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Extra resources for Assessment Centers and Managerial Performance
It is clear from these data that the interview is the most important method of determining ratings on almost all factors. It is logical that this assessment technique contributed to the ratings on some factors such as social relations, but one would expect that assessors would rely on other techniques in assessing such factors as leadership and emotional stability. Since the assessors were mostly clinical psychologists and psychiatrists, they may have relied too much on the interview because of their background, training, and ex- 2.
In 1941, Thorne encouraged two psychiatrists to set up a similar program in the Scottish Command. The initial boards included psychiatric interviews, intelligence tests, and situational tests very similar to the German models. The initial trial was judged successful. The boards met with much acceptance and were greatly expanded. By the end of the war, over 140,000 candidates had been evaluated, of which 60,000 individuals had been selected for training. Harris (1949) and Vernon and Parry (1949) provided a thorough description of the operations of the WOSBs from 1942 to 1946.
Comparing evaluations by staff members, Vernon (1950) concluded that whereas psychologists may not be superior to the average nonprofes- 36 2. , their individual (validity) coefficients did not range so widely [p. 9 2 ] . " In one of the longest-range studies of assessment center predictions, Anstey (1977) conducted a 30-year follow-up of civil servants assessed from 1945 to 1948. 354. 660. Anstey (1977) concluded that: These figures are probably the highest validity coefficients that have ever been obtained for high-grade selection in any country.