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Добірка наукової літератури з теми "Gamified Situational Judgment Test"

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 (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 (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, 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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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(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 (2016): 671–77. http://dx.doi.org/10.1017/iop.2016.69.

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Анотація:

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 (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 (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 (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 (2018): 328–35. http://dx.doi.org/10.1027/1015-5759/a000346.

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Анотація:

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

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