Some Problems with Applying Content Validity Evidence to Assessment Center Procedures
回顾了平等就业机会委员会的规定和司法意见，认为内容效度证据仅适用于当前绩效相关的选拔程序，而评价中心模拟常用于需要培训的初级主管选拔，因此需采用其他验证策略，并提出了符合指南的替代方案。
Reviewing Equal Employment Opportunity Commission regulations and judicial opinion, we argue that it is appropriate to use content validity evidence in defense of an employment selection procedure only when current performance is of interest. Because assessment center simulations for first-level supervisors are commonly used to select individuals who will need training and additional experience before they perform adequately, evidence of the job relatedness of such simulations will have to be based on other validation strategies. We suggest some alternative validation strategies in keeping with EEOC guidelines.