Validity of an assessment centre as a measure of competency ratings for development in a large financial institution

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dc.contributor.advisorvan Lill, Burgeren_ZA
dc.contributor.authorBashabe, Barbaraen_ZA
dc.date.accessioned2014-07-31T12:33:55Z
dc.date.available2014-07-31T12:33:55Z
dc.date.issued2006en_ZA
dc.descriptionIncludes bibliographical references (leaves 82-86).
dc.description.abstractAssessment centres are used to make decisions for employee advancement and development within organisations. These centres comprise of a number of instruments which are used to establish competencies needed to perform effectively. The validity of this measure is yet to be fully ascertained as previous studies have shown that although assessment centres have predictive validity, they lack construct validity. The research study therefore set out to establish whether assessment centres used within financial institutions have predictive validity but lack construct validity. For purposes of this study, two sets of data each comprising of responses from 120 and 91 employees were used. This data was retrieved from a financial institution within the Western Cape. Contrary to previous studies, there was low predictive validity within this study. Some of the factors that could have contributed to the low correlation between performance and assessment ratings include a rather small sample that was used, having different criterion being measured in the evaluations than in the assessment centres, range restriction, complexity of assessing behaviour, and having a number of dimensions from which to derive an Overall Assessment Rating (OAR). However, similar to previous studies, this study also found low construct validity amongst the ratings. In addition, a further analysis indicated that both performance and personality measures are valid methods in predicting performance.en_ZA
dc.identifier.apacitationBashabe, B. (2006). <i>Validity of an assessment centre as a measure of competency ratings for development in a large financial institution</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/5848en_ZA
dc.identifier.chicagocitationBashabe, Barbara. <i>"Validity of an assessment centre as a measure of competency ratings for development in a large financial institution."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2006. http://hdl.handle.net/11427/5848en_ZA
dc.identifier.citationBashabe, B. 2006. Validity of an assessment centre as a measure of competency ratings for development in a large financial institution. University of Cape Town.en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Bashabe, Barbara AB - Assessment centres are used to make decisions for employee advancement and development within organisations. These centres comprise of a number of instruments which are used to establish competencies needed to perform effectively. The validity of this measure is yet to be fully ascertained as previous studies have shown that although assessment centres have predictive validity, they lack construct validity. The research study therefore set out to establish whether assessment centres used within financial institutions have predictive validity but lack construct validity. For purposes of this study, two sets of data each comprising of responses from 120 and 91 employees were used. This data was retrieved from a financial institution within the Western Cape. Contrary to previous studies, there was low predictive validity within this study. Some of the factors that could have contributed to the low correlation between performance and assessment ratings include a rather small sample that was used, having different criterion being measured in the evaluations than in the assessment centres, range restriction, complexity of assessing behaviour, and having a number of dimensions from which to derive an Overall Assessment Rating (OAR). However, similar to previous studies, this study also found low construct validity amongst the ratings. In addition, a further analysis indicated that both performance and personality measures are valid methods in predicting performance. DA - 2006 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2006 T1 - Validity of an assessment centre as a measure of competency ratings for development in a large financial institution TI - Validity of an assessment centre as a measure of competency ratings for development in a large financial institution UR - http://hdl.handle.net/11427/5848 ER - en_ZA
dc.identifier.urihttp://hdl.handle.net/11427/5848
dc.identifier.vancouvercitationBashabe B. Validity of an assessment centre as a measure of competency ratings for development in a large financial institution. [Thesis]. University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2006 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/5848en_ZA
dc.language.isoengen_ZA
dc.publisher.departmentOrganisational Psychologyen_ZA
dc.publisher.facultyFaculty of Commerceen_ZA
dc.publisher.institutionUniversity of Cape Town
dc.subject.otherOrganisational Psychologyen_ZA
dc.titleValidity of an assessment centre as a measure of competency ratings for development in a large financial institutionen_ZA
dc.typeMaster Thesis
dc.type.qualificationlevelMasters
dc.type.qualificationnameMComen_ZA
uct.type.filetypeText
uct.type.filetypeImage
uct.type.publicationResearchen_ZA
uct.type.resourceThesisen_ZA
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