Differentiating specific job knowledge from implicit trait policies in procedural knowledge measured by a situational...

Area of Science:

• Industrial-Organizational Psychology
• Human Resources Management
• Organizational Behavior

Background:

• Situational Judgment Tests (SJTs) are widely used for employee selection.
• The knowledge base underlying SJT scoring keys (specific vs. general) is debated.
• Understanding SJT validity is crucial for effective personnel selection.

Purpose of the Study:

• To compare the predictive validity of SJT scoring keys based on specific job knowledge versus general trait knowledge.
• To determine if expert judgments offer unique predictive insights beyond general knowledge.

Main Methods:

• Compared validity of SJT scoring keys derived from subject matter experts, undergraduates, and graduate students.
• Utilized existing data from managerial incumbents in telecommunication companies.
• Assessed relationships between SJT keys and supervisory performance ratings.

Main Results:

• All SJT scoring keys demonstrated valid relationships with job performance.
• The key based on subject matter experts' specific knowledge explained additional criterion variance.
• Specific job knowledge and general trait knowledge (implicit trait policies) independently predicted performance.

Conclusions:

• SJTs are valid predictors of job performance.
• Expert-derived SJT keys, emphasizing specific behavioral knowledge, offer enhanced predictive utility.
• Both specific behavioral knowledge and implicit trait policies contribute to job performance variance.