A Study On The Manufacturing Industry Managerial Competency Situational Assessment And Validity

Qua an important function of human resource management, personnel selection and assessment are insurance that make enterprises attain human resources competition advantage. During the course of the development and management of manpower resource, the career plan and development, human resource optimization and integration, the match of person and position are all depend on a valid human resources evaluation. With the development of managerial competence research, more and more researchers are interested in managerial competence based situational assessment. As one of the most promising managerial competence situational assessment methods, situational judgment test has increased in popularity over the past decade. However, in domestic, researches of situational judgment test is still at the starting stage, few studies tested the construct validity and scarcely explored the situational judgment processes, there were few published situational judgment test validation empirical researches.Based on former research, this study verified the validity of situational judgment test. This whole dissertation was constituted of two sub-studies, including the situational judgment processes and judgment test validation researches.Firstly, in practice develops the effective measurement tool for managerial competency of manufacturing industry. The item discrimination of the test were assessed, and found out the correlation coeficients between the total scores and the scores of its items were ranged from 0.116 to 0.669, all reaches significant level. Proceeding empirical comparative research on two typical term weighting functions, and found that tests like situational judgment test should not adopt interval -score style, because the interval scale was hardly to be achieved. At the same time, this study considered that every conception dimension should have enough items when developping conception-oriented situational judgment test and other similar talent assessment tools, because information quantity that every items gained was limited.Secondly, based on situational judgment test research, confirmatory factor analysis (CFA) supported the hypothesis that situational judgment test measured multidimensional competence.Finally,the criterion-related validity of situational judgment test was assessed in this study, and it is found that this situational judgment test has a very high criterion-validity. At the same time, it is found that different competence dimensions have different predicting effects to different performance dimensions. For the lower middle-level managers, competence may particular emphasis on predicting overall performance, task performance and interpersonal facilitation, but can't emphasis on predicting leadership performance and job dedication.