Utilizing Elaborated Situational Judgment Tests to Improve Selection, Enhance Training, and Facilitate Workplace Understanding and Cohesion

利用精心设计的情境判断测试来改进选择、加强培训并促进工作场所的理解和凝聚力

• 批准号: 2121275
• 负责人: Peter Harms
• 金额: $ 26.44万
• 依托单位: University of Alabama Tuscaloosa
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-01 至 2024-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2121275&HistoricalAwards=false
• 关键词: Utilizing; Elaborated; Situational; Judgment; Tests

Situational judgment tests (SJTs) are increasingly understood as a valuable tool for predicting organizational performance. However, many researchers have noted that they largely fail to represent the reasons certain actions are judged to be effective in organizational settings than others, or why respondents selected less effective actions. This project will focus on evaluating how elaborated situational judgment tests (ESJTs) – whereby respondents additionally rate the expected effects of responding in different ways to SJT scenarios – can address this limitation. Past work has detailed that ESJTs provide avenues for representing a person’s reasons for selecting different responses to job-relevant situations in the form of graphical causal models. This project will explore how ESJTs can be used to (a) represent how diverse populations (e.g., individuals of different age groups, genders, or ethnicities) understand particular workplace scenarios, (b) represent the role of situational factors in altering the effectiveness of specific organizational behaviors, and (c) provide opportunities for teaching more effective organizational behavior. By bringing these processes to light, EJSTs can be used to not only improve the validity of personnel selection systems and inform more effective workplace training procedures, but also to advance efforts to create a fairer and more inclusive work environment.In Project 1, ratings of the expected effects of different responses to organizational situations within a validated SJT will be collected from both working adults and subject matter experts. These ratings will be used to create new indices of the degree to which employees show an expert’s understanding of the effectiveness of different responses to job situations. These indices will be explored for their ability to predict organizational outcomes such as job performance and satisfaction beyond other valid predictors. In Project 2, a novel set of scenarios will be developed to detail how specific contextual factors (e.g., deadlines, relative organizational rank) alter the reasons for preferring one response to job-relevant situations over others. In Project 3, ESJT-based instruments will be explored as pedagogical tools that can supplement case studies in MBA and other professional programs for teaching effective decision-making, and for detailing how populations with different backgrounds and levels of experience come to perceive and process organizational situations differently. These can then be used to provide more concrete points for discussing how diverse groups come to understand “the same” organizational situations differently, and for teaching employees about the factors that make different responses to organizational situations more or less effective. The project will generate publicly available tools for creating and modeling data from elaborated situational judgment tasks, and for utilizing them effectively in both selection and job training contexts.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

情境法官测试（SJT）越来越理解是预测组织绩效的宝贵工具。但是，许多研究人员指出，他们在很大程度上未能代表某些行动在组织环境中的有效原因而不是其他行动，或者为什么受访者选择了效率较低的行动。该项目将着重于评估详细的情境法官测试（ESJTS）如何解决该限制，因此受访者还对以不同方式对SJT方案进行响应的预期效果进行评分。过去的工作详细介绍了ESJT提供了代表一个人以图形因果模型形式选择对工作相关情况不同的原因的途径。该项目将探讨如何将ESJT用于（a）表示多样化人群（例如，不同年龄段，性别或种族的个人）如何理解特定的工作场所情景，（b）代表情境因素在改变特定组织行为的有效性以及（c）提供更有效的组织行为的机会中的作用。通过揭示这些过程，EJST不仅可以用来提高人员选择系统的有效性，并为更有效的工作场所培训程序提供信息，还可以促进努力，以创建更公平，更包容的工作环境。在项目1中，将从验证的SJT中对不同响应的预期效应的评级将来自验证的SJT内的组织，从而从工作中的成人和受试者中都收集。这些评分将用于创建新的索引，以了解员工对专家对工作情况不同响应有效性的理解的程度。这些指数将因其预测组织成果（例如工作绩效和其他有效预测因素之外的满意度）的能力而进行探索。在项目2中，将开发一组新颖的方案，以详细介绍特定的上下文因素（例如截止日期，相对组织等级）如何改变偏爱与工作相关情况的反应而不是其他情况的原因。在项目3中，将探索基于ESJT的工具作为教学工具，可以补充MBA和其他专业计划的案例研究，以教授有效的决策，并详细介绍具有不同背景和经验水平的人群如何感知和处理组织情况。然后，这些可以用于提供更具体的观点，以讨论各种各样的群体如何以不同的方式理解“相同”的组织情况，以及向员工讲授对组织情况或多或少有效率做出不同响应的因素。该项目将生成可公开可用的工具，用于创建和建模来自精心设计的情境判断任务，并在选择和职业培训环境中有效地使用它们。该奖项反映了NSF的法定任务，并通过使用基金会的知识分子优点和更广泛的影响标准来评估NSF的法定任务。

项目成果

Using field models and elaborated situational judgment tests to represent situational effects on psychological processes and behavior

使用现场模型和详细的情境判断测试来表示情境对心理过程和行为的影响

• DOI: 10.1016/j.cresp.2022.100068
• 发表时间: 2022
• 期刊: Current Research in Ecological and Social Psychology
• 作者: Wood, Dustin;Lowman, Graham H.;Harms, P.D.
• 通讯作者: Harms, P.D.

Using retest-adjusted correlations as indicators of the semantic similarity of items.

使用重新测试调整的相关性作为项目语义相似性的指标。

• DOI: 10.1037/pspp0000441
• 发表时间: 2023
• 期刊: Journal of Personality and Social Psychology
• 影响因子: 7.6
• 作者: Wood, Dustin;Lowman, Graham H.;Armstrong, Benjamin F.;Harms, P. D.
• 通讯作者: Harms, P. D.