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The present study seeks to examine both the internal psychometric properties of a TBAC and, importantly, the work-related outcomes associated with the approach.
Ratings from a TBAC will reflect scores on exercises that can be interpreted as representing aspects of Mintzberg's (1971, 1973) managerial role framework.
The work sample literature bears many similarities to ideas presented in the TBAC approach.
That TBAC scores will show evidence of a meaningful relationship with scores on a job performance criterion.
Are TBAC scores associated with patterns of variation that might suggest minimal adverse impact (including on work-irrelevant criteria such as gender, age, and ethnicity)?
However, the focus of the present study was on the TBAC component of the AC rather than on dimension titles (the details of this focus are discussed later).
Table 1 shows the factor structure of the TBAC ratings, which mostly represented clean factors with behavioural items nested within their respective exercises.
In sum, the ratings in this TBAC appeared to show reasonable structural evidence and reflected a relatively clean set of correlated exercise scores from both data-driven and a priori modelling perspectives.
For the criterion-related validity study, a total of 100 participants were found to have matching TBAC and job performance scores.
Secondly, the TBAC approach posits that AC ratings are best considered as being specific to particular exercises.
The results of the present study provide psychometric evidence for a class of AC that errs towards a TBAC perspective but the results also indicate the addition of a dimension-based element.
With regard to potential indicators of adverse impact and Research Question 1, TBAC ratings were not significantly associated with discrimination on the basis of gender and ethnicity.