[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-319864-105":59,"doc-detail-319864-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","assessing-problem-solving-in-hr-contexts-a-comparison-between-game-based-and-self-report-measures","Assessing Problem-Solving in HR Contexts - A Comparison Between Game-Based and Self-Report Measures","","Game-based assessments (GBAs) are increasingly used in recruitment to evaluate transversal skills through observable behavior, but direct empirical comparisons with traditional self-report measures are limited. This study applies a method-comparison design to test convergence between self-perceived and behaviorally enacted problem-solving competence by contrasting a game-based assessment with the Problem Solving Inventory (PSI-B). Seventy-two participants completed both instruments and a five-minute game task, yielding four behavioral proficiency levels. Results show no significant convergence between self-reports and behavior-based scores, suggesting complementary rather than redundant information across modalities.",{"@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/assessing-problem-solving-in-hr-contexts-a-comparison-between-game-based-and-self-report-measures/319864/",{"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/assessing-problem-solving-in-hr-contexts-a-comparison-between-game-based-and-self-report-measures/319864.png","ImageObject",300,407,{"name":92,"@type":93},"Theodore","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-13","2026-09-20",true,{"@type":102,"interactionType":103,"userInteractionCount":52},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What comparison does the study perform between the two measurement modalities?","Question",{"text":112,"@type":113},"It compares self-perceived problem-solving competence measured by PSI-B with behaviorally enacted problem-solving competence measured through a game-based assessment task.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How was participant performance categorized in the game-based task?",{"text":117,"@type":113},"Performance in the five-minute game-based problem-solving task was classified into four behavioral proficiency levels.",{"name":119,"@type":110,"acceptedAnswer":120},"What do the results indicate about using only one assessment modality in personnel selection?",{"text":121,"@type":113},"The lack of convergence between self-report and behavior-based scores indicates that relying on a single modality is risky, and that game-based tools should be integrated within multi-method assessment frameworks.","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},319864,1790654852,{"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":52,"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":26,"preview_page_count":4},7971461740886,"https://ap-avatar.wpscdn.com/davatar_3d24733baf745e90a7e4bdd5f77d97b2","arXiv :2602 .05525v3 [ cs .HC] 7 Mar 2026  \nAssessing Problem-Solving in HR Contexts: A Comparison Between Game-Based and Self-Report  \nMeasures  \nFabrizio Fornaria,∗, Eleonora Covab , Niccolò Vito Vaccaa , Francesco Boccic ,  \nMarcello Sarinid , Luigi Caputoe  \na University of Camerino, Computer Science Division, School of Science and  \nTechnology, Camerino, Italy  \nbSapienza University of Rome, Department of Psychology of Developmental and  \nSocialization Processes, Rome, Italy  \nc Società Italiana di Psicoterapia Individuale – Adleriana, Reggio Emilia, Italy d University of Milano-Bicocca, Department of Psychology, Milan, Italy  \neEmaze Gaming Società Benefit SRL, Naples, Italy  \nAbstract  \nGame-based assessments (GBAs) are increasingly adopted in recruitment contexts as tools to assess transversal skills through observable behavior. However, empirical evidence directly comparing game-based behavioral indicators with traditional self-report measures remains limited. This study adopts a method-comparison approach to explore the convergence between self-perceived and behaviorally enacted problem-solving competence, comparing a game-based assessment with the Problem Solving Inventory (PSI-B) . Seventy-two participants completed both the PSI-B and a five-minute gamebased problem-solving task, which classified performance into four behavioral proficiency levels. Results revealed no significant convergence between self-reported and behavior-based problem-solving scores, indicating a lack of convergence between the two measurement modalities. Rather than indicating a lack of validity of the game-based assessment, these findings support the view that self-report and behavioral measures provide complementary information about problem-solving competence. The study highlights the risks of relying on a single assessment modality in personnel selection and  \n∗ Corresponding author  \nEmail address: [fabrizio.fornari@unicam.it](fabrizio.fornari@unicam.it) (Fabrizio Fornari)  \nunderscores the value of integrating game-based tools within multi-method assessment frameworks.  \nKeywords: Game-based assessment, Problem-solving, Self-report measures, Behavioral assessment, Personnel selection, Human resources  \n1. Introduction  \nOrganizations today operate in an increasingly competitive labor market, often described as a global “war for talent,” in which identifying and attracting the right candidates has become a strategic priority [51] . This challenge is amplified by the growing demand for employees who possess strong transversal soft skills (e.g., problem-solving, teamwork, communication, adaptability), which have become critical predictors of employability and long-term success [16, 8, 5, 40] . Traditional recruitment and selection methods have long played a central role in assessing candidates’ competencies and remain widely adopted in organizational practice. However, several authors (e.g. , Carless, 2009; Schmitt, 2014) have noted that these approaches may face challenges in keeping pace with evolving organizational needs and candidate expectations. Standard tools such as structured interviews, cognitive tests, and self-report questionnaires, while well-established and psychometrically grounded, have been criticized for being perceived as less engaging in contemporary recruitment contexts [42] . Moreover, prior research has highlighted a number of potential limitations, including susceptibility to response distortion, social desirability bias, test anxiety, and constraints on ecological validity [9] . In particular, traditional assessment formats may struggle to fully capture the dynamic and situational nature of soft skills, which are often expressed through behavior rather than static trait indicators [40] .  \nAmong transversal soft skills, problem-solving represents a particularly relevant and methodologically challenging construct to assess, due to its dynamic, process-oriented, and context-dependent nature. Problem-solving is a dyna","cbCaigtB5EJDsZ3h","https://ap.wps.com/l/cbCaigtB5EJDsZ3h","pdf",1714413,24,"English","# Introduction\n## Problem-solving as a transversal soft skill\n## Limitations of traditional assessment formats\n## Technology-enhanced recruitment and game-based assessment","[{\"question\":\"What comparison does the study perform between the two measurement modalities?\",\"answer\":\"It compares self-perceived problem-solving competence measured by PSI-B with behaviorally enacted problem-solving competence measured through a game-based assessment task.\"},{\"question\":\"How was participant performance categorized in the game-based task?\",\"answer\":\"Performance in the five-minute game-based problem-solving task was classified into four behavioral proficiency levels.\"},{\"question\":\"What do the results indicate about using only one assessment modality in personnel selection?\",\"answer\":\"The lack of convergence between self-report and behavior-based scores indicates that relying on a single modality is risky, and that game-based tools should be integrated within multi-method assessment frameworks.\"}]","Assessing Problem-Solving in HR Contexts - A Comparison Between Game-Based and Self-Report Measures | PDF",1789947568]