Dissertations / Theses: 'Situational judgment'

1

Pui, Shuang-Yueh. "Situational Judgment Test: A Measurement of Judgment?" Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1192636656.

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2

Salter, Nicholas P. "A Multitrait-Multimethod Approach to Isolating Situational Judgment from Situational Judgment Tests." Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1244929176.

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3

Conner, Lane A. Guarnaccia Charles Anthony. "Evaluation of the situational judgment test." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3686.

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4

Conner, Lane A. "Evaluation of the Situational Judgment Test." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3686/.

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This research attempts to confirm the reliability and construct validity of a personnel selection instrument called a Situational Judgment Test (SJT) through reliability analysis and factor analysis. The existing literature on SJTs is reviewed, including the advantages of using SJTs in personnel selection as well as the debate on whether SJTs measure a single construct or whether they can be multidimensional depending on the content. The specific SJT in this research was theoretically developed and received expert ratings to assess four general constructs: problem solving, planning, priority setting, and leadership. No support from alpha internal consistency reliability analysis was found for the assembly of these items into the four a priori subscales, thus assembly of these items into the theoretical subscales and scales was not supported.

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5

Broadfoot, Alison A. "RESPONSE INSTRUCTIONS AND FAKING ON SITUATIONAL JUDGMENT TESTS." Bowling Green State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1161283237.

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6

Corser, Grant C. "Using situational affective information as affect in evaluative judgment /." Full text available from ProQuest UM Digital Dissertations, 2006. http://0-proquest.umi.com.umiss.lib.olemiss.edu/pqdweb?index=0&did=1362505251&SrchMode=1&sid=1&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1218555135&clientId=22256.

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7

Mumford, Sally. "The Situational Judgment Test : cognition, constructs and criterion validity." Thesis, University of Sheffield, 2015. http://etheses.whiterose.ac.uk/9597/.

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The Situational Judgment Test (SJT) is a personnel selection test in which a hypothetical scenario is provided, and the applicant asked to choose one or rate multiple answers. Unlike conventional knowledge tests, performance does not rely upon typical academic intelligence. A key requirement of research is to fully understand the construct validity, criterion validity and SJT theory. This thesis is a set of 3 studies that investigates firstly, the construct validity of an SJT in medicine, secondly, establishes a new construct of interest to the SJT (formal operational thought, FOT) and thirdly, investigates FOT in relation to both the construct and criterion validity of an SJT in medicine. In study 1 a current model of the construct validity of the SJT was examined alongside two measures assessing individual differences that are not currently included in SJT theory (‘Need for Cognition’ and ‘Occupational Self-Efficacy’) with the aim of increasing the amount of variance explained in SJT scores. Neither existing theory nor the additional variables significantly explained SJT performance. Inspection of the literature revealed aspects of intelligence previously unexplored in relation to the SJT; fluid intelligence and FOT. A new measure of FOT was validated and FOT was conceptualised as a higher level ability for complex reasoning, independent to that used for primary cognitions. Study 3 then assessed FOT, SJT performance, academic attainment and job performance within medical students. FOT scores did not significantly explain variance in the SJT scores. However, they had incremental validity over the SJT in explaining actual job performance. The studies demonstrate that introducing FOT yielded additional unique variance over the SJT when explaining job performance and that this concept is a higher level thought store, independent of procedural and declarative knowledge stores. These ideas are presented in a theoretical model integrating existing intelligence and SJT theory.

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8

Colakoglu, Zeliha Ruhsar. "Establishing The Validity Of A Leadership Based Situational Judgment Test." Master's thesis, METU, 2013. http://etd.lib.metu.edu.tr/upload/12615673/index.pdf.

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The aim of this study was to develop a leadership measure using situational judgment test (SJT) methodology and to evaluate both construct and criterion-related validity of the developed SJT with respect to a well established measure of leadership, the Leadership Opinion Questionnaire (LOQ). In this study, it was hypothesized that task-oriented leadership-based SJT (SJT-T) is positively related to the supervisors&rsquo
and subordinates&rsquo
ratings of task-oriented leadership as assessed by the LOQ and relationship-oriented SJT (SJT-L) would be positively related to the supervisors&rsquo
and subordinates&rsquo
ratings of the relationship-oriented leadership as assessed by the LOQ. The data were collected from supervisors (N = 87) and their subordinates (N = 160) in a government organization in Ankara. The results indicated that the expected division of SJT-T and SJT-R was not possible. Therefore, rather than developing two SJTs measuring task- and relationship-oriented leadership, a decision was made to develop a general SJT-L measuring context-specific leadership and the hypotheses were tested on an exploratory basis without making a distinction between SJT-T and SJT-R. It was found that the relationship between the SJT-L and supervisors&rsquo
self ratings for task-oriented LOQ was significant but in the unexpected direction. However, the relationship between the SJT-L and subordinates&rsquo
ratings for their supervisors&rsquo
relationship-oriented leadership, using the LOQ, was positive and significant. Lastly, SJT-L was found to be a significant and unique predictor of subordinates&rsquo
ratings of leadership performance. Limitations of the study are acknowledged and results are discussed along with some suggestions for future research.

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9

Miller, Daniel S. "The effects of scoring technique on situational judgment test validity." Master's thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4806.

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Situational Judgment Tests (SJTs) are frequently used by organizations as a face-valid selection measure with low adverse impact and a relatively strong relationship with relevant criteria. Despite their common use, there remain several research questions regarding the theoretical foundations and characteristics of SJTs. Additionally, developments in SJT scoring provide fertile ground for research to validate new scoring techniques to better predict criteria of interest. Motowidlo and his colleagues (2006) recently developed a scoring technique for SJTs based on the principle of Implicit Trait Policies (ITPs) which are implicit beliefs concerning the effectiveness of different behavioral choices that demonstrate varying levels of targeted traits. Individuals high in these targeted traits will rate item responses that demonstrate high levels of that particular trait as more effective. Taking into consideration this new method, and also considering the multitude of scoring methods already available to test developers, it logically follows that these different scoring methods will have different correlations with constructs of interest, and that by using this new method it may be possible to achieve a much higher correlation with personality. The effects of scoring technique on relationships between SJT scores and constructs of interest such as personality will in turn have effects on the criterion validity of the SJT. This research explored how scoring methods affected the relationship SJT scores have with general mental ability, personality traits, typical performance, and maximum performance. Results indicated significant differential validity as a function of the respondents' race. For minority participants, SJT scores predicted "maximum performance ratings" in a simulation exercise but not "typical performance ratings" provided by familiar peers. However, the reverse was true for Caucasian participants.; The two scoring methods demonstrated differential validity. However, the nature of these differences varied as a function of the performance dimension in question (i.e., agreeableness, extraversion). Implications for future research will be discussed as well as the practical implications of these findings.
ID: 031001501; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Title from PDF title page (viewed July 26, 2013).; Thesis (Ph.D.)--University of Central Florida, 2011.; Includes bibliographical references (p. 203-226).
Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational Psycholog Track

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10

Bess, Tammy L. "Exploring the Dimensionality of Situational Judgment: Task and Contextual Knowledge." Thesis, Virginia Tech, 2001. http://hdl.handle.net/10919/31686.

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This paper investigated the suggestion that situational judgment is a multidimensional evaluation methodology that assesses task and/or contextual job knowledge, and in any given situational judgment test (SJT), there may be items that better tap contextual knowledge while other items may better tap task knowledge. 233 undergraduate students completed questionnaires containing a situational judgment test, personality questionnaire, and cognitive ability test. Results supported the hypothesis that suggested personality significantly predicts contextual knowledge over and above cognitive ability, but did not support the prediction that cognitive ability significantly predicts task knowledge above and beyond personality. Preliminary results suggest that the lack of support for H2 may be due to the SJT utilized in this study, which appears to have tapped primarily contextual knowledge domains. Implications and directions for future research are suggested.
Master of Science

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11

Trippe, David Matthew. "An evaluation of the construct validity of situational judgment tests." Thesis, Virginia Tech, 2002. http://hdl.handle.net/10919/35795.

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Situational judgment tests are analogous to earlier forms of "high fidelity" simulations such that an ostensible paradox emerges in the consistent finding of criterion-referenced validity but almost complete lack of construct validity evidence. The present study evaluates the extent to which SJT's can demonstrate convergent and discriminant validity by analyzing a SJT from a multitrait-multimethod perspective. A series of hierarchically nested confirmatory factor models were tested. Results indicate that the SJT demonstrates convergent and discriminant validity but also contains non-trivial amounts of construct-irrelevant method variance. Wide variability in the content and validation methods of SJT's are discussed as the reason previous attempts to find construct validity have failed.
Master of Science

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12

Swander, Carl Joseph. "Video-Based Situational Judgment Test Characteristics: Multidimensionality at the Item Level and Impact of Situational Variables." Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/27720.

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A new approach was taken to identify a specific construct or dimension being measured by a video-based situational judgment test (VBSJT). Appropriate exertion of control was specifically explored in relation to a VBSJT test designed for entry-level selection of law enforcement officers. Ratings from ten law enforcement experts were utilized to identify this construct. The VBSJT items scored toward overexertion of control were significantly related to performance (r = .23) in a sample of 334 incumbent police officers, capturing a large portion of the effective variance of the test which had an overall validity of r = .34. Situational variables within the items were then compared to ratings of exertion of control within a sample of 5426 applicants. General provocation toward overexertion of control and ethnicity significantly affected appropriate exertion of control. Gender and likeability also had significant impact on appropriate exertion, but the practical significance was limited. Specific character manipulations (i.e., rudeness, aggressiveness, pleasantness, cooperativeness, sympathy, and suspiciousness) also had a significant impact on appropriate exertion of control. Specific information manipulations (i.e., warrants, complaints, contemptible crimes and laws being broken) also had an impact on appropriate exertion of control. Some unexpected findings suggest that the character manipulations may actually override the effect of other provocation. The overexertion of control scale was also applied to test hypotheses about the likely behavior of police officers. It was found that the location of the organization had an affect on overexertion of control. Contrary to the hypothesis, suburban locations had more overexertion of control than urban locations. Length of tenure for police officers did not have an effect on overexertion of control. This difference did not affect validity across organizations. Implications and further research are discussed.
Ph. D.

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13

Grant, Kaci Lyn. "The Validation of a Situational Judgment Test to Measure Leadership Behavior." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/64.

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Assessment centers, although useful for assessing behaviors and competencies associated with a targeted construct, can be low in economic utility. The current study sought to validate a situational judgment test (SJT) that was developed as an alternate form of assessment for a leadership development program. The first study examined the content validity of the SJT by performing retranslation on item stems and calibration of the item responses. The second study examined alternate forms reliability between the two forms of the leadership SJT that were developed. The third and final study evaluated the relationship between assessment center performance scores and SJT scores by demonstrating their convergent validities. Results from Study 1 demonstrated that the SALSA© test was a content valid measure of leadership ability. Results from Study 2 demonstrated that all available items from SALSA© could be used to make two forms of the test that demonstrate good alternate forms reliability. Finally, Study 3 suggests a moderate correlation between the assessment center and situational judgment test. Future research should focus on the underlying issues pertaining to significant group differences between English as primary language and English as second language students. Alternate developmental procedures, especially with alternate form assignment, should also be considered.

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14

Linkletter, Sarah. "The Effects of Social Desirability on Situational Judgment Tests in Organizational Selection." Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/36441.

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Organizational contexts use Situational judgment tests (SJTs) to assess and select individuals for competitive positions. As with other standardized assessments, threats to validity must be identified, examined, and communicated. As such, this research aims to identify the effects of socially desirable responding on the validity of an SJT used in a competitive selection process, and to identify if response latency provides insight into the identification of socially desirable responding. Participants in a competitive organizational selection process were administered an online assessment and the Balanced Inventory of Desirable Responding (BIDR). No significant correlations were identified between social desirability and the online assessment; however, this research provides evidence to suggest that participants who had shorter response latencies were less likely to participate in social desirability responding.

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15

Whelpley, Christopher E. "How to Score Situational Judgment Tests: A Theoretical Approach and Empirical Test." VCU Scholars Compass, 2014. http://scholarscompass.vcu.edu/etd/3592.

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The purpose of this dissertation is to examine how the method used to a score situational judgment test (SJT) affects the validity of the SJT both in the presence of other predictors and as a single predictor of task performance. To this end, I compared the summed score approach of scoring SJTs with item response theory and multivariate items response theory. Using two samples and three sets of analyses, I found that the method used to score SJTs influences the validity of the test and that IRT and MIRT show promise for increasing SJT validity. However, no individual scoring method produced the highest amount of validity across all sets of analyses. In line with previous research, SJTs added incremental validity in the presence of GMA and personality and, again, the method used to score the SJT affected the incremental validity. A relative weights analysis was performed for each scoring method across all the sets of analyses showing that, depending on the scoring method, SJT score may account for more criterion variance than either GMA or personality. However, it is likely that the samples were influenced by range restriction present in the incumbent samples.

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16

Biga, Andrew. "Measuring Diversity Management Skill: Development and Validation of a Situational Judgment Test." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002262.

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17

Stagl, Kevin. "The Construct Validity of a Situational Judgment Test in a Maximum Performance Context." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3670.

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A Predictor Response Process model (see Ployhart, 2006) and research findings were leveraged to formulate research questions about, and generate construct validity evidence for, a new situational judgment test (SJT) designed to measure declarative and strategic knowledge. The first question asked if SJT response instructions (i.e., 'Should Do', 'Would Do') moderated the validity of an SJT in a maximum performance context. The second question asked what the upper-bound criterion-related validity coefficient is for SJTs in talent selection contexts in which typical performance is the criterion of interest. The third question asked whether the SJT used in the present study was fair for gender and ethnic-based subgroups according to Cleary's (1968) definition of test fairness. Participants were randomly assigned to complete an SJT with either 'Should Do' or 'Would Do' response instructions and their maximum decision making performance outcomes were captured during a moderate fidelity poker simulation. The findings of this study suggested knowledge, as measured by the SJT, interacted with response instructions when predicting aggregate and average performance outcomes such that the 'Should Do' SJT had stronger criterion-related validity coefficients than the 'Would Do' version. The findings also suggested the uncorrected upper-bound criterion-related validity coefficient for SJTs in selection contexts is at least moderate to strong ([beta] = .478). Moreover, the SJT was fair according to Cleary's definition of test fairness. The implications of these findings are discussed.
Ph.D.
Department of Psychology
Sciences
Psychology

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18

Huang, Jessie. "Situational Context, Philosophical Belief, and Moral Constructs: The Multifaceted Nature of Moral Judgment." Scholarship @ Claremont, 2014. http://scholarship.claremont.edu/cmc_theses/809.

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Recent studies have shown that different free will beliefs affect moral behavior. The purpose of the current study was to investigate whether different free will beliefs also influence moral judgment. College students (N = 56) were randomly assigned to one of three framing manipulations: free will, determinism, or neutral. They then read three morally questionable scenarios that differed by situational context. Following each scenario, participants completed a moral judgment questionnaire that measured four moral constructs: moral evaluation, moral responsibility, justification, and punishment. Finally, participants completed a Free Will & Determinism Questionnaire (FWD-Q) that measured their lay beliefs in free will and determinism. For analysis, we grouped participants according to their reported FWD-Q scores into one of three groups: free will, determinism, or compatibilism. We found that different free will beliefs influenced moral judgment to a small degree, but not in the ways that we predicted. Our results show that situational context affects moral judgment much more than lay philosophical beliefs regarding free will. Future studies should examine whether this still holds true for older adults with more developed worldviews.

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19

Persich, Michelle Ruth. "Applying the Situational Judgment Test Method to Assess Individual Differences in Health Competence." Thesis, North Dakota State University, 2017. https://hdl.handle.net/10365/28047.

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People regularly make decisions about their health, yet they clearly differ in their ability to successfully make healthy decisions. We sought to understand this important individual difference by developing a scenario-based measure of health competence (HC) modeled from the Situation Judgment Test (SJT) method. People were required to judge certain responses to health-related scenarios in terms of how healthy the response was and the likelihood that they would enact the response. In study 1, we showed that those with high HC scores tended to participate in less risky health behaviors and more protective health behaviors. In study 2, we used a daily diary methodology to show that HC scores were predictive of daily substance use, healthy eating, impulsivity, and coping. These findings suggest that this HC assessment will contribute to our knowledge of how people make health decisions and how those decisions affect their health.

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20

Gunter, James S. "How do situational judgments sic] tests and situational interviews compare? an examination of construct and criterion-related validity." Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4590.

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This study replicated and extended an earlier study by Banki and Latham (2010) and developed an equivalent SJT and SI in order to examine whether the two methods correlated differently with cognitive ability, personality, job experience, and job performance. The results of this study showed that the SJT and SI only correlated .20 and that the correlations for the SI with Extraversion, customer service experience, and overall work experience were significantly different from the correlations for the SJT. Participants felt that the SJT and SI provided the same opportunity to perform one's skills and level of scoring consistency. However, participants felt significantly more anxiety during the SI than the SJT. The practical and theoretical implications of these findings are discussed.
ID: 029050814; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Thesis (Ph.D.)--University of Central Florida, 2010.; Includes bibliographical references (p. 169-192).
Ph.D.
Doctorate
Department of Psychology
Sciences

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21

Freudenstein, Jan-Philipp [Verfasser]. "Underlying Psychological Processes of Situational Judgment Tests: Towards a Theory-Driven Integration of Person-Situation Interactions / Jan-Philipp Freudenstein." Berlin : Freie Universität Berlin, 2020. http://d-nb.info/1218076046/34.

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22

Conway, Jeffrey S. "The Invention of Lying (at Work): The Development and Validation of a Situational Judgment." Scholar Commons, 2014. https://scholarcommons.usf.edu/etd/5204.

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The focus of the current dissertation was on the construction and validation of a situational judgment test (SJT) assessing lying/dishonesty in the workplace. The scale was designed to have two dimensions corresponding to two needs based on Socioanalytic Theory: (1) the need to get along and (2) the need to get ahead. Three studies were undertaken in order to create items, pilot test items, and assess both the construct and criterion-related validity of the scale. The result of Study 1 was a pilot-tested scale with six SJT items corresponding to each of the two SJT dimension (12 items total). The dimensions of the new SJT are referred to in the paper as LAl (lying to get along) and LAh (lying to get ahead). Study 2 examined convergent and discriminant validity as well as the nomological network of other individual difference variables expected to be related to LAl and/or LAh. The results of Study 2 largely supported the construct validity of the overall scale but many of the personality constructs based on the Five Factor Model (FFM) were not related to LAl or LAh. In Study 3, LAl and LAh were unrelated to several aspects of supervisor rated performance as well turnover intentions and objective career outcomes (e.g., promotions). The primary contribution of the dissertation was the creation of a construct valid SJT measuring lying in organizations whose dimensions could be assessed reliably using coefficient alpha as opposed to test-retest reliability. Future research directions and limitations of the study are discussed in the final section of the dissertation.

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23

Pöttker, Jens. "Personaldiagnostik in Ausbildungsberufen des Handwerks Entwicklung eines Situational-Judgment-Tests und Überprüfung verschiedener Scoringmethoden." Münster Verl.-Haus. Monsenstein und Vannerdat, 2009. http://d-nb.info/999221310/04.

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24

Teng, Yuejia. "Capturing Resilience in Context: Development and Validation of a Situational Judgment Test of Resilience." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/7098.

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The current study developed a 40-item situational judgment test (SJT) to measure resilience in context. Undergraduate samples were used in the study and situational stems of the SJT consisted of both daily stressors and major life crises; each response alternative was designed to reflect one of five resilience-related factors. A crowd-sourcing method was utilized to create scoring keys for the SJT. The Resilience SJT demonstrated good psychometric properties, and showed evidence of construct and criterion-related validity. The SJT scores moderately correlated with scores from two resilience Likert scales, a hardiness scale as well as a negative affect scale. Compared to the two Likert-type resilience scales, the SJT demonstrated less overlap with hardiness, positive affect, and negative affect. Moreover, the SJT showed incremental validity in predicting global adjustment, but not academic achievement or college satisfaction, above and beyond the two other resilience measures. Lastly, the study examined different modes of resilient behavior and captured individuals’ mode choice tendencies for resilient responses to adverse situations. The Resilience SJT appears to be a viable alternative to capture resilience. Implications and limitations were discussed.

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25

Wei, Min. "A Structural and Psychometric Evaluation of a Situational Judgment Test: The Workplace Skills Survey." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc799488/.

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Some basic but desirable employability skills are antecedents of job performance. The Workplace Skills Survey (WSS) is a 48-item situational judgment test (SJT) used to assess non-technical workplace skills for both entry-level and experienced workers. Unfortunately, the psychometric evidence for use of its scores is far from adequate. The purpose of current study was two-fold: (a) to examine the proposed structure of WSS scores using confirmatory factor analysis (CFA), and (b) to explore the WSS item functioning and performance using item response theory (IRT). A sample of 1,018 Jamaican unattached youth completed the WSS instrument as part of a longitudinal study on the efficacy of a youth development program in Jamaica. Three CFA models were tested for the construct validity of WSS scores. Parameter estimations of item difficulty, item discrimination, and examinee’s proficiency estimations were obtained with item response theory (IRT) and plotted in item characteristics curves (ICCs) and item information curves (IICs). Results showed that the WSS performed quite well as a whole and provided precise measurement especially for respondents at latent trait levels of -0.5 and +1.5. However, some modifications of some items were recommended. CFA analyses showed supportive evidence of the one-factor construct model, while the six-factor model and higher-order model were not achieved. Several directions for future research are suggested.

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26

Flannery, Nicholas Martin. "Investigating the Convergent, Discriminant, and Predictive Validity of the Mental Toughness Situational Judgment Test." Diss., Virginia Tech, 2020. http://hdl.handle.net/10919/99062.

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This study investigated the validity of scores of a workplace-based measure of mental toughness, the Mental Toughness Situational Judgment Test (MTSJT). The goal of the study was to determine if MTSJT scores predicted supervisor ratings 1) differentially compared to other measures of mental toughness, grit, and resilience, and 2) incrementally beyond cognitive ability and conscientiousness. Further, two machine learning algorithms – elastic nets and random forests – were used to model predictions at both the item and scale level. MTJST scores provided the most accurate predictions overall when model at the item level via a random forest approach. The MTSJT was the only measure to consistently provide incremental validity when predicting supervisor ratings. The results further emphasize the growing importance of both mental toughness and machine learning algorithms to industrial/organizational psychologists.
Doctor of Philosophy
The study investigated whether the Mental Toughness Situational Judgment Test (MTSJT)– a measure of mental toughness directly in the workplace, could predict employees' supervisor ratings. Further, the study aimed to understand if the MTSJT was a better predictor than other measures of mental toughness, grit, resilience, intelligence, and conscientiousness. The study used machine learning algorithms to generate predictive models using both question-level scores and scale-level scores. The results suggested that the MTSJT scores predicted supervisor ratings at both the question and scale level using a random forest model. Further, the MTJST was a better predictor than most other measures included in the study. The results emphasize the growing importance of both mental toughness and machine learning algorithms to industrial/organizational psychologists.

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Flannery, Nicholas M. "Development of the Mental Toughness Situational Judgment Test: A Novel Approach to Assessing Mental Toughness." Thesis, Virginia Tech, 2018. http://hdl.handle.net/10919/83922.

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Mental toughness (MT) has been shown to predict outcomes across a variety of high-stress contexts such as athletics, the military, and the workplace. Despite this, researchers have struggled to reach consensus regarding how best to conceptualize and measure MT. Specifically, MT assessments have focused on measuring general MT rather than domain-specific MT. The current study proposes a measurement model of MT grounded in social-cognitive theory and introduced an assessment of MT within a situational judgment test framework to assess MT in the workplace. Participants completed a battery consisting of the new measure as well as measures intended to establish construct validity. Factor analyses suggested a three-factor solution fit the data best. Furthermore, cross-structure analyses indicated that the new assessment avoided common-method bias in responding, as evident by weak correlations with measures of other constructs.
Master of Science
Mental toughness (MT) has been shown to be a resource that buffers against the negative effects of distress and predicts outcomes across a variety of settings, including the workplace. However, widely used self-report MT questionnaires have numerous issues, such as a lack of context. The current study addressed a number of these issues by creating a measure of MT wherein respondents were given a workplace situation and asked the likelihood that they would respond in a variety of manners, thereby assessing MT as relevant to the workplace context. Three factors of MT were most prominent – task persistence, emotional control, and utilization of feedback. The measure introduced in the current study had small associations with existing self-report measures of MT, personality, and distress, suggesting that the new method of measuring MT avoided some issues inherent to self-report responding. This research laid promising groundwork for the future assessment of MT in the workplace.

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28

Smith, Michael Robert. "Initial development and validation of the Entrepreneurial Orientation Profile Inventory (EOPI)." Diss., Kansas State University, 2011. http://hdl.handle.net/2097/8550.

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Doctor of Philosophy
Department of Psychology
Ronald G. Downey
Entrepreneurship represents an important path to job creation, product development and organizational competitive advantage. Therefore, the identification and retention of entrepreneurial talent is of primary importance. The Entrepreneurial Orientation Profile Inventory (EOPI) was developed to evaluate the Proactiveness, Innovativeness and Risk-Taking dimensions of Entrepreneurial Orientation using a situational judgment test (SJT) testing methodology. The current research outlines the initial development of the testing items and provides a preliminary review of the process used to develop a scoring key and evaluate the psychometric properties of the measure among two independent samples. Study 1 focused on developing a key to score and evaluate data in subsequent samples. In Study 1, 49 adult workers provided ratings regarding the most and least effective response to 12 business-related scenarios designed to measure the Proactiveness, Innovativeness and Risk-Taking dimensions of Entrepreneurial Orientation. Interrater consistency analyses were conducted to determine the correct rank order of the response options within the most and least effective response conditions. In the most effective condition, raters reached consensus on the correct ranking of the response options for 7 of the 12 items. In the least effective condition, raters reached consensus on the correct ranking of the response options for 9 of the 12 items. The highest ranked response option was identified as the “correct” response and used as a scoring key in Study 2. This finding suggests individuals are generally better at identifying a single best ineffective solution to a business-related problem, but less effective at identifying a single best effective solution to a business-related problem. Thus, when using an SJT format to evaluate business-related problems, asking respondents to identify the least effective responses is likely to provide better identification of a “correct” response. Items for which the adult sample reached agreement were retained for further examination in Study 2. Study 2 was conducted to evaluate the impact of three response option instruction and scoring methodologies (i.e., “most effective”, least effective” or a combined “most and least effective”) on the reliability and validity of the EOPI measure. Using a sample of 188 undergraduate students, the construct and criterion validity of the EOPI measure as a unidimensional composite and at the item level was evaluated. Across the three conditions, the results of the construct and criterion validity analyses generally failed to support the EOPI instrument as an effective method to evaluate Entrepreneurial Orientation at the composite level. The modest correlation coefficients among the criteria variables suggest a potentially broader measurement issue with currently available measures of Entrepreneurship in general. Within the “least effective” response instruction condition, minor significant results were found at the item level. A review of these items provides insight into how modifications of EOPI items may facilitate future item development. Further, the current research also suggests that biographical data may provide insight into the measurement of Entrepreneurial Orientation. A biodata-based unidimensional composite of Entrepreneurial Behavior was found to be both marginally reliable and significantly related to an alternative measure of Entrepreneurial Orientation. The development of additional biodata items that correlate with the current items is likely to improve the psychometric properties of the Entrepreneurial Orientation composite and provide insight into the role of previous experience as a valid and reliable indicator of Entrepreneurial Orientation and Entrepreneurship behaviors.

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Findlay, Rolanda A. "The Development of a Hybrid Scoring Key for a Situational Judgment Test Designed for Training Evaluation." Thesis, Virginia Tech, 2007. http://hdl.handle.net/10919/42712.

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As a low fidelity work simulation, Situational Judgment Tests (SJTs) are an affordable and practical way of empirically linking training and on-the-job performance, thereby providing a viable means of evaluating training effectiveness. An issue, when utilizing SJTs, is deciding the appropriate manner in which the SJT should be scored. Traditional SJT scoring methodologies, while successfully utilized for selection and prediction, pose specific challenges when applied to a SJT designed to evaluate the effectiveness of a training program. This study discusses the shortcomings of traditional SJT scoring methodologies when used in the evaluation context. To overcome these challenges, an innovative scoring methodology, the Hybrid methodology, is presented. This study provides the detailed description of the Hybrid scoring key creation, and compares the Hybrid scoring key with two traditional scoring keys (Subject Matter Expert (SME) and Respondent-based scoring keys). Responses from a military training program are utilized to illustrate the distinctive effects of using the three different scoring approaches. The superiority of the hybrid scoring key, due to increased confidence in the keyâ s accuracy, and findings regarding training evaluation are discussed. Future research directions and practical applications of the research are also discussed.
Master of Science

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30

Brady, Michael. "A Situational Judgment Test of Self-Control and its Relationship to Academic Performance: Development of a New Measure." Wright State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1559693052519396.

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31

Kaminski, Katarina Karoline [Verfasser]. "Situational Judgment Tests und Kontextspezifität. Überprüfung des Einflusses von Sozialer Erwünschtheit und Überprüfung der Konstruktvalidität eines stark kontextspezifischen Situational Judgment Tests anhand des TEFEM (Test zur Erfassung von Führungs- und Entscheidungsverhalten im Militär) / Katarina Karoline Kaminski." Hamburg : Helmut-Schmidt-Universität, Bibliothek, 2017. http://d-nb.info/1143130405/34.

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Toumbeva, Tatiana Haralinova. "Development and Validation of a Situational Judgment Test that Assesses Managerial Effectiveness in Providing Family-Friendly Supervision." Bowling Green State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1536176407039904.

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33

Tam, Ka Keung. "Situational influences on moral orientation and moral judgment of the Chinese people : theoretical exploration and empirical validation." HKBU Institutional Repository, 2004. http://repository.hkbu.edu.hk/etd_ra/541.

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Auer, Isabel, and Sofia Zingmark. "Arbetspsykologisk testning : Vad mäter ett situationsbaserat bedömningstest?" Thesis, Stockholms universitet, Psykologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-100159.

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Tidigare forskning har varit oenig gällande vad ett SJT (situational judgment test) mäter. Studiens syfte är att undersöka vad SJT mäter genom att korrelera SJT-poängen med poängen på personlighets- respektive begåvningstest. Ytterligare en frågeställning är huruvida SJT skulle kunna vara ett användbart komplement till övriga arbetspsykologiska test. Totalt genomförde 130 personer fyra olika test; ett SJT, ett personlighetstest samt två begåvningstest (ett logiskt och ett matematiskt test). Resultatet av en regressionsanalys, med poängen på conscientiousness, agreeableness och g-faktorn som prediktorer av SJT-poäng, gav R = .31 och Adj R2 = .07. I linje med ett flertal andra studier blev conscientiousness och g-faktorn signifikanta prediktorer till SJT. Ytterligare studier krävs dock för att bekräfta vilket konstrukt SJT faktiskt mäter.

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Möller, Jan Henning [Verfasser]. "Kundenorientierung im Hotelfach : die Entwicklung und Validierung eines Situational Judgment Tests / Jan Henning Möller. [Westfälische Wilhelms-Universität Münster]." Münster : Verl.-Haus Monsenstein und Vannerdat, 2010. http://d-nb.info/1010146254/34.

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Wade, Ashley N. "An Evaluation of Alternate Forms of Reliability of the Situational Assessment of Leadership: Student Assessment (SALSA©)." TopSCHOLAR®, 2011. http://digitalcommons.wku.edu/theses/1059.

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The primary goal of the current study was to re-evaluate, revise, and abbreviate alternate forms of the Situational Assessment of Leadership: Student Assessment (SALSA©) developed by Grant (2009). Archival response sets collected from individuals with extensive experience in leadership who were administered either the full-length SALSA© or Form A or B in previous studies. A total of 80 individual response sets comprised the final sample. Items were categorized by p-value and Subject Matter Expert ratings gathered from the previous study. Items were then selected based on a combination of difficulty and item-total correlation (ITC) values. Selected items were paired based on ITC, and randomly assigned to either Form A or Form B. The newly created forms yielded acceptable alpha coefficients, indicating satisfactory reliability. The coefficient of equivalence between the two forms was high, indicating that the two tests are acceptable alternate forms of the SALSA©.

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Weyhrauch, William Stewart. "A mindset for strategic thinking: developing a concept and measure." Diss., Kansas State University, 2016. http://hdl.handle.net/2097/32581.

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Doctor of Philosophy
Department of Psychological Sciences
Satoris S. Culbertson
Developing effective strategic thinkers in an organization requires a dedication to early identification, selection, development, and practice, along with the conceptual understanding and measurement tools to make it happen. In support of this, the current research focused on three objectives: 1) establishing theoretical support across multiple disciplines for the concept of a strategic thinking mindset, 2) developing the Strategic Thinking Mindset Test (STMT) using situational judgment test methodology for the U.S. Army, and 3) evaluating the results of a pilot test of the STMT for reliability and construct validity. The STMT focuses on three characteristics of a strategic mindset: Flexibility, Humility, and Inclusiveness. These characteristics were derived from themes found common to strategic thinking literature across the disciplines of psychology, management, and military science. In all stages of this research, officers and non-commissioned officers of the U.S. Army served as participants. The first three stages involve the development and keying of content for the STMT. A sample of 125 participants provided scenarios in Stage 1. In Stage 2, 75 participants gave feedback on the scenarios and provided realistic response options. In Stage 3, 224 participants rated the response options according to expression of the characteristic and effectiveness. In Stage 4, the pilot version of the STMT was administered to 229 participants, along with several other measures used to establish construct validity evidence. The results of the pilot test revealed that, although there is some evidence supporting the construct validity of the STMT as a three-factor test of flexibility, humility, and inclusiveness, the overall profile of evidence suggests that the construct(s) being measured are unclear. Low inter-item correlations contribute to a low internal consistency in the measure, which further limits the STMT’s use as a predictor. The pilot test revealed interesting results related to cognitive ability, specifically a negative relationship between the mindset and cognitive ability under best/worst response instructions, rather than a positive relationship or no relationship, as was the case under most/least likely response instructions. Future research recommendations are discussed in the areas of SJT development, scoring, format, and the further refinement and measurement of the strategic thinking mindset.

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Shoemaker, Jonathan Adam. "Construct validity of situational judgment tests : an examination of the effects of agreeableness, organizational leadership culture, and experience on SJT responses." [Tampa, Fla] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0001949.

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Mafi, Kermanshahi Elham. "Investigating Reliability and Construct Validity of Situational Test of Socio-Emotional Competencies in the Iranian Context." Doctoral thesis, Universitat Autònoma de Barcelona, 2021. http://hdl.handle.net/10803/671378.

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El present estudi analitza la fiabilitat i la validesa de constructe del Test Situacional del Desenvolupament de Competències Socioemocionals en el context d’Iran. Per això es va traduir el test, es va validar per experts, es va fer una administració pilot i es va dissenyar un estudi exploratori no experimental amb la versió iraniana del test (SSECDT) que va ser administrada a 250 nens (amb edats de 12 a 15 anys) d’ambdós sexes que estudiaven en diferents instituts de Tehran. Les dades van ser analitzades a partir de a) les alfes de Cronbach per a estimar la fiabilitat del test, b) els coeficients de correlació intraclasse per analitzar la consistència interna de les puntuacions dels cinc experts que van avaluar el contingut del test, c) una anàlisi factorial exploratòria per a calcular la validesa interna del test, i finalment d) una anàlisi factorial confirmatoria utilitzant LISREL 8.8 per a provar l’estructura de la versió persa del SSECDT. Els resultats de l’anàlisi van revelar que la versió persa del test desenvolupat per Sala-Roca et al. (2016) tenia una consistència interna significativa a partir dels índexs de fiabilitat dels components del test. En segon lloc, l’anàlisi va revelar la validesa del test a partir dels anàlisis dels jutges utilitzant el mètode Delphi. En tercer lloc, l’anàlisi factorial exploratòria, en que es va realitzar una rotació varimax, va mostrar una validesa interna significativa del test. En quart lloc, l’anàlisi confirmatòria va comprovar la validesa de constructe de la versió persa amb un model que presenta sis variables latents: autoestima, assertivitat, comprensió de les emocions dels altres, comprensió de les pròpies emocions, autoregulació, i regulació de les emocions dels altres. L’anàlisi també va identificar una variable latent superior etiquetada como SSEST. Els resultats tenen implicacions pràctiques tant en la psicologia clínica com a educativa i l’investigació sociològica.
El presente estudio pretende investigar la fiabilidad y la validez de constructo del Test Situacional del Desarrollo de Competencias Socioemocionales en el contexto de Iran. Para ello se realizó una traducción del test, una validación por expertos, una administración piloto y se diseñó un estudio exploratorio no experimental con la versión iraniana del test (SSECDT) que fue administrada a 250 niños (con edades de 12 a 15 años) de ambos sexos que estudiaban en diferentes institutos de Tehran. Los datos fueron analizados a partir de a) las alfas de Cronbach para estimar la fiabilidad del test, b) los coeficientes de correlación intraclase para analizar la consistencia interna de las puntuaciones de los cinco expertos que evaluaron el contenido del test, c) un análisis factorial exploratorio para calcular la validez interna del test, y finalmente d) un análisis factorial confirmatorio utilizando LISREL 8.8 para probar la estructura de la versión persa del SSECDT. Los resultados del análisis revelaron que la versión persa del test desarrollado por Sala-Roca et al. (2016) tenía una consistencia interna significativa a partir de los índices de fiabilidad de los componentes del test. En segundo lugar, el análisis reveló la validez del test a partir del análisis de los jueces utilizando el método Delphi. En tercer lugar, el análisis factorial exploratorio en que se realizó una. Rotación varimax mostró una significativa validez interna del test. En cuarto lugar, el análisis confirmatorio comprobó la validez de constructo de la versión persa con un modelo que presenta seis variables latentes: autoestima, asertividad, comprensión de las emociones de los otros, comprensión de las propias emociones, autoregulación, y regulación de las emociones de los otros. El análisis también identificó una variable latente superior etiquetada como SSEST. Los resultados tienen implicaciones prácticas tanto en la psicología clínica como educativa y la investigación sociológica.
The present study was an attempt to investigate the reliability and construct validity of situational test of socio-emotional competencies in the Iranian context. To run the research, following the processes of translation, expert judgment, and piloting the test, a non-experimental exploratory study was designed and the modified reliable SSECDT Persian test was administered to 250 normal children (with the age range of 12 to 15) from both male and female genders studying at different educational centers (high schools) in Tehran from various districts. The collected data were analyzed through employing a) Cronbach’s alpha for the purpose of estimating reliability of the test, b) intra-class correlation coefficients to find the internal consistency of the ratings of the five experts who evaluated the SSECDT based on content-related evidence, c) an exploratory factor analysis (EFA) to calculate the internal validity of the test, and finally d) a confirmatory factor analysis (CFA) which was run using LISREL 8.8 in order to probe the trait structure of the Persian version of the SSECDT. The results of data analysis revealed that the Persian version of the SJT developed by Sala-Roca et al. (2016) under the name of Situational Socio-emotional Skills Test (SSEST) firstly enjoyed significant internal consistency as the findings showed high degrees of reliability indices for the components of the test. Secondly, the results of data analysis revealed that the test had significant expert judgment validity based on Delphi method. Thirdly, the exploratory factor analysis (EFA) which was run to find internal validity of the test through varimax rotation using principal axis factoring method, showed that the test had significant degree of internal validity. In the fourth place, the data analysis results showed that the Persian version of the SSEST enjoyed significant construct validity as the confirmatory factor analysis (CFA) calculated through LISREL 8.8 investigated a model which included six latent variables; i.e. self-esteem, assertiveness, understanding others’ emotions, understanding own emotions, self-regulation and others’ emotional regulation. In addition, these variables tapped on a higher order latent variable labeled as “SSEST”. The findings have practical implications in clinical and educational psychology and sociology research.

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40

MacCann, Carolyn Elizabeth. "New approaches to measuring emotional intelligence." Thesis, The University of Sydney, 2006. http://hdl.handle.net/2123/934.

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New scoring and test construction methods for emotional intelligence (EI) are suggested as alternatives for current practice, where most tests are scored by group judgment and are in ratings-based format. Both the ratings-based format and the proportion-based scores resulting from group judgments may act as method effects, obscuring relationships between EI tests, and between EI and intelligence. In addition, scoring based on standards rather than group judgments add clarity to the meaning of test scores. For these reasons, two new measures of emotional intelligence (EI) are constructed: (1) the Situational Test of Emotional Understanding (STEU); and (2) the Situational Test of Emotion Management (STEM). Following test construction, validity evidence is collected from four multi-variate studies. The STEU’s items and a standards-based scoring system are developed according to empirically derived appraisal theory concerning the structure of emotion [Roseman, 2001]. The STEM is developed as a Situational Judgment Test (SJT) with situations representing sadness, fear and anger in work life and personal life settings. Two qualitative studies form the basis for the STEM’s item development: (1) content analysis of responses to semi-structured interviews with 31 psychology undergraduates and 19 community volunteers; and (2) content analysis of free responses to targeted vignettes created from these semi-structured interviews (N = 99). The STEM may be scored according to two expert panels of emotions researchers, psychologists, therapists and life coaches (N = 12 and N = 6). In the first multi-variate study (N = 207 psychology undergraduates), both STEU and STEM scores relate strongly to vocabulary test scores and moderately to Agreeableness but no other dimension from the five-factor model of personality. STEU scores predict psychology grade and an emotionally-oriented thinking style after controlling vocabulary and personality test scores (ΔR2 = .08 and .06 respectively). STEM scores did not predict academic achievement but did predict emotionally-oriented thinking and life satisfaction (ΔR2 = .07 and .05 for emotionally-oriented thinking and .04 for life satisfaction). In the second multi-variate study, STEU scores predict lower levels of state anxiety, and STEM scores predict lower levels of state anxiety, depression, and stress among 149 community volunteers from Sydney, Australia. In the third multi-variate study (N = 181 psychology undergraduates), Strategic EI, fluid intelligence (Gf) and crystallized intelligence (Gc) were each measured with three indicators, allowing these constructs to be assessed at the latent variable level. Nested structural equation models show that Strategic EI and Gc form separate latent factors (Δχ2(1) = 12.44, p < .001). However, these factors relate very strongly (r = .73), indicating that Strategic EI may be a primary mental ability underlying Gc. In this study, STEM scores relate to emotionally-oriented thinking but not loneliness, life satisfaction or state stress, and STEU scores do not relate to any of these. STEM scores are significantly and meaningfully higher for females (d = .80), irrespective of gender differences in verbal ability or personality, or whether expert scores are derived from male or female experts. The fourth multi-variate study (N = 118 psychology undergraduates) distinguishes an EI latent factor (indicated by scores on the STEU, STEM and two emotion recognition ability measures) from a general cognitive ability factor (indicated by three intelligence measures; Δχ2(1) = 10.49, p < .001), although again cognitive ability and EI factors were strongly related (r = .66). Again, STEM scores were significantly higher for females (d = .44) and both STEU and STEM relate to Agreeableness but not to any other dimension from the five-factor model of personality. Taken together, results suggest that: (1) STEU and STEM scores are reasonably reliable and valid tests of EI; (2) EI tests assess slightly different constructs to existing measures of Gc, but more likely form a new primary mental ability within Gc than an entirely separate construct; and (3) the female superiority for EI tests may prove useful for addressing adverse impact in applied settings (e.g., selection for employment, promotion or educational opportunities), particularly given that many current assessment tools result in a male advantage.

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41

MacCann, Carolyn Elizabeth. "New approaches to measuring emotional intelligence." University of Sydney, 2006. http://hdl.handle.net/2123/934.

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Doctor of Philosophy (PhD)
New scoring and test construction methods for emotional intelligence (EI) are suggested as alternatives for current practice, where most tests are scored by group judgment and are in ratings-based format. Both the ratings-based format and the proportion-based scores resulting from group judgments may act as method effects, obscuring relationships between EI tests, and between EI and intelligence. In addition, scoring based on standards rather than group judgments add clarity to the meaning of test scores. For these reasons, two new measures of emotional intelligence (EI) are constructed: (1) the Situational Test of Emotional Understanding (STEU); and (2) the Situational Test of Emotion Management (STEM). Following test construction, validity evidence is collected from four multi-variate studies. The STEU’s items and a standards-based scoring system are developed according to empirically derived appraisal theory concerning the structure of emotion [Roseman, 2001]. The STEM is developed as a Situational Judgment Test (SJT) with situations representing sadness, fear and anger in work life and personal life settings. Two qualitative studies form the basis for the STEM’s item development: (1) content analysis of responses to semi-structured interviews with 31 psychology undergraduates and 19 community volunteers; and (2) content analysis of free responses to targeted vignettes created from these semi-structured interviews (N = 99). The STEM may be scored according to two expert panels of emotions researchers, psychologists, therapists and life coaches (N = 12 and N = 6). In the first multi-variate study (N = 207 psychology undergraduates), both STEU and STEM scores relate strongly to vocabulary test scores and moderately to Agreeableness but no other dimension from the five-factor model of personality. STEU scores predict psychology grade and an emotionally-oriented thinking style after controlling vocabulary and personality test scores (ΔR2 = .08 and .06 respectively). STEM scores did not predict academic achievement but did predict emotionally-oriented thinking and life satisfaction (ΔR2 = .07 and .05 for emotionally-oriented thinking and .04 for life satisfaction). In the second multi-variate study, STEU scores predict lower levels of state anxiety, and STEM scores predict lower levels of state anxiety, depression, and stress among 149 community volunteers from Sydney, Australia. In the third multi-variate study (N = 181 psychology undergraduates), Strategic EI, fluid intelligence (Gf) and crystallized intelligence (Gc) were each measured with three indicators, allowing these constructs to be assessed at the latent variable level. Nested structural equation models show that Strategic EI and Gc form separate latent factors (Δχ2(1) = 12.44, p < .001). However, these factors relate very strongly (r = .73), indicating that Strategic EI may be a primary mental ability underlying Gc. In this study, STEM scores relate to emotionally-oriented thinking but not loneliness, life satisfaction or state stress, and STEU scores do not relate to any of these. STEM scores are significantly and meaningfully higher for females (d = .80), irrespective of gender differences in verbal ability or personality, or whether expert scores are derived from male or female experts. The fourth multi-variate study (N = 118 psychology undergraduates) distinguishes an EI latent factor (indicated by scores on the STEU, STEM and two emotion recognition ability measures) from a general cognitive ability factor (indicated by three intelligence measures; Δχ2(1) = 10.49, p < .001), although again cognitive ability and EI factors were strongly related (r = .66). Again, STEM scores were significantly higher for females (d = .44) and both STEU and STEM relate to Agreeableness but not to any other dimension from the five-factor model of personality. Taken together, results suggest that: (1) STEU and STEM scores are reasonably reliable and valid tests of EI; (2) EI tests assess slightly different constructs to existing measures of Gc, but more likely form a new primary mental ability within Gc than an entirely separate construct; and (3) the female superiority for EI tests may prove useful for addressing adverse impact in applied settings (e.g., selection for employment, promotion or educational opportunities), particularly given that many current assessment tools result in a male advantage.

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42

Stroupe, Heather. "An Evaluation of the Convergent Validity of Multi-Source Feedback with Situational Assessment of Leadership - Student Assessment (SALSA©)." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/162.

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The current study assessed the convergent validity of the Situational Assessment of Leadership – Student Assessment (SALSA©), a situational judgment test (SJT), with multi-source ratings. The SALSA© was administered to ROTC cadets via Blackboard; multi-source ratings, which paralleled the leadership dimensions of the SALSA©, were administered via paper. Each cadet completed the SALSA© and was rated by 10 peers, his/herself, and at least one cadre (superior). SALSA© scores were not correlated with any of the corresponding dimensions on multi-source ratings, with one exception. Cadre ratings of Consideration/Team Skills were positively correlated with SALSA© scores on the same dimension. This finding suggests that the multi-source ratings and the SALSA© are not measuring the same leadership construct. Self-ratings were significantly higher than peer or cadre ratings. Senior ROTC cadets scored significantly higher on SALSA© than did Junior ROTC cadets. Future research should focus on differences between autocratic styles of leadership and democratic styles of leadership and whether different SJTs are needed to measure each style.

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43

Bandelli, Adam C. "Facilitating Communication and Effective Interpersonal Relationships at Work: A Theoretical Model of Socio-Affective Competence." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002500.

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44

Tremel, Karen M. "Creating an Instrument to Measure and Develop Global Leadership Competencies and Cognition." Thesis, University of the Pacific, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10117040.

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Given economic and societal shifts towards globalization, the need to develop effective global leaders is well documented. This thesis explored the development of a prototype instrument for use in global leadership classes or training to assess and/or develop the competencies and decision-making abilities associated with effective global leadership. The format of the instrument was a hybrid of situational judgment tests (SJTs) and culture assimilators and its content was drawn from a real life critical incident as recounted by an expert global leader during an interview using cognitive task analysis techniques. The interview was part of qualitative research that investigated expert cognition displayed by exceptional global leaders.

The thesis included a literature review of global leadership research to identify the general competencies, intercultural competencies, and cognitive proficiency of effective global leaders that would serve as a foundation for the domains to be assessed and developed. SJTs and culture assimilators were discussed as format examples for constructing the instrument. The process of creating and refining the tool was then reviewed, which included developing the questions and answers, conducting pre-tests, gathering feedback from subject matter experts, and conducting a content analysis to ensure global leadership and intercultural competencies were addressed. Data collected during the course of development were presented and discussed.

Step-by-step instructions (that included potential improvements to the process experimented with to date) were included to guide others in future development. An abridged sample of the instrument was provided.

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Tam, Kwok-yuen Tammy. "Decisional errors in positive and negative situations the role of self-regulatory focus on moral judgment /." Click to view E-thesis via HKUTO, 2006. http://sunzi.lib.hku.hk/hkuto/record/B37091591.

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Tam, Kwok-yuen Tammy, and 譚珏涴. "Decisional errors in positive and negative situations: the role of self-regulatory focus on moral judgment." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B37091591.

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47

Starzyk, Katherine Beata. "Accuracy of personality judgments in near-zero acquaintance situations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/MQ54040.pdf.

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48

Radpour, Ava. "The Dual-Process Theory of Moral Judgments : A Way of Explaining Why VMPFC Patients Make More Utilitarian Judgments in Relation to Harmful Situations." Thesis, Högskolan i Skövde, Institutionen för biovetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-9423.

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According to Joshua Greene’s dual-process theory, our moral judgments are processed in one of two systems in the brain referred to as the emotional (quick, unconscious) and rational (slow, conscious) system. The reason for why people tend to answer differently in the footbridge dilemma compared to the trolley dilemma is because the emotional system is dominating over the rational system. Research has demonstrated that patients with ventromedial prefrontal cortex damage make more utilitarian judgments in moral dilemmas in relation to harmful situations. According to the dual-process theory, this is because the emotional system has been impaired which results in that the only working system is the rational system. The aim of this thesis is to investigate how the dual-process theory tries to explain why our moral judgments tend to differ in some moral dilemmas. This thesis will also look at how the dual-process theory tries to explain why patients with ventromedial prefrontal cortex damage make utilitarian judgments in relation to harmful situations. This thesis will sustain that the dual-process theory have gained strong empirical support, especially from the research that has been made on patients with ventromedial prefrontal cortex damage. This thesis will also argue that some modifications needs to be made on the dual-process theory in order to make it stronger.

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Bjurhult, Christofer. "Överkonfidens - en fråga om situation och person." Thesis, Halmstad University, School of Social and Health Sciences (HOS), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-3898.

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Syftet med studien var att undersöka förekomst av överkonfidens samt hur den varierar mellan olika typer av bedömningar och personer. Mätinstrumenten som användes var dels ett frågeformulär om invånarantal i svenska kommuner med självbedömningsfrågor om prestation, och dels det svenska frågeformuläret om General Self-Efficacy. Totalt undersöktes 65 manliga respondenter. Resultatet visade att överkonfidens inte förekom, respondenterna var realistiska i bedömningarna av den egna prestationen. Differensen mellan bedömning och prestation varierade inte mellan olika typer av bedömningar. Vidare visade resultatet inget samband mellan generell self-efficacy och differens mellan bedömning och prestation. Ett negativt samband visades dock mellan de underkonfidentas generella self-efficacy och underkonfidens. Förslag på framtida forskning är att vidare undersöka realismen i olika konfidensmätningar, och att undersöka samband mellan generell self-efficacy och överkonfidens med frågeformulär konstruerade för att generera överkonfidens.

The aim of the study was to investigate the existence of overconfidence and how it varies between different types of judgments and individuals. The instruments that were used were both a questionnaire about inhabitants in Swedish municipalities including self-judgmental questions of performance and the Swedish questionnaire of General Self-Efficacy. A total of 65 male respondents were examined. The result showed that overconfidence did not occur; the respondents were realistic in judgments of their own performances. The difference between judgment and performance did not vary between different types of judgments. Furthermore the result showed no correlation between general self-efficacy and difference between judgment and performance. Although a negative correlation was shown between the underconfidents’ general self-efficacy and underconfidence. Suggestions on future studies are to further investigate the realism in different confidence measurements, and to investigate correlation between self-efficacy and overconfidence with questionnaires that are designed to generate overconfidence.

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Penzel, Ian B. "Are You a Good Partner? Using the Situation Judgment Test Method to Identify and Measure Romantic Competence." Thesis, North Dakota State University, 2017. https://hdl.handle.net/10365/28456.

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We devised a measure seeking to assess competency within romantic relationships using a scenario-based paradigm that was informed by the situation judgment test (SJT) and emotional intelligence literatures. Pilot data revealed positive correlations between romantic competence (RC) and romantic relationship outcomes such as satisfaction and self-efficacy within romantic relationships. To further research of this type, we conducted a study examining daily romantic behaviors, feelings, and motivations, while also collecting partner and peer reports. Results revealed that RC was a significant predictor of romantic success as quantified by self-perceptions and peer reports, and some of these relationships remain significant when controlling for personality and attachment style. Somewhat surprisingly, RC did not predict partner perceptions. Regardless, RC was a robust predictor of the daily outcomes, suggesting that RC has daily manifestations. The bulk of the evidence supports the idea that RC is an important individual difference within romantic relationships.

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Dissertations / Theses on the topic 'Situational judgment'

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