Different paths, same destination? Comparison of two approaches to developing situational judgment tests for cross‐cultural competence
比较了工作取样法和构念法两种方式开发的跨文化能力情境判断测验，发现工作取样法在抗社会赞许性和预测团队绩效上更优。
Abstract Assessing cross‐cultural competence (3C) remains a challenge, as traditional self‐report measures often fail to capture the complexity of intercultural interactions and are vulnerable to validity concerns. Situational judgment tests (SJTs) offer a promising alternative by simulating real‐world decision‐making in intercultural contexts. This study develops and evaluates two distinct SJTs via two item development methods, work‐sampling and construct‐based, in measuring 3C. Using a within‐person design, we examine their psychometric properties, including reliability, internal structure, face validity, susceptibility to social desirability bias, and criterion validity. Both SJTs demonstrate acceptable reliability and correlations with a self‐report 3C measure, overseas life satisfaction, and sociocultural adaptation. However, the construct‐based SJT appears more susceptible to social desirability and has lower face validity compared to the work‐sampling SJT. Only the work‐sampling SJT explained peer‐rated multicultural team performance. We contribute to the refinement of 3C assessment by developing the SJTs that could serve as viable alternatives to self‐report scales. Our findings also suggest that work sampling SJTs may offer certain advantages over construct‐based SJTs in measuring 3C.