The Validity and Incremental Validity of Knowledge Tests - Low-Fidelity and High-Fidelity Simulations for Predicting Job Performance in Advanced-Level High-Stakes Selection

Sep 18, 2026

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High-stakes selection for candidates with substantial domain knowledge and experience examines whether high-fidelity simulations (assessment centers) add incremental validity beyond low-fidelity simulations (situational judgment tests) and knowledge tests. The article integrates evidence on these three predictors in advanced-level high-stakes contexts and develops a model and hypotheses for their combined effects. In a sample of 196 applicants, all three predictors related significantly to job performance; the SJT and AC each showed incremental validity over the knowledge test, and the AC showed incremental validity over the SJT.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages15

Reading Time38 min

AccessFree to download

Validity in advanced-level high-stakes selection

Predictors: knowledge tests, low-fidelity simulations, and high-fidelity simulations

Incremental validity findings

Mediation results and model testing

Background: entry-level versus advanced-level selection

Test formats and simulation fidelity

Singapore Management University Institutional Knowledge at Singapore Management University | Research Collection Lee Kong Chian School Of Business | Lee Kong Chian School of Business | | --- | --- | | 9-2011
The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection
Filip LIEVENS
Singapore Management University, [filiplievens@smu.edu.sg](filiplievens@smu.edu.sg)
Fiona PATTERSON City University London
Follow this and additional works at: [https://ink.library.smu.edu.sg/lkcsb_research](https://ink.library.smu.edu.sg/lkcsb_research)
Part of the Industrial and Organizational Psychology Commons, and the Organizational Behavior and Theory Commons | | Citation LIEVENS, Filip and PATTERSON, Fiona. The validity and incremental validity of knowledge tests, lowfidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level highstakes selection. (2011) . Journal of Applied Psychology. 96,(5), 927-940. Research Collection Lee Kong Chian School Of Business. Available at: [https://ink.library.smu.edu.sg/lkcsb_research/5514](https://ink.library.smu.edu.sg/lkcsb_research/5514) This Journal Article is brought to you for free and open access by the Lee Kong Chian School of Business at Institutional Knowledge at Singapore Management University. It has been accepted for inclusion in Research Collection Lee Kong Chian School Of Business by an authorized administrator of Institutional Knowledge at Singapore Management University. For more information, please email [library@smu.edu.sg](library@smu.edu.sg). Published in Journal of Applied Psychology, 2011, 96 (5), 927-940. [https://doi.org/10.1037/a0023496](https://doi.org/10.1037/a0023496) Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License. The Validity and Incremental Validity of Knowledge Tests, Low-Fidelity Simulations, and High-Fidelity Simulations for Predicting Job Performance in Advanced-Level High-Stakes Selection Filip Lievens Ghent University Fiona Patterson City University London In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC had incremental validity over the SJT. Model tests showed that the SJT fully mediated the effects of declarative knowledge on job performance, whereas the AC partially mediated the effects of the SJT. Keywords: situational judgment tests, assessment centers, high-stakes selection, medical education High-stakes testing refers to the use of tests where the test results play a critical role for individuals in getting access to employment, education, or credentialing opportunities (Sackett, Schmitt, Ellingson, & Kabin, 2001) . High-stakes testing situations can be further distinguished in entry-level and advanced-levelselection situations. Whereas relatively stable abilities and aptitudes are often explicitly assessed in entry-level selection (e.g., admissions testing), a focus on knowledge and skill as products of abilities, traits, and interests is characteristic of most advancedlevel selection programs (e.g., selection into advanced training programs, licensure, certification; American Educational Research Association, American Psycholog

FAQs

What is the main purpose of the article?

To determine whether high-fidelity simulations (assessment centers) provide incremental validity over low-fidelity simulations (situational judgment tests) and knowledge tests for predicting job performance in advanced-level high-stakes selection.

Which predictors were tested, and how are they defined?

The study examines knowledge tests, low-fidelity simulations represented by situational judgment tests, and high-fidelity simulations represented by assessment centers.

What did the study find about incremental validity?

All three predictors significantly related to job performance; both the SJT and the assessment center showed incremental validity over the knowledge test, and the assessment center showed incremental validity over the SJT.

Sep 18, 2026

Uploaded by Graffin