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ISSN : 1229-0696
An Assessment Center(AC) consists of a standardized evaluation of behavior based on multiple evaluations including: job-related simulations, interviews and psychological tests. Recently, as many companies have been adopted AC as a selection tool, the importance of AC have been rapidly increased. The general frame work of AC used is called “nested model”. That is, selecting a competence for assessment identifies exercises. However, there have been little researches conducted on the validity of nested AC. Therefore, this study is intended to the validity of nested AC using generalizability theory with G and D study and confirmatory factory analysis. In this study, we use two types of data: AC scores of applicants(n=1,249) and AC scores of incumbents(team manager=105, team member=200). The AC of this study is designed of Structured Interview(SI), which three competencies(responsibility, activity, innovation) are rated by three assessors and Presentation(PT) and Group Discussion(GD), which two competencies(information processing, problem solving / harmony, communication skill) are rated respectively by two assessors. In the result, generalizability analyses indicated that the reliabilities of three exercise were acceptable and exercise effects existed, on the other hand, dimension effects were found especially in SI. But, rater effect was almost not existed. Confirmatory factor analyses results were consistent with the generalizability results. That is, the dimensions of AC could be discriminated, and showed a differential predictive validity. Implications for future research and practice are discussed.
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