CONSTRUCT VALIDITY OF TWO CATEGORIES OF ASSESSMENT CENTER DIMENSION RATINGS
研究检验了评估中心最终维度评分的构念效度，发现认知能力测量与绩效风格维度评分的相关性高于人际风格维度评分，支持两类维度的区分效度。
The construct validity of assessment center final dimension ratings was examined within a nomological network of cognitive and personality measures. Four hundred forty‐one employees of a large mid‐western petroleum company were assessed on 11 dimensions in two broad categories and completed four tests. Results showed that several cognitive ability measures related more strongly to performance‐style dimension ratings than to interpersonal‐style dimension ratings, providing evidence for convergent and discriminant validity. Correlation analysis and factor analysis support the two a priori interpersonal‐ and performance‐style categories. The results suggest that final dimension ratings possess construct validity and that assessors can differentiate between two broad categories of assessment dimensions.