The impact of item parceling ratios and strategies on the internal structure of assessment center ratings: A study using confirmatory factor analysis.

The aim of the present study was to investigate whether using item parcels instead of single indicators would increase support for the factorial validity of assessment center (AC) ratings in factor analytic applications. Factor analytic analyses of AC ratings are often plagued by poor model fit as well as admissibility and termination problems. In the present study, three purposive item parceling strategies, in conjunction with three parceling approaches (specifying different ratios of indicators to dimensions), were investigated in relation to five confirmatory factor analysis specifications of AC ratings across two AC samples (Sample 1: N = 244; Sample 2: N = 320). The findings were equivocal across the two samples. Nonetheless, a three-parcel approach using a factorial allocation strategy performed better that a one-parcel approach (akin to the postexercise dimension rating). (PsycInfo Database Record (c) 2021 APA, all rights reserved

Best practice guidelines for the use of the assessment centre method in South Africa (5th edition)

ORIENTATION : Assessment Centres (ACs) have a long and successful track record in South Africa when used for selection and development purposes. The popularity of the approach is mainly attributable to the ACs’ numerous strengths, which include the perceived fairness, practical utility and strong associations with on-the-job performance. To maintain the integrity of the AC, it is important for practitioners and decision makers to apply the method in a consistent and standardised manner. RESEARCH PURPOSE : The purpose of the report is to provide practitioners and decision makers with practical guidelines and concrete procedures when using ACs as part of the organisation’s human resource management strategy. MOTIVATION FOR THE STUDY : The past decade has seen significant advances in the science and practice of ACs. Now in its fifth edition, the revised Guidelines seek to provide important information to practitioners and decision makers on a number of factors when used in conjunction with the AC method, namely, technology, validation, legislation, ethics and culture. MAIN FINDINGS : The Guidelines provide specific suggestions and recommendations for using technology as part of the manner of delivery. Issues of culture, diversity and representation are also discussed. New features of the Guidelines include more concrete guidance on how to conduct a validation study as well as unpacking several ethical dilemmas that practitioners may encounter. Of critical importance is a position statement on the use of ACs in relation to new legislation (Employment Equity Amendment Act, Section 8, clause d) pertaining to psychometric testing. PRACTICAL/MANAGERIAL IMPLICATIONS : The Guidelines serve as a benchmark of best practice for practitioners and decision makers who intend on, or are currently, using ACs in their organisations. CONTRIBUTION/VALUE-ADD : In the absence of formal standards governing the use of ACs in South Africa, the Guidelines provide an important step towards establishing standardisation in the use of the AC method. The Guidelines provide (1) guidance to industrial and organisational psychologists, organisational consultants, human resource management specialists, generalists and the Department of Labour, and others designing and conducting ACs; (2) information to managers deciding whether to introduce AC methods; (3) instructions to assessors taking part in the AC; (4) guidance on the use of technology and navigating diverse cultural contexts; and (5) a reference for professionals on best practice considerations in the useof the AC method.http://www.sajip.co.zaam2016Human Resource Managemen

General performance factors and group differences in assessment center ratings

PURPOSE – The purpose of this paper is to establish the extent of general performance factors (GPF) in assessment center (AC) exercises and dimensions. The study further aims to determine if larger GPF contributes to larger ethnic group differences across exercises and dimensions that are more cognitively loaded in an emerging market context. DESIGN/METHODOLOGY/APPROACH – The authors analyzed data across three independent AC samples (Sample 1: N = 172; Sample 2: N = 281; Sample 3: N = 428). The Schmid-Leiman solution was used to determine the extent of GPF in AC exercises and dimensions. An independent samples t-test and Cohen’s d was used to determine the size of ethnic group differences across exercises and dimensions. FINDINGS – The results indicate that GPF is consistently large for the in-basket exercise. Furthermore, dimensions that are more cognitively loaded, such as problem solving, strategic thinking, and business acumen, seem to produce the largest ethnic group differences. Overall, the research indicates that larger GPF is associated with larger ethnic group differences in relation to specific AC dimensions and exercises. ORIGINALITY/VALUE – The authors add to the literature by investigating the prevalence of a GPF in AC ratings across AC exercises and dimensions. A novel contribution of the research attempts to link the prevalence of a GPF in AC ratings to group membership in South Africa. The study offers an alternative statistical analysis procedure to examine GPF in AC ratings.IS

The impact of different assessment centre aggregation strategies : implications for validation and managerial decision making

Abstract: Orientation The construct validity of assessment centre (AC) ratings has been a prominent focus in AC research for decades. Given the equivocal findings in the current literature regarding the proper conceptualisation of AC ratings and the appropriate statistical technique to analyse such ratings, this research focus area remains important. Research purpose: The primary research objective of this study was to investigate how the internal structure of AC ratings affects construct validity judgements of ACs in South Africa, both methodologically and practically. The broad research sub-objectives, investigated in three separate studies, were: - To establish if the presence of a general performance factor (GPF) in AC ratings leads to larger group differences across specific AC exercises and dimensions;...Ph.D. (Industrial Psychology

Best practice guidelines for the use of the assessment centre method in South Africa (5th edition)

Orientation: Assessment Centres (ACs) have a long and successful track record in South Africa when used for selection and development purposes. The popularity of the approach is mainly attributable to the ACs’ numerous strengths, which include the perceived fairness, practical utility and strong associations with on-the-job performance. To maintain the integrity of the AC, it is important for practitioners and decision makers to apply the method in a consistent and standardised manner. Research purpose: The purpose of the report is to provide practitioners and decision makers with practical guidelines and concrete procedures when using ACs as part of the organisation’s human resource management strategy. Motivation for the study: The past decade has seen significant advances in the science and practice of ACs. Now in its fifth edition, the revised Guidelines seek to provide important information to practitioners and decision makers on a number of factors when used in conjunction with the AC method, namely, technology, validation, legislation, ethics and culture. Main findings: The Guidelines provide specific suggestions and recommendations for using technology as part of the manner of delivery. Issues of culture, diversity and representation are also discussed. New features of the Guidelines include more concrete guidance on how to conduct a validation study as well as unpacking several ethical dilemmas that practitioners may encounter. Of critical importance is a position statement on the use of ACs in relation to new legislation (Employment Equity Amendment Act, Section 8, clause d) pertaining to psychometric testing. Practical/managerial implications: The Guidelines serve as a benchmark of best practice for practitioners and decision makers who intend on, or are currently, using ACs in their organisations. Contribution/value-add: In the absence of formal standards governing the use of ACs in South Africa, the Guidelines provide an important step towards establishing standardisation in the use of the AC method. The Guidelines provide (1) guidance to industrial and organisational psychologists, organisational consultants, human resource management specialists, generalists and the Department of Labour, and others designing and conducting ACs; (2) information to managers deciding whether to introduce AC methods; (3) instructions to assessors taking part in the AC; (4) guidance on the use of technology and navigating diverse cultural contexts; and (5) a reference for professionals on best practice considerations in the use of the AC method

Discourses regarding ethical challenges in assessments - Insights through a novel approach

Orientation: From a pragmatic approach, a novel method called ‘the town hall focus group’ was utilised to provide insight into discourse regarding ethical issues in psychological assessments. This article contributes to the understanding of the practice of ethics in assessments and suggests the use of this particular method to facilitate discourse regarding ethical issues. Research purpose: To illustrate a forum where ethical discourse can occur in a practical fashion in order to deal with the diversity of situations, questions, demands and responsibilities experienced by psychologists. Motivation for the study: Although codes and guidelines on assessment exist, many psychologists feel that despite the existence of ethical beacons, they are often faced with challenges for which no obvious solution is evident. A need exists for ethical discourse by which psychologists grapple with unique situations through an active dialectical process. Research design, approach and method: A qualitative research approach was employed using the town hall focus group. The study was conducted with a convenience sample of 108 psychologists and practitioners. Main findings: The town hall focus group method provided an opportunity and platform for ethical discourse regarding the ethical challenges experienced by psychologists. Practical/managerial implications: This article contributes to the understanding of the practice of ethics in assessments by illustrating a platform for ethical discourse regarding ethical issues experienced in assessments. The town hall method appears to be valuable as it provides a forum to discuss ethical challenges where members are allowed to share their experiences and thus gain access to peer support, insight and shared resources. Contribution/value-add: Although the focus group results are not transferable, this article proposes it as a useful method contributing to the understanding of the ethical issues and challenges experienced in assessments. The novel method applied and described facilitates peer discourse regarding ethical challenges. This method could be replicated and applied in other contexts as a means of contending with ethical challenges within a supportive environment

Design and synthesis of a novel series of cyclohexyloxy-pyridyl derivatives as inhibitors of diacylglycerol acyl transferase 1

Design and synthesis of a novel series of cyclohexyloxy-pyridyl inhibitors of diacylglycerol acyl transferase 1.</p