Predicting Assessment Center Performance: Differential Validity of Self, Supervisor, Peer, and Employee Overall Performance Ratings
A variety of pre-screening methods are used as hurdles to the recommendation of employees for participation in managerial assessment centers. Multi-source ratings and nominations have emerged as a means to this end (Warmke, 1985). The purpose of the present research is to determine the extent to which overall ratings of managerial performance (self, supervisor peer, and subordinate) differentially predict clusters of assessment center final dimensions ratings. Assessment Center final dimension ratings were clustered on a rational basis and on the suggestions of prior research into the following clusters of managerial skills: cognitive, interpersonal and leadership. The following hypotheses were offered:
- Self-ratings of overall managerial ability would not predict any of the clusters of assessment center dimensions.
- Cognitive cluster dimensions could be best predicted by supervisor ratings of a target’s overall managerial ability.
- Interpersonal cluster dimensions would be best predicted by peer ratings of a target’s overall managerial ability.
- Leadership cluster dimensions would be best predicted by subordinate readings of a target’s overall managerial ability.
Analyses indicated support for all four hypotheses. Practical and theoretical implications, study limitations, and avenues for future research are discussed.
Speaker
Kate Atchley
Director, Leadership Development Programs
The University of Tennessee, Knoxville
Kate Atchley is a faculty member in the Management Department at The University of Tennessee and holds a doctorate in Industrial/Organizational Psychology from there. She is the director of Leadership Development Programs for the College of Business, and teaches in UT’s executive and traditional MBA programs. She is also a partner in the Tennessee Assessment Center, and consults with local, national, and international companies.
Speaker
Brian Hoffman
The University of Tennessee, Knoxville
Brian Hoffman is currently working toward his Ph.D. in Industrial/Organizational Psychology at The University of Tennessee. He is involved in several consulting and research projects, primarily in the areas of employee selection, assessment centers, and person-organization fit, and leadership. He has presented papers at various conferences, including the Society for Industrial and Organizational Psychology. In addition, he has consulted for organizations including the State of Mississippi Personnel Board and Sears and Roebuck. He received his B.A. in Psychology at the University of Southern Mississippi.
Speaker
Betsy Smith
The University of Tennessee, Knoxville
Elizabeth Smith is currently working toward her Ph.D. in Industrial/Organizational Psychology at The University of Tennessee. She is involved in several consulting and research projects, primarily in the areas of employee selection, assessment centers, and executive development. She has presented papers at various conferences, including the Society for Industrial and Organizational Psychology. She received her B.A. in Psychology at Wake Forest University.
