Dimension Consistency as an Individual Difference: A New (Old) Perspective on the Assessment Center Construct Validity Debate
回顾了评估中心评分不一致性的历史观点，并与人格心理学中的不一致性视角比较，主张将一致性视为个体差异而非测量误差，提出四个命题说明如何利用不一致性识别技能模式，并讨论其对组织选拔与发展的意义。
This article presents a historical review of how inconsistency in assessment center ratings has been regarded among AC researchers and practitioners, then compares these perspectives to views of inconsistency found in personality psychology. Based on this review, the authors argue for a return to the study of consistency as an individual difference, rather than as simple measurement error. They offer four propositions regarding the inconsistency observed in AC performance, arguing that such inconsistency presents a unique opportunity to identify individuals’ patterns of skill proficiency. Finally, they discuss ways in which differences in consistency are likely to relate to organizational interests, including implications for selection and development.