Split ticket voting in mixed member proportional systems: the hypothetical case of the Netherlands

"In Mixed Member Proportional systems, voters are able to split their vote. To what extent do voters use this opportunity, which voters seem to use this opportunity most and what are the potential consequences of split ticket voting? These questions are answered by comparatively analyzing motives for split ticket voting and factors that facilitate such behavior and apply them to the Dutch situation. Moreover, we employ various simulations based on the last three parliamentary elections in order to assess the potential consequences of split ticket voting under different electoral system proposals. In general, these results indicate that split ticket voting will not have substantial effects on the distribution of seats in parliament." (author's abstract

A triadic approach to assessment centre’s construct validity; The effect of categorising dimensions into a feeling, thinking, power taxonomy

This study examined the influence on construct validity of implementing the triad Feeling, Thinking and Power as a taxonomy for behavioural dimensions in assessment centre (AC) exercises. A sample of 1.567 job applicants participated in an AC specifically developed according to this taxonomy. Each exercise tapped three dimensions, one dimension from each cluster of the taxonomy. Confirmatory Factor Analysis of the multitrait-multimethod matrix showed evidence for construct validity. Thus the ratings matched the a priori triadic grouping to a good extent. Practical implications are discussed

The Transparent Assessment Centre: The Effects of Revealing Dimensions to Candidates

What are the effects of revealing dimensions to candidates in an assessment centre? This question is addressed in two independent studies, using individual exercises. Results in Study 1 showed no difference in construct-related validity between a transparent (N =99) and a non-transparent group of university students (N =50),contrary to previous findings by Kleinmann, Kuptsch, and Köller (1996) and Kleinmann (1997), who used group exercises. Also, mean ratings did not alter, the exception being the dimension 'Sensitivity', which increased slightly after the transparency treatment. Conversely, results in Study 2, which contained a sample of actual job applicants, showed a significant improvement in construct-related validity for the transparent group (N =297) compared with the non-transparent group (N =393). Again, mean ratings did not differ between these two groups. Implications of these findings for practice and suggestions for future research are discussed in this paper