상황판단검사(Situational Judgement Tests)

Situational judgment tests (SJTs) or Inventories (SJIs) are a type of psychological test which present the test-taker with realistic, hypothetical scenarios and ask the individual to identify the most appropriate response or to rank the responses in the order they feel is most effective.^[1] 

SJTs can be presented to test-takers through a variety of modalities, such as booklets, films, or audio recordings.^[2] SJTs represent a distinctpsychometric approach from the common knowledge-based multiple choice item.^[1][3] They are often used in industrial-organizational psychology applications such as personnel selection. 

Situational judgment tests tend to determine behavioral tendencies, assessing how an individual will behave in a certain situation, and knowledge instruction, which evaluates the effectiveness of possible responses.^[4] Situational judgment tests could also reinforce the status quo with an organization.^[4]

Unlike most psychological tests SJTs are not acquired 'off-the-shelf'((특별히 디자인하거나 주문하지 않고) 규격품으로[바로 살 수 있는]), but are in fact designed as a bespoke((개인 주문에 따라) 맞춘) tool, tailor-made to suit the individual role requirements.^[1] This is because SJTs are not a type of test with respect to their content, but are a method of designing tests.

Advantages over other measures[edit source | editbeta]

성별이나 민족에 따른 불이익 정도가 적다.

직무 관련 행동을 곧바로 측정할 수 있다. 

대량으로 시행 가능하다.

다른 psychometric assessment보다 SJT의 설계과정이 더 높은 내용관련도를 보인다.

문제해결능력부터 의사결정, 대인관계까지 다양한 면을 볼 수 있다.

• They show reduced levels of adverse impact, by gender and ethnicity,^[11] compared to cognitive ability tests.^[1][12]
• They use measures that directly assess job relevant behaviours.^[1]
• They can be administered in bulk, either via pen and paper or on-line.^[1]
• The SJT design process results in higher relevance of content than other psychometric assessments^[12][13] They are therefore more acceptable and engaging to candidates compared to cognitive ability tests since scenarios are based on real incidents^[1]
• It is unlikely that practice will enhance candidate performance as the answers cannot be arrived at logically – a response to a situation may be appropriate in one organisation and inappropriate in another.^[1]
• They can tap into a variety of constructs – ranging from problem solving and decision making to interpersonal skills.^[1] Traditional psychometric tests do not account for the interaction between ability, personality and other traits.^[12]
• Conscientiousness can be built into a test as a major factor of individual differences.^[14]
• They can be used in combination with a knowledge based test to give a better overall picture of a candidate's aptitude for a certain job.^[15]

Criticisms[edit source | editbeta]

시나리오가 너무 단순하다(짧다).

실제로 직무 관련 능력을 구분하기가 어렵다.

지원자가 실제로 자기 행동과는 맞지 않는 답을 선택할 수 있다.

특정 구조(업무 지식)등을 측정하는 타당도에 대한 논쟁이 있다.

• The scenarios in many SJTs tend to be brief; therefore candidates do not become fully immersed in the scenario. This can remove some of the intended realism of the scenario and may reduce the quality and depth of assessment.^[12]
• SJT responses can be transparent, providing more of an index of best practice knowledge in some cases and therefore failing to differentiate between candidates' work-related performance.^[12]
• The response formats in some SJTs do not present a full enough range of responses to the scenario. Candidates can be forced to select actions or responses that do not necessarily fit their behavior. They can find this frustrating and this can affect the validity of such measures^[17][18][19]
• Because of the adaptability of SJTs, arguments persist about whether or not they are a valid measurement of a particular construct (Job Knowledge), or a measurement tool which can be applied to a variety of different constructs, such as cognitive ability, conscientiousness, agreeableness, or emotional stability^[20]
• SJTs are best suited for assessing multiple constructs, and as such, it is difficult to separate the constructs assessed in the test. If one construct is of particular interest, a different measure may be more practical.^[21]
• Due to the multi-dimensional nature of SJTs, it is problematic to assess reliability through the use of standard measures.^[22]

(http://www.ncbi.nlm.nih.gov/pubmed/?term=situational+judgement+tests)

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Tackling situational judgment tests

Authors: Mahibur Rahman 

Publication date:  19 5월 2007

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Mahibur Rahman looks at how to approach this new assessment for GP specialty training

지식을 알고있는지를 평가하기 위한 시험에서 지식을 적용하는 것을 평가하기 위한 시험으로의 전환이 있고, 그러한 것 중 하나가 SJT (딜레마 검사)

Doctors face many different types of assessment throughout their careers—from traditional multiple choice questions and extended matching questions to essay papers. Over recent years there has been a shift away from testing knowledge of facts, to tests that look at application of that knowledge. One of the ways that a person's judgment in various work based situations can be assessed is the situational judgment test (SJT), also known as a professional dilemma test.

Background

Situational judgment tests have been used as far back as the 1940s. They have become increasingly popular as tools for recruitment because they can assess job related skills not tapped by other measures—ranging from problem solving and decision making, to interpersonal skills. SJTs are useful for assessing soft skills and non-academic, practical intelligence. They are often used in combination with a knowledge based test to give a better overall picture of a candidate's aptitude for a certain job. SJTs have been used as a recruitment tool by the Federal Bureau of Investigation, the Canadian Civil Service, the Department of Work and Pensions, and the NHS Graduate Management Training Scheme.

The SJT paper in selection for general practice specialty training

The SJT was trialled in 2006 as an alternative to the competency based essay paper as part of the assessment for entry into general practice specialty training (GP ST). In 2007, all candidates applying to enter GP ST programmes at any level (ST1, ST2, or ST3) will be required to sit a 90 minute SJT paper and a 90 minute clinical problem solving paper as part of the shortlisting process.

The SJT paper has been set to assess the candidate against some of the competences in the national person specification for GP ST (box 1).

The paper has two sections, with different styles of questions. Both sections consist of work based scenarios that could be faced by a junior doctor, with multiple possible options to choose from. Scenarios range from ethical dilemmas to difficulties with colleagues or patients. Each scenario has been written to assess one or more of the competences in the national person specification.

Box 1 | Core competences in selection for entry to general practice specialty training (ST1-ST3)

Empathy and sensitivity: Capacity and motivation to take in other people's perspectives and treat others with understanding

Communication skills: Capacity to adjust behaviour and language as appropriate to needs of differing situations

Conceptual thinking and problem solving: Capacity to think beyond the obvious, with analytical and flexible mind

Coping with pressure: Capacity to recognise own limitations and develop appropriate coping mechanisms

Organisation and planning: Capacity to organise information and time effectively in a planned manner

Managing others and team involvement: Capacity to work effectively in partnership with others

Professional integrity: Capacity and motivation to take responsibility for own actions and demonstrate respect for all

Learning and personal development: Capacity and motivation to learn from experience and constantly update skills and knowledge

Box 2 | Ten tips for the SJT paper

• Make sure you are familiar with the competences in the national person specification

• Read through the Good Medical Practice booklet

• Read each scenario twice, highlighting any keywords as you go

• Look at all the options before assigning any rankings (section 1)

• Remember you are not being asked to judge if an option is right or wrong

• Use only the information provided in the question—do not make assumptions

• Look out for paired or contradictory statements (section 2)

• Make sure your choices make sense when taken together (section 2)

• Keep an eye on the clock—don't spend too long on any one question

• Double check you have marked/circled the correct options—transcription errors are a silly way to lose marks

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What are Situational Judgment Tests used by EPSO?

Situational Judgment Tests (or 'SJT', 'SJTs' as abbreviated) are used to measure your behavior and attitudes in work-related scenarios. They measure your decision-making skills that cannot be easily measure in other aptitude tests (numerical, abstract or verbal). SJTs present to candidates a range of different work-related situations that they might experience in a job. For each situation, a number of possible actions are suggested. The objective of SJT is to identify the 'most effective' and 'least effective' actions on that particular situation.

Download the SJT examples of EPSO

(http://www.epsosjt.com/)