The Development Of Situational Judgment Test For General Management Quality Of Middle-level Managers

The purpose of this dissertation is to explore the differences of general management quality of excellent, general and poor performanced middle-level managers; to construct the general management quality model and the situational judgment test of middle-level managers. Literature analysis and research methods of competence, such as behavioral event interview and situational judgment test are used in this study, the following conclusions are induced:(1)The general management quality model. By literature, experts and interview analysis, 6 quality dimensions are got, such as achievement tendency, personal qualities, interpersonal communication, leadership, personal efficacy, learning ability and creativity. And there are 17 qualities included: impelling subordinate, self-confidence, resiliency, creativity, learning ability, problem-solving, modest and tolerance, self-control, organizational ability, integrity, achievement motivation, expertise and experience, sense of responsibility, communication and coordination capacity, subject to leadership, teamwork etc. There are some structural differences not only quantitative differences of general management quality within excellent, general and poor performanced middle-level managers.(2)The study developed the Situational Judgment Test for General Management Quality of Middle-level Managers which contains 18 situations, 97 options and 36 questions. The pre–test shows that, the distribution of difficulty is wide, and most questions own middle-level difficulties; the discriminations are good; the reliability is 0.692; the construct validity is ensured by the literature analysis, experts analysis, interviews analysis, and test standardizing; and the criterion validity is measured by the correlation coefficient of the Situational Judgment Test for General Management Quality of Middle-level Managers and the Job Performance Questionnaire, the correlation coefficient is 0.341, which proves that the criterion validity is credible.The conclusions provide easy-to-use, practical tool for the selection, training, recruitment, assessment of middle-level managers.