Journal Article10.1007/S11135-012-9718-Z
Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations
Riccardo Sartori,Andrea Ceschi +1 more
21
TL;DR: In this article, the authors present a critical review of what psychological science has found, and not so recently, in the field of assessment and development of psychological characteristics, in terms of risks and biases.
read more
Abstract: Assessment center and development center are two procedures that organizations can use in order to evaluate and train people. They make use of different methods and techniques, some (i.e. interviews) descending from the so called idiographic (or clinical) approach, and some (i.e. standardized instruments) descending from the so called nomothetic (or psychometric) approach. The idea is that different methods and techniques allow assessors and decision makers to collect as much information as possible, in order to come to an integrated judgment of people to be evaluated. Regarding this idea, psychological research has already discovered that it is not the amount of information collected that makes the difference between expert and non-expert assessors and decision makers. Besides, too much information is difficult to manage; and while it increases the confidence of assessors and decision makers about their judgments, it unfortunately does not increase their accuracy as well, since relevant information is mixed with irrelevant one and this makes it difficult to decide which one to consider and which one not. So, the article wants to be a critical review of what psychological science has found, and not so recently, in the field of assessment and development of psychological characteristics, in terms of risks and biases. Finally, it wants to underline the fact that, in spite of risks and biases, nowadays different methods and techniques are actually used to assess one person’s psychological characteristics, which is certainly questionable but also methodologically appropriate if they are appropriately used.
read more
Chat with Paper
AI Agents for this Paper
Find similar papers on Google Scholar, PubMed and Arxiv
Write a critical review of this paper
Analyze citations of this paper to find unaddressed research gaps
Citations
Career Adaptability as a Strategic Competence for Career Development: An Exploratory Study of Its Key Predictors.
TL;DR: In this article, a web-based survey, a convenience sample of 230 working participants completed an online questionnaire, including socio-demographic characteristics (age, gender, education), professional status (role seniority, sector of employment, professional role), professional development-related features (training, new professional assignments, financial incentives) and psychological factors (work selfefficacy, search for work self-efficacy and job satisfaction).
91
Can Emotional Competence Be Taught in Higher Education? A Randomized Experimental Study of an Emotional Intelligence Training Program Using a Multimethodological Approach.
TL;DR: It has been demonstrated that the program is effective in the three methodological modalities presented, offering a range of possibilities to future users because it is possible to select the most appropriate modality based on the resources and possibilities available in each situation.
How Do You Manage Change in Organizations? Training, Development, Innovation, and Their Relationships.
TL;DR: The article aims to be a reflective paper on the interconnected concepts of training, development and innovation and the potential they have in dealing with change in organizations.
77
Studying teamwork and team climate by using a business simulation. How communication and innovation can improve group learning and decision-making performance
TL;DR: In this article, the authors investigate how dimensions related to teamwork and team climate can influence decision-making and learning of teams (performance) and investigate which factors are more effective, several relevant group and team characteristics drawn from classical literature on groups and more recent empirical team simulation research have been considered.
60
•Journal Article
The relationships between innovation and human and psychological capital in organizations: A review
TL;DR: In this paper, the authors provide an overview of the concept of innovation and its relationships with the concepts of human and (positive) psychological capital, and show the role that human and psychological capital can play in organizational innovation and concludes by reviewing the latest list of competences that research has identified as necessary in open innovation teams.
44
References
•Book
Judgment Under Uncertainty: Heuristics and Biases
Amos Tversky,Daniel Kahneman +1 more
- 01 Jan 1974
TL;DR: The authors described three heuristics that are employed in making judgements under uncertainty: representativeness, availability of instances or scenarios, and adjustment from an anchor, which is usually employed in numerical prediction when a relevant value is available.
•Book
Designing and Conducting Mixed Methods Research
John W. Creswell,Vicki L. Plano Clark +1 more
- 18 Aug 2006
TL;DR: This book discusses writing and Evaluating Mixed Methods Research, and the importance of knowing the structure of the writing so that it Relates to the Designs Evaluating a Mixed Methods Study Within Designs.
29.9K
•Book
Research Design: Qualitative, Quantitative, and Mixed Methods Approaches
John W. Creswell
- 01 Jan 1994
TL;DR: The eagerly anticipated fourth edition of the title that pioneered the comparison of qualitative, quantitative, and mixed methods research design, John W, Creswell as discussed by the authors, includes a preliminary consideration of philosophical assumptions, a review of the literature, an assessment of the use of theory in research approaches, and reflections about the importance writing and ethics in scholarly inquiry.
21K
•Journal Article
Judgement under uncertainty: heuristics and biasis
A Tversky,D Kahneman +1 more
Abstract: This article described three heuristics that are employed in making judgements under uncertainty: (i) representativeness, which is usually employed when people are asked to judge the probability that an object or event A belongs to class or process B; (ii) availability of instances or scenarios, which is often employed when people are asked to assess the frequency of a class or the plausibility of a particular development; and (iii) adjustment from an anchor, which is usually employed in numerical prediction when a relevant value is available. These heuristics are highly economical and usually effective, but they lead to systematic and predictable errors. A better understanding of these heuristics and of the biases to which they lead could improve judgements and decisions in situations of uncertainty.
19.3K
Availability: A heuristic for judging frequency and probability
Amos Tversky,Daniel Kahneman +1 more
TL;DR: A judgmental heuristic in which a person evaluates the frequency of classes or the probability of events by availability, i.e., by the ease with which relevant instances come to mind, is explored.
10K