An investigation of the predictive validity and economic utility of the assessment center for the high-management level.

Obtained final ratings on 25 assessment dimensions for 382 candidates for high-level management positions in an Israeli corporation. The ratings were determined by an assessment center process, 2 clinically derived assessment scores, and a mechanically derived assessment score. For 49 of the assessees, scores were also available on a battery of paper-and-pencil cognitive tests. For all Ss, data were obtained on 2 criterion measures over a period of 4 yrs. Both the general intelligence rating formulated in the assessment center and the scores on the cognitive tests were found to be predictively invalid, while the personality measure proved valid. Despite the modest coefficients of predictive validity found for the other assessment center predictors, the economic utility analysis performed with an amended formula demonstrated a cost-effectiveness for the assessment center program. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of command style and group cohesiveness on the performance effectiveness of self-selected tank crews.

94 3-men crews of Israeli male soldiers were studied throughout their performance on routine military activities. Level of cohesiveness was determined through a self-selection sociometric procedure. Command style of tank commanders was assessed with questionnaires. Performance was appraised by unit commanders. Results show only interaction effects of cohesiveness and command style on performance effectiveness. Specifically, performance effectiveness was high in the following combinations: low cohesiveness with command style that emphasizes people orientation and high cohesiveness with emphasis on both task and people orientation. (30 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of rating format on goal-setting dimensions: A field experiment.

Atotal of 10 managers and their 62 subordinates participated in a field experiment that examined the effects of performance appraisal feedback deriving from two rating formats—behavioral observation scales (BOS) and graphic rating scales—on three goal-setting dimensions. Multivariate analyses of variance and a priori t tests revealed, as hypothesized, that the BOS format yielded significantly higher levels of goal clarity, goal acceptance, and goal commitment, the three goal-setting dimensions. Results are discussed in terms of systemic characteristics, that is, a "built-in" focus on specific behaviors, rather than a translation of generic performance dimensions into specific work behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Les centres d'évaluation: Une revue critique de quelques thèmes fondamentaux.

This paper attempts to provide a critical review of some fundamental themes associated with the research on assessment centers. In particular we have concentrated on the assessment process outcomes, on the predictive validity of assessment and on the comparison with traditional selection methods. Aside from reviewing critically and integrating published material we have also outlined current issues and advanced prospective avenues of study. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of crew composition on crew performance: Does the whole equal the sum of its parts?

Varied the composition of Israeli 3-person military crews (mean age 19 yrs) by assigning the male members according to all possible combinations of levels of ability and motivation. Crews performed real military tasks in a military field setting, and unit commanders ranked the effectiveness of their performance at the end of 2 mo of military activity. There were 208 crews, or 624 Ss, in all. Findings show that both ability and motivation had an additive effect on crew performance. Crew composition effects were found for ability but not for motivation. The performance of uniformly high-ability crew members far exceeded the levels expected on the basis of individual crew members' ability, whereas the performance of uniformly low-ability crews fell considerably below the expected level. It is concluded that when crews perform highly interdependent tasks, performance is likely to be affected in a nonadditive manner by crew composition. (35 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Validity of an assessment center for identifying future female officers in the military.

Focused on a comparative evaluation of traditional selection procedures (e.g., selection interviews) with static and dynamic assessment techniques of an assessment center. The latter were designed to identify officer potential of 193 18–19 yr old women applicants for commissioned service in the military. All were admitted to officer's school, regardless of the assessment achievements obtained prior to arrival at the assessment center. The final score attained in officer training served to evaluate the predictive validity of all selection procedures compared. A high multiple correlation was found between assessment center predicting measures and final score in officer training. This validity was substantially higher than that attained in relation to the same Ss using traditional predictors (e.g., selection interviews). (29 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)