feel is most effective. SJTs can be presented to test-takers through a variety of modules, such as booklets, films, or audio recordings. SJTs represent a distinct psychometric approach from the common knowledge-based multiple choice item. They are often used in industrial-organizational psychology applications such as personnel selection. Situational judgment tests tend to determine behavioral tendencies, assessing how an individual will behave in a certain situation, and knowledge instruction, which
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Defence Department: Defence REPUBLIC OF SOUTH AFRICA SOUTH AFRICAN NAVY “THE PEOPLES NAVY” COMBAT, ENGINEERING, TECHNICAL AND SUPPORT APPLICANTS 2016 BACKGROUND MILITARY SKILLS DEVELOPMENT SYSTEM (MSDS) The SA Navy is offering young South African citizens an excellent opportunity to serve in uniform over a two-year period. The Military Skills Development System (MSDS) is a two-year voluntary service system with the aim of equipping and developing young South Africans with the necessary skills in
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Revised/Accepted October 1997 Employee selection: a question of structure Jean M. Barclay Glasgow Caledonian University, Glasgow, UK Keywords Employee selection, Interviews, Selection, United Kingdom Abstract The first part of a larger study into organisations’ use of structured interviewing techniques. Discusses reasons for continued popularity of interviewing in selection, despite its shortcomings. Considers the use of two structured interviewing techniques to improve selection: behavioural and situational
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reliability and convergent construct validity. Significant associations were found with depression. Norm-scores were presented. We advocate the use of a 17-item DAS-A, which proved to be useful in measuring dysfunctional beliefs. On the basis of previous psychometric studies, our study provides solid evidence for a two-factor model of the DAS-A, consisting of ‘dependency’ and ‘perfectionism/performance evaluation’. Introduction. According to Beck’s view of depression (Beck 1972; Beck et al. 1979), individuals
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Hamilton Depression Rating Scale Depression is a prevalent psychiatric illness, afflicting approximately 16% of all Americans (Simon, 2003). Environmental and biological factors play a major role in an individual’s likelihood to develop depression. The exact causes of depression are unknown, but certain common triggers are attributed to the onset of symptoms, such as stress or chemical imbalance. Although some forms of depression are inherited, individuals without a prior family history of depression
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situation they are faced with– every year. So how does Google effectively tackle this enormous “problem”? An article I read in the New York Times discussed the approach to employee selection taken by Google to better select employees. Google has attempted to integrate a highly scientific methodology into the employee selection process. Recognising the absurdity of trying to review over a million applicants annually, Google has adopted some (for them) “non-traditional” criteria for assessing potential
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Conventional psychological testing is quite different from scientific measurements in natural sciences. What is accomplished by the application of psychological measurement is an estimation of a psychological construct. Psychological tests and measurements of personality, intelligence, attitude and motivation are fundamentally different from quantitative measurements in physical sciences such as height, weight and blood urea. Paul Kline, one of the foremost exponents of psychometric theory clarifies
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* * * * * * * * Introduction to Psychological Testing * Melanie Callahan * Psychological Tests and Measurements PSY 475 * Deborah Ford * June 6, 2011 Introduction to Psychological Testing According to a survey of 455 psychologists and counselors form Division 17 (Counseling Psychology) of the American Psychological Association, psychological testing is an important part of clinical psychology (Fee, Elkins, & Boyd, 1982). The most recommended
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Aptitude Testing and the Legal Profession 6 June 2011 Dr. Chris Dewberry Birkbeck, University of London 1 Acknowledgement: I wish to thank Chris Hutton for his help in compiling information in the section of this report entitled Aptitude Tests Currently Used in the Professional Services Sector, Appendix 3, and Appendix 4. 2 Contents Executive Summary ................................................................................................................... 6 The
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1 ORGANISING PRINCIPLES 1.1 Background to Assessment Centres An assessment centre (AC) ‘is a process by which an individual, or group, is assessed by a team of judges using a comprehensive and integrative set of techniques’ (Feltham, 1989). The design and implementation of the AC must be carefully planned with contemporary literature in mind to derive a clear and unbiased assessment of the participants and their ability to meet agreed competencies. Marchington (2000) outlined several
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