Conventional methods for assessing the validity and reliability of situational judgment test (SJT) scores have proven to be inadequate. For example, factor analysis techniques typically lead to nonsensical solutions, and assumptions underlying Cronbach’s alpha coefficient are violated due to the multidimensional nature of SJTs. In the current article, we describe how cognitive diagnosis models (CDMs) provide a new approach that not only overcomes these limitations but that also offers extra advantages for scoring and better understanding SJTs. The analysis of the Q-matrix specification, model fit, and model parameter estimates provide a greater wealth of information than traditional procedures do. Our proposal is illustrated using data taken from a 23-item SJT that presents situations about student-related issues. Results show that CDMs are useful tools for scoring tests, like SJTs, in which multiple knowledge, skills, abilities, and other characteristics are required to correctly answer the items. SJT classifications were reliable and significantly related to theoretically relevant variables. We conclude that CDM might help toward the exploration of the nature of the constructs underlying SJT, one of the principal challenges in SJT research.

Microfoundations allow the unpacking of processes by which dynamic capabilities are created. Along this line, managerial cognition has been proposed as a variable related to the dynamic capabilities. However, the high number of cognitive variables reported hinders the theoretical contributions. Thus, this study classifies the managerial cognitive variables of chief executive officers (CEOs) into three types of dynamic managerial capabilities: (1) managerial sensing, (2) managerial seizing, and (3) managerial reconfiguration. We estimate the correlation of these managerial capabilities with firms' dynamic capabilities. We use a three-level random effects model to synthesize 101 correlations reported from 2007 to 2021, representing 6,153 CEOs around the world. This meta-analysis reveals a positive relationship between CEOs' managerial cognition and dynamic capabilities, especially with respect to those cognitive variables that support managerial sensing as the perception of opportunities and entrepreneurial alertness.

Item response theory (IRT) provides valuable methods for the analysis of the psychometric properties of a psychological measure. However, IRT has been mainly used for assessing achievements and ability rather than personality factors. This paper presents an application of the IRT to a personality measure. Thus, the psychometric properties of a new emotional adjustment measure that consists of a 28-six graded response items is shown. Classical test theory (CTT) analyses as well as IRT analyses are carried out. Samejima's (1969) graded-response model has been used for estimating item parameters. Results show that the bank of items fulfills model assumptions and fits the data reasonably well, demonstrating the suitability of the IRT models for the description and use of data originating from personality measures. In this sense, the model fulfills the expectations that IRT has undoubted advantages: (1) The invariance of the estimated parameters, (2) the treatment given to the standard error of measurement, and (3) the possibilities offered for the construction of computerized adaptive tests (CAT). The bank of items shows good reliability. It also shows convergent validity compared to the Eysenck Personality Inventory (EPQ-A; Eysenck & Eysenck, 1975 ) and the Big Five Questionnaire (BFQ; Caprara, Barbaranelli, & Borgogni, 1993 ).

Social networks websites, and specially the LinkedIn platform, have changed the landscape of recruitment and personnel selection to a unified organizational process. Thus, apart from using LinkedIn as a recruitment tool, professionals also use it to make evaluative inferences regarding the individual characteristics of the candidates (e.g., their personality). However, most of the research focused on LinkedIn has left aside the evidence about its validity for decision making in the work setting. In our study we analyze the criterion oriented validity of LinkedIn incumbents professional profiles (N = 615) in the information and communication technology (ICT) sector with some measures of job performance. The results show four major factors underlying LinkedIn profiles about professional experience, social capital, updating knowledge, and non-profesional information. These factors are significantly related to productivity, absenteeism, and the potential for professional development. These findings are discussed in light of their theoretical and practical implications. Las redes sociales, y especialmente la plataforma LinkedIn, están convirtiendo la función de reclutamiento y selección de personal en un proceso cada vez más unificado. Además de como herramienta de reclutamiento, los profesionales utilizan esta plataforma para hacer inferencias de evaluación sobre las características individuales de los candidatos, aunque la mayoría de las investigaciones han dejado de lado el análisis de su validez para la toma de decisiones en el entorno laboral. En nuestra investigación hemos estudiado los perfiles profesionales en LinkedIn de trabajadores del sector de las tecnologías de la información y la comunicación (,N, = 615), y su validez orientada a criterios de desempeño laboral. Los resultados muestran cuatro factores principales que subyacen a los perfiles de LinkedIn: experiencia profesional, capital social, actualización de conocimientos e información complementaria. Estos factores están significativamente relacionados con la productividad, el absentismo y el potencial de desarrollo profesional. Estos hallazgos se discuten a la luz de sus implicaciones teóricas y prácticas.

The Teamwork Knowledge, Skill, Ability Test (TWKSAT), designed to assess teamwork competencies, has been widely used in both applied and academic contexts. However, studies have brought to light a number of reliability problems in the test. In this article, we describe 3 studies that (a) examined the functioning of the TWKSAT (N 135); (b) investigated a new measure, the Teamwork Competency Test, including its metric properties (N 120); and (c) analyzed the convergent and predictive validity of the Teamwork Competency Test compared with the TWKSAT (N 91). Based on our results, we conclude that the TWKSAT does not adequately reflect the initial substantive model and has limitations with regard to reliability. The Teamwork Competency Test improves the TWKSAT by enhancing reliability, content validity, and substantiating the dimensional structure of the test.This research was partially supported by the Office of Naval Research Collaboration and Knowledge Interoperability Program and Office of Naval Research Multidisciplinary University Research Initiative Grant N000140610446