Transsituational variability in human performance within assessment centers

摘要: Abstract Current models in the psychology of personality describe behavior as largely a function situation (i.e., specific) rather than reflective broad underlying stable traits consistent). Because sample size limitations and inappropriate levels abstraction performance measures, this “interactionist” explanation has rarely been formally evaluated industrial/organizational psychology. In study 2056 assessment center candidates were rated on eight skills or abilities (traits) measured over five situational exercises (situations). Person, situation, trait variance components identified via multitrait—multimethod matrix analysis. The results revealed major sources from person × components, high convergent validity ratings, but lack discriminant across specialized abilities. Assessees performed differently various interaction), although differential ratings probably due to halo error. findings are discussed context substantive methodological issues relating transsituational variability behavior.