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Journal articles on the topic 'Situational judgment'

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Author: Grafiati

Published: 4 June 2021

Last updated: 20 February 2023

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1

Krumm, Stefan, Filip Lievens, Joachim Hüffmeier, Anastasiya A. Lipnevich, Hanna Bendels, and Guido Hertel. "How “situational” is judgment in situational judgment tests?" Journal of Applied Psychology 100, no. 2 (2015): 399–416. http://dx.doi.org/10.1037/a0037674.

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2

Rahman, Mahibur. "Tackling situational judgment tests." BMJ 334, no. 7602 (May 19, 2007): gp189—gp190. http://dx.doi.org/10.1136/bmj.334.7602.sgp189.

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3

Chan, David, and Neal Schmitt. "Situational Judgment and Job Performance." Human Performance 15, no. 3 (August 2002): 233–54. http://dx.doi.org/10.1207/s15327043hup1503_01.

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4

Muck, Peter M. "Entwicklung von Situational Judgment Tests." Zeitschrift für Arbeits- und Organisationspsychologie A&O 57, no. 4 (October 2013): 185–205. http://dx.doi.org/10.1026/0932-4089/a000125.

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Situational Judgment Tests (SJT) werden als psychologische Testverfahren zu Personalauswahlzwecken seit Anfang der 90er-Jahre vermehrt erforscht. Als Simulationsverfahren mit konstruktorientierter Erfassungsmethode zeichnen sie sich durch psychometrische Fundiertheit und kriteriumsorientierte Validität aus. Allerdings gleicht kaum ein SJT einem anderen. Dies liegt zum einen daran, dass sie üblicherweise im Hinblick auf spezifische Anforderungen entwickelt werden und somit aus Inhalten bestehen, die auf die jeweilige Situation bezogen sind. Ein weiterer Grund hierfür ist, dass in jedem SJT-Konstruktionsschritt (Generierung von Itemstamm und zugehörigen Antwortmöglichkeiten, Bestimmung der Effektivität der Antwortmöglichkeiten, Festlegung von Antwortformat und Scoring) unterschiedliche Vorgehensweisen existieren. In diesem Beitrag wird deshalb die Vielfalt der Möglichkeiten bei der Entwicklung von SJT dargestellt und eingeordnet. Dabei wird auf konzeptionelle Überlegungen und wenn möglich auf empirische Befunde zurückgegriffen, die bei der Entwicklung von SJT Berücksichtigung finden sollten.

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5

Lievens, Filip, and Stephan J. Motowidlo. "Situational Judgment Tests: From Measures of Situational Judgment to Measures of General Domain Knowledge." Industrial and Organizational Psychology 9, no. 1 (September 30, 2015): 3–22. http://dx.doi.org/10.1017/iop.2015.71.

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Situational judgment tests (SJTs) are typically conceptualized as contextualized selection procedures that capture candidate responses to a set of relevant job situations as a basis for prediction. SJTs share their sample-based and contextualized approach with work samples and assessment center exercises, although they differ from these other simulations by presenting the situations in a low-fidelity (e.g., written) format. In addition, SJTs do not require candidates to respond through actual behavior because they capture candidates’ situational judgment via a multiple-choice response format. Accordingly, SJTs have also been labeled low-fidelity simulations. This SJT paradigm has been very successful: In the last 2 decades, scientific interest in SJTs has grown, and they have made rapid inroads in practice as attractive, versatile, and valid selection procedures. Contrary to their popularity and the voluminous research on their criterion-related validity, however, there has been little attention to developing a theory of why SJTs work. Similarly, in SJT development, often little emphasis is placed on measuring clear and explicit constructs. Therefore, Landy (2007) referred to SJTs as “psychometric alchemy” (p. 418).

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6

Kim, EuiSoo, YoungSeok Han, and MyoungSo Kim. "Comparison of validities for scoring keys and scoring algorithms in situational judgment test." Korean Journal of Industrial and Organizational Psychology 24, no. 1 (February 28, 2011): 231–55. http://dx.doi.org/10.24230/kjiop.v24i1.231-255.

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The purpose of the present study was to examine the fakability of the situational judgment test. Specifically, the study was focused on the following questions; (1) whether participants are able to fake their answers on the situational judgment test in the real situation of selection, (2) whether faking influences the criterion-related validity of the situational judgment test and its incremental validity over cognitive and personality tests, and (3) whether the combination of different scoring key(SME consensus, average in response, and empirical keying) and different scoring algorithm(scenario, Best-Worst, and Pick most) has influence on the degree of fakability as well as both criterion-related validity and incremental validity of the situational judgment test. 110 students who applied to the leadership program were considered the faking group, while 129 students of B department at A university were considered the honest group. The members of both groups completed a cognitive test, a personality questionnaire and a situational judgment test. Only for the situational judgment tests, each group was asked to respond as instructed. Another group of 78 students of A university participated in the survey to develop two scoring key(empirical, average in response keying). SME consensus key was developed by 9 SMEs(5 undergraduate students with leadership and good GPA, 4 graduate students). And then 9 situational judgment scores were produced independently. Results indicated that the all scores of students in the faking group were significantly higher than those of students in the honest group. Furthermore, criterion-related validity of the situational judgement test in the honest group was higher than that of the faking group for both task performance and contextual performance. While faking had negative effects on the criterion-related validity for both criteria of performance, incremental validity of the situational judgement test in the honest group was higher than that of the faking group only for the contextual criteria. Finally, the limitation and future direction of the present study were discussed.

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7

Mussel, Patrick, Thomas Gatzka, and Johannes Hewig. "Situational Judgment Tests as an Alternative Measure for Personality Assessment." European Journal of Psychological Assessment 34, no. 5 (September 2018): 328–35. http://dx.doi.org/10.1027/1015-5759/a000346.

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Abstract. Across many domains of applied psychology, personality traits are related to important outcomes such as well-being, psychological disorders, work performance, and academic achievement. However, self-reports, the most common approach to personality assessment, have certain limitations and disadvantages, such as being prone to faking. We investigated whether situational judgment tests, an established assessment technique to predict job performance, might serve as an alternative measure for the assessment of personality. Our results show that a situational judgment test specifically developed to assess narrow personality traits may possess high levels of construct validity. Additionally, our results indicate that the situational judgment was equivalent to a self-report personality measure with regard to predicting a number of theoretically related criteria. We conclude that situational judgment tests may serve as an alternative method for the assessment of personality and discuss potential theoretical and applied drawbacks.

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8

Earl Rinehart, Kerry. "The Complexity of Judgment in the Everyday Work of Educators." Cultural Studies ↔ Critical Methodologies 20, no. 4 (February 13, 2019): 307–10. http://dx.doi.org/10.1177/1532708619829776.

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We experience judgment in everyday life: the process and the outcome, making and receiving. In this piece, I turn to John Dewey’s notions on how judgments are situational, interpretive, (con)temporary, active, and relational. Contrary to everyday connotations of the word judgment, Dewey reminds us that judgment is more contingent than propositional. The aim of this piece is to re-consider our understanding of judgment in everyday educational work. Crafted from a range of sources, anecdotes are alternated with statements about judgment in the work of school principals and teachers, one to illustrate the other. The form chosen for this project echoes that of Ron Pelias’s 1994 piece on performance in everyday discourse.

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9

Melchers, Klaus G., and Martin Kleinmann. "Why Situational Judgment Is a Missing Component in the Theory of SJTs." Industrial and Organizational Psychology 9, no. 1 (March 2016): 29–34. http://dx.doi.org/10.1017/iop.2015.111.

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In their focal article, Lievens and Motowidlo (2016) consider procedural knowledge about effective actions in work situations as the key component of their theory of situational judgment tests (SJTs). In our commentary we want to suggest that situational judgment should nevertheless not be neglected in such a theory.

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10

Brown, Nicolas A., Ashley Bell Jones, David G. Serfass, and Ryne A. Sherman. "Reinvigorating the Concept of a Situation in Situational Judgment Tests." Industrial and Organizational Psychology 9, no. 1 (March 2016): 38–42. http://dx.doi.org/10.1017/iop.2015.113.

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What is the role of the situation in situational judgment tests (SJTs)? Lievens and Motowidlo (2016) assert that SJTs are somewhat of a misnomer because they do not actually measure how individuals would behave in a given situation per se. According to these researchers, SJTs assess general domain knowledge—whether potential employees recognize the “utility of expressing certain traits” (p. 4). As a result, SJTs map onto personality measures, which are a summary of behavior across time and situations. SJTs provide predictive validity in part because they tap into personality. However, rather than renaming SJTs, it is possible to reintroduce the concept of a situation to provide even greater predictive power. Thus, the goals of this commentary are to (a) clarify what constitutes a situation, (b) describe what SJTs might actually measure, and (c) set forth a path for a taxonomy of workplace situations.

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11

Hunter, David R. "Measuring General Aviation Pilot Judgment Using a Situational Judgment Technique." International Journal of Aviation Psychology 13, no. 4 (October 2003): 373–86. http://dx.doi.org/10.1207/s15327108ijap1304_03.

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12

Harris, Alexandra M., Lane E. Siedor, Yi Fan, Benjamin Listyg, and Nathan T. Carter. "In Defense of the Situation: An Interactionist Explanation for Performance on Situational Judgment Tests." Industrial and Organizational Psychology 9, no. 1 (March 2016): 23–28. http://dx.doi.org/10.1017/iop.2015.110.

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Whereas Lievens and Motowidlo (2016) propose a model of situational judgment test (SJT) performance that removes the “situation” in favor of conceptualizing SJTs as a measure of general domain knowledge, we argue that the expression of general domain knowledge is in fact contingent on situational judgment. As we explain, the evidence cited by Lievens and Motowidlo against a situational component does not inherently exclude the importance of situations from SJTs and does overlook the strong support for a person–situation interaction explanation of behavior. Based on the interactionist literature—in particular, the trait activation theory (TAT) and situational strength literatures—we propose a model that both maintains the key pathways and definitions posited by Lievens and Motowidlo and integrates the situational component of SJTs.

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13

Clevenger, James, Gloria M. Pereira, Darin Wiechmann, Neal Schmitt, and Veronica Schmidt Harvey. "Incremental validity of situational judgment tests." Journal of Applied Psychology 86, no. 3 (June 2001): 410–17. http://dx.doi.org/10.1037/0021-9010.86.3.410.

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14

Westring, Alyssa J. Friede, Frederick L. Oswald, Neal Schmitt, Stephanie Drzakowski, Anna Imus, Brian Kim, and Smriti Shivpuri. "Estimating Trait and Situational Variance in a Situational Judgment Test." Human Performance 22, no. 1 (January 2, 2009): 44–63. http://dx.doi.org/10.1080/08959280802540999.

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15

Shaw, Amy. "A perspective on situational judgment tests: From measures of situational judgment to measures of general domain knowledge." Personality and Individual Differences 177 (July 2021): 110850. http://dx.doi.org/10.1016/j.paid.2021.110850.

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16

Mortaz Hejri, Sara, Jordan L. Ho, Xuan Pan, Yoon Soo Park, Amir H. Sam, Haykaz Mangardich, and Alexander MacIntosh. "Validity of constructed-response situational judgment tests in training programs for the health professions: A systematic review and meta-analysis protocol." PLOS ONE 18, no. 1 (January 26, 2023): e0280493. http://dx.doi.org/10.1371/journal.pone.0280493.

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Background Situational judgments tests have been increasingly used to help training programs for the health professions incorporate professionalism attributes into their admissions process. While such tests have strong psychometric properties for testing professional attributes and are feasible to implement in high-volume, high-stakes selection, little is known about constructed-response situational judgment tests and their validity. Methods We will conduct a systematic review of primary published or unpublished studies reporting on the association between scores on constructed-response situational judgment tests and scores on other tests that measure personal, interpersonal, or professional attributes in training programs for the health professions. In addition to searching electronic databases, we will contact academics and researchers and undertake backward and forward searching. Two reviewers will independently screen the papers and decide on their inclusion, first based on the titles and abstracts of all citations, and then according to the full texts. Data extraction will be done independently by two reviewers using a data extraction form to chart study details and key findings. Studies will be assessed for the risk of bias and quality by two reviewers using the “Quality In Prognosis Studies” tool. To synthesize evidence, we will test the statistical heterogeneity and conduct a psychometric meta-analysis using a random-effects model. If adequate data are available, we will explore whether the meta-analytic correlation varies across different subgroups (e.g., race, gender). Discussion The findings of this study will inform best practices for admission and selection of applicants for training programs for the health professions and encourage further research on constructed-response situational judgment tests, in particular their validity. Trial registration The protocol for this systematic review has been registered in PROSPERO [CRD42022314561]. https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42022314561.

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17

Chan, Steve. "Judgment Heuristics and Prospect Theory: Some Practical Implications for Relations Across the Taiwan Strait." Journal of East Asian Studies 3, no. 1 (April 2003): 75–95. http://dx.doi.org/10.1017/s1598240800001120.

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People are subject to a variety of psychological factors that distort their reasoning. Emotions such as anger, fear, greed, and envy are examples of “hot” impulses that can cause such distortions. As well, motivations such as conformity and competition are another common source of judgmental errors. This paper, however, addresses a number of “cold” impulses that can also contribute to biased judgment. The focus is therefore on the cognitive rather than affective dimensions of judgment under uncertainty, and on situational rather than personality explanations, seeking to account for departures from rational decisionmaking.

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18

Weekley, Jeff A., and Robert E. Ployhart. "Situational Judgment: Antecedents and Relationships with Performance." Human Performance 18, no. 1 (January 2005): 81–104. http://dx.doi.org/10.1207/s15327043hup1801_4.

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19

Cox, Cody Brent, Laura G. Barron, William Davis, and Bernardo de la Garza. "Using situational judgment tests (SJTs) in training." Personnel Review 46, no. 1 (February 6, 2017): 36–45. http://dx.doi.org/10.1108/pr-05-2015-0137.

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Purpose Situational judgment tests (SJTs) are widely used in personnel selection but have not been empirically explored as methods of training design. The purpose of this paper is to evaluate SJT-based training as a workplace training design method which utilizes active learning and structured feedback to enhance learning of both procedural and declarative knowledge. Design/methodology/approach Volunteers (n=416) were randomly assigned to full-length lecture-based training or abbreviated lecture-based training followed by 15 minutes of SJT-based training. Knowledge of training content was assessed at pre-test and three weeks after training. Findings SJT-based trainees showed greater improvement on declarative and procedural knowledge than those in traditional training. Research limitations/implications The results indicate that integrating the SJT methodology into training delivery may lead to greater mastery of declarative and procedural knowledge relative to exclusive use of lecture-based training methods. Practical implications Findings suggest that the relatively inexpensive, low-fidelity scenario-based training methodology the authors detail may increase retention of training material compared to more traditional training methods. Originality/value This is the first study to incorporate SJT methodology into the design of training content and to demonstrate that such content can produce greater retention of both declarative and procedural content.

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20

Olaru, G., C. MacCann, R. Schneider, O. Wilhelm, and R. Roberts. "In Search of Dependable Situational Judgment Tests." Personality and Individual Differences 101 (October 2016): 502. http://dx.doi.org/10.1016/j.paid.2016.05.244.

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21

Rockstuhl, Thomas, Soon Ang, Kok-Yee Ng, Filip Lievens, and Linn Van Dyne. "Putting judging situations into situational judgment tests: Evidence from intercultural multimedia SJTs." Journal of Applied Psychology 100, no. 2 (2015): 464–80. http://dx.doi.org/10.1037/a0038098.

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22

Catano, Victor M., Anne Brochu, and Cheryl D. Lamerson. "Assessing the Reliability of Situational Judgment Tests Used in High-Stakes Situations." International Journal of Selection and Assessment 20, no. 3 (August 6, 2012): 333–46. http://dx.doi.org/10.1111/j.1468-2389.2012.00604.x.

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23

Cowan, Kirsten, and Atefeh Yazdanparast. "Moral foundations and judgment: conceptualizing boundaries." Journal of Consumer Marketing 36, no. 3 (May 13, 2019): 356–65. http://dx.doi.org/10.1108/jcm-01-2018-2548.

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Purpose Even though the definitions of morality may seem to provide straightforward criteria to assess the morality of individuals, moral judgments are challenging and less exact. This paper aims to advance extant work on morality and moral judgment by providing a conceptualization of boundary conditions in the relationship between moral judgments and consumer behavior. Design/methodology/approach An interdisciplinary literature review is conducted to integrate extant knowledge on morality, moral judgment and consumer behavior to identify and conceptualize boundary conditions affecting moral judgments and decision-making. The research draws on moral foundation theory and norm activation model, and the proposed factors and relationships are grounded in construal level theory and regulatory focus theory. Findings The research identifies cultural, individual and situational factors that influence moral judgments and decision-making and argues that moral judgments exhibit a similar pattern across types, but cultural factors determine the salience of each moral foundation type. Moreover, construal factors relevant to the situation (i.e. proximity vs distance) affect the extent and manner of moral judgments, and individual mindsets and their associated information processing styles (e.g. money vs time orientation and promotion vs prevention orientation) make moral judgments more malleable, adding a degree of variability to judgments within similar cultures and situations. Originality/value The research makes a rather unique contribution to consumer morality literature by identifying and discussing three different groups of factors with the potential to impact individuals’ judgments of, and reactions to, moral foundation violation information.

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24

Kanning, Uwe Peter, Kirsten Grewe, Stefan Hollenberg, and Monika Hadouch. "From the Subjects' Point of View." European Journal of Psychological Assessment 22, no. 3 (January 2006): 168–76. http://dx.doi.org/10.1027/1015-5759.22.3.168.

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In personnel selection, situational judgment tests are based on the principle of simulation: The applicant is confronted with a typical work situation and has to decide what kind of behavior is appropriate. In two studies, we investigate the subjects' reactions to different kinds of situational judgment items. The item formats examined differ with regard to two variables: Interactivity (noninteractive: In each item, the subject is confronted with a new situation vs. interactive: The situation develops according to the answer given and the subject is asked once more about the new situation) as well as modality of presentation (stimulus and response components of the items are given in the form of a video vs. in text form). We expected the degree of interaction and the presentation via video to have a positive effect on the subjects' evaluation (in terms of usefulness, emotional reaction, transparency, job-relatedness, acceptance, fairness). In accordance with our expectations, interactive situational judgment items using videos in the stimulus as well as in the response component received the highest ratings.

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25

Whelpley, Christopher, Michael A. McDaniel, and Jeff Weekley. "Situational Judgment Test Validity: A Matter of Approach." Academy of Management Proceedings 2015, no. 1 (January 2015): 16775. http://dx.doi.org/10.5465/ambpp.2015.16775abstract.

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Whelpley, Christopher, Michael A. McDaniel, and Jeff Weekley. "A Multidimensional Approach to Scoring Situational Judgment Tests." Academy of Management Proceedings 2017, no. 1 (August 2017): 17430. http://dx.doi.org/10.5465/ambpp.2017.17430abstract.

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27

Reed, Brent N., Kathryn J. Smith, Jennifer D. Robinson, Stuart T. Haines, and Michelle Z. Farland. "Situational judgment tests: An introduction for clinician educators." JACCP: JOURNAL OF THE AMERICAN COLLEGE OF CLINICAL PHARMACY 5, no. 1 (December 13, 2021): 67–74. http://dx.doi.org/10.1002/jac5.1571.

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28

Chao, Tzu-Yang, Yao-Ting Sung, and Jia-Li Huang. "Construction of the situational judgment tests for teachers." Asia-Pacific Journal of Teacher Education 48, no. 4 (June 19, 2019): 355–74. http://dx.doi.org/10.1080/1359866x.2019.1633621.

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29

Lievens, Filip, Helga Peeters, and Eveline Schollaert. "Situational judgment tests: a review of recent research." Personnel Review 37, no. 4 (June 6, 2008): 426–41. http://dx.doi.org/10.1108/00483480810877598.

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30

Beesley, Rebecca, Angelica Sharma, Jason Leo Walsh, David John Wilson, and Benjamin Howell Lole Harris. "Situational judgment tests: Who knows the right answers?" Medical Teacher 39, no. 12 (August 24, 2017): 1293–94. http://dx.doi.org/10.1080/0142159x.2017.1367766.

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31

Sturdivant, Manasia, Semret Yibass, Elsheba Abraham, and Neil M. A. Hauenstein. "Using Situational Judgment Tests To Study Subtle Discrimination." Industrial and Organizational Psychology 10, no. 1 (March 2017): 94–97. http://dx.doi.org/10.1017/iop.2016.107.

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Jones, Arena, Nittrouer, Alonso, and Lindsey (2017) present an expansive overview of microaggressive behaviors, with specific emphasis on the work place. Their overview includes the dimensionality of microaggressions (subtlety, formality, and intentionality), the dynamic and cyclical nature of a microaggressive culture, and the multitude of perspectives from which to view microaggressions (target, perpetrator, bystander, and ally). For any empirical study, researchers are faced with the challenge that microaggressions are subtle forms of discrimination often motivated by unconscious biases. As a result of this lack of personal insight, perpetrators and bystanders are likely to attribute microaggressive behaviors to nondiscriminatory reasons (i.e., defensive rationalizations). Furthermore, even if perpetrators and bystanders have insights into their bigotry, they are most likely socially astute enough to deny their bigotry through defensive rationalizations. Jones et al. (2017) provided many examples of microaggression research but did not directly address the methodological challenges. The purpose of the current commentary is to argue that situational judgment tests (SJTs) have great potential for the study of microaggressions within the Jones et al. (2017) framework.

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32

Salter, Nicholas P., and Scott Highhouse. "Assessing managers' common sense using situational judgment tests." Management Decision 47, no. 3 (April 3, 2009): 392–98. http://dx.doi.org/10.1108/00251740910946660.

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33

Whetzel, Deborah L., and Michael A. McDaniel. "Situational judgment tests: An overview of current research." Human Resource Management Review 19, no. 3 (September 2009): 188–202. http://dx.doi.org/10.1016/j.hrmr.2009.03.007.

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34

Schuster, David. "The Relationship between Conceptual Understanding and Performance." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 53, no. 26 (October 2009): 1908–12. http://dx.doi.org/10.1177/154193120905302605.

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An operator's understanding of a threatening event within a system was investigated to determine if understanding was predictive of successful operation. Using the domain of driving, we hypothesized that participants who performed higher on a written measure of situational judgment would also attend to and categorize threats better in a card-sort activity. Results indicated that participants who were able to classify threats in a guided card sort performed better on the situational judgment test than those who classified threats poorly. The results suggest that a relationship exists between conceptual understanding of threats in a system and safer operation.

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35

Lievens, Filip, Jan Corstjens, Miguel Ángel Sorrel, Francisco José Abad, Julio Olea, and Vicente Ponsoda. "The Cross-cultural Transportability of Situational Judgment Tests: How does a US-based integrity situational judgment test fare in Spain?" International Journal of Selection and Assessment 23, no. 4 (October 27, 2015): 361–72. http://dx.doi.org/10.1111/ijsa.12120.

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36

Charkviani, D. "CORRECTIONAL INFLUENCE OF THE SET ON PROBABILISTIC JUDGMENT." Modern Psychology 2, no. 2 (4) (September 27, 2019): 10–14. http://dx.doi.org/10.46991/sbmp/2019.2.2(4).010.

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Relevant investigations of psychical mechanisms of probabilistic thinking revealed its bounded rationality reflecting of the specific of subjective comprehension of one other problem by the people. Such cognitive activity of the people plays an important role in the assessment of multiple alternatives and serves to satisfaction their different needs. Considering the main exploratory principles of General Set’s Theory, we assume that functioning of probabilistic judgments determined by relevant set formed in the process of purposive activity of the people. Take into consideration of temporary parameter two forms of the set defined: prospective (orientation on the results of future events) and situational (orientation on results of current events). Obtained experimental data showed: prospective set, compared with situational set, made significant corrective influence on erroneous probabilistic judgments. It indicates the importance of clear cognitive fixation by the subjects of instrumental dependence between primary and secondary expected results.

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Kwon, EunA, and JongGoo Lee. "Validation of Honesty Test using Situational Judgment Test Format." Korean Journal of Industrial and Organizational Psychology 33, no. 4 (November 30, 2020): 545–69. http://dx.doi.org/10.24230/kjiop.v33i4.545-569.

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The purposes of this research were to develop the Honesty test using situation judgment test format to reduce the possibility of faking good in personality scales and to identify construct validity and concurrent validity of the developed scale. Total 359 employees(male, 46.24%; female, 53.76%) were used in this study. The Honesty test developed in this study consists of 5 to 6 items 6 items for each 4 sub-constructs (i.e., sincerity, fairness, greed avoidance and modesty) of honesty-humility factor in HEXACO model. Confirmatory factor analysis to assess the construct validity of the Honesty test resulted in favorable goodness of fit indexes for the 4-factor model(CFI = .946, TLI = .925, RMSEA = .046). Also, favorable goodness of fit indexes(CFI = .934, TLI = .911, RMSEA = .049) in the higher-order factor analysis showed that the 4 sub-constructs were converged into the single honesty-humility factor. To investigate the possibility of faking good could be reduced in the situational judgment test format compared to the Likert test format in measuring honesty, correlations between the honesty scores in each test format and the scores of faking good were compared. Although the correlations between the humility sub-constructs(i.e., greed avoidance and modesty) and faking good scores were not significantly different depending on the measurement format, the correlations between the honesty sub-constructs(i.e., sincerity and fairness) and faking good scores were significantly low in the situational judgment test format than in the Likert test format. The concurrent validity analyses revealed that the Honesty test using situational judgment test format had significant correlations with Machiavellism personality(r = -.21) and self-control(r = .27). Limitations of the study and directions for future study were discussed.

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Hernandez, Jérôme, Mathieu Muratet, Matthis Pierotti, and Thibault Carron. "Can We Detect Non-playable Characters’ Personalities Using Machine And Deep Learning Approaches?" European Conference on Games Based Learning 16, no. 1 (September 29, 2022): 271–79. http://dx.doi.org/10.34190/ecgbl.16.1.627.

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Personality recognition and computational psychometrics data have become prevalent in personnel selection processes. Such assessment tools are adequate for human resources seeking tools to assess a large volume of diverse player personalities in the current "war of talents." Recently, studies about using Gamified situational judgment test approaches have shown positive results in assessing players' behavior and personality. Gamified situational judgment tests combine the advantages of gamification, such as enhancing players' reactions and flow state, with the acknowledged traditional situational judgment test approach. To gamify a situational judgment test, an innovative approach using the visual novel game genre has shown positive results in the gamification by adding game elements such as narrative scripts, non-player characters, dialogs, and audiovisual assets to the test. Indeed, these elements play an essential role in the validity of the players' personality results by using a stealth-assessment method to minimize social bias and player's stress. However, to our knowledge, as gamification in personality detection is still recent, little is known on the possible positive outcomes of designing game elements such as the dialogues and non-player character personalities in the validity of the team cohesion measure. To this end, we propose an empirical study to build personality trait models based on non-players characters' speeches. We used the Myers–Briggs Type Indicator based on four dichotomies to classify the personalities as one of companies and organizations' most used personality typology. For each of the four dimensions, we train twenty-four separate binary classifiers and one 16-class classifier, using well-established machine learning and a convolutional neural network in the domain of natural language processing, text analytics, and computational psychometrics. The results of this study show that it is possible to recognize non-playable characters’ personalities and thus can help game designers to understand their characters' personalities using natural language processing.

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Rogé, Bernadette, and Etienne Mullet. "Perspective Taking Abilities among Persons with Autism: A Preliminary Study." Universitas Psychologica 18, no. 5 (December 30, 2019): 1–10. http://dx.doi.org/10.11144/javeriana.upsy18-5.ptap.

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This preliminary study examined persons with autism’s perspective taking abilities. Participants were 28 persons with autism and 27 controls. Among the persons with autism, 15 presented the Asperger Syndrome that was described in the DSM4. Scenarios in which persons were about to buy a piece of clothing were presented to participants who assessed the extent to which these persons were going to buy it as a function of suitability and price (situational factors), and what is known about their purchasing habits (the personality factor). In the same way as controls, participants with autism were able to integrate personality information into their judgments. However, only participants presenting the Asperger Syndrome described in the DSM4 were, in the same way as controls, able to vary, as a function of personality information, the importance given to situational factors during the judgment process.

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Juster, Fern R., Robin Camhi Baum, Christopher Zou, Don Risucci, Anhphan Ly, Harold Reiter, D. Douglas Miller, and Kelly L. Dore. "Addressing the Diversity–Validity Dilemma Using Situational Judgment Tests." Academic Medicine 94, no. 8 (August 2019): 1197–203. http://dx.doi.org/10.1097/acm.0000000000002769.

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Prasad, Joshua J., Morgan B. Showler, Neal Schmitt, Ann Marie Ryan, and Christopher D. Nye. "Using Biodata and Situational Judgment Inventories across Cultural Groups." International Journal of Testing 17, no. 3 (September 3, 2016): 210–33. http://dx.doi.org/10.1080/15305058.2016.1218338.

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Neal, Giles E. H., Rebecca C. Oram, and Amanda J. Bacon. "What do students think about the situational judgment test?" Medical Teacher 40, no. 2 (October 12, 2017): 212–13. http://dx.doi.org/10.1080/0142159x.2017.1386295.

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Grand, James A. "A general response process theory for situational judgment tests." Journal of Applied Psychology 105, no. 8 (August 2020): 819–62. http://dx.doi.org/10.1037/apl0000468.

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Oostrom, Janneke K., Reinout E. de Vries, and Mariska de Wit. "Development and validation of a HEXACO situational judgment test." Human Performance 32, no. 1 (November 14, 2018): 1–29. http://dx.doi.org/10.1080/08959285.2018.1539856.

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45

Douglas, Lawrence. "Language, Judgment, and the Holocaust." Law and History Review 19, no. 1 (2001): 177–82. http://dx.doi.org/10.2307/744215.

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In The Failure of the Word, Richard Weisberg asks how legal scholars can “justify the substitution of imaginative for legal prose.” By way of response, scholars such as Martha Nussbaum and Weisberg have sought to demonstrate the power of literature to better render moral ambiguity and situational complexity than the language of the law. The most attractive images of the art of judgment, these scholars argue, are not to be found in the decisions duly compiled in the Federal Reporter, but in works of the literary imagination. These works, by capturing a world of nuance largely absent from the Manichean terms of law, offer a critical “school of moral sentiments” and, as a consequence, can help the legal scholar to better appreciate the law's exclusion and to extend the law's discursive ken.

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Fan, Jinyan, Melissa Stuhlman, Lijun Chen, and Qingxiong Weng. "Both General Domain Knowledge and Situation Assessment Are Needed To Better Understand How SJTs Work." Industrial and Organizational Psychology 9, no. 1 (March 2016): 43–47. http://dx.doi.org/10.1017/iop.2015.114.

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Although Lievens and Motowidlo (2016) made a strong case for reconceptualizing situational judgment tests (SJTs) as measures of general domain knowledge, we disagree with their view that the judgment or assessment of the situation itself is not important. We contend that situation assessment is an integral yet ignored factor in SJTs and that both general domain knowledge and situation assessment are needed to better understand how SJTs work.

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Pundt, Alexander. "Leadership Style Assessment (LSA)." Zeitschrift für Arbeits- und Organisationspsychologie A&O 61, no. 3 (July 2017): 152–58. http://dx.doi.org/10.1026/0932-4089/a000245.

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Zusammenfassung. Das Leadership Style Assessment (LSA) ist ein Situational Judgment Test zur Erfassung transformationaler und transaktionaler Führung. Es richtet sich an Führungskräfte und Personalentwickler und kann vor allem im Kontext der Führungskräfteentwicklung zum Einsatz kommen.

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Zhang, Charlene, Paul R. Sackett, and Bobby D. Naemi. "Rule‐based versus feedback‐based coaching for situational judgment tests." International Journal of Selection and Assessment 29, no. 2 (May 8, 2021): 219–33. http://dx.doi.org/10.1111/ijsa.12321.

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Black, Erik W., Bailey Schrock, Matthew S. Prewett, and Amy V. Blue. "Design of a Situational Judgment Test for Preclinical Interprofessional Collaboration." Academic Medicine 96, no. 7 (June 29, 2021): 992–96. http://dx.doi.org/10.1097/acm.0000000000004117.

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Guenole, Nigel, Oleksandr S. Chernyshenko, and Jeff Weekly. "On Designing Construct Driven Situational Judgment Tests: Some Preliminary Recommendations." International Journal of Testing 17, no. 3 (May 2017): 234–52. http://dx.doi.org/10.1080/15305058.2017.1297817.

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