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Автор: Grafiati

Опубліковано: 9 березня 2024

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Статті в журналах з теми "Gamified Situational Judgment Test"

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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Анотація:

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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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 (March 8, 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 elements (high and low), measuring applicant reactions and assessing differences in convergent validity between conditions.FindingsThe use of immersive game elements improved perceptions of organizational technological sophistication, but no other reactions outcomes (test attitudes, procedural justice, organizational attractiveness). Convergent validity with cognitive ability was not affected by gamification.Originality/valueThis is the first study to experimentally examine applicant reactions and measurement quality to SJTs based upon the implementation of specific game elements. It demonstrates that small-scale efforts to gamify assessments are likely to lead to only small-scale gains. However, it also demonstrates that such modifications can be done without harming the measurement qualities of the test, making gamification a potentially useful marketing tool for assessment specialists. Thus, this study concludes that utility should be considered carefully and explicitly for any attempt to gamify assessment.

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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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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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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 (September 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 gamification provides a toolkit to make SJTs even more gameful. However, the term gamification refers to a much broader and potentially more impactful set of tools than just SJTs, which are incremental, versatile, and especially valuable to practitioners in an era moving toward business-to-consumer (B2C) assessment models. In this commentary, we contend that gamification is commonly misunderstood and misapplied by I-O psychologists, and our goals are to remedy such misconceptions and to provide a research agenda designed to improve both the science and the practice surrounding gamification of human resource processes.

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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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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 (August 31, 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 disengagement, task performance, and contextual performance when measured by the situational judgment test than when measured by the Likert-type scale. When analyzing the structural equation model, it was found that the overall fit indices of the model were better when honesty was measured in a situational judgment format than when it was measured in a Likert-type scale.

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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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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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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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Дисертації з теми "Gamified Situational Judgment Test"

Hernandez, Jérôme. "Facilitating the Development of Game-Based Assessments : An In-depth Exploration of Behavioural Profiling and Soft Skills Recognition via Gamified Situational Judgement Tests." Electronic Thesis or Diss., Sorbonne université, 2023. http://www.theses.fr/2023SORUS589.

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Анотація:

Au cours des dernières années, la reconnaissance des compétences non techniques et transversales est devenue de plus en plus courante dans la sélection et la formation du personnel. Dans cette optique, les entreprises ont montré un intérêt croissant pour l'utilisation d'approches ludiques, couplées à des données informatiques, pour prédire le comportement des employés. Les professionnels des ressources humaines cherchent donc et développent des outils fiables et valides pour identifier le bon candidat pour le bon poste tout en améliorant simultanément les stratégies de sélection et l'engagement des candidats. Cette thèse explore l'exploration et l'exploitation des approches basées sur le jeu dans le domaine des ressources humaines, en particulier dans les processus de recrutement et de sélection. Elle commence d'abord par plonger dans l'histoire des approches basées sur le jeu, en retraçant leurs origines et en expliquant leur évolution jusqu'aux jeux sérieux d'aujourd'hui. Ensuite, la thèse présente un méta-cadre et deux cadres pour la conception et la création d'un test de jugement situationnel ludifié (GSJT). Une progression systématique est mise en évidence, allant de la compréhension des besoins des clients à la mise en œuvre du GSJT. Ce méta-cadre et ces cadres subissent deux exécutions expérimentales pour affirmer leur efficacité. Par la suite, un système de notation de psychométrie computationnelle est introduit pour aider les équipes de psychométrie du GSJT dans leurs efforts de notation. Plusieurs méthodes de notation sont examinées, et une approche de notation hybride est introduite. Une troisième expérience est exécutée pour valider l'efficacité de cette approche. La thèse déplace ensuite son attention sur l'importance d'avoir des personnages non jouables réalistes pour reconnaître les compétences non techniques. Des modèles d'apprentissage profond sont suggérés pour faciliter la création de ces personnages. Une dernière expérience est menée pour évaluer l'efficacité de ces modèles. En conclusion, cette thèse apporte des contributions préliminaires à la théorie et aux applications pratiques concernant la création et l'utilisation de méthodologies basées sur le jeu dans le secteur des ressources humaines pour la reconnaissance de profils comportementaux
In recent years, the recognition of non-technical and cross-functional skills has become increasingly common in personnel selection and training. To this end, companies have shown a growing interest in using game-based approaches, coupled with computational data, to predict employee behaviour. Human resources professionals are, therefore, seeking and developing reliable and valid tools to identify the right candidate for the right position while simultaneously enhancing selection strategies and candidate engagement. This thesis explores the exploration and exploitation of game-based approaches in the field of human resources, particularly in recruitment and selection processes. It first delves into the history of game-based approaches, tracing their origins and explaining their evolution up to today’s serious games. Following that, the thesis presents a meta-frameworks and two frameworks for designing and creating a gamified situational judgement test (GSJT). A systematic progression is highlighted, spanning from grasping client needs to implementing the GSJT. These meta- framework and frameworks undergoes two experimental runs to affirm its effectiveness. Subsequently, a computational psychometric scoring system is introduced to assist GSJT psychometry teams in their scoring endeavors. Several scoring methods are scrutinized, and a hybrid scoring approach is introduced. A third experiment is executed to validate the efficacy of this approach. The thesis then shifts its focus to the significance of having lifelike non-playable charac- ters for recognizing non-technical skills. Deep learning models are suggested to facilitate the creation of these characters. A final experiment is conducted to gauge the effective- ness of these models. In conclusion, this thesis provides preliminary contributions to both theory and practical applications concerning the creation and use of game-based methodologies in the human resources sector for behavioural profile recognition

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Pui, Shuang-Yueh. "Situational Judgment Test: A Measurement of Judgment?" Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1192636656.

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Conner, Lane A. Guarnaccia Charles Anthony. "Evaluation of the situational judgment test." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3686.

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Conner, Lane A. "Evaluation of the Situational Judgment Test." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3686/.

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This research attempts to confirm the reliability and construct validity of a personnel selection instrument called a Situational Judgment Test (SJT) through reliability analysis and factor analysis. The existing literature on SJTs is reviewed, including the advantages of using SJTs in personnel selection as well as the debate on whether SJTs measure a single construct or whether they can be multidimensional depending on the content. The specific SJT in this research was theoretically developed and received expert ratings to assess four general constructs: problem solving, planning, priority setting, and leadership. No support from alpha internal consistency reliability analysis was found for the assembly of these items into the four a priori subscales, thus assembly of these items into the theoretical subscales and scales was not supported.

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Mumford, Sally. "The Situational Judgment Test : cognition, constructs and criterion validity." Thesis, University of Sheffield, 2015. http://etheses.whiterose.ac.uk/9597/.

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The Situational Judgment Test (SJT) is a personnel selection test in which a hypothetical scenario is provided, and the applicant asked to choose one or rate multiple answers. Unlike conventional knowledge tests, performance does not rely upon typical academic intelligence. A key requirement of research is to fully understand the construct validity, criterion validity and SJT theory. This thesis is a set of 3 studies that investigates firstly, the construct validity of an SJT in medicine, secondly, establishes a new construct of interest to the SJT (formal operational thought, FOT) and thirdly, investigates FOT in relation to both the construct and criterion validity of an SJT in medicine. In study 1 a current model of the construct validity of the SJT was examined alongside two measures assessing individual differences that are not currently included in SJT theory (‘Need for Cognition’ and ‘Occupational Self-Efficacy’) with the aim of increasing the amount of variance explained in SJT scores. Neither existing theory nor the additional variables significantly explained SJT performance. Inspection of the literature revealed aspects of intelligence previously unexplored in relation to the SJT; fluid intelligence and FOT. A new measure of FOT was validated and FOT was conceptualised as a higher level ability for complex reasoning, independent to that used for primary cognitions. Study 3 then assessed FOT, SJT performance, academic attainment and job performance within medical students. FOT scores did not significantly explain variance in the SJT scores. However, they had incremental validity over the SJT in explaining actual job performance. The studies demonstrate that introducing FOT yielded additional unique variance over the SJT when explaining job performance and that this concept is a higher level thought store, independent of procedural and declarative knowledge stores. These ideas are presented in a theoretical model integrating existing intelligence and SJT theory.

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Colakoglu, Zeliha Ruhsar. "Establishing The Validity Of A Leadership Based Situational Judgment Test." Master's thesis, METU, 2013. http://etd.lib.metu.edu.tr/upload/12615673/index.pdf.

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The aim of this study was to develop a leadership measure using situational judgment test (SJT) methodology and to evaluate both construct and criterion-related validity of the developed SJT with respect to a well established measure of leadership, the Leadership Opinion Questionnaire (LOQ). In this study, it was hypothesized that task-oriented leadership-based SJT (SJT-T) is positively related to the supervisors&rsquo
and subordinates&rsquo
ratings of task-oriented leadership as assessed by the LOQ and relationship-oriented SJT (SJT-L) would be positively related to the supervisors&rsquo
and subordinates&rsquo
ratings of the relationship-oriented leadership as assessed by the LOQ. The data were collected from supervisors (N = 87) and their subordinates (N = 160) in a government organization in Ankara. The results indicated that the expected division of SJT-T and SJT-R was not possible. Therefore, rather than developing two SJTs measuring task- and relationship-oriented leadership, a decision was made to develop a general SJT-L measuring context-specific leadership and the hypotheses were tested on an exploratory basis without making a distinction between SJT-T and SJT-R. It was found that the relationship between the SJT-L and supervisors&rsquo
self ratings for task-oriented LOQ was significant but in the unexpected direction. However, the relationship between the SJT-L and subordinates&rsquo
ratings for their supervisors&rsquo
relationship-oriented leadership, using the LOQ, was positive and significant. Lastly, SJT-L was found to be a significant and unique predictor of subordinates&rsquo
ratings of leadership performance. Limitations of the study are acknowledged and results are discussed along with some suggestions for future research.

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Miller, Daniel S. "The effects of scoring technique on situational judgment test validity." Master's thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4806.

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Situational Judgment Tests (SJTs) are frequently used by organizations as a face-valid selection measure with low adverse impact and a relatively strong relationship with relevant criteria. Despite their common use, there remain several research questions regarding the theoretical foundations and characteristics of SJTs. Additionally, developments in SJT scoring provide fertile ground for research to validate new scoring techniques to better predict criteria of interest. Motowidlo and his colleagues (2006) recently developed a scoring technique for SJTs based on the principle of Implicit Trait Policies (ITPs) which are implicit beliefs concerning the effectiveness of different behavioral choices that demonstrate varying levels of targeted traits. Individuals high in these targeted traits will rate item responses that demonstrate high levels of that particular trait as more effective. Taking into consideration this new method, and also considering the multitude of scoring methods already available to test developers, it logically follows that these different scoring methods will have different correlations with constructs of interest, and that by using this new method it may be possible to achieve a much higher correlation with personality. The effects of scoring technique on relationships between SJT scores and constructs of interest such as personality will in turn have effects on the criterion validity of the SJT. This research explored how scoring methods affected the relationship SJT scores have with general mental ability, personality traits, typical performance, and maximum performance. Results indicated significant differential validity as a function of the respondents' race. For minority participants, SJT scores predicted "maximum performance ratings" in a simulation exercise but not "typical performance ratings" provided by familiar peers. However, the reverse was true for Caucasian participants.; The two scoring methods demonstrated differential validity. However, the nature of these differences varied as a function of the performance dimension in question (i.e., agreeableness, extraversion). Implications for future research will be discussed as well as the practical implications of these findings.
ID: 031001501; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Title from PDF title page (viewed July 26, 2013).; Thesis (Ph.D.)--University of Central Florida, 2011.; Includes bibliographical references (p. 203-226).
Ph.D.
Doctorate
Psychology
Sciences
Psychology; Industrial and Organizational Psycholog Track

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Grant, Kaci Lyn. "The Validation of a Situational Judgment Test to Measure Leadership Behavior." TopSCHOLAR®, 2009. http://digitalcommons.wku.edu/theses/64.

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Assessment centers, although useful for assessing behaviors and competencies associated with a targeted construct, can be low in economic utility. The current study sought to validate a situational judgment test (SJT) that was developed as an alternate form of assessment for a leadership development program. The first study examined the content validity of the SJT by performing retranslation on item stems and calibration of the item responses. The second study examined alternate forms reliability between the two forms of the leadership SJT that were developed. The third and final study evaluated the relationship between assessment center performance scores and SJT scores by demonstrating their convergent validities. Results from Study 1 demonstrated that the SALSA© test was a content valid measure of leadership ability. Results from Study 2 demonstrated that all available items from SALSA© could be used to make two forms of the test that demonstrate good alternate forms reliability. Finally, Study 3 suggests a moderate correlation between the assessment center and situational judgment test. Future research should focus on the underlying issues pertaining to significant group differences between English as primary language and English as second language students. Alternate developmental procedures, especially with alternate form assignment, should also be considered.

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Trippe, David Matthew. "An evaluation of the construct validity of situational judgment tests." Thesis, Virginia Tech, 2002. http://hdl.handle.net/10919/35795.

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Situational judgment tests are analogous to earlier forms of "high fidelity" simulations such that an ostensible paradox emerges in the consistent finding of criterion-referenced validity but almost complete lack of construct validity evidence. The present study evaluates the extent to which SJT's can demonstrate convergent and discriminant validity by analyzing a SJT from a multitrait-multimethod perspective. A series of hierarchically nested confirmatory factor models were tested. Results indicate that the SJT demonstrates convergent and discriminant validity but also contains non-trivial amounts of construct-irrelevant method variance. Wide variability in the content and validation methods of SJT's are discussed as the reason previous attempts to find construct validity have failed.
Master of Science

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Swander, Carl Joseph. "Video-Based Situational Judgment Test Characteristics: Multidimensionality at the Item Level and Impact of Situational Variables." Diss., Virginia Tech, 2001. http://hdl.handle.net/10919/27720.

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A new approach was taken to identify a specific construct or dimension being measured by a video-based situational judgment test (VBSJT). Appropriate exertion of control was specifically explored in relation to a VBSJT test designed for entry-level selection of law enforcement officers. Ratings from ten law enforcement experts were utilized to identify this construct. The VBSJT items scored toward overexertion of control were significantly related to performance (r = .23) in a sample of 334 incumbent police officers, capturing a large portion of the effective variance of the test which had an overall validity of r = .34. Situational variables within the items were then compared to ratings of exertion of control within a sample of 5426 applicants. General provocation toward overexertion of control and ethnicity significantly affected appropriate exertion of control. Gender and likeability also had significant impact on appropriate exertion, but the practical significance was limited. Specific character manipulations (i.e., rudeness, aggressiveness, pleasantness, cooperativeness, sympathy, and suspiciousness) also had a significant impact on appropriate exertion of control. Specific information manipulations (i.e., warrants, complaints, contemptible crimes and laws being broken) also had an impact on appropriate exertion of control. Some unexpected findings suggest that the character manipulations may actually override the effect of other provocation. The overexertion of control scale was also applied to test hypotheses about the likely behavior of police officers. It was found that the location of the organization had an affect on overexertion of control. Contrary to the hypothesis, suburban locations had more overexertion of control than urban locations. Length of tenure for police officers did not have an effect on overexertion of control. This difference did not affect validity across organizations. Implications and further research are discussed.
Ph. D.

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Книги з теми "Gamified Situational Judgment Test"

350 Questions for the Situational Judgment Test. Taylor & Francis Group, 2015.

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Cartwright, Lara, and Frances Varian. Situational Judgement Test at a Glance. Wiley & Sons, Incorporated, John, 2012.

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Cartwright, Lara, and Frances Varian. Situational Judgement Test at a Glance. Wiley & Sons, Incorporated, John, 2012.

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Cartwright, Lara, and Frances Varian. Situational Judgement Test at a Glance. Wiley & Sons, Incorporated, John, 2012.

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Situational Judgement Test at a Glance. Wiley & Sons, Limited, John, 2012.

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Situational Judgement Test Oxford Assess and Progress. Oxford University Press, 2013.

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Pass the Situational Judgement Test: A Guide for Medical Students. Elsevier - Health Sciences Division, 2015.

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Частини книг з теми "Gamified Situational Judgment Test"

Hernandez, Jérôme, Mathieu Muratet, and Thibault Carron. "Responsive Narrativity in Gamified Situational Judgment Tests: A Dynamic System for Enhanced Soft Skills Development." In Lecture Notes in Computer Science, 725–30. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-42682-7_68.

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Franczukowska, Arleta. "Arbeitsprobe und Situational-Judgment-Test." In Personalauswahl, 181–96. Wiesbaden: Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-14567-5_8.

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Ployhart, Robert E., and Anna-Katherine Ward. "Situational judgment measures." In APA handbook of testing and assessment in psychology, Vol. 1: Test theory and testing and assessment in industrial and organizational psychology., 551–64. Washington: American Psychological Association, 2013. http://dx.doi.org/10.1037/14047-030.

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Alsaadi, Mouza, Nabhan Alharassi, Jamal Alsalmi, and Salim Alkindi. "The Practices of Digital Citizenship Among Undergraduates at Sultan Qaboos University in Oman During COVID-19." In Future Trends in Education Post COVID-19, 281–94. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-1927-7_22.

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AbstractDigital citizenship (DC) has been an essential subject in educational research for the last few years. This study aimed at discovering the degree to which Omani undergraduate students practiced digital citizenship during the COVID-19 pandemic. The participants were 262 undergraduate students (116 males and 164 females) who took an online university elective course at Sultan Qaboos University (SQU) in Spring of 2021. The study adopted a quantitative approach to data collection to investigate students’ digital citizenship practices. An online situational judgment test was developed and conducted to address six dimensions of digital citizenship: digital identity, digital civic engagement, digital ethics, digital literacy, digital safety, and global digital communication. The findings show that the level of practicing digital citizenship dimensions ranged from intermediate to low. Additionally, the results show that the least practiced dimensions are digital civic engagement and digital identity. Further, the results indicated some gender differences in students’ practices of digital citizenship. Considering the results, more efforts are required from stakeholders to enhance the level of DC among undergraduates. The findings of the study are considered good indicators to be taken when designing and evaluating curricula at higher education institutions.

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Lievens, Filip, and Britt De Soete. "Situational Judgment Test." In International Encyclopedia of the Social & Behavioral Sciences, 13–19. Elsevier, 2015. http://dx.doi.org/10.1016/b978-0-08-097086-8.25092-7.

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Martínez-Jiménez, Enrique, Angélica Benito Sualdea, and Álvaro Nolla de Celis. "Analysis of Motivations and Experiences of Pre-Service Teachers in Gamified Math Trials." In Handbook of Research on International Approaches and Practices for Gamifying Mathematics, 277–303. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-9660-9.ch014.

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Within the inter-university innovation project Madrid and Cordoba Math Cities, this chapter analyses motivation and experiences of pre-service teachers carrying out a gamified math trail with the use of the mobile app MathCityMap. The student's motivational aspects were studied with the situational motivation scale (SIMS) and the self-determination index (SDI). Student's valuations of the gamification features of MathCityMap, namely scores, penalties, group ranking and narrative, were studied with a specific questionnaire. The results show high values in the positive subscales of the SIMS test and a positive valuation about the inclusion of gamification within a math trail.

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Steiner, Dirk D., and Neal Schmitt. "Test Use in Work Settings." In The ITC International Handbook of Testing and Assessment, 203–16. Oxford University Press, 2016. http://dx.doi.org/10.1093/med:psych/9780199356942.003.0014.

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Chapter 14 describes the various tools used in selecting employees in the workplace, such as cognitive ability tests, personality tests, and situational judgment tests, among others. Globalization of business has resulted in the adoption of mostly Western testing procedures by the rest of the world. The research base supporting some tests, especially cognitive ability and personality tests, is extensive; however, the use of tests seems to be more a function of their cost and the availability of skilled personnel to administer and interpret the test scores. Validation research has been conducted mostly in the United States and Europe and has sometimes focused on methods (e.g., interviews, assessment centers) rather than a more important concern with the constructs represented by these methods (e.g., cognitive ability, conscientiousness). Of particular concern is the observation that some constructs or methods of measurement produce large differences between gender or racial/ethnic subgroups.

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Тези доповідей конференцій з теми "Gamified Situational Judgment Test"

Hernandez, Jerome, Mathieu Muratet, Matthis Pierotti, and Thibault Carron. "Enhancement of a Gamified Situational Judgment Test Scoring System for Behavioral Assessment." In 2022 International Conference on Advanced Learning Technologies (ICALT). IEEE, 2022. http://dx.doi.org/10.1109/icalt55010.2022.00116.

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Chen, Lei, Franklin Zaromb, Zhitong Yang, Chee Wee Leong, and Michelle Martin-Raugh. "Can a machine pass a situational judgment test measuring personality perception?" In 2017 Seventh International Conference on Affective Computing and Intelligent Interaction Workshops and Demos (ACIIW). IEEE, 2017. http://dx.doi.org/10.1109/aciiw.2017.8272615.

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MacIntosh, Alexander. "Incorporating a Constructed-Response Situational Judgment Test in a Medical School's Holistic Review." In 2023 AERA Annual Meeting. Washington DC: AERA, 2023. http://dx.doi.org/10.3102/2012320.

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Maerten-Rivera, Jaime. "Validation of a Situational Judgment Test to Assess Affective Domain Elements in Pharmacy Students." In AERA 2022. USA: AERA, 2022. http://dx.doi.org/10.3102/ip.22.1887664.

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Maerten-Rivera, Jaime. "Validation of a Situational Judgment Test to Assess Affective Domain Elements in Pharmacy Students." In 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1887664.

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Karakolidis, Anastasios. "The Use of Animations in Assessment: Comparing an Animated and a Text-Based Situational Judgment Test." In 2019 AERA Annual Meeting. Washington DC: AERA, 2019. http://dx.doi.org/10.3102/1438022.

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Eriyanti, Isma. "TOWARDS RESILIENCE AND LIFELONG LEARNING: THE IMPLEMENTATION OF SITUATIONAL JUDGMENT TEST AS ADMISSION REQUIREMENT TO PRE-SERVICE TEACHER EDUCATION." In 10th annual International Conference of Education, Research and Innovation. IATED, 2017. http://dx.doi.org/10.21125/iceri.2017.1732.

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Звіти організацій з теми "Gamified Situational Judgment Test"

Hanson, Mary Ann, Kristen E. Horgen, and Walter C. Borman. Situational Judgment: An Alternative Approach to Selection Test Development,. Fort Belvoir, VA: Defense Technical Information Center, January 1998. http://dx.doi.org/10.21236/ada362168.

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Hanson, Mary A., and Walter C. Borman. Development and Construct Validation of the Situational Judgment Test. Fort Belvoir, VA: Defense Technical Information Center, April 1995. http://dx.doi.org/10.21236/ada296511.

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Schneider, Sarah, Daniel Wolf, and Astrid Schütz. Workshop for the Assessment of Social-Emotional Competences : Application of SEC-I and SEC-SJT. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49180.

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The modular workshop offers a science-based introduction to the concept of social-emotional competences. It focuses on the psychological assessment of such competences in in institutions specialized in the professional development of people with learning disabilities. As such, the workshop is primarily to be understood as an application-oriented training programme for professionals who work in vocational education and use (or teach the usage of) the assessment tools SEC-I and SEC-SJT (Inventory and Situational Judgment Test for the assessment of social-emotional competence in young people with (sub-) clinical cognitive or psychological impairment) which were developed at the University of Bamberg. The workshop comprises seven subject areas that can be flexibly put together as required: theoretical basics and definitions of social-emotional competence, the basics of psychological assessment, potential difficulties in its use, usage of the self-rating scale, the situational judgment test, the observer-rating scale, and objective observation of behaviour. The general aim of this workshop is to learn how to use and apply the assessment tools in practical settings.

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