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Relevant bibliographies by topics / Gamified Situational Judgment Test

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Academic literature on the topic 'Gamified Situational Judgment Test'

Author: Grafiati

Published: 9 March 2024

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Journal articles on the topic "Gamified Situational Judgment Test"

1

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 (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 sit

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2

Landers, Richard N., Elena M. Auer, and Joseph D. Abraham. "Gamifying a situational judgment test with immersion and control game elements." Journal of Managerial Psychology 35, no. 4 (2020): 225–39. http://dx.doi.org/10.1108/jmp-10-2018-0446.

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PurposeAssessment gamification, which refers to the addition of game elements to existing assessments, is commonly implemented to improved applicant reactions to existing psychometric measures. This study aims to understand the effects of gamification on applicant reactions to and measurement quality of situational judgment tests.Design/methodology/approachIn a 2 × 4 between-subjects experiment, this study randomly assigned 315 people to experience different versions of a gamified situational judgment test, crossing immersive game elements (text, audio, still pictures, video) with control game

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3

Westring, Alyssa J. Friede, Frederick L. Oswald, Neal Schmitt, et al. "Estimating Trait and Situational Variance in a Situational Judgment Test." Human Performance 22, no. 1 (2009): 44–63. http://dx.doi.org/10.1080/08959280802540999.

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4

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 (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(scenar

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Armstrong, Michael B., Jared Z. Ferrell, Andrew B. Collmus, and Richard N. Landers. "Correcting Misconceptions About Gamification of Assessment: More Than SJTs and Badges." Industrial and Organizational Psychology 9, no. 3 (2016): 671–77. http://dx.doi.org/10.1017/iop.2016.69.

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Describing the current state of gamification, Chamorro-Premuzic, Winsborough, Sherman, and Hogan (2016) provide a troubling contradiction: They offer examples of a broad spectrum of gamification interventions, but they then summarize the entirety of gamification as “the digital equivalent of situational judgment tests.” This mischaracterization grossly oversimplifies a rapidly growing area of research and practice both within and outside of industrial–organizational (I-O) psychology. We agree that situational judgment tests (SJTs) can be considered a type of gamified assessment, and gamificati

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6

Kwon, EunA, and JongGoo Lee. "Validation of Honesty Test using Situational Judgment Test Format." Korean Journal of Industrial and Organizational Psychology 33, no. 4 (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 t

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7

Kwon, Euna. "Differences in Effects of Honesty Measurement Methods: Situational Judgment Test Format vs. Likert-type Rating Scale." Korean Society of Culture and Convergence 45, no. 8 (2023): 739–53. http://dx.doi.org/10.33645/cnc.2023.08.45.08.739.

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The purpose of this study was to verify whether honesty, as measured by a situational judgment test format and a Likert-type rating scale, differs in its effect on different criteria. The criteria used in this study were moral disengagement, task performance, context performance, and counterproductive work behavior. Data from 721 employees (male=46.65%, female=53.95%) were used in the analysis. Honesty was measured in two ways: a situational judgment test format and a Likert-type rating scale. The results of the correlation coefficients showed that honesty was more highly correlated with moral

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8

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

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9

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 (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 dev

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10

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 (2017): 212–13. http://dx.doi.org/10.1080/0142159x.2017.1386295.

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