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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.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & Report",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/the-validity-and-incremental-validity-of-knowledge-tests-low-fidelity-and-high-fidelity-simulations-for-predicting-job-performance-in-advanced-level-high-stakes-selection/298103/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/the-validity-and-incremental-validity-of-knowledge-tests-low-fidelity-and-high-fidelity-simulations-for-predicting-job-performance-in-advanced-level-high-stakes-selection/298103.png","ImageObject",300,407,{"name":42,"@type":43},"Graffin","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-20","2026-09-18",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",13,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the main purpose of the article?","Question",{"text":63,"@type":64},"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.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"Which predictors were tested, and how are they defined?",{"text":68,"@type":64},"The study examines knowledge tests, low-fidelity simulations represented by situational judgment tests, and high-fidelity simulations represented by assessment centers.",{"name":70,"@type":61,"acceptedAnswer":71},"What did the study find about incremental validity?",{"text":72,"@type":64},"All three predictors significantly related to job performance; 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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.  \nAvailable at: [https://ink.library.smu.edu.sg/lkcsb_research/5514](https://ink.library.smu.edu.sg/lkcsb_research/5514)  \nThis 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).  \nPublished in Journal of Applied Psychology, 2011, 96 (5), 927-940.  \n[https://doi.org/10.1037/a0023496](https://doi.org/10.1037/a0023496)  \nCreative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.  \nThe Validity and Incremental Validity of Knowledge Tests, Low-Fidelity Simulations, and High-Fidelity Simulations for Predicting Job Performance  \nin Advanced-Level High-Stakes Selection  \nFilip Lievens Ghent University  \nFiona Patterson City University London  \nIn 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.  \nKeywords: situational judgment tests, assessment centers, high-stakes selection, medical education  \nHigh-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","cbCaiclhFsyDxCaM","https://ap.wps.com/l/cbCaiclhFsyDxCaM","pdf",189567,15,"English","# Validity in advanced-level high-stakes selection\n## Predictors: knowledge tests, low-fidelity simulations, and high-fidelity simulations\n## Incremental validity findings\n## Mediation results and model testing\n## Background: entry-level versus advanced-level selection\n## Test formats and simulation fidelity","[{\"question\":\"What is the main purpose of the article?\",\"answer\":\"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.\"},{\"question\":\"Which predictors were tested, and how are they defined?\",\"answer\":\"The study examines knowledge tests, low-fidelity simulations represented by situational judgment tests, and high-fidelity simulations represented by assessment centers.\"},{\"question\":\"What did the study find about incremental validity?\",\"answer\":\"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.\"}]","The Validity and Incremental Validity of Knowledge Tests - Low-Fidelity and High-Fidelity Simulations for Predicting Job Performance in Advanced-Level High-Stakes Selection | PDF",38]