to keep her conversations shorter. C. E. Initiate discipline against her. only if her Discussformal the issues with the employee production is below standard. Explain the difference between social chatter and service and coach her on how to keep her conversations shorter. D. E. Video SJT Webcam SJT Video SJT 3D animatedWebcam SJT SJT 3D animated SJT Avatar-based SJT Avatar-based SJT Discuss the issues with the employee only if her production is below standard. © Previsor Cartoon SJT Cartoon SJT 38 © Previsor 38 19 SJT Development 7. Response Instructions ! Knowledge instructions ask respondents to display their knowledge of the effectiveness of behavioral responses ! Best action ! ! Behavioral tendency instructions ask respondents to report how they typically respond ! Pick the best & worst answer. Rate on effectiveness ! Rate each response for effectiveness. Most likely action ! ! Best action/worst action ! ! Pick the best answer. ! 19 ! ! What would you most likely do? Most likely action/least likely action What would you most likely do? What would you least likely do? Rate on the likelihood of performing the action ! Rate each response on likelihood that you would do the behavior. 39 20—21 SJT Development 7. Response instructions Knowledge Behavioral consistency Cognitive loading More correlated with cognitive ability (.35) Less correlated with cognitive ability (.19) Personality loading Less correlated with A (.19), C (.24), ES (.12) Mean SJT scores Higher Lower Race differences Larger Smaller Fakability Less Validity ρ = .26 More correlated with A (.37), C (.34), ES (.35) More SJT Introduction Prof. Dr. Filip Lievens ρ = .26 40 SJT Development SJTScoring Development Key 8. 8. Scoring Key 20 Rational (consensus among experts) E.g., 60% agreement among experts) ! ! Rational (consensus ! ! E.g., 60% agreement Empirical (administration of large groups) E.g., 25%(administration endorsement of correct option ! ! Empirical of large groups) ! ! E.g., 25% endorsement of correct option Theoretical model ! ! Theoretical E.g., conflictmodel management, leadership ! ! ! E.g., conflict management, leadership Hybrid ! ! Hybrid Combination ! of approaches Combination of approaches 41 41 SJT Development SJTScoring Development Key 8. 8. Scoring Key ! ! Most use discrete points assigned to response options. ! From a legal point of view, it makes some uneasy to try to Most use discrete points assigned to response options. defend the difference between very effective and effective. ! From a legal point of view, it makes some uneasy to try to ! Very effective = 1 defend the difference between very effective and effective. ! ! ! ! ! ! ! ! ! Effective = 1 Very effective = 1 Ineffective = 0 Effective = 1 Very ineffective = 0 Ineffective = 0 Very ineffective = 0 Others use score responses as deviations from the mean effectiveness ratings (= the correct answer) Others use score responses as deviations from the mean ! If the mean is 1.5, a respondent who provided a rating of 1 or effectiveness ratings (= the correct answer) 2 would both have a -.5 as a score on the item. ! If the mean is 1.5, a respondent who provided a rating of 1 or ! Zero is the highest possible score 2 would both have a -.5 as a score on the item. ! Prone to large coaching effects (Cullen et al., 2006) ! Zero is the highest possible score ! SJT Introduction Prof.(Cullen Dr. Filip Lievens Prone to large coaching effects et al., 2006) SJT Introduction Prof. Dr. Filip Lievens 42 42 Situational Judgment Tests: An introduction to theory, practice, and research. SJT Development 9. Measurement Level of Scores SJT Development 9. Measurement Level of Scores ! ! ! ! ! ! ! ! One dichotomous response per item ! Most likely, pick response the best per item One dichotomous ! Most likely, pick the best Two dichotomous responses per item ! Most/least likely,responses pick the best/worst Two dichotomous per item ! Most/least likely, pick the best/worst Ranking the responses yields ordinal level data. Ranking the responses yields ordinal level data. Rating the effectiveness yields interval level data per itemthe response. Rating effectiveness yields interval level data per item response. 43 43 SJT Development 10. Constructs measured SJT Development 10. Constructs measured Construct Homogeneous One construct ! ! Homogeneous ! ! One construct Heterogeneous Multiple constructs ! ! Heterogeneous ! ! Multiple constructs Usage Construct Usage Technical knowledge 2.94% Technical knowledge Interpersonal Skills 2.94% 12.50% Interpersonal Skills Teamwork Skills 12.50% 4.41% Teamwork Skills Leadership 4.41% 37.50% Leadership Basic personality 37.50% 9.56% Basic personality Heterogeneous 9.56% 33.09% Heterogeneous 33.09% Christian et al., 2010; N= 136 SJTs SJT Introduction Prof. Dr. Filipet Lievens Christian al., 2010; SJT Introduction Prof. Dr. Filip Lievens N= 136 SJTs 44 44 22 22 SJT Research: State-of-the-art 22—23 Research SJT Quiz Indica si la siguiente afirmación es “verdadera” o “falsa”: 1. La validez predictiva de los tests de juicio situacional (SJT) es aproximadamente 0.3. 2. Los SJTs mejoran la predicción del rendimiento que puede alcanzarse con las pruebas de capacidad cognitiva y personalidad. 3. Los SJTs basados en video son mejores predictores del rendimiento futuro que los SJTs en papel. 4. Los hombres puntúan por lo general más alto que las mujeres en los SJTs. 5. Se han encontrado diferencias raciales de escasa importancia en los SJTs. 6. Las diferencias raciales en los SJTs son mas pequeñas en los SJTs basados en video. 7. No se han encontrado diferencias entre la administración informatizada de los SJTs y la tradicional (administración en papel). 8. Cuando se realiza un análisis factorial sobre las puntuaciones factoriales, se suele encontrar una estructura factorial interpretable. 9. La fiabilidad test-retest de los SJT es aproximadamente 0.70. 10. Es posible entrenar a la gente para que mejore su rendimiento en los SJTs. SJT Introduction Prof. Dr. Filip Lievens 46 Research Internal consistency Research Internal consistency 23 Meta-analysis (Catano, Brochu & Lamerson, 2012) Average alpha(Catano, = .46Brochu (N=56) ! ! Meta-analysis & Lamerson, 2012) ! ! ! ! Factor analysis: factors & no clear structure Average alpha =Several .46 (N=56) Factor analysis: Several factors & no clear structure Moderators (McDaniel et al., 2001) Length of SJT ! ! Moderators (McDaniel et al., 2001) ! ! ! Type ofof scale Length SJT Rating scale Type of scale (.73) > Two choices (.60) > One choice (.24) ! ! ! Rating scale (.73) > Two choices (.60) > One choice (.24) SJT Introduction Prof. Dr. Filip Lievens 47 SJT Introduction Prof. Dr. Filip Lievens 47 Research Test-retest Reliability Research Test-retest Reliability Adequate Between .60 - .80 ! ! Adequate ! ! Between .60 - .80 48 48 Situational Judgment Tests: An introduction to theory, practice, and research. Research Criterion-related Validity Research Criterion-related Validity McDaniel, Morgeson, & Campion (2001) ! ! ρ = .27 (corrected r = .34) McDaniel, Morgeson, & Campion (2001) McDaniel al. (2007)r = .34) ! ρ = .27et(corrected ! ρ = .20 (corrected r = .26) McDaniel et al. (2007) Validity for (corrected predicting relevant ! ρ = .20 r = .26) criteria (Christian et al., 2010) ! Equivalence computerrelevant & paper-and-pencil SJTs et (Ployhart et al., 2003) Validity for predicting criteria (Christian al., 2010) ! ! ! ! ! ! Moderators: Morgeson & Campion (2001) Equivalence McDaniel, computer & paper-and-pencil SJTs (Ployhart et al., 2003) ! Job analysis (.38 vs. .29) ! Less detailed questions (.35 vs.& 33) Moderators: McDaniel, Morgeson Campion (2001) ! Video-based (Christian et al., 2010) Job analysis (.38 vs. .29) ! Less detailed questions (.35 vs. 33) ! Video-based (Christian et al., 2010) Research Incremental Validity (McDaniel et al., 2007) Research Incremental Validity (McDaniel et al., 2007) ! Incremental validity over Cognitive ability (3%-5%) ! ! Incremental validity over ! ! Personality (6%-7%) Cognitive ability (3%-5%) Cognitive ability & personality (1%-2%) Personality (6%-7%) ! Cognitive ability & personality (1%-2%) ! ! 50 50 25 25 0,60 0,50 0,40 0,30 0,20 Cognitive Tests Video-based Interpersonal SJT 0,10 0,00 -0,10 Note. Correlations corrected for range restriction and unreliability in criterion. 24—25 Research Gender Differences ! ! Females > males (d = .10) Explanation ! Not related to cognitive loading & response instructions ! Interpersonal nature of situations? Cf. assessment center/work sample research ! SJT Introduction Prof. Dr. Filip Lievens 52 Research Race differences Race differences 26 Research ! ! ! ! ! d = .38 (N = 36.355; K = 39, Nguyen et al., 2005) d = .38 (N = 36.355; K = 39, Nguyen et al., 2005) Correlation of SJT with cognitive ability drives racial differences of found. Correlation SJT with cognitive ability drives racial differences found. Moderators ! Reading component ! Moderators ! ! ! ! ! Presentation format (written vs. video) Reading component Response instructions Presentation format (written vs. video) Response instructions SJT Introduction Prof. Dr. Filip Lievens 53 SJT Introduction Prof. Dr. Filip Lievens 53 Research Faking, Coaching, & Retest effects Faking, Coaching, & Retest effects Research ! Hooper, Cullen, & Sackett (2006) ! Hooper, Cullen, & Sackett (2006) ! ! ! ! ! ! Smaller than personality inventories d: .08 - .89 Smaller than personality inventories d: .08 - .89 Moderators ! Cognitive loading of items Moderators ! Transparency of items Cognitive loading of items Response instructions Transparency of items Type of study design Response instructions ! Type of study design Retest effects (SJTs) < retest effects (cognitive ability tests) ! Retest effects (SJTs) < retest effects (cognitive ability tests) ! ! ! ! ! ! (Dunlop et al., 2011; Lievens, Buyse, & Sackett, 2005) (Dunlop et al., 2011; Lievens, Buyse, & Sackett, 2005) 54 54 Situational Judgment Tests: An introduction to theory, practice, and research. Research Applicant Perceptions Research Applicant Perceptions ! ! Meta-analysis (Hausknecht et al., 2005) More favorable(Hausknecht reactions et towards job-related selection Meta-analysis al., 2005) ! ! ! procedures More favorable reactions towards job-related selection procedures Moderators Video SJTs ! ! Moderators (Chan & Schmitt, 1997) ! ! Non-linear (Kanning et al., 2006) Video SJTsSJTs (Chan & Schmitt, 1997) Multimedia SJTs (Kanning (Richman-Hirsch et al., 2000) Non-linear SJTs et al., 2006) ! Multimedia SJTs (Richman-Hirsch et al., 2000) ! ! 55 55 Epilogue Epilogue Epilogue 28 Future & Advanced Topics ! Technologically-enhanced SJTs ! Construct-oriented SJTs ! 28 Trait Activation Theory ! Cross-cultural issues ! Norming & item banking ! Alternate form development 57 26—27 Epilogue A Famous Quote [SJTs] seem to represent psychometric alchemy (adverse impact is down, validity is up), they seem to assess practically important KSAOs, and assessees like them Landy, 2007, p. 418 29 Thank you More info on http://users.ugent.be/~flievens Useful references ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! ! Becker, T.E. (2005). Development and validation of a situational judgment test of employee integrity. International Journal of Selection and Assessment, 13, 225-232. Bledow, R., & Frese, M. (2009). A situational judgment test of personal initiative and its relationship to performance. Personnel Psychology, 62, 229-258. Bergman, M.E., Drasgow, F., Donovan, M.A., & Henning, J.B. (2006). Scoring situational judgment tests: Once you get the data, your troubles begin. International Journal of Selection and Assessment, 14, 223-235. Bruce, M. M., & Learner, D. B. (1958). A supervisory practices test. Personnel Psychology, 11, 207-216. Chan, D., & Schmitt, N. (1997). Video-based versus paper-and-pencil method of assessment is situational judgment tests: Subgroup differences in test performance and face validity perceptions. Journal of Applied Psychology, 82, 143-159. Christian, M. S., Edwards, B. D., & Bradley, J. C. (2010). Situational judgement tests: Constructs assessed and a meta-analysis of their criterion-related validities. Personnel Psychology, 63, 83-117. Cullen, M. J., Sackett, P. R., & Lievens, F. (2006). Threats to the operational use of situational judgment tests in the college admission process. International Journal of Selection and Assessment, 14, 142-155. Chan, D., & Schmitt, N. (2002). Situational judgment and job performance. Human Performance, 15, 233-254. Clause, C.C., Mullins, M.E., Nee, M.T., Pulakos, E.D., & Schmitt, N. (1998). Parallel test form development: A procedure for alternative predictors and an example. Personnel Psychology, 51, 193-208. Clevenger, J., Pereira, G.M., Wiechmann, D., Schmitt, N., & Schmidt-Harvey, V.S. (2001). Incremental validity of situational judgment tests. Journal of Applied Psychology, 86, 410-417. Cullen, M.J., Sackett, P.R., & Lievens, F. (2006). Threats to the operational use of situational judgment tests in the college admission process. International Journal of Selection and Assessment, 14, 142-155. Dalessio, A.T. (1994). Predicting insurance agent turnover using a video-based situational judgment test. Journal of Business and Psychology, 9, 23-32. Funke, U., & Schuler, H. (1998). Validity of stimulus and response components in a video test of social competence. International Journal of Selection and Assessment, 6, 115-123. Hooper, A.C., Cullen, M.J., & Sackett, P.R. (2006). Operational threats to the use of SJTs: Faking, coaching, and retesting issues. In J.A. Weekley & R.E. Ployhart (Eds.), Situational judgment tests: Theory, measurement and application (pp. 205-232). Mahwah, New Jersey: Lawrence Erlbaum Associates. Hunter, D.R. (2003). Measuring general aviation pilot judgment using a situational judgment technique. International Journal of Aviation Psychology, 13, 373-386. Kanning, U.P., Grewe, K., Hollenberg, S., & Hadouch, M. (2006). From the subjects’ point of view – Reactions to different types of situational judgment items. European Journal of Psychological Assessment, 22, 168-176. Konradt, U., Hertel, G., & Joder, K. (2003). Web-based assessment of call center agents: Development and validation of a computerized instrument. International Journal of Selection and Assessment, 11, 184-193. Lievens, F. (2006). International situational judgment tests. In J.A. Weekley & R.E. Ployhart (Eds.) Situational judgment tests: Introduction Prof. Dr. Filip Lievens Theory, measurement and application (pp. 279-300).SJT SIOP Frontier Series. Mahwah, NJ: Lawrence Erlbaum Associates. 60 Situational Judgment Tests: An introduction to theory, practice, and research. USEFUL REFERENCES • Becker, T.E. (2005). Development and validation process. International Journal of Selection and of a situational judgment test of employee Assessment, 14, 142-155. integrity. International Journal of Selection and • Dalessio, A.T. (1994). Predicting insurance Assessment, 13, 225-232. agent turnover using a video-based situational • Bledow, R., & Frese, M. (2009). A situational judgment test. Journal of Business and judgment test of personal initiative and its Psychology, 9, 23-32. relationship to performance. Personnel • Funke, U., & Schuler, H. (1998). Validity of Psychology, 62, 229-258. stimulus and response components in a video • Bergman, M.E., Drasgow, F., Donovan, M.A., test of social competence. International Journal & Henning, J.B. (2006). Scoring situational of Selection and Assessment, 6, 115-123. judgment tests: Once you get the data, your • Hooper, A.C., Cullen, M.J., & Sackett, P.R. (2006). troubles begin. International Journal of Selection Operational threats to the use of SJTs: Faking, and Assessment, 14, 223-235. coaching, and retesting issues. In J.A. Weekley & • Bruce, M. M., & Learner, D. B. (1958). A R.E. Ployhart (Eds.), Situational judgment tests: supervisory practices test. Personnel Psychology, Theory, measurement and application (pp. 20511, 207-216. 232). Mahwah, New Jersey: Lawrence Erlbaum Associates. • Chan, D., & Schmitt, N. (1997). Video-based versus paper-and-pencil method of assessment • Hunter, D.R. (2003). Measuring general aviation is situational judgment tests: Subgroup pilot judgment using a situational judgment differences in test performance and face validity technique. International Journal of Aviation perceptions. Journal of Applied Psychology, 82, Psychology, 13, 373-386. 143-159. • Kanning, U.P., Grewe, K., Hollenberg, S., & • Christian, M. S., Edwards, B. D., & Bradley, J. C. Hadouch, M. (2006). From the subjects’ point (2010). Situational judgement tests: Constructs of view – Reactions to different types of assessed and a meta-analysis of their criterion- situational judgment items. European Journal of related validities. Personnel Psychology, 63, 83- Psychological Assessment, 22, 168-176. 117. • Konradt, U., Hertel, G., & Joder, K. (2003). • Cullen, M. J., Sackett, P. R., & Lievens, F. (2006). Web-based assessment of call center agents: Threats to the operational use of situational Development and validation of a computerized judgment tests in the college admission instrument. International Journal of Selection process. International Journal of Selection and and Assessment, 11, 184-193. Assessment, 14, 142-155. • Lievens, F. (2006). International situational • Chan, D., & Schmitt, N. (2002). Situational judgment tests. In J.A. Weekley & R.E. Ployhart judgment and job performance. Human (Eds.) Situational judgment tests: Theory, Performance, 15, 233-254. measurement and application (pp. 279-300). SIOP Frontier Series. Mahwah, NJ: Lawrence • Clause, C.C., Mullins, M.E., Nee, M.T., Pulakos, Erlbaum Associates. E.D., & Schmitt, N. (1998). Parallel test form development: A procedure for alternative • Lievens, F., Buyse, T., & Sackett, P.R. (2005a). The predictors and an example. Personnel operational validity of a video-based situational Psychology, 51, 193-208. judgment test for medical college admissions: Illustrating the importance of matching predictor • Clevenger, J., Pereira, G.M., Wiechmann, D., and criterion construct domains. Journal of Schmitt, N., & Schmidt-Harvey, V.S. (2001). Applied Psychology, 90, 442-452. Incremental validity of situational judgment tests. Journal of Applied Psychology, 86, 410-417. • Lievens, F., Buyse, T., & Sackett, P.R. (2005b). Retest effects in operational selection settings: • Cullen, M.J., Sackett, P.R., & Lievens, F. (2006). Development and test of a framework. Personnel Threats to the operational use of situational Psychology, 58, 981-1007. judgment tests in the college admission 28—29 • Lievens, F., & Sackett, P.R. (2006). Video-based • Motowidlo, S., Dunnette, M.D., & Carter, G.W. versus written situational judgment tests: A (1990). An alternative selection procedure: comparison in terms of predictive validity. Journal The low-fidelity simulation. Journal of Applied of Applied Psychology, 91, 1181-1188. Psychology, 75, 640-647. • Lievens, F., & Sackett, P.R. (2007). Situational • Motowidlo, S.J., Hooper, A.C., & Jackson, H.L. judgment tests in high stakes settings: Issues (2006). Implicit policies about relations between and strategies with generating alternate forms. personality traits and behavioral effectiveness Journal of Applied Psychology, 92, 1043-1055. in situational judgment items.Journal of Applied Psychology, 91, 749-761. • Lievens, F., Peeters, H., & Schollaert, E. (2008). Situational judgment tests: A review of recent • Motowidlo, S.J., & Beier, M. E. (2010). research. Personnel Review, 37, 426-441. Differentiating specific job knowledge from implicit trait policies in procedural knowledge • Lievens, F., Sackett, P.R., & Buyse, T. (2009). The measured by a situational judgment test. Journal effects of response instructions on situational of Applied Psychology, 95, 321-333. judgment test performance and validity in a high- stakes context. Journal of Applied Psychology, • Motowidlo, S.J., Crook, A.E., Kell, H.J., & Naemi, 94, 1095-1101. B. (2009). Measuring procedural knowledge more simply with a single-response • McClough, A.C., & Rogelberg, S.G. (2003). Selection in teams: An exploration of the • situational judgment test. Journal of Business Teamwork Knowledge, Skills, and Ability and Psychology, 24, 281-288. test. International Journal of Selection and • Nguyen, N.T., Biderman, M.D., & McDaniel, M.A. Assessment, 11, 56-66. (2005). Effects of response instructions on • McDaniel, M.A., Hartman, N.S., Whetzel, D.L., & faking a situational judgment test. Grubb, W.L. (2007). Situational judgment tests, • International Journal of Selection and Assessment, response instructions, and validity: A meta- 13, 250-260. analysis. Personnel Psychology, 60, 63-91. • Nguyen, N.T., McDaniel, M.A., & Whetzel, D.L. • McDaniel, M.A., Morgeson, F.P., Finnegan, (2005, April). Subgroup differences in situational E.B., Campion, M.A., & Braverman, E.P. (2001). judgment test performance: A metaanalysis. Predicting job performance using situational Paper presented at the 20th Annual Conference judgment tests: A clarification of the literature. of the Society for Industrial and Organizational Journal of Applied Psychology, 86, 730-740. Psychology, Los Angeles, CA. • McDaniel, M.A., & Motowidlo, S. (2005). • O’Connell, M.S., Hartman, N.S., McDaniel, M.A., Situational Judgment Tests. Workshop Grubb, W.L., & Lawrence, A. (2007). Incremental presented at SIOP. validity of situational judgment tests for task and • McDaniel, M.A., & Nguyen, N.T. (2001). contextual job performance. International Journal Situational judgment tests: A review of practice of Selection and Assessment, 15, 19-29. and constructs assessed. International Journal • Olson-Buchanan, J.B., & Drasgow, F. (2006). of Selection and Assessment, 9, 103-113. Multimedia situational judgment tests: The • McDaniel, M.A., & Whetzel, D.L. (2005). medium creates the message. In J.A. Weekley & Situational judgment test research: Informing R.E. Ployhart (Eds.), Situational Judgment Tests the debate on practical intelligence theory. (pp. 253-278). San Francisco, Jossey Bass. Intelligence, 33, 515-525. • Olson-Buchanan, J. B., Drasgow, F., Moberg, P. • McHenry, J. J. & Schmitt, N. (1994). Multimedia J., Mead, A. D., Keenan, P. A., & Donovan, M. A. testing. In M. G. Rumsey & C. B. Walker (Eds.), (1998). Interactive video assessment of conflict Personnel selection and classification (pp. 193- resolution skills. Personnel Psychology, 51, 1-24. 232). Hillsdale, NJ: Erlbaum. • Oswald, F.L., Friede, A.J., Schmitt, N., Kim, B.K., • Morgeson, F.P., Reider, M.H., & Campion, M.A. & Ramsay, L.J. (2005). Extending a practical (2005). Selecting individuals in team settings: method for developing alternate test forms The importance of social skills, personality using independent sets of items. Organizational characteristics, and teamwork knowledge. Research methods, 8, 149-164. Personnel Psychology, 58, 583-611. • Situational Judgment Tests: An introduction to theory, practice, and research. • Oswald, F.L., Schmitt, N., Kim, B.H., Ramsay, L.J., using cognitive and noncognitive predictors and & Gillespie, M.A. (2004). Developing a biodata the impact of demographic status on admitted measure and situational judgment inventory students. Journal of Applied Psychology, 94, as predictors of college student performance. 1479-1497. Journal of Applied Psychology, 89, 187-208. • Stevens, M.J., & Campion, M.A. (1999). Staffing • Peeters, H., & Lievens, F. (2005). Situational work teams: Development and validation judgment tests and their predictiveness of of a selection test for teamwork. Journal of college students’ success: The influence of faking. Management, 25, 207-228. Educational and Psychological Measurement, • Such, M.J., & Schmidt, D.B. (2004, April). 65, 70-89. Examining the effectiveness of empirical keying: • Ployhart, R.E., & Ehrhart, M.G. (2003). Be careful A cross-cultural perspective. Paper presented what you ask for: Effects of response instructions at the 19th Annual Conference of the Society on the construct validity and reliability of for Industrial and Organizational Psychology, situational judgment tests. International Journal Chicago, IL. of Selection and Assessment, 11, 1-16. • Wagner, R.K., & Sternberg, R.J. (1985). Practical • Ployhart, R.E., Weekley, J.A., Holtz, B.C. & Kemp, intelligence in real world pursuits: The role of C.F. (2003). Web-based and paper-and-pencil tacit knowledge. Journal of Personality and testing of applicants in a proctored setting: Are Social Psychology, 49, 436-458. personality, biodata, and situational judgment • Weekley, J.A., & Jones, C. (1997). Video-based tests comparable? Personnel Psychology, 56, situational testing. Personnel Psychology, 50, 733-752. 25-49. • Smiderle, D., Perry, B. A., & Cronshaw, S. F. • Weekley, J.A., & Jones, C. (1999). Further studies (1994). Evaluation of video-based assessment of situational tests. Personnel Psychology, 52, in transit operator selection. Journal of Business 679-700. and Psychology, 9, 3-22. • Weekley, J.A., & Ployhart, R.E. (2006). Situational • Schmitt, N., & Chan, D. (2006). Situational judgment tests: Theory, measurement and judgment tests: Method or construct? In J. application. San Francisco, Jossey Bass. Weekley & R.E. Ployhart (Eds.), Situational judgment tests (pp. 135-156). Mahwah, NJ: • Whetzel, D.L., & McDaniel, M.A. (2009). Situational judgment tests: An overview of Lawrence Erlbaum current research. Human Resource Management • Schmitt, N., Keeney, J., Oswald, F. L., Pleskac, Review, 19, 188-202. T., Quinn, A., Sinha, R., & Zorzie, M. (2009). Prediction of 4-year college student performance 30—31 Evaluations of situational judgments tests for high stakes selection. — Prof. Fiona Patterson Departamento de Psicología de la Universidad de Cambridge, Reino Unido y directora del Work Psychology Group. Evaluations of situational judgement tests for high stakes selection: Research & practice in the healthcare professions Professor Fiona Patterson Work Psychology Group & University of Cambridge Madrid, June 2013 Overview • Selecting doctors in the UK National Health Service • Selection methods – Low fidelity: Knowledge test, situational judgement test (SJT) – High fidelity: Assessment Centre (AC) • Predictive validity studies • Low fidelity simulations are cost-effective to develop, administer & score, but how do they compare to high fidelity ACs? • Current research & implications for policy & practice UK Medical Training & Career Pathway Specialty Training Undergraduate medical school training GP Specialty Training FT1 FT2 Core Specialty Training Selection Gateway 1 Foundation Training (FT) 2 Years Selection Gateway 2 CCT & eligible for Consultant Grade 3 years Higher Specialty Training Specialty Training (ST) 8 Years Selection Gateway 3 32—33 Selection in medicine through the ages… “Work for me, son – I knew your father.” 1970 “ Fill out the application form for HR and the job is yours, mate.” 1980 • 26,000 applicants for 8,000 medical school places “It isn’t an interview – just an informal chat, sweetie. Just a formality.” 1990 Help! • 8,000 medical students apply for their first post • 10,000 speciality applicants • 27,000 + interviews • Weeks of offering, rejecting, cascading 1000s Consultant hours Key research questions What non-cognitive attributes are important to be an effective clinician? What methods are available to test these in high stakes selection? Should we use personality testing? Given the costs, beyond some basic assessment, is a lottery the best option? Evaluations of situational judgments tests for high stakes selection. Why not use a lottery system? GP Specialty selection (selection gateway 3) N= 6,500 applicants per year for 3,000 training posts UK Medical Training & Career Pathway Specialty Training Undergraduate medical school training FT1 FT2 GP Specialty Training Core Specialty Training Selection Gateway 1 Foundation Training (FT) 2 Years Selection Gateway 2 CCT & eligible for Consultant Grade 3 years Higher Specialty Training Specialty Training (ST) 8 Years Selection Gateway 3 34—35 Job analysis of the GP role • GP selection system is based on multi-source, multi-method job analysis Patterson et al, BJGP, 2000; Patterson et al, BJGP, 2013 • • • • • • Empathy & sensitivity Communication skills Problem-solving Professional integrity Coping with pressure Clinical expertise British Journal of General Practice, May 2013 Previously… Shortlisting Interview GP Selection National Longlisting Electronic Application Process Foundation Competency National panel Regional Selection Tests Assessment Centre (AC) Clinical Problem solving test CPS Situational Judgement test SJT Assessment Centre Using Simulated Consultations Ranking Matching to Region Evaluations of situational judgments tests for high stakes selection. Clinical Problem Solving (CPS) Knowledge Test • Applying clinical knowledge in relevant contexts, e.g. diagnosis, management • Item type single best answer/ multiple choice • Operational test: 100 items, duration 90 minutes Reduced Vision A. Basilar migraine F. Central retinal vein occlusion B. Cerebral tumour G. Optic neuritis (demyelinating) C. Cranial arteritis H. Retinal detachment D. Macular degeneration I. Tobacco optic neuropathy E. Central retinal artery occlusion For each patient below select the SINGLE most likely diagnosis from the list above. Each option may be selected once, more than once or not at all. 1. A 75 year old man, who is a heavy smoker, with a blood pressure of 170/105, complains of floaters in the left eye for many months and flashing lights in bright sunlight. He has now noticed a "curtain" across his vision. Situational Judgement Test (SJT) • Professional dilemmas focusing on non-cognitive attributes in complex interpersonal scenarios (empathy, integrity, coping with pressure, teamworking) • Item writing by subject matter experts, concordance panel to agree scoring key • Cognitively-oriented (‘What should you do?’) • Item types: rank 4/5 options, choose best 2/3 • Operational tests comprise 50 items, in 90 minutes Example SJT item You are reviewing a routine drug chart for a patient with rheumatoid arthritis during an overnight shift. You notice that your consultant has inappropriately prescribed methotrexate 7.5mg daily instead of weekly. Rank in order the following actions in response to this situation (1= Most appropriate; 5= Least appropriate) A Ask the nurses if the consultant has made any other drug errors recently B Correct the prescription to 7.5mg weekly C Leave the prescription unchanged until the consultant ward round the following morning D Phone the consultant at home to ask about changing the prescription E Inform the patient of the error 36—37 Predictive Validity Results GP Selection: Validation studies Study 1. Supervisor ratings after 1 year into training Study 2. End-of-training outcomes (licensure exam) after 3 years Study 3. Structural (theoretical) model to evaluate the incremental validity for each selection method Study 1: Correlations between the selection methods & job performance after 1 year N=196 1. 2. Mean SD 1. Clinical problem-solving test 78.88 9.02 2. Situational judgement test 637.87 34.31 .50 3. Assessment centre 3.32 0.39 .30 .43 4.63 0.73 .36 (.54) .37 (.56) 3. Selection methods (Predictors) Outcome variable 4. Supervisor ratings .30 (.50) Note. Correlations between parentheses were corrected for multivariate range restriction. Correlations are significant at p < .01 Evaluations of situational judgments tests for high stakes selection. Study 2: Correlations between the selection methods & end-of-training licensure assessments N=2292 Mean SD 1. 2. 3. 4. Selection methods (Predictors) 1. Clinical problem-solving test 80.08 8.14 2. Situational judgement test 640.13 31.66 .40 3. Assessment centre 3.34 0.36 0.26 0.90 .24 .32 Outcome variables 4. End of training applied knowledge test 5. End of training clinical skills exam (Simulated surgery) 0.20 .73 .43 .24 (.85) (.69) (.41) 0.80 .38 .43 .32 (.55) (.57) (.41) .41 Note. Correlations between parentheses were corrected for multivariate range restriction. Correlations are significant at p < .01 Study 3. Structural/theoretical model showing selection methods & their link to job performance Lievens & Patterson (2011) SJT fully mediates the effects of declarative knowledge on job performance. The AC partially mediates the effects of the SJT Significant incremental validity offered by the AC Theoretical Model Underlying SJTs in GP Selection General Experience Implicit Trait Policies Specific Job Experience Specific Job Knowledge Job/Training Performance Procedural Knowledge Captured by the SJT 38—39 Current Research into Medical & Dental School Admissions UK Clinical Aptitude Test (UKCAT) 5 subtests • Verbal, numerical, abstract reasoning & decision analysis • Non-cognitive analysis using an SJT targeting empathy, integrity & team involvement http://www.ukcat.ac.uk/ UK Medical Training & Career Pathway Specialty Training Undergraduate medical school training FT1 GP Specialty Training FT2 Core Specialty Training Selection Gateway 1 Foundation Training (FT) 2 Years Selection Gateway 2 CCT & eligible for Consultant Grade 3 years Higher Specialty Training Specialty Training (ST) 8 Years Selection Gateway 3 SJT Test Specification Content • Scenarios based in either a clinical setting or during education/training for a medical/dental career • Third party perspective to increase breadth of available scenarios Response Format (rating using a 4 point scale) • Rate the appropriateness of a series of options from ‘very appropriate’ to ‘very inappropriate. • Rate the importance of a series of options from ‘very important’ to ‘not important at all’ Evaluations of situational judgments tests for high stakes selection. Example UKCAT SJT items A consultation is taking place between a senior doctor and a patient; a medical student is observing. The senior doctor tells the patient that he requires some blood tests to rule out a terminal disease. The senior doctor is called away urgently, leaving the medical student alone with the patient. The patient tells the student that he is worried he is going to die and asks the student what the blood tests will show. How appropriate are each of the following responses by the medical student in this situation? Q1 Explain to the patient that he is unable to comment on what the tests will show as he is a medical student Q2 Acknowledge the patient’s concerns and ask whether he would like them to be raised with the senior doctor Q3 Suggest to the patient that he poses these questions to the senior doctor when he returns Q4 Tell the patient that he should not worry and that it is unlikely that he will die UKCAT SJT Evaluation • Reliability of a 70 item test with similar quality items estimated (α=.75 to .85) • Candidate reactions show high face validity (significantly more than the cognitive subsections of UKCAT) • Content of SJT relevant for med/dental applicants = 70% • Content of the SJT is fair to med/dental applicants = 63% Group differences & content validity • Gender: Females outperform males (0.2 SD) • Ethnicity: White candidates performed better (0.3SD) • Occupation & Employment Status: those in the higher occupational classes (i.e. Managerial/Professional Occupations) do not always score higher than those in lower classes - in some cases those from lowest occupational groups, received the highest mean score. • SJT correlates with other subtests (approx r=0.28) indicating some shared variance between the tests. Since a large amount of variance is not explained, the SJT is assessing different constructs to the other tests. 40—41 Implications for policy & practice • Strong predictive validity translates into significant gains in utility • Focus not on ‘how much validity’ does a selection method add but more ‘valid for what’ • Closer attention to the criterion constructs targeted as high-fidelity simulations show incremental validity over low-fidelity simulations for predicting interpersonal job performance dimensions • Bespoke job analysis is the cornerstone to effective selection • Positive candidate reactions (Patterson et al, 2010) • Political validity is an important concept in this setting (Patterson et al, 2012) Thank you [email protected] Some useful links http://www.workpsychologygroup.com/ http://www.gprecruitment.org.uk/ http://www.isfp.org.uk/ http://www.ukcat.ac.uk/about-the-test/behavioural-test/ http://www.agpt.com.au/ http://www.gmc-uk.org/about/research/14400.asp Evaluations of situational judgments tests for high stakes selection. 42—43 Situational Judgment Test in EPSO open competitions for the European Institutions from 2010 to present. — Mr. Stefan Meyer EPSO (European Personnel Selection Office). Situational Judgment Tests in EPSO open competitions for the European Institutions Stefan Meyer, European Personnel Selection Office Madrid, 26 June 2013 1 The European Union Commission Economic & Social Committee Council Committee of the Regions Parliament Ombudsman Court of Justice Data Protection Supervisor Court of Auditors The EU Institutions Posts in 2012 European Parliament 6655 Council of the European Union 3153 European Commission Court of Justice 25478 1952 European Court of Auditors 887 European Economic and Social Committee 724 Committee of the Regions 531 European Ombudsman European Data Protection Supervisor European External Action Service Total European Court of Auditors 2% Court of Justice 5% European External Action Service European 4% Others Parliament 16% 3% 66 43 1670 European Commission 62% 41159 44—45 Council of the European Union 8% Entry Streams • Administrators (AD) e.g. policy officers, lawyers, auditors, scientific officers, translators, interpreters, communication & press officers … Qualification: University degree (bachelor) • Assistants (AST) e.g. secretaries, HR assistants, financial assistants, conference technicians … Qualification: Secondary education (at least) and relevant professional experience Where in competition procedure? Registration CBT Admission Assessment centre Reserve list 5 EPSO Development Programme (2008 – 2011) Redesign of the CBT pre-selection phase: • Keep verbal reasoning • Keep numerical reasoning • Skip EU knowledge • Introduce abstract reasoning tests • Introduce Situational Judgement Tests • Introduce professional skills testing, including linguistic skills • New linguistic regime as of 2011: cognitive tests in 23 languages 6 Situational Judgment Test in EPSO open competitions for the European Institutions from 2010 to present. New EPSO admission phase Abstract Reasoning Situational Judgement Tests (in EN, FR, DE; where appropriate) CBT Verbal & Numerical reasoning - In 23 languages as of 2011! Professional / Linguistic Skills (where appropriate) 7 Situational Judgment Tests 8 EPSO Development Programme • EDP, action No. 8: The introduction of situational/ behavioural testing based on a wellfounded competency framework Why? • Good indicators for job performance • Widely used and perceived as relevant + fair 46—47 9 SJT competencies* (from the EU competency framework) Analysing & Problem solving Delivering Quality & Results Prioritising& Organising Resilience Working with Others ! Identifies the critical facts in complex issues and develops creative and practical solutions ! Takes personal responsibility and initiative for delivering work to a high standard of quality within set procedures ! Prioritises the most important tasks, works flexibly and organises own workload efficiently ! Remains effective under a heavy workload, handles organisational frustrations positively and adapts to a changing work environment ! Works co-operatively with others in teams and across organisational boundaries and respects differences between people 10 SJT: features – SJT evaluate workplace-related behaviour – Target groups: AD5 and AST3 annual cycle of competitions – Administered @ CBT stage – Score report used as expert input @ AC stage – 20 items test in 30 mins. in either EN, FR or DE => NOT a speed test! – Tests developed in cooperation with expert external contractor – First launch: AD cycle 2010 (non-eliminatory) 11 Multi-stage TD process for SJT 1. Creation of draft item-models in EN 2. Review by experienced SME (contractor) => amendments/modifications (if applicable) 3. Statistical trials => selection of item models 4. Review by EPSO quality board in view of – Organisational fit – Degrees of ambiguety – Translation/localisation (and other) 5. Translation into FR and DE 6. CBT upload => ROLL OUT 12 Situational Judgment Test in EPSO open competitions for the European Institutions from 2010 to present. Which are the most and least effective options? You work as part of a technical support team that produces work internally for an organisation. You have noticed that often work is not performed correctly or a step has been omitted from a procedure. You are aware that some individuals are more at fault than others as they do not make the effort to produce high quality results and they work in a disorganised way. a. Explain to your team why these procedures are important and what the consequences are of not performing these correctly. b. Try to arrange for your team to observe another team in the organisation who produce high quality work. c. Check your own work and that of everyone else in the team to make sure any errors are found. d. Suggest that the team tries many different ways to approach their work to see if they can find a method where fewer mistakes are made. M L 13 Cdts sentiment towards SJT 14 SJT cumulative score distributions 15 48—49 To sum up • No evidence of bias by language version • No evidence of bias by gender or age • Good psychometric properties for the tests – Reliabilities found to exceed 0.7 for the short forms – This has been confirmed for the longer 20 items tests • Score ranges showed that the tests would discriminate between candidates in an effective but fair way …. and candidates actually like SJT! 16 Thank you for your attention! 17 Situational Judgment Test in EPSO open competitions for the European Institutions from 2010 to present. 50—51 Medición de competencias mediante Modelos de Diagnóstico Cognitivo: aplicación a un Test de Juicio Situacional. — Prof. Julio Olea Catedrático de Psicología de la Universidad Autónoma de Madrid y codirector de la cátedra UAM-IIC Modelos y aplicaciones psicométricos (MAP). Índice de la presentación – Ejemplo: estimación de la competencia matemática. – MDC: modelos, proceso de aplicación y aportaciones previsibles para la medición de competencias. – Estudio empírico: objetivos, procedimiento y resultados al aplicar un MDC a un TJS. Ejemplo: Competencia matemática de un niño de 6 años • ¿Tiene adquiridas las competencias de suma y de resta de números naturales? • 4 posibles estados latentes: a) b) c) d) No suma, no resta (0, 0) Suma, no resta (1, 0) No suma, resta (0, 1) Suma, resta (1, 1) Medición de competencias mediante Modelos de Diagnóstico Cognitivo: aplicación a un Test de Juicio Situacional Pablo E. García (IIC) Julio Olea (UAM) Jimmy de la Torre (Rutgers U.) 52—53 Test Respuestas de un niño Ítem 1: 3+4= 7 Ítem 2: 7-2= 9 Ítem 3: 7+6-3= 16 Test Respuestas de un niño Ítem 1: 3+4= 7 Ítem 2: 7-2= 9 Ítem 3: 7+6-3= 16 ¿Qué estado latente es más probable? a) No suma, no resta (0, 0) b) Suma, no resta (1, 0) c) No suma, resta (0, 1) d) Suma, resta (1, 1) El MDC más simple: modelo DINA • Matriz Q: • Asume dos parámetros para cada ítem: • s: slipping (desliz). P. ej. 0.1 • g: guessing (acierto por azar). P. ej. 0.2 • Asume que es preciso tener todas las competencias requeridas para acertar un ítem. Medición de competencias mediante Modelos de Diagnóstico Cognitivo: aplicación a un Test de Juicio Situacional. Probabilidades de acierto Probabilidades de acierto ESTADO LATENTE (ɲ) Ítem 1 Ítem 2 Ítem 3 (1,0) (0,1) (1,1) No suma, no resta (0, 0) 0.2 0.2 0.2 Suma, no resta (1, 0) 0.9 0.2 0.2 No suma, resta (0, 1) 0.2 0.9 0.2 Suma, resta (1, 1) 0.9 0.9 0.9 Verosimilitud Probabilidades para el niño ESTADO LATENTE (ɲ) Ítem 1 Ítem 2 Ítem 3 Verosimilitud No suma, no resta (0, 0) 0.2 0.8 0.8 0.032 Suma, no resta (1, 0) 0.9 0.8 0.8 0.144 No suma, resta (0, 1) 0.2 0.1 0.8 0.016 Suma, resta (1, 1) 0.9 0.1 0.1 0.009 Verosimilitud Probabilidades para el niño ESTADO LATENTE (ɲ) Ítem 1 Ítem 2 Ítem 3 Verosimilitud No suma, no resta (0, 0) 0.2 0.8 0.8 0.032 Suma, no resta (1, 0) 0.9 0.8 0.8 0.144 No suma, resta (0, 1) 0.2 0.1 0.8 0.016 Suma, resta (1, 1) 0.9 0.1 0.1 0.009 54—55 Diferentes MDC VARIEDAD DE MODELOS (Rupp, Templin & Henson, 2010): • No compensatorios: • Compensatorios: • Modelos generales: – DINA: Deterministic-input, noisy-and-gate (Junker & Sijtsma, 2001). – DINO: Deterministic-input, noisy-or-gate (Templin & Henson, 2006): s es la probabilidad de fallo cuando “al menos” un atributo está presente. – G-DINA (de la Torre, 2011). PECULIARIDADES: • • • Modelos multidimensionales. Naturaleza confirmatoria: podemos obtener indicadores de ajuste para aplicar un modelo u otro. Novedosos, en relación a otros modelos psicométricos (TCT, TRI): mayor información “diagnóstica”. Proceso de aplicación de un MDC Jueces expertos 2 K [0 1 0 1 1] TJS para la medición de competencias • Problemas habituales de validez (Christian, Edwards & Bradley, 2010; Ployhart & MacKenzie, 2011). – Evidencias sobre validez de contenido: ¿Qué miden exactamente los TJS? ¿Una o diferentes competencias? Normalmente se extrae una única puntuación. – Evidencias sobre la estructura interna: ¿Cómo comprobar que las competencias están realmente reflejadas en los ítems o situaciones? – Evidencias sobre relaciones con otras variables. Estudios de validez referida al criterio inconsistentes. Estudios prometedores de validez predictiva (Lievens & Sackett, 2012). Medición de competencias mediante Modelos de Diagnóstico Cognitivo: aplicación a un Test de Juicio Situacional. TJS para la medición de competencias (Lievens & Sackett, 2012) PREDICTORES (examen de admisión) Test de capacidades cognitivas y de conocimientos científicos Test de contenidos médicos TJS en video (interpersonal skills) CRITERIOS (ɴ) Calificaciones en las prácticas (7años) Rendimiento en el trabajo (9 años) .13(*) .12 -.02 -.17 .22(*) .23(*) ¿Qué pueden aportar los MDC a la medición de competencias? Evidencias sobre el contenido Evidencias sobre la estructura interna y los procesos de respuesta Evidencias sobre relaciones con otras variables Matriz Q Ajuste del modelo a los datos ??? Habrá que comprobarlo Estudio empírico: objetivos • Aplicar los MDC a la medición de competencias profesionales a través de TJS. • Pregunta principal: ¿qué competencias podemos juzgar que tienen o no tienen los evaluados? • Preguntas adicionales: – ¿Qué competencias están incorporadas en las situaciones? – ¿Son todas relevantes? – ¿Se requieren todas las competencias incluidas en una situación para emitir la respuesta apropiada? – ¿Se relacionan las medidas categóricas que proporciona el MDC con otras variables? 56—57 Participantes e instrumentos Participantes: 485 empleados de una entidad bancaria española (programa de desarrollo interno). Se aplicó el TJS y un test de personalidad (Big Five). TJS informatizado de 30 ítems (perteneciente a la batería eValue del IIC).Cada ítem comienza con un incidente crítico, seguido de una pregunta y tres opciones. ÍTEM 4: Durante una reunión con su equipo de trabajo y algunos responsables de otras áreas, tras exponer las cualidades del proyecto en desarrollo, uno de los responsables contesta: “Encuentro que su proyecto presenta algunas carencias”. ¿Qué respondería? a) No estoy de acuerdo, pero explíqueme exactamente qué tipo de carencias y examinemos todos los puntos sobre los que tenga cualquier duda. b) Probablemente es que no hemos profundizado lo suficiente en las ventajas. Repasemos de nuevo cada uno de los puntos del proyecto. c) Puede ser, es un tema sobre el que estamos trabajando y al que esperamos darle pronto solución. Aún así, será rentable de igual modo. Definición de la matriz Q 7 Librería de competencias Great-Eight (SHL Group; Kurz & Bartram, 2002; Bartram, 2005). Tres niveles: 1. 8 factores generales. 2. 20 competencias 3. 112 componentes. Competencias Factores Big Five Interactuar y presentar Extraversión Adaptarse y aguantar Estabilidad emocional Decidir e iniciar acciones Relacionarse y establecer redes Persuadir e influenciar Presentar y comunicar información Seguir instrucciones y procedimientos Adaptarse y responder al cambio Aguantar la presión y contratiempos Definición de la matriz Q • 4 expertos en Psicología organizacional especificaron la Matriz-Q: – Se les proporcionó varios indicadores para cada competencia. – Valoraron, para cada ítem: ¿qué competencias son necesarias para dar la respuesta considerada como más adecuada? – La tarea se llevó a cabo en 3 fases: • Fase 1: tarea individual. • Fase 2: posible reconsideración cuando conocen los resultados de la fase 1. • Fase 3: grupo de discusión para intentar llegar a mayores acuerdos. – Una competencia (Relacionarse y establecer redes) fue asignada sólo a 4 ítems. Medición de competencias mediante Modelos de Diagnóstico Cognitivo: aplicación a un Test de Juicio Situacional. Definición de la matriz Q • ¿Cuál de las matrices Q? – Se valoró estadísticamente el ajuste de diferentes posibles matrices. – Chen, de la Torre & Zhang (en prensa): el índice BIC (Bayesian Information Criterion; Schwarz, 1976) permite elegir la mejor matriz, asumiendo como cierto el modelo G-DINA. Matriz-Q (7) ࡵ = െࡸࡸ + ࡼ (ࡺ) BIC Matriz-Q (6) BIC Unanimidad 16.115,88 Unanimidad 15.782,75 Al menos dos 16.169,48 Al menos dos 15.749,79 Al menos uno 16.300,34 Al menos uno 15.840,37 1 competencia eliminada 4 ítems eliminados Definición de la matriz Q 1. Persuadir e influenciar 2.Presentar y comunicar información 3.Seguir instrucciones y procedimientos 4.Adaptarse y responder al cambio 5.Aguantar la presión y contratiempos 6.Decidir e iniciar acciones Item 1 2 3 4 5 6 7 8 9 10 11 12 13 Competency 3 4 5 Item 1 2 6 0 0 1 1 1 0 0 1 0 1 1 0 1 1 0 0 0 1 1 0 0 0 1 0 0 1 0 0 0 0 0 0 1 1 1 0 1 0 0 0 0 0 0 0 1 1 1 0 0 0 1 1 1 0 1 1 0 0 0 0 0 0 0 1 0 1 1 1 0 0 0 1 0 0 1 0 1 1 14 15 16 17 18 19 20 21 22 23 24 25 26 Competency 3 4 5 1 2 0 0 1 1 0 0 1 1 0 0 0 6 1 0 1 0 0 0 0 0 0 1 0 0 0 1 0 0 0 0 0 1 1 0 0 0 0 1 1 0 0 0 1 0 0 1 1 0 0 0 0 1 1 1 0 0 0 1 1 1 0 1 1 0 0 0 1 1 1 0 0 0 1 1 1 0 0 0 1 ÍTEM 4: Durante una reunión con su equipo de trabajo y algunos responsables de otras áreas, tras exponer las cualidades del proyecto en desarrollo, uno de los responsables contesta: “Encuentro que su proyecto presenta algunas carencias”. ¿Qué respondería? a) No estoy de acuerdo, pero explíqueme exactamente qué tipo de carencias y examinemos todos los puntos sobre los que tenga cualquier duda. Selección del MDC • Ajuste relativo: – Una vez seleccionada la Matriz-Q, se comparó el modelo G-DINA con modelos más restrictivos (y parsimoniosos): DINA (no-compensatorio) y DINO (compensatorio). – En la medida en que son modelos anidados, se empleó la razón de verosimilitudes (Likelihood Ratio) para valorar si la pérdida de ajuste al emplear un modelo más sencillo era estadísticamente significativa. Así fue. • Se seleccionó en consecuencia el modelo G-DINA (de la Torre, 2011). 58—59 Estimación de perfiles de competencias • Nº de perfiles posibles: • Los más frecuentes: 2K 26 % 64 Competency 1 2 3 4 5 6 9.46 1 1 0 0 1 1 8.25 1 0 0 0 1 0 8.08 0 1 0 1 0 0 7.93 1 1 1 0 1 1 7.05 1 1 1 1 1 1 1. Persuadir e influenciar 2.Presentar y comunicar información 3.Seguir instrucciones y procedimientos 4.Adaptarse y responder al cambio 5.Aguantar la presión y contratiempos 6.Decidir e iniciar acciones Evidencias de validez: relaciones con otras variables Adaptarse y aguantar Estabilidad emocional (promedio) Posee la competencia 69,26 No posee la competencia 64,59 T=-3,37; punilateral=0,0005 Interactuar y presentar Extraversión (promedio) Posee la competencia 56,63 No posee la competencia 53,58 T=-2,52; punilateral=0,006 Medición de competencias mediante Modelos de Diagnóstico Cognitivo: aplicación a un Test de Juicio Situacional. CONCLUSIONES: ¿Qué pueden aportar los MDC a la medición de competencias? Evidencias sobre el contenido Evidencias sobre la estructura interna y los procesos de respuesta - Permiten especificar los contenidos incluidos en los ítems. - Podemos quedarnos con las competencias realmente válidas. -El modelo que mejor ajusta nos proporciona información sobre los procesos de respuesta. Evidencias sobre relaciones con otras variables - Convendría estudiar si proporcionan mejores pronósticos del rendimiento en el trabajo. MUCHAS GRACIAS THANK YOU VERY MUCH 60—61 RESUMEN POSTERS Competencias de empleabilidad: diseño de un test situacional. — Laura Arnau Sabate1, Josefina Sala Roca1, Mercè Jariot2, Teresa Eulalia Marzo3, Adrià Pagès2 RESUMEN Las competencias de empleabilidad son competencias básicas necesarias para obtener y mantener un trabajo independientemente del tipo y sector de ocupación. Son transversales y transferibles a otras situaciones o contextos personales y profesionales. Nuestro grupo ha desarrollado una propuesta de competencias de empleabililidad (autoorganización, contrucción del proyecto formativo-profesional, toma de decisiones y resolución de problemas, trabajo en equipo, comunicación, perseverancia, flexibilidad y responsabilidad) validado por un grupo de expertos en una primera fase (Arnau et al, 2013) y que posteriormente ha sido validado con profesionales de los diferentes sectores económicos de la población (trabajo pendiente de publicación). Se ha diseñado un test situacional a partir de la creación de 5 historias ambientadas en diferentes contextos de la vida cotidiana (de amigos, escolar, familiar, más formales o informales). En estas historias se plantean situaciones a las que el sujeto debe responder como va a actuar frente a esa situación. Estas situaciones requieren de un buen nivel de competencia para ser afrontadas adecuadamente. Se contó con un panel de expertos para la elaboración de las historias y situaciones. Para elaborar las respuestas, se realizaron entrevistas a 115 jóvenes de edades entre 12 y 18 años, que fueron transcritas y sometidas a análisis de contenido. El panel de expertos seleccionó de entre las respuestas dadas 5 respuestas que podrían ser indicadoras de diferentes niveles de competencia y que asimismo asegurarían suficiente variabilidad. Posteriormente otro panel de 11 expertos distintos está validando la asignación de cada una de las situaciones como indicador de las competencias, y en una segunda fase se pedirá a estos expertos que asignen un valor a cada respuesta en función del nivel de competencia. Una vez construido el test será validado para comprobar sus propiedades psicométricas y revisar su estructura interna. 1 2 3 Departament de Pedagogia Sistemàtica i Social. Universitat Autònoma de Barcelona Departament de Pedagogia Aplicada. Universitat Autònoma de Barcelona Pere Tarrés. Universitat Ramón Llull 62—63 Análisis de la estructura cognitiva del área de habilidades cuantitativas del exhcoba mediante los modelos LLTM y LSDM. — Juan Carlos Pérez Morán1, Norma Larrazolo Reyna y Eduardo Backhoff Escudero Instituto de Investigación y Desarrollo Educativo Universidad Autónoma de Baja California RESUMEN En el presente estudio se integran aspectos de la psicología cognitiva y la psicometría (Rupp y Mislevy, 2006) para el análisis de la estructura cognitiva del área de Habilidades Cuantitativas (HC) del Examen de Habilidades y Conocimientos Básicos (EXHCOBA) (Backhoff, Tirado, y Larrazolo, 2001), mediante el Linear Logistic Latent Trait Model (en inglés, LLTM) de Fischer (1973, 1997) y el Least Squares Distance Method (en inglés, LDSM) propuesto por Dimitrov (2007). Para alcanzar dicho propósito, un grupo de expertos propuso catorce operaciones para resolver los ítems del área HC apoyándose en los resultados de reportes verbales concurrentes y retrospectivos realizados a un grupo de estudiantes de educación secundaria. Además, se analizó la estructura cognitiva determinada por los expertos y se evaluó la dimensionalidad y el ajuste de los ítems a los modelos Rasch y LLTM. Los resultados mostraron que los datos ajustan moderadamente al modelo LLTM con una matriz Q de catorce atributos y que un refinamiento de las operaciones para resolver los ítems podría explicar mejor sus fuentes de dificultad y el rendimiento de los examinados en la prueba. Además, la aplicación del LSDM mostró que es necesario mejorar la validación de los atributos cognitivos requeridos en la solución de ítems del área de HC del EXHCOBA. Palabras clave: modelo LLTM, modelo Rasch, matriz Q, EXHCOBA. 1 Presentador: Juan Carlos Pérez Morán Correo electrónico: [email protected] Instituto de Investigación y Desarrollo Educativo Universidad Autónoma de Baja California T. celular. 044 (664) 3851253 · T. (646) 175-07-33 ext. 64508 · F. (646) 174-20-60 Midiendo la competencia Iniciativa-Innovación mediante Test: diseño, construcción y análisis psicométrico inicial de un Test Informatizado de Juicio Situacional. — Sonia Rodríguez, Beatriz Lucía, David Aguado Instituto de Ingeniería del Conocimiento RESUMEN La competencia Iniciativa-Innovación es una competencia transversal definida en la mayoría de los modelos de competencias de mayor uso tanto en nuestro país como en el contexto internacional (Bartram, 2002; Alles, 2002, Lombardo, 2005). En este trabajo se presenta el diseño, construcción y análisis de un test situacional orientado a la evaluación de esta competencia. En la prueba diseñada el evaluado debe imaginar que forma parte de un equipo de trabajo e interactuar con el resto de componentes a través del correo electrónico. Los diferentes mensajes de correo electrónico que recibe plantean situaciones donde es posible manifestar los diferentes comportamientos asociados a la competencia objeto de medida. Además, el evaluado tiene la posibilidad de enviar mensajes por iniciativa propia. Aplicada a una muestra de 261 profesionales de una entidad financiera de ámbito multinacional los resultados muestran una buena capacidad de discriminación de la prueba y una baja consistencia interna (alpha=.52) -en línea con otros test situacionales-. 64—65 Cheating en administración de Test por Internet. Análisis del Test de Verificación eCat. — David Aguado1, Julio Olea2, Vicente Ponsoda2 y Francisco Abad2 RESUMEN El uso de internet ha modificado en los últimos tiempos las prácticas de reclutamiento y selección desarrolladas por las compañías y es común que tanto el proceso de reclutamiento como los procesos de evaluación inicial se realicen a través de internet en lo que se conoce como Unproctored Internet Testing (UIT). A pesar de las grandes ventajas asociadas al UIT en términos de costes y flexibilidad es una práctica cuanto menos controvertida debido a problemas relacionados con el engaño (cheating). Para controlarlo, la recomendación de la International Test Comission es la de realizar una evaluación en un entorno controlado y comparar las puntuaciones en la condición UIT y la controlada para identificar a las personas que engañan. El objetivo del trabajo que se presenta es analizar los resultados que se obtienen al implantar un procedimiento específico de verificación sobre un Test Adaptativo Informatizado para la evaluación del nivel de inglés: eCat; aplicado en un proceso real de selección de personal. Se evaluó a una muestra de 417 candidatos a puestos de trabajo como ingenieros en una multinacional española del sector energético. Los resultados iniciales muestran como el procedimiento implementado es eficaz en la detección del cheating detectándose que 44 personas (10.55%) habían utilizado algún tipo de ayuda adicional en el entorno UIT. 1 2 Instituto de Ingeniería del Conocimiento Departamento de Psicología Social y Metodología. Universidad Autónoma de Madrid. Batería de aptitudes de TEA: Fiabilidad y evidencias de validez. — David Arribas Águila Dpto. de I+D+i de TEA Ediciones RESUMEN El BAT-7 es una nueva batería que permite estimar la inteligencia y evaluar 8 aptitudes cognitivas. Se estructura en 3 niveles de dificultad creciente y está enfocada a la evaluación de escolares, universitarios y adultos. Método: La muestra de tipificación estuvo compuesta por 4.263 escolares y 1.507 adultos con diferente grado de formación. Se ha utilizado un modelo logístico unidimensional de 3 parámetros y se ha estudiado el ajuste mediante los residuos estandarizados y el estadístico chi-cuadrado. La fiabilidad se ha analizado utilizando el coeficiente alfa ordinal y las funciones de información. Para el estudio de la validez se desarrolló un modelo AFC multigrupo. Resultados: El modelo TRI de 3 parámetros mostró un adecuado ajuste en todos los ítems. Los valores de fiabilidad oscilaron entre 0,79 y 0,91 para los tests y entre 0,91 y 0,97 para los índices de inteligencia. El modelo estructural basado en la teoría CHC presentó un buen ajuste a los datos empíricos. Discusión: El BAT-7 supone una medida informativa y altamente fiable para la evaluación de las aptitudes cognitivas. Igualmente, mediante su aplicación puede obtenerse una estimación bastante razonable de la capacidad general (g), de la inteligencia fluida (Gf) y de la inteligencia cristalizada (Gc). Correspondencia: [email protected] c/ Fray Bernardino Sahagún, 24. 28036 Madrid 66—67 Papel del psicólogo del trabajo en el reclutamiento y selección de personas. — Gloria Castaño, Vicente Ponsoda, M. Ángeles Romeo, Pedro Sanz, Ana Sanz, José Manuel Chamorro, C. Manuel Leal, Yolanda Peinador, Jesús Martínez, Laura Alonso, M. Ely Iglesias, Francisco Álvarez y Luis Picazo Grupo de Trabajo de Buenas Prácticas en Reclutamiento y Selección del Colegio Oficial de Psicólogos de Madrid RESUMEN En este estudio se presentan los resultados de una encuesta realizada por el Grupo de Trabajo de Buenas Prácticas en Reclutamiento y Selección del Colegio Oficial de Psicólogos de Madrid. Su principal objetivo es el de clarificar el papel de los psicólogos en materia de Reclutamiento y Selección, tanto en los departamentos de Recursos Humanos como en las consultoras que prestan servicios en esta área. Para el estudio se seleccionaron 129 empresas, entre las que se encontraban las del IBEX35 y otras representativas de los diferentes sectores de actividad, así como las consultoras más relevantes. La tasa de respuesta fue del 29,2% Los resultados indican que la mayoría de los responsables de reclutamiento y selección son psicólogos (65,8%) y que sigue siendo la titulación preferida a la hora de incorporar profesionales que se dediquen a esta actividad. La participación de los psicólogos es relevante en todas las fases del proceso de R&S: en la clarificación de la demanda (76,3%), en la elaboración del perfil de exigencias (84,2%), en el reclutamiento y captación de candidatos (89,5%) y en la preselección de candidatos (92,1%). En la fase de evaluación, los psicólogos son los principales responsables de evaluar inteligencia, aptitudes, personalidad y competencias (81,6%), de la elaboración de informes (89,5%) y participan en la toma de decisiones sobre el candidato elegido (76,3%). Su involucración es algo menor en los seguimientos de la incorporación (57,9%), desvinculación o salida (28, 9%) y en la auditoria del proceso (44,7%). En cuanto a las técnicas utilizadas, la mayoría (73,7%) utilizan test psicológicos. El póster ofrecerá otras informaciones recogidas en la encuesta. ¿Cómo puntuar las diferentes opciones en un ítem de un test situacional?. — Miguel Ángel Sorrel1, Francisco José Abad1, Vicente Ponsoda1, Julio Olea1, Juan Francisco Riesco2, Maria Luisa Vidania2 RESUMEN Mientras que en los test de habilidad cognitiva está claro cuál de las opciones a un ítem es la correcta, en los test de juicio situacional a menudo no existe una alternativa objetivamente correcta, de tal manera que varias de las opciones pueden resultar plausibles. Esto hace necesario el desarrollo de procedimientos de asignación de puntuaciones. En el presente estudio se han generado dos alternativas a la propuesta original para valorar las respuestas al Test de integridad de Becker (Becker, 2005). Se tradujo la prueba al castellano y se aplicó a una muestra de 182 personas. Para comprobar la validez convergente y discriminante del test, se aplicaron también medidas de los cinco rasgos básicos de personalidad (NEO-FFI), la escala de deseabilidad social de Marlowe y Crowne (SDS) y un cuestionario de Integridad construido al efecto. Los resultados indican que las dos puntuaciones alternativas dan lugar a mejores propiedades psicométricas en lo referido a fiabilidad y validez. 1 Universidad Autónoma de Madrid 2 Gabinete Psicopedagógico de la Academia de Policía Local de la Comunidad de Madrid. 68—69 NOTAS 70—71 72—73 http://www.iic.uam.es/catedras/map
