Work sample tests.

Thornton, George C.; Kedharnath, Uma

doi:10.1037/14047-029

Cited by 10 publications

(9 citation statements)

References 39 publications

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“…First, across the various exercise types, evidence of fidelity, complexity, and ambiguity (low structure) was observed. The finding of high levels of fidelity is encouraging, given that fidelity is a frequently listed strength of the AC method (Lievens & Schollaert, 2011;Thornton & Kedharnath, 2013). Although job analysis was commonly reported, many of the same exercises were administered to managers from different organizational levels and organizations, meaning that the exercises were not necessarily based on a formal job analysis.…”

Section: Main Findingsmentioning

confidence: 96%

A review of the content, criterion-related, and construct-related validity of assessment center exercises.

Hoffman

Kennedy

LoPilato

et al. 2015

Journal of Applied Psychology

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This study uses meta-analysis and a qualitative review of exercise descriptions to evaluate the content, criterion-related, construct, and incremental validity of 5 commonly used types of assessment center (AC) exercises. First, we present a meta-analysis of the relationship between 5 types of AC exercises with (a) the other exercise types, (b) the 5-factor model of personality, (c) general mental ability (GMA), and (d) relevant criterion variables. All 5 types of exercises were significantly related to criterion variables (ρ = .16-.19). The nomological network analyses suggested that the exercises tend to be modestly associated with GMA, Extraversion and, to a lesser extent, Openness to Experience but largely unrelated to Agreeableness, Conscientiousness, and Emotional Stability. Finally, despite sparse reporting in primary studies, a content analysis of exercise descriptions yielded some evidence of complexity, ambiguity, interpersonal interaction, and fidelity but not necessarily interdependence. (PsycINFO Database Record

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Section: Main Findingsmentioning

confidence: 96%

A review of the content, criterion-related, and construct-related validity of assessment center exercises.

Hoffman

Kennedy

LoPilato

et al. 2015

Journal of Applied Psychology

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“…According to behavioral consistency theory, past behavior is thought to predict future behavior when the past behavior is characterized by high physical, content, situational, psychological, and behavioral fidelity with the future job (Thornton & Kedharnath, 2013). In comparison to behavioral-based selection procedures, rehiring provides an even higher fidelity setting in which behavior is evaluated.…”

Section: Figure 1 Comparisons Of the Boomerang Employee Lifecycle With Internal And External Hire Lifecyclesmentioning

confidence: 99%

Welcome Back? Job Performance and Turnover of Boomerang Employees Compared to Internal and External Hires

Arnold

Iddekinge

Campion

et al. 2020

Journal of Management

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“Boomerang” employees are workers who leave an organization and are later rehired by that same organization. Although many organizations rehire former employees, only a handful of studies have examined this phenomenon. The present study uses a large, longitudinal data set to examine the performance and turnover of boomerang employees rehired into management positions (n = 1,318). Further, we provide some of the first comparisons between boomerang employees and two traditional sources of employees: external hires (n = 20,850) and internal promotions (n = 8,546). Evaluations of job performance before and after being rehired revealed that boomerang managers’ performance tended to remain the same—rather than increase or decrease—after being rehired. Furthermore, boomerang managers performed similarly to internally and externally hired managers in the first year on the job, but both internal and external hires improved more than rehires over time. Internal and external hires were also less likely to turn over from the organization than rehires. Finally, supplemental analyses indicated that boomerang managers who turned over a second time tended to do so for reasons similar to their initial turnover reasons. The overall results call into question some of the assumed benefits of rehiring and suggest that organizations consider factors such as the reason for initial departure, the time horizon of performance, and the availability of other types of hires before considering boomerang employees.

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“…Work sample tests are “high-fidelity assessment techniques that present conditions that are highly similar to essential challenges and situations on an actual job” [ 12 ] (p. 533) and meet the criteria of behavioral sampling and point-to-point correspondence. As discussed above, Schmidt and Hunter [ 3 ] also found in their meta-analysis that work sample tests were the best predictors of job performance.…”

Section: Introductionmentioning

confidence: 99%

Predicting Performance in Higher Education Using Proximal Predictors

2016

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We studied the validity of two methods for predicting academic performance and student-program fit that were proximal to important study criteria. Applicants to an undergraduate psychology program participated in a selection procedure containing a trial-studying test based on a work sample approach, and specific skills tests in English and math. Test scores were used to predict academic achievement and progress after the first year, achievement in specific course types, enrollment, and dropout after the first year. All tests showed positive significant correlations with the criteria. The trial-studying test was consistently the best predictor in the admission procedure. We found no significant differences between the predictive validity of the trial-studying test and prior educational performance, and substantial shared explained variance between the two predictors. Only applicants with lower trial-studying scores were significantly less likely to enroll in the program. In conclusion, the trial-studying test yielded predictive validities similar to that of prior educational performance and possibly enabled self-selection. In admissions aimed at student-program fit, or in admissions in which past educational performance is difficult to use, a trial-studying test is a good instrument to predict academic performance.

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Work sample tests.

Cited by 10 publications

References 39 publications

A review of the content, criterion-related, and construct-related validity of assessment center exercises.

A review of the content, criterion-related, and construct-related validity of assessment center exercises.

Welcome Back? Job Performance and Turnover of Boomerang Employees Compared to Internal and External Hires

Predicting Performance in Higher Education Using Proximal Predictors

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