[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-504459-105":59,"doc-detail-504459-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","a-meta-analysis-of-the-relationship-between-individual-assessments-and-job-performance","A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance","","Though individual assessments are widely used in selection settings, limited evidence supports their criterion-related validity. A random-effects meta-analysis synthesized 39 validation studies defining individual assessments as multi-method, individually administered, and integrated via assessor judgment. Assessor recommendations predicted job performance, with validity varying by study. Validity was higher for managerial roles and for assessments including cognitive ability tests, while moderators included assessor consistency and publication bias considerations.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/a-meta-analysis-of-the-relationship-between-individual-assessments-and-job-performance/504459/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/a-meta-analysis-of-the-relationship-between-individual-assessments-and-job-performance/504459.png","ImageObject",300,407,{"name":92,"@type":93},"anakgang17","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-21","2026-10-03",true,{"@type":102,"interactionType":103,"userInteractionCount":34},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"How does the meta-analysis define individual assessments in this study?","Question",{"text":112,"@type":113},"Individual assessments are defined as selection procedures that use multiple assessment methods, are administered to an individual examinee, and rely on assessor judgment to integrate information into an overall evaluation of job suitability.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"What did the study find about the ability of assessor recommendations to predict job performance?",{"text":117,"@type":113},"Assessor recommendations were found to be useful predictors of job performance, but the strength of validity varied considerably across studies.",{"name":119,"@type":110,"acceptedAnswer":120},"Which factors tended to increase the validity of individual assessments?",{"text":121,"@type":113},"Validity tended to be higher for managerial than nonmanagerial occupations, for assessments including a cognitive ability test, and when the same assessor evaluated all candidates.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},504459,1791299271,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":34,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145},962090883568,"https://ap-avatar.wpscdn.com/davatar_a8503ba1806abce46bf441b54a3ca4cd","Running Head: Individual Assessment Meta-Analysis  \nA Meta-Analysis of the Relationship Between Individual  \nAssessments and Job Performance  \nScott B. Morris, Rebecca L. Daisley, Megan Wheeler, & Peggy Boyer Illinois Institute of Technology  \nApril 2014  \nJournal of Applied Psychology, doi: 10.1037/a0036938 .  \n© 2014 American Psychological Association, all rights reserved  \nThis article may not exactly replicate the final version published in the APA journal. It is not the copy of record. The final published version can be obtained at  \n[http://psycnet.apa.org/doi/10.1037/a0036938](http://psycnet.apa.org/doi/10.1037/a0036938)  \nAuthors Note  \nThe authors wish to thank Paige Olson for her assistance with the coding of studies. We also thank the many people who helped us obtain information on unpublished studies, including Joy Hazucha, Maynard Goff, Bob Barnett, and Dave Sowinski.  \nABSTRACT  \nThough individual assessments are widely used in selection settings, very little research exists to support their criterion-related validity. A random-effects meta-analysis was conducted of 39 individual assessment validation studies. For the current research, individual assessments were defined as any employee selection procedure that involved: 1) multiple assessment methods, 2) administered to an individual examinee, and 3) relying on assessor judgment to integrate the information into an overall evaluation of the candidate’s suitability for a job. Assessor recommendations were found to be useful predictors of job performance, although the level of validity varied considerably across studies. Validity tended to be higher for managerial than nonmanagerial occupations and for assessments that included a cognitive ability test. Validity was not moderated by the degree of standardization of the assessment content, or by use of multiple assessors for each candidate. However, higher validities were found when the same assessor was used across all candidates than when different assessors evaluated different candidates. These results should be interpreted with caution given a small number of studies for many of the moderator subgroups as well as considerable evidence of publication bias. These limitations of the available research base highlight the need for additional empirical work to inform individual assessment practices.  \nKey words: executive selection, meta-analysis, validation study, personnel selection, individual psychological assessment.  \nMuch of the research on personnel selection has focused on standardized assessment methods, such as cognitive ability tests, self-report personality inventories and structured interviews. These assessment methods are designed to be administered and scored efficiently for large groups of job applicants. Another tradition in assessment takes a very different approach, emphasizing assessments that are tailored to the individual and the organization. This latter approach, called individual psychological assessment, emphasizes the measurement of the personas a whole (Highhouse, 2002) and the use of expert judgment to interpret the pattern of responses across a variety of assessment methods (Silzer & Jeanneret, 2011). This job-and person-specific approach is particularly attractive in settings such as executive selection, where there are few candidates for a single job opening and where job requirements are highly individualized (Hollenbeck, 2009) .  \nIndividual psychological assessment is defined as a process of gathering information regarding a person’s knowledge, skills, aptitude and temperament (Jeanneret & Silzer, 1998) through the use of individually administered selection tools, including tests and interviews, and integrating this information to make an inference regarding the individual’s appropriateness for a particular position (Prien, Schippman & Prien, 2003) . Prien et al. (2003) state that the distinguishing feature of individual assessment is that it combines integrative and interpretive t","cbCaid8gh9bYDUA9","https://ap.wps.com/l/cbCaid8gh9bYDUA9","pdf",404776,61,"English","# Abstract\n## Individual assessment definition and rationale\n## Prior research and validity evidence\n## Meta-analysis purpose and approach","[{\"question\":\"How does the meta-analysis define individual assessments in this study?\",\"answer\":\"Individual assessments are defined as selection procedures that use multiple assessment methods, are administered to an individual examinee, and rely on assessor judgment to integrate information into an overall evaluation of job suitability.\"},{\"question\":\"What did the study find about the ability of assessor recommendations to predict job performance?\",\"answer\":\"Assessor recommendations were found to be useful predictors of job performance, but the strength of validity varied considerably across studies.\"},{\"question\":\"Which factors tended to increase the validity of individual assessments?\",\"answer\":\"Validity tended to be higher for managerial than nonmanagerial occupations, for assessments including a cognitive ability test, and when the same assessor evaluated all candidates.\"}]","A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance | PDF",1791067611,154]