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Situational judgement test validity for selection: A systematic review and meta-analysis
Elin S Webster1,2, Lewis W Paton2, Paul E S Crampton1
1Hull York Medical School, York, UK.
Medical Education
|May 1, 2020
Summary
Situational judgement tests (SJTs) effectively predict interpersonal workplace performance in medical selection. Their validity is higher for postgraduate selection and when corrected for attenuation, supporting their use in medical education.
Area of Science:
- Medical Education
- Psychometrics
- Healthcare Professional Selection
Background:
- Situational judgement tests (SJTs) are frequently utilized to assess non-academic competencies in medical applicants.
- The predictive validity of SJTs across different contexts remains incompletely understood.
- Interpersonal workplace performance is a critical outcome for healthcare professionals.
Purpose of the Study:
- To systematically review and meta-analyze evidence on the validity of SJTs for predicting interpersonal workplace performance in medical contexts.
- To explore factors influencing SJT predictive validity, such as selection stage and test characteristics.
Main Methods:
- Systematic literature search conducted up to June 2019.
- Quality and risk of bias assessed using the Quality In Prognosis Studies (QUIPS) tool.
- Random effects meta-analysis and meta-regressions employed to pool validity coefficients.
Main Results:
- Thirty studies met inclusion criteria, with 26 reporting validity coefficients.
- Pooled SJT predictive validity for interpersonal performance was 0.32 (95% CI 0.26–0.39).
- Higher validity was observed for postgraduate selection and when coefficients were corrected for attenuation; no significant differences found for test medium or study design.
Conclusions:
- Evidence supports the use of SJTs in medical selection processes.
- Further investigation into the observed trend of validity across training stages is warranted.
- Development of robust, criterion-relevant outcome measures is recommended to enhance SJT effectiveness in predicting interpersonal performance.
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